Hacking HR

HR is hard. I love HR. HR is hard. I love HR. HR is hard. I love HR. Repeat... ad infinitum.

HR is constantly solving problems, but when was the last time someone asked if HR was okay? HR is the first call when employees are burned out, disengaged, or struggling. HR is the go-to when layoffs happen, crises unfold, or leaders need damage control. HR is expected to mediate, support, fix, and absorb the emotional weight of the workplace. But here’s the hard truth: HR is running on empty. ?? Who supports HR when they’re the ones holding everything together? ? HR professionals are expected to protect psychological safety, while sacrificing their own. ? HR is asked to prioritize employee well-being, while working through unrealistic demands. ? HR is told to drive engagement and retention, while being excluded from key business decisions. ?? HR professionals aren’t superheroes. They’re humans navigating an impossible balancing act. And yet, no one asks HR how they’re doing. ?? HR burnout is real. ?? Compassion fatigue is real. ?? The emotional toll of managing layoffs, conflicts, toxic leadership, and broken cultures is real. So, let’s flip the question: Who is taking care of the people who take care of everyone else? ? Are leaders actively supporting HR, or just expecting them to handle it all? ? Are companies investing in HR’s development, or just piling on more responsibilities? ? Are HR professionals advocating for their own mental health, or just absorbing the stress? HR deserves the same care, support, and resources that they provide to the workforce. ?? HR professionals, what’s one thing you wish people understood about the reality of working in HR? Let’s discuss. ?? ?? Repost to remind leaders that HR is human too. ?? Follow Hacking HR for bold conversations on the future of HR.

?? A new Daily Jam newsletter is dropping tomorrow — and if retention, career development, and continuous learning are on your 2025 priority list, this one’s for you! Here’s a sneak peek at what’s inside: ? Why Professional Development is the New Retention Superpower 94% of employees say they’d stay longer if their employer invested in their growth — yet too many companies treat learning like an afterthought. Tomorrow’s issue shows how top employers make career development part of the culture — and their retention strategy. ?? Deloitte’s Continuous Learning Model in Action We’re breaking down Deloitte’s proven framework for embedding learning into every stage of the employee experience — helping you connect development to career growth, engagement, and retention. ?? Inside Abbott’s Retention-Focused Development Programs Abbott’s multi-year rotational programs, mentoring initiatives, and leadership development tracks have driven 75% retention rates among program alumni — with over 500 graduates moving into leadership roles. Learn how you can apply these same strategies to future-proof your talent pipeline. ?? What You’ll Learn Tomorrow: ?? How to embed learning into daily workflows ?? The key metrics to track learning’s impact on retention ?? How to build a Continuous Learning Dashboard that ties learning, mobility, and engagement together ?? Subscribe now to get the full edition of HR Leaders’ 3-Step Continuous Learning Roadmap straight to your inbox tomorrow: https://bit.ly/3XspXf0 #DailyJam #CHRO #ContinuousLearning #TalentDevelopment #EmployeeRetention #FutureOfWork

?? A new Daily Jam newsletter is dropping tomorrow — and if retention, career development, and employee engagement are on your radar, this one’s a must-read! Here’s a sneak peek at what’s inside: ?? How Abbott Uses Development to Drive Retention With structured rotations, leadership mentoring, and career coaching, Abbott’s development programs have helped 75% of participants stay long-term — and over 500 alumni have moved into leadership roles. ? Learning = Loyalty: How Development Fuels Retention Top talent isn’t just looking for a paycheck — they want a clear path to growth. Companies that embed continuous learning into the employee experience don’t just build skills — they build loyalty. In fact, 94% of employees say they’d stay longer if their employer invested in their career development – and career development is a top retention strategy for organizations, according to LinkedIn research. ?? Deloitte’s Continuous Learning Model See how Deloitte’s proven 3-step framework helps companies align learning to every stage of an employee’s career, from onboarding to leadership development — making professional development a key driver of retention. ?? What You’ll Learn Tomorrow: ?? How you can embed learning into your daily workflows ?? The key metrics you need to prove learning’s impact on retention and engagement ?? How you can champion learning and development to keep top talent ?? Subscribe now to get the full edition straight to your inbox tomorrow: https://bit.ly/4iotVO6 #DailyJam #CHRO #ContinuousLearning #TalentDevelopment #RetentionStrategy #ProfessionalDevelopment #FutureOfWork?

