Beth Melillo

The scapegoating of #HR practitioners needs to stop - HR's problems are entirely by design. Whoever thinks combining the Dean of Students and Guidance Counselor into a single role is not considering the implications of conflicting archetypes and the natural responses they evoke. The original title of this piece was HR-ibble. HR needs a do-over based on everything we've learned from social psychology over the last 100 years. Fortunately, there is a surprisingly obvious solution, which I offer in my latest for Psychology Today. If you choose to read it, I hope it resonates! And I would really love to hear your thoughts. In my fantasy, this is the beginning of a conversation with long-term and extremely positive outcomes. Jeff Wald Chad Sowash Joshua Berry Matt Hoffman Darryl K. Amy Narishkin, PhD Stephanie Schott Jerome Gouvernel John Nolan Laura Martin, MBA, SPHR Lauren Friedrich, MBA

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Looks like we have another new term in the workplace - resenteeism (see article). But it's not a new phenomenon. We used to call this "active disengagement" - when your people psychologically disconnect from your organization but stay anyway and become vocal about their dislike of your leadership, your policies, your culture.   This is beyond "regular" disengagement, which often means someone wants to lean in to being engaged but isn't in the right role or under the right leader and so feels unfulfilled and simply "stuck."   Instead, active disengagement - or resenteeism if I'm being trendy - often results in increased absenteeism, poor performance, low energy, illness, cynicism, and in openly telling others (fellow employees, customers, random followers on social media) about how much they resent their job.   I have often said that this is worse than people quitting because at least then you can replace the person while also reducing toxicity in the workplace.   It's on the rise because there is a distinct lack of trust between employers and employees today.   Why? - Mandates, surveillance, promises made that now feel broken, burnout from taking on multiple roles as a RIF survivor, micromanagement from leaders who aren't equipped to manage remotely, lack of appreciation for the extra work put in ...   How do you as HR and Talent leader combat this rise in active disengagement (or resenteeism) so the negative impacts of it will also be stopped?   Start with breaking the cycle of whatever your org may be doing to establish mistrust with your people.   This will take brutally honest conversations in the executive suite to understand the role that organizational leadership has played to create the mistrust.   Followed by commitment to fix it and do better.   Not lip service, real action.   It will take time and it will take dedication to unwind from a cycle of active disengagement but it's possible - and for your business to thrive, it's a necessity.   #employeeexperience #employeeengagement #iamtalentcentric https://lnkd.in/ggJj52Ji

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Curious about the Culture Design Masterclass? Many people have been using the Culture Design template and wonder if it's worth taking the masterclass. Hint: Participants are often surprised about everything they were missing. Watch and see what you can expect.

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If you are attending Society for Industrial and Organizational Psychology (SIOP)‘s Annual Conference this week in Chicago, stop by to hear me speak on Thursday about two projects that pertain to the applicant experience! 📋 To AVI or to not AVI: A Modern Meta-analytic Look at Accent Bias in Employee Selection (Symposium) 👥 Jason Randall, Michelle Martín-Raugh, and Katrisha Smith 🗓️ Thursday, April 18th from 10:30-11:20 A.M. 🗺️ Hyatt Regency G Hall G This modern meta-analytic examination of the prevalence of accent bias in hiring interviews saw us consider both established and novel moderators that could impact hiring evaluations. This will be part of a broader symposium that considers the reduction of bias and accuracy improvement of AVIs (asynchronous video interviews). 📋 The Impact of Value Alignment in Online Reviews on Applicant Attitudes and Intentions (Poster) 👥 Jason Randall 🗓️ Thursday, April 18th from 4:00-4:50 P.M. 🗺️ Hyatt Regency Exhibit Hall This research - which was my Master’s thesis - explored applicant perceptions of organizational values in online employee reviews, and whether value alignment influences applicant attitudes and intentions. It also posed the question of whether information contained in quantitative or qualitative reviews were more predictive of applicant attitudes and intentions. Curious? Come find me to hear more about this work at #SIOP2024! #iopsychology

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Tomorrow!! Join us at 12PM PT for a chat with journalist and longtime #futureofwork expert, Brigid Schulte. There are *reasons* work doesn't always work for so many of us. There are *solutions* that could work to make work work better for more of us! Brigid is (in my opinion) a voice of reason who has a long view and a deep focus on this topic. Register here: https://lnkd.in/gqY4zEaM (Recording will be sent to those who register.) PS: If I work, I can work in as many work references to work working and making work work as you've ever seen in one sentence! #FutureofWork #NOWofWork Optionality #Optionality #portfoliolife #fractional #webinar #interview

