HR Recruiting Firm的动态

Last year, my role was Assistant Vice President at Barclays. The year before that, Employee Engagement Lead at an AI Start Up. The year before that, Strategic Communications Officer for UK Government…. In all of these roles, I applied this approach to my career and it empowered and inspired me. I’m sharing what helped me progress in my career with you! You can distill it into three words: ? Understand (Bigger Picture) ? Empathy (Stakeholder Relations) ? Network (Empowering Your Career) Did any of this advice surprise you? PS. If you want to learn more about how you can empower yourself to become more of the person you want to be, comment Higher Self!! #careeradvice #leadership #succesmindset #linkedinnews #selfempowerment

?? Let's Talk Real: Empowering Line Managers for Employee Retention ?? Let's dive into a scenario we've all encountered: a talented team member, brimming with potential, yet feeling undervalued and underpaid. Sound familiar? It's a story that hits close to home because it's about missed opportunities and untapped potential. Too often, managers underestimate their power not just in managing teams but in advocating for them. Enter the Green Queen, a remarkable employee who embodies everything a star performer should be - smart, proactive, and solution-oriented. But there's a catch: her paycheck doesn't match her worth. She voices her concerns to her boss, only to be met with empty promises and a dismissive attitude. Frustrated and undervalued, she decides to walk away. But here's the kicker: when her departure catches the attention of higher-ups, they're stunned. They knew her value, yet her concerns fell on deaf ears. When she finally speaks up, action is taken - a triple raise is offered. A gesture that could've saved the company from losing a valuable asset. This story is a poignant reminder: people don't leave organizations; they leave managers. Line managers are the frontline soldiers in the battle for employee satisfaction and retention. They're the bridge between upper management and the ground-level employees. Their actions and attitudes can make or break the team. But it's not just about listening; line managers must also advocate for their teams. They should address individual concerns and push for systemic changes that benefit everyone. Whether it's fair compensation, better working conditions, or access to training, line managers should be the voice of their team at the decision-making table. As HR professionals, it's our duty to empower managers to advocate for their teams, listen to their concerns, and take action when needed. Ultimately, the effectiveness of a line manager can significantly impact the satisfaction and productivity of their team members. So, let's shift the narrative and create a culture where employees feel valued, heard, and appreciated. Who's with me? ???? #HRStories #WorkBanterWithBusie #HRThoughtLeaders ??

#hotjob ALERT? Are you a #jobseeker who is #opentowork? Were you part of a recent #layoff, were #laidoff? Check out this new #jobposting with Groundworks! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: ? Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. ? LinkedIn profile preparation/optimization. ? Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. ? Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 58 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!” Benefits of hiring a Professional Resume Writer https://lnkd.in/gWpHBdBR ? #careercoach #resumewriter #ono #nowhiring #gethired

Top 5 Ways to Increase Employee Engagement Many of my clients have been talking about the new non-compete laws and how they will affect retention. I'm calling BS. Non-competes are rarely enforced and a very poor retention strategy to begin with. If you're concerned about losing top talent or struggling to find the best employees, focus on employee engagement. Here are the top five ways to boost it: 1. Harness Unique Strengths Identify and utilize the natural talents of your team members. Create opportunities for employees to use their unique skills in meaningful ways. (Personalized recognition and rewards go a long way.) 2. Cultivate Strong Connections Strong relationships between leaders and employees are crucial. Managers should invest time in building rapport and trust with their teams. Training managers to develop these relationships can prevent dissatisfaction and disengagement. (Think about using the first few minutes of a meeting to share small personal wins or recent life updates.) 3. Enhance Recognition Efforts Regularly recognizing and valuing employees’ contributions fosters loyalty. Celebrate both big wins and small achievements. This practice enhances individual job satisfaction and inspires collective success. (Make sure you meet employees where they're at. Some like to be in the spotlight; some like awards; others prefer a personal note.) 4. Commit to Growth and Development Invest in the professional and personal development of your employees. A little goes a long way. As humans, we don't like to feel stagnant....we want to feel like we're growing in some way. Providing opportunities for learning, upskilling, and authentic connections can create a better culture and stronger workforce. (You don't need a big budget here. If needed, you can start by curating a list of external PD opportunities and sharing them with direct reports to demonstrate you care about their growth.) 5. Identify Departure Triggers Why are employees are leaving in the first place? Uncover the root causes so you can address them. The most common that I see include leadership inspiration (or lack thereof), mission misalignment, and lack of skill development opportunities. tl;dr: Don't blame the FTC for your lack of retention ;) #EmployeeEngagement #Leadership #WorkplaceCulture #KeynoteSpeaker

