Lisa Chang

Hey LinkedIn network—I need your help! Campminder is reimagining our approach to performance management, shifting away from the traditional, retrospective annual reviews toward a more agile, continuous feedback model. Claire Bonneau and I would like to connect with leaders or teams at companies who are pioneering innovative, human-centered approaches. We're particularly interested in companies who have effectively: 🙌 Phased out annual reviews in favor of agile, continuous feedback models. 👩‍💻 Implemented systems or tools that support frequent, meaningful conversations centered on forward-looking growth and development. 📈 Connected feedback directly to transparent career tracks to foster meaningful growth and advancement. If you know of anyone or any organizations who are excelling in this space, we’d love to be introduced to learn more abut the tools, frameworks, and philosophies that make it work. Please feel free to share your thoughts here or message me directly. Thanks in advance for your help!

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Considering leaving your job to start your own business? Here’s how Erica Tuggle, CEO and Founder of Cookonnect decided to take the leap. Erica always wanted to start her own business, but she didn't feel ready until she had three key ingredients: 1. Passion As a busy, working mother, she had a deep passion for being able to provide regular, healthy meals to her family but struggled to find the time. 2. Problem to solve She realized many other families were in her shoes and had no viable solution. There was a gap she could fill. 3. Unique Qualification After getting her MBA, Erica spent years working in the food industry for General Mills and Coca-Cola. She understood how the industry operated from both the supplier and consumer sides. For Erica, combining passion, a problem, and her unique qualifications gave her the confidence to pursue her dream. She left her corporate role to start Cookonnect, a platform that connects busy families with in-home chefs. The recipe was right. Erica’s gained $1 million in pre-seed funding and isn't slowing down anytime soon. I’m also lucky to call her my sister-in-law 😁 Do you have the right ingredients to pursue your own thing? --- P.S. If you are in the Atlanta area and want an affordable meal from a personal chef, check out Cookonnect! P.P.S. If you want more insights from Erica on how she transitioned from corporate to entrepreneurship and her thoughts about pursuing an MBA, I'll take a deep dive in next week's newsletter. #founderstory #blackfounder #careeradvice

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When you’re onboarding a new hire, a lot rides on their experience in the first few days. You want to set them up for success and make them feel like part of the team from day one (or even as soon as they sign the offer letter). The challenge here is that onboarding has so many moving pieces. At Clicklease, we solved this by setting up an onboarding flow that handles everything automatically, sending the right info and access at the right time. Here’s how automated reporting moved the needle for us: -  It frees up HR and managers to focus on important things like strategy, the big picture, and getting to know the new hire. -  It ensures new hires get only the level of tool/app access they need, and nothing more. Much less room for error. -  It removes the sort of communication breakdowns that leave new hires feeling alienated or directionless. As many HR/People Ops departments reflect on 2024 and plan for 2025, EX is always top of mind... All of us get one chance to make a great first impression. As you set goals for 2025, maybe this can be one of yours? I wrote about the onboarding automations we put in place using Rippling, and how they’ve changed the game for our new hire experience. You can read it here: https://lnkd.in/gx_PraMe 

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Calling all Lattice power users!! I'm putting together some resources for our team at Bubble and want to help everyone take better advantage of the tools we have access to. What advice do you have? How do you use Lattice in your day-to-day? Any tips/tricks? My goal is that we are all consistently sharing feedback with each other, aligned on goals, and have productive 1:1s. While a tool isn't going to make all that happen, I think I can do a better job enabling employees with great tools can help!

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A couple of weeks ago I commented on a post about Unlimited / Open / Flexible time off. This is what I shared: I designed and led the launch of “Open Time Off” at my former company. We had a minimum expectation of 2 weeks which we monitored quarterly to ensure leaders were aware and asking questions when someone wasn’t taking time off. I shared openly with our employees that I aimed to take at least 4 weeks off per year. Our CEO shared photos of his family vacations during our town halls. Done right, flexible or open time off is a valuable benefit to employees and the company. I also made a comment on another post about other flexible work programs we launched. This is what I shared: We launched Summer Fridays a couple of years ago. The company shut down every Friday in July. So basically a 4 day work week all of July. It was one of our most popular programs for exactly the reasons you list. I’d like to see more companies embrace these types of strategies. Often they are win win for the business and the employee. Both comments received a lot of likes from a variety of individuals... employees I've worked with in the past, 2nd and 3rd degree connections (HR leaders, business owners, CEOs, individual contributors) My belief is this. Treat employees as the professionals they are and we/the company hire them to be. Provide flexibility to accommodate life and recognize that time off is necessary for both the business and the employee to prosper. Healthy, happy, refreshed and engaged employees show up better for your customers, handle escalations easier, push themselves harder. Having a flexible time off policy just makes business sense. What do you think?

