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HR Elements® is an exclusive UBA Partner Firm monthly newsletter that delivers insights about timely human resources and employee benefits topics.

November 2024

• Dear HR Manager | Seeking Effective Reviews
• Workplace Culture | Building a Culture of Mental Health Support
• Employee Benefits | Empowering Employees with Flexible Perks

Dear HR Manager

​​As year-end reviews approach, I want to ensure these conversations are constructive and meaningful. What are some innovative strategies to make our reviews more impactful?         — Seeking Effective Reviews

Dear Seeking Effective Reviews,
Year-end reviews are an opportunity to reflect on achievements and create alignment and motivation for the year ahead. Here are three strategies for making your reviews dynamic.

1. Begin with a Reflection Exercise
To start the review on a reflective, productive note, ask employees to complete a short, open-ended reflection before the meeting. Rather than merely listing achievements, it prompts them to think about their most fulfilling project, a challenge that helped them grow, or a recent skill they’re proud of improving. These reflections encourage self-awareness and help employees see their progress, which prepares them for a deeper, more intentional conversation.

2. Provide Feedback That Resonates
Use “impact moments”—specific examples of work that directly influenced team results or advanced a strategic goal. Show how their unique contributions made a difference. For example, instead of a simple “Well done on that project,” try saying, “Your initiative to streamline our project process reduced the delivery time—your proactive approach was instrumental in our success.” For growth areas, frame feedback in terms of future impact, like, “Building on your ability to prioritize will position you as an even stronger lead on upcoming projects.” This approach gives employees clear examples of where they’ve excelled and clarifies how they can make an impact moving forward.

3. Co-Create a Focus for the Coming Year
Collaborate with each employee to identify one key focus for the coming year—a single, targeted area of growth that’s both achievable and directly relevant to their role. This focus gives employees a clear and manageable goal that will not only build their skills but also make a noticeable difference in their contributions to the team. For example, if an employee is looking to improve their project management skills, their one key focus might be “Delivering clear, data-driven updates in project meetings.” With this focused approach, employees leave the review with a concrete development goal that’s easy to remember and aligned with team priorities.

By incorporating these strategies, you can make year-end reviews a true catalyst for growth. Through reflection, targeted feedback, and a clear focus for the year ahead, you’ll inspire your team to approach the new year with clarity, motivation, and a sense of purpose.

— HR Manager

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 Workplace Culture 

Building a Culture of Mental Health Support

Employees increasingly want—and expect—a work environment that values their well-being. Companies that commit to supporting mental health see improved productivity, more robust engagement, and increased employee loyalty.

Mental health is a cornerstone of a productive and engaged team. According to the American Psychological Association, 92% of employees believe working for a company that values their emotional and psychological well-being is important.

Lead by Example
A supportive mental health culture starts at the top. Remote workers often report feeling a lack of boundaries between work and personal life, leading to burnout as work creeps into evenings, weekends, and vacations. When leaders openly discuss mental health, set boundaries, and encourage a balanced work-life approach, employees feel they can prioritize their well-being. At Rare Beauty, all new employees receive “Mental health First Aid" training, equipping them with the skills to recognize and respond to mental health challenges in themselves and others. When leaders model this transparency and commitment, it fosters a foundation of trust, making it easier for employees to seek support when needed.

Empower Employee-Led Wellness Initiatives
Encourage employees to create and lead wellness initiatives that resonate with their needs and interests. By allowing team members to organize wellness groups, peer support networks, or interest-based clubs, companies provide an authentic platform for connection and mental well-being. For example, employees could start a mindfulness club, a monthly book discussion focused on personal growth, or a peer-led exercise group—whether virtual or in person.

This approach creates a genuine and relevant community of support for each other’s well-being. Allowing employees to create and shape these groups ensures engagement and alignment with what matters most to the team.

Set Boundaries and Normalize Time Off
The pressure to be “always on” is one of today’s most significant mental health challenges. Establishing clear boundaries around after-hours communication and encouraging employees to log off entirely at the end of the workday is essential. Companies should also actively promote using vacation time and mental health days without stigma. Regular time off is critical for sustained productivity and well-being, and managers can set the tone by respecting these boundaries and modeling them for the team.

By embedding these strategies into company culture, organizations demonstrate a genuine commitment to mental health. Prioritizing a supportive workplace not only boosts morale but also strengthens resilience and loyalty, laying a foundation for long-term success and helping to attract and retain top talent.

Employee Benefits

Empowering Employees with Flexible Perks

Flexible benefits allow employees to tailor their work experience to fit their personal needs, creating a supportive environment that respects work-life balance and diverse lifestyles. By offering a variety of options—such as remote work, condensed work weeks, flexible hours, and personalized health benefits—companies can build a workplace culture of trust and respect.

The Power of Flexibility
Flexible work perks give employees the autonomy to shape their work in a way that supports their lives. Options like remote work, flexible scheduling, and condensed work weeks allow employees to manage their time more effectively. Some companies offer “work-from-anywhere” days, enabling employees to spend a certain amount of time working from a location of their choice, whether that’s home, a different city, or even a country within specific guidelines. For others, a four-day workweek offers an appealing alternative to the traditional schedule, helping employees recharge and stay productive.

Research shows that 51% of employees consider flexible work hours essential for achieving work-life balance. A condensed or adjustable schedule can reduce burnout and increase morale. Companies that give employees control over their schedules empower employees to perform at their best. According to 86% of managers surveyed, employee well-being improved after implementing flexible work options, with most supervisors seeing no drop in productivity.

Flexible Learning and Development Opportunities
Flexibility also extends to career growth; companies can offer employees more choices in pursuing learning and development. Options like self-paced online courses, professional development stipends, and mentoring programs allow employees to upskill in a way that suits their goals and schedules. When employees have access to a range of educational resources, they’re empowered to take ownership of their career paths, which can lead to greater job satisfaction and long-term engagement.

By implementing flexible benefits, companies create a culture of trust and respect, where employees feel empowered to manage their responsibilities in ways that align with their personal lives. This trust builds loyalty, reduces burnout, and supports a positive work environment. Flexible perks demonstrate that companies recognize employees’ diverse needs, strengthening the connection between employees and the organization.

As the demand for flexibility grows, companies that prioritize adaptable work perks and personalized benefits will be better positioned to attract and retain top talent.

Dear HR Manager Article Archive

OCT 2024 | NEW TO LEADERSHIP

I've recently been promoted to a leadership role and want to ensure I'm the best boss I can be. What steps can I take to lead effectively and create a positive environment for my team?          — New to Leadership

​​Dear New to Leadership,
​Congratulations on your new role! Becoming an outstanding leader requires effort and self-awareness, but with the right approach, you can foster a motivated and successful team. Here are three key strategies to help you excel as a leader.

1. Practice Active Listening
One of the most important skills any leader can develop is the ability to listen—really listen. Encourage open communication within your team and make space for employees to share their thoughts, ideas, and concerns. When you listen attentively and respond thoughtfully, you show your team their input is valued, which can significantly boost morale and trust.
 
Set up regular one-on-one meetings where you can discuss business updates and check in on employees’ well-being, challenges, and project updates. This builds strong relationships and makes it easier for employees to approach you with issues.

2. Lead by Example
As a leader, your actions set the tone for the entire team. Be mindful of how you handle challenges, deadlines, and stress. Show your team that you are approachable and resilient under pressure. If you want your employees to be collaborative, take the lead in fostering a spirit of teamwork. If punctuality is important, ensure you demonstrate that value in your daily work.

You can create a positive and productive work culture by modeling the behaviors and attitudes you wish to see in your team.

3. Support Professional Growth
Investing in your team’s development is one of the best ways to show that you care about their future. Work with each team member to identify their strengths and areas for growth and provide opportunities for them to enhance their skills. This could include offering training, encouraging conference attendance, or creating internal mentorship programs.

Make career progression a part of your ongoing discussions. Help your team see a clear path for advancement and support them in reaching their goals. This will increase engagement, build loyalty, and lead to long-term success.

By focusing on these key strategies, you'll position yourself as a thoughtful and effective leader while helping your team thrive.

— HR Manager

SEP 2024 | EMPLOYEE ENGAGEMENT CHALLENGES

Employee engagement challenges our organization and affects overall morale. How can I effectively address this issue on my team?
— Concerned about Engagement

​​Dear Concerned about Engagement,

​Low employee engagement can have serious implications for your team's productivity and overall success, but there are actionable steps you can take to improve the situation. Consider these three strategies.

1. Address Digital Overload
Technology is critical in today’s workplace but can also contribute to stress. A recent survey found that 59% of employees feel overwhelmed by digital tools. Simplifying your tech stack and ensuring that tools are integrated can reduce distractions and allow employees to focus on what truly matters.

2. Empower Managers to Lead Effectively
According to Gallup, 70% of the variance in employee engagement is directly influenced by managers. To improve engagement, encourage managers to focus on coaching and developing their team members’ strengths, rather than micromanaging tasks. This shift will help foster a more supportive and motivating work environment.

3. Prioritize Human Connections in a Tech-Driven World
As workplaces become more reliant on digital tools, the need for genuine human connections is even more important. While technology facilitates communication, leaders must ensure it doesn’t replace meaningful interactions. Providing in-person collaboration, mentorship, and team-building opportunities can help maintain employees’ sense of belonging and engagement, especially in hybrid or remote environments.

