About Sharlyn Lauby

Sharlyn Lauby is the HR Bartender and president of ITM Group Inc., a Florida based training and human resources consulting firm focused on helping companies retain and engage talent. Sharlyn sees human resources as a strategic partner - the marketing department for a company’s internal clients rather as administrative. During her 20+ years in the profession, she has earned a reputation for bringing business solutions to reality. Prior to starting ITM Group, Sharlyn was vice president of human resources for Right Management Consultants, one of the world’s largest organizational consulting firms. She has designed and implemented highly successful programs for employee retention, internal and external customer satisfaction, and leadership development. Publications such as Reuters, The New York Times, ABC News, TODAY, Readers Digest, Men’s Health and The Wall Street Journal have sought out her expertise on topics related to human resources and workplace issues.

Ready to Bring Employees Back to the Workplace? Here Are 12 Things to Consider

As more states relax sheltering-in-place restrictions and permit organizations to reopen their doors to the public, HR departments will be busy coordinating those efforts. The list of things to do can seem daunting. Over the years, I learned that one of the best ways to tackle a big task like this one is to organize activities into smaller sections, so the effort is more manageable.    So, in thinking about everything that needs to be done when bringing employees back to the office, here’s a list divided into three sections: before, during, and after. 

Best Practices for Building an Offboarding Experience

Over the past five weeks, jobless claims have totaled more than 26 million and that number might grow. We simply don’t know. What we do know is that our employees didn’t create this situation. If organizations are planning to lay off staff, it should be done with respect. That means creating an offboarding experience that gives employees the information they need and dignity they deserve.

How to Conduct a Virtual Business Meeting that Doesn't Waste Time

In a short period, COVID-19 has changed the way many organizations conduct business. And possibly, it’s changing the way we’ve previously viewed meetings. In the past, we might have dreaded those long afternoon meetings in the conference room. Now that many of us are working from home, it’s possible we’re longing for those days again. (Well, maybe only a little bit. It’s also important to maintain a sense of humor during times like these.)  

Organizational Change Management: 7 Strategies for HR Departments

Many articles are written about organizational change. But when the business changes, so does HR. The change might be big or maybe small. But HR changes. Today, instead of talking about how companies manage change, let’s talk about how HR departments manage change (while their company is in transition).    Just like individual change isn’t the same as organizational change, department change isn’t always the same as organizational change. Changes that benefit the organization can change the way a department operates. Here are two examples:  

Continuous Improvement Leads to HR Innovation

Many articles make the connection between business success and innovation. And it’s true, businesses need to innovate to survive. But innovation isn’t always a grand moment of inspiration with a unique idea. In many situations, innovation is the result of several small incremental changes. This classic Harvard Business Review article outlines seven different sources of innovation. It highlights that innovation is about continuous improvement.

How to Streamline HR Processes

We are all subject to processes in our personal and professional lives. It might be completing a form or following a series of steps. The great thing about today’s technology is that it provides the foundation for an intuitive and consistent process. An example would be using our smartphones to make a bank deposit. The app walks us through the proper steps and the results are what we expect.

HR Innovation: The Need for HR Agility

In the first part of this series, we talked about how organizations need to define what talent means to them and how that definition impacts the employer-employee relationship. Organizations need to create cultures that will support the new employee-employer relationship. It also impacts the role of human resources.