Let’s face it, being a boss gets harder and harder with every passing year. The world, the workplace, and the roles keep changing, and just when you think you’ve figured it out, another change, challenge, or requirement comes your way. Add it all up, and being a boss is more difficult than ever!

So how do you support your bosses on their quest and their journey to be great? What can you do to set them up for success instead of failure, to enrich lives and not ruin them? To answer this, let me share with you what I call the 4 A’s of being a great boss. I hope you find them helpful as you develop and/or review your management development strategy and approach.

1. Awareness

According to our survey, 99.6% of people have had a bad boss, so pretty much everyone. But if you asked these bosses, I’d be surprised if they actually knew their people were thinking of them in this way, considering them a bad boss. For this reason, the starting point for being a great boss is awareness in two ways:

• Aware of the existence of bad boss traits – There’s no denying that bad bosses exist, that the majority and not the minority of us have bad boss traits. And that’s because when it comes to being a boss it’s never either/or, all, or nothing. We all have a mix of traits, some bad, some good, and some great. They come and go based on the situation, the person, and even what’s happening in our lives. The key is helping your bosses be aware of any bad boss traits they may have, seeing them instead of ignoring them.
• Aware of the impact of bad boss traits – Equally important is for your bosses to be aware of the impact that being a bad boss can have on their people. How does it impact performance, engagement and even wellbeing? Raise this, discuss this, help your bosses see the often hidden harm that their actions can have on their people.

2. Acceptance

From here we move to acceptance, accepting those bad boss traits that we have been made aware of. On the surface this may seem easy, all you have to do is admit and accept that you have these traits. But the results from our survey show that this can be difficult to do. For although 80% of respondents admitted being a bad boss, when we drilled down and asked how many of the 10 types of bad bosses they felt they’ve been, only 22% on average admitted to being each.

For acceptance to happen, encourage your bosses to start by thinking, “Is this me?” instead of putting up their defenses and thinking, “Nah, it couldn’t possibly be me.” Have them think of it as an opportunity, and not a punishment.

3. Action

We next move to the step involving action, where bosses need to learn and leverage the right knowledge, skills, and tools to become great and overcome their bad boss traits. Key here is having the right tools (or building blocks as I call them) to meet the changing demands of the role, making them flexible so that as the need arises they can access them easily and use them as they see fit.

4. Accountability

Let me end with the final ‘A,’ accountability, which has two parts to it. The first is having each boss take personal ownership and responsibility for their development and improvement, doing what it takes to overcome their bad boss traits. The second is having the business put in place accountability measures as well. I say this because too often bad boss behaviors are allowed, with no consequences or repercussions. If we are ever going to rid the world of bad bosses, this needs to change. We need to pushback, we cannot and should not tolerate bad boss behaviors and actions. By doing this we not only help our bosses be great, but we also show our people that they are our number one priority.

If you’d like to learn more about our free and confidential online assessment tool, see more results from our survey, or download the first chapter of our book, please go to: https://www.badbossesruinlives.com/

About the Author

Debra Corey is an award-winning HR consultant, speaker and co-author of Bad Bosses Ruin Lives: The Building Blocks for Being a Great Boss.

The post The 4 A’s of Being a Great Boss appeared first on The HR Gazette and HRchat Podcast.

2024 is in full swing and it’s worth taking a moment to consider the themes shaping companies’ decision-making.  It’s probably also prudent to think about what needs updating in our employee handbooks.  Here are some high-level observations on the trends we are observing in workplaces and making their way into employee handbooks.    

Trend 1: Adapting to Changing State and Local Policies

It’s no secret that the velocity of changes at the state and local level is increasing in the US.  State-level legislation that affects the conversation between employees and employers has increased and city councils across have shown they’re willing to implement their own rules.  We’ve tracked dozens of city-specific policies that need to be implemented in handbooks in the last year.  Some themes from cities include transportation benefits for employees, sick and safe leave benefits, protected characteristics, and paid family leave.

Trend 2: Inclusion of Remote Work Policies

As the work-from-home trend continues, the need for clear guidelines around setting up a productive home office environment has increased.  Expectations for availability and response times in remote settings are more important than ever, and many companies are refining hastily implemented COVID-era policies.  Many teams are addressing policies that are inclusive of time zone differences, flexible scheduling for international employees, and protocols for developing culture across in-person and remote teams.

Trend 3: Handbook Integration and Accessibility

The days of employee handbooks being printed and stuffed into a binder are behind us.  The best handbooks are living documents that reflect operational and cultural norms in a company and are updated regularly.  The best way to accomplish this is with a digital document that is always up-to-date and readily accessible.  Here are some trends around integrating your handbook into your employee’s workflows:

• Share a live link to the most current version of the handbook that’s always up to date
• Add the link to resources employees already use (intranet, shared drives, etc)
• Make sure the handbook is accessible on mobile and easy to navigate
• Provide a feedback mechanism for employees to privately suggest improvements

Trend 4: Enhanced Focus on Mental Health and Wellbeing

More companies than ever are providing access to online mental health resources and virtual counseling.  And employees are taking advantage of these benefits in record numbers.  Companies that encourage a culture of openness and support around mental health issues seem to be faring better at job satisfaction and retention surveys.  It’s probably worth reviewing policies around paid leave, mental health, and counseling resources.  

Trend 5: Compliance with NLRA and Protecting Employee Rights

As we’ve seen in the last few years, labor union activity across the US is increasing.  We’ve also seen a renewed emphasis and legislation on employees’ rights to discuss wages and working conditions.  It’s a great time to ensure that your social media usage policy doesn’t infringe on employees’ NLRA rights and that managers are trained on NLRA compliance and employee protections.  It’s always a good idea to include examples of permissible and prohibited behaviors in your handbook.  

Trend 6: Use of Data Protection and Privacy Policies

For many companies, a data breach is among their largest downside risks.  Many companies are providing robust training on data protection best practices and cybersecurity.  Having detailed guidelines on personal and professional data usage and storage is important for every company.  And don’t forget to consider a policy for the ethical use of customer data in decision-making.

Trend 7: Interactive Onboarding Processes

The first few days and weeks of an employee’s work at a company are crucial and onboarding has never been more important.  Many companies are reconsidering best practices for successful onboarding and including more immersive elements like virtual meet-and-greets with teams, highly interactive training, and feedback loops to improve the onboarding process based on employee experiences.

Final Thoughts

Hopefully, considering these trends prompts you to consider changes to your employee handbook.  Handbooks.io helps companies create and employee handbook that informs and guides company culture and promotes employee engagement.

Authored by Matt Hannam, founder of handbooks.io

The post Beyond the Basics: Emerging Trends in Employee Handbooks appeared first on The HR Gazette and HRchat Podcast.

Employers neglecting checks on the legal employability of their staff under UK law may be under fire warns Susie Thomson of Matrix Security Watchdog.

The UK Government’s recent five-point plan to regulate immigration involves a substantial increase in penalties for companies employing illegal immigrant workers. Last year, violating this rule would cost an employer up to £20,000 in fines per identified worker, serving as a reasonably effective deterrent. However, the government believes it’s not enough. According to the anticipated regulations coming into effect in February, this fine is set to triple, reaching £60,000.

Assessing the Risk: What’s at stake for employers in the face of this heightened immigration surcharge?

Despite the ongoing debate on UK immigration, the exact number of people living in the country illegally remains unknown. An estimate from a 2020 study by the Greater London Authority suggests that between 594,000 and 745,000 undocumented individuals reside in the UK.

This represents approximately 1% of the total population. If these statistics are reliable, it implies that in a workforce of 100 people, there’s a considerable chance that one might be working illegally. The risk is even higher in sectors with a substantial migrant workforce.

According to the ‘Migrant workers and skills shortages in the UK’ report by the CIPD in May 2023, one in four businesses on average currently employs migrant workers. The report defines ‘migrant’ as individuals born overseas, irrespective of their citizenship status. The study highlights the highest migrant employment rates in IT (37%) and healthcare (32%). Additionally, the CIPD’s Labour Market Outlook winter 2022/23 reports that business services (27%), education (22%), and construction (22%) are the next most likely sectors to rely on the immigration system to fill job vacancies.

The Perfect Storm

In reality, UK companies of all sizes and across various sectors are facing a perfect storm. Brexit-induced skills shortages are hitting hard, forcing them into the competitive candidate marketplace. The urgency to fill roles quickly, however, poses a significant risk of incurring major financial penalties if candidates, including existing staff, are not thoroughly screened.

Whether one deems the fine increase disproportionate or not, it is imminent. Companies that ignored warnings last year and failed to implement robust screening practices must act swiftly. The only way to obtain a statutory excuse against liability for an illegal working civil penalty is by conducting compliant right-to-work verifications following Home Office guidance.

