Luke O'Mahoney的动态

Continued celebrations from Q1 2024 Momentum. ?? We're thrilled to announce that Mindy H. is joining us as our new VP of Customer Strategy and Operations! With over two decades of HR expertise at leading companies like Microsoft and Expedia, Mindy brings a wealth of knowledge and a fresh perspective to our team. Having collaborated with MeBeBot previously through blog writing and advising, Mindy is no stranger to our mission. She's passionately advocated for transformative changes in the workplace, emphasizing the need for strategic focus and stronger organizational change capabilities. ?? In her new role, Mindy will leverage her talents to enhance customer support, drive our operational strategy, and further advance our product offerings. This marks a significant step in her career, as she continues to build on her commitment to creating dynamic and effective workplace environments. ?? ???"I alone cannot drive the change I feel called to make, which is why I continue to build and seek affiliations, partnerships, and collaborations to create a combined energy of change," says Mindy. This mindset is exactly what makes Mindy the perfect fit for our team. ?? Beth White??, founder and CEO of MeBeBot, is just as excited: "We are excited to welcome Mindy Honcoop to our team. Her exceptional HR acumen and hands-on approach to people operations will guide our strategy towards addressing business challenges and delivering impactful solutions for our valued customers." Mindy's ongoing commitment to her Agile in HR clients and partnerships with the likes of Austin Alliance Group, will continue alongside her new role at MeBeBot. "If I want to drive greater impact in the world of work, I need to constantly be evolving, and this is part of that iterative process. If I am guiding others to rethink how they work, I need to model that behavior myself," Mindy explains. ?? Join us in welcoming Mindy to MeBeBot. ?? Cheers to new beginnings and exciting advancements in how we work together. --- Read the full Q1 2024 Momentum News article at: https://lnkd.in/g6ByEJR4 #NewHire #Leadership #AI?#Compliance?#KnowledgeManagement?#EmployeeExperience?#EmployeeEngagement?#EmployeeCommunications??#PeopleAnalytics?#Chatbots?#HR?#Operations

?? Did you know the secret to boosting team productivity by 84% might already be within your grasp? Factorial’s focus on simplifying processes and enhancing employee engagement is exactly what modern businesses need to thrive. ?? But here’s the kicker: Factorial 2025 is coming, and it promises to redefine how businesses operate. ?? Simplified tools, optimized workflows, and empowered teams—what’s not to love? ?? Don’t wait for the future—start building it today. Who else is ready to revolutionize their team’s motivation and performance? ??

How to feel more motivated at work? Simplify your processes. Because happy teams get more done. DYK that engaged employees are 84% more productive and companies that prioritize experience see 25% higher profits? Factorial centralizes time tracking, performance reviews, and engagement tools to keep your team motivated and productive. Get a free demo today https://bit.ly/4eGAysN ?? psssst. one more thing… We’re taking things to the next level with Factorial 2025. A new year, new look: an improved way to manage your business. Join the waitlist today https://lnkd.in/dm7dh-kR #teammotivation #productivity #factorial #teach #timemanagement

?? Attention all HR Heroes and Managerial Magicians! ???? It’s your friendly engineer in HR here! Yes, you read that right! While I’m more accustomed to building systems and applications, I’ve embarked in 2002 on a new mission: building people capabilities and spreading the joy of life! ?? I’m thrilled (and slightly nervous, but don’t worry—I’ll bring snacks?? ) to announce that I’ll be hosting a special event designed just for YOU! We’re diving into a topic I’ve grown to love: REWARD & ENGAGE! ?? Yes, it’s the magic formula that keeps teams motivated, appreciated, and (fingers crossed) stops them from giving you that look every time you say “Let’s circle back.” Here’s what you can expect: ?? Fresh ideas on turning employee engagement into actual excitement (because, let’s face it, pizza Fridays ?? aren’t cutting it anymore). ?? Transformative Reward strategies that’ll make your team say, “Wow, you really get me!” ?? Actionable takeaways for even the most overworked, under-caffeinated participants ? (we see you!). Whether you’re looking to build a workplace culture of champions ?? or just hoping to stop Bob from sending “Reply All” to every single email, this session is for you! ?? Looking forward to seeing you there—and remember, you can’t spell ‘engage’ without ‘fun’ and reward wihout ’joy’… okay, you can, but you get the point. ?? #learningnetwork #EmployeeEngagement #RewardAndEngage #EngineerInHR #EventAlert #Logistikon AI

