Let's talk about handling those "difficult" employees we encounter at work. You know, the ones who seem to make our lives a bit more 'interesting'? 😅 We're supposed to be giving advice in HR, but sometimes it's hard for us to know! I spoke with Emily Lord, Senior HR Consultant with HR West. She is a master of reframing (not spinning) and handling people with decency. She recognizes these are tough and says:1️⃣ Oops! Mis's Happen: Miscommunications. Mistakes. Misunderstandings. Watch for them and don't be afraid to acknowledge them!2️⃣ Shine a Light on Blind Spots: Ever had a team member genuinely miss a problem? This is when performance management is most likely to work well.3️⃣ Reflecting on Leadership: Sometimes it's not the employee and we have to walk a fine line in HR. 4️⃣ Don't Wait, Take the Plunge: Procrastination won't solve anything, my friends. Don't let probation pass knowing there's a problem to solve! Find Emily at emily@hrwest.ca for HR consulting!

Let's talk about handling those "difficult" employees we encounter at work. You know, the ones who seem to make our lives a bit more 'interesting'? 😅 We're supposed to be giving advice in HR, but sometimes it's hard for us to know! I spoke with Emily Lord, Senior HR Consultant with HR West. She is a master of reframing (not spinning) and handling people with decency. She recognizes these are tough and says: 1️⃣ Oops! Mis's Happen: Miscommunications. Mistakes. Misunderstandings. Watch for them and don't be afraid to acknowledge them! 2️⃣ Shine a Light on Blind Spots: Ever had a team member genuinely miss a problem? This is when performance management is most likely to work well. 3️⃣ Reflecting on Leadership: Sometimes it's not the employee and we have to walk a fine line in HR. 4️⃣ Don't Wait, Take the Plunge: Procrastination won't solve anything, my friends. Don't let probation pass knowing there's a problem to solve! Find Emily at emily@hrwest.ca for HR consulting!

Handling Difficult Employees

The cliche (probably true) is that most of us are terrified of public speaking. This is likely true in HR too and yet the skill will increase our effectiveness, improve support for our work and help us advance. But how? And how can we avoid the same tired tips we were taught inhighschool?   Enter Brenden Kumarasamy. He has a his own YT channel called MasterTalk and, at a relatively young age, is a public speaking coach! I see why (and need to take a lot of his suggestions to heart).   🗣️ He shares three impactful exercises that, with consistent practice, would significantly enhance your skills. They will definitely help me.  😈 I tested Brenden's skill and he totally delivered!  🌟 Talent is not a prerequisite for success. It helps, but practicewill help most of us far more.   🙏 He avoided all the tired public speaking cliches like "picture your audience naked" and "speak clearly" and "tell a story". Although we did talk about telling stories.   Don't miss out on this opportunity to transform your public speaking skills and make an impact at your next presentation!  Check this out!  Find Brenden at his youtube channel MasterTalk.  He offers free workshops at rockstarcommunicator.com.  Find Andrea at thehrhub.ca for HR consulting in Western Canada.

The cliche (probably true) is that most of us are terrified of public speaking. This is likely true in HR too and yet the skill will increase our effectiveness, improve support for our work and help us advance. But how? And how can we avoid the same tired tips we were taught inhighschool? Enter Brenden Kumarasamy. He has a his own YT channel called MasterTalk and, at a relatively young age, is a public speaking coach! I see why (and need to take a lot of his suggestions to heart). 🗣️ He shares three impactful exercises that, with consistent practice, would significantly enhance your skills. They will definitely help me. 😈 I tested Brenden's skill and he totally delivered! 🌟 Talent is not a prerequisite for success. It helps, but practicewill help most of us far more. 🙏 He avoided all the tired public speaking cliches like "picture your audience naked" and "speak clearly" and "tell a story". Although we did talk about telling stories. Don't miss out on this opportunity to transform your public speaking skills and make an impact at your next presentation! Check this out! Find Brenden at his youtube channel MasterTalk. He offers free workshops at <a href="http://rockstarcommunicator.com" rel="nofollow" target="_blank">rockstarcommunicator.com</a>. Find Andrea at <a href="http://thehrhub.ca" rel="nofollow" target="_blank">thehrhub.ca</a> for HR consulting in Western Canada.

