Your emerging leaders are your rising managers and leaders in the making. But how do you spot an emerging leader and then develop them into a leadership role? Picking the right people and training them the right way is essential. That's why we've provided five (5) qualities these talented employees usually embody plus 5 ways to develop them.

For most HR practitioners, trying to coordinate a pile of time-off requests for the upcoming holiday season is hardly your favorite part of the job. No one really wants to be the one to tell employees that their request to spend time with their families during the holidays is being rejected, but depending on a whole slew of factors—industry, company size, production schedules, client demands, staffing levels, or even job specific duties—sometimes the reality is, the work has to get done.

We’ve all heard and likely executed, the notion that the example and company culture starts at the top with senior leadership. While it is tremendously important for those in senior leadership positions to embrace, embody, and champion organizational changes and organizational culture, middle managers play a crucial part in implementing and executing organizational strategies and cultural changes.

Tis the season for several HR and compliance issues associated with the holidays. Here are five (5) holiday HR issues that you should revisit as the holidays ensue.

ERC’s client service team accepted the company’s When Work Works Award from Cleveland SHRM at Corporate College East. Left to right: melissa koren, annie dohnal, sam marx, and Hayley McQuate

WRITTEN BY DR. DAVID WATTERSON, FOUNDER OF ERC'S AFFILIATE, WATTERSON & ASSOCIATES, INC.

Cohesive team building is not an easy feat. It takes time, energy, and commitment of the team members to truly achieve the desired results. It also takes awareness to realize you need to put the teams at your organization through a cohesive team building program.

With TIME Magazine’s declaration that the “Silence Breakers” (i.e., women who have come forward to report their personal experiences as victims of sexual harassment and assault in the workplace) as their “Person of the Year”, there is clearly a desire to see sexual harassment stamped out in the workplace. In addition to this public pressure for change, we’ve already established that sexual harassment in the workplace is expensive and damaging to employers and employees alike.

According to research by OfficeVibe, “65% of employees feel like they don’t get enough praise” and “82% of employees think it’s better to give someone praise than a gift.” This is the key difference between rewards and recognition. Rewarding an employee with a gift as a means of recognition is great but sometimes all employees want to hear is “job well done.”