It’s the official start of summer…I know, it’s technically not, but who can we petition to have the day after Memorial Day be the official start?

I digress- it’s basically summer and I don’t know about you but I’m gearing up for some fun trips which means time off. Time off is not just a perk; it’s a necessity. It helps employees recharge, prevents burnout, and boosts overall productivity. When employees return from a break, they often come back with renewed energy and a fresh perspective, which can lead to more creative solutions and better performance.An Ernst & Young study showed that for every additional 10 hours of vacation time that employees took, their year-end performance improved 8%. There are additional statistics out there that I have to admit are pretty depressing when it comes to PTO in the US, but let’s stick to the positives and what we can do to embrace time off.

Pay Transparency Laws started working their way into policies in 2020 and since then, have been spreading across the country rapidly. They aim to foster transparency and fairness in the workplace by encouraging open discussions about compensation. This can lead to greater employee trust, morale, and engagement. While there are a lot of opinions about these laws, I personally, am a big fan. They force businesses to take a look at their pay structure, promote pay equity, AND save time in the interview process for both candidates and the business.

At the Philly SHRM Symposium this year I met my new favorite HR Consultant, Edy Penn. We instantly hit it off and every time we have spoken we have had passionate conversations about HR practices. I want to share our most recent conversation around Employee Engagement Surveys. Done the right way, these could be a great tool in your leadership toolkit, but it’s easy to not administer correctly.

Read on for excerpts from our conversation including tactical advice on how to implement these surveys!

I’m a naturally curious person and love asking friends, family, and even strangers, about their careers, passions and what they love to do. I’m always so inspired by those that have had unique journey’s and taken winding paths to get to where they are. Through a lot of these conversations recently, something that has come up with my peers that are in the middle of their careers is the topic of people leadership. Let’s be real, it’s not for everyone, but in most circumstances how do you grow within your company or even field, without becoming a people leader? This is something I’ve been thinking about for months and while I don’t necessarily have the answers, here are some ideas on how to solve for this.

My conversation a few weeks ago with Melissa Robinson-Winemiller, EQ via Empathy Coach and Consultant, was so rich with information and insight, I decided to share it in 2 parts. If you missed Part 1, check it out here.

In this second part we dig into retention, exit interview patterns, culture and discuss some action items for leaders! Let’s start with retention!

The talk of empathy is in the ether. Last newsletter we dug into the first half of my conversation with Melissa Robinson-Winemiller with the topic being Empathy in Leadership. I joined the board of Philly SHRM (Society for Human Resources Management) late last year, and yesterday, we had our annual Symposium where the theme was the Future of Work. Mental health, vulnerability, boundaries and, you guessed it, empathy, were front and center of these conversations. Now, I’ve been to many HR conferences in my day and I have to say, this was an inspiring glimmer of hope that the conversation is shifting to these categories.

I was recently connected with Melissa Robinson-Winemiller, EQ via Empathy Coach and Consultant who specializes in Empathetic Leadership. When I first heard her speaking about it I had chills- we connected immediately! Through a lengthy conversation about what leaders and employees can do to create an empathetic environment, she shared amazing education, statistics, and action items. Did you know that empathy in leadership can increase productivity by 87%*!!???

If you’re a small business owner you have probably hired a contractor to help out when things become too much for one person to handle. In many cases, as time goes on, small business owners will hire multiple contractors, some of which will end up working full time hours. At what point do you need to determine if your contractors are actually employees?

Navigating the hiring process can be a challenge, from awkward questions to prolonged silences, creating an unpleasant experience for both employers and candidates. Whether you're a seasoned hiring manager or embarking on your first recruitment journey, a well-thought-out plan is key to ensure you're bringing the best talent into your team. Crafting a seamless hiring process not only benefits you as the employer but also contributes to a positive experience for potential candidates. Let's dive into the essentials of building a successful hiring strategy!