Tips To Improve Public Speaking Skills

I am a bit tired of how HR uses retention to justify everything from benefits and employee relations to our budget and training. And... I might be somewhat out-of-line. :/  This is why I went looking for someone to talk to about turnover and retention and found Cara Silletto, Chief Retention Officer at Magnet Culture. She is a retention expert and speaker, and wrote a book on it. She says: 🥱"People join organizations and quit their bosses." The tired cliche (or at least it's 'tired' in my mind) is at least partly true. What might be more accurate, is that managers can do a whole lot to drive down turnover.   🧑🏽 Managers play the biggest role in retention so anything we can do to support their skills and capacity is likely to have retention benefits. 📈 What constitutes high turnover depends on the role.  However, on average, tenure is decreasing regardless of the role.   🙏 Once again... recognition.  It comes up again and again across so many of my interviews.  Find Cara at https://www.magnetculture.com/ Find Andrea for HR consulting in Western Canada at www.thehrhub.ca

I am a bit tired of how HR uses retention to justify everything from benefits and employee relations to our budget and training. And... I might be somewhat out-of-line. :/ This is why I went looking for someone to talk to about turnover and retention and found Cara Silletto, Chief Retention Officer at Magnet Culture. She is a retention expert and speaker, and wrote a book on it. She says: 🥱"People join organizations and quit their bosses." The tired cliche (or at least it's 'tired' in my mind) is at least partly true. What might be more accurate, is that managers can do a whole lot to drive down turnover. 🧑🏽 Managers play the biggest role in retention so anything we can do to support their skills and capacity is likely to have retention benefits. 📈 What constitutes high turnover depends on the role. However, on average, tenure is decreasing regardless of the role. 🙏 Once again... recognition. It comes up again and again across so many of my interviews. Find Cara at <a href="https://www.magnetculture.com/" rel="nofollow" target="_blank">https://www.magnetculture.com/</a> Find Andrea for HR consulting in Western Canada at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

How to retain employees: Support managers

Workplace culture is crucial for high performance and a big part of that is psychological safety: can your employees express themselves without fear of negative consequences? Stephan Weidner, coach and CEO of Zarango and Noomii, took me to task when I asked (on behalf of my husband) if this means we have to talk about feelings a lot more. The answer is yes. Yes: we need to talk about feelings, but we don't have to become therapists. Other tidbits from Stephan: 🟰 He sees psychological safety as a proxy for high performance because there is considerable evidence about the correlation.1️⃣ Google conducted a significant study that found psychological safety to be the #1 predictor of the teams they rated as high performing. 🍁 Canadians beware! Politeness is not psychological safety! This was a great conversation - I definitely built on my previous knowledge and I'm sold!  Thanks Stephan!

Workplace culture is crucial for high performance and a big part of that is psychological safety: can your employees express themselves without fear of negative consequences? Stephan Weidner, coach and CEO of Zarango and Noomii, took me to task when I asked (on behalf of my husband) if this means we have to talk about feelings a lot more. The answer is yes. Yes: we need to talk about feelings, but we don't have to become therapists. Other tidbits from Stephan: 🟰 He sees psychological safety as a proxy for high performance because there is considerable evidence about the correlation. 1️⃣ Google conducted a significant study that found psychological safety to be the #1 predictor of the teams they rated as high performing. 🍁 Canadians beware! Politeness is not psychological safety! This was a great conversation - I definitely built on my previous knowledge and I'm sold! Thanks Stephan!

Psychological safety at work

Improving the employee experience can be done in 5 steps. I didn't say easy - but it also isn't that hard considering that step 1 is simply to CARE.  I interviewed Prem Bhatia from Cooleaf this week. He's the cofounder of a platform designed around improving the employee experience (EX) and they live and breathe it. He said:  1️⃣ Recognition has an outsized impact on employee engagement. So don't forget that piece - it can go a long way for relatively little cost.  2️⃣ As I said at the beginning of this, you need to truly care. It's not something that will work if you're half-hearted.  3️⃣ Tech can help.  EX is ultimately a totally human thing, but tech can improve communication, integrate platforms, and just make it easier.    4️⃣ It's good business: Beyond the inherent value of caring for our employees, investing in the employee experience is also a smart business move. Research consistently shows that organizations with highly engaged employees outperform their competitors.  Find Prem at Cooleaf www.cooleaf.com  Find Andrea for HR consulting at www.thehrhub.ca

Improving the employee experience can be done in 5 steps. I didn't say easy - but it also isn't that hard considering that step 1 is simply to CARE. I interviewed Prem Bhatia from Cooleaf this week. He's the cofounder of a platform designed around improving the employee experience (EX) and they live and breathe it. He said: 1️⃣ Recognition has an outsized impact on employee engagement. So don't forget that piece - it can go a long way for relatively little cost. 2️⃣ As I said at the beginning of this, you need to truly care. It's not something that will work if you're half-hearted. 3️⃣ Tech can help. EX is ultimately a totally human thing, but tech can improve communication, integrate platforms, and just make it easier. 4️⃣ It's good business: Beyond the inherent value of caring for our employees, investing in the employee experience is also a smart business move. Research consistently shows that organizations with highly engaged employees outperform their competitors. Find Prem at Cooleaf <a href="http://www.cooleaf.com" rel="nofollow" target="_blank">www.cooleaf.com</a> Find Andrea for HR consulting at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

