Stefanie Messner

After two intensive days (and 40K+ steps counted), I am back home from Gartner ReimagineHR in London. I wanted to say a few thanks first: - To my former Gartner peers, for their wisdom and great advice across sessions and 1on1s, and for their warm welcome - many hugs included! - To my numerous friends in #HR and HR tech, for stopping by for a chat, it was great to learn from their perspectives. - And, very, very importantly, to the tireless team of Dayforce colleagues in booth 419 (Aneka, Jordan, Lisa, Emma, Norbert) for their abundant passion and kindness, and for their support to deliver my session on our latest #research about unlocking value in the frontline workforce. And, as usual, a couple of my own takeaways: - Skills-based talent management: clearly more on the radar of HR professionals (and vendors). The challenge is where to start and how to progress, taking into account a number of prerequisites (e.g. providing learning activities at scale or bringing the right data together). - (Gen)AI pointing towards outcomes: the direction of travel shifts increasingly towards identifying and solving specific problems. The degree of cohesion between (Gen)AI, other tech and non-tech solution components for each vendor will ultimately determine adoption. - HR tech buyers become more mature and specific: making more targeted visits to the exhibition floor, asking more nuanced questions, requiring more effort by vendors to understand their context before pitching their solutions. #hcm #hrtech #makesworklifebetter #gartnerhr #research #frontlineworkers

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How can talent leaders create an organizational culture that fosters experimentation, innovation and continuous learning? While I agree the task may appear daunting at first, it’s important not to lose sight of the progress that can be made, step by step. Find out more in the new paper from our Advisory team ⬇️

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In recent weeks I have been posting frequently about efforts at @Gi Group Holding to boost awareness of the need to bring greater social justice to the global labour market. Through efforts led by the @World Employment Confederation and the @International Labour Organisation (ILO), my colleagues and I are striving to amplify messages about why a fair, just world of work is critically important to a sustainable future economy. One aspect of efforts to support fairer job market conditions relates to youth employment and how we can continue to assist younger populations in getting proper access to training and skilling programmes. Likewise, we need to nurture their beliefs and trust in viable job opportunities and career development. Research we did through the @Fondazione Gi Group shows just how dire the situation is for many of our youth in Europe. In fact, the study points out that just under 2 million young people in Italy alone now rank among the Not in Employment, Education or Training (NEETs) segment of the population. There are varied reasons for why our youth end up in the NEET category. Most often they report family obligations (23%), they rank among the short-term unemployed (21%), or they find themselves in the “other NEETs” category (16%) where they are pursuing atypical careers, i.e., in the arts or are perhaps financially privileged. No matter what the cause, the NEET phenomenon is worrying, as persons in this category risk potential full future exclusion from the labour market which can lead to social marginalisation. At a time when labour market supply is mismatched against demand (in some cases in extremes that approach 60%), it is critical that society’s stakeholders (businesses, educational institutions, governments) step up to support training and reskilling initiatives that can bring some of the NEET population back into the active labour force. I recommend you give the linked publication a read and consider how you might contribute to a more youth-inclusive labour market. If you are already involved in efforts in this space, feel free to let me know in the comments below. Hopefully, together we can make progress in getting the NEET phenomenon under control: in Italy and around the world. #GiGroupHolding #FondazioneGiGroup #NEETs #YouthEmployment #LabourMarketInclusion

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𝗗𝗶𝘀𝗿𝘂𝗽𝘁 𝗛𝗥 𝗟𝗼𝗻𝗱𝗼𝗻 - 𝗜'𝗺 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴! I am excited to be speaking at Disrupt HR London on October 23, 2024. Join us for a lively evening of spirited, focused presentations by fellow experts who will share their disruptive ideas on how to move our collective thinking forward! Grab your ticket today! Only 2 weeks to go!! ---------------------- Here is a summary of my topic: 𝙏𝙖𝙡𝙚𝙣𝙩 𝙈𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙎𝙪𝙘𝙠𝙨 (𝙖𝙣𝙙 𝙝𝙤𝙬 𝙞𝙩 𝙘𝙖𝙣 𝙗𝙚 𝙛𝙞𝙭𝙚𝙙) Most organizations believe that people are key to their success. But is this a platitude or a commitment?   Unfortunately, in my experience, talent management processes do not achieve desired outcomes. You can have all the right technologies, processes, and programs, but talent development comes to life during the regular conversations leaders have with their employees. Without effective conversations, talent management sucks.    In this session, I will share some innovative methods to ensure your talent practices drive engaging people experiences and sustainable business outcomes. https://lnkd.in/gZW2Rhuk  

