How do you pick between the PHR and SHRM-CP certifications? My employer is willing to pay for either, but I don’t know what would be the better return on investment. My job is pretty secure, but with the economy the way it is, I want to be proactive about making sure I’d be employable if I lost my job.

I once watched an employee get labeled “negative” simply because they consistently raised difficult but valid concerns. It made me realize how easily honesty can be mistaken for resistance in some workplaces. How do you separate constructive criticism from negativity?

I recently submitted a candidate that was qualified for a role. The HM looked at the video and passed on her before I even submitted the info. I asked why she said nothing just move on. The candidate asks why she wasn’t moving forward and feedback listing her qualifications vs the job description. I agree go back because I want to know what I’m missing in efforts to submit proper prospects. I was told we don’t have to give a reason and she didn’t fit the culture but don’t tell her that. 😔

These "graduations" are getting out of hand. Over the past few weeks, I've had to rework shifts for dozens of employees because their kids had midday prek, kindergarten, 5th grade, 8th grade, etc., graduations. Are all of these necessary?

What is your go to ice breaker for meetings? I’ve been given the order to start running Monday morning staff meetings. These will be at 8am, so I need creative ways to get everyone pumped.