Stacey Lane, PCC, SPHR

Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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Today’s the day! If you are at the 2024 HR Indiana Conference, don’t miss TRS CEO Cassandra Faurote, speaking from 3:45 – 4:45 on the topic, “Be the Robin Hood for Compensation & Pay Transparency.“ Expect timely and essential professional insights about why pay transparency matters to workers and should matter to employers as well. https://buff.ly/2Nnyhsj @hrindianashrm #HRIndiana

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It's frustrating that companies often tell consultants that vendor hiring is on hold, yet you see other vendors being onboarded, seemingly because they have connections within HR. This practice undermines fairness and transparency. Every vendor should be given an equal opportunity based on merit, rather than personal connections, to ensure a just and competitive selection process. #vendorhiring #vendorempanelment #IThiring #bpohiring #nonithiring

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It happened again, this time in Missouri. On the most recent anonymous and open-ended poll on the conference app Whova, I asked: "What do we not discuss enough in HR circles? I received 116 responses, and just like the other times I have asked a variation of this question, over 40% said the same thing: mental health of HR professionals. It's a striking and consistent reminder that while HR professionals are often the first to advocate for employees, they themselves are frequently overlooked (by themselves and others) when it comes to mental health action and care. Is there a misconception that HR should always have it together? I don't know. But the reality is HR professionals are just as susceptible to stress, burnout, and emotional fatigue as anyone else—if not more so, given the challenges of the roles. Every time I get these replies I think about suggestions on how to "fix" this problem. The truth is, no one person or thing can "fix" this, as it is very personal to each individual. I do think, however, that when HR is healthy, so is the company. 💡 We can start with making sure HR is valued in every organization. #mentalhealth #hrwellbeing #leadership #employeeeellbeing

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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Q1-2024 KS Employment Impact Analysis is out…. updates include: ✨ Employee & business insights ✨ KS business resources ✨ Staffing industry indicators

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Reclassifying certain employees due to the new Overtime Rule could lead to communication challenges or even hurt feelings. Says one expert: “Many workers won’t fully understand why they need to change from exempt to nonexempt status.” What’s more, “many exempt workers take pride in being paid a salary and not having to punch a clock. Those who must be reclassified as a result of the new salary threshold may take offense at being told they will have to track their time and possibly be paid by the hour.” How could you foresee putting a positive spin on the rule changes? #SHRM #OvertimeRule

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✔ I've got this one on my calendar! 🌟 Join me to learn how collaborative leadership and empowering your teams can lead to organizational success #2024TCSHRMLeadershipConference Twin Cities SHRM (TCSHRM)

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The weekly SHRM Talent Management News reported:   "About one-third of U.S. citizens have a criminal record. Employers that exclude these individuals from their pool of potential job candidates may be making it more difficult to fill positions and potentially missing an opportunity to work with talented individuals."   One-third is a wildly inaccurate figure that is constantly repeated by news articles and background screening companies without any data to back up this claim as click bait and to add a sense of urgency.    We have tracked criminal record hits developed through primary source research, including the State Police or other state agencies, during our background investigation processes for decades.    Our record tracking found that only 4-5% of candidates each year had a criminal conviction.    The vast majority of records developed are considered petty disorderly offenses or disorderly persons offenses that do not rise to the level of a "crime" in most states.    The majority of the offenses include shoplifting, simple assault, driving offenses, and minor drug possession. In a majority of the cases, the offense is the only interaction with the court system the candidate has ever had. You might say, one and done. A large percentage of these cases result in pre-trial intervention and diversion and the case is dropped without a conviction after completing a probationary period. When the occurs, the individual does not have a criminal record.   According to EEOC guidelines, an employer generally should not deny employment for petty disorderly and disorderly persons offenses.   This 4 to 5 percentage is somewhat skewed higher since some of our clients have second chance initiatives and actively hire people with records. These clients run a criminal record check just to confirm the information provided by the candidate. To follow me, please click: https://lnkd.in/e2QSgKRK #SHRM #HumanResources #HREN #HRCIRCLE #backgroundcheck #backgroundscreening #recruiting #HackingHR #DisruptHR #GetHired #HRforHR #LinkedInHR #talentsolutions #LinkedInforRecuiters #CXR #recruiter #talentmanagement #duediligence

