Donna H.

Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Interesting world of SHRM and HR. HR is having an existential crisis right now...and it's about time! Does it feel like the entire world might be in crisis? Perhpas. The world of work is evolving rapidly, (talk to me about AI) and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. People Operations comes swooping in to shake things up as well! 💣 SHRM announced they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... sounds like this has been happening for years and frankly, it needs to end now. To be a successful HR Professional who is ready to take on this ever-changing space you have to think about some main pillars 🏛 You are in service to your people. 🏛 When you can see the value in Equity. 🏛 When you understand that the community you're building is for us, not for you and your ego. 🏛 You think strategically about the 'now' and the 'future of work' Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources #peopleops

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Outside of the annual state of women at work report, one of my other favorite things that happens at this time of year are predictions for the following year and they are starting to come out. The first one I saw, drum roll please, is from AIHR | Academy to Innovate HR with 11 HR Trends for 2025. The highlight for me on this one is for the first time in numerous years it is iterative changes and not tackling wide and new challenges. I think it will give HR leaders a year to breathe, fine tune their current mandates, before tackling the next new unknown challenge that is sure to come. Key 2025 trends: 1. The word of 2024 was AI and the word for 2025 is AI adaptation. This includes training, policies, and how HR should use it. 2025 will be a year around the question is AI over hyped or underestimated ( I am in the over hyped category, where are you in this debate?). 2. A tipping point for skills mismatch. This has been the talk for a while, but the skills many of our current employees have and the skills we need for tomorrow are a mismatch and it is the buy vs build discussion. 3. Blue-collar and "new collar" jobs boom. As the September job report came out today, it shows job growth especially in blue collar type jobs like manufacturing and construction and for today that is where the job growth is in addition to "new collar" jobs think cyber-security and AI. 4. The golden age of the silver worker. The fastest growing work-segment is 75+ because they can't or don't want to retire. The upcoming worker shortage is real, so figuring out how to keep your silver workers longer, is important to think about and start to enact. 5.The women's equity effect ( see posting from last week it has an in-depth report on this one) 6. Looming org anxiety. Employees are nervous about their job stability and a global recession (job numbers in the US don't show that today)and it will become an employers market with the "Big Stay". 7. HR execution is king. This year HR tries to find the balance between strategic and tactical and getting it right and HR will become embedded in the core business. 8. The anti-fragile worker. The focus on employee well-being continues. 9. Employee engagement 2.0. Companies finally (maybe) focusing on and taking action of the drivers to increase employee engagement (nice pyramid graph showing this). What are your HR 2025 predictions trends? Do you agree or disagree with any of these strongly? If so why or why not? Red to Green HR Consulting can assist you and your leaders to review where your current company is with the above trends, discuss where you want to go and help you design and implement a plan to actually get there. If you want to discuss how Red to Green HR Consulting can help you please DM me. https://lnkd.in/gf7RNre8

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Reminder for all compensation pros going through their year end merit cycle: an often overlooked stat to check is velocity of promotions. If one gender, race or minority group is consistently promoted faster than others, it likely will create pay disparities. Why? Those promoted more quickly typically earn more, sooner. Velocity of promotions is also one argument for why many organization’s lower levels are predominantly one gender/race, while upper levels are another. Essentially, your velocity of promotions highlights glass ceilings, a signal of deeper inequality. Follow for more tidbits of advice as Pequity helps our customers make their end of year comp planning / merit cycle processes easier! #comp #comptech #HR #HRtech #compensationcycles #compensation #humanresources #pequity #tech #promotions #data #peopleanalytics #stats #payequity

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months.  🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻   👉 1. Be Crystal Clear on Your Expectations:   • Ensure everyone knows what success looks like.  • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel.   👉 2. Be Ethical. No Excuses:   • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule.   👉 3. Be Forgiving:   • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly.   👉 4. Be Rational:   • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them   👉 5. Be Open.   • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you.   👉 6. Be Transparent as Hell:   • Don't hide information, the imagination runs wild.  • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team.   👉 7. If You Mess Up, 'Fess Up.   • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust.   👉 8. Stay Positive and Follow Your Passion:   • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it.   👉 9. Over-Reward Great Results:   • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done.   👉 10. Praise Publicly, Criticize Privately:   • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment.   👉11. Remove Barriers:   • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics.   Thanks for reading and your continuing support.   Thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.   Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either. 

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Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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One big ERROR companies make in their compensation strategy? One big error companies often make in their compensation strategy is failing to align compensation with the company’s goals and employee performance. Here's why this is a critical misstep: 1. Lack of Strategic Alignment Compensation plans that are disconnected from business objectives result in wasted resources and missed opportunities to drive desired behaviors. For example: Paying flat bonuses across the board, regardless of individual or team contributions, reduces motivation for high performers. Offering perks that don’t align with employee needs or company values (e.g., lavish travel incentives when the company emphasizes sustainability) can erode trust. 2. Key Consequences Low Employee Engagement: Employees may feel undervalued or demotivated if their contributions aren't recognized in the compensation structure. Retention Challenges: High performers are likely to leave for organizations that reward performance effectively. Inefficiency: Companies may overspend on compensation without achieving the productivity, morale, or loyalty they’re aiming for. Equity Issues: A poorly structured plan can unintentionally create disparities, leading to dissatisfaction or even legal challenges. 3. How to Avoid This Error Align Goals and Rewards: Tie bonuses and salary increases to measurable outcomes, such as individual performance, team success, or company profitability. Regularly Reevaluate Strategy: Conduct market benchmarking to ensure competitiveness. Revisit the compensation structure periodically to adapt to changing business goals and employee expectations. Emphasize Transparency and Communication: Make sure employees understand how their performance influences compensation. Address equity and fairness by explaining how pay decisions are made. Leverage Data: Use analytics to track the effectiveness of compensation in driving behaviors like retention, performance, and engagement.