To create more meaningful interactions for remote employees, consider hosting “virtual deep-dive sessions” where teams come together online for problem-solving marathons focused on specific challenges. These sessions encourage employees to collaborate intensively to create actionable solutions. Additionally, “remote pop-up collaboration zones” can be scheduled, where employees from different departments or locations can spontaneously join virtual rooms for short-term cross-functional projects. These pop-up zones create organic opportunities for collaboration and creativity, mimicking the informal interactions of physical offices and ensuring that remote workers feel integrated and valued across the organization.

Focusing on these strategies can improve engagement and create a more connected and productive workforce.

— HR Manager

AUG 2024 | TACKLING BULLYING

My team is experiencing issues with a workplace bully. Do you have any advice on addressing this situation?
​— Tackling Bullying

​​Dear Tackling Bullying,

Bullying is always detrimental. Dealing with a bully at work can be challenging, but promptly addressing the behavior can protect your team’s well-being and maintain a productive work environment.

Recognize and document the behavior.
The first step in tackling workplace bullying is to identify the behavior. Bullying can range from subtle actions like failing to give credit or setting a team member up for failure to more overt behaviors like public criticism or sabotaging work. Document each incident meticulously—note the dates, times, specific actions, and any witnesses. This detailed record will be essential if the issue needs to be escalated.

Directly address the bully (if safe).
If you feel it is safe to do so, consider confronting the bully directly. Approach the situation calmly and professionally, making it clear that their behavior is unacceptable. Use specific language to explain how their actions impact others. Set firm boundaries for what will and won’t be tolerated moving forward.

Support well-being and explore options.
When confrontation isn’t practical or possible, report the behavior to HR. Present your documented evidence and explain the negative impact of the bullying on the team. HR is then responsible for taking appropriate action based on company policies.

Seek support and report the issue.
If the situation persists or escalates, the focus should shift to supporting the well-being of the affected team members. This may include providing access to professional counseling, exploring alternative work arrangements, or, in severe cases, seeking legal advice. Ensuring employees feel safe and supported is paramount in restoring a healthy work environment.


Effectively addressing workplace bullying is vital for maintaining a positive, productive workplace. By taking proactive and deliberate steps, you can work toward a resolution that fosters a safer, more respectful environment for everyone involved.

— HR Manager

JUL 2024 | SOFT FRIDAYS

My team is thinking about starting Soft Fridays to boost well-being and productivity. Do you have any tips to roll this out?
​— Interested in Soft Fridays

​Dear Interested in Soft Fridays,

"Soft Fridays" sounds like a great idea. Giving employees the flexibility to choose how they work on Fridays can reduce stress and burnout and improve job satisfaction. Here’s how you can effectively introduce this concept to your team.

Set Clear Boundaries
Document and communicate expectations and boundaries to help maximize the benefits of this initiative. Team members need to be transparent about their availability on Soft Fridays and the possible impact on project timelines and deadlines.

Create a Flexible Culture
Promote a culture that values flexibility and well-being. Encourage employees to use their flexible Fridays without fear of judgment. Managers should also participate in Soft Fridays to set a good example and show the organization’s commitment to employee well-being.

Provide Autonomy
Let employees decide how they spend their Fridays. Whether it’s working from home, starting later, or having no meetings, giving them control over their schedule can really boost morale and productivity.

Implementing Soft Fridays can make a big difference in work-life balance, productivity, and overall job satisfaction. It's a small change, but it can have a significant impact.

Best of luck introducing this increasingly popular employee benefit!

— HR Manager

JUN 2024 | ADVOCATING FOR MINDFUL BREAKS

My team often eats their lunch while multitasking between bites or during Zoom calls. How can I encourage them to take mindful, restorative breaks instead?
​— Advocate for Mindful Breaks

Dear Advocate for Mindful Breaks,
​
Encouraging meaningful breaks can help enhance productivity and well-being. Here are some strategies to help your team embrace the importance of mindful breaks.

Highlight the Benefits of Breaks
Inform your team about the health benefits of taking breaks. Stepping away from work can boost energy levels and mental well-being. Regular breaks, including lunch, are crucial for maintaining stable blood sugar levels and overall brain function. Highlighting these benefits can make employees more inclined to prioritize their break times.

Create a Break-Friendly Culture
Shifts in workplace culture can cause employees to skip breaks. Many workers feel they must finish their tasks or fear judgment from their supervisors. Foster a culture where breaks are seen as essential rather than a sign of slacking off. Communicate that taking breaks is a valued practice that supports long-term productivity and well-being.

Provide Comfortable Spaces
Consider investing in your break areas to make them more inviting. A well-stocked and comfortable break room can encourage employees to take breaks. One study revealed that nearly 60% of employees would be more likely to take breaks if they had access to a pleasant break room, and 76% said such spaces help them relax and decompress.

Model the Behavior
As a leader, your behavior sets the tone for the team. Take your lunch breaks and encourage your team to do the same. This can help normalize the practice and reduce the stigma of taking breaks.

Encourage Flexibility
Allow employees the flexibility to take breaks when they need them. Studies have shown that autonomy in taking breaks leads to better goal achievement and increased energy levels. Trust your team to manage their break times in a way that works best for them.

Set Boundaries
Encourage employees to block out time on their calendars for lunch and ensure they feel empowered to use it. Clear communication about availability and setting boundaries around break times can help your team manage their schedules more effectively.

Encourage your team to step away from their desks and take time to recharge—it's a small change that can be a powerful tool for maintaining a healthy and effective work environment. Fostering a culture that values breaks may improve your team's well-being, productivity, and job satisfaction.

— HR Manager

MAY 2024 | GIVING NEGATIVE FEEDBACK

How can I give my boss negative feedback?
​— Lives in the Positive

Dear Lives in the Positive,
​
Navigating workplace dynamics can be challenging, especially when it involves giving negative feedback to your boss. Consider these tips before you provide your feedback.

Understand When to Give Feedback
The first step is to assess whether the situation even requires feedback. It’s important to differentiate between an isolated incident and a recurring issue.

Evaluate the Importance of Feedback
Consider the potential impact of your feedback. If your boss is generally receptive, ask yourself if it will lead to improvement or cause defensiveness. Observing how your boss responds to input from others can provide valuable insights into the best approach.

Practice Your Delivery
Rehearsing your feedback with someone you trust can help you refine your message and increase your confidence in delivering it. To encourage an open and productive conversation, make sure you are succinct and allow space for your boss to respond.

Prepare for the Conversation
If you decide to proceed, preparation is essential. Schedule a timely meeting to ensure the topic is fresh in everyone’s mind and communicate the purpose of your discussion. Start the conversation with appreciation and express your intentions to foster a robust and honest relationship.

Use a Structured Feedback Model
The Situation-Behavior-Impact (SBI) model model is a helpful framework for providing clear and concise feedback. Describe the specific situation, detail the behavior observed, and explain its impact. This method helps keep the feedback factual and impersonal, facilitating a constructive dialogue.

Deal with the Response
Responses to feedback can vary. If it is met with understanding and a willingness to improve, it can strengthen your professional relationship. However, if the feedback is met with resistance or negativity, remain calm and professional and suggest another time to revisit the discussion to prevent escalation.

Close with Gratitude
End the conversation by thanking your boss for their time and reinforcing mutual respect. It showcases a commitment to maintaining a positive and productive work environment.


Giving feedback is an essential skill that can significantly improve team dynamics and personal growth. By approaching these situations thoughtfully and strategically, you can navigate complex interactions and contribute to a healthier, more effective work environment.

— HR Manager

APR 2024 | FOSTERING A POSITIVE WORK CULTURE

How can I foster a positive work culture in a world of challenge sand negativity?
​— Leadership Enthusiast

Dear Leadership Enthusiast,
​
It's often difficult to maintain an upbeat environment when faced with negativity. To foster a positive work culture, you should ensure that your team feels valued and supported. Here are some tips to help you achieve your goal.

Support Your Team
Openly discuss challenges and encourage your team to be transparent, setting a tone of support. Create an inclusive environment to encourage sharing diverse perspectives and solutions. Invest in your team's professional development through ongoing training and clear career pathways.

Encourage Your Team
Negativity can subtly sneak into your team. If you notice a drop in productivity or unhelpful criticism, talk with your team to uncover the issues. They may be experiencing burnout, unclear job roles, or feeling undervalued. Encourage your team to participate in solving the problem, building on each other's ideas to find innovative solutions to address their feedback. This approach can transform negative energy into a collaborative effort toward improvement.

Empower Your Team
Modern employees thrive on flexibility. To enhance job satisfaction and reduce stress levels, give your team control over their work schedules and avoid micro-managing. This autonomy will support a healthy work-life balance, which is crucial for team members to maintain positivity in facing challenges.

Appreciate Your Team
Understand that behind every form of negativity or resistance there's often an underlying concern or unmet need. Team members need to feel seen, heard, and valued. Regularly celebrate and recognize team achievements..

Be resilient and communicate with your team openly and often to create a positive work culture. You will enhance productivity and contribute to your team's well-being and satisfaction, creating a ripple effect beyond the workplace.

— HR Manager

MAR 2024 | SUPPORTING CHILD CAREGIVERS

What initiatives can I implement to support child caregivers in my organization?
​— Creating a Culture of Care

Dear Multi-tasking Professional,

The accessibility, affordability, and reliability of childcare are challenging, so addressing these issues requires thoughtful action. Consider these steps to create a culture that supports child caregivers.

Lead by Example
Leadership can set the tone for acknowledging the importance of childcare by sharing personal experiences to help destigmatize working parents' challenges and encourage open discussions about solutions. Acknowledge the essential role of childcare for parents who juggle balancing work and family life. Encourage a workplace that values flexibility and offers an inclusive environment where caregivers feel seen and heard.