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Why I'm Not Renewing My SHRM-SCP I just got an email from SHRM reminding me that it's time to renew my SHRM-SCP. Like many HR practitioners, my satisfaction with the association supposedly representing our profession has hit a new low. I've hit a point of disgust with the organization that is forcing me to vote with my wallet. I'd like to share why I refuse to give them another nickel. Johnny Taylor's recent decision to remove “Equity” from SHRM's focus areas goes against everything research indicates is vital for the profitability companies reap when they create fair workplaces. Mr. Taylor's hypocrisy is staggering. SHRM’s own research shows that pay equity can significantly boost company performance, driving efficiency, creativity, productivity, and retention. Yet, despite this, SHRM has excluded “Equity” from its core focus areas—a contradiction I cannot support. Research from the Josh Bersin Company reveals that well-communicated pay equity is nearly 13 times more important for retention and engagement than high pay and benefits. However, only 14% of companies dedicate sufficient resources to address these challenges, leaving most workplaces with persistent disparities that make those firms less successful. McKinsey & Company’s “Diversity Wins: How Inclusion Matters” report confirms that diversity, equity, and inclusion (DE&I) are critical for business success. Companies with diverse executive teams outperform their peers on profitability, underscoring the importance of fostering inclusive environments. By removing “Equity,” SHRM dismisses the clear evidence of its value. Furthermore, equity is not a peripheral issue; it is essential for creating workplaces where everyone can succeed. By sidelining equity, SHRM signals it is not committed to addressing the systemic barriers many people face. This is a stance I will not support. For me, this is not about politics; it’s about principles. As an I/O psychologist, I believe facts and data should drive our decisions. The data—and my moral compass—show that advocating for equity is the right thing to do. Organizations clearly benefit financially from a diverse, engaged, and empowered workforce. We must do better, starting with standing firm on values that truly matter. Equity isn't negotiable. It's necessary. That's why I'm not renewing my SHRM-SCP certification, and why the HR M&A Roundtable will not renew our status as a SHRM Recertification Provider. I refuse to participate in this clearly misguided decision and encourage you to do the same.

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Why #PIP doesn't work and may not be the best tool to "beef up" the performance? Performance Improvement Plan is used for very obvious reason to improve the performance of the #underperformer or #poorperformer. How do we define these type of employee? Under Performer Everyone should have individual #JD for their role so if one is not able to perform the basic responsibilities spell out in the JD then one would be deem as under perform. In another context, they have the skills to fulfill the role but is unable to apply them. Poor Performer Everyone should have individual #KPI or #OKR. If one not able to meet those KPI/ OKR, one would be categorized as poor performer. They does not have the skills, knowledge or experience to achieve those target. Many organization just label everyone under the same category and then initiate the PIP which most often than not fail due to : 1. The Manager - Inadequate knowledge to implement PIP (inc communication & coaching methodology) 2. The Employee - Created mistrust and fear due to lack of understanding of PIP process The significant line from this article is "most individuals placed on a PIP left the company within a year, regardless of whether their performance improved." Does that means we should not do PIP for those that are not performing? Think of this like a family, if your children is not performing at the school, you will send them to tuition class or hire private tutor. You do not tell your children that their result is poor/bad and they will be sent to a "improvement class". If we do not humiliate or shame a small child then why do we do that to a grown up adult? There are so many terms that one can used to replace PIP: 1. Coaching 2. Mentorship 3. Masterclass Isn't that the above is what is going to be implemented during the PIP? However it sounds so much more "#empowering", "#inspiring" and "#positive". Another note on why PIP fails often is because of the structure that is deem to be #unfair, #unreasonable and #discriminatory. Quite often the manager will list down the items that the employee need to improve with the deadline usually 3 months. Few things that they forgot: 1. What is the end result that they want to see? - Target 2. Is the target measurable and reasonable? - Objective 3. What are the support that will be provided to them? - Training, Workshop, On The Job Coaching and etc? 4. What does the employee required in order to succeed? All the above can be incorporated into the items mentioned above without using the phrase PIP. If your organization is still using traditional method of PIP, it is time to start explore how you can build a high performing team without jeopardizing the #morale and #spirit of the organization. My forte : https://lnkd.in/gCMxzya3 My Passion : https://lnkd.in/gXQXv6mP Join my community : https://lnkd.in/gDAra_XQ https://lnkd.in/gdx3GBxw

