Janine Yancey

Open Org are looking for 500 of the worlds most progressive, passionate, pioneering people + culture builders as we continue to expand our intentionally capped community! Who should be in here? 👀 ✔ It's for you if... 👉 You're in a People & Culture role in-house 👉 Startup/scale up, roughly 20-1000 employees (not a deal breaker!) 👉 You want unreal levels of support, advice, guidance, on how to design, build, embed progressive ways of work 👉 You have a 'give back generously' mindset. You want to learn but you also want to contribute 👉 You're fed up with culture being de-prioritised by the business 👉 You believe transparency is the #1 level to pull to build org health ❌ A few reasons you might not like it here... 👉 You dont love engaging on Slack (We also use Notion, Gitbook, Luma, Zoom) 👉 You're take, take, take. We need folks who are prepared to give back generously and help others + we do a bit of co-creation from time to time! 👉 You're looking for traditional HR / People advice, or purely ER/Legal support We have 3 core community values here: 🖤 Give Back Generously 🖤 Be Excellent To One Another 🖤 Learn In Public These are about giving your time to others that lack time, resources & support, lifting others up, building confidence and giving reassurance & validation; something that most solo people leaders don't get, and also being brave enough to ask for help, learn out loud and lean on others. 🎁 Some of the things you'll get out of this... 👉 240 (& counting) of some of the best humans in People & Culture, in your corner, ready to help at a moments notice. 👉 Me & John, always online (Always!) to help, soundboard, advise over slack or coffee ☕ We are at your service. 👉 An incredible knowledge base across Notion & Gitbook which just keeps getting better and better 👉 Genuine connections with people you start to get to know properly because we're so small 👉 Monthly roundtables; recorded & shared too 👉 Monthly guest speakers. People Leaders, not thought leaders or pitchy platforms. I'm talking folks like Jessica Z., JooBee Yeow, PhD, Thomas Forstner, Jenn Bouyoukos, Luke O'Mahoney and some others planned! Ok, so this isn't a job ad, but I try to think a little like that when looking for people to join this community. We're being selective, targeted, and want to attract & repel the right people here. If the above gets you nodding, you should apply: www.openorg.fyi/community We'll be waiting in our little corner of the internet 🙂

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Profit participation units #ppu are popular in hollywood, legal and many professional service firms (at the Partner / Director Level). It's a underutilized pay tool in for companies who want to align incentives and share in outcomes, when equity is too complex to administer. See the latest blogpost on CandorIQ by Emma Biskupiak

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This has been my experience too, both personally and in observation of others. “Outside of popular anecdotes and social media stories, there is little evidence that a single, defined #Purpose is necessary for a rewarding career. In fact, it can be quite the opposite. It’s surprisingly common to go after what we think is our ‘purpose’ only to discover that we hate it. The evidence connects career satisfaction (or career happiness) to less lofty things like doing ‘what you like, prefer, enjoy’ and ‘what you are good at.’ Growth from exploration, curiosity, and lifelong learning has also been linked to career satisfaction. [DW: Read those 2 sentences again] So, if you feel like you don’t have a career purpose, don’t worry! Research has shown that doing what you are good at and using your developing strengths at work is associated with greater #Meaningfulness. Feeling happy and fulfilled at work ultimately relies on working toward a meaningful career. While the concept of purpose focuses on identifying a life goal, meaning is more about knowing the nature of your work matters to you or others in some way.”

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Employee terminations: they're a topic no one wants to discuss but that every company has to navigate. Thankfully, Melanie Naranjo and wonderful Ethena advisor (& Gusto's former People Leader) Jess Yuen are tackling this tricky topic for the next Ethena webinar. Register if you want to learn more about these topics: How to pressure test whether or not termination is the right course of action Best practices for communicating termination decisions How to minimize risk and choose the best course of action when things get tricky Critical pitfalls to avoid