5 Steps To Improving Your Employee Experience

I have been to sooooo many presentations where the presenter says "and this will increase retention!!!" as a selling feature for their product or initiative. But will it?   Actually, it might if it improves management quality. This was the main point of my conversation with Cara Silletto, Chief Retention Officer of Magnet Culture. She wrote a book called "Staying Power" and helps companies address retention. She said:  🤑 Too many leaders conveniently attribute employee departures to the character flaws of their employees: "They just want a buck more an hour!" Sorry. Not true.  Their own behaviour has a much bigger impact than they want to believe.  👂 Leaders need to listen to their employees.  Ask questions and don't defend.  ✈️ Your new employees have the highest flight risk especially in low-pay positions.  Retention efforts here may have a big impact!  🗑️ TRY not to give new employees the crap work and crap equipment.  Find Cara at https://www.magnetculture.com/  Find Andrea for HR consulting in Western Canada at www.thehrhub.ca

I have been to sooooo many presentations where the presenter says "and this will increase retention!!!" as a selling feature for their product or initiative. But will it? Actually, it might if it improves management quality. This was the main point of my conversation with Cara Silletto, Chief Retention Officer of Magnet Culture. She wrote a book called "Staying Power" and helps companies address retention. She said: 🤑 Too many leaders conveniently attribute employee departures to the character flaws of their employees: "They just want a buck more an hour!" Sorry. Not true. Their own behaviour has a much bigger impact than they want to believe. 👂 Leaders need to listen to their employees. Ask questions and don't defend. ✈️ Your new employees have the highest flight risk especially in low-pay positions. Retention efforts here may have a big impact! 🗑️ TRY not to give new employees the crap work and crap equipment. Find Cara at <a href="https://www.magnetculture.com/" rel="nofollow" target="_blank">https://www.magnetculture.com/</a> Find Andrea for HR consulting in Western Canada at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Why Good Employees Leave (And How to Keep Them)

In this video, I dive into a topic that is often discussed but not always fully understood: executive presence. You might want to get promoted! And As gatekeepers of talent and culture, HR plays a pivotal role in identifying and developing leaders who have this quality. We can also help others develop it because it's a competency (or a collection of competencies).  This was the focus of my conversation with Stephan Weidner, CEO of Noomi and Zarango. With his team, they have developed a way of measuring it and then helping leaders develop it. I discovered I have an image in mind when it comes to executive presence and it's someone who is tall, white, and male. So I appreciated having my horizons expanded: 3️⃣ Executive presence is based on three characteristics and anyone can possess them 🥼Most leaders rely on their expertise to lead but that is limiting 💪You need to flex your various 'muscles' that help you have executive presence depending on the situation.  💉We talk about attractiveness, but you don't need botox.   Find Stephan on LinkedIn or at Zarango  https://www.linkedin.com/in/swiedner/ zarango.com  Find Andrea for HR consulting at  www.thehrhub.ca

In this video, I dive into a topic that is often discussed but not always fully understood: executive presence. You might want to get promoted! And As gatekeepers of talent and culture, HR plays a pivotal role in identifying and developing leaders who have this quality. We can also help others develop it because it's a competency (or a collection of competencies). This was the focus of my conversation with Stephan Weidner, CEO of Noomi and Zarango. With his team, they have developed a way of measuring it and then helping leaders develop it. I discovered I have an image in mind when it comes to executive presence and it's someone who is tall, white, and male. So I appreciated having my horizons expanded: 3️⃣ Executive presence is based on three characteristics and anyone can possess them 🥼Most leaders rely on their expertise to lead but that is limiting 💪You need to flex your various 'muscles' that help you have executive presence depending on the situation. 💉We talk about attractiveness, but you don't need botox. Find Stephan on LinkedIn or at Zarango <a href="https://www.linkedin.com/in/swiedner/" rel="nofollow" target="_blank">https://www.linkedin.com/in/swiedner/</a> <a href="http://zarango.com" rel="nofollow" target="_blank">zarango.com</a> Find Andrea for HR consulting at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Developing Executive Presence - It's Necessary For HR Too

No. Agile HR is not agile project management OR piloting by another name. But what exactly is it, and how can it help you?  During my discussion with Elissa Lok, HR Consultant, she says that, at its core, Agile HR is all about flexibility, collaboration, and continuous improvement. Rather than relying on rigid, slow, top-down management, agile HR empowers employees to take ownership and collaborate with their colleagues to achieve common goals.  Some of the key principles of Agile HR include:  - Rapid iteration: Agile HR processes are flexible and adaptable, allowing teams to quickly test and refine new ideas.  - Continuous feedback: Regular check-ins and feedback loops help employees and managers make changes as they go.  - Collaborative decision-making: Agile HR encourages cross-functional collaboration when it brings together people from across an organization who have a say.  It doesn't work for everything but I am curious to give it a shot!  Find Elissa at elissa@hrwest.ca or at Spacemakers Canada https://www.spacemakersgroup.ca/  Reach out to Andrea for HR consulting at andrea@thehrhub.ca

