Adele Warner

"According to a four-day workweek study released in 2023, only 1% of employers are currently piloting a four-day schedule, with an additional 14% considering the option." 89% of employees would love a four-day workweek. And what's not to love? Workers spending four days at work report better work-life balance, reduced stress, and less burnout. What about employers? Results are good here too: "46% of leaders said their teams’ productivity stayed the same when trialing a shorter workweek. Even more impressively, 34% said productivity improved, and 15% said productivity significantly improved." That also comes with a 65% decrease in sick days and 57% reduction in turnover. What are the downsides? Well, most companies run on a five-day week, so if you're required to have employees in the office every weekday, it can cause some headaches. Also, it can cause additional stress if employers aren't careful about rolling out the change. Companies like Buffer, Kickstarter, and ThredUp already have a permanent four-day week in place. If it continues to gain momentum, it could become a significant differentiator for candidates looking for a new position. #fourdayweek #fourdayworkweek #business

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✅ Ever wondered what takes place in a workplace investigation conducted by HR? Part 9 of my workplace & employee investigations series. It’s a best practice to conduct an investigation internally first. Not addressing employee concerns creates friction and extra cost. Hiring outside parties for an external investigation can cost $12,000-50,000. 🤯 I have a course on Effective Investigations. Learn more at https://lnkd.in/g6RHwHKD

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✅ Ever wondered what takes place in a workplace investigation conducted by HR? Part 9 of my workplace & employee investigations series. It’s a best practice to conduct an investigation internally first. Not addressing employee concerns creates friction and extra cost. Hiring outside parties for an external investigation can cost $12,000-50,000. 🤯 I have a course on Effective Investigations. Learn more at https://lnkd.in/g6RHwHKD

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Whether you're a Large Corporate or an SME, chances are you have an EDI policy in place. But when was the last time it was reviewed ❓ 🤔 At SEE Change Happen, we engage with companies to ensure their policies, procedures, and compliance measures are up to date and effective. Stay tuned for our upcoming brochure, "Bringing Trans and Nonbinary Inclusion Policies to Life"❗ 🙂 🌈✨ #SEEChangeHappen #EDIPolicyReview #InclusiveCulture #PolicyCompliance #DiversityandInclusion #CorporateResponsibility #BusinessTransformation #TransInclusion #NonbinaryInclusion #BrochureLaunch #EDIAudits #InclsuiveWorkplace #InclusiveCulture 🌈✨

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HR leaders typically don't miss much while interviewing with a new company. We note a LOT of red flags. If you don't have a ton of experience as an HR leader, you might find yourself ignoring them or thinking you can fix them. Listen. We all want to help. And if it's around the interview process or something else within HR's control, you've got a chance to do so. But you can't fix enterprise, C-suite/board dynamics, or strategy red flags, certainly not on your own. And ignoring them is likely to result in unhappiness and ineffectiveness all around. It's not fair to you, your family, or your potential employer. Instead, do a little light, diplomatic probing around those major issues during your interview process, and observe what happens. What's the level of awareness, ownership, and action around getting that red flag down off the pole? They might not like the questions, and reject your candidacy. And that might be the good news. They might lie. And you'll both know it, once you start the job. More likely though, their responses will give you a really strong signal around how deeply embedded obstacles to success are handled, and how you are expected to participate in pulling down those red flags and replacing them, over time, with flags that better suit the organization, the market, and the desired work culture. And asking might help the interviewer develop deeper trust in your observational skills, courage, and diplomacy. A few slightly uncomfortable conversations pre-hire can be pivotal for both you and the organization interviewing you. Don't waste that powerful opportunity to connect around the realities behind the flags. How have you asked about concerns you'd developed while being interviewed, and how did that go?

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Coming from a long line of kind and accommodating people, we’ve often noticed how easy it is to prioritize harmony by setting aside our own needs. But is there a point where this habit of compromise crosses into unhealthy territory? Dive into the latest episode of the Greatness Together podcast where we explore people pleasing and more. #peoplepleaser #conflictstyle #podcast https://lnkd.in/gekn5Agc

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There is no perfect HRIS.   I've seen… The best ATS.   The best engagement survey creator.   The best performance review solution.   The best goal setting platform.   The best meeting agenda integrator.   The best employee record keeper.   The best payroll solution.   The best compensation tool.   The best salary benchmarking tool.   And the list goes on.   There is a 'best of' in each category you can think of for HR tools.   Because of this, many of us have a fragmented ecosystem - we've gone for a 'best of' in an area instead of a good enough based on our company needs.   Here is the thing though, the complexity behind the 'best ofs' is really hard to match. Most of these tools have company data that is impossible to export well or access to benchmarking that is really challenging to recreate. Yet, we keep seeing more and more trying to recreate something we already have.   So what's the big idea for HR tech that I'd actually pay for? The 'best of' integrator of everything. The big idea isn't continuing to build from scratch, but building an overlay that pulls it all in, incredibly well.   The company that does this will revolutionize our space. #hris #hr #hrtech #hrtools

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Crafting a standout resume as a senior professional involves several key elements. Quantifying achievements with specific metrics provides concrete evidence of one’s capabilities. Highlighting leadership skills goes beyond merely listing job titles and showcases their effective application. Using a professional format ensures readability and emphasizes important information. Integrating personal branding creates a cohesive narrative throughout the resume. Showcasing financial and business impact demonstrates the ability to drive success. Tailoring each section to align with targeted roles and industries enhances the chances of securing a prestigious position. By implementing these strategies, an executive resume convincingly demonstrates suitability for top-tier roles. #PersonalBranding #CareerDevelopment #LeadershipSkills #financialimpact #executiveresume

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Yesterday, I gave a quick workshop on Compassion Fatigue at one of my clients, an animal shelter. Their employees and volunteers show exceptional levels of love and care for animals, day-in, day-out, and deal with the good and the bad when taking care of the animals. Compassion fatigue is also called “the cost of caring for others and their pain”, as it is typically draining on an emotional and physical level, and can have significant consequences if left unaddressed. Knowing how to recognize it in yourself (and others!) can be a crucial skill to make sure people don’t burn out. As we reach the end of Mental Health Awareness month, the timing was appropriate, but this should be a topic we discuss throughout the entire year. Interested in a chat about this, or setting up a similar workshop with your own team?  Let me know. Enzo, Soaring’s very own Chief Happiness Officer, might also show up.

