Tiffany Ingram Ed.M.

Are There Templates For Employee Handbooks Available To Me? There are many templates for employee handbooks available, which can serve as a great starting point for creating your own. Here are a few options to find templates: 1. Online HR Resources: Websites like SHRM (Society for Human Resource Management), Workable, and Rocket Lawyer offer a range of resources, including templates for employee handbooks. Some of these may require membership or a fee. 2. Legal Services: Online legal services like LegalZoom or Nolo often provide templates tailored to comply with general legal standards. These services might also offer customization options for your specific state or industry requirements. 3. HR Software: Many HR software platforms provide tools to help create and distribute employee handbooks. These platforms might also ensure that your handbook stays compliant with any updates in employment laws. 4. Professional Consultants: HR consultants or legal professionals can provide personalized assistance in creating an employee handbook that meets all legal requirements and aligns with your company culture and policies. 5. Free Online Templates: A simple web search can yield free templates that can be downloaded and customized. Be cautious with these to ensure they meet the specific legal requirements of your location and sector. When using a template, it's important to customize it to your organization's specific needs. Consider factors like your business size, location, industry, culture, and specific operational practices. It's also highly advisable to have the final document reviewed by a legal professional or an HR expert to ensure compliance with local laws and regulations. This step is crucial because an outdated or legally inaccurate handbook can create rather than mitigate legal risks.

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My journey as a SHRM EN member continues. Over the last couple of years these amazing professionals have become valued allies and partners in my HR career. I cannot stress enough the importance of surrounding yourself with people who have been where you are and are where you want to be! #SHRMExecutiveNetwork

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As an HR consultant based in Arkansas, ensuring disciplinary actions and terminations are handled fairly and legally is paramount. Here's how we approach it: 1. Policy Adherence: First and foremost, it's crucial to have clear and comprehensive policies in place outlining acceptable behavior, performance expectations, and disciplinary procedures. These policies should comply with federal and state laws as well as any industry-specific regulations. 2. Consistent Documentation: Consistent documentation of employee performance issues, disciplinary actions, and conversations is essential. This includes written warnings, performance evaluations, and records of any misconduct or policy violations. Documenting each step of the disciplinary process helps ensure fairness and provides legal protection in case of disputes. 3. Fair Investigation: Before taking disciplinary action or termination, it's important to conduct a fair and thorough investigation into the alleged misconduct or performance issues. This may involve gathering evidence, interviewing relevant parties, and allowing the employee an opportunity to respond to the allegations. 4. Legal Compliance: Ensure that all disciplinary actions and terminations comply with federal and state employment laws, including anti-discrimination laws, wage and hour regulations, and the National Labor Relations Act (NLRA). Seek legal counsel if there are any uncertainties or complexities regarding legal compliance. 5. Communication and Transparency: Communicate clearly and transparently with the employee throughout the disciplinary process. Clearly explain the reasons for the disciplinary action, the expectations moving forward, and any potential consequences. Treat the employee with respect and dignity, even in difficult situations. 6. Appeals Process: Provide employees with an opportunity to appeal disciplinary actions or terminations through a formal appeals process. This allows employees to present their side of the story and ensures that decisions are fair and unbiased. 7. Training and Support: Provide training and support to managers and supervisors on how to handle disciplinary actions and terminations effectively, fairly, and legally. This may include training on conflict resolution, performance management, and legal compliance. By following these steps, we can ensure that disciplinary actions and terminations are handled in a fair, consistent, and legally compliant manner, ultimately minimizing the risk of legal disputes and promoting a positive work environment. Still confused about all of this? Book a free call at https://lnkd.in/g5hARgZV and let us help you! #RockRegionConsulting #HR #HumanResources #HRServices #HROutsourcing #HRConsulting #HRExpert #SmallBusiness #SupportSmallBusiness #SmallBusinessOwner #DisciplinaryAction #LegalCompliance

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We are gearing up for a new year … and a new president. No matter who you voted for, we can all agree on one thing: We are ALL still Americans. And we ALL must live and work together. Here at SHRM, our goal is to help everyone move forward and focus on the important task of building better workplaces. As we head into 2025, we are keeping our eye on these key workplace issues. #SHRM #HR #HumanResources #HRTrends #WorkplaceTrends #HRStrategy