Enhance Benefits
Review and expand your employee benefits package to include childcare support to meet employees where they are. Conduct a survey to gather data and determine what options, such as flexible schedules, subsidized babysitters, or partnerships with a local daycare provider, would be valued. Practical childcare solutions can increase job satisfaction and be as vital to working parents' well-being as mental wellness support.

Communicate
A culture that recognizes the diverse needs of caregivers and accommodates childcare challenges can have a positive impact. Transparent communication about the available support and resources for childcare is critical. As with other employee benefits programs, regular updates and reminders about childcare benefits and resources can reinforce the company's commitment to its employees' needs.

Addressing childcare needs with empathy and a strategic plan can enhance your organization's employee satisfaction and productivity. By treating childcare as a fundamental aspect of your workplace strategy, you set a standard for corporate responsibility and contribute to a future where working parents can thrive.

— HR Manager

FEB 2024 | MENTAL WELLNESS STRATEGY

How do I create a mental wellness strategy?
​— Multi-tasking Professional

Dear Multi-tasking Professional,

Developing an effective mental wellness strategy is crucial in today's workplace, as 92 percent of employees value an employer that prioritizes emotional and psychological well-being.

Here are a few ideas to start you on your journey.

Make Support Accessible
Demonstrate your commitment to your employees' overall well-being with immediate and convenient access to mental health support. Examine your disability benefits plan closely to ensure it encompasses mental health. To offer timely support, remove financial barriers, and give easy access, consider enhancing your employee benefits package with supplemental mental health benefits incorporating online therapy services and mindfulness apps.

Communicate Clearly
Communication is vital in making your mental wellness strategy effective. Show your team that mental health is a priority with regular reminders and updates about mental health resources. Encourage utilization and reinforce the company's commitment to employee well-being with clear communication about the accessibility of mental health coverage in your employee benefits package.

Develop a Culture of Support
Beyond individual benefits, cultivating a supportive workplace culture is fundamental. Employees increasingly seek environments that promote work-life balance, recognize their contributions, and encourage positive interpersonal relationships. Such a culture supports mental health and enhances employee engagement and productivity.

Implementing cultural change involves both top-down leadership involvement and grassroots initiatives. Leadership should lead by example, sharing personal experiences with mental health to destigmatize discussions around the topic. Additionally, creating opportunities for employees to contribute to the conversation around mental wellness fosters a more inclusive and supportive environment.

Remember, the role of middle management is critical in this process. Training managers to listen empathetically and respond without judgment can significantly impact the effectiveness of your mental wellness strategy.

An effective mental wellness strategy combines comprehensive benefits, accessible support, continuous communication, and a culture that actively supports employee well-being. By adopting this multifaceted approach, you can create a workplace that acknowledges the importance of mental health and actively promotes and supports it.

— HR Manager

JAN 2024 | HEARING LOSS

One of my team members has hearing loss and can find it challenging to hear meeting discussions. How can I better support this employee?
​— Concerned Boss

Dear Concerned Boss,

Hearing loss is a growing health issue. By supporting your employee with hearing loss, you can increase their engagement and productivity and ensure they are fully included in meeting discussions.

Here are some ideas for you to foster an inclusive environment:

• Encourage open disclosure.
  Ensure that your team member feels comfortable sharing their hearing loss with the team to raise awareness.
• Foster inclusive communication.
  Encourage your team to remember to speak clearly and slowly, choosing well-lit, quiet meeting locations. Educate yourself and become familiar with the Americans with Disabilities Act.
• Check in.
  Check in with the team member regularly and offer support to challenges they are experiencing.

Here are some ideas for your company to support them and foster an inclusive environment:

• Provide necessary tools and resources.
  Ask HR if they can offer assistive listening devices, captioned telephones, or explore online tools to accommodate a specific communication need.
• Ensure accessible health insurance.
  Request HR review and share if the health insurance plan covers hearing aids or expensing costs through FSA and HSA accounts.
• Engage with supportive communities.
  Consider starting a CSR program or an affiliation with organizations like the Association of Late-Deafened Adults, Canadian Association of the Deaf, Hearing Loss Association of America, and the National Association of the Deaf. Consider joining global disability networks to underscore a commitment to disability inclusion.

Supporting your team member with hearing loss fosters an inclusive and diverse workplace. Your actions will positively convey that you and your company value individuals and contribute to a more equitable work environment.

— HR Manager

DEC 2023 | ACCOMMODATING HOLIDAYS

My office celebrates Christmas, but my team is multicultural, and I don’t want to offend anyone. How do I include them in the holiday spirit?
​— Accommodating Boss

Dear Accommodating Boss,
This time of year has many joyful traditions – Christmas, Hanukkah, Kwanzaa, and Pancha Ganapati – but that makes it a challenge to plan a workplace celebration that all can enjoy. To celebrate the holidays while respecting other traditions, consider these tips.

Determine what employees want.
Create a holiday committee with diverse representation or conduct an employee survey to gather ideas on preferred decorations, activities, and meals.

Show respect.
Avoid exclusive religious decorations unless requested by the employee survey or the holiday committee. Keep communication open by encouraging the sharing of traditions, ensuring that celebrations enhance the festive spirit for everyone.
 
Plan holiday parties with care.
Instead of a Christmas party, host a “holiday” celebration that focuses on universal themes like hope, peace, and the spirit of giving. Choose a time that avoids conflicts with specific holidays. Recognize financial constraints when planning gift exchanges or charitable contributions.

Work with HR and corporate leadership to be accommodating.
Acknowledge and accommodate unique needs for holiday celebrations. Offer floating holidays or flexible work hours for days of observance not on the company's holiday calendar.

Adopt an open, learning-focused perspective.
Opt for inclusive language and decorations to avoid inadvertently excluding or offending employees with different beliefs. Instead of mandatory festivities, provide options for employees to participate voluntarily, respecting diverse preferences and financial situations.  Remember, the goal is to enrich the holiday season with joy while respecting the diversity of employees.

— HR Manager

NOV 2023 | HIDDEN WORKERS

I need help finding candidates for open positions in today's tight job market. Do you have recommendations for sources I may have yet to think to tap into?
​– Now Hiring

D ear Now Hiring,
The last few years have been challenging for job seekers and employers alike. The “Great Resignation” and low unemployment rates left many employers with positions they have been unable to fill.

Consider tapping into the pool of "hidden workers,” who are often overlooked despite their willingness and ability to contribute to the workforce. These may include gig workers, caregivers, military veterans and spouses, immigrants, refugees, neurodivergent, differently abled, and re-entry workers who have been absent from the workforce for an extended period. They often want to work but are often excluded by traditional recruiting systems.

Here are a few suggestions to break down barriers and attract this pool of candidates.

1. Use positive job filters.
   Instead of using recruitment management systems that automatically screen out applicants based on inflexible criteria, positive filters focus on skills and qualifications truly relevant to the position.
   
   
2. Focus on critical skills in job descriptions.
   Simplify job descriptions by emphasizing the critical skills that will result in on-the-job success. Lengthy and complicated job descriptions can discourage applications. Focus on transferable skills and experience rather than on gaps in employment.
   
   
3. Target your outreach.
   Hidden workers come from many different backgrounds. Partnering with community groups serving these diverse populations may help reach a wider pool of candidates.
   
   
4. Foster an inclusive culture.
   Promoting an inclusive culture is vital to unlocking the potential of hidden workers. Actively challenge preconceptions and ensure all employees understand the strategic value of opening the workforce to workers with differing backgrounds. Having a senior leader champion this initiative can significantly impact acceptance.
   

Embrace hidden workers to fill your open roles and create a more diverse and enriched team. Tapping into a pool of hidden talents to fill your job openings also helps your company stay competitive and serve your community better.

– HR Manager

OCT 2023 | HYBRID SCHEDULE GUIDELINES

My company had offered flexible remote work options but has now mandated that employees return to the office at least twice a week. My team works well in the remote setting, but I also see the benefits of in-person collaboration. How do I establish a new hybrid schedule guideline for my team that gains their buy-in?
​– Hybrid Schedule

Dear Hybrid Schedule,
Hybrid schedules continue to grow in popularity, yet many employers still need a formal policy. A flexible hybrid schedule policy can balance employee preferences for shorter commutes and work-life balance with the employer’s need for in-person collaboration.

Consider these factors in your hybrid schedule policy:

Maintain open communication.
Initiate open dialogue with your team and keep communication channels open for them to express concerns, provide feedback, and seek support.

Set clear guidelines.
Develop transparent guidelines that define core working hours for team collaboration and specify when employees can work remotely or are expected to be in the office.

Provide tools and resources.
Provide the necessary technology and resources to facilitate hybrid work to ensure seamless communication and collaboration to support productivity.

Offer training and development.
Offer training opportunities to help employees adapt to the hybrid model and ensure they have the necessary skills for seamless collaboration.

Ensure equity and inclusivity.
Ensure the policy is fair and inclusive, accommodating employees’ diverse needs and circumstances.

Acknowledge Individual Needs.
Recognize each team member’s unique needs and preferences. Provide options or customize the approach to increase acceptance.

Lead by example.
Show your commitment to the hybrid schedule by actively participating in remote and in-person activities. Lead by example to inspire confidence and encourage your team to embrace the new work format.

By combining open communication, flexibility, and a focus on individual and team needs, you can establish a hybrid schedule that gains your team's buy-in and ensures a smooth transition to the new work model. Developing a formal policy around a hybrid work schedule will set expectations to keep your current team happy and make your organization more competitive to attract new talent.

