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Hacking HR

Hacking HR

Human Resources Services

Flagstaff, AZ 895,432 followers

About us

At Hacking HR, we are POWERING the future of HR. Hacking HR is a global learning community of HR and business leaders, HR practitioners, vendors, consultants, and everyone else interested in learning, sharing, collaborating and advancing the HR profession. We focus on all the things at the fabulous intersection of future of work, technology, organization, innovation, people, transformation and the impact in HR, the workforce and the workplace. We want to create THE BEST HR that has ever existed with the goal to creating better organizations and a better world. We believe that "creating the best HR ever" will have a monumental impact on the humans at work. Better HR is better workplaces. Better workplaces is better employees. Better employees is humans that do better. Humans that do better means a better world. Join us in the journey! We have dozens of avenues for you participate!

Industry
Human Resources Services
Company size
2-10 employees
Headquarters
Flagstaff, AZ
Type
Partnership

Locations

Employees at Hacking HR

Updates

  • 🚨 Retention Red Flags Leaders Ignore Until It’s Too Late No one wakes up one day and suddenly decides to quit. Resignations aren’t impulsive, they’re the final symptom of a deeper problem that’s been ignored for too long. Most leaders don’t notice when top talent is disengaging. By the time they see the signs, the exit interviews have already been scheduled. The worst part? These warning signs are always there, leaders just fail to act. Here’s what to watch for before your best people walk out the door. 👇 🔍 10 Warning Signs That Your Top Talent Is About to Quit 1️⃣ They’ve Gone Quiet 2️⃣ They Stop Seeking Growth 3️⃣ Disengagement Replaces Initiative 4️⃣ Their Work Quality Shifts 5️⃣ They’ve Stopped Giving Feedback 6️⃣ They Withdraw Socially 7️⃣ They Show Subtle Frustration 8️⃣ They Start Using More PTO 9️⃣ They Push Back on Long-Term Projects 🔟 They Check Out from Leadership 🚀 How Leaders (and HR) Can Stop This Before It’s Too Late ✅ Start Paying Attention – If you only focus on engagement scores but ignore the people behind them, you’re missing the real story. ✅ Make Career Growth Non-Negotiable – If employees don’t see a future with you, they’ll start searching for one somewhere else. ✅ Have Stay Interviews, Not Just Exit Interviews – By the time you’re asking why they left, it’s too late. Ask what will make them stay. ✅ Fix Culture, Not Just Perks – Free coffee and happy hours won’t keep employees who feel unheard, unchallenged, or undervalued. ✅ Create Psychological Safety – If employees don’t feel comfortable sharing frustrations before they’re disengaged, they’ll bottle it up, until they walk. 📌 Bottom Line: Retention isn’t about counteroffers, last-minute fixes, or exit interviews. It’s about building a culture where employees don’t feel the need to leave in the first place. 💬 Which of these warning signs do you think leaders ignore the most? Let’s discuss. 🔄 Repost to help leaders recognize retention red flags before it’s too late. 🔔 Follow Hacking HR for more insights on leadership, culture, and retention.

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  • 🔹 Which of these steps is your organization prioritizing?🚀 Building stronger, more resilient leaders requires cultivating the right skills and mindset and creating a framework to help people and teams thrive. According to McKinsey, organizations that invest in leadership development at all levels outperform their competitors in agility, innovation, and long-term success. Here are 4 key steps to develop exceptional leadership capabilities: ✅ Create Leadership Factories: Build leadership pipelines beyond succession planning. ✅ Cultivate Continuous Learning: Encourage stretch roles, peer learning, and industry networking. ✅ Build Resilience & Balance: Prioritize well-being, mental health, and vulnerability as strengths. ✅ Implement Leadership Immersion Programs: Engage CEOs, foster cross-industry learning, and promote feedback-driven growth. 🎯 Want to dive deeper into leadership development? Join us at the Leadership and Manager Development Summit (March 4-6, 2025, Online & Free!) for expert insights on: ✅ Succession planning ✅ Leadership agility ✅ Emotional intelligence ✅ Building high-performing teams 📅 Register now and start shaping the leaders your organization needs! 🔗 https://bit.ly/4icfZXr #LeadershipSummit2025 #Leadership #ManagerDevelopment #PeopleDevelopment #LeadershipGrowth #HRLeadership #FutureLeaders #LeadershipStrategy #LeadershipTraining #HighPerformingTeams #SuccessionPlanning #LeadershipSkills