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HR Professionals I hope you were able to submit your EEO-1 report on time today. Compliance is imprtant to every organization and we must keep our employers in good standing. The Equal Employment Opportunity-1 (EEO-1) report is a mandatory annual survey that helps the government ensure that companies are hiring without discrimination and promote workplace diversity and equality. The report is required by law for private employers with 100 or more employees, or federal contractors with at least 50 employees. The data collected is used for a variety of purposes, including: Employment discrimination: The Equal Employment Opportunity Commission (EEOC) uses the data to investigate charges of employment discrimination. Self-assessment: Employers can use the data to assess themselves. Research: The data can be used for research purposes. The EEO-1 report collects demographic data on a company's workforce, including the number of employees by job category, sex, and race or ethnicity. The data is confidential, but aggregated data is available to the public. The EEO-1 report is mandated by Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, which prohibit employer discrimination based on race, color, religion, sex, or national origin. #1hrexpert #hrcompliance #hrprofessional #shrm #compliance #EEO1

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Companies often promote their best individual contributors to leadership. To keep their performance high and their teams engaged, give them proven leadership and compliance training from MRA! This month, we’ve added ✨online sections✨ of our bootcamp, Supervision Fundamentals, and top compliance course, Supervisor and the Law. 🔗Learn more about Supervision Fundamentals: https://ow.ly/XfQM30sEL8p 🔗Learn more about Supervisor and the Law: ow.ly/LPzU30sEGrr

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Crisis preparedness isn’t just about having a plan—it’s about empowering your people to be part of the solution. By involving employees in strategic planning, you strengthen your organization’s resilience and foster a culture of readiness and support. Here are 3 ways to incorporate employees into crisis planning 👇 1. Provide Training and Resources Employers should invest in professional development opportunities that prepare teams to deal with crises. This includes providing training programs designed to develop foundational skills in crisis management and addressing core competency gaps. 2. Commit to Psychological Health and Safety Practices Committing to psychological health and safety fosters employee well-being, increases productivity, reduces absenteeism and turnover, enhances workplace relationships, improves company reputation, and ensures compliance with legal and ethical standards. It also reduces stress and creates a culture focused on mitigating mental harm and protecting workers from psychosocial hazards and crises. 3. Crisis Preparedness Employers can prepare for workplace crises by developing comprehensive crisis response plans, providing ongoing training to employees, fostering open communication, conducting regular risk assessments, ensuring access to mental health resources, creating a supportive culture, and encouraging collaboration to enhance resilience. 📚 Learn more about building a crisis-ready workplace: https://lnkd.in/gxuzVBnu #crisismanagement #employeeexperience #crisis #crises #psychologicalhealth #mentalhealth #mentalfitness #crisispreparedness

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Information Session for SHRM CP and SCP certification, Friday August 23, 2024, start time 9am - 10:30am. Session is offered In-Person and Zoom. https://lnkd.in/gmuf9SC3 I will preview Topics and Situational Judgment scenarios you need to know to pass the Certified Professional (CP) or Senior Certified Professional (SCP) exam. I will preview practice tests, sample questions and answers, content, etc. I will cover strategies to use on the exam questions, also mind-reset to "think like the examiner" on each exam question and answer. SHRM certification credential holders are recognized as experts and leaders in the HR field. Those who hold a SHRM certification designation report significantly higher levels of credibility. In-Person & Zoom Classes start September 2024, just in time for the next SHRM Test Window: Dec. 1, 2024 - Feb. 15, 2025 Onward and forward, Dr. Ernesto Escobedo, SHRM SCP https://lnkd.in/g3-HzxjA

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A Shoutout to HR Professionals in Labor Relations Those HR professionals who navigate the complex world of labor relations and unions deserve a standing ovation. Day in and day out, they ensure that management decisions align with collective bargaining agreements, maintaining a delicate balance between company goals and employee rights. Cultivating strong relationships with labor union officials is key. Open dialogue and effective communication can help resolve issues and prevent conflicts. Remember, these union representatives are the voice of the workforce. By listening to their concerns and working together, we can create a more harmonious and productive workplace. HR professionals play a vital role in bridging the gap between employers and employees. Let's appreciate their dedication and expertise. #laborrelations #HR #unions #workplace #employeeengagement