No Room for Error The challenge lies in the complexity of such guidance, making it challenging to interpret correctly. Seeking professional assistance for employee screening ensures compliance and accelerates the process, avoiding costly mistakes. This approach allows for expedited recruitment while significantly reducing the risk of fines for employing someone illegally. It instills confidence in widening the candidate pool to include migrant workers without fear of legal repercussions.

With the increasing reliance of UK businesses on migrant workers to fill widening skill gaps, getting the candidate screening process right has never been more critical under the new rules.

Related Content

This post is supported by KLPR.

The post Employment Law and Migrant Workers in the UK appeared first on The HR Gazette and HRchat Podcast.

In this episode of the HRchat Podcast, Keirsten Greggs interviews Aaron Backman, a passionate advocate within the people and talent community.

Listen as they discuss employer branding strategies. Aaron provides a comprehensive definition of employer branding, emphasizing the importance of understanding an organization’s unique DNA and translating it into clear, consistent messaging to attract and engage talent. He highlights that employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.

Aaron also talks about effectively managing social media pages for employer branding. He emphasizes the importance of knowing where the target audience is and tailoring strategies accordingly. The key takeaway from the day is that employer branding is an iterative process that looks different for every organization, and continuous improvement is essential.

Takeaways include:

• Employer branding is about understanding an organization’s unique DNA and translating it into clear, consistent messaging.
• Employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.
• Tailoring social media strategies to the target audience’s preferred platforms is crucial for effective employer branding.
• Employer branding is an iterative process that requires continuous improvement and adaptation.

Related Content

The post Aaron Backman: Employer Branding Strategies appeared first on The HR Gazette and HRchat Podcast.

As we begin a new year, the ever-evolving landscape of Human Resources continues to shape the way businesses attract, retain, and nurture talent. HR professionals and business leaders are at the forefront of this transformation, adapting to emerging trends that redefine the workplace. In this blog post, we’ll explore the top 10 HR trends for 2024, providing valuable insights to help you stay ahead in this dynamic environment.

Hybrid Work Models

The pandemic accelerated the adoption of remote work, and in 2024, the hybrid work model is here to stay. HR professionals must develop strategies to seamlessly integrate both in-office and remote work, ensuring employees stay engaged and connected.

Employee Well-being Takes Center Stage

In the pursuit of talent retention and productivity, HR leaders are prioritizing employee wellbeing. Mental health programs, flexible schedules, and wellness initiatives are becoming integral parts of company culture, fostering a healthier and more motivated workforce.

Data-Driven Decision-Making

The use of data analytics in HR is evolving rapidly. HR professionals must harness the power of data to make informed decisions about talent acquisition, performance management, and employee engagement, ultimately contributing to strategic business outcomes.

Upskilling and Reskilling

The rapid pace of technological advancements demands a workforce with evolving skills. HR leaders are focusing on upskilling and reskilling programs to ensure employees remain relevant in their roles and contribute to the organization’s long-term success.

Diversity, Equity, and Inclusion (DEI)

In 2024, DEI initiatives are not just a buzzword but a business imperative. HR professionals play a crucial role in fostering an inclusive workplace, promoting diversity at all levels, and ensuring equal opportunities for all employees.

AI in HR Processes

Artificial Intelligence is transforming HR processes, from recruitment and onboarding to performance management. HR professionals need to understand and embrace AI tools to streamline operations and enhance the overall employee experience.

Agile Performance Management

Traditional annual performance reviews are making way for more agile and continuous feedback systems. HR leaders are adopting real-time performance management tools to provide timely feedback, recognize achievements, and address challenges promptly.

Remote Employee Engagement

With remote work becoming a permanent fixture, HR professionals are focusing on innovative ways to engage remote employees. Virtual team-building activities, digital recognition programs, and online learning opportunities are essential components of remote employee engagement.

HR Tech Integration

The HR technology landscape is expanding, and integrating various HR tech solutions is crucial for efficiency. From applicant tracking systems to employee engagement platforms, HR professionals must ensure seamless interoperability for a cohesive employee experience.

Leadership Development

Investing in leadership development is essential for the long-term success of any organization. HR leaders are crafting programs that identify and nurture future leaders, ensuring a robust leadership pipeline to drive the company forward.

Stay Ahead of the Latest Trends with the HRchat Podcast

Conclusion

Staying abreast of these trends is not just advisable; it’s imperative. As HR professionals and business leaders, embracing these trends will not only enhance your organization’s competitiveness but also create a workplace that attracts, retains, and empowers top talent in 2024 and beyond.

The post Navigating HR Trends in 2024 appeared first on The HR Gazette and HRchat Podcast.

The 24 Top World of Work Podcasts to Follow in 2024

The team at HR Gazette is passionate about creating podcast content. Each week, we publish 2-4 HRchat podcast episodes and share them with 10,000s of our awesome listeners across Apple, Google, Spotify, Stitcher, and elsewhere all around the world.

There are, of course, lots of awesome HR-related podcasts out there providing news, reviews, interviews, and tips to educate and entertain professionals in and around Human Resources. In fact, the past couple of years saw an explosion of new podcasts focused on the World of Work.

So what are the top new and established podcasts in 2024? We’ve curated a list, in no particular order, of both new and established podcasts that offer valuable insights into HR, Talent, and Leadership.

1. HRchat Podcast

With around 700 episodes (and counting) featuring high-profile guest experts, the HRchat Podcast explores the latest trends in leadership. HR strategy, recruitment, tech, career advancement, motivation, company culture, law, DEI and more! The show has received 100,000s of downloads and is frequently listed as one of the most popular global podcasts for professionals in Human Resources, Talent, and Leadership and ranks in the top five in the world based on traffic, social media followers, domain authority & freshness.

2. HR Happy Hour

The HR Happy Hour podcast produces heaps of super-helpful and entertaining content. There are 100s of episodes and new shows are published 2-3 times a month. Listen as Steve Boese and Trish McFarlane tackle topics related to human resources, management and leadership, and workforce technology.

3. HR’s Most Dangerous Podcast with Chad & Cheese

Chad & Cheese, industry analysts with over 40 years of combined experience, bring a unique perspective to HR and recruitment, making this podcast both informative and engaging.

4. HR in Review Podcast

This podcast by HRreview features interviews with leading HR practitioners, covering topics such as HR strategy, technology, recruitment, training, diversity, and employment law.

The pod covers a host of HR-related topics and guests share personal experiences and career tips; resulting in a varied and interesting content that provides useful and actionable advice, while also being an enjoyable and stimulating listen.

5. People and Performance Podcast

Launched in 2021, the People and Performance Podcast gives insights into the strategic competencies, behaviors, and results needed to increase the performance of employees. From attraction and recruitment through onboarding to succession planning, each episode takes a deep dive into the stages of workforce planning you need to master in order to guarantee long-term success in a rapidly changing world of work. Hosted by Chris Bjorling and others, each interview is around 15-20 minutes and is supported by super impressive guest industry experts.

6. We’re Only Human

Host Ben Eubanks blends research and practical advice to help HR, talent, and learning leaders improve business outcomes through dynamic and innovative approaches.

7. While We Were Working

Hosts Joey Price and Sommer Ketron share their personal perspectives and years of experience, focusing on employee engagement, workplace culture, and HR law for the modern workplace.

8. Punk Rock HR

Host Laurie Ruettimann, a top career adviser, explores the broken aspects of work, discussing buzzwords, the nerdy, and the contrarian.

9. DriveThruHR

A captivating and occasionally irreverent lunchtime discourse hosted by industry experts, covering various HR topics relevant to professionals in just 30 minutes.

10. WorkTrends Podcast From TalentCulture

Hosted by Meghan M. Biro, this long-running podcast explores how work is changing, featuring news, insights, and discussions with leading experts and HR tech vendors.

11. The Jim Stroud Podcast

Jim Stroud is a thought leader, HR Influencer, and public speaker on the future of work. One of the best futurist shows, The Jim Stroud Podcast discusses discoveries and trends impacting the world of work.

12. Nine To Thrive HR

This long-running show gives listeners access to leading HR practitioners, authors, academics, and thought leaders in under an hour, covering a range of human capital issues.

13. Human Centred Leadership Podcast with Kul Mahay

With over three decades of leadership experience, Kul Mahay works with organizations to develop powerful cultures of high value and performance.

14. Thinking Inside the Box

HRchat guest host Matt Burns leads this awesome pod focused on sharing innovative ways organizations, and their leaders overcome complex issues at work.