Feedback: The Cinderella of Workplace Behaviors ??? Let’s face it, feedback often feels like the Cinderella of office behaviors—underappreciated, modest, and often swept under the rug. But just like in the fairy tale, it’s the quiet hero that makes all the difference. Think about it: feedback is the magical moment when you find out what’s working, what’s not, and what could sparkle with just a little extra effort. It’s not just about listening to what people say—it’s about taking it in, reflecting, and transforming the ordinary into the extraordinary. Of course, only fairies are perfect. ?? The rest of us? We need to understand when it’s time to turn our office attire into a ball gown and transform that pumpkin into a sleek carriage (or in business terms, identify those touchpoints where the client experience absolutely has to be seamless). Great feedback is about closing the loop: taking what you hear, making improvements, and letting people know what you’ve done and why. It shows care, empathy, responsibility, and professionalism. Whether it’s a colleague, a client, or even your manager—this process creates trust and builds a culture where people and ideas thrive. At RomCapital Invest group of companies, we’ve started an open conversation about feedback—how we give it and how we receive it. Because if you want your organization to step into the glass slipper called excellence, it starts here. ? Want to talk about transforming your culture? Let’s chat about CX transformation with my colleagues from CIGA Energy Advisory, automation and digitalization with Cima Data Analytics experts, financial solutions with our teams in RomCapital Invest or Relians Corp, or even AI with Ogre AI masterminds. That will make life a breeze for both your clients and your employees. After all, every Cinderella deserves her fairy tale ending. ???? #FeedbackMatters #CXTransformation #Leadership #Automation #Digitalization #AIForBusiness #SeamlessExperience #CustomerExcellence #OrganizationalCulture

FridayReflections It’s Friday! Let’s Celebrate the Wins, Big and Small Wrapping up this week, some of the challenges that we as HR professionals face in today's fast-paced, technology-driven global arena keep coming back: for instance, trying to navigate technology with the associated complexities of managing a diverse and distributed workforce. From working with teams across different time zones, to ensuring that the tools we adopt are aligned to organizational goals, one thing's for sure: HR's no longer just about the people; it's now also about how we could leverage the right technology to power them. The following has worked for me and my team: 1?? Leveraging HR Tech in Streamlining Processes In one of my previous roles, Workday helped us streamline performance management, and Microsoft Teams allowed us to keep our global teams much more connected and engaged. Using an ATS like Greenhouse allowed us to make data-driven decisions and improve time-to-hire metrics. 2?? Investing in My Team's Development HR tech evolves so quickly that continuous learning is non-negotiable. I encouraged my team to enroll in platforms like LinkedIn Learning and Coursera, where they gained insights into data analytics and DEI best practices. These skills allowed us to implement strategies that truly worked for a diverse workforce. 3?? Balancing AI with a Human-Centered Approach While we adopted tools like Hiretual for sourcing talent, we also made sure to conduct bias audits regularly to ensure fairness in our processes. Automation freed us from repetitive tasks, but we made sure to focus that extra time on fostering stronger relationships with employees-because, ultimately, HR is about people. That will probably be that HR leaders cannot work in isolation. This collaboration with IT and the other departments ensures that our organizational culture and strategic directions are aligned with the new technology we adopt. In this week, I really would celebrate small wins: making successfully possible the onboarding of this global team with minimal setbacks, integrating a new tool in HR, and setting my team up for adopting innovation. These moments alone, though minor, mean a lot in creating much bigger successes. How about you? Did anything technology-related go awry or right for you in HR this week? I'd love to hear your thoughts. Let's keep the conversation going. OgbeniHR #HRLeadership #HRTech #GlobalWorkforce #FridayReflections