No. Agile HR is not agile project management OR piloting by another name. But what exactly is it, and how can it help you? During my discussion with Elissa Lok, HR Consultant, she says that, at its core, Agile HR is all about flexibility, collaboration, and continuous improvement. Rather than relying on rigid, slow, top-down management, agile HR empowers employees to take ownership and collaborate with their colleagues to achieve common goals. Some of the key principles of Agile HR include: - Rapid iteration: Agile HR processes are flexible and adaptable, allowing teams to quickly test and refine new ideas. - Continuous feedback: Regular check-ins and feedback loops help employees and managers make changes as they go. - Collaborative decision-making: Agile HR encourages cross-functional collaboration when it brings together people from across an organization who have a say. It doesn't work for everything but I am curious to give it a shot! Find Elissa at elissa@hrwest.ca or at Spacemakers Canada <a href="https://www.spacemakersgroup.ca/" rel="nofollow" target="_blank">https://www.spacemakersgroup.ca/</a> Reach out to Andrea for HR consulting at andrea@thehrhub.ca

Basics Of Agile HR

As an HR person, you may find yourself in a difficult situation where you need to coach a leader who is not performing well in all parts of their role. Usually we, in HR, hear about the people parts. And we are often tempted to label them as a "problem," it would be better to provide help and support.  I was asked to do this episode and I invited Heather  Dranitsaris-Hilliard and her mother, Dr. Anne Dranitsaris, back to help  me. Their company, Caliber Leadership Systems, specializes in  organization dysfunction so it made sense to bring them back!  And I  enjoy talking to them! Some of their points: 🐦 We can't pigeon-hole leaders as problems.  A label is easy, but it's  the behaviour you're concerned about.  If they are interested, it can  change. 😬 If you feel intimidated, remember they are just a person - albeit one  playing a key role who needs help.💪  Muster up some courage, it's probably your job.   ❌  While people can develop, there is a point where we need to terminate.

As an HR person, you may find yourself in a difficult situation where you need to coach a leader who is not performing well in all parts of their role. Usually we, in HR, hear about the people parts. And we are often tempted to label them as a "problem," it would be better to provide help and support. I was asked to do this episode and I invited Heather Dranitsaris-Hilliard and her mother, Dr. Anne Dranitsaris, back to help me. Their company, Caliber Leadership Systems, specializes in organization dysfunction so it made sense to bring them back! And I enjoy talking to them! Some of their points: 🐦 We can't pigeon-hole leaders as problems. A label is easy, but it's the behaviour you're concerned about. If they are interested, it can change. 😬 If you feel intimidated, remember they are just a person - albeit one playing a key role who needs help. 💪 Muster up some courage, it's probably your job. ❌ While people can develop, there is a point where we need to terminate.

Dealing With Difficult Leaders - When You're HR

This episode on decolonizing HR and indigenous inclusion was by request! I was totally on board. I recently took the Indigenous Canada MOOC (massive open online course) and it was fascinating and inspiring. So I reached out to Gillian Hynes who works for Rise, an indigenous-owned consulting group advancing reconciliation and indigenous inclusion. Here are a few highlights: - Decolonization is about inclusion and truth through reconciliation and relationships.  - It starts with the individual.  - There are many colonial practices in HR. For example, many benefits are based on Western medicine, and our definition of "family" for bereavement leave is often narrow. - A lot of the changes will benefit all employees - especially as we get more diverse overall. - HR has the power to make a difference by helping decide what the  problem is and what the solution might be.  It's fascinating and challenging stuff. But I didn't find it overwhelming - hopefully you don't either.    Find Gillian at http://www.riseconsultingltd.ca/  Find Andrea at http://www.thehrhub.ca

This episode on decolonizing HR and indigenous inclusion was by request! I was totally on board. I recently took the Indigenous Canada MOOC (massive open online course) and it was fascinating and inspiring. So I reached out to Gillian Hynes who works for Rise, an indigenous-owned consulting group advancing reconciliation and indigenous inclusion. Here are a few highlights: - Decolonization is about inclusion and truth through reconciliation and relationships. - It starts with the individual. - There are many colonial practices in HR. For example, many benefits are based on Western medicine, and our definition of "family" for bereavement leave is often narrow. - A lot of the changes will benefit all employees - especially as we get more diverse overall. - HR has the power to make a difference by helping decide what the problem is and what the solution might be. It's fascinating and challenging stuff. But I didn't find it overwhelming - hopefully you don't either. Find Gillian at <a href="http://www.riseconsultingltd.ca/" rel="nofollow" target="_blank">http://www.riseconsultingltd.ca/</a> Find Andrea at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">http://www.thehrhub.ca</a>