15. The CandEs Shop Talk Podcast

The Business of Recruiting and Candidate Experience: a podcast about the business impact of HR, talent acquisition, recruiting technology and improving candidate experience. HR and recruiting industry influencer, analyst and Talent Board President, Kevin W. Grossman, talks shop with CandE winners, talent acquisition leaders, industry influencers and technology providers.

16. HBR IdeaCast

Produced by Harvard Business Review, this podcast features interviews with influential thinkers in the business and management field, sharing insights on building a better workplace.

17. The HR Uprising Podcast

Hosted by business psychologist Lucinda Carney, this podcast delves into in-depth issues in HR and conducts interviews with specialists and HR/L&D practitioners.

18. The HR Social Hour Half Hour Podcast

HR professionals Jon Thurmond and Wendy Dailey host this podcast, discussing how to connect, give back, and expand HR networks.

19. HR Daily Advisor

A twice-monthly podcast providing clear, relevant, and actionable information on important HR themes for professionals managing organizations.

20. HR Leaders

Chris Rainey interviews industry experts and HR leaders, discussing building strong HR functions, challenges, and opportunities within renowned global brands.

21. CIPD Podcasts

The CIPD podcasts offer up-to-date insights on the latest HR news and trends, featuring information and interviews with leading experts in the field.

22. XpertHR Podcast

From the creators of XpertHR, this weekly/monthly podcast provides essential employment law advice and HR best practices for HR professionals and business owners.

23. The Better HR Business

The Better HR Business podcast with Ben Geoghegan is a great resource for HR consultants and HR tech firms looking to grow their businesses. The podcast features interviews with some of the top minds in the industry, discussing everything from business growth strategies to the latest HR technologies. If you’re just getting started in the HR industry or you’re looking for ways to take your business to the next level, the HR Business Marketing Podcast is a great option!

24. HR Exchange Network

Covering talent management, HR news, corporate learning, employee engagement, recruiting, HR Tech, succession planning, and HR conferences, this podcast features insights from renowned HR executives.

Honorable Mentions

• Redefining HR
• Workology
• All about HR
• The HR Sound-Off Podcast
• Talking HR trends with Natal and Tom
• Modern People Leader
• The RecTech Podcast
• SHRM Podcasts
• HR Coffee Time
• The Learning & Development Podcast

Check out the Latest HRchat Episodes

The post Best HR Podcasts in 2024 appeared first on The HR Gazette and HRchat Podcast.

Organizational structure serves as the backbone of any successful business, determining how tasks are divided, roles are assigned, and communication flows. A well-designed structure not only enhances efficiency but also contributes to employee satisfaction and overall productivity. 

Experts assert that a project-based structure stands out as the most effective and successful approach, demonstrating superiority over both traditional line and functional organizational structures.

In this article, we will explore five essential tips to build an effective organizational structure that fosters growth, innovation, and seamless collaboration.

Source: Unsplash

Clarify Organizational Goals and Objectives

The foundational step in crafting an effective organizational structure is gaining a clear understanding of the company’s goals and objectives. Without a well-defined purpose, resource allocation, role assignments, and structural design become challenging. Leaders must engage in a comprehensive strategic planning process to articulate long-term goals and break them down into achievable objectives.

By elucidating organizational goals, decision-makers can identify key functions crucial for success. This, in turn, facilitates the establishment of departments or teams with specific responsibilities. For example, a company aspiring to expand its market share may necessitate specialized teams for marketing, sales, and customer service. Aligning the organizational structure with these goals ensures cohesive collaboration toward a shared objective.

Reduce the Risk of Fraudulent Activities

Effectively managing the risk of fraudulent activities is a crucial priority for any efficiently operating organizational structure. Fraud poses a threat not only to financial stability but also to trust and the reputation of a business. Consequently, it is imperative for organizations to establish robust measures that not only discourage fraudulent behavior but also actively reduce the opportunities for such activities to take place.

A key strategy for reducing the risk of fraudulent activities is the implementation of a segregation of duties matrix. This matrix involves a systematic delineation of tasks and responsibilities across various roles within the organization. The essence of the SoD matrix lies in ensuring that no single individual possesses unchecked control over an entire process. By strategically assigning and segregating duties, organizations create a formidable line of defense against potential fraud. 

This approach enhances transparency, accountability, and internal controls, thereby fortifying the organizational structure against the subtle threats posed by fraudulent activities. Regular audits and updates of the SoD matrix are essential to adapt to evolving business landscapes and ensure its continued efficacy in safeguarding the organization’s integrity.

Show Appreciation to Employees

Fostering a positive work environment involves recognizing and appreciating the efforts of employees. Employee appreciation not only boosts morale but also contributes to a sense of belonging and loyalty within the organization. A culture of appreciation creates a motivated workforce, enhancing overall productivity and job satisfaction.

One effective way to show appreciation is through corporate gifting. Thoughtful gifts, such as personally created gift baskets for employees, go beyond words to convey genuine appreciation. 

Corporate gifting programs can include personalized items, gift cards, or experiences, serving as tangible expressions of the organization’s gratitude for the hard work and dedication of its employees. With 94% of top executives offering gifts to employees, these gestures not only strengthen the employer-employee relationship but also contribute to a positive and engaging work culture.

Source: Unsplash

Empower Employees Through Decentralization

Fostering employee empowerment is a fundamental aspect of constructing a thriving organizational structure. Central to this concept is decentralization, which involves dispersing decision-making authority throughout various organizational levels. By empowering employees at different tiers, organizations can leverage the collective intelligence of their workforce, promoting more informed and agile decision-making.

Decentralization not only boosts employee engagement but also facilitates swifter responses to challenges and opportunities. Concentrating decision-making at the top may hinder the organization’s ability to adapt quickly to evolving circumstances. Conversely, a decentralized structure encourages autonomy and responsibility among employees, cultivating a sense of ownership in their roles.

To implement decentralization effectively, leaders should provide clear guidelines, training, and support to employees. This ensures that individuals are equipped to make decisions aligned with the organization’s goals. Furthermore, leaders must create a culture that values input from all levels, fostering a collaborative environment where ideas can flow freely.

Regularly Review and Adjust the Structure

Building an effective organizational structure is not a one-time task; it requires ongoing evaluation and adjustment. The business environment is dynamic, and what works today may not be optimal tomorrow. Regular reviews of the organizational structure help identify inefficiencies, redundancies, or emerging needs.

Leaders should conduct periodic assessments to gauge the effectiveness of the structure in achieving organizational goals. This may involve seeking feedback from employees, analyzing performance metrics, and staying attuned to industry trends. If certain departments or teams are consistently facing challenges, it may be an indication that the organizational structure needs adjustment.

Potential modifications might involve reorganizing teams, reallocating resources, or revisiting the organization’s goals and objectives. The crucial aspect is to take a proactive approach to resolving issues rather than allowing them to escalate. An organization that is flexible, embraces change, and is committed to continuous improvement is better prepared to navigate the complexities of the business landscape.

Bottom Line

In summary, crafting a successful organizational structure is a complex undertaking that demands thoughtful attention to organizational goals, communication, adaptability, employee empowerment, and continuous evaluation. By incorporating these five principles, companies can establish a framework that not only improves efficiency but also fosters a positive and collaborative work culture. As organizations progress, it is essential for their structures to evolve, ensuring agility, innovation, and sustained success in a dynamic business environment.

Related Content

The post Five Tips to Build an Effective Organizational Structure appeared first on The HR Gazette and HRchat Podcast.

In this episode, Nick Steiert interviews Mark Whittle, a life coach and the founder of Take Flight. Mark is all about mindset and motivation and has an impressive record of coaching CEOs and athletes – helping them step into elite environments.

Mark is a former city worker turned lifestyle coach, entrepreneur, mental health advocate, and productivity / bio-hacker – the founder and host of the UK’s No.1 peak performance podcast, Take FLIGHT, and the host of the unique ‘Take FLIGHT’ events and seminars. Mark is on a mission to help you find your inner strength, pursue your true purpose and take that leap of faith towards the life you’ve always dreamed of living.

Mark built a successful career in London with two of the biggest companies in the world, but after 10 years found himself searching for his true purpose. After hitting rock bottom, in one enlightening moment, he realized happiness and fulfillment will never arrive through the accumulation of material things – and it is only felt when you are aligned with your true purpose. He has been helping people pursue their purpose ever since!

We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

The post Mark Whittle: Helping Your Wellness Programs Take Flight appeared first on The HR Gazette and HRchat Podcast.

In HRchat episode 658, Keirsten Greggs talks with Kara Mignanelli, SVP People and General Counsel for the Global Strategic Management Institute (GSMI). Kara oversees multiple core functions of the business, including HR, event production, and legal compliance. She also leads the creation of events to further the talent acquisition industry.