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❗ BAD NEWS: Employee engagement is hard to measure. ✅ GOOD NEWS: Behavior analysts are up for the challenge. Because employee engagement is comprised of multiple things, we need multiple metrics to get a clear picture of what’s going on. Here are 5 metrics that may be helpful based on our real-world experience. #appliedbehavioranalysis #bcba #rbt #behavioranalysis #behavioranalyst #obm #employeeengagement #companyculture

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Not a term we hear a lot, but the implications of this theory for learning experience design are very practical. “Subsumption” is the process by which new information is integrated into an existing cognitive structure or knowledge framework (Ausubel, 1963). Being able to distinguish when to apply Derivative Subsumption versus Correlative Subsumption is key to creating effective learning experiences. In general, to reinforce concepts that learners have already mastered, we should leverage Derivative Subsumption by using familiar scenarios and examples. Whereas Correlative Subsumption should be used to present specific examples that expand or refine prior knowledge, introducing new updates or advanced ideas. Whether it’s scenario-based learning or real-world case studies, here are definitions, opportunities (when to use), and core design guidelines to help you strategically reinforce or refine knowledge. How are you applying subsumption theory in your learning solutions? #InstructionalDesign #training #cognitiveload #neuroscience #instructionaldesign #instructionaldesigners #elearning #elearningdesign #talentdevelopment #education #learning

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How do you define "Whole Person Management"? Definitions vary widely. At its worse, some organizations have interpreted and implemented whole person management as ‘forcing vulnerability,’ particularly for the employees on the ground. Compelling employees to share about their personal circumstances, without setting up an inclusive organizational culture and empathetic manager-employee relationships, can lead to negative consequences. Instead of asking employees to “bring their full self to work,” let’s focus on creating work environments where they feel safe, included, heard, and understood. Read the full blog here: https://lnkd.in/gsxABr-C ---------------- If you are a manager in the first 5 years of your leadership journey and want to continue to grow your skills, check out my upcoming Virtual Leadership Program starting in November! Join us for: 🧠 4 live 90-minute workshops on setting expectations, emotional intelligence, team development, and performance management 💫 Hogan Leadership Assessment + 1:1 coaching 👥 Collaborative cohort support 🤸‍♀️ Practical activities/templates for real-world application Spaces are filling up, so sign up now at: https://lnkd.in/grSk6VKG Feel free to reach out for a conversation to see if this program suits you or your direct report's development needs. #managerdevelopment #leadershipculture #leadership #manager #engagement #employeeengagement #changingwork

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Critical thinking skills were fully engaged at today's Twin Cities Diversity, Equity & Inclusion Roundtable. The current state of flux in DEI work is highlighted in this piece from HR Dive yesterday (https://lnkd.in/e4irGW-j) Regardless as to where you stand on the topic, as with many things in life, constantly reimagining what we do and how we do it can be good practice. Dr. Ramon Pastrano IV, D.Min., MATS, MSM led a great session in Human-Centered Design. Cassandra Gomez led a thoughtful and reflective conversation about mental health. Thanks to co-Chairs Philomena Morrissey Satre and Kevin Lindsey, and the entire TCDEIR team who put the work into making these gatherings happen. “The greatest danger in times of turbulence is not turbulence itself, but to act with yesterday's logic” - Peter Drucker. #dei #inclusiveleadership #diveristyequityinclusion #curiousleadership #professionaldevelopment #learninganddevelopment #humanresources

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Are you missing out on opportunities to learn from other generations? This article by Korn Ferry sheds light on how echo chambers can drive a lack of innovation, learning and communication. It's also important to actively seek out different perspectives and skill sets to evolve our careers. Personally, I love the concept of reverse mentoring and have always made an effort to learn from the younger generations. With hybrid and remote working becoming the norm, it's crucial to break down the barriers that can sometimes create. This article was timely for me as I was just thinking about how I would love some reverse mentoring from a tech-savvy Gen Zer. Who else is up for some reverse mentoring? Let's embrace inclusion and bridge the generation gap. #generations #inclusion #mentoring

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Organizational design is ultimately about people because it’s people who do the work within the org's design; it's structures, and systems. We can’t change people, and we shouldn't want to or have to! However, we can change these systems of work to help them be the best they can be... and the best of people are those that *can* connect. Humans need and want this - It's a part of evolutionary DNA. Therefore, an organization's design MUST NOT impede, disable or inadvertently discourage connection, cooperation and collaboration. If it is, then the organization is failing to unlock the full potential of it's workforce. Start by examining the rules and processes within how your company recognizes & rewards, makes-decisions, develops talent, manages people and projects, etc. It is here where change must begin for change to be sustained. #socialbydesign #orgdesign #culture #systems #collaboration