Decolonization For HRM: How To Start

Vacation Alert! No episode the week of July 3! Happy summer! Welcome to the HR Hub! This channel is for ambitious HR professionals! With the help of my expert HR guests, I aim to help you learn about all facets of Human Resource Management so when 'that' situation arises you have some knowledge and even skill to draw on. My guests provide tricks and tips you can apply immediately as well as insight into strategy to get you thinking about the future. What you learn, will help you advance your career. I'd also love to connect on LinkedIn or check out my website www.thehrhub.ca

This video explores the complex nature of managing a crisis at work. Maybe there's a catastrophe, but maybe it's a smaller event that has emotionally impacted many employees. Both are crises.  I spoke with John Robertson who wrote Run Toward the Roar and advises on crisis preparation and response. The name of his book is derived from the behavior of lions where the older ones position themselves on one side of the prey and roar, while the younger ones wait on the other side for the prey once they have been spooked. We tend to behave similarly during a crisis - we tend to run from 'noise' creating greater chaos. Instead, John advises the following:  🌪️ A crisis is rarely the event itself like the flood or storm, but rather the impact it has on individuals and organizations.   💔Consider the impact of unexpected and less dramatic events like the loss of a beloved employee.  👂When facing a crisis, it's crucial to listen to the stories of those affected. We all love to hear stories of someone who has come through a crisis, but what about when they're still in the middle of it?   🙂 One of the first steps in managing a crisis is normalizing reactions.   I had never thought about the small events as crisis before, but I won't forget now.   Find John at john@fortlog.co or  www.fortlog.co  Find Andrea at www.thehrhub.ca for HR consulting in Western Canada

This video explores the complex nature of managing a crisis at work. Maybe there's a catastrophe, but maybe it's a smaller event that has emotionally impacted many employees. Both are crises. I spoke with John Robertson who wrote Run Toward the Roar and advises on crisis preparation and response. The name of his book is derived from the behavior of lions where the older ones position themselves on one side of the prey and roar, while the younger ones wait on the other side for the prey once they have been spooked. We tend to behave similarly during a crisis - we tend to run from 'noise' creating greater chaos. Instead, John advises the following: 🌪️ A crisis is rarely the event itself like the flood or storm, but rather the impact it has on individuals and organizations. 💔Consider the impact of unexpected and less dramatic events like the loss of a beloved employee. 👂When facing a crisis, it's crucial to listen to the stories of those affected. We all love to hear stories of someone who has come through a crisis, but what about when they're still in the middle of it? 🙂 One of the first steps in managing a crisis is normalizing reactions. I had never thought about the small events as crisis before, but I won't forget now. Find John at john@fortlog.co or <a href="http://www.fortlog.co" rel="nofollow" target="_blank">www.fortlog.co</a> Find Andrea at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a> for HR consulting in Western Canada

How To Manage Crisis At Work

Trust is KEY to how the organization perceives HR according to a recent presentation I went to by McLean and Company. Specifically they said "non- HR respondents with high trust in their HR Departments are 2.9x more likely to also rate them as highly effective." This made a strong impression on me so I went looking for someone to talk to. Who better than Ila Edgar, the co-host of a podcast called "Trust on Purpose"? Ila is a coach and, in a past life, was a recruiter too so she understands HR.  She said:✅ Trust is an emotion AND a competency.  Since it's a competency we can get better at it!4️⃣ There are four aspects to the competency: competence, sincerity, reliability and care.🗣️ You can start to build trust by simply engaging someone in a conversation about trust.  🙏 Try: I want to build a strong trusting relationship with you.  Here's the things I need to see from you.  What do you need to see from me?Since trust is critical to HR (and maybe most relationships), you need to see this.   Find Ila at https://www.bigchangeinc.com/This is her podcast: https://trustonpurpose.buzzsprout.com/Andrea is an HR consultant in Western Canada.  Find her at www.thehrhub.ca

Trust is KEY to how the organization perceives HR according to a recent presentation I went to by McLean and Company. Specifically they said "non- HR respondents with high trust in their HR Departments are 2.9x more likely to also rate them as highly effective." This made a strong impression on me so I went looking for someone to talk to. Who better than Ila Edgar, the co-host of a podcast called "Trust on Purpose"? Ila is a coach and, in a past life, was a recruiter too so she understands HR. She said: ✅ Trust is an emotion AND a competency. Since it's a competency we can get better at it! 4️⃣ There are four aspects to the competency: competence, sincerity, reliability and care. 🗣️ You can start to build trust by simply engaging someone in a conversation about trust. 🙏 Try: I want to build a strong trusting relationship with you. Here's the things I need to see from you. What do you need to see from me? Since trust is critical to HR (and maybe most relationships), you need to see this. Find Ila at <a href="https://www.bigchangeinc.com/" rel="nofollow" target="_blank">https://www.bigchangeinc.com/</a> This is her podcast: <a href="https://trustonpurpose.buzzsprout.com/" rel="nofollow" target="_blank">https://trustonpurpose.buzzsprout.com/</a> Andrea is an HR consultant in Western Canada. Find her at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Building Trust In The Workplace - An Intro