– HR Manager

SEP 2023 | FEEDBACK OUTSIDE OF PERFORMANCE REVIEW

How do I give my team feedback without a performance review? I am a new manager, and I can see that several of my team members need guidance. I don't want them to think I am picking on them, as I have experienced those uncomfortable conversations. I want to be a good manager but struggle to start these needed conversations.
​– Struggling Manager

Dear Struggling Manager,
A few things are essential when providing negative feedback outside of a performance review. First, it's crucial to find a suitable, private setting where both parties have ample time for discussion. Then, focus on the employee's work, offering specific examples and guidance for improvement. It's equally important to balance this with positive feedback, acknowledging their strengths and achievements to convey appreciation for their efforts.

To communicate effectively and foster rust and respect during the conversation:

1. Adopt a friendly tone.
2. Be clear, compassionate, and self-assured when delivering feedback.
3. Encourage employees to express their thoughts.
4. Actively listen.
5. Avoid being judgmental.

If an employee is struggling, provide support and access to resources, including training or mental health services. Collaborate on developing a plan to move forward, including actionable steps and follow-up, which provides structure an assistance.

In the event of unexpected reactions, stay calm and reexamine how you delivered the feedback. If necessary, rephrase comments neutrally, giving the employee time to process the feedback and consider potential solutions.

Consistently check in with the employee to ensure they meet their goals and receive the necessary support. Encourage a growth mindset and offer developmental opportunities to promote continuous improvement.

Providing negative feedback is vital for employee growth and fostering effective teamwork. by establishing a safe environment and delivering feedback adeptly, you can transform these conversations into opportunities for personal and collaborative development.

– HR Manager

AUG 2023 | KEY QUESTIONS

My team's needs to be more consistent when we rare interviewing and want to ask key questions to develop a well-rounded view of the candidate and compare answers. What are three key questions to ask when interviewing job candidates?
​– Key Questions

Dear Key Questions,
Conducting effective interviews is crucial for finding the right candidates for your team. While traditional questions about qualifications and experience are important, it is equally vital to delve deeper into a candidate's potential and cultural fit. To help your team make the most of your interviews, here are some key questions you may want to ask consistently.
​
1. "Tell me about a time when you faced a significant challenge at work and how you overcame it.".
This question assesses a candidate's problem-solving abilities, resilience, and adaptability. Look for specific examples demonstrating their approach to challenges, decision-making processes, and outcomes.

2. "How do you handle feedback and criticism?"
Understanding how candidates respond to feedback is essential for fostering a constructive work environment. Look for candidates who are receptive to feedback, take responsibility for their actions, and are willing to learn and grow.

3. "Can you give me an example of a time when you had to collaborate with a diverse group of individuals?"
This question assesses a candidate's ability to work effectively in a diverse and inclusive workplace. Look for candidates who value diversity, can adapt their communication style to different perspectives, and foster collaboration among team members.

By regularly incorporating these questions during job interviews, you can gain valuable insights into a candidate's problem-solving skills, attitude toward feedback, and ability to work in diverse environments. Remember, the goal is to find candidates with the necessary qualifications, align with your organization's values, and contribute positively to your team.

– HR Manager

JUL 2023 | BIG IDEA

My team's workload has increased exponentially, and we need a dedicated project manager. I want to propose a new position, but also want to be the person in that role. How do I pitch this big idea to my boss?
​– Big Idea

Dear Big Idea,
The best way to prepare for this conversation is to put together a business case.
​
1. Do your research.
Investigate the “why” behind the new position. What problem would this job solve? How does this relate to company goals and strategic plans? How will this benefit the team and company? What is the return on investment?

2. Talk to key stakeholders.
Share your thoughts with key decision makers to get their feedback. Planting seeds early can help you address any identified obstacles in your pitch. These informal discussions concerning your idea also help pave the way ahead.

3. Put together your business case.
Summarize your research in a problem-solving format. What was the identified problem? How does this new role solve that problem? This is where you include proposed job responsibilities from your research, and a plan to transition any of your current responsibilities. Include the potential impact of this role.

Keep your business case concise and to the point. Your eagerness to grow in the company will come through in your pitch. Good luck!.

– HR Manager

JUN 2023 | WAGE WORRIES

A tenured employee on my team just found out we hired a new team member in the same position and level at a much higher salary. Both employees are in the same position and level within the organization. The tenured employee is rightfully upset. What should I do next to assess potential solutions?
​– Wage Worries

Dear Wage Worries,
It is a fact – employees talk about salary. Start by investigating the situation.

First, gather the facts. Identify the reason for the salary disparity. Is it due to external factors like a competitive talent market or inflation? Alternatively, does it result from a difference in employee experience or role focus? Compare the skill sets and jobs of the two individuals. Given their knowledge, skills, and abilities, is there merit to a higher salary?
 
Next, bring the information to your HR team. A compensation audit is one technique HR professionals use to evaluate pay levels. Work with them to validate the pay range for the role and employees. In some situations, companies discover longstanding employees’ pay has not kept up with market increases, and an adjustment may be needed.
 
Alternatively, you may discover that the pay range is appropriate. In this case, HR can provide insight into how previous issues have been resolved and help you script talking points—partner with your employee to build a development plan positioning them for future pay increases. Your open communication is an opportunity to build trust in your relationship.

– HR Manager

MAY 2023 | READY FOR A MENTOR

I am a few years into my first job and want to find a mentor. How do I find someone who will help me at this stage of my career?
​– Ready for a Mentor

Dear Ready for a Mentor,
Mentorship has evolved. Today, instead of one life-long mentor, savvy employees are creating a network of informal relationships with individuals from a range of experience levels. This strategy enables them to build a team of qualified mentors to support their professional growth.

Keep these tips in mind to develop successful mentoring relationships.

1. Identify your short- and long-term goals.
   Clarifying your objectives will be the road map to finding mentor relationships. For example, do you want to improve your negotiation skills? Look for someone with outstanding sales experience in your network pool.
2. Give as much as you receive.
   Mentorship is a two-way street. Your network will naturally want to help you if you establish a give-and-take relationship. Create new connections internally at work by looking for opportunities to help. After an impromptu mentor meeting, ask how you can return the favor.
3. Show up with an agenda.
   Mentor relationships are most successful when they are development oriented and tied to professional goals. Make the most of your time together by outlining specific questions ahead of scheduled meetings.

​Building your mentor network now will benefit your career in the long run.
– HR Manager

APR 2023 | WORKPLACE GUILT

Last week my company had layoffs and my team lost several members. The Employees who remain are struggling. I don't know what to do. How do I re-engage my team after this layoff?
​– Workplace Guilt

Dear Workplace Guilt,
Layoffs are brutal for everyone involved. The remaining employees can feel lost even with a thoughtful layoff communication plan. They are grieving the loss of their colleagues and may experience all five stages of grief: denial, anger, bargaining, depression, and acceptance.

Leaders can support their team following a layoff in several ways:

1. Check in regularly. Employees need to know you care about their wellbeing, especially during hard times. Sharing your own feelings can help them feel safe to voice their questions and concerns.
2. Connect them with support. Employees may experience burnout, depression, or anxiety, and other mental health issues, following layoffs. Connect them with Employee Assistance Program (EAP) resources.
3. Ask for feedback. Changes in roles and responsibilities are often necessary after a layoff. Include your team as much as possible to give them some control.
4. Overcommunicate. Transparency is vital during times of change. Continue to provide your team with as much information as possible.
   

With your support, your team can grow closer during this challenging time.
– HR Manager

MAR 2023 | WORD ON THE STREET

An employee from another department applied for an open position on my team. Normally, I would be thrilled, but rumor has it that this individual is not a stellar performer. What should I do?
​– Word on the Street

Dear Word on the Street,
Above all, keep an open mind; the rumor mill may not be accurate. All employees have strengths and weaknesses. Your job is to determine if this candidate’s skill set would be a good match for your team. Use these questions to guide your evaluation.

• Is the candidate qualified?
  Use the same evaluation criteria across the board. Then, proceed if their application materials are strong enough to merit an interview.
  
• Can you learn more about their performance history?
  Prior supervisors or HR may be able to provide feedback on the employee or share historic performance reviews.
  
• How can you vet concerns during the interview process? Ask behavioral questions that will uncover examples of how they respond on the job.

Regardless of the outcome, provide feedback to your internal applicant. You can support their continued growth by sharing your insights.
– HR Manager

FEB 2023 | STEPPING ON MY TOES

One of my employees is infringing on my responsibilities. He emails directives to the department without my approval. Sometimes the information is incorrect and sends the team into a tizzy. At other times, it is correct but outside of his domain. What do I do?
​– Stepping on my Toes

Dear Stepping on my Toes,
This situation is tricky. On the one hand, you have an employee eager to help with communications. But, on the other hand, you have incorrect information reaching a large group of people.

What an ideal coaching opportunity!

Work with your employee to harness this excitement around communications and mentor him on the appropriate process. Provide feedback to him about the repercussions of distributing inaccurate information. Ask questions to gauge his interest in communications as a development area. If he is interested in growing in this area, partner with him to outline an approval process that includes you as a critical stop along the way.

– HR Manager

JAN 2023 | MONEY TALKS

I am delivering 2023 compensation updates to my team. In the past, I sent an email with the results and an offer to meet if they had any questions. Many seemed disappointed with their increase or needed clarification about the outcome. This year, I want to be more prepared. What is the best practice for discussing compensation changes with my staff?
​– Money Talks

Dear Money Talks,
Compensation can be an uncomfortable topic to broach with direct reports. However, with the right information, you can turn this process into a chance to promote understanding and trust.

1. Schedule a meeting.
   It’s best to have the conversation in person or via a virtual call. Plan on at least 30 minutes, so you have enough time to respond to concerns, questions, or next steps.
   