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Mini-series Part 6 - Performance management is the greatest area of HR. It is linked to everything and is the hardest to get right. The good news is, that you can redesign every process related to it. At the end of the day, your organisation's health depends on it. Get working. This is the best pillar (for me) and the most difficult one. https://lnkd.in/dqUhp5Dk #employeeexperience #design #performance #management #performancemanagement

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Unlock the secrets to engaging Gen Z and understanding Gen Alpha! Join our Talent Navigator webinar to future-proof your workforce with key strategies. Secure your spot today!

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Navigating New Norms: Is Your Whistleblowing Policy Ready for Remote Work?   🚨 In a recent article for The People Space, Professor Wim Vandekerckhove, an expert in business ethics at EDHEC Business School, explores a pressing issue facing today's HR leaders: whistleblowing in a remote work environment. 🏡💻   The shift to remote and hybrid work models has transformed traditional office dynamics. Gone are the watercooler chats and the subtle body language cues that once helped managers gauge employee concerns. Instead remote workers are increasingly emboldened by the security of their home environments, leading to a spike in whistleblowing reports. 📈   This trend poses significant challenges for HR departments. Are your current systems robust enough to handle this new wave of employee voice? 🌊 According to recent findings by Bloomsbury Square Employment Law, a staggering 51% of UK employees would hesitate to report illegal activities by their company, driven by fears of job loss, retaliation or breaches of confidentiality. These statistics highlight critical vulnerabilities that could keep any HR professional up at night. 😟   Professor Vandekerckhove points out that with the absence of informal venting outlets, more employees are likely to formalise their grievances, potentially overwhelming unprepared systems. The geographical separation and reliance on personal devices make investigating claims more complex than ever. 🕵️‍♂️   What actions can HR take? 🤔 ✅ Audit your current whistleblowing processes: Are they adapted to hybrid realities or are they a relic of past office settings? ✅ Increase communication around ethics and values: Ensure that these critical elements are not "out of sight, out of mind." ✅ Proactively manage retaliation risks: Implement strategies to protect whistleblowers before issues escalate.   The evolution of work means we need to think carefully how we handle ethical concerns and employee safety. Don't let your organisation be caught off-guard. 💣   Curious about how to adapt your whistleblowing policies? Click the link to the full article on The People Space website in the comments below for expert insights from Professor Wim Vandekerckhove! 👇   💬 We’d love to hear from you! How are you updating your policies to better suit remote work? What challenges have you faced in maintaining an effective speak-up culture outside the traditional office environment?   #HR #HumanResources #Ethics #RemoteWork #Whistleblowing #FutureofWork #BusinessEthics #EmployeeSafety #HRLeaders

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With workplaces changing amidst shifts in AI and digitalization, a top priority for businesses must be recruiting, retaining, and nurturing talent who will evolve alongside them and are excited about their role. However, there’s been a shift coming out of the Great Resignation. New Global Workforce of the Future research from LHH and the The Adecco Group found that workers are feeling a lot less control over their careers than they did in recent years, with over half citing a “fear of the unknown” as holding back their professional growth. To remain attractive to top talent and build a workforce ready for the future, employers need to take these concerns into account and ensure workers have the opportunities to expand their skill sets as business demands change. Great insights on the need for companies to develop a comprehensive talent strategy that engages today’s workers from LHH President Gaëlle de la Fosse in this episode of #HRchat by The HR Gazette. Listen here: https://lnkd.in/dEKrGeiv

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It feels like not a week goes by without another new buzz word for the latest trend, generally starting with the word ‘quiet’ lately 😆! Excited to share my contribution to People Management magazine on the latest trend of "quiet hiring", do you think this is a new trend or just another name for investing in employee development? Quiet hiring offers an approach to talent management that reduces recruitment costs and time to productivity, through a focus on upskilling the existing workforce. By identifying and investing in internal talent, businesses not only save on recruitment costs, they also enhance employee satisfaction and adapt to changing demands. It's a win-win strategy that boosts productivity and engagement! 🎉 In my view good employers do this already with an effective talent management strategy, but do you think quiet hiring is different? Check out the full article https://lnkd.in/dDKczTt5 #HR #SMEs #QuietHiring #TalentManagement #PeopleManagement #BusinessGrowth

