DNA Partners’ Post

Hiring in North Jersey

As a kid I knew it was time for bed when the trumpet for the "Corrie" credits played. 🎺 Hearing it again last night had me thinking. What kind of workplaces do these seem like? - Without the random murders and drama that come with living in a UK Soap. Coronation Street 🏘 Warm, Friendly and inviting atmosphere Everyone has been there for decades No growth, maintains regular clients, just continues on as is Emmerdale 👨🌾 All the employees live on the same road, all socialize outside of work Initially hostile to outsiders, new staff take a while to find their feet People leave after a few years for a bigger more dynamic company EastEnders 🏙 Difficult hiring process and very unwelcoming to new hires New staff every week, incredibly high turn over rate Fast moving business, lots of growth but some hard low periods Hollyoaks 🚨 Absolute marmite, Staff either love or hate working there The management are all new and out of their depth, everyone else has been their for years Recent explosion is business, really leant into social media I'm sure there are some I have missed here, I mean the real question, does anyone actually watch hollyoaks? Ellie Stephens Izzy White Dan Johnson Joseph Brace Kitt Drew-Wilkinson Charlie Snell Fin Brown Harry Sewell Chris Duggan David McMeeking #recruitment #recruiter #education #educationjobs #workplaceculture #officelife

new opportunity

Did I Miss an Opportunity to Support My Employee in Michigan? Answers: https://lnkd.in/gi5fgY36 #HRManagement #EmployeeEngagement #WorkplaceWellbeing Hey there! So, I’m an HR Manager in Michigan and I had quite a moment today. An employee came to me in tears, sharing how their manager made them feel like "just a cog in the machine." 😢 That really hit me because it highlights how essential it is for employees to feel valued and appreciated. Let me give you a quick recap: This employee just had their annual review, and while they smashed their sales goals—bringing in $2.2 million against a $1.5 million target—the manager told them they wouldn’t get a salary increase. Instead, they suggested a flexible work schedule that the employee found unacceptable. Now, this dedicated employee is seriously considering quitting. Losing someone like them would be a huge loss for our team! Here’s what I suggested: I thought it would be best for the employee to speak directly with their manager, expressing their feelings and negotiating more realistic goals and work conditions. But now I’m second-guessing my approach: 🤔 Should I have intervened more directly? 💼 Is...

During my job hunt, something I've noticed with some companies is the lack of consideration for the financial well-being of employees when offering mid-senior level positions. In regions like Manhattan and Los Angeles, where living costs are exceptionally high, a salary below the minimum cost of living standards can lead to significant challenges. A compensation package that doesn't cover basic needs may force employees to take on additional jobs or rely on credit, putting them at risk of financial instability. This can lead to long-term consequences such as damaged credit, increased mental stress, and overall financial insecurity. These challenges not only impact their quality of life but also hinder their performance at work, creating an unsustainable cycle of instability for both the employee and the company. #EmployeeWellBeing #FinancialHealth #SalaryFairness

Interim city manager in California abruptly resigns to prioritize her "personal safety and well-being." Interim city manager Michele Martinez is the seventh manager for the City of California City in two year and she only lasted 10 weeks. A day or so before her resignation, she was pushing for the city to hire a deputy city manager to help out with the workload. Martinez stated in her resignation letter: "I made a tough call to resign from my role as the interim city manager of California City. Although it was a challenging decision to make, recent circumstances have unequivocally emphasized the importance of prioritizing my personal safety and well-being." It has been suggested to me via private message that there is speculation that she may have been receiving threats from individuals in the cannabis industry. ---- If you are a city or county manager who will soon be looking to hire an assistant or deputy, please contact me to discuss an idea that I have. ---- Did you know that Micah Gaudet created the first and only #ChatGPT course for public sector employees? Learn more about it here: https://lnkd.in/eChdVBEC

Does the perfect role exist? Probably not. Every role has its negative aspects, and sometimes it can be difficult to identify whether these issues are a reason to leave, discuss with management/HR, or simply something you tolerate. If you'd like to have a confidential conversation about whether the issues you're experiencing are serious and/or isolated to your team or firm, or if there are opportunities in the market where they may not exist, then please get in touch with the Deacon associates team: Gideon Krotosky, Hugo Tang, Harry Austin (London), Peter Vrljic (Sydney) #careercounselling #legalrecruitment #deacon

Stepping into the role of HR Director years ago, I faced a palpable wave of mistrust. The union employees and their legal counsel harbored deep skepticism towards HR and leadership. The previous director's 'my way or the highway' approach had left a trail of broken relationships and a profound lack of trust. I knew that rebuilding trust wouldn't happen overnight, but I was committed to the journey. I started by actively listening to the union members' concerns, validating their feelings, and acknowledging past mistakes. Transparency became my guiding principle. I opened up communication channels, regularly sharing information, and involving the union in decision-making processes whenever possible. I made it a priority to be consistently fair, approachable, and reliable. Over time, the walls of mistrust began to crumble. The union members and their legal counsel witnessed firsthand that my actions aligned with my words. Open dialogue replaced silent resentment, and collaborative problem-solving became the norm. This experience taught me that trust is not a given; it's earned through consistent actions, open communication, and a genuine desire to understand and address the needs of others. It's the glue that holds relationships together, especially in challenging environments. As Stephen Covey said, 'Trust is the glue of life.' And I've learned that rebuilding it requires patience, empathy, and an unwavering commitment to creating a workplace where everyone feels heard, respected, and valued." #trust #leadership #communication #HR #laborrelations #relationships #inspiration #motivation

46 of the 50 largest US metro areas have added jobs over the last year! Fastest growing: Las Vegas (+3.7%), Salt Lake City (+2.7%), Indianapolis (+2.6%), St Louis (+2.6%), Miami (+2.5%) Slowest: Milwaukee (-0.6%), Memphis (-0.4%), Denver (-0.3%), Chicago (-0%), Baltimore (+0%)

Stepping into the role of HR Director years ago, I faced a palpable wave of mistrust. The union employees and their legal counsel harbored deep skepticism towards HR and leadership. The previous director's 'my way or the highway' approach had left a trail of broken relationships and a profound lack of trust. I knew that rebuilding trust wouldn't happen overnight, but I was committed to the journey. I started by actively listening to the union members' concerns, validating their feelings, and acknowledging past mistakes. Transparency became my guiding principle. I opened up communication channels, regularly sharing information, and involving the union in decision-making processes whenever possible. I made it a priority to be consistently fair, approachable, and reliable. Over time, the walls of mistrust began to crumble. The union members and their legal counsel witnessed firsthand that my actions aligned with my words. Open dialogue replaced silent resentment, and collaborative problem-solving became the norm. This experience taught me that trust is not a given; it's earned through consistent actions, open communication, and a genuine desire to understand and address the needs of others. It's the glue that holds relationships together, especially in challenging environments. As Stephen Covey said, 'Trust is the glue of life.' And I've learned that rebuilding it requires patience, empathy, and an unwavering commitment to creating a workplace where everyone feels heard, respected, and valued." #trust #leadership #communication #HR #laborrelations #relationships #inspiration #motivation