Randy Carroll, SHRM-SCP

Very simple but effective suggestions here; have good lighting, audio, and always have your camera on. Visual awareness in our communications holds value, show people you are genuinely interested by eye contact and avoiding distractions. Try to find opportunities to ask questions. In a short period of time the pleasantries of positive engagement turn into the seeking of your feedback. Grow the good culture one meeting at a time!

If you want to create a sustainable solution, involve everyone in solving the problem. Scary thought, you might be part of the reason for punctuality and attendance problems. Seek understanding, ask questions, and above all listen. Never start out by pointing a finger or blaming for the time issues rather empower a team to create a healthy solution. Who knows, perhaps you may accidently increase productivity and job satisfaction.

Don't confuse "nuance" with "nuisance." Always remember to be polite, engaging, but not pushy. LinkedIn is a fantastic platform for learning, engagement, network, and growth. Unfortunately sometimes you face aggressive salesmanship when networking so be sure you separate yourself from that wave of InMail with authenticity and patience.

As you build a feedback loop keep in mind to meet your leader with their preferred method to help bridge communication and dissolve their unapproachability. Do they prefer emailed summaries or short touch base meetings. If you do not see eye to eye on method (i.e. in person vs written) then ensure you meet their needs first and follow up with your preference. If all goes well you will come across as through and complete in your work.

There is fantastic advice throughout this article. However, there is one somewhat unique skill I believe vital to aide in promotion and strengthen of an HR group. The ability to support and help develop peers. If focused solely on your ability to be promoted without considering the growth of others, there is a chance you are headed towards burnout. Taking on more to showcase your ability to handle both an increased workload and more complex assignments may overfill your plate. Instead, consider ways you can develop your peers. Not only will you increase peer trust but also show your ability to develop others. This, over time, should lighten workloads while building confidence that you should be a leader.

I like the idea of feedback and mentoring but I would like to add in a blended third approach, peer-perspective. As you grow your HR career most likely you will be focused on specific discipline at a time. To be more well-rounded find a peer on a similar career trajectory in a different discipline. Share stories, examples, and perspectives to help growth both of your abilities in understanding concepts outside of your area of expertise. The experience will become beneficial for you both in your career growth over time.