Sageview Consulting

Even as I constantly hear that hybrid work is going the way of the dinosaurs, I talk to people every day who are still doing it—not just in my role a at Sageview Consulting, but in my friendships and networking circles. But are they supposed to be doing it? That’s the question. The newest buzzword to hit the streets is “hushed hybrid.” HR Brew calls it “the fight between business leaders and workers who refuse to comply with return-to-office mandates.” And plenty of managers are turning a blind eye. If an employee is talented, productive, and a worthy addition to the team, it can be tough to double down on RTO mandates at the risk of losing them. But nurturing an environment where ignoring rules is the status quo is not a great look, either. The further we get from the pandemic, the less hybrid work seems like a “temporary fix” and the more it appears to be something that plenty of employees demand. #HRbestpractice #HRnews #hushedhybrid

Wondering how a particular company treats its employees? If you live in NYC, wonder no more. The city’s comptroller recently created a publicly available “employer violations dashboard” aimed at protecting the city’s workers from workplace exploitation. This interactive website tracks workplace violations in an effort to provide sheer accountability to the public. It highlights employers with the most significant violations in order to “advance corporate accountability, protect taxpayers, empower workers, and create a level playing field for responsible employers.” There are other ways to do your due diligence on a potential employer, of course, like Glassdoor, which invites employees to rank and review the companies they work for. Organizations like Sageview Consulting can also be good resources for “inside information.” I am curious, in your current job, did you do this sort of due diligence before accepting the role? Or did you simply go with your gut? And how did it work out?

The term “succession planning” is enough to bring a glaze of procrastination to even the most forward-thinking leader’s brain. Just staying on top of current work is hard enough. Thinking far into the future is exhausting. Yet, CEO succession planning is critical—and for many companies, succession planning should be applied to all C-level roles. This typically means identifying raw talent from the internal talent marketplace and cultivating it to positions of greatness. As a recruiter, of course, I don’t benefit from companies that build internal succession plans. Yet, I do support them. More directly, I support filling the roles left vacant when succession plans succeed. If you have an open role in your organization, reach out today. I have 12+ years of experience and can help land the talent to support and magnify your succession planning efforts. #successionplanning #HRbestpractice #usearecruiter

Is the era of hybrid work officially over? Last month, Amazon announced that all its employees would return to the office full-time in 2025. PwC stated it will start tracking the location of its UK employees in January to enforce its in-office attendance policy. And in the first half of this year, 58% of employees were in the office on Mondays—up 8% from the year before. We’re definitely trending back to the office, but as a VP at Sageview Consulting, I still talk to plenty of leaders and hiring managers whose companies support some form of hybrid work. I also talk to a lot of job seekers for whom remote or hybrid work is an important factor in their ultimate decision. And if they can’t secure solid work-from-home days, they at least demand flexible hours so they don’t have to do the strict 9-5 commute every day. Ultimately, as a recruiter, I have to believe there’s a good cultural fit out there for everyone. Every company will have to make its own decision—and job seekers will be paying attention.

During these difficult days, we pray for a happy and sweet new year.

Six out of ten workers have quit a job because they didn’t like the company culture. This is an important metric to consider in your hiring, and as a hiring manager or HR leader, it’s crucial to invest time and resources into improving your company culture for just this reason. It’s true that the phrase “company culture” can be kind of vague. You may know your company struggles in this department—or at least suspect it based on personnel issues—but how do you fix it? Company culture always, always, always starts with leadership. How you and other leaders show up makes a huge difference in how your employees feel and whether candidates for open roles feel accepted into them. Sarah Langslow, executive coach and author of Do Sweat The Small Stuff, told Forbes that “micro-interactions” in particular really matter. Beyond company policies and internal workplace branding, micro-interactions truly create the day-to-day experience of employees. One example Langslow uses is the vague, last-minute meeting request from a supervisor—the work equivalent of a romantic partner saying, “We need to talk.” More transparency, intentionality in your language, and constructive critique—these are some of the hallmarks of good company culture that starts at the top.

No more excuses! September is officially “International Update Your Resume Month.” Not sure what HR square pushed this one through to official holiday status, but it’s a good excuse to turn your attention to that tedious task you’ve been putting off for so long. As a Vice President at Sageview Consulting, I know all too well how easy it is to put off resume updates. After all, there are only so many ways you can say the same thing. One thing to consider, as you’re updating your own, is that “relevant experience” does not just have to be about work history. You should also include things like: - Academic projects - Volunteer work - Pro bono services - Group activities - Publications and public speaking You never know when even your favorite hobby might move the needle on your resume. For instance, if you love photography or creative writing, be sure to mention it. You might catch the attention of a hiring manager who either shares a common interest or understands how your hobby might apply to the role in ways you haven’t thought of. #IntlUpdateYourResumeMonth

When it comes to succession planning, there are plenty of examples of mistakes out there. In 2013, Microsoft CEO Steve Ballmer announced he was eager to step down—but first, he had to find a replacement. Probably the wrong order of business? Yahoo has had nonstop CEO turnover since the 2000s, with many pundits blaming the company’s rapid downfall on poor succession planning. Starbucks, too, has yo-yoed wildly in finding the right successor for founder Howard Schultz. Just last month, the company announced yet another CEO shakeup, naming Brian Niccol, of Chipotle fame, to step into the role. Are these companies cursed? Or is it just poor succession planning? Just to cleanse the palate, let’s recall the superior succession planning done by Steve Jobs, who groomed Tim Cook so well for the role that when Jobs finally stepped down, just weeks before his death, he was famously able to hand over control with a single memo to Cook. Good succession planning, of course, starts with the right people in place. A consultant can help you find those people. Reach out to me at Sageview Consulting today to get started. #successionplanning

With the Great Resignation now firmly behind us, job seekers today are finding themselves jumping through hiring hoops to land coveted roles. According to Business Insider, people looking for new job are “facing new tests, more interviews, and months of waiting to hear back from prospective employers.” Of course, when you work with a professionals like those of us at Sageview Consulting, it changes things a bit. A recruiter can get you in the door, connect you with the right people, expedite the interview process and ensure the process flows along smoothly. If you’re looking for a new role, reach out today to get started.

Company culture always starts at the top. That’s why it’s so critical to hire the right leaders. When employees see their leaders activating motivated, engaged, curious and excited about work, they’re far more apt to feel that way themselves. In fact, a recent Wellhub report found that when C-Suite engagement is low (under 30%) in a particular project or program, average participation rate dips to 44%. So if engaged leadership starts with who you hire, where to start? As VP of Talent Acquisition at Sageview, I’m here to help. Reach out today to get started on your next big leadership hire. We have some really good opportunities!