Cristina Negrón Mitusina

The recent devastation from Hurricanes Helene and Milton highlights a critical responsibility for HR leaders: ensuring a strong disaster plan is in place to protect your people and your organization. Here’s how HR can lead the charge: ▶️ Effective communication is the key to natural disaster plans, with employee safety as the number one priority. ▶️ Have information available regarding counselors and therapists to assist employees, and programs to assist those who suffer major losses. ▶️ HR can assist employees in understanding their rights and responsibilities when it comes to property damage, educate them about consumer scams and identity theft that happen after storms, and how to handle potential insurance disputes ▶️ Stress the importance of caring for your family and cleaning up your home and property before returning to work. ▶️ In situations with remote team members, communicate the situation to other employees and offer support with plans to cover their responsibilities until they can return to work. Disaster plans aren’t just about logistics—they’re about caring for your people during their most challenging moments. #DisasterPlan #HRLeaders #EmployeeWellbeing

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I’m highly motivated by the WorldatWork #TotalRewards24 conference in Cincinnati that included over 2,000 Total Rewards professionals. A few takeaways from the sessions: ✔️Arming our frontline managers with the education and tools to have the tough and meaningful conversations is what is needed to drive transparency into data driven decision making ✔️Visualizing data is > than summarizing data ✔️AI is our friend

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I find it harder to ask for help than to continue navigating a difficult situation alone... anyone else?! If your plate is overflowing (at work or at home), it's OK to pause. It's OK to raise your hand and say you need help. It doesn't mean you've failed, it means you know your boundaries and you respect yourself enough to protect them. Where do you need to ask for help this week? Remember- asking for help isn't a sign that you can't do it, it's a sign that you know there's a better way to get it done. #personaldevelopment #askforhelp #takecareofyourself

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Master these 6 essential leadership skills: Emotional Aperture, Adaptive Communication, Flexible Thinking, Perspective Seeking, Strategic Disruption, and Resilient Self Awareness

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Great article on HR operating models. “The effectiveness of your HR operating model will largely dictate the effectiveness of your HR team.”

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High-performing employees are leaving employers at an accelerated rate, driven by factors both related to and beyond just compensation. Many feel overworked, underappreciated and burnt out, leading to disengagement and a search for healthier work environments. Additionally, a lack of recognition and growth opportunities contributes to their dissatisfaction. Being asked to take on more work in understaffed organization structures isn't always a stretch opportunity for employees and shouldn't be presented as such. In many cases, overwork becomes a career limiter. As leaders, it's crucial to foster a supportive culture that values autonomy, provides meaningful feedback, and promotes work-life balance to retain top talent. Addressing these issues not only keeps high performers engaged but also enhances overall organizational success. #leadership #highperformers #retentionstrategies #employeeengagement #talentmanagement #burnout #culture #careerdevelopment

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A mentee-mentorship relationship isn’t only beneficial to the mentee. Mentors have the opportunity to share their knowledge and expertise with the next generation of administrative assistants, which gives them the chance to enhance their own leadership and communication skills while boosting their mentee’s career progression. #CareerProgression #Mentorship #AdministrativeAssistants

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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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Feeling burnt out? Ask yourself these nine questions to identify the root causes.

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Tailoring recognition to each employee, whether through praise or personalized feedback, can create a positive work environment, reduce turnover, and improve overall employee satisfaction. Read more in this article via Zendesk: http://spr.ly/6048olp9Y

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Embracing neurodiversity is not just an HR initiative, it's a strategic business imperative 🚀 A startling disconnect remains between the support neurodivergent employees receive and the support they actually need. Dive into our guide and learn how to cultivate an environment where every employee can thrive ⬇️

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Thank you Christopher Rainey and James Elwell for the invite- it was a great exchange with inspiring colleagues in the panel. Learnings for me- it takes bold engagement of everyone in an organization to foster a feedback culture. HR teams- enable your leaders and people how to give impactful, deep and authentic, honest feedback. It is not easy and like a muscle that has to be strengthened. Leaders- be role model. Ask for feedback yourself in your 121s. Listen, be curious, be authentic. Reward critical thinking and learning from mistakes. Best boosters for feedback culture. Everyone- Start with yourself. Ask for feedback in specific situations where you want to get better. Don`t be defensive, but take it as a great gift. Take ownership of your own growth, be proactive. Having gone through big learnings myself, I truely believe in the power of feedback!

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In this insightful Harvard Business Review article, Karyn Twaronite writes about the critical need for belonging in the workplace. She stresses the need for organizations to "establish more opportunities for colleagues to check in with one another". She emphasizes that when employees feel valued and connected, they're motivated, productive, engaged, and 3.5 times more likely to contribute to their fullest potential. #leadership #engagedworkforce #connected #belonging https://lnkd.in/euCWttkx

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Supporting Your Team During Election Season: HR’s Role in Fostering Well-Being and Inclusivity As HR leaders, our commitment to employees goes beyond day-to-day tasks—it extends to supporting their well-being during pivotal moments, like election day and the days that follow. Here’s how we can help create a supportive and respectful environment: 🗳️ Offer Flexibility: Allow time for employees to vote, whether through flexible hours or designated time off. This shows that their civic engagement matters to us. 💡 Communicate Resources: Provide resources for mental health support, like an EAP, and encourage employees to prioritize self-care during what can be an emotionally charged time. 🤝 Encourage Respectful Dialogue: Foster an atmosphere where respectful conversations are welcomed, while reminding teams of policies on professionalism and inclusivity. 💙 Acknowledge Diverse Experiences: Understand that employees may have different reactions based on personal experiences or backgrounds. By recognizing this diversity, we can better support each other. Supporting employees during election season isn’t about politics—it’s about fostering respect, flexibility, and understanding. How is your HR team making an impact this election season? #HRPros #ElectionSupport #EmployeeWellbeing #Diversityandinclusion #PeopleFirst

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Dive into the strategies and insights essential for achieving workforce agility at your organization in "Workforce Agility For Dummies, Cornerstone Special Edition." Get your copy today! https://lnkd.in/giCRNRCN #WorkforceAgility #CSODDummiesGuide

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The right metrics can help HR leaders determine the programs and practices that best support their workforce and business goals https://ow.ly/G5Zj50SBEff #HRMetrics #PayGap #HRData #HRStrategy #WTWPerspective

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Just read an article in the #NewYorkTimes about HR's challenges post-pandemic. While I appreciate the the opinion, I respectfully disagree with its overall characterization of HR. And actually agree with Josh Bersin that "It's good click-bait for the NYT to write these pieces" without much data or a deeper dive. Yes, our function has areas to improve - as does any other. But now is actually the best time to be in HR. We're at the forefront of shaping the future of work, driving organizational culture, and championing employee well-being. That absolutely comes with challenges. The article touches on some valid pain points, but I believe many issues stem not from HR itself, but from poor business leadership that fails to leverage HR strategically, or invest in it, and not demanding better leadership across the ranks. HR professionals: What's your take? Let's have an open dialogue about elevating HR's impact and addressing these challenges head-on. #HR #FutureOfWork #Leadership #HRfunction #CHROs #Humancapitalmanagement #employees https://lnkd.in/ebEmfbSy

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