2. Share the data.
   Be straightforward in sharing the numbers, including their base salary increase and bonus, if applicable. Then, follow up the conversation with an email so your employee can refer to it later.
3. Share what it means.
   This is the most crucial part of the conversation. Communicating figures alone can leave a lot to the imagination – partner with your HR team to determine what information can be shared. Remember, your employee may not have the big picture. Be ready to answer questions from your employee.
   A few questions to consider:
   – How does the raise compare statistically within the organization or external market?
   – Was this a flat increase or based on a “pay for performance” approach?
   – What factors about their job performance contributed to their compensation?

Let the data help you tell the story. Your team will appreciate your informative feedback.

– HR Manager

Workplace Culture Article Archive

OCT 2024 | ADDRESSING WORKPLACE MICROAGGRESSION

Addressing Workplace Microaggresion

Creating an inclusive and respectful work environment is essential for employee well-being and organizational success. Microaggressions—those everyday slights, insults, or offensive behaviors—can significantly impact employees, particularly those from marginalized groups. If left unchecked, these subtle acts of discrimination affect individual morale and engagement and open the door to potential legal issues for employers.

Understanding the Impact of Microaggressions

Women, especially those from marginalized identities, experience microaggressions at significantly higher rates than men. Research shows that women of color are particularly vulnerable and are 5.5 times more likely to be mistaken for someone else of the same race or nationality. This misidentification can erode self-esteem, reduce workplace engagement, and affect an individual's long-term career trajectory.

Strategies for Addressing Microaggression

Increase awareness and education.
To combat microaggressions, organizations must ensure that employees and leaders understand what they are and how they manifest. Regular training can help employees recognize unconscious bias and microaggressive behaviors, fostering a more respectful workplace. A key part of this education is teaching employees how to respond to microaggressions when they occur, both as a bystander and as a leader.

Support marginalized groups through employee resource groups.
Employee Resource Groups (ERGs) offer employees a platform to share their experiences, connect with peers, and advocate for positive change. Establishing ERGs for underrepresented groups can provide a safe space for employees to address microaggressions and develop strategies to overcome them.

Foster open communication and accountability.
When employees raise concerns about microaggressions, HR and leadership must take them seriously. Listening with empathy and responding quickly can help prevent minor issues from escalating into larger conflicts. Documenting complaints and actions taken is also critical, as it can provide a record demonstrating the company's proactive efforts to address the situation.

By actively addressing microaggressions, companies can create a workplace culture where all employees feel valued and respected. Implementing these strategies enhances employee morale and strengthens the organization's reputation as a leader. Prioritizing an inclusive environment is vital to attracting and retaining top talent.

SEP 2024 | OFFERING ADAPTABLE SCHEDULES

Today, adaptable work schedules are no longer a luxury—they’re a necessity. Flexible work arrangements, whether hybrid or fully remote, are reshaping the way businesses operate, and employees engage with their jobs. As companies adapt to these changes, the benefits of offering flexibility are becoming increasingly clear, for employee satisfaction and organizational success.

Balancing Flexibility with Business Objectives

Offering adaptable schedules is about more than just meeting employee preferences—it’s also about aligning with business goals. Employees have grown accustomed to working from home, and many now expect this flexibility to remain part of their work-life balance. The challenge for leaders is ensuring that productivity, engagement, and company culture remain strong in a flexible work environment.

Businesses need to shift from traditional views of productivity based on hours spent at a desk to focus on outcomes. Measuring the right metrics and setting clear expectations can help ensure that employees remain motivated and productive, whether working from the office or home.

Boosting Productivity and Employee Well-Being

Flexibility is not only something employees want—it’s something that can improve their performance. With less time spent commuting and fewer distractions, employees often report increased focus and efficiency when working remotely. Employees with a hybrid and flexible work schedule were 12% less likely to experience burnout. Flexible work schedules allow employees to maintain a better balance between their personal and professional lives, which can lead to greater job satisfaction.

For businesses, this means that offering adaptable schedules can result in a more engaged, healthier workforce, which ultimately translates to better business outcomes. Employees who feel supported and trusted to manage their own time are more likely to stay with the company and perform at their best.

Fostering Growth and Connection in a Hybrid Model

One of the main concerns about remote work is that it might limit career development and mentorship opportunities. Without regular face-to-face interactions, employees may miss out on the spontaneous learning that occurs in traditional office settings. However, this can be mitigated with intentional strategies like formal mentorship programs, regular check-ins, and the use of technology to facilitate ongoing feedback and development.

Similarly, maintaining team cohesion and connection in a dispersed workforce requires a thoughtful approach. Virtual team-building activities, regular communication, and strategic in-person meetings can ensure that employees feel connected to their teams and the broader organization, even when they’re not in the same physical space. According to McKinsey’s American Opportunity Survey, 58% of U.S. workers can work remotely at least one day per week; 35% have the option to work from home five days a week; and 87% of those offered flexible work arrangements take advantage of them.

Embracing the Future of Work

Offering adaptable schedules is essential for companies that want to attract and retain top talent. Employees value the flexibility to work from home or choose their hours, and businesses that embrace this shift will benefit from higher productivity, improved well-being, and stronger retention. Organizations can create a work environment where flexibility drives success by focusing on outcomes, fostering growth, and maintaining connections.

AUG 2024 | MASTERING WORKPLACE COMMUNICATION

Effective communication is challenging in today's hybrid work environment. As remote work and digital transformation reshape how we interact, new tools are emerging that can enhance connectivity and collaboration.

Staying Ahead of the Curve

Email has been the cornerstone of workplace communication for decades, but newer, flexible tools are challenging its dominance. For instance, Slack and Microsoft Teams have grown in popularity as they offer real-time messaging, file sharing, and integration with other apps—all in one platform. These tools make it easier to communicate quickly and efficiently and can replace email for some day-to-day interactions.

Another rising trend is asynchronous communication, which allows team members to collaborate simultaneously without needing to be online. Tools like Loom (for video messaging) and Notion (a tool that combines notetaking, task management, and collaboration features) enable more profound, thoughtful interactions without the pressure of immediate response. These platforms help maintain productivity while accommodating different schedules and time zones.

Tackling Communication Challenges

Despite these advances, communication challenges still exist. Many employees need help with unproductive meetings, missed messages, and information overload, which can lead to stress, burnout, and reduced efficiency. Poor communication disrupts workflows and has a tangible impact on productivity.

To tackle these challenges, companies can analyze communication patterns to identify bottlenecks and fine-tune their processes to ensure that their tools enhance rather than hinder productivity.

In a world where communication constantly evolves, mastering new tools and strategies is essential for maintaining a competitive edge. By adopting enhanced communication methods and addressing challenges proactively, businesses can foster a more connected, efficient, and productive work environment.

JUL 2024 | EMBRACING GENERATIONAL DIVERSITY

Effective communication is essential for embracing generational diversity and fostering inclusive workplaces. Recognizing that peronality differences, rather than age, often drive workplace conflicts can help improve communication and collaboration.

Studies show that paying attention to individual personalities and preferences can boost team cohesion and performance. A LinkedIn study that giving employees uninterrupted time can enhance their ability to complete tasks efficiently and creatively.

Here’s how you can effectively integrate generational diversity in the workplace.

Promote Open Communication

Create a workplace culture that values open dialogue and mutual respect. Encourage team members to share their communication preferences, recognizing that different generations may have varying methods they prefer. Set clear expectations and foster a culture of understanding to enhance team effectiveness. Lead by example by engaging with employees of all generations using their preferred communication methods.

Encourage Flexibility

Respect individual differences by providing guidelines and using collaboration tools like instant messaging, video calls, and project management software. Offer resources and training on effective communication techniques, encouraging employees to share best practices and learn from each other.

Measure and Share Success

Regularly assess the impact of your communication strategies on employee engagement, productivity, and well-being. Use surveys and feedback to gather insights and make necessary adjustments. Share success stories and data with your team to highlight the positive outcomes and reinforce the value of effective communication in a diverse workplace.

Implementing strategies to enhance communication can significantly improve the management of generational diversity, boosting productivity and job satisfaction. Prioritizing clear and respectful communication enables your team to achieve better results and a more cohesive and efficient work environment.

JUN 2024 | EMBRACING NO-MEETING FRIDAYS

As companies strive to enhance productivity and employee well-being, No-Meeting Fridays is gaining traction. This initiative aims to tackle the inefficiencies associated with frequent meetings and create a more focused work environment.

Without the constant interruptions of meetings, employees can experience improved focus, reduced stress, and higher productivity. Studies have shown that giving employees uninterrupted time can enhance their ability to complete tasks efficiently and creatively.

Here’s how you can implement and benefit from No-Meeting Fridays.

Create a No-Meeting Culture

Foster a workplace culture that values uninterrupted work time. Communicate the importance of No-Meeting Fridays and encourage all team members to respect this practice. By establishing clear expectations and promoting a culture of focused work, you can help your team make the most of their time. As a leader, you can set a positive example for your team when you avoid scheduling or attending meetings on Fridays and use the time for your focused work.

Provide Guidelines and Support

To ensure the success of No-Meeting Fridays, encourage employees to schedule meetings on other days and to use Fridays for deep work, project completion, and personal development. Offer resources and tips on managing time effectively and prioritizing tasks during these focused work periods.

Encourage Autonomy

On No-Meeting Fridays, allow employees the flexibility to manage their work in a way that suits them best. Trust your team to use this time effectively for deep work, planning, or catching up on tasks. Providing autonomy can lead to increased job satisfaction and better overall performance.

