March Madness: Quarter One Has Literally Flown By!

Can you believe it? March has basically come in like a drumline and literally, well, marched right past us! It seems like only yesterday we were popping champagne and blasting off fireworks to welcome 2024, and now we're here in reflection mode wondering, “Where has time gone (again)?”

But as we say goodbye to a quarter that zipped by like a TikTok going viral, let's not forget to pause and reflect. Our newsletter is jam-packed with ideas to decode what the past three months have taught us and help guide us for Q2. ?

Spring Forward: Q1 Analytics to Guide Q2

As Q2 approaches, we encourage you to delve into your Q1 HR data. Remember, your employees' experiences are often a reflection of your business health and a predictor of your future success.

Q1 indicators we encourage you to look at include:

?#1 Time to Hire

'Time to Hire’ shows you how efficient your hiring process is. Quick hiring can be a good sign that you’re doing things right and that hiring managers are aligned with your goals. But remember, it’s not all about being fast. It’s also about looking at this year’s hiring time compared to last year’s (what have we learned) and ensuring that bottlenecks are taken care of and not impacting the candidate experience.

?#2 Planned Time Off vs Unplanned Time Off

Tracking these can highlight employee work-life balance and predict staffing needs. An uptick in unplanned time off could be signaling burnout or engagement issues, whereas planned time off indicates a healthy anticipation of personal needs.

?#3 eNPS

The Employee Net Promoter Score gives you a snapshot in time of how employees feel about your business. A high eNPS suggests that employees are happy and would recommend the workplace to others, often signifying a strong internal brand.?

HotTip: Only do an eNPS on a quarterly basis if you are willing to make changes. Remember survey fatigue is real and measuring it for the sake of measuring it isn’t necessarily always the answer either. ??

?#4 Onboarding Insights

Using onboarding survey data helps you to see where you are efficient, excelling and where you could improve from how you engage new employees. Well-structured check-ins include questions like: What attracted you to apply in the first place? Is the company living up to your expectations? Do you feel equipped to succeed in your role? Has the training you've received met your needs?

• HotTip: We actually like to add an eNPS score to the onboarding process as well – this says a lot about their confidence in the organization right out of the gate!
• Also, don’t forget to compare this year’s data with last year's. Ask what differences occur and why. This comparison can reveal shifts in employee expectations as well as the effectiveness of changes in the onboarding process.

?#5 Offboarding Patterns

Offboarding data can be equally telling. A spike in departures might indicate systemic issues, possibly in leadership or work-life balance, which could affect the company's reputation and employee morale.

• Exit interviews should also be structured to collect actionable data. Questions to consider include: What prompted your decision to leave? What do you think your impact was on the company culture? Did you feel you were fairly compensated for the role you were doing? What changes would have influenced your decision to stay? HotTip: We also love to ask for the eNPS at the end too!

By analyzing these metrics, we gain invaluable insights that can help steer our strategies, enhance employee experiences, and bolster business outcomes for Q2 and beyond.

Need help in setting up your metrics to ensure you are moving in the right direction? Don’t hesitate to reach out to Elevated for help at [email protected]!

Elevated Headlines: A LinkedIn Curated Approach

At Elevated, we champion the storyteller in every HR practitioner. Our narrative goes beyond “best practice” into the realm of real-world wisdom and genuine human connections. The law sets the stage, but it's the beyond-the-book experiences that build extraordinary employer-employee relationships. Here's a snapshot of the compelling conversations and thought leadership that shaped our first quarter on LinkedIn:

Renee Groenland dove into the art of change management, emphasizing the importance of readiness assessment for transformative coaching dialogues. She asked the tough question - if we are planning to grow by 10-20% how do we evolve leadership alongside that same team growth? Renee provided us the distinction between motivation and discipline, revealing how trust, conscious effort, commitment and consistency are the foundation of leadership evolution. Her tip for conquering the 'Sunday Scaries'? Simple joys like meditation, planning, exercise, and affection.

Korena LaFayette demystified AI and urged professionals to embrace technology and venture into uncharted career territories. She continues to champion time management practices, sharing the virtues of the Eisenhower Matrix (aka the '4 D's' strategy). Reflecting on Black History Month, Korena shared personal anecdotes that have shaped her approach as an HR practitioner. Finally, she endorsed flexibility - not just as a value but as a practical strategy for work-life integration.

Jelena Stanin revisited the multitasking myth, and reflected on her own leadership journey having a mindful approach to our professional impact versus our intentions. She shared Elevated's Culture Code, highlighting how transparency has influenced her journey within the company.

Michelle Berg continued to advocate for an open culture at Elevated and why she thinks it could make an impact for your business too. She continued to teach how vulnerability in an organization can support a robust employee experience. She challenged leaders to find harmony between showing up authentically and embracing vulnerability. Michelle remained a steadfast believer in the power of cover letters and the importance of genuine connections in interviews. She also raised critical questions about DEI initiatives, compensation transparency, and the enduring commitment to allyship. Her guest appearance on the “Stop Stressing Me Out” podcast also unveiled insightful discussions on stress management in the workplace.

As we share these insights, we invite you to join the dialogue and carry these conversations forward in your organizations. For more thought-provoking content or to engage with any of these topics, follow our team or reach out at [email protected]. Let's keep the conversation…elevated!

Elevated Team Updates: Welcome Kyra Grocutt and Lauren Hlady

We are pumped to announce that we have brought on two amazing team members, Kyra Grocutt and Lauren Hlady in our first quarter as HR Partners. We are still on the hunt for one more to join the team but are pausing slightly to focus on Kyra and Lauren, to ensure their impact is felt where it is needed most at Elevated.

New Workshop Announcement: Stress vs Burnout In Others – Spotting It and the Courage to Act

In this new workshop, we are helping team members recognize the early signs of stress and burnout in their colleagues. It can be tricky to address these issues in others, but offering support is a profound way to show you care. Objectives include:

1?? Replace awkwardness with understanding when it comes to stress and burnout

2?? Frame feedback in a way that helps and supports team members when they may not know their impact and how they are showing up at work

3?? Equip individuals with strategies to handle resistance when giving feedback

Whether in person or online, Elevated's session provides practical, bite-sized strategies to empower you and your team.

Available to current clients OR organizations looking to diversify their facilitators, learn more by contacting [email protected].

Certification: Leadership Essentials

Get your Leadership Essentials Certification: ?Enroll Before May 15

Leadership Essentials is more than a training program; it's a transformation. This 9-week, 21-hour journey is tailored for both aspiring leaders and those already on their leadership path. We've taught all levels including C-Suite, VP and brand new leaders who are yet to have started managing a team.

We built the program to challenge and expand your perspective on leadership, covering everything from cultivating an ownership mindset to fostering trust and mastering feedback.

Our next cohort starts the week of May 15.

This program is open to anyone, whether you are a current employee of an Elevated client or not, our cohorts offer you the opportunity to meet other leaders and explore your leadership journey in your own way.

For Alberta residents, the program is also covered by the Alberta Training Grant!

To learn more, contact [email protected].