Leader Labs’ Post

Just read an article in the #NewYorkTimes about HR's challenges post-pandemic. While I appreciate the the opinion, I respectfully disagree with its overall characterization of HR. And actually agree with Josh Bersin that "It's good click-bait for the NYT to write these pieces" without much data or a deeper dive. Yes, our function has areas to improve - as does any other. But now is actually the best time to be in HR. We're at the forefront of shaping the future of work, driving organizational culture, and championing employee well-being. That absolutely comes with challenges. The article touches on some valid pain points, but I believe many issues stem not from HR itself, but from poor business leadership that fails to leverage HR strategically, or invest in it, and not demanding better leadership across the ranks. HR professionals: What's your take? Let's have an open dialogue about elevating HR's impact and addressing these challenges head-on. #HR #FutureOfWork #Leadership #HRfunction #CHROs #Humancapitalmanagement #employees https://lnkd.in/ebEmfbSy

As HR professionals, we know that our work is as rewarding as it is challenging. The recent article from The New York Times highlights the complexity and strategic importance of our roles in today's evolving workplace. HR is not just about policies and procedures; it's about people. We navigate intricate workforce issues, support employee well-being, and drive organizational success. Talent acquisition, a critical part of HR, is about finding and nurturing the right talent to propel our organizations forward. Yet, if we don’t lean in and assert our value, we risk being dismissed or undervalued. Today, as workforce challenges loom large, we must think strategically. It's crucial for HR leaders to be proactive, innovative, and deeply engaged in shaping the future of work. Let's continue to champion our roles, highlight the joy and impact of our work, and ensure that the value of HR and talent acquisition is recognized and celebrated across all organizations. #HR #HumanResources #TalentAcquisition #WorkplaceStrategy #Leadership #FutureOfWork https://lnkd.in/ePd5sKuK

Some of the worst performance I see among sr management teams is in supporting Human Resources. No surprise HR has the highest employee turnover. I hear a lot about “culture” these days, but little recognition of the central role HR plays in building and enriching it. A build to this good David Segal The New York Times article - perhaps the biggest HR culture crusher: endless reorganizations. If you’re wondering why your company’s culture feels sucky right now, take a hard look at the quality of strategy & support you’re providing your HR people - that is, before they quit. https://lnkd.in/efEsKDSj #HR #Humanresources #culture #leadership

One of the most glaring failures I've observed among senior management teams is their chronic lack of support for Human Resources, resulting in alarmingly high turnover rates within the HR department. It's baffling how often we hear about "culture" while simultaneously witnessing a blatant neglect of HR's essential role in cultivating and sustaining it. As David Segal pointed out in his New York Times article, relentless reorganizations are a key factor in eroding HR culture. If you're experiencing a decline in your company's culture, it's crucial to evaluate the level of strategy and support extended to your HR team—before they decide to leave. Corporate America, it's time to wake up and recognize that HR is the backbone of your organization's culture and deserves proper investment and respect. #HR #ToxicCulture #HRisTired #CorporateCulture #HRMatters #SupportHR #WorkplaceCulture #CorporateAccountability

This is the second article I've come across this week highlighting the unique challenges faced by HR professionals. The last line captures the essence of their struggle: 'Many grapple with the divided allegiances that are built into the department’s design. They also bristle at the invisibility of their best work. When HR lays off employees, word gets around. When HR prevents layoffs, nobody knows.' Having worked closely with HR departments and leaders for years (but in an external role), I've seen firsthand how much these professionals strive to be seen as a trusted source of support. Yet, they often find themselves torn between fostering trust with employees and fulfilling their responsibility to the company. Ideally, these roles shouldn’t have to conflict, but the reality is far more complex. How can HR professionals navigate this delicate balance to build genuine trust and safety within their organizations? #humanresources #hr #hrchallenges #leadership #companyculture

Discovering the Realities of HR: A Must-Read Perspective I just read a compelling article from The New York Times that offers a unique glimpse into the lives of HR professionals. Here are my top three takeaways: 1. Diverse Work Experiences: Every HR professional has a unique journey. If you haven’t experienced burnout in HR, that’s great! But for those who have, remember you're not alone. Different environments can impact us all differently. 2. Challenging the Stigma: There's a pervasive stigma around HR that needs to change. It’s almost become a cliché that when an HR professional enters the room, everyone has to be on their best behavior. We need to shift this perception and highlight the positive, supportive roles HR professionals play. 3. Promote and Support: HR professionals should actively promote each other. If you feel the behind-the-scenes work in HR isn't getting the recognition it deserves, it’s time to speak up and share your successes with the world. #humanresources #workplaceculture #hrinsights #hrprofessionals #leadership