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AMS recently climbed 27 positions to 12th place on the Social Mobility Foundations Employer Index. Learn more about how we did it, and our commitment to advancing the Social Mobility agenda: https://lnkd.in/eP-r2Sbw #Talent #HR #DEI #SocialMobility #AMSExpertInsights

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Excited for this one! This session will give you an insider’s view of how a CEO and CPO can work together to push beyond traditional boundaries, integrating HR into the core of business strategy. If you're ready to learn how to cultivate this kind of impactful relationship in your own organization, you won’t want to miss this conversation. Join us and discover how a powerful CEO-CPO partnership can propel your HR leadership (and your business) to the next level.

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Coaching. So often discussed, and so often bungled by leaders. Some don't recognize the importance of coaching, while others try but struggle to deliver it effectively. No surprise there because coaching is nuanced, and often counterintuitive. Coaching is a complex skill that pays huge dividends when mastered; but first, leaders have to decide that it's important enough. Our research suggests that large proportions of leaders choose otherwise, and at great cost. In a moment when coaching is becoming more important than ever, coaching cultures are withering, leaving employees starving for guidance. Join the conversation on the importance of manager coaching in reducing turnover risk. DDI | Development Dimensions International's latest analysis sheds light on the critical role of coaching in employee retention. #CoachingCulture

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Companies with more women leaders outperform their competitors. But how do we move beyond lip service to real change? Get actionable strategies in 'Beyond Inspiring Inclusion: Strategies to Close the Gender Gap in Executive and Board Leadership'. Read it here ➡️ https://lnkd.in/dJyACUmK #womeninbusiness #womeninleadership #leadershipinsights #csuiteleaders

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What do you think? "... His comments came following an increase in reports of workplace discrimination incidents against PLHIV over the past five years, with the first half of this year recording 66 cases – more than doubling previous yearly totals..." Another trend / challenge HR Malaysia need to be ware. In reality, it maybe be difficult in implementation, as the MEF rightly pointed out there is no existing law on it. Questions popped up! How about Employers responsibility to enaure "safe" work place for all? How about other Employees perception on "Safety" of his or her work place? What is the feeling of the "hiv infected employee"? Any disclosure needed? What is the guidelines? Who (HR?) to trace on the periodic health examination results? What nature of work is suitable? At what stage, if health condition deterioration can be considered a medical board out? Perhaps MEF and Socso to come out with some guildelines dealing with this challenge.

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People & Culture Challenges in M&A: What are the stakes? How important is this? How much attention should you give it? Here is some astounding research! I'm hoping you will find this useful for #MergerIntegration, #culture management in general, and measuring the impact of culture on the business: #Metrics. You can’t underestimate the #stress and uncertainty employees experience during mergers: new roles, bosses, colleagues, processes, and cultures are all recipes for #conflict, confusion, and error. And there is so much pressure in mergers to deal with urgent financial, operational, and administrative issues that the #people side of merger integration is often neglected. Why Mergers Fail: Neglecting Culture: • Study after study puts the failure rate of M&A somewhere between 70% and 90%. (C.M. Christensen, HBR) • 50% of executives cited org. cultural differences as the most significant post-deal issue they faced. (Marsh Mercer Kroll) • 58% reported they did not have a specific approach to assessing and integrating culture in a deal. • 0% reported that its cultural integration practices were effective. • 33% blamed “cultural integration issues” as the reason their deal failed. (Aon Hewitt) How much is your talent worth? In a study by the Hay Group: • 78% of acquired company employees opposed the mergers • 38% expressed dissatisfaction with the post-merger climate • 22% described the early months as “culture shock” • 16% labeled it “trench warfare” Many studies demonstrate that losing employees costs on average 100% of their annual salary, and at least 3x more for top performers (I've posted on that topic a few times). And when change is unbearable, you will lose your best players because they are the most employable. There is no magic bullet. If your talent bucket is leaking, it‘s not enough to keep filling the bucket. Fix the leak. Finally, some data from participants in my own workshops on post-merger integration management: Risks & Costs of Poor Integration: • Dual loyalties, turf wars, silos, conflicts • “Us vs them”; resentment; internal competition • High stress, errors, and safety issues • Low morale, productivity, trust, and loyalty • Poor communication, teamwork, and alignment • Employee absenteeism and turnover • Time to full productivity for new employees • Time to adapt to new culture and values • Lack of clarity about roles, goals, and big picture • Under-leveraging new talent and talent synergies • Opportunity costs: busy putting out fires • Negative impact on your reputation / brand • Difficult to compete for talent All leaders understand how expensive and debilitating these problems are, including your CFO. Use this data to make a strong case for excellence in post-merger integration in your organization, and engage everyone you can in contributing to your integration project. Happy to help. #Leadership #Coaching #HR #OD #Mergers #Acquisitions #Engagement #LeadershipDevelopment

