Brakke Search’s Post

Yesterday, I had the honor of moderating a thought-provoking panel at the #AHPInternationalConference, discussing one of today’s biggest questions: “Attracting and Retaining Talent: Compensation or Culture?” Our brilliant panelists—Nancy Bussani (CommonSpirit Health), Anne Rasmussen, MBA,CFRE (PeaceHealth), Harvey Green, FAHP, CFRE (WellSpan Health), Susan Dolbert (City of Hope), and David L. Flood (Intermountain Health)—brought such valuable insights to the table: ☑ Culture as the Key to Retention: Nancy highlighted how aligning personal values with organizational culture creates lasting retention. ☑ Human Touch in AI Hiring: Dave reminded us that AI must serve humanity, not replace it, ensuring hiring stays respectful and dignified. ☑ The Power of Personal Stories: Harvey encouraged leaders to move beyond the resume, embracing each person’s unique career journey. ☑ Creating Belonging from Day One: Anne emphasized purpose-driven hiring and development, fostering belonging and growth. ☑ Assessments as a Hiring and Retention Tool: Susan advocated for using assessments to inform hiring decisions while also trusting your instincts completely. I’m grateful to these leaders for sharing their “aha” career moments, from managing generational needs to asking the right “stay questions” that help teams thrive. If you’re hiring, consider this: Are we building an environment people truly want to stay in? #LeadershipDevelopment #WorkingGenius #BryantGrp #TeamPerformance #ExecutiveSearch #moxie #runwithscissors #uncommononpurpose

Being "first-generation" doesn't end at graduation. Navigating the corporate landscape as a first-generation professional comes with unique challenges and opportunities. I came across this article by Martha Burwell and Bernice Maldonado that sheds light on these experiences and offers valuable strategies for companies to better support this vital segment of the workforce. As we push for more inclusive workplaces, it's essential to recognize that socioeconomic background plays a significant role in shaping professional paths and experiences. From navigating corporate jargon, to finding community, to battling self-doubt and imposter syndrome -- first-generation professionals can journey through many unique hurdles. Are you a first-generation professional who can relate? What types of support have you found beneficial? https://lnkd.in/gi38DZAX

“…The larger truth is that professional dreams can be incredibly limiting, particularly at the start of our work lives. When we enter the workplace convinced that we already know what we want to do in a specific field and are committed to it at all costs, we’re saying, in essence, that there is very little left for us to learn, discover or be curious about. That nothing else could make us happy or fulfilled. But we can’t dream what we don’t know, and the world of “I don’t know” is expanding. According to the World Economic Forum, roughly a quarter of all jobs may be “disrupted” in the next five years. This level of change requires us (at any career stage) to be more open to new options, not less. Even the so-called safe routes may not be all that safe… This truth about “follow your dreams” highlights a companion lie and truth: We may be told “know your worth,” but the truth is you need to ‘work on your worth’….” Bonnie Hammer is vice chair at NBCUniversal. This essay is adapted from her new book, “15 Lies Women Are Told at Work: and the Truth We Need to Succeed,” published by Simon & Schuster on May 7.

The "Talking About That Generation" article in Corporate Board Member outlines Generation Z's focus on meaningful interactions with brands and their demand for purpose in their work life. Restaurantware, LLC’s initiatives align with this shift, pushing us to consider the food industry's role in leading corporate America towards more sustainable practices and comprehensive employee well-being efforts. The focus transitions from traditional benefits to addressing mental health and sustainability concerns, reflecting the priorities of our environmentally conscious workforce. #FoodIndustry #GenZ #WorkCulture

Employers supporting employees "outside of work" and why this is important In this worklife article by Todd Katz, MetLife speaks to the importance of supporting employees outside of work (link to article in the comments below). "Between the pressures of day-to-day life, compounded by macro-level stressors, many employees are understandably overwhelmed — and some are even caught in a state of permacrisis, the word coined for the feeling of persistent crisis." Examples given from MetLife’s research suggests that "employers can respond ... by providing employees with mental health resources and employee assistance programs and creating a supportive culture and an empathetic environment that promotes work-life balance." What if an employer also offered employees an opportunity to be in a conversation about their destiny? What could that mean for an employee to explore flow and their right place in the organization? What if they could experience more ignition? Jill Taylor ✨ and Daniel Goodenough are offering a one-of-a-kind unique experience in their upcoming course where individuals will be able to design new ways of thinking, being and doing for a future that's a calling them. #hr #hrtraining #employeeengagement #hrbenefits #idealpresence

With forward-thinking partners like Pillsbury Winthrop Shaw Pittman LLP and our unique data-driven, human-centered approach to caregiver support, our team has been able to help others make incredible strides in employee well-being: ✅ At Pillsbury, the attorneys who participated in Keep Company had a significantly reduced turnover rate — 2x lower than the industry average — saving the firm millions of dollars in potential attrition costs. ✅ Since partnering with us, another global law firm has seen 3x less attrition than the industry average. Our latest case studies are available to download and filled with actionable insights into how we're improving wellbeing, boosting retention rates, and helping leading organizations create lasting cultures of productivity — one employee at a time. 🔗 Are you a law firm manager or a people leader? Dive into our case studies to start unlocking new strategies for your own team TODAY: https://bit.ly/4c0Eunv #LawFirm #EmployeeWellbeing #KeepThe73

Thank you, Amy Gobel of the Alliance for Responsible Capitalism, for a well-researched piece on Gen Z concerns and #corporatepoliticalresponsibility as a key factor in any company's talent strategy. As most executives are too aware, we are in an era when tectonic shifts in major systems (natural, geopolitical, regulatory) are driving business outcomes more than individual company competencies. In light of this, companies would be wise to view employees' concerns about big societal issues -- including climate and sustainability -- not as distractions, but as a source of foresight, a window into the critical systems issues where business has an interest in long-term solutions. See what you think! Russ Forthuber Anne L. Kelly Steven M. Rothstein Todd Miller Alison Taylor Jackie Padgett Deirdre Walsh Jennifer Stark Jenny Vaughan Elizabeth Sheldon Mahlet Getachew Michael P Oxman Lisa Sanchez-Corea Simpson Richard Roberts Alberto Alemanno Chris Adamo Thomas (Pat) Maloney Hugh Welsh Amy Meyer Tom Lyon Terry Nelidov Charlene Zietsma

A culture of well-being. Little did I know, that when I left Hawaii Pacific Health because I could not respect the decision of the incoming HR Director, that it would become the theme of how I practice my business today. I was a single mom with no job lined up, three months worth of savings, and a whole lotta faith. I refused to take a role because I was desperate for income. I would wait until the right position came along. With one last mortgage payment left in my savings, two opportunities presented themselves. One was with a transportation company and the other was with a health and wellness company. I chose the latter because I aligned with the energy better. Healthways changed my life forever. The people I met, the pioneers in the culture they created (with the science and technology they had partnering with the Gallup organization) proved healthy employees resulted in higher engagement and profit. This was in 2009. I grew as a leader, and it gave me the courage to start my business full-time in 2017 because any HR role in Healthways after that paled in comparison. I'm forever grateful to the amazing team I worked with, the mentors, and brilliant minds which were collected there. Thank you for allowing me to begin my journey of changing the world, one person at a time. Ben Leedle Beth Keyser Mary S. Flipse Ann Kent Alfred Lumsdaine Anna Michaels Sandra M. Vincent MBA,PHR,SHRM-CP Dan Buettner Dean Ornish, M.D. Linda Morrison Craig Petty Scott Sivik #Culture #Integrity #Innovation #Pioneer #HumanResources #HR #Leadership #Strategy #Health