Ask Sheri

Sheri Stolp, is a published author, speaker, coach, trainer, and founder of The Stolp Group Inc, encompassing 25+ years of human resources management experience within various Fortune 500 organizations.

Properly Administering FMLA

Feb 8th, 2016

One of our employees recently asked to take time off to care for their ill father-in-law and requested the time under Family Medical Leave (FML). Being this is an "in-law" and not their own father, can I deny this time under the law? Our organization is Wisconsin-based.


Hiring Top Talent As A Small Employer

Oct 21st, 2015

I'm a small business owner and been experiencing extreme difficulty in hiring qualified applicants for our open positions. We spend thousands of dollars each year on our advertising (web postings, local newspapers, job banks etc) yet when we interview candidates and generate job offers, we are regularly turned down. When we follow up as to why we weren't chosen, candidates admit that they've received a "better" offer from another organization. Our leadership team spent the majority of our last staff meeting analyzing this issue and came to the conclusion that larger companies are most likely more attractive to the job seeker. As a small employer, we are not in a position to offer as many lucrative benefits, perks, bonuses or even career paths as large twin cities corporations, yet we have a wonderful internal culture and rarely lose our current employees. How can we convey these selling points to our candidates so that we can effectively compete against the "big guys", and bring aboard top talent?


Labeled Low Potential

Sep 25th, 2015

I'm currently employed as a mid-level manager in a large health care organization. Our company holds an annual talent management process, where senior level executives sit around the table and discuss the company's next "up and comers". I've heard that this meeting includes a review of various charts and graphs, each illustrating the fate of all managers in the organization. I've been with the company for 15 years, (total of 22 years in the industry), hold a bachelors degree and have attended various professional business seminars upon request. What bothers me is, I've never been labeled a "high potential" (to the best of my knowledge), which I guess then makes me a "low potential" for further opportunities. It's very frustrating, as I notice these other co-workers receiving specialized attention, being offered increased responsibilities, and in general, given heavy executive exposure. Not surprisingly, these are the first individuals to be awarded the promotion when an opportunity arises. Should I remain loyal or should I see the writing on the wall and get my resume going?


Insulting Wage Increases

Jun 28th, 2014

I currently work in a leadership position within a growing division of a profitable organization. I've been with the organization just shy of 10 years and continually surpass my annual objectives year after year. During annual merit time, I regularly receive what I would call insulting wage increases. Although the annual bonus has been healthy, I'm quite frustrated by the measly salary percentage increase, which resides just over the cost of living. Although I have several confidants (peers) whom I would trust, I'm rather embarrassed with my merit and have decided against comparing notes. I'm curious though, as to whether this was a sole issue directed at me or one that spread throughout the company. What might be the best way to address the situation?