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🎉 Celebrating 19 years on LinkedIn! 🎉 According to LinkedIn, here’s my last 12 months of activity (without their suggested hyperbole): 📈 My postings received 9,140 views. I’m surprised because I don’t make content for its own sake or to get likes or views.  I followed 26 individuals’ content. I should go back and see if they’re all providing value. 🤝 I made 53 new connections. Happily, most are new colleagues and industry contacts. Unfortunately, some of them were false connections who turned into immediate unwelcomed sales pitches. It’s way too easy to get wrapped up in social media. I need to reflect on how much real value this activity brings me and decide whether I should ramp it up or down during Year 20.

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Miro scaled from 300 to 1500+ employees in 18 months. Here are five TA tips from their Head of Tech Recruiting. 👉 TA teams should assess tools for return on investment, making sure they meet the evolving needs of the company. Tools that no longer serve their purpose should be reconsidered to allocate resources more efficiently. 👉 It's important to have adaptable processes and tools as the company scales. What works at one stage may not fit another which is why you have to iterate constantly. 👉 Miro leveraged external resources like freelance recruiters, RPO and placement agencies to hit their hiring goals. 👉 People are likely to want to hire people similar to them but hiring someone opposite brings new ideas and energy to the team which can lead to great results. 👉 Burnout is a real issue across all companies and it should never be ignored. Be transparent about how you're addressing burnout within your company. Do you have any burning questions about Miro's road to 1500+ employees? ⬇️

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I'm excited to join Sean Raible in live conversation tomorrow! We're talking about pay transparency and comp trends in Canada and how that compares to the US. The laws are different, and so are the cultural norms and comp trends. Listen in and join the conversation at 11am Pacific on Thursday July 11. Registration link below in the comments. See you there! #compensation #totalrewards #paytransparency #canada

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A few things I learned later in my career I wish I had learned at the start: - How and when you give feedback on projects, documents, etc. is more important than the actual feedback - If you don’t have a moral or ethical issue with something someone is passionately proposing, it’s okay to say “Hell yeah, let’s do it” and leave it at that. Sometimes little critiques, even well meaning, can dim the passion in others - Be a good #2, then find a great #2 - Just relax…seriously - There’s no battle or war to be won. There are people to care for and milestones to meet - Stay in your lane, and only step into other lanes when asked…do so eagerly and humbly when it’s time - Advise and release And about a thousand more. #HRCommunity #HR #Lessons #Growth #HRLeadership

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As election season approaches, it’s crucial for leaders to recognize the very real impact it can have on their teams. Regardless of political beliefs, we’re all human beings, and showing up as human beings means acknowledging that forces outside of work affect us even while we’re at work. At Campminder, we trust our team to live our Be Admirable value by treating each other with kindness and respect—especially when perspectives differ. The reality is that the results of this election may have significant impacts on people’s lives, and it’s important that we create space for the stress and anxiety this can cause. Here’s what we’re doing at Campminder: ☑Encouraging civic participation and reminding people they can take time off work to vote. ☑Encouraging team members to build in personal time or buffer in their schedules if needed. ☑Sharing mental health resources to support our team through this time. ☑Having conversations with managers to ensure they’re attuned to any additional needs and are being sensitive to workloads and meetings around election week. ☑Acknowledging that election results could have a very real impact on our employees’ lives in the form of policy and legislative changes—some more than others. ☑Reinforcing that we’re all part of the same community and that showing up with empathy makes a difference. Leaders, do you have a plan in place to support your team during election season? Have you created a culture where employees feel empowered to voice their feelings and needs? While the political rhetoric may be toxic and divisive, we have the power to model thoughtful, compassionate leadership in our workplaces. It matters. #Leadership #Empathy #Culture #PeopleFirst #Wellbeing