Tune in as Kara offers an overview of the popular Talent Acquisition Week – happening again Jan 29-Feb 1, 2024.

The HR Gazette is delighted to welcome Keirsten Greggs as our latest guest host of the HRchat Podcast!

Cited as a top HR influencer, Keirsten is the founder of TRAP Recruiter and a 20-year recruitment veteran. She is passionate about bringing trust, relationship building, accountability, and a proactive approach back into the recruiting lifecycle. When Keirsten is not actively solving recruiter problems and bridging the gap between job seekers and employers, you can catch her on her LI Live show TRAP Chat or as the new host of Wins, Woes & Wine.

More About Kara

As SVP People and General Counsel for the Global Strategic Management Institute (GSMI), a leader in professional educational events and industry trade shows, Kara oversees multiple core functions of the business, including HR, event production, and legal compliance.

Kara has contributed to the growth of GSMI from corporate formation in 2008 to the creation, execution and acquisition of industry leading events and trade shows over the last decade. In 2011, she created one of the industry’s leading talent acquisition events, the Social Recruiting Strategies Conference, which is currently part of Talent Acquisition Week, along with the Employer Brand Strategies Conference and the Talent Sourcing Strategies Summit.

Her legal background provides cross-functional experience in multiple areas including litigation, compliance, social media, privacy, employment law, intellectual property, estate planning, and risk management.

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The post Kara Mignanelli: Talent Acquisition Week appeared first on The HR Gazette and HRchat Podcast.

Falsified Information in Candidate Screening

Fake and falsified references are on the rise, and they pose a significant threat to businesses in all industries, including the finance and the public sector. In today’s competitive job market, many job seekers are resorting to providing fraudulent information during the hiring process. Reference checks are an integral part of the hiring process, but relying solely on the references supplied by candidates may not be enough to ensure the accuracy and reliability of the information. In this article, Susie Thomson from Matrix Security Watchdog shares her top tips with HRs on how to spot fake references and what to do if you encounter them.

Beware of the Risks

Falsified references and CVs can lead to unauthorised access to sensitive data, identity theft, and potential harm to your business. Be vigilant in all industries, especially in finance, where bank information and IT systems are at risk.

Watch for Discrepancies in Documents

Look out for inconsistencies in documents such as HMRC documents, bank statements, and payslips. Maintain a list of known fraudulent companies to cross-reference references. Pay attention to discrepancies in employment history especially the smaller, unprofessional companies.

Trust Human Judgment

Rely on experienced professionals who can spot irregularities in documents. If something seems suspicious, conduct a full review with a pre-employment screening expert and report concerns back to the candidate

Stay Updated with Fraud Trends

In the finance industry, participate in CIFAS forums and collaborate with other companies to stay informed about emerging issues. Regularly keep up to date with government and staffing industry reports and guidelines such as the Staffing Industry Analysts

Use Early Detection

Apply a human-centric approach to reduce the acceptance rate of fraudulent candidates. Flag concerns early in the hiring process to help the hirer make informed decisions.

Legal and Ethical Challenges

Deal with legal threats diplomatically: When faced with legal threats or accusations, maintain open communication with the candidate. Involve your legal advisor early on and follow established processes to ensure compliance with regulations.

Stay Vigilant with Evolving Technology

In an evolving technological landscape, remain vigilant and transparent within your organisation. Knowledge-sharing of new tech and open communication are key to staying ahead of new fraudulent tactics.

Adapt to Changes in Job Markets

Share knowledge and trends: Promptly raise findings and share knowledge and trends within your organisation to stay informed and vigilant.

Implement Fraud Checks and Keep Registers Updated

Consider implementing a fraud check on all employees and regularly update registers to reduce the risk of falsified credentials and to set rules on falsified documents in any form.

Finally, there are pre-employment companies that can offer comprehensive checks: such as financial probity checks, CV checks, employment verification, and international checks. If in doubt I would advise employing these services to ensure a thorough examination of candidates’ backgrounds prior to signing any employment contract.

Authored by Susie Thomson, Managing Director of Matrix Security Watchdog.

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Performance evaluations have transcended the traditional one-sided feedback model. Contemporary organizations are embracing a two-way approach by integrating self-evaluation into the process, granting employees the agency to appraise their own performance. Self-assessment not only prompts individuals to engage in introspection but also supplies managers with invaluable information, shedding light on an employee’s self-awareness and capacity for personal growth. Genuine self-evaluation nurtures transparent and fruitful dialogues between employees and management. In this analysis, we embark on a comprehensive exploration of self-evaluation, its importance, and practical methodologies for organizations to facilitate and support their employees in this introspective journey. This dynamic approach not only empowers employees to take ownership of their development but also contributes to a more holistic and productive performance review process.

The Importance of Self-Awareness in Performance Management:  

Self-awareness, often heralded as the bedrock of personal and professional growth, plays a pivotal role in enabling individuals to navigate their careers and personal lives with clarity and purpose. Recognizing one’s intrinsic qualities and understanding their ramifications is crucial in charting a path forward.

To begin with, having a clear understanding of one’s strengths and weaknesses offers a dual advantage. When employees are acutely aware of their strengths, they’re better positioned to capitalize on them, optimizing their contributions to team projects or individual tasks. These strengths become tools that can be strategically deployed to maximize results. Conversely, acknowledging weaknesses isn’t a concession of defeat; instead, it offers a roadmap for targeted personal and professional development. By understanding areas of vulnerability, employees can pursue training, mentorship, or experiences specifically designed to bolster those areas, ensuring holistic growth. This aspect of self-awareness is essential in the context of a performance management system as it helps individuals identify areas for improvement.

Beyond the individual, self-awareness also aids in creating an environment conducive to open dialogue and collaboration. An employee grounded in self-awareness is often more amenable to feedback, whether positive or constructive. Such receptiveness paves the way for more transparent and constructive conversations between peers, subordinates, and superiors. Feedback, instead of being perceived as criticism, becomes an instrument of mutual growth, strengthening interpersonal relationships and fostering a positive work environment.

Lastly, self-awareness acts as a catalyst for cultivating a growth mindset. When individuals recognize their areas for improvement, they’re implicitly acknowledging that there’s a path to betterment. This realization can drive an insatiable hunger for learning and evolution, propelling them into a continuous cycle of growth and self-improvement. It’s not just about identifying gaps but about understanding that with effort, strategy, and persistence, these gaps can be bridged, leading to personal and professional evolution.

Guiding Employees in Crafting Genuine Self-Evaluations:  

Navigating the intricate process of self-evaluation can be daunting for many employees. While its merits are indisputable, ensuring that employees undertake this journey effectively requires proactive guidance and a supportive environment crafted by organizational leaders.

Central to this guidance is the provision of clear and structured frameworks. By offering a defined format or template, employees can be channeled to reflect on pivotal performance areas methodically. This not only ensures that no critical aspect is overlooked but also provides a level of consistency across the organization, making it easier for managers to gauge and respond to these self-assessments. Such frameworks, by delineating the path of introspection, can alleviate potential anxieties associated with the self-evaluation process, rendering it more accessible and actionable. An example of self evaluation in the form of a structured template can greatly assist employees in this process.

Lastly, to truly embed the practice of effective self-reflection, organizations must take the onus of equipping their employees with the requisite skills. Offering training sessions or workshops that elucidate the nuances of self-assessment can be invaluable. Through these sessions, employees can be acquainted with the art of introspective evaluation, understanding how to distinguish between constructive self-critique and undue self-deprecation. By cultivating these skills, organizations don’t just aid in the immediate self-evaluation process but sow the seeds for a culture of continuous personal development and growth.

Integrating Self-Evaluation Feedback into Broader Review Discussions:  

The dynamic of performance assessments in organizations is rapidly evolving, with self-evaluations playing an increasingly integral role. However, while these introspective evaluations offer unique insights, it’s vital to position them as complementary tools within the larger appraisal ecosystem, rather than as replacements for traditional reviews conducted by managers or peers.

Starting a performance dialogue by referencing an employee’s self-evaluation can set the tone for a more open and collaborative discussion. This initial focus on the employee’s perspective showcases respect for their introspective efforts and provides a foundational understanding of how they view their achievements, challenges, and growth areas. By leading with this, managers can ensure that the ensuing conversation is rooted in mutual respect and understanding.

Yet, the true potency of self-evaluations is realized when juxtaposed against traditional reviews. These comparisons can illuminate perception gaps—discrepancies between how employees view their performance and how it’s perceived by others. Such gaps, rather than being viewed as negatives, should be harnessed as potent discussion points. They provide an avenue to delve deep into areas of misalignment, offering both the employee and the manager a richer understanding of underlying issues or potential areas of growth.

