Julie Stone

"𝑳𝒐𝒚𝒂𝒍𝒕𝒚 𝒊𝒔 𝒔𝒕𝒊𝒍𝒍 𝒂𝒓𝒐𝒖𝒏𝒅 𝒃𝒖𝒕 𝒕𝒉𝒆 𝒔𝒉𝒂𝒑𝒆 𝒉𝒂𝒔 𝒄𝒉𝒂𝒏𝒈𝒆𝒅...𝒇𝒐𝒓 𝒚𝒐𝒖 𝒕𝒐 𝒃𝒆 𝒂 𝒍𝒐𝒚𝒂𝒍 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆, 𝒎𝒂𝒏𝒚 𝒎𝒐𝒓𝒆 𝒕𝒉𝒊𝒏𝒈𝒔 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒆𝒙𝒊𝒔𝒕." Tsvika Abramovitch (Page 40 in my book)   In the modern work environment, loyalty goes beyond mere tenure. In my book "The Art of Managing Humans," I discuss how fostering an inclusive, supportive environment plays a key role in employee loyalty. Think about this: How can you make your employees feel valued beyond their paycheck? What actions have you taken lately to increase employee loyalty? Find more insights in my book, now available on Amazon: https://lnkd.in/dmHP6R_r

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Open enrollment is just around the corner. Are you prepared? This eBook will cover what you need to know to simplify the process and create a better employee experience. Download it now!

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Attracting and retaining top talent is a strategic imperative for leaders, emphasizing the need to focus on employee engagement and experience. Engaged employees not only contribute to a positive work ... #Viva #EXP #msftadvocate #Engage

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I don’t deny Talent Intelligence is/will be a game changer, however in many companies where implementation is of a global nature the varying data privacy laws and regulations can delay or even prevent us from leveraging solutions…. The fast pace of change and disruption has its downsides but it also makes the HR space exciting (just got to keep breaking down all these barriers). #hrtech #hrtransformation

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Work is evolving, the workforce is changing, and the workplace is transforming. As these shifts accelerate, how do you ensure your workforce development strategy is prepared for what's next? In our latest eBook, we explore the critical changes that impact your learning strategy and provide practical insights for navigating this new landscape.

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Why Aren’t More Companies Using On-Demand Compensation Consultants? I’ve always been surprised by how many companies don’t leverage the benefits of an on-demand compensation consultant model. In today’s competitive market, getting compensation right is critical—not just for attracting top talent but also for retention and overall business performance. Yet, many businesses either overextend internal HR teams or rely on outdated salary data, missing out on opportunities to align pay with business strategy and market trends. An on-demand model gives companies access to expert insights when they need them, without the overhead of a full-time hire. It’s scalable, cost-effective, and offers immediate solutions tailored to specific business challenges. With compensation strategies playing such a pivotal role in shaping company culture and driving results, why wouldn’t more organizations consider this flexible and efficient approach? 💡 We offer one of the best On-Demand Compensation Consultant Models available in the market today. #HRConsulting #CompensationStrategy #TalentAttraction #Retention #BusinessGrowth #HRLeadership #CompensationConsulting

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Navigating #difficult conversations at work is crucial for leadership and personal growth. This insightful article from Chief Talent Officer outlines strategies for transforming these challenging interactions into opportunities for improvement and understanding. By fostering #accountability without punishment, focusing on professional behavior, and controlling emotional responses, we can create constructive dialogues that enhance team dynamics and performance. Dive into the article to learn more about leveraging difficult conversations for better outcomes in your professional environment. There is a great case study at the end. #Leadership #ProfessionalDevelopment #EmotionalIntelligence

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Had a great (sometimes meandering) discussion with Sahil Arora (Hupo) on the future themes and trends People teams will need to contend with in the near future. We talked about a few tidal forces around talent- particularly: - Rate of skill disruption and redundancy - "Better" talent is increasingly the talent you invest in v.s. talent that is "out there" in the world - The speeding up of business cycles and the consequent need for People functions to operate in ways that are more iterative and responsive - (My favorite topic!) The AI augmented workforce and how training is the place that begins being part of how work gets done. Some postulation on the subsequent impact that will have on organizations in the future. I remain excited for the big technology trends shaping our experience at work and how we add meaning and value to the world we live in!