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💡 Spot on! This resonates deeply with me: HR's power lies in facilitating, not enforcing. True cultural and performance shifts happen when leadership owns and drives the change, with HR as a strategic partner. We’re here to advise, empower, and equip leaders to take the reins — because that’s where real impact begins. Let’s keep challenging traditional mindsets and focus on collaboration for lasting results. 💪

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I've thought of every reason it won't work. - I'm a dad to two young children. - My employer will think I'm uncommitted. - No one wants to read anything I have to say. - Newsletters are so 2020. - People will think I'm just after something they have. - Writing original thoughts during the rise of AI? One belief I set for myself heading into this year is that "I'm the type of person who is a writer." I started by writing random, unpolished thoughts in a Google Doc. I would spend an hour or two per week writing about a passion of mine: navigating your career. I had no clue what I was going to do with it. Then, I started posting on LinkedIn. The likes and comments were cool, but the personal outreach from people who got value from something I had to say felt even better. I started to care less about what people thought of me and more about impacting others. Ironically, one day, through James Clear's 3-2-1 newsletter, I was inspired by this quote. I put it at the top of my Google doc. It propelled me to take an even more significant step: launching a newsletter. Would it be perfect? Probably not, but I knew some friends and family would read it, and I'd work hard to improve as I went. It's been eight weeks since starting The Clear-Eyed View. The results? - 140 subscribers - 85% open rate - 15% click rate It's nice to be able to measure growth and impact, but those numbers mean little to me. The few conversations with readers who've taken something small from it mean much more. The end game? Who knows, but none of my fears have materialized yet. I actually think I'm a better dad and employee for going after something I'm passionate about. I'll continue to go for it until it doesn't make sense or I'm not adding value. Just do the thing. Start small. Build momentum. Don't care so much. I can't promise it will work, but you'll learn something about yourself along the way. --- 👉🏾 Want regular insights to help you grow your career with clarity and confidence? Join hundreds of professionals by subscribing to The Clear-Eyed View. https://lnkd.in/ex38v773

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Ever thought about what running a single compensation cycle really costs your company? Total rewards folks are painfully aware of how much of their time and effort goes into merit season, and how that’s multiplied by the amount of work that happens manually in spreadsheets. But compensation planning isn’t just an HR problem, so you have to think bigger to figure out the real cost. It’s a process where we… ▶ Involve every leader, manager, and employee 👥 ▶ Manage our biggest expense 💰 ▶ Wrestle with our poorest workflows 😧 That’s why you have to consider the drain on your management team and the company at large to prioritize making improvements to comp planning. Your leaders understand this if you ask them: 67% of managers report losing ‘moderate’ to ‘significant’ time to spreadsheet-based compensation planning. We can break it down with some simple math… (Number of managers X Number of hours spent on cycle per week X Number of weeks the cycle runs) = Time investment Imagine this: 100 managers each spend 5 hours weekly on compensation reviews, over a 3-week period. That's 1,500 hours where your functional leaders aren’t advancing their most critical projects. That could be conservative when you add up all the time leaders spend in calibration conversations, scrounging for data and records, copying/pasting data from spreadsheets, and deliberating. AND that’s before you even consider the risk of mistakes in allocating merit budgets and the implication if you do more than one cycle per year. It adds up to such a huge direct and opportunity cost, that there’s a really compelling business case HR leaders should make for any meaningful improvements to comp planning.

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Why Candidate Experience Matters More Than Ever In the fast-paced world of recruitment, one thing remains constant - the importance of candidate experience. As an Executive Director at Engage Partners Inc., I've seen firsthand how a positive candidate experience can make all the difference in attracting top talent. ✨ The numbers don't lie: 60% of candidates have had a poor candidate experience, and 72% of those candidates have shared that experience online or with someone directly. On the flip side, 78% of candidates who are satisfied with their candidate experience will refer others to apply. Creating a seamless and engaging candidate journey isn't just about filling a position; it's about building your employer brand and reputation. From initial contact to onboarding, every interaction shapes how candidates perceive your company. Let's prioritize creating exceptional candidate experiences - not only does it attract top talent, but it also sets the foundation for long-term success.