First of all, don't use the word 'fire'. That's the first key rule in terminating someone's employment in a kind and professional manner.  Terminating someone's employment is not easy. It's clearly not easy for the employee, but it's not easy for HR or the Manager either. (If it is, find a new job.) If you are like most people and it makes you anxious, this video shows you how to can accomplish this difficult task with empathy and respect.  This was the focus of this discussion with Kim Spurgeon.  She has worked with LHH Knightsbridge in a variety of roles and, as a career transition specialist, has been present for many terminations.  She shared her considerable insight:  3️⃣ In addition to the employee, there should be 2-3 people present during the termination meeting: the direct manager, the HR representative, and, possibly, the career transition specialist 3️⃣ It's the manager's role to advise the employee that their employment is being terminated. The manager's statement should be brief and to the point, taking no more than 2-3 minutes.  🗣️ The HR representative will go through the details of the termination, including any severance pay or benefits the employee may be entitled to. 🙏 Remember to thank the departing employee for their contributions!!  Check out the video if you have to do one to ensure that this often difficult meeting is as smooth and respectful as possible.  Find LHH Knightsbridge and Kim at www.lhh.com I (Andrea) am an HR  Consultant in Western Canada.  Find me at www.thehrhub.ca

First of all, don't use the word 'fire'. That's the first key rule in terminating someone's employment in a kind and professional manner. Terminating someone's employment is not easy. It's clearly not easy for the employee, but it's not easy for HR or the Manager either. (If it is, find a new job.) If you are like most people and it makes you anxious, this video shows you how to can accomplish this difficult task with empathy and respect. This was the focus of this discussion with Kim Spurgeon. She has worked with LHH Knightsbridge in a variety of roles and, as a career transition specialist, has been present for many terminations. She shared her considerable insight: 3️⃣ In addition to the employee, there should be 2-3 people present during the termination meeting: the direct manager, the HR representative, and, possibly, the career transition specialist 3️⃣ It's the manager's role to advise the employee that their employment is being terminated. The manager's statement should be brief and to the point, taking no more than 2-3 minutes. 🗣️ The HR representative will go through the details of the termination, including any severance pay or benefits the employee may be entitled to. 🙏 Remember to thank the departing employee for their contributions!! Check out the video if you have to do one to ensure that this often difficult meeting is as smooth and respectful as possible. Find LHH Knightsbridge and Kim at <a href="http://www.lhh.com" rel="nofollow" target="_blank">www.lhh.com</a> I (Andrea) am an HR Consultant in Western Canada. Find me at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

How to fire someone nicely

While diversity is almost a fad for some companies, we also know that having a diverse team adds bottom-line value. As long as diversity is accompanied by inclusivity. The video with Dr. Helen Turnbull CSP highlights that diversity positively impacts the bottom line - but only when everyone feels included and valued. She's been working in the field a long time and did a TEDx in 2013. She says: 😬 It's not enough to simply hire a diverse group of people and pat yourself on the back. You need a culture where everyone feels included and can contribute their unique perspectives and ideas. 🙄 When diversity training elicits an eyeroll... you have an uphill battle. The leader is telegraphing their thoughts and unlikely to foster an inclusive environment.   🥱 But inclusivity does not mean that people should be allowed to monopolize meetings ad nauseum. If they're not adding value... why are they there?    Find Dr. Turnbull at www.humanfacets.com (954) 553 2828 Find Andrea, HR Consultant, at www.thehrhub.ca

While diversity is almost a fad for some companies, we also know that having a diverse team adds bottom-line value. As long as diversity is accompanied by inclusivity. The video with Dr. Helen Turnbull CSP highlights that diversity positively impacts the bottom line - but only when everyone feels included and valued. She's been working in the field a long time and did a TEDx in 2013. She says: 😬 It's not enough to simply hire a diverse group of people and pat yourself on the back. You need a culture where everyone feels included and can contribute their unique perspectives and ideas. 🙄 When diversity training elicits an eyeroll... you have an uphill battle. The leader is telegraphing their thoughts and unlikely to foster an inclusive environment. 🥱 But inclusivity does not mean that people should be allowed to monopolize meetings ad nauseum. If they're not adding value... why are they there? Find Dr. Turnbull at <a href="http://www.humanfacets.com" rel="nofollow" target="_blank">www.humanfacets.com</a> (954) 553 2828 Find Andrea, HR Consultant, at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Workplace Inclusion - Moving Beyond Diversity