As a business owner, your passion and ownership over your business set the tone for everything you do. Your success is intricately tied to the success of your business, creating a profound sense of purpose. Naturally, you want your team to share this sense of empowerment, ownership, and pride. The question then becomes, how do you lead them to that point?

Happy New Year everyone!

I took some much needed time between the holidays to disconnect and recharge, with hopes of starting the new year with a clear mind, and reignited inspiration. The beginning of the year is a fresh start but for some it can be anxiety-inducing with the pressure to move at full speed, trying to accomplish all the goals you have set for the year.

What if you paused and took a moment to go back to basics? Yes, it’s a great time to move full steam ahead, but you also want to make sure you are set up for success with your basics in line and intact.

What does that mean from a People perspective? Let’s focus on getting your team in order so you can start the year off compliant and organized.

Let's face it, the idea of investing in an employee handbook might not spark excitement. It's often perceived as a hefty 50-something-page document, a necessary evil that small businesses might put off or view as an overwhelming task to start from scratch. You might have some scattered rules in a Google Doc or dispersed policies in a shared folder, but are they up-to-date, and are your employees even signing off on them?

In the dynamic realm of Human Resources, we navigate through the intricacies of leadership, people development, challenging employee relations, and the unique art of recruitment. 🌟

But today, let's shine a spotlight on something seemingly more straightforward - compliance. 📋 Yep, good old compliance. That word might make you a tad anxious, thinking about all the hoops to jump through to keep your business on the right side of the law. Maybe it's something you'd rather not dwell on because, well, bandwidth can be limited, right? But there's always that lingering fear of a government agency knocking on your door, wanting a peek at those I9 files. 😰

Fear not, my fellow professionals, because there's a guardian angel in the HR world - the HR Consultant. HR audits are your trusty companion on this journey. They're like a flashlight in the dark, revealing not just problems, but lighting the path toward solutions. 💡

So, you might be wondering, "What's this HR audit all about, and how can it solve your compliance woes?" Well, let's embark on this enlightening journey together. 🚀 #HRCompliance #HRConsulting #NavigatingRegulations

Running your own business can be challenging, especially in times of tragedy. You may be grieving yourself, or frozen and unsure how to move forward. Some leap to action, and some withdraw. Whatever your natural tendency may be, it is still your responsibility as a leader and business owner to guide your team. Every individual handles grief, shock, fear and sadness differently- let’s explore some ways you can support your team.

My life currently revolves around a 4-month-old puppy. She's a sweet little mush, but also a crazy demon. I wasn't fully prepared for what having a puppy entails, but let's just say, I'm learning a lot! I'm starting to realize that this can apply to so many different areas, including relationships, and even people management!

So you’ve started your business and you’re at the point where you as one person can’t do all the work yourself. You want to keep growing your business but don’t know how to move forward! This is my favorite time to engage with a client. Hiring your first employee is a huge milestone but that doesn’t mean it isn’t completely terrifying. Taking on more responsibility can be hard, but hiring your first employee is also an extremely exciting time in your business. Let’s discuss some tips and tricks for hiring employee #1.

I'm writing this as the Northeast just had one of those fake-start-fall weeks. To me, fall feels like the real new year—a distinct sense of closure and new beginnings. It's my absolute favorite season, a time when I'm inspired to refresh and embark on new projects.

Fresh off an energizing business summit I'm ready to champion women's rights in the workplace. Let's ditch biases, offer family-friendly policies, embrace flexibility, and ensure equal pay. It's time for positive change! 🌟👩‍💼🔥 #WomenEmpowerment #EqualOpportunity

Conflict is an inevitable part of life, even in professional settings where we strive to foster harmony. The workplace, with its diverse array of individuals united by a common purpose, naturally becomes a breeding ground for differing opinions, perspectives, and approaches. As leaders, the responsibility falls upon us to embrace these differences and employ various strategies to facilitate productivity. While it might seem simple in theory, the reality is far from that. When conflicts arise, leaders can employ some tactics to address them effectively.