Measure and Share Success

Regularly assess the impact of No-Meeting Fridays on productivity, engagement, and employee well-being. Use surveys and feedback to gather insights and make necessary adjustments. Share success stories and data with your team to highlight the positive outcomes and reinforce the value of this practice.

Implementing No-Meeting Fridays can boost productivity and job satisfaction. By prioritizing focused work time, your team can achieve better results and enhance well-being. Embrace this strategy to foster a healthier, more efficient workplace. Encouraging employees to step away from constant meetings and focus on meaningful tasks can improve job satisfaction and business outcomes and help employers attract and retain talent.

MAY 2024 | ENHANCING CONNECTION

As companies face challenges in employee engagement and retention, meaningful connections are essential. Prioritizing employee relationships can significantly enhance team morale. Communication is the cornerstone of any successful team and is not just about relaying information. It's about building relationships to foster an atmosphere where employees feel seen, heard, and valued.

Consider the following strategies to cultivate a workplace where connection thrives.

Encourage Open Dialogue

Create spaces and opportunities where employees feel safe to express their thoughts and concerns in regular team meetings, one-on-one check-ins, or open forums. Ensuring everyone feels heard is critical in building trust and fostering open communication.

Celebrate Milestones

Recognizing personal events such as birthdays and professional achievements helps build relationships beyond work tasks. These celebrations can help team members see each other in a more holistic light, strengthening interpersonal bonds.

Implement Training Programs

Training programs facilitate knowledge transfer and create deeper connections between employees across different levels of the organization. These training sessions offer a unique way for employees to connect, share experiences, and grow together, enhancing the sense of community within the company.

Provide Ongoing Feedback

Leaders must be proactive in their communication efforts, setting the tone for openness and transparency. Managers should provide constructive feedback regularly, not just during annual reviews. Regular feedback helps keep communication lines open and allows employees to feel continuously supported in their professional growth. Effective communication leads to more explicit expectations, fewer misunderstandings, and a more collaborative work environment.

Organizations prioritizing genuine connections are better positioned to create a culture that values open dialogue and interpersonal relationships. This culture of connection can enhance employee satisfaction and drive better business outcomes. By implementing these strategies, companies can create a more supportive and cohesive work environment where every team member feels valued and connected.

APR 2024 | CONSIDERING STRATEGIC PROMOTIONS

Today's pressing talent crunch, rapid digital transformation, and shifting skill requirements call for a refreshed talent management approach. Leveraging strategic promotions can be crucial for driving sustained growth and employee engagement. Companies that excel in maximizing the potential of their workforce through promotions can reduce turnover costs and boost employee engagement and loyalty, as highlighted in the 2023 American Opportunity Index analysis.

To navigate the complexities of the modern talent market, your organization should consider a multi-faceted approach to promotions. 

Recognize and Develop Top Talent

Fostering the inherent skills and potential within your existing team requires moving away from traditional recruitment to a more inclusive and development-focused model—focused on internal mobility and skill enhancement.

Celebrate upward mobility within your organization to acknowledge individual contributions and bolster your team's progression. A culture of recognition can support a thriving work environment that promotes long-term retention and employee satisfaction.

Align with Organizational Vision

Synchronize promotion strategies with your overarching business goals. This alignment ensures that each promotion within your organization recognizes individual talent and contributes to the broader strategic objectives, creating synergy between talent development and organizational success. You can move beyond traditional retention strategies to develop a resilient, dynamic, and dedicated team.

Implement Data-Driven Decision-Making

Implement a data-driven decision-making process to ensure that promotions are timely and strategically sound. Leverage analytics to assess performance metrics, potential for leadership, and alignment with future skill requirements. This data-centric approach allows you to make informed decisions that recognize merit and strategically align talent with the areas where they can have the most impact.

In doing so, you create a transparent, objective framework that supports fair and strategic promotions to identify the right candidates for advancement. This framework can also boost morale among your team members, who see the clear criteria and pathways for growth within the company.

Creating a promotion strategy can cultivate a vibrant, growth-oriented culture that retains talent and drives organizational objectives. By fostering a culture supporting internal mobility and aligning individual aspirations with corporate goals, your organization can move beyond traditional retention strategies to develop a resilient, dynamic, and dedicated workforce.

MAR 2024 | ATTRACTING AND HIRING VETERANS

Hiring veterans can address the challenges of a skilled labor shortage and diversify your talent pool. You can tap into veterans' technical skills and leadership experience by adjusting your recruitment strategies to consider practical experience over academic qualifications.

Why should you develop a more inclusive recruitment strategy for veterans?

Hiring veterans can address the challenges of a skilled labor shortage and diversify your talent pool. You can tap into veterans' technical skills and leadership experience by adjusting your recruitment strategies to consider practical experience over academic qualifications.

Hiring veterans can benefit employers due to their:

• Diverse skills sets
• Experience with multi-tasking and time management
  
• Strong work ethic
• Teamwork, discipline, and adaptability

Employers:

• Gain access to a broader and highly skilled talent pool.
• Tap into unique skills and experiences to introduce new perspectives for problem-solving.
• Leverage distinct skills to improve organizational productivity and capacity for teamwork and innovation.

What else should you consider when recruiting veterans to bridge the military-civilian divide?

• Translate Skills
  Host a workshop or provide resources to help veterans express how their military skills translate to current open roles.
• Offer Support
  Partner with outside resources offering veteran training or internal resources to help veterans adjust to their new roles.
• Increase Awareness
  Shine a spotlight on veterans' contributions to your company through internal communication campaigns and referral contests.

The U.S. Department of Labor's Veterans Employment and Training Services has regional resources that offer one-on-one assistance for employers to find, hire, and retain veterans. By rethinking your recruitment practices to embrace veterans, you access a rich reservoir of talent to help your organization advance in innovation and growth while supporting those who have served.

FEB 2024 | CULTIVATING A CULTURE OF CONNECTION

In the dynamic landscape of hybrid work, how do you maintain the vitality of your company culture? Adapting your culture to evolve with the changing dynamics of work is possible while staying true to your values and mission.

Why does your company culture need to evolve?

Company culture shouldn't be set in stone, as the transition to a hybrid model showed the importance of adapting. Now, you can shift to fostering virtual connections and meaningful in-person interactions in your company culture.

When employees feel acknowledged and valued, it fosters an environment where genuine connections can flourish. Discovering supportive allies within your organization cultivates personal and collective development, nurturing an inclusive atmosphere where everyone can feel a sense of belonging. Employees who feel connected to their work and colleagues are more engaged and are more likely to have satisfied clients.

How do you maintain a strong company culture in a hybrid world?

By incorporating a mix of hybrid team-building activities, you can encourage an inclusive, engaged, and cohesive team to ensure all employees feel connected and valued regardless of where they work.

By prioritizing and integrating well-being into your operations, you signal to your employees that their wellness is important. This approach can make your employees feel valued and deepen their connection to their work, peers, and the organization. By focusing on innovative team building and inclusion, you're laying the foundation for a culture of connection that nurtures a supportive and respectful environment.

Innovate with cross-departmental projects or ”connection challenges” that encourage employees to interact with colleagues they wouldn't usually work with. These activities can break down silos and spark new ideas and friendships.

Consider implementing one of these team-building activities to bridge the gap between virtual and in-person environments and foster a sense of belonging and teamwork:

• Simultaneous Cooking Class
  Organize a cooking class where an instructor leads employees through making a dish with the ingredients sent to employees in advance. This shared experience fosters a sense of community and enjoyment.
  
  
• Interactive Storytelling Sessions
  Host storytelling sessions where employees contribute to a story, one line or idea at a time, building on each other's contributions. This activity can be conducted via a video call or a collaborative document, encouraging creativity, listening skills, and collective narrative building.
  
  
• Hybrid Scavenger Hunts
  Create a scavenger hunt that individuals in both settings can complete. For remote participants, this could involve finding items or completing tasks at home or online, while office participants could do the same in their physical workspace.
  
  
• “Show and Tell” Sessions
  Allow employees to share something about their personal interests, hobbies, or recent experiences in a relaxed, informal setting. This can be done via video call, with remote and in-office employees participating.
  
  
• Hybrid Celebrations
  Celebrate employee milestones, birthdays, and achievements in a way that includes everyone by sending small gifts to employees' homes and having an unboxing during a virtual call.
  
  
• Creating Terrariums
  Bond over creating miniature worlds with terrarium kits that showcase each team member’s unique personality. Kits can be mailed to homes and provided in-office. A virtual show-and-tell meeting can include each participant describing the plants they selected, how they arranged the elements, and sharing ideas.

Hybrid work models vary across organizations, but one constant is the need for a culture that grows with your employees’ changing needs. This involves nurturing connections at every level, ensuring your culture survives and thrives, benefiting everyone.

JAN 2024 | NAVIGATING CORPORATE SOCIAL RESPONSIBILITY

Corporate social responsibility (CSR) has evolved from a voluntary initiative to an important business strategy that influencing brand perception, employee engagement, and investor relations. CSR can include:

• charitable donations
• disaster relief
• employee volunteer programs
  
• sponsorships
  
• partnerships

Current Landscape of CSR

A recent report from Skillsoft highlights a significant increase in CSR investment, with 63 percent of companies investing in CSR initiatives. It is important to note that the motivations behind CSR have shifted, with only 13 percent of respondents attributing it to the desire to "do the right thing," contrasting with 40 percent in 2022. Instead, the major driving factors are now customer feedback, government mandates, and public perception.