I read something recently saying that organizations who trust HR are 2.9x more likely to rate them as highly effective. This would make it so much easier to get ALL our work done so I knew I had to do some episodes on trust. I reached out to ILa Edgar who is co-Host of a show called Trust on Purpose with Charles Feltman. She is also a coach and was a recruiter for years, so she has insight into HR: 1) The first thing is we need to care. About the client and the business.  🗣️ Trust building is a skill and one you can discuss directly with clients  👍 Even when there are limitations on us that our client might not appreciate, there are things we can do to maintain trust. 🗣️ When clients talk about HR instead of to HR, there's some mistrust. We can deal with that head on too.  Find Ila at https://www.bigchangeinc.com/ This is her podcast: https://trustonpurpose.buzzsprout.com/  Andrea is an HR consultant in Western Canada.  Find her at www.thehrhub.ca

I read something recently saying that organizations who trust HR are 2.9x more likely to rate them as highly effective. This would make it so much easier to get ALL our work done so I knew I had to do some episodes on trust. I reached out to ILa Edgar who is co-Host of a show called Trust on Purpose with Charles Feltman. She is also a coach and was a recruiter for years, so she has insight into HR: 1) The first thing is we need to care. About the client and the business. 🗣️ Trust building is a skill and one you can discuss directly with clients 👍 Even when there are limitations on us that our client might not appreciate, there are things we can do to maintain trust. 🗣️ When clients talk about HR instead of to HR, there's some mistrust. We can deal with that head on too. Find Ila at <a href="https://www.bigchangeinc.com/" rel="nofollow" target="_blank">https://www.bigchangeinc.com/</a> This is her podcast: <a href="https://trustonpurpose.buzzsprout.com/" rel="nofollow" target="_blank">https://trustonpurpose.buzzsprout.com/</a> Andrea is an HR consultant in Western Canada. Find her at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Building Trust In The Workplace - tips for HR

The question: Is it undue hardship or is it a regular hardship? Those of  us in HR in Canada need to consider this.  And we can always brush up  on the duty to accommodate so check out this video.   This was the focus of my conversation with Dylan Snowdon. Dylan is an  Employment Lawyer and Instructor in the Faculty of Law at the University  of Calgary. This is something he is asked about a lot and here are some  of his insights:  ✅ You have to accommodate, but can consider those accommodations that  have the least impact on the employer.   🧐 Accommodations can take many forms, and it doesn't always have to be a  big or complicated solution.   😢 The difficult accommodations are when there are a lot of unknowns or  the employer is not accepting.  Mental health often falls in this  category.  📢 Whenever someone requests accommodation, the duty has been triggered.    Remember, the duty to accommodate is an important part of creating an  inclusive workplace. By making reasonable efforts to accommodate the  needs of employees, employers can create a workplace that is welcoming  and supportive of all employees. Find Dylan at https://carbertwaite.com/calgary-lawy... Andrea is an HR Consultant and can be found at www.thehrhub.ca

The question: Is it undue hardship or is it a regular hardship? Those of  us in HR in Canada need to consider this.  And we can always brush up  on the duty to accommodate so check out this video.   This was the focus of my conversation with Dylan Snowdon. Dylan is an  Employment Lawyer and Instructor in the Faculty of Law at the University  of Calgary. This is something he is asked about a lot and here are some  of his insights:  ✅ You have to accommodate, but can consider those accommodations that  have the least impact on the employer.   🧐 Accommodations can take many forms, and it doesn't always have to be a  big or complicated solution.   😢 The difficult accommodations are when there are a lot of unknowns or  the employer is not accepting.  Mental health often falls in this  category.  📢 Whenever someone requests accommodation, the duty has been triggered.    Remember, the duty to accommodate is an important part of creating an  inclusive workplace. By making reasonable efforts to accommodate the  needs of employees, employers can create a workplace that is welcoming  and supportive of all employees. Find Dylan at <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbXQ4VVFobkN0VkZJcWM1MXpwTkk5dDhXVFZYQXxBQ3Jtc0ttSjZRNjlrbF90MG43cTFHZzJlSExuNHVtSkxrdEE0RlJYVV84bzVLSFA1X1VVZzQwRTBWU1duWWYzSEpJRWkzdEVWMXE3YkRwWU95a0NTN2k4c1NMOVdRaGNnV195aWJrRkJ4RlAzMDVFdkF6a3VkQQ&amp;q=https%3A%2F%2Fcarbertwaite.com%2Fcalgary-lawyers%2Fdylan-snowdon%2F&amp;v=CUgERnWG-XY" rel="nofollow" target="_blank">https://carbertwaite.com/calgary-lawy...</a> Andrea is an HR Consultant and can be found at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

The Duty To Accommodate - How Far Do You Have To Go?