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Bill 190: Working for Workers Five – Questions and Concerns Bill 190, the "Working for Workers Five," was tabled on May 6, 2024. While acknowledging addressing telework and the OHSA will be necessary, I have some concerns and questions about section 3 of this Bill: 1. Why didn't the Government define "telework" in the OHSA, how is it different from "remote work"? 2. Who is responsible for the care, control, and responsibility of the physical conditions of an employee's home office? What about potential renovations, to make it safe—is that the employer or the employees responsibility? 3. What if the employee refuses to make or keep the "tele" workplace safe, could the employer order them back to the office for their own safety? 4. Does the "tele" workplace area include the entire residence, such as the kitchen, bedroom, and outdoor spaces? (lands and appurtenances) 5. Can employers conduct impromptu workplace inspections in private homes? 6. Is there a defined time frame for when a worker is considered "at work" in their home office, what about after-hours work they might catch up while watching Netflix is it still the employer's responsibility? 6. Who handles workplace violence and harassment assessments in home offices? 7. How does this apply to employers' responsibilities regarding domestic violence in telework settings? 8. How do the changes align with section 54(2) of OHSA on Entry to Dwellings? An inspector can only enter a dwelling with consent or a warrant. So how is an employer going to comply? In my opinion, "it would be a reasonable precaution" to have greater clarity from the Ministry of Labour before this becomes law and should be struck from the Bill until further consultations take place. This ambiguity has to many loose ends, adds confusion to the Act, conveys an undue burden on the employer, and potentially affects employers' liabilities and their ability to comply.

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10 Things we've done for our Open Org Members over the last few weeks... 📖 Employee Handbook Build ⭐ Career Site Messaging & Positioning 📄 Compensation Philosophy Review 🌱 How to define the role of a Manager 🔮 Creation of a Transparency Philosophy ❤️ Annual Health-Check via our Open Culture Framework ⚙ Internal Workshop Design 📊 People Metric Benchmarking via peoplemetrics.fyi 💰 Becoming Pay Transparent 🎁 EVP Discovery & Activation Getting to work with companies & people leaders on things like this, all with the goal of building healthier, more open, transparent places of work is AWESOME 🖤 #Transparency #OpenOrg #PeopleOps

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🌟 Webinar Announcement: "Sensitive and Creative Interventions and Responses to Sexual Harassment" 🌟 I'm excited to share that PlutoLMS, in partnership with Thusa Consulting, will be hosting a crucial webinar on effective interventions and responses to sexual harassment in the workplace. We've invited leading experts and co-founders of Thusa Consulting, Jeanne Bodenstein and Sanja Bornman, to provide their insights and practical solutions on this sensitive yet vital topic. Why This Topic? As someone who deeply values creating a positive and inclusive workplace, I recognise the profound impact that sexual harassment can have on individuals and organisations. When I founded PlutoLMS, it was with the vision of not just providing learning solutions but also equipping Clients to address the real-world challenges that they face. Sexual harassment is one such challenge that demands our attention and action. The Importance of Policies and Training Having clear policies and procedures is essential in defining what constitutes unacceptable behaviour and establishing the steps to make and address complaints. These policies are the backbone of a safe workplace where employees feel protected and valued. Training is the key to bringing these policies to life. By educating employees and management on recognizing, preventing, and responding to harassment, we foster a culture of respect and accountability. We can never learn too much about this topic because it is so critical to human integrity in the workplace. I'm so excited for Jeanne and Sanja to help us understand how we can operationalise the theory around this subject. It's through continuous learning and open dialogue that we can ensure a harassment-free environment for everyone. Join Us I invite HR professionals, managers, and anyone committed to creating safer workplaces to join our webinar. Our guest speakers from Thusa Consulting will share their expertise and practical strategies that can make a significant difference in your organisation. Registration link: https://lnkd.in/eQv-hKJh Link to details: https://lnkd.in/eGJR4gEY Let's come together to learn, discuss, and implement effective strategies to combat sexual harassment. Register now to be part of this critical conversation and make a meaningful impact in your workplace.