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Embracing Hybrid Work Models: HVR's Guide to Future-Proof Talent Acquisition #1   In the wake of unprecedented global shifts in work dynamics, the traditional office-centric model has given way to a new paradigm: hybrid work. As organizations adapt to this transformative change, the need for future-proof talent acquisition strategies has never been more pressing. At HVR, we embrace this evolution and offer a comprehensive guide to navigating the complexities of hybrid work models while ensuring a robust talent pipeline for the future.   ·       Adapting to the New Normal   Hybrid work models combine the flexibility of remote work with the collaboration opportunities afforded by in-person interactions. This dynamic approach allows organizations to leverage the best of both worlds, empowering employees to work where they are most productive while fostering a sense of belonging and community.   At HVR, we understand that hybrid work is not just a temporary response to external circumstances but a fundamental shift in how we work. Our guide to future-proof talent acquisition begins with embracing this new normal and recognizing the unique challenges and opportunities it presents.   Connect with us today at https://hvrecruitment.com/ to explore how we can support your talent needs in this dynamic tech era.   #HybridWork #FutureofWork #TalentAcquisition #HVR #Recruitment

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Come join me and my colleagues as we discuss Korn Ferry's predictions of the five biggest talent acquisition trends in 2025 and what they could mean for your organization. For 2025, we’ve identified the following hiring trends: 1. AI's Growing Pains: Reality Kicks In 2. Razor-sharp Focus on Critical Skills 3. L&D’s Wake-Up Call 4. EVP is Finally a VIP 4. Beyond the Office: Hybrid 360 Register now to join us. See you there! https://lnkd.in/dXM_x6Z7

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Skill gaps present a major issue for talent leaders this year, finds our latest Talent Trends report as reported by HR Brew. Francesca Campalani, global head of experience and innovation at Randstad, suggests that leaders "use talent intelligence to understand the skills your organization needs today and will need in the future to prioritize skilling resources that will be key to successful transformation." Take a look at what else our report recommends here to tackle this issue ⬇️

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Are outplacement services fit for purpose, or do they simply tick the box? Is it all about buzzwords or a real mission addressing the future of work needs ? While benchmarking market trends recently, I came across several articles about outplacement services that left me confident but cautious. The takeaway was: "Outplacement is your trendy solution to navigate a fast-paced world!" Here's what stood out: 🔬Tech-powered matching 🌍Remote support 🎓Upskilling & Reskilling 🧘Mental health focus 🌈Diversity & Inclusion 🌱Sustainable practices 🔒Top-notch data security Don't get me wrong, I'm thrilled to see outplacement evolving beyond a service that relieves managers of layoffs. A well-run program can truly lubricate the job market by connecting the right talent with the right opportunities. Thrilled also to see how mindsets are evolving alongside technology breakthroughs. But are these trendy topics fully integrated into the main purpose of outplacement :  Empowering individuals and fostering companies' flexibility. It’s about transforming a delicate moment into growth and development opportunities for both the company and the departing employees. This is the core objective. Focusing on trendy elements without integrating them into value-added human-centric service may keep some away from the main goal. Is outplacement becoming more about maintaining a competitive edge than about the individual? How can we ensure true outplacement support empowers individuals while enhancing company competitiveness? P.S. For a deeper dive into how effective outplacement can connect individuals with their calling and fuel a thriving economy, read my full article here: https://lnkd.in/e_z_UmGc #outplacement #humansustainability #humancapital

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