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What if we could match the high level of work inputs channeled into DEI efforts with an equally high level of equitable outcomes? In my new article for HR.com, I outline the six stages of developing cultural competence and explain how both individuals and organizations can implement this transformational approach to: 1. Shift their unconscious Filters 2. Operate from the higher stage of development DEI work requires 3. Create lasting change 🔗 https://hubs.la/Q02Cd9-S0 #SpeedOfBias #CulturalCompetence #DEI

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Another important column from the Barrett and Greene “Management Update” -- “The Battle to Lower Turnover.” As Katherine and Rich emphasize, collecting #data isn’t worth the effort unless the organization acts on the data. In this case, they’re referencing #employeesurvey data. As I often say when I speak about becoming an employer of choice, if you survey #employees but don’t act on the results, and then communicate your actions, you’ll be worse off than if you hadn’t surveyed. As the B/G column reinforces, employee #retention continues to be key to maintaining a strong #publicsector workforce, as the struggle to attract and retain talent in #government persists. According to the most-recent workforce data from the U.S. Bureau of Labor Statistics, in July there were 536,000 job vacancies in #stateandlocal government but only 137,000 hires. Month after month, separations exceed hires in government. This stubborn gap illustrates how important it is to deliver a positive #employeeexperience that will maximize employee retention. This is why UKG works hard to deliver the tools, technology and data that enable government organizations to deliver a customized and positive employee experience for all employees. https://lnkd.in/dzXg_bEU Barrett and Greene Inc. Linda Misegadis, CPP, CPM, CCM, IPMA-CP Patrick Bennett Karla Wilkins UKG Bryan Peck Andrea Velez-Greene Beatriz Mitchell John Kelly Rachel Favorite Phillip Clary Jamie Haskins Lisa Juley

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Women often do not get the targeted development they need to advance into leadership roles. What do we do about this? I had the honor of addressing this very question at the annual Industrial-Organizational Psychology conference alongside other incredible leaders and practitioners: Stefanie Mockler, Ph.D., Lexi Redmond, M.S., Mounica Reddy, Kelly Levin, Ph.D., Unnati Gupta We touched on our own developmental experiences as women, and provided our perspectives to several thought-provoking questions from the audience on this critical topic. Here are some key takeaways from our discussion: ✅ Coaches and managers should re-assess their feedback practices to ensure that feedback is specific, actionable, and free of bias. ↪️ For example, women more frequently receive vague feedback such as “be more confident”, which lacks actionable guidance and assumes women inherently have less confidence. How can you deliver feedback to target specific behaviors (e.g., inflection during a presentation), and not perpetuate longstanding gender roles within the workplace? ✅ Allies and women-specific support mechanisms within an organization can be powerful in filling the gender gaps in developmental practices and leadership representation. ↪️ For example, having allies within upper management can help women not only secure “a seat at the table”, but also advocate for more targeted leadership development programs. How can organizations and senior leaders better advocate for women and ensure that organizational processes support - rather than hinder - women’s advancement? Conversely, how can women identify these allies and opportunities for support? ✅ Despite all of the noise, women have the power to drive their own growth and development. ↪️ For example, women can utilize their coachability to proactively seek out, listen to, and act on the constructive feedback they need to get to the next level. As a woman, what sources do you have available to learn from? Who might you reach out to for coaching, mentoring, and/or sponsorship? Curious about how you might better develop and position women for leadership positions? Or are you a woman who wants to better understand how to get the development you need to take that next step? Reach out, I’d love to continue this conversation! #SIOP24 #leadership #womeninleadership #genderequity #development #coaching

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Good to know: smart thinking can still prevail. As Diana Scott at the The Conference Board observes, "You do DEI because it's actually serving your business." #DEI #SmartThinking #BusinessStrategy

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'Culture eats strategy for breakfast' was Peter Drucker's message decades ago...but since then we haven't gotten much better at understanding and developing organizational culture. Do you know how you can change the culture at your organization? If you'd like to get insight into the nature of organizational culture and some tangible tips and tricks on how to get the change you want, please join my webinar on June 12th. I'll be presenting my CULTURAL FABRIC model and giving you a number of practical examples. And I'll give you a sneak preview of my new book "Meyer's Management Models". It's only one hour...and it's free! You can sign up via the link below. #strategicleadership #organizationalculture #culturalchange #organizationalleadership #meyersmanagementmodels https://lnkd.in/eT4mbrfR

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An organization with #PsychologicalSafety is not one that shies away from hard conversations. It's one where employees feel safe to speak up (without fear of repercussions) and know they will be heard. Thank you Fellow.app for inviting me on the Supermanagers podcast to discuss #failure, accountability, and how to make an organization truly 'fearless.' Listen to my full conversation with Aydin Mirzaee here: https://lnkd.in/eZnMUqT2

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