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I had the pleasure of talking to one of my favorite people, Ilene Schaffer, MAPP, MA, PCC, on her podcast, What's Possible. We had so much fun talking about Organizational Design from the theory to the practical. #Leadership #OrganizationalDesign #HR

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Getting culture right is a balancing act that’s getting increasingly difficult for HR leaders to navigate. While culture is often thought of as fluffy, modern HR teams require a data-driven playbook to identify and implement programs that provide quantifiable value. The new Dayforce Pulse of Talent report surveyed more than 9,000 employees around the world to identify culture investments that move the needle. Learn more by downloading the report: https://lnkd.in/g_qXbi68 

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As organizations strive to secure top talent, they must transition beyond traditional recruitment methods toward sustainable talent strategies. Our latest whitepaper provides a comprehensive overview of how to develop and implement these strategies as a shield against the unpredictable labor market.

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L&D is no longer a checkbox, it’s crucial for retention in 2025. Korn Ferry’s Talent Trends report shows how leading-edge development programs are key to business performance. Dive into the full report. #LearningAndDevelopment https://bit.ly/4gdIvHD

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L&D is no longer a checkbox, it’s crucial for retention in 2025. Korn Ferry’s Talent Trends report shows how leading-edge development programs are key to business performance. Dive into the full report. #LearningAndDevelopment https://bit.ly/4fjCXL1

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The Power of Balance: Merging Data-Driven HR with Human-Centered Leadership There was a time when HR leaders made decisions based on instinct and experience. While this approach drew on professional judgment, it often lacked the precision and scalability needed to align employee needs with organizational goals. Today, data-driven insights allow us to overcome these limitations by offering clear metrics to measure impact, identify gaps, and foster growth. Decisions around hiring, development, and engagement are now backed by data, reducing personal biases, incomplete information, and assumptions about what would be effective. In retrospect, we now see and understand how the absence of data often led to mismatches between organizational goals and employee needs, resulting in missed opportunities for growth, disengaged teams, and a less inclusive culture. Moving forward, the key lies in finding the right balance—using data as a tool to guide us while never losing sight of the human element that drives true organizational success. 📈 Data-Driven Insights: Harnessing data allows us to forecast workforce trends, identify skill gaps, measure engagement, and improve diversity and inclusion efforts. For example, tracking employee satisfaction through eNPS (employee Net Promoter Score) gives a pulse on engagement levels, while metrics like employee retention and time-to-hire help identify how well we’re attracting and retaining talent. These data points provide invaluable feedback for refining HR strategies and making informed decisions that drive sustainable results. ❤️ The Human Element: But data can never replace the human connection. Our people aren’t just metrics to be optimized. For instance, while data may help us identify high-performing employees, it’s our empathy and communication skills that ensure we provide meaningful feedback and development opportunities. The way we communicate, show empathy, and build trust is what ultimately makes data actionable. The true magic happens when we interpret insights through the lens of human experience, ensuring that our decisions drive not only results but also well-being and satisfaction. ⚖ Balancing Act: As HR leaders, our role is to strike the right balance—leveraging data to guide decisions while always keeping humanity at the forefront. In doing so, we create a workplace where people feel seen, valued, and supported, leading to stronger engagement, better retention, and a more inclusive culture. While data is a powerful tool for driving decisions that enhance organizational growth and optimize workforce performance, it’s essential to remember that behind every data point is a person—each with their own unique experiences, needs, and aspirations. How are you using data to drive HR decisions while keeping humanity at the center? I'd love to hear your thoughts! #HRLeadership #DataDrivenHR #HumanConnection #PeopleFirst #HRStrategy

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This study beautifully captures key Moments where organizations with compassionate, supportive employee relations can create a positive employee experience! Truly appreciate HRAcuity for conducting and sharing these impactful studies! Deb Muller

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Rewards and recognition impact through HRIS integrations https://lnkd.in/gEe_U3ty #Development #Leadership #Synchievement #Strengths #Reputation #Synctrics #Learning #HackingHR #Recognition #ContinuousPerformance #Syncademy #HR #Goals #PulseSurvey #Culture

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