In essence, while self-evaluations are an invaluable addition to the performance appraisal toolkit, their true strength lies in their ability to augment and enrich traditional reviews, paving the way for more comprehensive, nuanced, and collaborative performance discussions, even for low performing employees.

Case Studies: Companies that Leverage Self-Reflection for Growth:  

In the complex and ever-evolving landscape of employee performance management, several industry leaders are setting benchmarks with their avant-garde approaches. Two such stalwarts are Google, the tech behemoth known for consistently pushing the boundaries of conventional HR practices, and Deloitte, a luminary in the professional services domain.

Google, a titan in the tech industry, has always been at the forefront of pioneering human resources innovations. One of the integral components of their performance management edifice is the practice of self-evaluation. Google understands that an individual’s introspective insights into their own achievements can be as invaluable as external appraisals. By having employees juxtapose their achievements against predetermined objectives, Google ensures that the self-assessment serves as a foundation stone during review deliberations with supervisors. Such an approach not only instills a sense of ownership and responsibility among employees but also makes performance dialogues more balanced and mutually informed.

Meanwhile, Deloitte, a beacon of excellence in the professional services sector, has also recalibrated its performance assessment mechanisms to be more in sync with contemporary needs. A central facet of this overhaul is the inclusion of a self-assessment dimension. However, Deloitte’s approach has a dual focus: while it allows employees to ruminate on their past performance, it also encourages them to be forward-thinking, contemplating their future ambitions and the trajectory they envision for themselves. This twofold emphasis ensures that while past accomplishments and areas of improvement are acknowledged, the review process remains inherently progressive, anchored in future growth and aspirations.

In distillation, both Google and Deloitte underscore the indispensable nature of self-evaluations in modern performance management. By integrating self-assessments into their review paradigms, these industry leaders are championing a more holistic, participatory, and future-oriented approach to performance appraisals.

Conclusion:  

Integrating self-evaluation into performance reviews signifies a profound shift in how organizations approach employee development and evaluation. This approach acknowledges the significance of self-awareness and personal insight in an individual’s growth journey. It empowers employees to actively participate in their personal and professional development by encouraging self-reflection and self-assessment. In turn, this fosters ownership and accountability, driving intrinsic motivation and commitment to self-improvement.

Furthermore, it offers organizations valuable insights into individual perceptions, aspirations, and self-assessment abilities, enabling targeted coaching, mentoring, and training. This approach results in a win-win situation where employees benefit from increased self-awareness and organizations benefit from better-aligned, engaged, and motivated employees. It transforms performance reviews into a collaborative, growth-focused dialogue, serving the interests of both employees and their employers.

Related Content

The post Self-Evaluation Uncovered: Crafting Authentic Performance Reviews appeared first on The HR Gazette and HRchat Podcast.

This article is part of a two-part series written with Business Sherpa Group on compensation review. We’ve covered types of compensation strategies here, and you can read the second part on conducting a compensation review at your business on the Business Sherpa Group website.

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Does your organization have a compensation philosophy? A compensation philosophy outlines how an organization supports its employees while working towards business goals. Having a clearly stated compensation philosophy ensures employees know compensation is transparent, structured, and equitable. So what approaches do businesses take?

A compensation philosophy is the guiding principles and beliefs that determine how organizations design and administer their compensation program. A compensation philosophy includes base wages, but most extend beyond that, bringing in compensation programs, bonuses, and business objectives to explain what employees can expect when working in an organization.

Why have a compensation philosophy?

There are benefits to clearly stating the compensation philosophy of an organization. On the employee side, having a clearly defined compensation philosophy gives the perception that the organizational approach to rewards is transparent, rules-based, and fair in its execution. Organizations that have an approach to compensation that is reviewed periodically can tie employee performance to business objectives, which can help identify which rewards result in the desired performance from the team. This can help managers adjust compensation plans to improve performance, workplace culture, and overall talent retention.

Have you thought about the compensation philosophy in your workplace? There are several different approaches organizations can take.

What are Compensation Philosophies?

Here are a few examples of the approach employers may take:

1. Performance Based Pay

As the title suggests, this philosophy emphasizes linking compensation to performance, individually or team-based. This approach utilizes incentives such as bonuses, commissions, or profit sharing, as a reward to employees that achieve specific goals or objectives.

2. Market Competitive

Organizations with this philosophy aim to offer salaries that are comparable and competitive to what the market provides. This approach includes regularly conducting market research to ensure the organization remains competitive to the best job seekers.

3. Pay for Skills/Competencies

In organizations that adopt a Pay for Skills/Competencies philosophy, compensation is based on the specific skills, knowledge, and competencies that a person possesses. This approach fosters continuous learning as organizations offer resources to learn new skills.

4. Internal Equity

Internal Equity aims to maintain fairness and a sense of equity within the organization. It ensures employees receive compensation that takes lots of variables into account, including job responsibilities, skills, and performance. Be wary of pay disparity when adopting this philosophy.

5. Total Rewards

Total rewards takes a holistic approach, seeking to develop the whole person through financial and non-financial programs. These companies might offer bonuses, benefits, work-life balance initiatives, and career development opportunities to grow and develop their employees’ careers over time.

6. Performance Driven Differentiation

An undercurrent of most hyper-competitive workplaces, a performance driven differentiation philosophy allocates compensation based on performance, with better performing individuals receiving higher compensation than those who do not perform as well.

7. Employee Value Proposition

What sets this philosophy apart is the unique value proposition for employees. This value proposition is the promise of a strong culture, opportunities for growth and learning, work life balance, and meaningful work. Compensation is designed to support employee needs.

Pay Transparency

No matter the philosophy, pay transparency should remain important throughout each approach. Openness and transparency should be paramount when discussing the approach to compensation, aiming to build trust and engagement amongst your employees.

What is my compensation philosophy?

What compensation philosophy should you implement in your place of work? Before you aim to answer this question, think about the values that you hold dear in your organization. If you want to develop people’s careers and help them learn new skills, your approach to compensation is going to be a little bit different than an organization that wants people to be the very best at what they already do.

Take input from your employees on what they desire from their employer when discussing compensation. The answers might be beyond monetary rewards, you might find a desire for remote work, or chances to try different functions within the business. The compensation policies we’ve outlined are common, but that doesn’t mean they’re the only approach. You can even mix and match parts of each to form your own approach to compensation.

Compensation Philosophy and Business Objectives

So how does a compensation philosophy tie into business objectives? Well, that depends on the industry in which you operate, and what organizations within that industry do. In the second part of this article published by HR Gazette, we explore how compensation philosophies drive employees to achieve personal and business objectives.

Related Content

The post What is Your Compensation Philosophy? appeared first on The HR Gazette and HRchat Podcast.

Compare navigating today’s HR landscape to embarking on a challenging puzzle-solving quest, where each piece must fit perfectly. A misplaced move can lead to obstacles. However, with Workday and Workday integration, it’s like having a skillful puzzle master by your side. Integration provides a complete picture, ensuring stability and security as you conquer HR challenges with precision, much like assembling a complex puzzle.

Think of Workday as the lighthouse that illuminates your business’s path through the foggy waters of modern enterprise. With its versatile tools and capabilities, Workday serves as a guiding light, leading your organization safely through the challenges of HR, finance, planning, payroll, and more. Just as a lighthouse steers ships away from perilous shores, Workday integration helps companies navigate the complexities of HR data and chart a course toward prosperity.

Although Workday provides an extensive array of features, numerous HR departments prefer specialized HR applications tailored to their distinct requirements. These applications encompass applicant tracking systems (ATS), background check systems, payroll, and benefits management tools, all of which require seamless communication with Workday. This necessitates the need for Workday integration.

Each app that an HR department uses holds a unique purpose and contains invaluable information for the organization, but the information within each application rarely translates coherently with another. An HR department with disconnected apps is like a continent consisting of countries unable to communicate with one another due to language barriers. For HR departments to function at their optimized potential, their HR apps should be able to share information harmoniously. Data integration bridges the gaps in communication between disconnected HR apps. Like a translator between countries that speak different languages, data integration introduces an efficient way for the two entities to effectively communicate and share information for the first time. 

As data integration eliminates repetitive data entry, HR professionals no longer need to manually reenter data from Workday to another HR app, streamlining workflows. Data integration facilitates the smooth data flow between applications and enhances efficiency, accuracy, and security. This seamless exchange of information between apps streamlines HR processes and promotes precision.

Discovering 11 Vital Workday Data Integrations

HR data integration specialists at Flexspring revealed the top 11 Workday integrations, which have the potential to revolutionize how HR professionals leverage the capabilities of Workday.