A huge thank you to Perry Timms and everyone who joined the Disruptive Innovators Network webinar, “What if HR Could… New and Alternative Operating Models." What a great session because of Perry's thought provoking content but also because of the energy, ideas, thoughts and challenges members??brought along. Thank you for sharing. A few takeaways from me … (and I’m not going to try and summarise the example models shared you'll be pleased to know! …. And I had more than this but trying to narrow them down here…) ·??????Collaborative Product Creation - This idea really struck a chord, building HR and people systems, processes, and products isn’t just the job of people services. Involving others and creating together, we can deliver greater value and impact. May seem obvious but how much do we really do this in practice? ·??????What Do We Want to Be Known For? - This question is a really powerful one. Do we want to be defined by a job or service title, or by how we add value? Perry challenged us to think about what we bring to the table and the legacy we want to leave rather than the title label we perhaps focus too much about at times. ·??????HR 3.0 – Deliberate, Diversified, Dynamic - Perry shared his own framework to help people services lead the way - focused on being adaptable, working across functions, and building systems that help organisations and people thrive. ·??????Purpose Over Process - At the heart of it all, it’s about making an impact. Whether that’s building human connections, creating meaningful work, or driving change ·??????Ban “restructuring” - we need to have evolving, flexible agile operating models that morph to what we need them when by enabling skills and expertise to move more freely to where it’s needed on tap. Thank you again, Perry, for sharing your expertise and experience, and to everyone who joined and made it a great session. If you were there, what stood out to you? I’d love to hear your reflections. If weren’t there and you’re a DIN Member and you registered for it, a recording of the session and the deck will be winging their way to you shortly?... enjoy! #HRInnovation #Collaboration #FutureOfWork #AddingValue #PurposeDrivenHR??

Annual surveys are a thing of the past. Real-time feedback is where the magic happens. In today’s fast-paced world, waiting months to hear from employees is no longer an option. Real-time feedback allows you to listen, act, and evolve on the spot—helping your team stay engaged, productive, and innovative. By integrating simple, yet effective tools - like quick sentiment polls, AI-powered chatbots, and micro-feedback loops - feedback becomes a seamless part of your culture. The key? Closing the loop. When employees see their feedback acted upon, they’re more invested in driving change. The result? A workplace that thrives, adapts, and grows - one real-time conversation at a time. Read more here: [Link] #EmployeeEngagement #RealTimeFeedback #HRTech #WorkplaceCulture

Tell me your company gets it, without telling me your company gets it..... Revive and Thrive Fridays- every 2nd Friday of the month. Game Changer, and just a really cool perk that organizations can offer. We studied the data for months during a pilot, and saw that with revive and thrive fridays, productivity soared, and employee sentiment went through the roof. #unmind - An Ai powered Modern EAP with instant access to therapy and coaching, globally!

At Aiwyn, we like to have fun—but not at the expense of our customers or productivity. I’ll explain: In the second week of January, we had an awesome All Hands to kick off the year, and we took the following Monday off. Shortly after, only 5% of the company was “in-office” at 4pm PT. Meaning: about 95% of the company wasn’t working. So, I took a screenshot and sent the figure to my extended leadership team, with the question: “Guys, why is our virtual office so empty at 7pm ET? It’s 4pm on the West Coast.” I knew it was a bit harsh. I also knew it was an optimal time for complacency to set in across the company. Why? We had just: – Met as a company – Celebrated our bonuses – Come off a 3-day weekend However, an empty office at 4pm PT was not how we wanted to start the year. So, we talked as a senior leadership team: “How do we keep this from happening again?” Ultimately, there were no regrets—but we wanted to change moving forward. We now prioritize keeping a steady fire lit, being intentional to avoid burnout, and incorporate practices like company-wide temperature checks. We call it “shocking” the system. And it’s something we’re really intentional with at Aiwyn.