?? Exciting News! ?? We're thrilled to announce the release of our latest resource: "5 Key Strategies for Employers During the Election Season." This guide is designed to help businesses navigate the unique challenges of the upcoming election period with ease and confidence. Whether it's implementing comprehensive voting leave policies, encouraging respectful political conversations, or promoting an inclusive workplace culture, this guide covers it all. ?? Get your free copy now: 5 Key Strategies for Employers During the Election Season Don't miss out on these essential strategies to ensure a respectful, compliant, and productive workplace during the election season! #HRConsulting #LeadershipDevelopment #EmployeeEngagement #ElectionSeason #WorkplaceCulture #HRStrategies #PossibilitiesUnlocked
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possibilitiesunlocked.com
Possibilities Unlocked的外部链接
- 所属行业
- 人力资源服务
- 规模
- 2-10 人
- 总部
- Indianapolis
- 类型
- 自有
- 创立
- 2021
地点
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主要
获取路线
US，Indianapolis
Possibilities Unlocked员工
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Data-Driven Hiring | HR OnCall | Helping Businesses Build Stronger Teams & Smarter Leaders
I asked a business owner how they decide who to hire. Their answer? "I just go with my gut. If they seem like a good fit, I hire them." That "strategy" led to high turnover, performance issues, and a team that didn’t quite fit. I see this scenario all the time. Here’s the reality: Gut feel isn’t a hiring strategy—it’s bias in disguise. And relying on rehearsed interview answers doesn’t reveal how a candidate will actually perform on the job. With Talexes assessments, you gain data-driven insights into candidates' competencies, cognitive abilities, and work styles—helping you make informed hiring decisions. The wrong hire is expensive. Wasted training, low morale, and compliance risks add up fast. Good hiring isn’t about instincts—it’s about process. Talexes helps you build a structured, objective hiring strategy that ensures the right fit. Are you ready to take the guesswork out of hiring? Let’s talk. #HiringStrategy #TalentOptimization #SmartHiring #HRBestPractices #Recruiting
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Data-Driven Hiring | HR OnCall | Helping Businesses Build Stronger Teams & Smarter Leaders
Great leaders know how to communicate—but not in the way most people think. I saw this firsthand at my daughter’s first tumbling class. She was lit up with excitement, eager to learn, but what really caught my attention was how her instructor led the room. It wasn’t about barking commands or over-explaining. Instead, she: ?? Used micro-adjustments – Instead of long-winded corrections, she gave quick, precise cues. A simple “toes up” or “shoulders back” was all it took. Leaders, take note: brevity + clarity = impact. ?? Matched energy before redirecting – When my daughter was bouncing with excitement, her teacher didn’t shut it down. She matched her enthusiasm, then channeled it into focused movement. Leaders who try to “calm people down” before meeting them where they are often lose engagement. ?? Made feedback feel like an invitation – Instead of “That’s wrong, do it this way,” she’d say, “Try this and tell me how it feels.” The best leaders make adjustments a collaboration, not a correction. Leadership isn’t about being the loudest voice in the room—it’s about creating an environment where people want to listen, grow, and show up fully. What’s an underrated communication skill that’s made you a better leader???
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Data-Driven Hiring | HR OnCall | Helping Businesses Build Stronger Teams & Smarter Leaders
"I can fire them. We're an at-will state." "I can fire them. We're a right to work state." I hear this all the time. Business owners, managers—even some HR pros—think “at-will” or "right to work" means they have a free pass to terminate employees however they want. ?? Wrong. "At-will" employment still has legal protections. You can’t fire someone for discriminatory reasons, retaliation, or anything that violates public policy. Too many businesses learn this the hard way—when they’re facing a lawsuit. ?? And for the record: At-will and right-to-work are not the same thing. "At-will" employment means either the employer or employee can end the working relationship at any time, (but legal protections still apply). "Right-to-work" laws, on the other hand, prevent employees from being forced to join or pay dues to a union as a condition of employment. I hear these terms used interchangeably all the time, but they mean completely different things! Have you seen this myth in action? Drop a comment below! ?? #HumanResources #HRCompliance #EmploymentLaw #AtWillEmployment #RightToWork #SmallBusinessTips #HRforManagers #WorkplaceMyths #HRSupport #Leadership
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??Traditional performance reviews often fall short—but you can transform your approach to drive real results for your business. ?? Annual performance reviews are often riddled with bias or are often too little,too late. Managers might rely on recent events rather than considering an employee’s performance over the entire review period (recency bias), or let their personal preferences cloud their judgment (halo effect). These subjective assessments can feel arbitrary to employees and do little to foster trust. ? Instead, organizations should implement a system of regular check-ins between managers and employees. These ongoing conversations allow for immediate feedback and course correction, keeping employees aligned with their goals and engaged in their work. ?? Looking for more tips on how to fix performance reviews in your business? Check out our blog: https://lnkd.in/gEQVyG99 #performancereview #annualreview #smallbusiness #hr
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?? Switching to a growth mindset can help you achieve your goals in your job, day-to-day tasks, or even in your career planning. What do you think is most challenging about developing a growth mindset? Let us know in the comments below ? #HRleaders #smallbusiness #HR #entrepreneurship
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? Despite the time and energy spent on performance reviews, the results often don’t match the effort. ? Employees may nod and agree during the meeting, only to leave feeling unmotivated, unclear, or even resentful. Managers, too, can feel deflated, sensing they’ve done little to move the needle on performance or engagement. ??This time of year offers a chance to pause and reflect. What went right? What didn’t? And perhaps most importantly, what could you do differently in the year ahead to make these conversations more impactful? Here are a few alternatives to performance reviews that actually yield the results you're looking for: ?? Switch to continuous feedback ?? Train managers on effective feedback ?? Focus on job-related skills, not personality ?? Focus on development, not evaluation ?? Measure the success of feedback Want to learn more about these alternatives? Read our blog on this topic: https://lnkd.in/gEQVyG99 #performance #performancereview #Hr #hrleadership
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? It's always our mission to acheive tangible, specific, and meaningful results for our clients. It's rewarding to watch our client's businesses thrive after our work together. ?? Want to hear what one of the most rewarding client experiences has been? "The most rewarding experience was working with a small company facing high turnover and communication breakdowns. Through a combination of foundational HR support and leadership training, I helped them create a more structured, positive culture. Witnessing the owner’s growth, as they implemented more inclusive hiring practices and began fostering stronger team relationships, was incredibly fulfilling." - Stace Dennis, Founder of Possibilities Unlocked ? If you're ready to tackle your HR issues with extra support, let's explore the possibilities together: https://lnkd.in/eSkAgiud #hrsupportforsmallbusiness #hr #hrconsulting #hrchallenges
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