?? Workforce planning isn’t about filling jobs, it’s about securing the future of your business. Too many organizations react to talent shortages instead of predicting and preventing them. They focus on headcount instead of capability. They hire for immediate needs without thinking about future skills. And then, when disruption hits… ? They scramble to hire talent they could’ve developed. ? They panic when key leaders leave without a successor. ? They fall behind because they failed to anticipate the workforce shifts ahead. ?? Workforce planning isn’t just HR’s responsibility, it’s a business survival strategy. ? Do you know what skills your workforce will need 3 years from now? ? Are you balancing hiring with internal upskilling? ? Are you tracking which roles will be disrupted by AI and automation? ?? If you’re not planning for the workforce of the future, you’re already falling behind. Swipe through this Workforce Planning Checklist to ensure your talent strategy is built for long-term success, not short-term survival. ?? What’s the biggest workforce planning challenge your company faces? Let’s discuss. ?? ?? Repost to help HR leaders build smarter, future-ready workforce strategies. ?? Follow Hacking HR for expert insights on talent strategy and the future of work.

?? Performance reviews were meant to drive growth. Instead, they’re driving people away. Let’s be honest, most performance reviews don’t develop talent. They rank, judge, and create stress while offering little real growth. ? High performers get generic praise, but no meaningful development. ? Struggling employees receive vague feedback, but no real support. ? Managers focus on rating employees, not helping them succeed. ?? The worst part? Performance reviews often: ?? Reflect recency bias, rewarding those who performed well in the last 3 months instead of the full year. ?? Measure how well someone self-promotes rather than their actual impact. ?? Feel like a compliance exercise rather than a meaningful career conversation. And then we wonder why engagement is dropping and turnover is rising. ?? Here’s the reality: A broken performance review system doesn’t just fail employees, it fails businesses. When feedback is ineffective, growth stalls. When growth stalls, top talent leaves. ? Does your company provide continuous, real-time feedback, or just a once-a-year formality? ? Are managers actually coaching employees, or just handing out scores? ? Is performance linked to career development, or is it just about bonuses and raises? HR leaders must rethink performance reviews if they actually want to drive impact. ?? Swipe through these 10 ways to transform performance management into a real driver of growth, retention, and engagement. ?? What’s the biggest flaw in traditional performance reviews? Let’s discuss. ?? ?? Repost to challenge outdated performance management. ?? Follow Hacking HR for bold insights on the future of talent development.

The CHRO role has never been more critical. It’s no longer just about managing HR—it's about driving business success through people, culture, and innovation. But what sets the best CHROs apart? ?? Here are 5 essential secrets that high-performing CHROs use to lead with impact and influence: ? Strategic Business Acumen ? Change Leadership ? Talent Development Mastery ? Cultural Stewardship ? Curiosity & Adaptability ?? Ready to take your leadership to the next level? Check out our Global Chief People Officer certificate program?? ?? https://lnkd.in/ezeJXh6m

?? Day 5 of the March Recognition Challenge! ?? Every team has that one person you can always count on when you must meet a deadline and who is always willing to offer support or just be there when it matters most. Today, recognize someone you can always rely on. Tag your rock at work and give them the appreciation they deserve! ???? #EmployeeAppreciation #RecognitionChallenge #WorkingParentsRock #Kudos Kudos?

Join us Today for Day 2 on March 5, 2025! Leadership in 2025: Adapt, Empower, Succeed The leaders of tomorrow aren’t those who avoid change—they’re the ones who embrace it, lead through it, and thrive in it. ?? Can your managers inspire confidence in uncertainty? ?? Are your teams built for collaboration, innovation, and real results? ?? Is leadership agility a strength—or a weakness in your organization? If leadership isn’t evolving, your business isn’t either. ?? That’s why Day 2 of the Leadership & Manager Development Summit is all about building resilient, adaptable, and people-first leaders who can unleash team potential and drive sustainable success. ?? Here’s What’s on the Agenda – March 5, 2025: ?? Leading Through Change with Confidence – How to build resilient leaders for an uncertain future. (07:00 - 07:40 AM PT) ?? Building High-Performing Teams – The power of collaboration for innovation, productivity, and results. (07:45 - 08:25 AM PT) ?? The Inclusive Leadership Imperative – Creating a culture of inclusion, belonging, and equity. (08:30 - 09:10 AM PT) ?? Emotional Intelligence in Leadership – How EQ strengthens influence, resilience, and performance. (09:15 - 09:55 AM PT) ?? Leadership Agility – Adapting, innovating, and leading through uncertainty. (10:00 - 10:40 AM PT) ?? The workplace is changing. Leadership needs to change with it. Will your leaders be ready to guide, inspire, and build the future? ?? Join us on March 5, 2025. Register now! ??https://lnkd.in/geiP5uKH ?? Repost to help shape the next generation of leadership. ?? Follow Hacking HR Events for more game-changing insights.