Elizabeth V.

I recently came across a Harris Poll survey, which found that 3 in 4 employees did not use the maximum PTO permitted by their company and nearly half admitted they felt guilty about taking time off. Why is there so much negativity surrounding taking PTO? Why are employees feeling pressured to avoid taking breaks? It all comes down to the type of culture leadership is creating. Workloads have become heavier while the pressure to perform has risen higher. I believe if we want to improve retention rates and sincerely address employee well-being, we need to place a stronger emphasis on the value of utilizing PTO. #HR #PTO #EmployeeWellness

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Who's going to be at #SHRM24 in Chicago later this month? I'd love to connect with you. In the meantime, check out Bonusly's handy guide to make the most of your experience there. #SHRM #HR #PeopleOps #HumanResources

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Interesting! The Coordination Tax: Navigating through the daily work routine, deciphering who's on Zoom, walking in from the hallway, or messaging from different time zones, all while simultaneously prioritizing emails and messages effectively. #HumanResources #EmployeeExperience #Remotework

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HR Pros.... did you know that the EEOC has published new Workplace Harassment guidelines? These may impact your current company policies and training. High level summary of changes: - expansion of protected categories to include race, color, national origin, religion, sex, age, disability, and genetic information. This also includes pregnancy, childbirth, contreception, sexual orientation, and gender identity. - expansion or privileges and conditions of employment and what consititutes a hostile work envirnment to include both objective AND subjective standpoints on what is offensive behavior - that's where things will get tricky. - expansion of who is liable for the behavior. For harassment based on protected features - the employer is liable. For hostile work environment - it depends on a variety of factors including what position the harasser holds in the company. For more information, check out the below summary from HRMorning #SHRM #PIHRA #employeerelations #harassmentprevention #positiveworkenvironment

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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Human Centered Leadership In Action: Encouraging Career Exploration For Development At MedStar Health, we strive to develop Human Centered Leaders who are authentic, empathetic, and adaptable. This week we’ll focus on one action aligned with being an authentic leader – helping your direct report be authentic to themselves by exploring the knowledge, skills, experiences of the job they want, not necessarily the job they have today. As busy leaders, our default for employee development is often what work can we assign next to develop a person’s skills. And yet, when we think about someone’s career journey, coaching associates to connect with people who have the jobs they want in the next two to five years, can be the key to empowering them to think bigger and own their development. Encouraging them to think outside of your function, or the next expected step in their career, can help them better articulate their interests, aspirations, and goals to you, so that you can be the best partner on that journey. Encourage your associates to schedule a 20-to-30-minute informational interview with someone who is in a job they’d like to explore, and then follow up with them to see how it went.  (Here is a list of informational interview questions from the University of Buffalo School of Management to get your associates started: https://lnkd.in/eyP6hcZT). Checking in after the conversation is important because they may be more, or less, attracted to the reality of the job after they’ve learned more. Knowing the outcome of that conversation allows you to partner with them in their development. Here are a few questions to support you with the follow up conversation: ·   Was the job what you thought it was going to be? Why or why not? ·  What one or two skills (or experiences) was critical to their success? ·   When you think about your current role, what are one or two skills to cultivate now that would position you for that role in the future?  ·   Longer term, what are some experiences that I could be looking out for to help you develop? Career conversations help associates tune into their authentic self, develop confidence, and build a plan for their development. To learn how to have a great career conversation with your associates, watch this ten-minute video from Helen Bryant: https://lnkd.in/eMSU6yt6. #MedStarHealth #LeadershipDevelopment #CareerConversations #Leadership #EmployeeDevelopment

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When it comes to your employer brand, you can have it all... authenticity, transparency and positivity: https://hubs.li/Q02B9kR50 Learn from employer branding expert Alex Her, about the impact of transparency and authenticity (and how a positive employer brand can be genuinely nurtured).

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Maverick Mark's Invaluable Career Empowerment Insight #3 At the end of the day, in an employment screening process, the potential employer is seeking to determine two bottom-line variables: -1- Why YOU for THEM? Create and convey your customized compelling case for the particular employment opportunity. -2- Why perhaps NOT YOU for THEM? Anticipate concerns the potential employer may have with your background and credentials compared to the specific employment opportunity. Interview preparation is paramount to excelling in the crucial employment screening process and taking part in a proven mock interview process with debriefs provides an invaluable competitive advantage.