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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Headspace has come out with their new Workforce Trends Report and the results just might surprise you. Of all the workers surveyed, 77% said that work stress had negatively impacted their health, 71% said work stress had caused a relationship to end for them, and 40% said work had caused mental health issues. More employees reported that leaders in their organizations had talked about mental health. This year 89% said they had conversations at work about mental health, up from 35% in 2020. HR leaders and managers are the ones on the frontlines of the mental health crisis in the workplace. Workplace leaders must show support to employees, offering them access to quality, comprehensive programs to help and benefit their mental health. #HRStrategies #MentalHealth #WorkplaceStress #StressAwarenessMonth

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There is an unfounded fear of pay transparency. Research we conducted earlier this year showed that 90% of organizations that moved towards pay transparency saw no negative results. While it may not be true for all organizations, of course, the fear is largely misguided. Read the full report, here: https://lnkd.in/gtEwCg2E.

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SHRM is NSFW HR is having an existential crisis right now...and it's about time! The world of work is evolving rapidly, and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. 💣 Yesterday, SHRM announced that they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... this BS has been happening for years and frankly, it needs to end now. I am a modern HR Leader who understands that HR can only be successful when: 🏆 You are in service to your people. 🏆 When you can see the value in Equity. 🏆 When you understand that the community you're building is for us, not for you and your ego. Here's to hoping we see major changes soon at SHRM. Until then, I'll continue to post my opposition to this antiquated Leadership and I'll keep my certifications fresh with HRCI. Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources

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If your talent experience is broken, your best employees will leave. Here’s the problem: Promising the world in recruitment, but delivering something else during onboarding? → That’s a huge red flag. If your performance management is inconsistent or your total rewards package falls short, people will notice. Outdated HR technology? It just makes everything harder and drives people away. A fragmented talent experience won’t retain top talent, no matter how good the job offer was. The key to small business success is a seamless talent experience from start to finish. That’s where I come in. I help small businesses bring together every piece of the talent puzzle: - from recruitment to onboarding - performance management - total rewards And more—so you can compete with the big players and keep your best employees happy and engaged. 🔄 DM me and let’s begin a conversation.

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More and more HR leaders - and even finance, marketing, ops, legal, sales, etc - are going fractional. What does that mean for the company/business side? It means that you get access to help for your org with amazing expertise at a fraction of the time and cost AND without taking months and months to find a new executive. Which means you can keep things moving, not stall projects, and not extending revenue gaps. But I’m seeing a lot of companies do this wrong when it comes to talking to fractional execs. It is not an interview process, there is no resume, there is no RFP. The magic lies within your network. Ask your network for who is fractional, and understand what their strengths are and what they want to work on so that you understand who to pull in (or refer) for certain times in your business. With fractional, you HAVE to have trust from the outset of the relationship, either through knowing the person ahead of time or previously or through transient trust from the person referring you in. Without it, the fractional relationship will not work - because we have a short (1-2 week) listening tour and then start to make impact. That can’t happen without trust. Think of it this way, a full-time leader takes 3-12 months to find, then they take 3-6 months on a listening tour, and then they dive in to make changes and make impact. A Fractional leader starts with trust (transient or otherwise), have a listening tour of 1-2 weeks and then start to make impact at week 2 or 3. Just that one example showcases that a fractional leader takes 6-18 months less time trying to figure out your org and more time doing the work in the org and strategically setting you up for success and the future. Another way to think about this is that hiring a FT leader sets you back 6-18 months. And I’m not sure how many businesses actually want that. Oh and by the way, the FT leader costs more. So on one hand, you have a fractional leader that has been there, knows and recognizes more trends because they’ve worked across more orgs, can come in and establish things quickly to make an impact AND costs less……compared to a FT leader that may have worked at 1 to a few places previously, takes 3-6 months listening tour, AND costs more (for overhead like benefits, taxes, etc). What would you decide on as a business leader? #fractional #fractionalexec #fractionalhr

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This is a great to the point, shocking John is direct ;-) , article that every TA leader and HR leader should read

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When organizations decide to slash DEI initiatives, so much more than the occasional workplace workshop is at risk DEI backlash threatens ⤵: 🤝Equitable hiring practices  💰Pay equity and transparency practices  👥Positive employee experiences 💜Company culture ➡And recently reported by Bloomberg, ERGs and Affinity Groups Writer Jeff Green highlighted The Rise Journey’s 2022 State of the ERG Report in an article on how DEI backlash poses a threat to workplace employee resource groups. Key insight from our report showed: 🔎 From 2020 to 2023, there was a decrease of 78% to 70% in the proportion of Employee Resource Groups (ERGs) receiving financial support from their host companies 🔎 For companies with over 10,000 employees, a common annual budget allocation may reach up to $50,000 Jeff Green also highlighted a recent Forrester prediction: US companies are expected to decrease overall DEI functions (which includes ERGs) to 20% by the end of this year - a major decline from the reported 33% in 2022. Read the full article for insights on ERGs in the workplace and the importance of preserving DEI initiatives from Paulina R., LaQuana Clary, @Matthew Leger, and Dumebi Egbuna of Chezie: https://lnkd.in/dWz9AmYA #ERGs #DEI #EmployeeResourceGroups #WorkplaceDiversity #WorkplaceAffinityGroups

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