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  • A toxic culture doesn’t start in the breakroom, it starts in the boardroom. Culture isn’t built by ping-pong tables, motivational posters, or carefully crafted values statements. It’s built by decisions, behaviors, and leadership choices. Toxic workplaces don’t appear overnight. They grow in the small, overlooked moments where leadership prioritizes profit over people, silence over honesty, and control over trust. 💥 Here’s what toxicity actually looks like at the top: ❌ Leaders who say they want innovation, but punish employees for taking risks. ❌ “Open-door policies” that exist in name only, while retaliation for honesty runs rampant. ❌ DEI initiatives that live in PowerPoint decks, not in real hiring and promotion decisions. ❌ HR being told to focus on compliance, not culture, trust, or employee well-being. ❌ Performance management systems that reward toxic behaviors, because they drive short-term results. 📌 The result? Toxicity seeps down the chain. Employees don’t feel safe speaking up, challenging ideas, or being themselves. Engagement drops, innovation stalls, turnover spikes, and leadership blames employees instead of themselves. Culture isn’t a bottom-up issue. It’s a leadership accountability issue. 🔹 If your company is bleeding talent, ask: Are employees burned out, or are they being failed by leadership? 🔹 If engagement is low, ask: Are employees disengaged, or are they being ignored? 🔹 If HR isn’t driving change, ask: Is HR powerless, or being deliberately sidelined? 🚨 Here’s the truth: Your workplace culture isn’t shaped by what leaders say, it’s shaped by what leaders allow, tolerate, and reward. 💬 What’s the biggest leadership behavior that fuels toxic workplaces? Drop your thoughts below. 🔄 Repost to help change workplace cultures from the top down. 🔔 Follow Hacking HR for insights on leadership, culture, and the future of work.

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  • ⚠️ The Cost of Ignoring Psychological Safety People don’t just quit bad jobs. They quit cultures where they feel unheard, unsafe, and invisible. A fear-driven workplace doesn’t always look toxic from the outside. 🚫 It’s not just about yelling bosses or public shaming. 🚫 It’s the small, subtle behaviors that slowly silence employees, until they stop speaking up, stop engaging… and eventually, stop showing up altogether. Here’s how to spot the invisible barriers killing psychological safety in your organization, and what to do about them. 🔍 10 Subtle Signs Your Workplace Is Fear-Driven 1️⃣ Silence in Meetings – Employees hesitate to challenge ideas or ask tough questions. The loudest voices dominate. 2️⃣ Managers Control the Narrative – Employees feel they must "manage up" and say what leaders want to hear, not what’s real. 3️⃣ Failure Is Punished, Not Learned From – Mistakes are met with blame, not curiosity. People hide problems instead of solving them. 4️⃣ Micromanagement Thrives – Leaders don’t trust their teams, leading to excessive control and second-guessing. 5️⃣ The ‘Open-Door Policy’ Is a Myth – Leadership claims to be approachable, but employees fear repercussions for speaking honestly. 6️⃣ High-Performers Quietly Disengage – Talented employees stop offering ideas, no longer take initiative, and emotionally check out. 7️⃣ Innovation Stalls – Employees stick to safe ideas instead of proposing bold solutions, fearing criticism or dismissal. 8️⃣ Recognition Feels Political – Only those who agree with leadership or “play the game” get noticed and rewarded. 9️⃣ Turnover Tells a Story – People leave suddenly, and exit interviews reveal patterns of fear, burnout, or distrust. 🔟 HR Is Seen as a Compliance Function, Not a Safe Space – Employees don’t trust HR to advocate for them, they fear HR will side with leadership. 🚀 How to Fix It: Building a Culture of Psychological Safety ✅ Normalize Speaking Up – Actively encourage constructive dissent and reward employees who ask hard questions. ✅ Make It Safe to Fail – Shift from blame to learning conversations when mistakes happen. Ask: "What can we improve?" instead of "Who’s at fault?" ✅ Retrain Leaders – Equip managers with coaching skills to create trust and open communication, not fear-based compliance. ✅ Close the Trust Gap – Leaders should model vulnerability by admitting when they don’t know something or when they make mistakes. ✅ Measure Psychological Safety – Regularly assess whether employees feel safe sharing their thoughts, and act on the feedback. 📌 Bottom Line: If your employees don’t feel safe to speak up, take risks, or be themselves, your organization is hemorrhaging potential. And the worst part? You may not even see it happening, until it’s too late. 💬 Which of these signs have you seen in a workplace? Let’s discuss. ⬇️ 🔄 Repost to help create workplaces where people feel safe to contribute. 🔔 Follow Hacking HR for insights on building better cultures.