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All transitions can be messy. Guided with strategy and empathy, they strengthen us! HR Evolution is supporting organizations to manage the transitions of change. (And we are all facing change!) Scheduling 15 minute free consults daily. Rmcshane@HRevolutionllc.com HR Evolution LLC

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With the new pay transparency and pay equity laws on the horizon, organizations must be prepared for the effects on employee engagement, workplace morale, and well-being. Organizations should review and revamp: Communication – walk the talk – have honest conversations with the Board and staff on plans to: approach pay equity and pay transparency. close pay equity gaps. modify recruitment processes, both internal and external. plan to address concerns about equity and prepare total compensation statements to provide the bigger picture on pay. Risk Management/Compliance with the law: Ensure required postings are in common areas. Review compliance with laws related to pay discrimination. Check policies’ adherence to laws. Commitment to mental health and wellness of staff and work environment: ·        Develop strategies to utilize your EAP resources and begin conversations about well-being.  ·        Create Financial Wellness programs. ·        Provide development programs (training) on civility in the workplace and Emotional Intelligence (EI). ·        Focus on diversity, Equity, and Inclusion (DEI). Now is the time for organizations to look ahead and determine the course for the future workplace. For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website at www.pinnacle-ta.com and click on the inquiry tab.

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SHRM released the results of the 2024 Benefits Survey. "The vast majority of companies provide health care, mental health care, some kind of leave program, and some kind of retirement program. So, how can I be more competitive in the marketplace?" Grandparent leave is a differentiator. Pet insurance and menopause benefits have increased in popularity. Which benefits do your current and future team members find attractive? Onboard Solutions, LLC #brand #recruitingstrategies #retentionstrategies

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At Kustom HR we are doing something unique when it comes to helping companies evaluate which benefits options will work best for their organization. Listen to this clip from my conversation on the Uncaged podcast, talking about HR strategies and how we embrace the fact that every company is different and offer the knowledge they need to make the best choices for their team. You can see the entire podcast here: https://lnkd.in/eBDkkEh6 #HRStrategies #KustomHR #HRBenefits

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“While these frustrated employees may have left under previous market conditions, declines in hiring and increases in inflation substantially elevate the risk associated with changing jobs,” Wigert added. He called this new era the “Great Detachment.” What do you think? Have you noticed greater levels of employee detachment since the quit rate has gone down recently? How is it affecting your work or workplace? #employeeengagement #GreatResignation #GreatDetachment #quietquitting

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Sunday and Monday's takeaways from #SHRM24: 1-Civility: Civility is the SHRM theme for this year. Workplace incivility is a gateway drug to workplace harassment. SHRM has initiated a campaign to have 1 million civil conversations. 2-Job Seekers: Don't necessarily follow your dreams, follow your opportunities. -Al Roker 3-Leadership: We are in a time of polycrisis, and leaders must project calm. Focus on feedforward instead of only feedback (designed to be quick and helpful in what happens next time.) 4-Talent Management/Development: What traditional education can't do, we as HR leaders may have to do. 5-HR Trends: AI (Artificial Intelligence) + HI (Human Intelligence) = New ROI 6-Political Outlook: AI is predicted to become the new divisive political issue. 7-DE&I: DEI is facing backlash. The current focus is shifting to Inclusion and Diversity (I&D). #DEI #Leadership #SHRM24 #SHRM #civility #talentmanagement #HRtrends

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One of the biggest concerns for executives today is talent...having the right talent and retaining them. Despite this, investment in leadership development strategies and programs tends to be something companies put to the side. The priority is placed on the day-to-day needs and focusing on metrics, as opposed to ensuring teams are well prepared to meet the organizational goals today and in the future. In this article, DDI | Development Dimensions International highlights the important role development plays in retaining talent, engagement, and ensuring leaders have the skills required for navigating through change, problem solving, decision making, prioritization, and building your bench. Something that really stood out to me is the following statement: "High-potential talent doesn't tolerate low-quality leadership. They also need clarity about their path forward." Intentionality and investment in leadership development is key in addressing your business concerns and ensuring you have the right people to take you into the future. #leadershipdevelopment #retainingtalent #engagement #organizationalsuccess #professionaldevelopment

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Is 90 the New 50??? You might have seen this topic in the news recently :-) In this episode of The Work Wire, Johnny C. Taylor, Jr., SHRM-SCP and I discuss discuss whether there is ever a time when age starts to become a legitimate factor in one's job or career. Johnny argues against making assumptions based purely on age, citing examples of high-performing older individuals like Warren Buffett. However, he acknowledges that certain roles requiring strong mental acuity, like judges (or Presidents), could benefit from cognitive evaluations to ensure safety and competence. We debate the idea of implementing standardized cognitive tests for roles like the President. We agree tests should start earlier to avoid ageism but ensure those in positions of power can still perform mentally and physically demanding jobs. This insightful conversation tackles the complex issue of aging, ability, and when it's appropriate to reconsider someone's capacity to fulfill their duties. #ageism

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Audio? Ebook? Paper? What medium do you prefer? I have made all three options available (including me reading the book in the audio version!). Check out ways to slow down, pull out of the spin and get more time back for the leadership work you love in my book, found here: https://lnkd.in/ggQxQTjb

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