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Have you been using the paid version of ChatGPT - 4o? I prompted: "tell me about Angel Cruzado and Respiris Inc." Here was the response: Meet Angel Cruzado, the visionary Founder & CEO of Respiris, a trailblazing HR tech company that is disrupting the landscape of outplacement assistance and career transitions. Angel's journey and the mission of Respiris are nothing short of inspirational. About Angel Cruzado: Angel’s career is a testament to resilience and passion. Angel is driven by a desire to make a meaningful impact. His academic background in industrial psychology with an MBA and hands-on experience as a fractional head of human resources for multiple venture-backed companies have shaped his deep understanding of the human side of career transitions. Angel's journey began with humble beginnings, and through sheer determination and a commitment to lifelong learning, he has built a career that spans Fortune 50 companies to startups. About Respiris Inc: Founded on February 14, 2024, Respiris Inc is on a mission to bridge the "best friend" gap for employees during their career transitions. While many companies excel in onboarding, Respiris focuses on providing exceptional offboarding support, ensuring that employees feel valued and supported during one of the most challenging times in their professional lives. Respiris combines the power of AI with human empathy to offer personalized job search coaching, outplacement services, and community support. Their unique approach includes: - Job Search Coaching: Respiris coaches are active recruiters and HR business partners who provide tailored guidance to help employees navigate their career changes confidently. - AI Tools: Advanced AI enhances the job search process, making it more efficient and effective. - Community: Respiris fosters a supportive community where individuals can share experiences and best practices, creating a network of encouragement and support. Angel’s leadership and vision have propelled Respiris to rapidly grow, with a strong presence on LinkedIn and exploring live events. The company has received glowing testimonials from clients who have benefited from its services, highlighting the impact Respiris has had on their career journeys. Why Respiris? Respiris is more than just an outplacement service; it's a community that stands by its clients, offering unwavering support and expert guidance. The company's innovative blend of AI and deep empathy sets it apart in the industry, making it a trusted partner for both employees and employers. Angel and Respiris Inc are proof that with vision, dedication, and a heart for people, it's possible to transform challenges into opportunities for growth and success. Join us in celebrating their journey and the incredible work they are doing to make career transitions a positive and empowering experience for all. 🚀✨ #Leadership #HRTech #CareerTransition #Inspiration #Outplacement #Empathy #Innovation #Community #AI #SuccessStory

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Best recruitment advice I got when I first started work: If you recognize strong potential in someone, who aligns with your values, you should hire them even if you don’t have an immediate opening. Their potential and innovation will contribute to your work in ways you never knew existed.

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I’m super excited to be hosting a webinar on November 14th that’s all about bridging the gap between Talent Acquisition teams and Hiring Managers—the two sides that often don’t see eye-to-eye. As someone who’s been deep in the recruitment space for years, I know firsthand how frustrating it can be when the hiring process gets slowed down by simple misalignments. In this webinar, we’ll explore: - Simple but effective strategies to get both teams working in sync. - How communication can be the difference between quick hires and missed opportunities. - Tools that actually save you time (yes, they exist! 😉). I’m excited to show you how better alignment can shrink your hiring cycle and bring in top talent faster. Hope to see you there on 📅 November 14 | 12:00 PM - 1:00 PM IST. 

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TA is often thought of as a cost center, so the burden is on TA Leaders to demonstrate their value, and shift this perception. Some ideas for how: The best TA Leaders think like business owners. They aren't just worried about missing their hiring goals and looking bad, they're worried about the broader biz impact of not filling those roles on time. The best TA leaders realize:  - if they can't hire enough enterprise AEs, the biz isn’t going to hit their revenue targets (lower revenue).  - if they can't hire the warehouse workers they need on time, warehouse production will literally grind to a halt (lost revenue).  - if they can't hire the FT nurses they need, they're going to need to spend 2x salary per year on traveling nurses ($50M+ for some of our customers !!!).  - if they can't hire the top-tier technical talent they need, they'll never be able to succeed @ digital transformation (looming existential risk for every large enterprise out there needing to reinvent itself as a tech company) The key is to leverage data & build a business case to show the rest of the organization your impact. Proactively advocate for the resources you need to be successful. If you’re reactive, the C-Suite will feel the negative impact after you've missed your hiring targets or when it's clear you're about to. At that point, it's too late, and your job may be on the line. If you‘re proactive, you’ll start to be seen as a strategic business partner, and slowly but surely, your organization will start to realize that TA is so much more than just a cost center.

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