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There is no better place for HR professional development than the Society for Human Resource Management (SHRM)’s Annual Conference & Exposition. Each year, attendees gain the tools and resources needed to implement successful HR practices and learn valuable lessons that help companies succeed.

Internationally renowned speakers offer fresh points of view and inspiring stories. Attending helps one shift their perspective, deepen their understanding and examine, in-depth, a broad range of HR topics and workplace issues.

I returned from the 2019 SHRM Annual Conference & Exposition at the end of June. The conference located at the Las Vegas Convention Center was attended by over 20,000 people. Feeling invigorated and inspired, I would like to share my top SHRM19 Conference Takeaways.

SHRM19 Takeaways

1. Failing should be required at work because it’s how we learn.  Brene Brown  suggests making failure required by leaders, “it’s been two years since your last fail, we can’t afford to keep you.”
2. There is a cost to drama in the workplace, both in the happiness of employees and in millions of dollars of waste in organizations. It’s estimated over 800 hours per employee, per year is lost to drama in the workplace. Tune into Cy Wakeman for tips on how to combat drama and bring higher self to work. 
3. Financial stress is a real issue for American employees, 57% don’t have enough cash to cover a $500 expense. Employees are reluctant to discuss financial stress and ask for benefits that lighten the load … even when they need them. HR professionals can use data to understand the different financial fitness scores in the workplace and the score’s impact on HR and benefits strategies. Thank you, Mary Ila Ward.
4. Considerations when analyzing wage increases – which positions are critical to competitive advantage, desire to lag/meet/exceed market, impact, and cost of turnover, and employee preferences. Executives often ask HR for turnover info, we need to make the numbers compelling to tell the right story – it isn’t always about wages.  Do You Need to Raise Your Wages?: A Step-By-Step Guide to Evaluating Your Wage Practices
5. Despite popular belief, employers can have direct contact with a medical care provider to gather more info about the need for FMLA time. They may obtain clarification or authentication from the caregiver. Better understand thorny issues related to the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA)
6. FLSA salary threshold is likely to raise to $679/week probably effective early 2020. FLSA regulatory changes…
7. Harassment complaints reported to the EEOC continue to rise, take every type of complaint seriously and handle responding consistently.  Take a complaint as it comes to you in any shape or size, even if it’s not obvious harassment. Manage complaints within the law.

I’m so grateful to have had the opportunity to attend this year’s conference and hats off to SHRM for organizing such an impressive and content-filled conference. Continuous learning and improvement is necessary for all individuals but especially HR professionals leading business owners through the everchanging landscape of HR. Choosing to attend this year was transformative and I look forward to implementing the new ideas and perspectives into my work and share these insights with my clients.

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