PeopleWorX

1:1s are an art form, and mastering them can transform your team dynamics. I recently reflected on some advice from a mentor (shoutout to Ed Robinson) that shifted how I think about these conversations: ?? Ask Open-Ended Questions: Instead of leading, I try to ask questions that give people room to express themselves fully. “What’s your biggest challenge right now?” is so much more powerful than “Is everything okay?” ??? Embrace the Awkward Silence: Silence isn’t the enemy. It's an invitation. Giving space after asking a question can often bring out insights that wouldn’t surface otherwise. ?? ‘Tell Me More’ Is Magic: When a team member shares, sometimes it’s not about moving on or jumping to solve the issue. It’s about prompting them to share more. “Tell me more about that” or even acknowledging, “That sounds frustrating”, can be all they need to open up. ?? Don’t Rush to Fix: Sometimes, being heard is what a person needs most. Offering solutions can come later; first, let them be fully heard. I’m curious: How do you approach your 1:1s, and what advice or strategies have worked well for you? Let’s exchange ideas and make our teams even better together! ?? Remember, its an art, it takes time and practice. #stilllearning #Leadership #TeamManagement #1on1Meetings

Spotting candidates who may be relying heavily on AI tools during interviews can save employers from costly hiring mistakes. Here are some signs to watch out for: ?? Employer Alert: How to Spot a Candidate Using AI During an Interview ?? AI has made interviewing more complex, and while it can be helpful for candidates preparing answers, some over-reliance could mean they aren’t bringing authentic experience or insights. Here are a few red flags to watch for: 1?? Generic Responses: If a candidate provides textbook-perfect answers that feel a bit too polished or off-topic, they may be AI-assisted. Ask specific follow-ups that require personalized examples or on-the-spot thinking. 2?? Lack of Depth: If they struggle to dive deeper into answers or can’t elaborate on “their” accomplishments, it may indicate they’re repeating pre-generated content. 3?? Peculiar Pauses: If you notice an unusual delay before they respond, it could be a sign they’re consulting an AI tool mid-interview. 4?? Inconsistent Eye Contact: Watch for repeated glances away from the screen. While interview jitters are normal, consistent, rapid shifts might suggest the candidate is referencing AI notes. 5?? Odd Language Choices: Listen for phrases that are unusually formal or robotic, especially if they clash with the candidate’s natural speaking style. How to Test for Authenticity: Ask "Tell me about a time..." questions that demand specific details from their career history. Use role-play scenarios to assess how they react in real time. Don’t be afraid to dig into technical or strategic questions that require a candidate to apply knowledge on the spot. Remember, we’re in an era where AI will be part of the interview game—but knowing when it’s a crutch vs. a helpful tool is key for hiring success! Have you come across candidates you suspected were leaning on AI a bit too heavily? Drop your thoughts below! ??

?? Big News for Employers: The Latest FLSA Ruling Has Major Implications! ?? On July 1, 2024, we braced for big changes when the FLSA increased the Salary Exempt threshold to nearly $59,000, with a second bump set for January 1, 2025. This was a push to expand overtime protections for salaried employees. However, on November 15, 2024, the U.S. District Court for the Eastern District of Texas threw out this regulation, citing overreach by the Department of Labor. Here’s what happened: The Court’s Reasoning: The DOL was said to have overstepped by effectively turning exemption into a salary-only test. The ruling emphasizes a procedural error, meaning any future changes must comply with the Administrative Procedure Act. Ruling Impact: The July and January threshold increases are officially dead in the water. But wait—it’s not over! ?? What Now? With the new administration on the horizon, it's unclear if this ruling will be appealed. And remember, state laws can enforce stricter regulations than federal law. So, we may see states stepping up to implement their own protections. What Should Employers Do? Pause on any planned salary increases tied to compliance. Convert fixed-hour stipends to hourly if needed. Audit your salaried employees' Duties Test. Maintain a robust timekeeping system for ALL employees. Here’s why #3 matters: Inadequate timekeeping records and mishandling the Duties Test could land you in hot water with fines and back pay for overtime. The Duties Test determines if your employee truly qualifies as exempt—and trust me, many small businesses miss the mark. The bottom line? Stay prepared. Even if this regulation is struck down, states or the federal government may still push forward with increased audits. ?? Stay informed, stay compliant, and keep a close eye on this evolving situation! #FLSA #HRCompliance #OvertimeProtection #EmployerTips #LaborLaw

?? Big News for Employers: The Latest FLSA Ruling Has Major Implications! ?? On July 1, 2024, we braced for big changes when the FLSA increased the Salary Exempt threshold to nearly $59,000, with a second bump set for January 1, 2025. This was a push to expand overtime protections for salaried employees. However, on November 15, 2024, the U.S. District Court for the Eastern District of Texas threw out this regulation, citing overreach by the Department of Labor. Here’s what happened: The Court’s Reasoning: The DOL was said to have overstepped by effectively turning exemption into a salary-only test. The ruling emphasizes a procedural error, meaning any future changes must comply with the Administrative Procedure Act. Ruling Impact: The July and January threshold increases are officially dead in the water. But wait—it’s not over! ?? What Now? With the new administration on the horizon, it's unclear if this ruling will be appealed. And remember, state laws can enforce stricter regulations than federal law. So, we may see states stepping up to implement their own protections. What Should Employers Do? Pause on any planned salary increases tied to compliance. Convert fixed-hour stipends to hourly if needed. Audit your salaried employees' Duties Test. Maintain a robust timekeeping system for ALL employees. Here’s why #3 matters: Inadequate timekeeping records and mishandling the Duties Test could land you in hot water with fines and back pay for overtime. The Duties Test determines if your employee truly qualifies as exempt—and trust me, many small businesses miss the mark. The bottom line? Stay prepared. Even if this regulation is struck down, states or the federal government may still push forward with increased audits. ?? Stay informed, stay compliant, and keep a close eye on this evolving situation! #FLSA #HRCompliance #OvertimeProtection #EmployerTips #LaborLaw