Laurie Ruettimann

About the Author

LauerieR

 

Laurie Ruettimann (LFR) is a former Human Resources leader turned influential speaker, writer and strategist. She owns a human resources consultancy that offers a wide array of HR services to human resources leaders and executives. Check out her LinkedIn profile here. You may know Ruettimann as the creator of The Cynical Girl and Punk Rock HR (retired), which Forbes named as a top 100 website for women. You may have also read her book, I AM HR: 5 Strategic Ways to Break Stereotypes and Reclaim HR. (RepCap Press, 2014.) 

Getting Behind the Latest Workforce Trend: Finding a Little Joy at Work

Here’s a new movement you need to know about: Joy at work. That’s right. The latest trend is to nag you into finding some joy in your job. Not happiness. Not passion. Joy. And if you find joy, at least a little, things are going to be OK. It’s about adding up the…

Yes, We Really Could Use a Little More Radical Candor in HR

One of the biggest trends in HR right now is radical candor. Have you heard of this? According to Kim Scott, radical candor is the moral obligation of managers to care for each team member personally and challenge ’em to grow. Managers must provide feedback that is humble, helpful, immediate, and in person….

Management 101: The 3 Cardinal Rules Of Reference Checks

Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post. I get calls on a regular basis to provide formal and informal references on people in my industry. First things first: Reference checks are not background checks. Reference checks are subjective. Reference checks are unreliable and invalid ways of…

How to Work and Get Along With Really Stupid People

We all have them in our lives. Trump lovers, Bernie supporters, birthers, 9/11 truthers, and people who send you a voicemail/text/email and then stop by your desk two seconds later because they need a response. 14 tips for dealing with stupidity Here’s how to work with stupid people: Smile. Pause. Breathe. It diffuses…

The Things You Need To Do To Be Happy And Successful At HR

Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post. I spend a lot of time talking about what makes HR professionals fail, but I have strong opinions on the key attributes that make human resources leaders successful. Here are four (4): 1. Great HR leaders are…

Cuba May Be Opening, But There are Big Challenges Building a Business There

Cuba is awe-inspiring and timeless. I traveled to Havana over Thanksgiving with a team of HR and recruiting executives. Our goal was to learn more about the economic climate of a country that’s been closed to American citizens and businesses for over 50 years. First, a little history. When you step off the airplane…

Yes, It’s Performance Review Season. Here’s How to Handle That

It’s performance review season. Many of you in Corporate America are about to receive an annual overview of your behaviors and outputs. Then you’ll hear about your raise. Some of you will be happy. More than a few of you will question the subjective nature of this process and ask questions about how…

Insights From Cuba: HR Isn’t Easy Anywhere

Editor’s Note: TLNT contributor Laurie Ruettimann recently took part in an HR delegation that traveled to Cuba on a cultural exchange. This is her report. In Cuba, it is your right and your duty to work. There is a labor code that protects workers from social injustice and abuse; however, there are 11 million citizens…

I Can’t Stand It When Snotty Recruiters Refer to Candidates as “Crapplicants”

Just last week, I heard several mature and qualified recruiters use the word crapplicant at a technology conference. (Jerks!) Crapplicant is an offensive term used by recruiters to describe applicants and candidates who suck. You know the stereotype: The old dude who sends his resume to your database for every job on your…

I Can Do Without Yoga as HR’s Latest Mandatory Team Building Activity

Something is in the water. Yoga is the new HR team-building activity. I say this because I’ve been to several human resources meetings, this year, and leaders are forcing their colleagues and direct reports to wake up early and do yoga. And I use the word “forcing” because attendance is mandatory. You wake…

Open Offices Really Suck — But Your HR Department Already Knows This

About a year ago, a former HR colleague called me in a panic. She was asked to help design a new office layout. Nobody would have offices or cubicle walls, not even the CEO. “We’re going to lose people,” she told me. I just checked in with her, and she did lose people…

How to Write a Great Performance Improvement Plan

There was a time in my life when I worked in HR and people asked me to write performance improvement plans for a living. I would be like — Is it 1963? Am I your secretary? And do I look like I know anything about your jacked up employee? But, more importantly, I…

Management 101: The 3 Cardinal Rules of Reference Checks

I get calls on a regular basis to provide formal and informal references on people in my industry. First things first: Reference checks are not background checks. Reference checks are subjective. Reference checks are unreliable and invalid ways of measuring someone’s knowledge, skills and abilities. Reference checks are what you do when you…

When It Comes Right Down to It, HR Doesn’t Care About Your Problems

HR doesn’t care about your work-life balance. Well, that’s harsh. They care, but they have problems of their own. Human resources departments have undergone a transformation. They are agile, data-driven, and aligned with the executive agenda. Employee advocacy, when it happens, happens because it benefits the company’s bottom line.

The Things You Need to Do to Be Happy and Successful at HR

I spend a lot of time talking about what makes HR professionals fail, but I have strong opinions on the key attributes that make human resources leaders successful. Here are four (4): 1. Great HR leaders are dependable and reliable Everybody wants innovative and disruptive until you actually give them innovative and disruptive….