Your salary drives your engagement initially. Eventually its the culture, recognition, nature of work, learning, coaching, employee centric policies, career progression and line manager's attitude that decide your tenure in the company Next time HR/management does its attrition analysis, they should first survey the company/line managers on these dimensions. You'll have the answer to why ppl are leaving your org and why aren't you considered an ideal place to work. Don't underestimate the power of employee perception and job satisfaction. They're not just terms in a corporate playbook. They're real factors that influence the decisions of individuals to stay or leave. The relationship between an employee and their line manager can make or break workplace enthusiasm. A supportive manager fosters growth, encouraging employees to persevere and thrive in their roles. On the other hand, a distanced or dismissive manager can slowly chip away at confidence and morale. Let's move away from just discussing salaries and benefits and pivot towards investing in the right culture, the right learning opportunities, and the right leaders. This is how we retain our talent. This is how we build companies that people are proud to work for. Remember, it's the people that make the business, not the other way around. Let's start a dialogue about how we can create positive and conducive work environments that promote both personal and professional growth. We owe it to ourselves, we owe it to our teams. Because at the end of the day, our success is their success. #hiring #jobs #careers #talent #hr #humanresources #people #culture #values #growth #business #strategy #hrstrategy #team #branding #leaders #leadership #linkedin #linkedinconnections #talentnexa #aach

Employees are less loyal than leaders think. Our all-new research reveals that while three-quarters of employees would like to stay at their organization for the foreseeable future, half are open to taking steps toward taking a job elsewhere, be it actively looking or being open if a role was offered. Ouch. So, now what? Dive into Right's Management's groundbreaking report, The Engagement Illusion, today to learn how to address the engagement crisis head on. Get your copy now! #EngagementIllusion #RightManagement #StateofCareers

Employees are less loyal than leaders think. Our all-new research reveals that while three-quarters of employees would like to stay at their organization for the foreseeable future, half are open to taking steps toward taking a job elsewhere, be it actively looking or being open if a role was offered. Ouch. So, now what? Dive into Right's Management's groundbreaking report, The Engagement Illusion, today to learn how to address the engagement crisis head on. Get your copy now! #EngagementIllusion #RightManagement #StateofCareers

You can't easily make employees happy. Eventually, they'll leave… They will if you don't… Employee engagement is vital for a happy and productive workplace. But, what exactly makes employees feel engaged? These as the top 9 drivers of employee engagement: 1. I trust our senior leaders to lead the company to future success. 2. I have confidence in the future success of this organization. 3. My job presents interesting and challenging tasks. 4. The senior leaders of this organization prioritize people as their most important resource. 5. I feel my opinions matter at work. 6. I believe my contributions to the organization's success will be acknowledged. 7. I perceive opportunities for professional growth and career development here. 8. The senior leaders of this organization demonstrate integrity. 9. I have access to the information I need to perform my job effectively. From these drivers, three big themes stand out: 1 - Exciting work - Employees love tasks that challenge them and let them grow. 2 - Great leaders - Good bosses and supportive teams make a big difference. 3 - Company commitment - Employees want to be part of a successful company they believe in. By focusing on these drivers and themes, companies can make their employees happier and more engaged. Matching tasks to strengths, listening to opinions, and investing in leadership all boost engagement. Which theme do you think will be most effective? #employee #workculture

Hello HR professionals! Let's face it, HR teams wear many hats, from recruitment to employee engagement, benefits administration to conflict resolution. But there's one crucial task that often gets pushed to the bottom of the to-do list... You guessed it: Performance Management! Specifically, having tough conversations with underperforming employees. It's a daunting task that can be uncomfortable and time-consuming, but it's essential for growth, development, and ultimately, the success of the organization. So, why do HR teams hate to do it? Here are a few reasons: - Fear of conflict or difficult conversations - Uncertainty about how to address performance issues effectively - Limited resources or support for employee development - Concerns about legal or compliance implications But here's the thing: avoiding these conversations can lead to bigger problems down the line, like decreased productivity, low morale, and even legal issues. So, what can HR teams do to tackle performance management head-on? - Develop a clear, structured process for addressing performance issues - Provide training and resources for managers to have effective conversations - Foster a culture of continuous feedback and growth - Ensure fair, consistent, and documented processes Let's face it, HR teams: performance management might not be the most enjoyable task, but it's a critical one. By embracing it and doing it well, we can build stronger, more successful teams and organizations. Share your thoughts and experiences in the comments below! #HR #PerformanceManagement #EmployeeDevelopment #Leadership #Management #Productivity #Growth #Success

We started with a Problem....... How can we help 10 Managers, 20 Managers, 50 Managers, 100 Managers, 250 managers, 500+ Managers better understand and Navigate some Employee Relations day to day basics? (We always have to start at the beginning) Be it that first informal discussion with a team member...... #AWOL and #absence procedures, Starting #Investigations (And/or when an investigation is necessary), What is a #Grievance, and how to handle it?, #Disciplinary cases, #Performance Monitoring, #Training discussions........ The list felt very long, and lets be honest, the list IS long! However, when daunting procedures are broken down into manageable easy to follow steps, with supporting guidance along the way ...... We make progress. FAST PROGRESS. As the Basics became easier, the more complex no longer felt so daunting. Our Expert ER Advisor - Flo????- Speaks to any number of managers at the same time. Supporting them through any case, any time of the day. Does your Business want a fully trained Expert #ER Advisor on hand 24/7? Does your business want to #support, #train and #empower your Managers? Drop us a Line Peopleflo.co.uk - and lets see how Flo???? can help you.