Megan Hansen, MSOD

To any of my introverted leaders, if you're looking for some advice on leaning into your superpower, check out this curated list of tips: #ForbesHumanResourcesCouncil https://lnkd.in/gVMiEGH4

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Well, hold on now.... here's the thing: In theory, 'culture add' aims to embrace difference, but blindly throwing strategies at the wall to see what sticks can screw up both organizational harmony and individual psychological safety. Hiring for 'culture add' may prevent a homogeneous environment, but without proper influence, misfits face disengagement and discomfort, ultimately failing both the person and the organization. Here are some potential pitfalls of Haphazard 'Culture Add': 1️⃣ Misaligned Values: Imagine a company where the leadership is curt and direct, but hires heart-led or servant leaders. It's not a match. It leads to confusion and conflict, not cohesion. 2️⃣ Voiceless Addition: Hiring a 'culture add' in a role with no real power is frustrating, futile, and ineffective. 3️⃣ Turnover: When people don't feel part of the culture and can't influence it, they're likely to leave. High turnover = high costs. 🔄 4️⃣ Unintended Exclusion: Without strategy, culture add can accidentally sideline the very voices it aims to amplify. Why invite guests to the party but not allow them dance? 🚷 5️⃣ Stress Over Synergy: Misfit without support leads to stress, not synergy. A strategic culture add ensures newcomers thrive, influencing change and feeling valued. It is also psychologically safe for that individual. Win-win.💪 🛠️ Here's the Nuance to Culture Adds: ✔ Identify Key Roles: Focus on roles with influence—leadership or otherwise. Ensure these positions can champion and mold company culture and have actual power and autonomy- not just on paper. ✔Prepare the Ground: Before introducing new elements to your culture, ensure the organization is ready to support and integrate these differences effectively. ✔Support and Retain: Offer robust support systems to ensure that those who are culture adds feel heard and valued. Ex. Mentorship, Sponsorship, ERGs,: Regular Feedback Loops, Training, Coaching and Counseling, Transparent Career Pathways. This isn't just good ethics, a favor, or a nice thing to do- it's actually good for business! So please, if you're really not ready to embrace the "culture add" please do not invite someone into your space if you are not prepared to do the work, give them a voice, and ensure their safety. Keep that "culture fit" for now. Trust me, that person doesn't want to be "added" if you don't have your stuff together. #HRStrategy #Leadership #CultureChange #CultureAdd #CultureFit #DEIBJ

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Partnering with All Pro Recruiting (APR) for your next important hire amplifies the benefits of performing due diligence. Here's why: Expertise and Experience: All Pro Recruiting brings years of experience and industry expertise to the table. They understand the nuances of the recruiting process and have a proven track record of successfully matching top talent with leading organizations. Extensive Network: All Pro Recruiting has a vast network of professionals across various industries. This network allows them to tap into a pool of qualified candidates who may not be actively seeking employment but are open to new opportunities. Personalized Approach: All Pro Recruiting takes a personalized approach to recruiting, taking the time to understand your company's unique needs, culture, and goals. They tailor their search to find candidates who not only meet your technical requirements but also align with your company's values and vision. Comprehensive Screening Process: All Pro Recruiting conducts rigorous screening and assessment processes to ensure that only the most qualified candidates are presented to you. This includes evaluating technical skills, experience, and cultural fit to hedge your bet on your next hire. In summary, performing due diligence in hiring is essential for making informed decisions and mitigating risks. Partnering with All Pro Recruiting, LLC. further enhances this process by leveraging their expertise, extensive network, and personalized approach to find the perfect candidate for your organization's needs.

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This is a great site for anyone keeping an eye on US labor markets. Strong wage growth is a major factor contributing to elevated inflation, making it crucial to track timely and detailed labor data. Check out this link for up-to-date (and publicly available) information on US labor markets, as well as a few other primarily European countries. #uslabormarkets #wagegrowth #inflation

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While attention on well-being in the workplace continues to increase (YAY!), I’ve kept my eye on “carewashing,” a term for organizations implementing superficial or one-time quick fixes to check a wellness box. Yes, fun perks can be nice additions to established programs, but you won’t move the needle for your team unless you invest in long-term, sustainable benefits and initiatives that consider the whole employee. #wellness #carewashing #HR

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HR's journey from worker advocacy to relentless cost-cutting has been quite the ride. Remember when HR was all about nurturing talent and keeping unions at bay? Well, those days seem like ancient history. Over the years, economic turbulence pushed HR into a cost-slashing frenzy. But guess what? The pendulum is swinging back, and it's time for HR to reclaim its role as the champion of employees. Picture this: a job market so tight it squeaks. Unemployment rates have been rock-bottom, and productivity growth is crawling. With stress levels soaring and workplace demands rising, employees are burning out faster than a cheap candle. Recent strikes and walkouts, like those at Kaiser Permanente and CVS, are screaming for change. HR can't keep pinching pennies and expect to keep their best people happy. We need to shift our focus back to taking care of our people – and fast. Despite CEOs recognizing the importance of their workforce, many companies are stuck in old habits. Real wages are barely budging, promotions are like unicorn sightings, and lack of career development is driving people to quit. HR can be the hero here by showing leaders the true costs of their outdated practices. Imagine the impact when they realize high turnover costs more than a fancy new coffee machine! Remember, a happy employee is a productive employee. HR's mission? Get leaders to see that treating employees well isn't just nice—it's crucial for business success. It's time to make work fun again and remind everyone that a company’s greatest asset is its people. Let's bring back the heart in HR! #humanresources #HBR

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As of January 1, 2024, most California employers are required to provide employees with leave for reproductive-related loss. This new law extends bereavement leave, enabling employees to take up to five days of protected leave following a reproductive loss event. Supporting employees through such difficult times can be challenging. Here are some tips to navigate this sensitive issue.