Authenticity is the key to successful CSR endeavors. Initiatives should align with a company's values, mission, and core issues. Internal or third-party assessments can ensure genuine integration into the business culture. Both internal and external, education plays a vital role, equipping employees with skills and fostering awareness about the societal impact of CSR initiatives.

Research suggests a potential shift toward environmental, social, and governance (ESG) initiatives overtaking CSR. While CSR covers a broader range of issues, ESG’s focus on inclusion, equity, and diversity is gaining traction and is expected to dominate corporate responsibility in the coming years.

Setting Clear CSR Goals

CSR initiatives can encompass many goals, including social justice, equality, climate awareness, etc. To navigate the complexity, companies must establish clear measures of success. Initially focusing on tangible metrics like donation totals and volunteer hours, successful CSR programs evolve to include key performance indicators (KPIs) such as employee retention, productivity, and societal impact.

The Impact of CSR on Employees

According to Skillsoft's report, 66 percent of employees believe CSR has become more important since 2022. Inclusion, equity, and diversity emerge as top priorities, reflecting the evolving societal landscape. Offering paid time off for volunteer work, training, and celebrating CSR achievements enhances employee engagement and fosters a sense of community.

Benefits for Employers

• Improved Brand Perception – CSR enhances a company's image, attracting socially conscious consumers, employees, and stakeholders. Demonstrating a commitment to social change elevates brand value.
• Talent Attraction and Retention – CSR aligns with the values of the modern workforce, influencing talent decisions. Purpose-driven companies retain employees up to 40% more than competitors, reducing turnover costs.
• Investor Appeal – Investors increasingly consider CSR initiatives, and companies with developed CSR programs become more appealing. CSR aligns with environmental, social, and governance metrics, influencing investment decisions.

What to Avoid

• Unrelated Initiatives – Avoid participating in charitable efforts unrelated to your core business focus or ethical standards. Align initiatives with your business and community needs.
• Marketing Schemes – Don’t use CSR opportunities solely for marketing purposes. Long-term commitment to socially responsible practices yields authentic and lasting benefits.
• Waiting for Industry Standards – Don’t wait for regulations; proactively adopt socially responsible norms to set industry standards.

CSR has emerged as an integral component of corporate strategy, fostering positive change when implemented authentically. As trends progress, organizations need to adjust, giving priority to inclusivity, diversity, and environmental consciousness. Successfully navigating CSR requires a considerate approach, emphasizing authentic impact, well-defined objectives, and unwavering commitment, thereby securing advantages for employees, communities, and the company itself.

DEC 2023 | INTEGRATING AI IN HR

Artificial Intelligence (AI) is profoundly reshaping the landscape of human resources (HR), revolutionizing traditional processes and unlocking new possibilities. From recruitment to employee engagement, HR teams are finding applications for AI that streamline workflows, enhance decision-making, and ultimately redefine the role of HR professionals.

Recruiting
AI is redefining the recruiting process by automating tasks such as analyzing resumes, matching candidates with open positions, and even drafting personalized outreach emails. In addition to outside recruiting, AI can assist HR in sourcing talent within the company by assessing internal skill sets.

Performance reviews
The ability to analyze large amounts of data means AI-powered systems can analyze employee performance data gathered throughout the year, providing summary reports for performance reviews. This data-driven approach eliminates biases and makes it easier to see trends in each team member's strengths, areas for improvement, and progress over time.

Employee onboarding and offboarding
AI can guide new hires through paperwork, company policies, and schedule initial training sessions. Similarly, AI can help manage offboarding tasks like exit surveys and the return of company equipment.

Employee engagement
AI-driven survey tools can automate the gathering of employee feedback and analyze responses to identify trends and areas of concern.

Talent development and training
AI can create personalized employee learning and development plans by analyzing their goals, skills, and career ambitions. This customized approach keeps employees engaged in career development, fostering continuous improvement.

Workforce planning
AI tools can analyze current workforce skills, industry trends, and company strategic plans to predict future hiring needs.

HR Chatbots and Virtual Assistants
AI-driven chatbots can serve as 24/7 HR assistants, providing instant answers to employee benefits or policy questions, saving time for the HR team, and improving response time for the employee.

As a resource in HR’s toolkit, AI helps:

• Improve efficiency.
  Automating repetitive tasks and streamlining processes allows HR professionals to focus on strategic initiatives. By leveraging AI, HR professionals can save time, reduce human errors, and ensure a more thorough and objective data evaluation.
• Reduce costs.
  AI analyzes large datasets to identify patterns and trends, enabling cost-effective solutions for recruitment and employee training.
• Make better decisions.
  AI eliminates biases in HR processes, providing data-driven insights for more informed decision-making, from hiring to compensation planning.
  

When adopting AI tools, remember that AI has limitations.

• Incomplete picture: AI tools may reject qualified candidates based on rigid criteria. HR professionals should dive deeper into data outcomes, using intuition and experience to make informed decisions.
  
• Data privacy and cybersecurity: Organizations must prioritize data security to ensure that employees’ and customers’ personal information is secure.
  
• Over-reliance on AI: HR professionals should be cautious of solutions promising to replace every existing tool. Using AI to enhance current processes may be a better use of resources.

Future Trends
As organizations continue to embrace the integration of AI in HR across different functions, HR leaders recognize its potential in areas such as performance management, payroll processing, recruitment, onboarding, and employee records management. While AI offers unprecedented efficiency and insights, HR professionals must balance technology and the human element in HR processes.

NOV 2023 | REVIEWING YOUR BEREAVEMENT LEAVE POLICY

Losing a loved one is a deeply emotional and mentally challenging experience. It is a time when individuals need support, understanding, and time to grieve. Bereavement leave is a compassionate gesture and a vital benefit for employee well-being.

What is bereavement leave?
Bereavement leave is a form of paid or unpaid leave that employees can utilize when dealing with the death of a close family member or loved one. While many organizations traditionally limit bereavement leave to immediate family members such as parents, siblings, children, and spouses, some employers extend its use to cover the loss of any loved one.

No federal law in the United States mandates that employers provide bereavement leave, but approximately 88% of companies offer some paid bereavement leave. Otherwise, employees may need to use their accrued paid time off (PTO) or sick days to take time off for bereavement.

How can I best support employees?
When employers offer bereavement leave as a discretionary benefit, they support their employees’ mental and emotional well-being in many ways.

• Employees who feel valued and cared for are more likely to remain with the company. Supporting them in difficult times is as important as recognizing their successes.
• Paid bereavement leave supports employees in their grief and promotes their engagement and productivity when they return to work. Offering paid leave ensures that employees have one less worry during a difficult period, signaling their well-being is a top priority.
• As workplaces evolve to include more than the traditional "nuclear" family, employers can be more inclusive by acknowledging close bonds employees may have with other relatives, close friends, and other non-familial ties.
• Offering a short time off to begin healing can help prevent longer-term absences.
• Giving employees time to support others experiencing a loss by attending funerals underscores the importance of acknowledging grief and offering support.

How can I craft an effective bereavement leave policy?
While bereavement policies will vary among organizations, it is important to document the policy in the employee handbook if the company has one. There are several key elements that should be included in any comprehensive policy:

• Definition of Bereavement Leave
  Clearly define what constitutes bereavement leave and the types of relationships that qualify, which may extend beyond immediate family members to include pets, extended family, or stepfamily.
  Duration of Leave
  
• Specify the leave period, whether it varies for different relationships, and whether it is paid or unpaid. Address any time limits on unpaid bereavement leave.
• Related Obligations
  Identify the obligations that qualify for bereavement time, such as attending funerals and participating in legal planning.
• Request Guidelines
  Provide clear instructions on how employees can request standard bereavement leave and any additional time they may require.
• Supplemental Benefits
  Highlight any supplementary benefits, perks, and resources available to support grieving employees, such as flexible schedules, Employee Assistance Programs (EAPs), or Employee Resource Groups (ERGs).

Grief is a life-changing experience, and bereavement leave provides the emotional space employees need to cope with the logistical and emotional aspects of the death of a family member or loved one in a healthy way. It is a proactive measure in promoting mental wellness, both within and outside the workplace.

Even if employers provide just one paid day of bereavement leave, it sends a powerful message to the team – that they are valued, deserving of care, and that the company stands by them during challenging times.

OCT 2023 | THE NEED FOR A MODERN DRESS CODE: STAYING RELEVANT IN CHANGING TIMES

Updating a company's dress code might not be the most pressing concern for HR departments and managers, but it's crucial in today's evolving workplace. As work dynamics undergo significant shifts, including an influx of younger employees and the prevalence of remote work, reevaluating your dress code policy is essential to ensure it aligns with current cultural and workplace norms.

Company Dress Codes: Still Relevant

While some argue that dress cods are antiquated, they remain essential for organizations. Your company's dress code communicates its culture and expectations to employees who serve as the face of your brand. In certain industries, like healthcare or manufacturing, dress codes are necessary for safety and compliance. Even in remote or non-client-facing roles, employees should consider their attire for virtual or in-person meetings.

Time for Change?

Your employees are vital to your organization's success, so their input matters, especially when dress code policies directly affect them. If you adhere to an old-school dress code, it's time to reassess its relevance to your business and your employees' expectations. If safety, legal, or client-facing reasons don't require a strict dress code, consider relaxing it.

Your dress code should mirror your company's culture and values. Many companies have maintained the same dress code for years, often calling for formal attire and restrictive rules about tattoos, piercings, and hair colors. However, cultural standards have shifted, particularly with Millennials and Gen Z entering the workforce. Your dress code should align with your company's values and help attract the right talent.