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  • 🚀 The Leaders Your Company Will Need Five Years from Now? They’re Already Here. The question is: Are you developing them, or are they slipping through the cracks? Most organizations don’t have a leadership pipeline problem, they have a leadership development problem. They assume top performers will naturally evolve into great leaders. But leadership isn’t just about hitting targets, it’s about vision, adaptability, and influence. 💡 The Real Challenge? Leadership isn’t learned in a classroom, it’s built through experience, stretch assignments, and mentorship. Yet too many organizations wait until a leadership gap appears before scrambling to fill it. By then, it’s too late. 🚨 Ask Yourself: ✅ Are we identifying high-potential employees, not just by performance, but by their ability to solve problems, navigate challenges, and inspire others? ✅ Are we giving them real leadership experiences before handing them a title? ✅ Are we preparing them for a role where success isn’t about individual contribution, but about empowering others? 🔥 Leadership Development Isn’t Optional, It’s a Survival Strategy. If you’re not actively building your future leaders today, you’re already behind. 📌 Save this checklist to build a strong leadership pipeline, before you need one. 💬 What’s the biggest mistake organizations make when developing leaders? Drop your thoughts below! ⬇️ 🔄 Repost to help others build stronger leadership pipelines. 🔔 Follow Hacking HR for expert insights on the future of HR and leadership.

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  • 🚨 New Daily Jam newsletter dropping today: Achieving RTO Success: Mission Over Mandates The shift is happening: 📊 63% of HR leaders report increased expectations for employees to spend more days in the office. 🏢 The challenge? Many employees still don’t see the value of returning. 💡 The opportunity? Companies that shift from mandates to meaningful in-office experiences will win the talent game. Today’s Daily Jam dives into: ✅ McKinsey’s 5 key practices for making RTO work without forcing attendance ✅ How Microsoft struck the right RTO balance—and what you can learn ✅ The leadership buy-in problem – why RTO fails when execs don’t show up 🔑 The future of RTO isn’t about compliance—it’s about culture, collaboration, and career growth. Learn how to get it right: https://bit.ly/3XhqzEd #ReturnToOffice #HybridWork #FutureOfWork #HRLeadership #EmployeeEngagement"

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  • 💡 Would You Work for Your Own Company? Imagine this, you’re job hunting. You research companies, check reviews, evaluate cultures, and weigh your options. Would your own company make the cut? 🔹 Would the mission inspire you? 🔹 Would the leadership impress you? 🔹 Would the culture feel welcoming, or would red flags start waving? Now, let’s take it a step further. 📌 If you had to go through your company’s hiring process today, would you accept the job? 📌 Would you feel valued, or like just another candidate in a sea of applications? 📌 Would the compensation, benefits, and growth opportunities excite you, or make you think twice? We often expect employees to be loyal, engaged, and committed, but are we offering them a workplace truly worth staying for? 🚨 Because here’s the hard truth: If you wouldn’t enthusiastically choose to work for your own company today, why should anyone else? 💡 The best companies don’t just demand loyalty, they earn it. The real test of a great workplace isn’t just how long people stay, it’s whether they’d choose to walk through the door in the first place. So, let’s be honest: Would YOU work for your own company? Drop your thoughts below. 👇 ♻️ Repost to challenge how we think about company culture. 🔔 Follow Hacking HR for more bold insights on the future of work.

  • 🚨 A new Daily Jam newsletter is dropping tomorrow—and if you’ve been following the RTO battle, you won’t want to miss it! Here’s a sneak peek at what’s inside: ✨ The RTO Leadership Crisis One-third of executives say they’ll quit if forced back into the office full-time. So why are so many companies still leading with mandates instead of mission? 💡 Microsoft’s Mission-Driven Hybrid Strategy Instead of enforcing strict RTO policies, Microsoft built a flexible, trust-based model—and it’s paying off in engagement, retention, and leadership alignment. 🏢 What You’ll Learn Tomorrow: ✅ The 5 key practices that make RTO work ✅ Why leadership buy-in is the biggest dealbreaker ✅ A deep dive into Microsoft’s hybrid model—and what companies can learn 📩 Subscribe now to get the full edition of "Achieving RTO Success: Mission Over Mandates" straight to your inbox tomorrow: https://bit.ly/3XfdXxm #FutureOfWork #HRLeadership #HybridWork #RTO

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