MYERS-BRIGGS, DISC, AND OTHER BEHAVIORAL AND personality-based assessments have given us insights into the unique characteristics of ourselves and our coworkers. When applied, they can provide tremendous help as we try to shape organizational cultures that are effective and respectful. Yet, even where there is awareness and respect for personality differences, frictions remain that seem to be impervious to these tools. Indeed, some conflicts seem to be inherent in human interaction. Mimetic (meaning imitation) theory is a unified theory of social sciences relevant in fields as diverse as anthropology, geo-politics, psychology, and economics. It sheds light on why even educated, socially-sensitive people can act in predictable and harmful patterns.

LET’S SURVEY YOUR CURRENT STAFF! How many people in your organization have been there 10+ years, are deep-rooted and likely aren’t going anywhere until retirement? We’ll call these staff “trees.” Next, how many people haven’t been there long, and their position will likely turn over multiple times in the next few years? We’ll call these our “revolving door” roles. Today, what percentage of your team is trees verses revolving doors? Is it 70/30, 50/50, 30/70? There’s no right answer, but it’s important to know your current breakdown.

WELCOME TO YOUR FIRST 2018 EDITION OF THE HR FLORIDA REVIEW! THIS is an exciting time and, no doubt, a busy time for HR professionals as we tackle a new year full of new goals and opportunities! As an industrial/ organizational (I/O) psychologist peering into the HR window, HR professionals constantly amaze me. Managing external and internal forces that affect our organizations and its members, especially in this rapidly changing world, is a heavy and complex undertaking! So, how does one effectively manage these forces while maintaining a positive and productive workforce?

HERE WE ARE AT THE BEGINNING OF A NEW YEAR – IT’S HARD TO believe it is 2018. It seems the start of a new year always makes us think about new goals on both a personal and professional level. As HR professionals, we are reminded that our team members have and/ or need goals, too. Sometimes these goals are placed before them as challenges – not by themselves, but by their employer. This can keep team members engaged, as it makes them feel their work is valued, and help with an issue that remains top-of-mind for HR professionals no matter the year, such as employee retention.