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One of the behaviors of a high performing team is healthy conflict. This is the ability to engage in unfiltered and productive debate. How well does your team engage in conflict? Join us at our upcoming webinar on May 15, Transforming Workplace Conflict, when we will talk about strategies to help you and your team build these skills. To learn more or register, DM me or go to https://lnkd.in/gR7uyMSQ

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'Hushed Hybrid' working brings up some critical liabilities. If you require employees to be in the office a certain number of days per week, but the policy is not applied evenly, that could favoritism at best and discrimination at worst. Also, if it's a part of policy, it needs to be applied evenly. The author makes a great example: if IT employees are required to be in the office 3 days a week and are punished for not doing so, but sales people come and go as they please, this not only contributes negatively to your culture, it can create legal problems later down the road. Be careful when implementing return to work policies, and make sure there's a good reason people need to be in the office, not just that there is an office. #hybridwork #humanresources #BackToTheOffice

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✅ Ever wondered what takes place in a workplace investigation conducted by HR? Part 8 of my workplace & employee investigations series. It’s a best practice to conduct an investigation internally first. Not addressing employee concerns creates friction and extra cost. Hiring outside parties for an external investigation can cost $12,000-50,000. 🤯 I have a course on Effective Investigations. Learn more at https://lnkd.in/g6RHwHKD

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HR Leaders, there is much talk about AI and the inevitable impact it will have on HR operations. Until then, we must reach operational excellence today while we evaluate for tomorrow. And nothing hinders strategic thinking more than being shorthanded, today. We can help. Let us fill that gap with a qualified HR resource to help you carve out the time to think about tomorrow. Contact us today to learn more. #hrstrategy #hr #hroperations #interimhr #hroptimization #hrexcellence #brighttalent https://lnkd.in/ge2gN64F

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Employees are company lifelines and taking their pulse gives valuable insights into performance and growth. Keeping lines of communication open between management and employees offers fresh perspectives and increases engagement. It's a solution that works for everyone. 

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Great leaders, I don’t know how you’re feeling today. This is a historic day, one of significant change for the United States and the world—and as people leaders, your role is more important than ever. First, know that you are a human being and that it’s okay to feel exactly as you do. Building your personal resilience during times of change is essential, and that includes giving yourself grace during the coming days, weeks, months and years. Take some time to ground yourself and find activities that support your well-being. Second, as leaders, we have an important role to play as we navigate the changes ahead. How you show up—for yourself, your family, and your team—will make a difference. Third, a few things come to mind as I think about how leaders can show up for their teams today and into the future. They include the following: A. Acknowledge how you and your team are feeling and that there will differing opinions about the outcome of the election. Demonstrating empathy during a time like this is an important part of leading through change. B. Recognize and emphasize the importance of showing kindness and respect to everyone on the team (even if there are differing opinions/feelings). C. Keep the team focused on the purpose and mission of the organization (and the work the team is doing to contribute towards these). While there are distractions, your job as a leader is to keep the team focused on their job at hand. D. Provide support resources to the team. Think about what additional support you can provide to your team during this period of change. What are some other helpful tips that you can share about how to lead through a change as significant as this?

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For those of you interested in the Future of Work and some solid research from a Canadian firm McLean & Company, with data from the US and Canada check this out. (Full disclosure: I did contribute to this report 😁) What stood out for me, among other things, was that as knowledge workers roles shift from doing repetitive, routine work, the whole nature of leadership will have to change. Check this stat out: For the full report: https://lnkd.in/dgAmE2MW

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From Stuck to Strategic ✨ Early in my HR Business Partner career, my manager gave me some tough feedback: “You need to be more strategic.” 💭 I knew they were right, but I had no idea how to make the shift. I was caught up in the day-to-day and couldn’t figure out how to rise above it. 💡 Thankfully, my company gave me the support I needed—a coach and a mentor (an HR leader based in another country). With their guidance, I learned how to step back, see the bigger picture, and focus on where I could have a lasting impact. 🔑 Coaching also helped me overcome the perceptions and beliefs holding me back, building my confidence and helping me approach challenges differently. 🚀 It was a turning point. I grew significantly in my HRBP role, gaining the confidence and capability to take on more strategic responsibilities. This growth eventually led me to step into a transformative HR role where I could focus on driving meaningful, lasting change—and I loved it. That experience taught me the power of having the right support to unlock your potential. It’s why I’m so passionate about helping others do the same. #PeakHR #HRGrowth #StrategicImpact #HRCoaching #HRProfessionals

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This article makes a great case for moving from employee engagement to employee well being. One study showed a 74% surge in people taking mental health related time off in the past few years. Is it time to stop doing employee engagement surveys (that the article says are a joke - but I do think there is a place for them) and focusing on employee well being instead?” https://lnkd.in/gwek372S

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