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Yesterday, I let my SHRM-SCP expire. Three years ago, I had already disconnected myself from SHRM, but quietly decided to renew at the last minute on the last day of the extension. I rationalized that I worked hard and earned that and I needed the certification to prove I knew what I knew. This time is different. I don’t need a certification to know my worth. My experience, knowledge and talents exist with or without a piece of paper. What’s most important to me is that I’m aligning with organizations that share my values. That challenge and change me. That challenge and change the profession. Once upon a time, it was SHRM for me. Below is a pic of me speaking at SHRM National in Vegas in 2019 - I was also a blogger/influencer that year, a teacher of the SHRM certification course and a special expertise panel member. Shortly after I stopped all of those things. Now, I’ve grown and changed. But SHRM hasn’t seemed to grow along with me. Though I had already decided not to renew, the recent decision to drop the E also dropped any ounce of hesitation in me. I have friends working with SHRM. I have friends who have never had anything to do with it. I understand it’s a tough decision for many who have taken the test or gone to the conferences. I’ve been asked to a lot in the last month, and I can’t tell anyone what they should do. But I am going to tell them, and you, that you are worth more than a piece of paper. And if SHRM no longer is where you want to be, there are many other communities that are amazing like Hacking HR, PeakHR and Transform. And see many more in the community Google doc pinned to my profile. And remember, you are so much more than a certification. You are a wonderful, complicated human who deserves to be supported and challenged and changed as you work toward learning and unlearning and growing. #HRCommunity

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HR Professionals - There is AMAZING power in taking ONE tiny step.   Here are some specific examples...   👉🏻 If you want to pitch your boss on that new idea, today write ONE paragraph of that proposal.    👉🏻 If you want to get HR certified, today take ONE minute and go order a SHRM exam prep book on Amazon.   👉🏻 If you want to get promoted in HR, today take ONE tiny step to find out what skills and experiences are required.   👉🏻 If you want to enhance your skills in HR analytics or labor relations, today schedule ONE meeting with your organization's in-house expert.     👉🏻 If you want to repair a difficult client relationship at work, today schedule a meeting to make ONE apology.   👉🏻 If you want to create a group of mentors, today pick ONE person who inspires you.   👉🏻 If you want to build your network, today ask ONE person to have coffee.   I've learned:   ✔ Success starts with ONE tiny step. --It doesn’t matter how small that step is. --It only matters that you take it.   ✔ Doing what feels uncomfortable is much easier one inch at a time.   ✔ You don't have to see the whole staircase -- just take the FIRST STEP!   There are only 3 weeks left in 2024.   And today is never coming back.   So whatever you want to achieve in HR, start TODAY!   The clock is ticking.   Stay inspired!   And get going!   Pep talk over. What do you need to get going on?   --- 📌 HR Professionals - The above was a tiny excerpt from "Stay Inspired in HR." For more info about this motivational book just for HR leaders & pros, check out the link in the first comment below.

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HRCI Webinar - Creating a Recovery-Ready Workplace: A Guide For Employers Host: Clarissa Peterson, GPHR, SPHR, LPEC Guest Speakers: Sarah Rauzin, Philip Rutherford According to the National Safety Council; > 1 in 11 full-time employees in the United States have a Substance Use Disorder. > There has also been a 23% increase in post-pandemic SUDs. > 110,000 people were lost to overdose last year alone. > Substance Use Disorder is not the result of a lack of willpower. It is actually a treatable chronic medical condition that's caused by a number of factors (biological, environmental and developmental). A recovery-ready workplace provides support, resources and policies to support employees that are actively struggling with addiction, or on the road to recovery at every stage of their journey. EMPLOYER's ACTION STEPS TO CREATE A RECOVERY-READY WORKPLACE STEP 1 - Make sure that you are implementing those policies and programs at your workplace that support recovery at every stage and start right from the beginning by examining your hiring policies. Employers can play a significant role with community leaders and organizations to be advocates and champions for safer neighborhood programs including after-school care, making investments in greener neighborhoods. STEP 2 - Bring the people on board to help create that overall culture that supports recovery across all levels of leadership in your workplace. Consider how you might launch an employee resource group to really help support your workforce by building those peer-to-peer conncections where people can connect and share their struggles and experiences authentically, and support each other along their shared journey to recovery. STEP 3 - Do not only offer these services but communicate them over and over again. Make this a norm at your company to be talking about recovery, to be promoting these services and to really tackle that stigma. Make it a part of the onboarding process and training right from day one. Furthermore, do not underestimate the importance of training your managers to recognize the signs of substance use disorders among their teams. They should be the first-line responders, initiate those caring conversations and be the champion for the treatment and services your organization offers. To learn more and be properly guided on how to create and maintain a recovery-ready workplace. Visit - https://lnkd.in/dqs3RqPn

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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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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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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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