Hilary Cleaver, MBA, SHRM-CP, MLT (ASCP)’s Post

Last night I was reflecting on the first half of my career with an ex-colleague in HR. And interestingly enough, we both settled on the same thing for our “biggest lesson”. The fact that, it’s not the job of HR to make employees happy. (That’s not to say we don’t care or don’t want too). But our job is to help build a thriving, successful business. At the start of my career, I made it my goal to make sure we did “fun” things in the office. My thinking was that it would: a) Attract and retain employees. b) Create a fun, lively environment. c) Make everyone in the office feel happy. But over time, my perspective started to change. I realised that our job as HR is to support the business, its needs and the company’s overall vision. And by doing so, we then create an engaged and positive culture that people want to work for. (One that genuinely supports the business and helps to drive it forwards). So this is not to say that HR is against having fun or is anti-happiness. It’s quite the opposite. ↳ We’re here to make sure everyone in the business can thrive. Which arguably doesn’t just benefit the business, but benefits staff, customers and the company’s future too.

Dear HR Professionals, In the realm of Human Resources, we're often the unsung heroes, diligently ensuring the gears of organizations run smoothly. But amidst our dedication to others' careers, let's not forget to advocate for our own. Why? Because we are the architects of workplace culture, the guardians of employee well-being, and the catalysts for positive change. Our expertise and insights are invaluable, and it's time we recognize our worth. Advocating for our careers means seeking opportunities for growth, pursuing professional development, and championing our achievements. It means standing up for fair compensation, demanding respect, and carving out paths for advancement. Remember, advocating for ourselves isn't selfish; it's essential. By investing in our own growth and fulfillment, we become even more effective champions for those we serve. Let's lead by example and show the world the true power of HR. So, to my fellow HR professionals, I urge you: advocate for your career, empower yourself, and watch as you transform not only your own trajectory but also the organizations you serve. 💼💫

Tarachand Verma Great insights, Thx! You've hit the nail on the head. While a competitive salary is definitely important, it's the intangible aspects of a job that truly make a difference in employee retention. Creating a positive work culture where employees feel valued and supported is crucial. It's the sense of belonging and camaraderie with coworkers that fosters loyalty and commitment. Flexible work arrangements, recognition programs, and a sense of purpose all contribute to creating a fulfilling work environment. Additionally, providing opportunities for learning and advancement is key. When employees can continuously learn, grow, and take on new challenges aligned with their career aspirations, they are more likely to stay engaged in their roles. As employers, we need to recognize that money alone won't retain top talent. Investing in building a vibrant culture and providing avenues for growth and development will go a long way in fostering employee loyalty and long-term success. Let's keep in mind that while money may attract talent initially, it's the culture, people,

It's often said that people join a job for the paycheck, but they stay for so much more. Culture, colleagues, and growth opportunities play a pivotal role in employee retention. While competitive salaries are undoubtedly important, they're just one piece of the puzzle. What truly keeps employees engaged and committed to their roles is the sense of belonging, the camaraderie with coworkers, and the potential for personal and professional development. A positive work culture, where individuals feel valued, supported, and empowered, fosters loyalty and commitment. It's the intangible perks like flexible work arrangements, recognition programs, and a sense of purpose that make all the difference in creating a fulfilling work environment. Moreover, the opportunity for learning and advancement is a powerful motivator. Employees are more likely to stay in a job where they can continuously learn, grow, and take on new challenges that align with their career aspirations. As employers, it's essential to recognize that while competitive compensation is important, it's not the sole factor in retaining top talent. Investing in building a vibrant culture, nurturing relationships, and providing avenues for growth and development is key to fostering employee loyalty and long-term success. So, let's remember that while money may attract talent, it's the culture, people, and opportunities that ultimately make them want to stay. #EmployeeRetention #CompanyCulture #CareerDevelopment

Of course! While a job's pay or benefits may be what first draws someone in, other elements, such as the business culture, the connections coworkers make, and the chances for advancement, are what keep employees motivated and involved in their workplace. A friendly and pleasurable work environment is facilitated by a healthy work culture, which also promotes a sense of fulfillment and belonging among employees. Moreover, chances for growth, learning, and skill improvement help sustain workers' motivation and commitment to their jobs over time. Beyond monetary remuneration, these elements work together to support job satisfaction and employee retention.

Did you know that 41% of employees who have quit their job did so because of lack of career development and advancement opportunities, while 94% of workers were more likely to stay at a company longer if it invested in their career development? Creating an employee development plan (EDP) is essential if you want to hire the best talent, retain your employees, and ensure high performance. Read our guide to learn how to create an effective EPD👇 https://lnkd.in/drc4tRaG #development #epd #employeedevelopment

🌅 Summer Wrap-Up: Closing the Season Strong with HR Excellence 🌅 As summer winds down, it's time to reflect on the progress we've made and ensure we're positioned for a successful transition into the fall. Here are key HR goals to focus on as we close out the season: Evaluate Performance: Review mid-year performance metrics and identify areas for improvement. Use these insights to set clear objectives for the remainder of the year. Boost Employee Morale: Plan end-of-summer events or initiatives to reenergize your team and recognize their hard work during the busy season. Fine-Tune Recruitment Strategies: Assess your summer hiring efforts and refine your approach to attract top talent as you prepare for fall recruitment drives. Revisit Learning & Development: Ensure that your training programs have equipped your team with the skills they need to thrive. Consider adding new courses or workshops based on emerging trends. Prepare for Year-End Planning: Start laying the groundwork for year-end reviews, budgeting, and goal-setting. The more prepared you are now, the smoother the transition will be. At Skyline HR Solutions, we’re committed to helping you end the summer on a high note and set the stage for a successful fall. Let’s make the most of these final summer weeks! 🌞 #SummerHR #PerformanceReview #EmployeeMorale #Recruitment #HRConsulting #YearEndPlanning

Amidst today’s continuing talent scarcity, ongoing skills gap and troubling trends, such as the ‘great resignation’ and ‘quiet quitting,’ many employers are struggling to acquire and retain the talent they need. These factors also come at a time when meeting fluctuating consumer demands is more important than ever. #randstad #staffingsolutions #staffingsupport https://lnkd.in/d8hdG3Bm

The Great Resignation may be in the rearview mirror, but that doesn't mean organizations should rest on their laurels. So what should HR teams do when turnover is low? According to Lauren Geer, senior vice president and chief human resources officer of IAC, now's the time to focus on: • Succession planning • Enhancing your value proposition • Revisiting employee benefits • Investing in culture and learning What would you add to the list? #HR #HumanResources #GreatResignation

Getting Ahead (Part 1): To Stay or Not to Stay...That is the Question From an employee's point of view, is it more advantageous to stay with the same company or move from company to company throughout one's career? Check out the article below for some considerations. Stay tuned for Part 2 which discusses the same subject from an employer's point of view. If your organization needs help with HR strategies, policies or procedures, contact www.KGroHR.com.