Workday with an ATS

1. Job Requisition Data from Workday to your ATS
2. New Hires from ATS to Workday
3. Application Statuses and Attributes

Workday with Candidate Assessment Apps

1. Workday Applicants to Candidate Assessments
2. Workday to Background Checks

Workday with Payroll Apps

1. New Hires from Workday to Payroll
2. Employee Updates from Workday to Payroll
3. Foundational Data from ERP to Workday
4. Time Tracking to Workday
5.  Workday to Benefits 
6.  Benefits to Workday

Let’s uncover the specifics of some of these integrations:

Workday with an ATS: 

With integration between ATS and Workday, onboarding new hires becomes a breeze. As soon as the hiring manager initiates the “new hire” process in your ATS, Workday springs into action, effortlessly generating a fresh employee record complete with vital information like name, address, social security number, and salary. Data gracefully flows between the two systems, achieving seamless synchronization.

Through integration of application statuses and attributes, any alterations or revisions made to job applications in either your ATS or Workday are harmoniously synchronized. Think of it as a bridge that binds the two applications, guaranteeing that recruiters and hiring managers can track the entire talent acquisition journey effortlessly. There’s no more need to juggle between systems – you have everything you need at your fingertips, simplifying the recruitment process.

Workday with Payroll Apps: 

When you integrate new hires from Workday into your payroll system, envision the integration as a skilled interpreter bridging the gap between two systems that speak different languages. Integration removes delays and confusion. Workday swiftly communicates all the essential details about new hires necessary for processing payroll. 

Data integration automates a range of tasks, encompassing onboarding, background checks, payroll updates, and benefits management. Automation not only conserves time and resources but also guarantees data accuracy. For a comprehensive examination of all 11 Workday integrations, you can delve deeper into the details at Flexspring.

“With integration, we’ve saved countless hours by avoiding manual administrative tasks, allowing us to focus on recruiting. We don’t have to think about the integration—it just happens!”  — Jeremy Schwartz, Corporate Recruiter, M3

How You Can Benefit From Workday Data Integration

When Workday seamlessly integrates with other systems, a multitude of benefits unfurl, opening up a world of opportunities for HR professionals.

Accurate Data 

The integration of Workday with other systems establishes a fortress of unwavering data accuracy. Consistently precise employee information effortlessly travels through multiple systems, eliminating errors stemming from manual entries. This seamless and dependable communication eradicates the potential for data entry discrepancies, forming a foundation of trustworthy data.

Increased Efficiency 

The capabilities of Workday integration facilitate a smooth data flow, preserving your valuable time and resources. This empowers you to direct your energy toward engaging strategic initiatives that supercharge your organization’s growth and prosperity. Brace yourself for an unprecedented surge in productivity!

“Our Workday to ADP integration is a major key-stroke saver. It saves our HR departments a ton of time.” — HRIS Manager, Global Manufacturer

Protected Data

Workday integration serves as your reliable protector, safeguarding sensitive information like a vigilant shield. It bolsters data security in HR workflows by minimizing accounts, eradicating duplicates, and mitigating the risks associated with manual data entry. Data integration securely fortifies employee records and payroll information. HR teams can breathe easy, assured that confidential data remains in safe hands.

Marvelous Data Analysis

Workday data integration enhances your analytical prowess and forms a cohesive perspective of employee data. With data integration, you’ll unveil concealed insights, identify emerging trends, and make confident, data-driven decisions. Let Workday data integration become your asset for achieving greatness in data analysis!

Rewarding Employment

Workday integration liberates employees from the constraints of manual data entry, unlocking a realm of fresh opportunities. HR professionals can fully immerse themselves in strategic endeavors, fostering a culture of accomplishment and satisfaction. Prepare to leave the monotonous tasks behind and embrace a workplace brimming with fulfillment and purpose.

Conclusion

In conclusion, the integration of Workday and HR applications is not just about connecting systems; it’s about empowering HR departments to thrive. It’s about ensuring data accuracy, streamlining processes, enhancing security, and enabling data-driven decision-making. Workday integration is the bridge that connects HR operations, providing a path to efficiency, accuracy, and success in the modern HR landscape.

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The post Successfully Connecting HR Operations Through Workday Integration appeared first on The HR Gazette and HRchat Podcast.

Illuminating the Future of AI and HR Technology in the City of Light

Unleash World 2023 was a big success! Attendees heard from some of the leading thinkers in the HR and Tech space and exhibitors got a chance to showcase their new technologies to a senior HR audience.

The conference commenced with the energy and insights of awesome speakers like Josh Bersin, setting a tone of anticipation and excitement. The pervasive theme of AI, aptly referred to as “Absolutely Insane,” dominated conversations, reflecting the industry’s focus on harnessing its potential. Cornerstone, a key player in this arena, emphasized the intentional use of AI to expand skills, recommend learning paths, and enhance job opportunities for employees.

The RIse of Skills-Based Organizations

A resounding theme that echoed through the halls of Unleash World 2023 was the rise of skills-based organizations. Experts like Josh Bersin and Salim Ismail showed possible paths forward, emphasizing the role of skills in shaping the future workforce. The potential, backed by innovative technologies on show, was evident – talent retention could soar by up to 31 times. Yet, a mere 7% of organizations have fully embraced this transformative model, underscoring the need for collective guidance in this journey toward inclusivity and dynamic work allocation.

AI Integration

The focus on Artificial Intelligence shifted towards personalized learning, tailored to individual and organizational needs. However, ethical AI implementation remained a crucial concern, emphasizing the need for responsible use. The fundamental questions were around convincing leaders to balance technological advancement with employee trust and ethical considerations.

Building Partnerships

Collaboration across HR, learning, recruitment, and operations are key to constructing impactful, skill-centric organizations. The emphasis at the event was placed on investing in technologies that seamlessly integrate not only ensures present efficacy but also future-proofs organizations, enabling them to adapt to emerging solutions in the ever-changing landscape.

Embracing Change

In the modern workforce, HR and L&D professionals find themselves at the forefront of innovation. Unleash World 2023 underscored the need for continuous learning, where skills serve as catalysts for adaptation.

HR and L&D are recognized as essential partners for CEOs, shaping the future of work. The event illuminated boundless potential for innovation and collaboration, reaffirming the need for organizations to invest in their people through continuous learning, ensuring their relevance in the ever-evolving modern workforce landscape.

Related Content

The post Event Review: UNLEASH World 2023 appeared first on The HR Gazette and HRchat Podcast.

One of the most effective ways to determine how to respond to any sensed unconscious bias or microaggression towards you is to use your internal GPS. I call this examining the Peeve or Leave question.

The Peeve or Leave question should always be your first step in navigating unconscious bias in the workplace — or any other bias for that matter. Recent high profile incidents of career-stifling bias and microagressions, such as the incident at Buckingham Palace when a black British charity leader, Ngozi Fulani, was interrogated by Lady Hussey, the late Queen Elizabeth II’s senior lady in waiting, about where she was really from, illustrate the importance of having a toolkit to navigate the inevitability of workplace bias. I offer these tips when confronted with career-stifling unconscious bias or microaggressions:

Before you respond to sensed unconscious bias based on race and ethnicity, gender, disability, age, sexual orientation, class, etc., SLOW DOWN and first ask yourself:

“Is this a Peeve or Leave situation?”

If you deem it’s a Leave situation, I’d suggest the following:

– Consciously make a mental decision that the sensed bias directed towards you is a minor unconscious infraction at worst.

– Consciously acknowledge to yourself that your concern or offence may or may not “have legs,” but then determine that it’s not worth ruining your lunch over.

– Then briefly, calmly but clearly use a light, friendly response, or humor to gently recondition the presumed perpetrator.

– And then move on and enjoy your lunch!

If you deem it as a Peeve situation, then I suggest you do the following:

– Have a calm extended conversation with the sensed perpetrator then and there.

– Draw their attention to your sensed bias through effective, non-judgmental, enquiry-driven dialogue.

– In drawing their attention to the sensed unconscious infraction aimed at you, you must allow for your misinterpretation of their comments or behavior.

– Avoid finger pointing (figuratively or literally) and/or drawing on negative personal past experiences or general negative narrative and hearsay about the category that the presumed perpetrator fits into, otherwise YOU become the perpetrator, not them. You also run the risk of almost certainly getting their back up.

– Then collaboratively agree how you’ll harmoniously move forward and get on with your life and career!

I’ll let you decide whether the Palace event was a Peeve or Leave situation.