If you're contemplating updating your company's dress code, consider these factors:

Competitor Analysis
Investigate what other businesses in your industry say about company attire.  Employees might prefer competitors with more flexible policies, which may hinder staff retention.

Safety Considerations
Remember that specific industries mandate dress codes for safety, such as steel-toed boots and hard hats in the construction industry. Assess clothing, jewelry, and hair options for safety.

Client Messaging
Evaluate the message you want to convey to your clientele. Consider practicality against employee comfort for non-client-facing roles.

Company Culture
A company's dress code reflects its culture and values. A more relaxed dress code can foster a fun environment, enabling employees to express themselves.

Realistic Standards
While flexibility is valuable, some standards such as maintaining good hygiene, are necessary. Ensure your policy is rational and non-offensive. For example, allow visible tattoos but request coverage of offensive content.

Clear Communication
After revising your dress code, communicate it transparently. Include it in your employee handbook, have employees acknowledge it, and discuss the changes with teams. Address concerns and be clear about noncompliance consequences.

A modern dress code reflects a company's adaptability and understanding of shifting workplace norms. Updating your dress code policy is not merely a matter of attire but an essential step in staying relevant and attracting and retaining top talent.

SEP 2023 | SALARY TRANSPARENCY IN JOB POSTINGS

The importance of pay transparency is on the rise as more organizations now include salary ranges in their job postings. Recent research from Payscale indicates a significant increase in employers adopting this practice, with the percentage of job postings featuring pay ranges jumping from 22% to 45% in 2022.

Promoting pay transparency is not just a trend; it's a strategic move for employers. It helps them attract top talent and demonstrate their commitment to fair compensation practices. A recent SHRM survey found that employers reported receiving more and better-qualified applications to their post when pay ranges were included. This momentum behind pay transparency is driven by a combination of factors, including employee demand and legislative requirements in various states and cities.

The introduction of federal legislation underscores the significance of including salary ranges in job advertisements. Social pressures also play a role in this shift, with platforms like TikTok and voices from Gen Z advocating for more open conversations about pay. The growing emphasis on pay transparency makes it a priority for employees to take proactive steps.

Here are some tips to foster a transparent compensation culture:

1. State the salary range clearly.
   When crafting job ads, provide a specific salary range that accurately reflects the compensation for the position. Avoid vague language like "competitive salary" or "negotiable."
   
   
2. Provide context for the salary range.
   Alongside the salary range, offer additional information to help candidates better understand the compensation structure. Explain factors influencing the final salary, such as experience level, education, or job responsibilities. This transparency empowers candidates to make informed decisions and manage their expectations.
   
   
3. Maintain consistency and proactive communications.
   Ensure consistency in communicating the salary range throughout the recruitment process. Be proactive in addressing any questions or concerns candidates may have regarding compensation. Encourage open dialogue and provide opportunities for candidates to discuss the salary range and negotiate within the parameters provided. This level of transparency builds trust and creates a positive candidate experience.

While employers may have concerns about the administrative aspects and potential limitations of disclosing salaries, it's vital to recognize the profound impact of pay transparency on trust and competitiveness. Companies that embrace this practice may gain a competitive advantage by fostering trust with candidates. In an era where employees increasingly seek organizations that value their contributions and promote pay equity, embracing pay transparency is a strategic move. It not only attracts top talent but also helps in retaining and engaging employees in the long run.

AUG 2023 | EMPLOYEE LEARNING: DEVELOP IN-HOUSE OR HIRE A VENDOR?

When it comes to fostering a positive workplace culture, investing in employee learning and development is essential. One decision you may face is whether to develop learning programs in-house or hire external vendors. Each approach comes with advantages and considerations. Let’s explore both options.

Developing In-House Learning Programs

Developing in-house learning programs allows you to tailor the content to your organization's needs and culture. It will enable you to align the learning initiatives with the company's strategic goals, fostering a sense of ownership among employees, and avoids sharing of confidential data. In-house programs can also be cost-effective if you have the necessary expertise and resources.

In-house programs are ideal for training on company-specific programs or policies but may not be appropriate for employee-specific training for degree or certificate programs for career development. Employers should also consider the time commitment for planning, delivering, and staffing in-house programs.

Hiring External Vendors for Learning Initiatives

Engaging external vendors brings a fresh perspective and expertise to the table. Vendors often have specialized knowledge and experience in developing comprehensive training programs. They can provide a broader range of resources, tools, and learning methodologies. However, it is crucial to thoroughly vet vendors, ensure their offerings align with your organization's values, and consider the associated costs. External vendors may offer a more comprehensive selection of training programs, but the content may be too generic for employees to apply the training to specific work situations.

When planning an employee learning program, consider a balanced approach that involves a combination of in-house programs and external vendors, depending on the organization's needs, available resources, and desired outcomes. The focus should be on creating a learning culture that empowers employees, fosters professional growth, and aligns with the organization's strategic objectives.

JUL 2023 | CHAT GPT: HOW TO SET AI PARAMETERS AT WORK

ChatGPT is revolutionizing online search technology and transforming many business processes. The tool enables users to enter a query and receive a detailed response, taking context and intent into account. Many companies (Morgan Stanley, Stripe, and PwC) are working to leverage this customizable AI language at an enterprise level. Progressive organizations want to stay ahead of the AI curve and set policies around usage.

​A few best practices on ChatGPT usage will help your organization make the most of this powerful tool.
 
1. Be transparent with your leaders.
ChatGPT is a powerful tool. It enables employees to better allocate resources, automate certain tasks, and focus on strategic initiatives. However, 70% of employees using ChatGPT do so without their boss’ awareness. Under-the-radar usage can lead to problems down the road. Establish an approval process for using ChatGPT on work assignments. Clarify use cases and assess the risks.
 
2. Customize ChatGPT content.
AI is a great starting point for memos, newsletters, policies, and interview questions, among other tasks. However, unedited content may sound cold or robotic. Fine-tune output by personalizing AI-generated text. Update the query results to use your company’s “voice.” Add examples that bring the document to life and account for organizational nuances.
 
3. Double-check the facts.
ChatGPT is not flawless. Like other information from the Internet, results may include inaccurate data or outdated material. The free version of ChatGPT does not include content more recent than September 2021. As a result, users should build in extra time to proof output. Check links to verify accuracy. Validate codes, dates, and numbers.
 
Though ChatGPT is in its infancy, there is no doubt it will change the way companies work and service clients. New issues will arise as ChatGPT continues to evolve. HR practitioners play a pivotal role in establishing office guardrails and expectations around AI.

JUN 2023 | STORYTELLING: DO YOU HEAR THE BEAT?

Stories are all around you. People tell themselves stories all the time.

Your manager, teams, and clients are 22 times more likely to remember new data if it is wrapped in a story.

They are the glue that holds your ideas together. But people tend to spend little time purposefully honing their storytelling craft. Two techniques you can apply to amplify your stories are identifying beats and expanding details.

When you hear the word “beat,” you may think of a favorite song or tune. Storytelling "beats" propel a narrative forward in much the same way that music progresses from verse to chorus to bridge. Beats are meaningful points of change in your story. They contain central points and are communicated with gravitas.

Take the example of proposing a healthcare benefit change to leadership. The beats in this presentation may be an inciting incident (an employee needing help), complication (benefit not available), climax (HR finds a work-around), and resolution (proposed new benefit). Your beats support the story arc in a familiar way, with a beginning, middle, and end. Our brains are designed to respond to stories. Stories are compelling in situations calling for change or action.

A good story arc moves the plot forward, but the details bring the story to life. Your job as the storyteller is to identify the relevant information. Stories with names, dates, and figures invoke emotion. For example, two different reactions may be produced from hearing about a “client” or “Jill, a long-tenured client based in Oklahoma.” The latter helps your audience imagine a real person. When you bring quantitative data to support your storyline, the same effect is produced. A story explains the meaning of numbers and aids the listener in understanding complex information. This combination engages both sides of the brain.

Storytelling is a powerful method to build relationships at work. And this skill can be developed by tapping into your creative mind. Think about your organization and how it could uniquely benefit from refining this skill.

• Could your sales department engage more personally with clients?
  
• Could leaders be more vulnerable in their communications?

Now is the right time to add storytelling to your workplace toolkit.

MAY 2023 | EXIT STRATEGY OUTPLACEMENT

Downsizing and workforce reductions are difficult decisions for any business. Outplacement services can help ease the transition for displaced employees and the employer. Outplacement is an employer-sponsored benefit to help workers develop skills and tools to find new employment after being terminated or laid off. A 2021 Mercer study showed that fewer than 45% of companies used outplacement services for most terminations.

In today’s economic climate, it may be time to evaluate whether utilizing an outplacement service makes sense for your organization.

Here are some of the top reasons employers choose to use outplacement.

• Helps exiting employees. Losing a job is one of the hardest things a person can go through because it affects so many facets of their life. Enrolling exiting employees in outplacement services provides them with resources to begin a new job search and helps to build their confidence. Services may include resume writing, interview workshops, and dedicated career coaching.
• Protects employee morale. Remaining employees often struggle following the departure of work colleagues. They worry about the welfare of departing staff and the security of their own jobs. Companies that offer outplacement may ease this transition and support the morale of the employees who stay onboard.
• Preserves company brand. How a company treats its employees upon arrival and departure says a lot about the organization. A company’s reputation can be tarnished when it fails to support employees in the last stage of the employee lifecycle. Offering departing employees an outplacement benefit helps maintain the company’s brand in the talent market.

​Identify your company’s goals in offering an outplacement program before meeting with potential vendors. The quality of their services and client relationships is an extension of your organization, and you will want to ensure you are comfortable with their approach.