People Desperately Need HR Now, and This Is Why Last week, I read an article in the Wall Street Journal that struck a chord with me. It sparked conversation about how HR is perceived, the role we play, and the challenges we face. As someone with years in this field, I understand all sides. But what truly matters is the well-being of our employees. We need them, and we need each other, at our best—physically and mentally. ❤️ I am passionate about creating an environment where everyone feels fulfilled. ❤️ My main takeaway from the article is that change has always been at the core of everything we do. This isn’t just a trend of the last four years—change has been constant throughout my career, impacting everyone differently. With the pace accelerating, it’s crucial to pause, regroup, and rethink our approach. HR’s role is more critical than ever. We’re not just sending memos; we’re the backbone during uncertainty. Whether it’s remote work rules, diversity and inclusion, or the Great Resignation, HR is at the forefront, balancing business needs with employee well-being. It’s okay to feel uncertain in the face of change—I've felt it too—but there’s no need for self-pity. Change is affecting everyone, not just HR. Instead of indulging in a pity party, we need to guide the way forward with resilience and purpose. I think about how doctors, lawyers, and engineers take oaths. Why shouldn’t leaders—business owners, corporate boards, executives—take a similar oath? We should commit to treating everyone with the respect and care those professions uphold. It’s something I strive for every day. The idea that "employees are our greatest asset" feels off to me. An asset is a line item, static and replaceable. Our people are the heartbeat of the company. Just like a body relies on its organs, companies depend on its people. Every employee is vital to our success! It’s time we treat all our employees with the humanity they deserve, providing them with care, and concern, and fostering trust. Let’s focus on them first. Employees Matter!

Unionization is on the rise. There has never been a better time for leaders to take the time to understand what strategic HR is and, more importantly, how to leverage the best HR leaders and teams for success. Most HR leaders will tell you that the best way to thwart organizational unionization is by engaging employees. EE engagement should be a key measure for ALL successful organizations.    If your HR people, who keep everyone else focused and happy, are unhappy, you have a problem. If the best HR pros are leaving the field. Corporate America has a problem.    Most HR frustration or ultimate burnout does not come from doing the HR work. The work fuels us because it is so impactful and has proven to produce results. Most HR frustration comes from the never-ending need to prove HR's worth to leaders who don’t understand despite deeply believing that they do. That philosophy may have worked for some companies for a long time. Times are changing. It seems dangerous to bank on that with future generations.    If your top HR leader is not reporting to the top leader, at the same title/level/comp as all other key functional leaders or involved in all key decisions, even if it does not appear to be about a policy or people, then your BOD and leadership probably don't know what strategic HR looks like.   If you have a CIO, CFO, COO, or other Cs but no CHRO, you have demonstrated HR's reduced value to your leadership, employees, and customers. They will behave accordingly. I'd bet my last dollar that you can see the impacts of this on your engagement scores and, ultimately, your financial results. This is taught in most MBA curricula, strategic HR studies, and business resources.   Pioneer leaders like Jack Welch, Herb Kelleher, and General Michael Abraschoff were radically successful due to their people and HR views. They embraced the fact that HR influence drives engagement, and engagement drives profitability.    If HR is devalued, people and quality are likely to be devalued. This will be reflected in quality, customer service, turnover, productivity, engagement, and financial results.    HR should have been the past. It is needed in the present and should drive our future. We all must live and thrive in a better place than society has offered over the last decade.    Leaders, let’s leave a legacy of growth through people by building a culture of empowerment and accountability. Embrace strategic HR. Let HR help you direct or sustain these values in your culture. #strategicHR #leadership #nextlevel  

Dr. Tomi here. As someone who loves HR, I found this article in the NY Times disheartening: https://lnkd.in/gUwhz9Dy. Are you an HR Professional feeling the same frustration? There’s a better way. With my experience as a General Counsel, overseeing HR, as the Director of Global Talent Development for Lee and Wrangler Jeans, and as a coach and consultant to Fortune 500 companies on HR projects, I comprehensively understand HR’s opportunities. I leveraged my experience to create a holistic solution for you: implement an HR big data strategy using the Emotional Intelligence 3.0 HR Platform. This platform empowers HR to simplify its approach to people and foster a healthy, high-performing culture. It makes extraordinary people and performance a reality. What does that look like? It starts with the EI3.0 Dashboard, which offers real-time data on the culture and its people through the semi-annual Cultural Diagnostic Assessment (CDA). It provides a culture snapshot twice a year, offering insights into the factors influencing organizational health and performance: employee engagement, employee stress, conflict type (constructive or destructive using the EI3.0 Collaboration Index), leadership and followership styles, and organizational maturity. The EI3.0 HR Platform also includes pre-hire assessments that you can use for every applicant to see if they are the right fit for the organization so you can know before you hire. It’s part of the platform cost so there is no nickel and diming you every time you want to use an assessment. When someone is hired, the EI3.0 Dashboard is updated with their information by the press of a button. The dashboard allows you to use real-time data to see who your high potentials are and where the conflict hotspots are in the organization. If you want the talent development module, it offers individualized development plans based on each person's results. Plus, you can use the year-over-year culture shifts captured by the dashboard to prove ROI for training and change initiatives. Who wants to be extraordinary? All you have to do is say yes. Ready when you are! #HR #Talent #Culture

The latest The New York Times article underscores the importance of addressing systemic issues within HR to improve both employee experience and the effectiveness of HR functions. It highlights the evolving role of HR in the post-pandemic world, with expanded responsibilities demanding agility and innovation. Misconceptions often arise when HR is seen as bureaucratic rather than as employee advocates. No longer confined to back-office functions, HR must actively brand and showcase its strategic contributions to combat these misconceptions. Ensuring visibility and recognition for HR's role in leading organizational change is crucial. As workplaces evolve, HR's proactive engagement is essential for supporting employees and aligning with organizational goals. This calls for a reevaluation of HR practices to ensure continuous evolution and alignment with both employee and business objectives. #HumanResources #ChangeManagement #FutureOfWork #HRInnovation #BusinessTransformation (views expressed are personal)