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Today, SHRM announces an important shift in our approach to Inclusion and Diversity. "Effective immediately, SHRM will be adopting the acronym "I&D" instead of "IE&D." This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society This is part of an announcement from SHRM (link in the comments)." I'm curious if you agree or disagree. To make it an anonymous poll, please fill out the google doc. Your response is totally anonymous, but I may use it in an article. You can, of course, also comment here. https://lnkd.in/g_vPqzMD

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Carl Gould dives into the hot topic: "Are non-compete clauses dead?" 💼💥 Don't miss this insightful interview where Carl explores the future of employment contracts and what it means for YOU! Tune in to get the latest scoop and expert analysis. 📺✨ #CarlGould #NonCompeteClauses #EmploymentLaw #CareerAdvice #MustWatch https://lnkd.in/ehkK3R69

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Is your company EAP getting the job done? While EAPs are valuable, they may have limitations in addressing bereavement. Companies should complement EAPs with dedicated bereavement support to ensure comprehensive care for employees during times of loss. Why? Generic Nature of EAPs: Employee Assistance Programs are typically designed to address a broad spectrum of personal and professional issues. The generic nature of EAPs means that the support provided may lack the specificity required to navigate the intricate and sensitive terrain of bereavement. Lack of Tailored Bereavement Support: Bereavement is a unique and deeply personal experience. EAPs, with their generalized approach, may not offer the tailored support needed to address the complexities of grief. This lack of specificity can leave employees feeling underserved during a time when personalized assistance is crucial. Limited Duration of Support: Bereavement is not a one-size-fits-all process, and grieving periods can vary significantly among individuals. EAPs often provide short-term assistance, and the limited duration may not align with the prolonged nature of the grieving process. Employees might find themselves without the ongoing support they need. Inadequate Time Off: While some EAPs may offer counseling services, they may not address the need for dedicated time off to grieve. A bereavement policy should go beyond counseling and provide employees with the space and time they require to navigate through their grief without the added stress of work responsibilities. Limited Coverage for Family Relationships: Bereavement policies ideally should cover a range of relationships beyond immediate family members. EAPs may not always recognize the diverse nature of family structures and relationships, leaving some employees without the support they need for non-traditional losses. Limited Integration with Company Culture: Bereavement policies, when integrated into a company's culture, showcase a commitment to employee well-being. EAPs, being external programs, may not seamlessly align with the values and culture of the company, potentially leading to a disconnect in the support provided. Neglect of Practical Considerations: Beyond emotional support, bereavement policies should address practical considerations such as time off for funeral arrangements, estate matters, and other logistical aspects. EAPs may not always encompass these crucial components of bereavement support.

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How Mozilla turns a profit and protects privacy! Eric W. Muhlheim, CFO at Mozilla, sits down with me this week. Eric provides a wealth of insights about the significance of being a thought partner to leadership, a role that transcends traditional financial oversight to actively shape strategic decisions. Some key discussion points in the podcast include: - Eric’s career path from Disney to - Mozilla as CFO, highlighting his entrepreneurial experiences and technology focus. - Mozilla’s unique business model as a hybrid of a for-profit and nonprofit company, relying on partnerships and search revenue to fund its mission of keeping the internet free and open. - Mozilla’s strategies for revenue diversification, including privacy-preserving advertising, affiliate marketing, and direct-to-consumer products like VPNs and privacy tools. - Eric’s approach to budgeting, cost management, and financial decision-making at Mozilla, balancing sustainability and profitability with the company’s nonprofit mission. - Mozilla’s focus on open-source AI development to ensure transparency and accountability, and the potential risks of AI being trusted too much. - Eric’s personal interests, including home brewing beer, and the parallels between his CFO role and his hobbies. Make sure you listen to our latest podcast: https://lnkd.in/gQkjcHyj You can also listen to this podcast episode on:  - Apple Podcasts: https://lnkd.in/d7ZhuJH - Spotify: https://lnkd.in/eS6qVjVH Why not subscribe there today? That way, you never miss an episode!