Authored by Buki Mosaku

Buki is Founder and CEO of London-based DiverseCity Think Tank, a workplace-bias and diversity-and-inclusion consultancy. He is one of the world’s foremost bias-navigation experts. Mosaku has cracked the code for calling out unconscious workplace bias and stopping it in its tracks, which he details in his new book, I Don’t Understand: Navigating Unconscious Bias in the Workplace (Business Expert Press, Sept. 7, 2023). Learn more at www.bukimosaku.com.

The post When You Sense Unconscious Bias, Decide Between “Peeve” or “Leave” appeared first on The HR Gazette and HRchat Podcast.

In this special episode of the HRchat Podcast, regular show host Bill Banham shares what’s coming up for him on the HR and leadership events front.

Listen as Bill gives a run-through of what to expect from DisruptHR London on September 25th. Bill also highlights events happening in October in Milton Keynes, Norwich, Birmingham, and Cambridge.

Within this episode, you’ll also hear from Disrupt co-founder Jennifer McClure plus DisruptHR London 18.0 speakers Perry Timms and Ben Geoghegan.

We’re inviting all you HR trailblazers and leaders to join us for evenings that are all about networking and soaking up wisdom from the brightest minds in HR, Talent, Leadership, and Tech.

DisruptHR isn’t your run-of-the-mill event series; the format is an electrifying information exchange crafted to supercharge, enlighten, and embolden executives, business visionaries, and the HR aficionados who are passionate about the ever-evolving world of work.

Grab your tickets and mark your calendars because HR Professionals will converge for nights packed with awe-inspiring speakers and invaluable networking opportunities.

You won’t want to miss this chance to:

• Gain insights into what HR leaders and workplace innovators are cooking up in 2023 to enhance the work environment.
• Dive into groundbreaking approaches that are shaking up the status quo and bringing tremendous value to London’s HR community.
• Rub shoulders with forward-thinking HR and Tech aficionados. We’re all about fostering connections and expanding horizons.

So, get ready to disrupt the HR landscape with us. It’s going to be a night of innovation, inspiration, and connection-building that you won’t find anywhere else.

Check out upcoming Disrupt events produced in partnership with HR Gazette

or Find out more about our other event partnerships.

The post Bill Banham: Looking Ahead to DisruptHR Events in the UK appeared first on The HR Gazette and HRchat Podcast.

Get ready for an evening of transformation and inspiration as DisruptHR London returns on September 25th, 2023, at Hult International Business School. DisruptHR London 18.0, promises to bring together top experts and professionals to explore cutting-edge trends and redefine the future of work.

DisruptHR is built on the belief that how we’ve approached people and talent in the past won’t be the best way to approach them in the future. Rebooted in 2022, DisruptHR London is a community of innovative HR pros, TA pros, and leaders. DisruptHR is founded on the idea that ALL business leaders (and that includes you, HR!) need to be ready to take some risks, to stir the pot…in short, to DISRUPT.

Are you tired of the same old approach to Human Resources? Are you ready to start talking about talent in a whole new way? DisruptHR is for you! This is unlike any other HR event in London, UK.

A Special Edition with Hult EF Corporate Education

DisruptHR London 18.0 is no ordinary event; it’s a special edition produced in partnership with Hult EF Corporate Education. This dynamic collaboration has set the stage for an unparalleled information exchange, designed to energize, inform, and empower executives, business leaders, and HR professionals.

The event’s mission is crystal clear: to provide attendees with valuable insights and tools to thrive in the rapidly evolving world of HR and workplace innovation.

What to Expect at DisruptHR London 18.0

On September 25th, professionals from various backgrounds will converge at Hult International Business School for an evening filled with inspiring speakers, networking opportunities, and thought-provoking discussions. Here’s a glimpse of what’s in store:

1. Expert Insights on Shaping the Workplace of 2023

Discover firsthand what HR leaders and workplace innovators are doing in 2023 to enhance and transform the work environment. Be prepared to gain invaluable insights that will shape your strategies and approaches in the year ahead.

2. Innovative Approaches to Workplace Disruption

Learn about the innovative approaches that companies are taking to disrupt traditional HR practices and add value to the London HR community. Explore the latest trends and methodologies that are revolutionizing the way we work and interact within organizations.

3. Network with Forward-Thinking HR and Tech Leaders

One of the primary goals of DisruptHR London 18.0 is to foster connections among forward-thinking HR and tech professionals. Expand your network, exchange ideas, and build relationships with individuals who share your passion for driving positive change in the workplace.

Here’s a breakdown of the event’s agenda:

5:00 – 6:45 PM: Registration & Networking
6:45 – 7:00 PM: Event Introductions by Industry Experts
7:00 – 8:45 PM: Multiple 5-Minute Presentations from Renowned Experts
8:45 – 9:00 PM: Final Networking and Wrap-up

The event’s presentations will feature an impressive lineup of speakers, including:

• Perry Timms, Adjunct Faculty at Hult International Business School
• Debbie Wayth, Director at FutureU Ltd
• Toria McCahill, Chief People Officer at ANS
• Elvin Turner, Innovation Culture Author and Speaker
• Sarah Hayes, HR Director at Securitas UK
• Matt Gitsham, Professor of Business and Sustainable Development
• Nebel Crowhurst, Non-Executive Director at Macmillan Cancer Support
• Christopher Samsa, Positive Psychologist and Facilitator
• Ben Geoghegan, Director HR Business Accelerator
• Jessica Ahluwalia, Equality, Diversity, and Inclusion Lead
• Terence Tse, Co-Founder & Executive Director, Nexus FrontierTech
• Melanie Moeller, Senior Consultant at Crowd Potential
• David James, Professor at Hult International Business School
• Naysan Firoozmand, Global Head of Coaching at Hult EF Corporate Education
• Matt Burns, Value Advisory at Ceridian
• Toby Kheng, Founder and Employee Experience Consultant at Freeformers

Don’t Miss the Opportunity to Disrupt HR

DisruptHR London 18.0 is your chance to gain a competitive edge, network with industry leaders, and stay ahead of the curve in the ever-evolving HR landscape. Join us on September 25th at Hult International Business School for an unforgettable evening of innovation and inspiration.

Be sure to mark your calendar and register for this exclusive event today. Together, we’ll shape the future of HR and redefine the workplace experience in 2023 and beyond. See you at DisruptHR London 18.0!

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Partners and Sponsors Include:

Sponsor: Hult EF Corporate Education

The Hult EF Corporate Education team are learning experts with the ambition to help organizations develop their talent for the key moments in their careers. They specialize in delivering immersive learning programs focused on the most critical global business skills for all levels of employees – those they need now and those that will help them prepare for the future. They combine the expertise and agility of a boutique learning partner with the resources of a trusted, global organization. Learn more at hultef.com

Organising Partner: HR Gazette

HR Gazette and the HRchat Podcast publishes the latest opinion, reviews, and news for pros interested in HR Technology, Talent, DEI, Performance, Wellness, Learning, and Leadership. Learn more: hrgazette.com

Organising Partner: The People Space

The People Space is a digital content creator and curator focused on HR leaders and the future of work. Our mission is to positively promote the value created by people in a digitally disruptive age when increasingly humans will work alongside machines. Learn more: thepeoplespace.com

Organising Partner: Connor Consultancy

Connor are the people and change experts who help organisations to evolve and thrive through times of change. We are passionate, pragmatic, flexible and agile. For over 30 years’ they have forged a reputation for helping organisations to navigate the changes that are happening in the workplace, by creating bespoke programmes and fit-for-purpose internal structures through our suite of services: People Development, Organisational Change, Outplacement, Career Transition and Outsourced HR Services. Learn more: connor.co.uk

Community Partner: HRreview

HRreview is a news and information resource for human resources and related professionals. Updated news items are posted daily and there are regular updates to the features and analysis section, looking in-depth at topical HR issues. HRreview’s website is supported by a weekly email newsletter. Learn more: hrreview.co.uk

Community Partner: HCM Metrics

HCM Metrics is part of the HR Analytics Group and the first internationally accredited Assessor and Auditor of the phenomenally important ISO30414:2018 standard in Human Capital Reporting. Through Human Capital Reporting and Human Resource Analytics for Human Resource Management, they help clients to achieve real and measurable improvements to organisational performance through the improved management of all HR functions. Learn more: hcmmetrics.co.uk

Community Partner: The HR TECH Partnership

The HR Tech Partnership is an innovation specialist in the ‘People Digital Tech start-up’ area. It was set up in London in 2017 and has since been active in supporting corporates through the use of digital HR solutions. They support corporates with their digital innovation journeys around Talent and Workplace Productivity by helping them pilot AI & Digital solutions. Learn more: hrtechpartnership.com

The post Event Preview: DisruptHR London 18.0 appeared first on The HR Gazette and HRchat Podcast.