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Think about all of the parts of practicing HR Management: 👨‍💼 Human Nature 📔 Company Policy & Procedure ⚖ Legal Compliance 📊 Analytics 😎 Culture (in every sense of the word!) ➕ All of the other nuances of working with people... It is an impossible request to know everything about everything! Ask, research, listen, and collaborate! You don't have to do this alone! Also, shout out to Susan Crowder for being an incredible HR powerhouse during my time working with G&A Partners! #HumanResources #PEO #PeopleAndCulture

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After overhauling Workday’s internal mobility programs in 2022, we saw a huge boost in internal hiring and retention of top performers. My colleague Inna Landman shares how we did it in this interview with Human Resource Executive. #InternalMobility #FutureofWork #WDAY

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Read this amazing insight by Skima.ai to streamline your high-volume recruiting processes, and build thriving workforces. Use AI to power your DEI programs, and build a diverse workforce that positively impacts your business bottom line. #hrtech #hr #recruitment

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Check out the ultimate tool for mastering talent management, our newly unveiled People Power Index. Gain deeper insights into where to focus targeted efforts to strengthen your organizations agility, stability and growth! #talentmanagement #ahriaconsulting #transformingwork

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Some of my thoughts on SHRM’s recent deprioritization of the equal footing of equity and inclusion.

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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As the workforces ages these types of benefits can help employees retain top talent with vital institutional knowledge.

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Join me tomorrow if you're free! I am honored to present on this DEIBA panel. *Creating Safe Spaces & Engaging DEIB ERG Communities* Many small businesses understand the significance and need for diversity, equity, inclusion, and belonging groups in their workforce, yet falter at how to get one started, maintain momentum, and truly ensure it is a safe space. In this panel presentation, we’ll discuss the true essence of a DEIB ERG, steps and measures to ensure it is a safe space for sharing, learning, and growing, define intersectionality, and talk about practical ways to incorporate safe spaces in a remote and hybrid world. Celia García Pérez is a second generation Chicana activist, SHRM certified HR Consultant and mother of three. She brings her full authentic self to her work, living DEIA in her professional and personal activities. With a master’s degree in Ethics, Peace and Global Affairs she is passionate about issues of justice, employee wellness, and family friendly workplace policies. Ms. García Pérez has primarily contributed to non-profit, education, and healthcare sectors. In addition to HR & DEIA consulting she also works in FamTech, serving as VP of HR and Operations for Abulé. Abulé is a comprehensive, culturally diverse multi-generational care village that makes it easier to find, manage and/or provide a range of family care tasks. Their vision is to help moms working in and outside of the home create inclusive villages of support to avoid burnout. Michael Hathway SHRM Certified Professional | Sr HR Business Partner at ADP Michael Hathway is a seasoned HR consultant with a passion for developing inclusive workplaces and optimizing employee engagement. As a Senior HR Business Partner at ADP, Michael champions bold and innovative ideas. Recognizing the need for open dialogue, he established "Partners In Progress," a safe space for unpacking real-world DEI topics through crucial conversations.  Michele Greene is currently head of Customer Marketing at Vercara. She has 25+ years of experience in Marketing from companies such as AOL, Verizon, and Verisign. She has been involved in DEIB all throughout her career and is passionate about ensuring everyone has a seat at the table. Michele received her Bachelor of Science in Biology from Virginia Commonwealth University in Richmond, VA. She lives in Loudoun County and enjoys reading, traveling, blogging, and mentoring the next generation. Moderator: Nakisha Dixon is the Vice President of Human Resources for Vercara and President of The Dixon HR Foundation. She is committed to and passionate about designing inclusive organizations.   Register for this meeting: https://lnkd.in/gzFR4Q7A  Meeting ID   973 7020 8058 Passcode 099829 Wednesday Apr 17, 2024 ⋅ 12pm – 1pm (Eastern Time - New York) SHRM certification credit (1 hour) eligible.

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Employers - Great article from Fisher Phillips on potential changes for employers if PAGA reform becomes law! What Should You Do? Employers should monitor the legislation to keep track of whether these groundbreaking changes become law. You should immediately commence processes and take “reasonable steps” for your organization to avail yourselves of these welcome changes. This includes updating your handbook, conducting audits, and training your employees. You should also immediately consult your legal counsel to ensure that the processes are consistent with legal obligations. We will continue to monitor these fast-moving developments and provide updates as necessary, so make sure you are subscribed to Fisher Phillips’ Insight System to get the most up-to-date information. 

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