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🎙️ New Episode Alert! 🎧 Join us for an enlightening conversation with the dynamic Jen Lee as we explore "Innovation in the Legal Industry". In this episode, we delve into: -Breaking away from traditional legal norms while maintaining ethical standards. -Innovative legal frameworks reshaping the industry. -Meeting the growing demand for legal services in unconventional markets and underserved communities. -The transformative impact of COVID-19 on the legal landscape. Don't miss out on this episode's invaluable insights! Listen now: https://lnkd.in/g9qFX73e #Podcast #LegalInnovation #BusinessDevelopment #LegalTech #ClientCentric #LawyerLife #RevolutionizingLegalModels

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Can you believe we're this deep into May already? This month is running away from me at pace; My calendar is full of 1:1 coaching. The topics we're covering? Executive presence, impact, gravitas, and storytelling. I'm also hosting several workshops with law firms, life sciences, fashion, and retail organisations on leadership communication. My diary fills up fast, but if you feel your organisation would benefit from any of the above, do drop me a message. Let's chat. #Leadership #Communication #PersonalBranding #HybridWorking

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If you've never worked with me, here's the latest offering I have on the topic of accountability. It's a BIG topic that sometimes brings up BIG feelings! Learn the framework of restorative accountability and meet with me for group coaching sessions as you move through the material!

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Fantastic article by our Co-Founder and VP of Operations, R. Michelle Tyler, on compassionate leadership. She has taught me a great deal on this in the few short years we've worked together and I think everyone could benefit by taking a page out of her book. Check it out below!

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As we approach month-end, a friendly reminder: Please submit all outstanding timecards! A familiar message, but why are timecards so crucial? Timecards do more than track utilization—they're vital for your company's financial performance. Here's how: ++ Fixed Fee Projects ++ Timecards help your accounting team estimate each project's percent completion. This calculation is crucial for recognizing revenue accurately. For example, if a project is sold for 1,000 hours at $180/hour, totaling $180,000, each hour you record directly impacts revenue recognition. With 154 hours recorded, you'd recognize 15.4% completion, equating to $27,720 in revenue. Missing timecards mean potentially unrecorded revenue, affecting your financial targets. ++ Time and Materials (T&M) Projects ++ Here, timecards directly impact cash flow. Using the same project parameters, if 154 hours are worked but not recorded, your Billing team can't invoice $27,720 to the client—directly affecting both revenue and cash flow. While tracking every hour might seem tedious or like micromanagement, each entry plays a crucial role in your company's financial health.

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First time Founder: “What does HR even do anyway?”  Second time Founder: “Pull up a chair, my friend. Get comfy..." 🥁 👀 🧯 Extinguish crises born from executive decisions 👩‍⚖️ Handle delicate conversations with lawyers ⚖ Conduct performance reviews with precision 💰 Navigate the complexities of pay reviews 💸 Manage the fallout from pay and performance evaluations 🌱 Support and guide managers through challenges 😩 Address employee burnout and mental health concerns ❤️ Offer unexpected help and support when it’s needed most 📣 Draft critical communications that others should handle 🍹 Plan and execute engaging social events 🤝 Identify and hire top talent 🚪 Tactfully manage terminations 🎓Develop and deliver impactful training programs 👋 Seamlessly onboard new employees 🎁 Roll out comprehensive benefits packages 🎉 Remember and celebrate employees’ milestones ✈ Coordinate travel logistics for the team FYI, some of these things shouldn't fall on HR. But they often do all this (and more) while being one of the most burnt-out, under-resourced, and undervalued functions in the business. People & HR folks...Open Org appreciate's you 🖤 #PeopleOps #HR #Appreciation #Burnout

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Perhaps it could have been worse, if SHRM had eliminated DEI completely. I guess I'll take D&I over nothing, and yet, the decision by SHRM to eliminate "equity" is disappointing and demonstrates a deficiency in their leadership. While It is important to offer alternatives to HR specialists and businesses that meet their goals, there is no need to cede the high ground. This "high ground" is an approach that helps organizations achieve better reputations, higher productivity and retention rates. . Additionally, ,it cedes power to the most skeptical and ignores the members that still advocate for equity. Frankly, it's a shame. Does SHRM’S Removal Of ‘Equity’ From Inclusion, Equity And Diversity Point To A New Strategy Or Signal Something Much Bigger?

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