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We're very confident that after you vet us, you'll be ready to move forward with us. Here are a few testimonials to get your vetting started: “Like many organizations, we’ve learned that we have some work to do to become a more inclusive and equitable organization – for our community, staff and other stakeholders. Rather than attempting to figure out what to do on our own, we approached several highly regarded DEI consultants to better understand what they do and chose to work with Schabel Solutions after learning about their extensive practitioner experience, which we felt set them apart. Claudia and Brad were very likeable, approachable and eager to understand our unique barriers and needs. They met us where we are. After working with us to develop our customized long-term DEI strategy along with some metrics to measure ongoing progress, we now feel confident in where we have to go next on our DEI journey and know that we can call them for help whenever needed. I highly recommend them.” – Carolyn Hamblin, Campus Dean, Mohave Community College, Arizona “Recently, we partnered with Schabel Solutions to determine the next steps in our DEI journey. This was the best experience we’ve had with a consulting firm in the 4+ years that I’ve been with the bank. Having done this work as practitioners in large multinational companies before starting their firm in 2016, they were able to pull from a long history of DEI-related professional experience and accumulated know-how when consulting with us. They didn’t draw out the process. They met us where we are. They uncovered our current barriers and provided realistic and beneficial recommendations that were within our scope of consideration. We appreciate the concise way that they summarized our current state and recommended next steps. It was a pleasure working with them.” – Dawn Beck, Vice President of Human Resources, i3 Bank, Nebraska #deistrategy #diversitytraining #assessment #survey #coaching #talentattraction #talentretention

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The Reality of the Workplace I've had my eye on people's actions of Incivility for a while now, especially in the workplace. As curious as I know I am, I've seen it as a sort of energetic/behavioral social issue that significantly unravels employee well-being, engagement, and organizational productivity, in a dangerous way. Larger, much more seasoned organizations, in particular, face a way higher risk of random and systematic incivility, leading to widespread health decline, soul-crushing stress and anxiety, and destructive psychosocial challenges among employees. Also, a crushed reputation can be the demise of a fundamentally solid company. Sounds a bit like an undercover psy-war, doesn't it. 😵‍💫 Not really easy to spot on the surface by most people. This truth was demonstrated in a research study of the Swedish retail industry, where 32 out of 33 KPIs of health & well-being were blatantly affected. And not in a good way(Hasson & Villaume, 2024). Smaller companies are less structured by organizational complexity, yet they're still vulnerable to these issues, especially in industries like healthcare. This is where incivility is associated with teamwork hinderances and safety policies, leading to poor patient outcomes (Freedman et al., 2024). ⛈️ Johnny C. Taylor Jr.: CEO of SHRM, has openly emphasized the desperate need for businesses to address workplace incivility, warning that, "A storm is coming," and "It's HR's responsibility." This epidemic of unchecked incivility not only drives good talent away, but corrodes the very same culture that companies can only hope to maintain. But is it really HR's "fault?" 📍See for yourself with his talk in the link below. Statistical insights also show that the components of incivility strangely syncs up with the relationship between social anxiety and work engagement, especially in smaller workplaces, mechanically causing that lack of engagement and employee turnover, if left unchecked (Gan et al., 2023). We all can surely agree that we are smack dab in the Future now. Its 2024. All companies of all sizes must quickly realize that incivility is a critical challenge that, if ignored, leads to some heavy organizational and financial consequences; especially in terms of optimal employee retention and solid workplace productivity. https://lnkd.in/e8h9CwH7 #incivility #selfawareness #employeeengagement #workplacewellbeing #companyculture

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What is your plan to ensure you have the right people in place to support innovation and growth within your organization? This is crucial for your organization's success, and you're not alone in this journey—a BCA consultant can help you get started and provide ongoing support. #successionplanning

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Effective Jan. 1, 2025, any “person or entity that employs 30 or more employees at one or more sites in Minnesota” must disclose https://buff.ly/3RzzgHl #humanresources #backgroundcheck #hiring #drugtesting #tenantscreening #propertymanagment #tenant

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