A push and pull has long existed between employers and employees when it comes to pay. Employers have historically exhorted employees not to share their pay with other employees—sometimes even sanctioning those who did. On the flip side, employees have long lamented that “when you keep your pay secret, you keep it low.”

A Move Toward Pay Transparency

Then in 2021 things began to change as Colorado became the first state to mandate transparency in pay as a means of improving pay equity. Since then other states have followed; although today only one in four employees work in a state with these mandates.

In addition, the issue of pay transparency is really broader than simply sharing pay ranges or rates. Employees also need to know how these pay ranges are established, how companies decide what individual employees are paid, who gets pay increases, and why. Ultimately, of course, what they’re concerned about is whether pay is consistent and equitable and how the payroll system shows it.

Employees Want to Know: “What About Me?”

Pay is personal. Employees naturally wonder: “Am I paid fairly compared to my peers?” “Am I paid fairly for the work that I do and the value I bring to the organization?” “What do I have to do to get a pay increase?”

Answer those questions honestly, openly, and effectively and you’ll go a long way toward building a climate of transparency and trust that can boost engagement—and retention. Fail to answer them, or demonstrate through your actions that what you do isn’t aligned with what you say, and you’re likely to lose that trust, lose engagement, and fall prey to the great tsunami of turnover that many companies have been experiencing.

Steps Toward an Open Climate Related to Pay

Unfortunately, despite legislation demanding pay transparency (today one in four U.S. workers is covered by a law that mandates that salaries be posted in log listings), Gartner reports that fewer than one-third of employees believe they’re paid fairly and only 34% think their pay is equitable. If that’s the case in your organization, a quick calculation can tell you what percentage of your employees may be at risk for seeking jobs elsewhere. Worse, the employees who could most successfully do so likely represent your best and brightest.

So, what should you be doing to turn this around and boost those percentages?

• First, evaluate where you’re at. Conduct a pay equity audit to determine, objectively, how your pay practices stack up across positions and employees in those positions. Augment that pay equity audit with an employee poll or survey to determine how employees perceive pay equity.
• Next, communicate and take steps to close any gaps so that equity can be achieved.
• Finally, make your pay practices clear and transparent—not just through a one-time announcement, but through ongoing communication about what you do, why you do it, and how it affects individual employees. Make sure managers and supervisors are knowledgeable and prepared to address these questions when they hire, evaluate, coach, and counsel their employees.

Pay equity and pay transparency have always mattered to employees. Historically, though, for employers they’ve been optional. That’s rapidly changing. Now is the time to take steps to ensure that your pay practices are open, fair, and widely and continuously communicated.

Authored by Robert Sheen, CEO, Trusaic

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In today’s competitive job market, standing out is the key to success. As traditional resumes have been the norm for decades, a new trend has emerged – the modern visual resume format. This innovative approach to presenting your skills and experience combines design with content to create an impactful first impression. 

So, when considering how to choose the right resume format, it’s clear that the benefits of a modern visual format are manifold. Give yourself an edge in the competitive job market – embrace the visual revolution and let your resume speak volumes about who you are.

In this blog, we’ll delve into the benefits of using a modern visual resume format and why it might just be the edge you need to secure your dream job.

Captivating First Impressions

In the blink of an eye, recruiters make judgments about candidates based on their resumes. A modern visual resume format immediately captures attention with its engaging design elements. Bold headers, creative typography, and strategically placed visuals can draw the eye to essential information. By utilizing this format, you’re making a confident statement that you’re not just another cookie-cutter applicant.

2. Showcasing Creativity

The visual format provides a canvas for creativity. Through color schemes, icons, and graphics, you can represent your personality and brand. This is especially advantageous for roles in creative fields such as design, marketing, and advertising. By infusing creativity into your resume, you’re signaling to employers that you possess the innovative thinking they’re seeking.

3. Highlighting Key Information

Visual resumes allow you to emphasize crucial details quickly. Bullet points, infographics, and charts can be used to showcase your achievements and skills succinctly. This helps hiring managers grasp your qualifications at a glance, saving them time and increasing the likelihood that your resume will be thoroughly reviewed.

4. Enhanced Storytelling

Humans are wired to connect through stories. A visual resume format enables you to craft a compelling narrative that highlights your career journey. Using timelines or visual flowcharts, you can present your experiences in a chronological order that’s easy to follow. This gives recruiters insights into your progression and the milestones you’ve achieved along the way.

5. Tailored for the Digital Age

In our digital world, where online presence matters, a modern visual resume aligns perfectly. Keywords and phrases relevant to your industry can be seamlessly integrated into the design. This optimization enhances your resume’s chances of passing through automated applicant tracking systems (ATS), which scan resumes for specific keywords before they even reach human eyes.

6. Memorable and Shareable

Visual content is more memorable than plain text. Recruiters often sift through a sea of resumes, and you want yours to be the one they remember. A visually appealing resume is also easily shareable across platforms, making it simple for your network to pass along your information to potential employers.

7. Reflecting Tech-Savviness

In a world that’s becoming increasingly tech-driven, showcasing your tech-savviness can be a substantial advantage. Crafting a modern visual resume demonstrates your familiarity with design tools, graphic software, and digital presentation skills – attributes that are becoming essential in a wide array of industries.

A modern visual resume format holds the potential to make an indelible mark on recruiters. It showcases your creativity, highlights your qualifications, and tailors your presentation to the digital age. This innovative approach isn’t just about aesthetics; it’s about leveraging design to communicate your story effectively. 

Authored by Jessica King, Authority Builder SEO

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Why Social Learning Is Essential for Growth in 2024

The world is on the brink of a skills crisis, with an anticipated $8.5 trillion in lost productivity by 2030, according to Korn Ferry. This should come as no shock, as the analytics firm predicts that roughly 85 million jobs will be unfilled because there simply aren’t enough skilled workers available.

This reality calls for a major change in how we approach employee growth. Enter social learning—a concept that’s not only transforming learning and development (L&D) but becoming a linchpin for organizational growth. Here’s why.

Gen Z Will Dominate the Workforce by 2025

According to Zurich, members of Generation Z, comprising those born between 1997 and 2012, will make up 27% of the global workforce by 2025.

While the majority of Gen Z is still under 18, millions of people within this demographic enter the workforce every year.

These new career entrants come with unique learning preferences, including a strong inclination for social learning. According to Frontiers, over 92% of Gen Z respondents want social learning tools to be part of their education.

To harness this new energy and align with Gen Z’s preferences, businesses must modernize their strategies, including adopting social learning. This approach will not only appeal to younger workers but also create a culture that promotes continuous learning and growth.

Social Learning Mimics Informal Learning

Traditional learning accounts for only 10% of skill acquisition. The majority of learning occurs through hands-on experiences and social interactions. Social learning helps employees retain information as they observe and emulate behavior in a more relaxed and relatable setting.

Guided social learning activities created by your team can mimic informal learning, a method viewed by 87% of employees as essential for their growth, according to Bloomfire. This approach makes training feel less rigid and more engaging, contributing to overall growth within your organization.

Social-Centric Training Methods Provide the Best ROI

The financial perspective is crucial in any L&D strategy. Social learning’s impressive ROI of 75:1 compared to traditional web-based training is compelling, according to Growth Engineering. This figure is not just about cost-effectiveness; it’s a testament to the transformative power of social learning in developing talent.

The preference for social learning among employees, along with its ability to attract Gen Z job seekers, makes it a vital tool for long-term success. Sunsetting traditional development programs with social learning isn’t just a trend; it’s a strategic move towards sustainable growth.

Embrace Social Learning Theory with Tigerhall

The growing talent shortage demands innovative solutions. Social learning offers a way to navigate this challenge effectively. By embracing this approach with the support of the right technology platform, like Tigerhall, your organization can build a learning culture that drives long-term growth.

Tigerhall’s platform features bite-sized insights and training content from internal experts, industry leaders, and Fortune 500 executives. Schedule a demo today to learn more about how Tigerhall can help you transform your learning culture and pave the way for long-term growth. Dive deeper into social and microlearning by exploring “The Ultimate Guide to Microlearning in 2023.”

Social learning isn’t just the next big thing in L&D; it’s a vital component in your organization’s strategy for long-term growth. By recognizing and leveraging this powerful tool, you are positioning your organization to lead, adapt, and thrive in the future. It’s about redefining how organizations operate, learn, and evolve, aligning perfectly with Tigerhall’s mission to unlock organizational intelligence and continuous reinvention. It’s imperative for businesses that want to lead the future, not just survive it.

Authored by Nellie Wartoft, CEO of Tigerhall

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