Career transitions are an inevitable part of anyone's employment  journey. It can be a promotion but also termination. The termination  side is typically where career transition or outplacement comes in.   This week's guest, Kim Spurgeon, is Sr VP Canada, Transition and  Mobility with LHH Knightsbridge.  LHH Knightsbridge is one of the  leaders in helping employers navigate career transitions.  She has been  in that business much of her career and has an impressive depth of  knowledge and experience.  She shares:  ☺️ Terminations can be done with empathy.  ⚡️ Elon Musk and Twitter are a master class on what NOT to do.  ⚖️ Career transitions can also help mitigate the risk of being sued by  employees - see the video below.  🏆 Career transition services can also help you manage your brand as an  employer.   `🪃Also, with the jobs market the way it is, career transition can keep the  door open for boomerangs.  These are the employees who leave you, but  come back again with valuable skills and knowledge! Find LHH Knightsbridge and Kim at www.lhh.com I (Andrea) am an HR  Consultant in Western Canada.  Find me at www.thehrhub.ca

Career transitions are an inevitable part of anyone's employment  journey. It can be a promotion but also termination. The termination  side is typically where career transition or outplacement comes in.   This week's guest, Kim Spurgeon, is Sr VP Canada, Transition and  Mobility with LHH Knightsbridge.  LHH Knightsbridge is one of the  leaders in helping employers navigate career transitions.  She has been  in that business much of her career and has an impressive depth of  knowledge and experience.  She shares:  ☺️ Terminations can be done with empathy.  ⚡️ Elon Musk and Twitter are a master class on what NOT to do.  ⚖️ Career transitions can also help mitigate the risk of being sued by  employees - see the video below.  🏆 Career transition services can also help you manage your brand as an  employer.   `🪃Also, with the jobs market the way it is, career transition can keep the  door open for boomerangs.  These are the employees who leave you, but  come back again with valuable skills and knowledge! Find LHH Knightsbridge and Kim at <a href="http://www.lhh.com" rel="nofollow" target="_blank">www.lhh.com</a> I (Andrea) am an HR  Consultant in Western Canada.  Find me at <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Career Transition / Outplacement - Strategies For HR

We all have biases and you might not be aware of yours. It's part of our most primitive brains so we aren't going to get rid of it. The only thing we can do is be aware and manage it. In this video I speak with Dr. Helen Turnbull CSP.  She has been digging into the topic for a long time - long before it (and DEI) became such a key HR issue.  She did a TEDx on inclusion in 2013.  So props to her!  Here are some of the things she shared:🏳️ If you've ever been rude to an overseas call centre representative because they aren't on your continent, check your bias. Are you REALLY that open-minded and unbiased?2️⃣ Confirmation bias and pattern recognition bias are two of the most prevalent examples of unconscious bias in the workplace. Unchecked, either will lead to poor decision-making, missed opportunities and sub-par business performance.😇 The only way to minimize the impact of unconscious bias is to bring it to our conscious awareness. She suggests saying "Let's not make that decision until we check our biases." Find Helen at https://drhelenturnbull.com/Andrea is an HR consultant in Western Canada and you can find her at https://www.thehrhub.ca/

We all have biases and you might not be aware of yours. It's part of our most primitive brains so we aren't going to get rid of it. The only thing we can do is be aware and manage it. In this video I speak with Dr. Helen Turnbull CSP. She has been digging into the topic for a long time - long before it (and DEI) became such a key HR issue. She did a TEDx on inclusion in 2013. So props to her! Here are some of the things she shared: 🏳️ If you've ever been rude to an overseas call centre representative because they aren't on your continent, check your bias. Are you REALLY that open-minded and unbiased? 2️⃣ Confirmation bias and pattern recognition bias are two of the most prevalent examples of unconscious bias in the workplace. Unchecked, either will lead to poor decision-making, missed opportunities and sub-par business performance. 😇 The only way to minimize the impact of unconscious bias is to bring it to our conscious awareness. She suggests saying "Let's not make that decision until we check our biases." Find Helen at <a href="https://drhelenturnbull.com/" rel="nofollow" target="_blank">https://drhelenturnbull.com/</a> Andrea is an HR consultant in Western Canada and you can find her at <a href="https://www.thehrhub.ca/" rel="nofollow" target="_blank">https://www.thehrhub.ca/</a>

Understanding Unconscious Bias

As more companies prioritize employee wellbeing and the employee  experience, they start to think about a wellness program.  It's not as  easy as hiring a yoga instructor, but maybe you could start there?     I spoke with Reena Vokoun (again).  She's the owner of Passion Fit which  works with employers to build meaningful wellness programs.  She also  wrote The Wellness Empowered Woman.  Here are a few of Reena's tips to  keep in mind as you develop your program:  💰 Make sure you have the money and support before you start.  👯‍♀️ Consider how to offer individualized content: Not all employees  have the same needs when it comes to wellness. Consider offering  one-on-one in addition fitness classes, nutrition coaching, and mental  health resources.     🥵 Wellness programs don't replace healthy workplaces like reasonable  workloads and supportive management.  🎓 Recognize the social determinants of health and do what you can:  Health is impacted by factors beyond individual behaviors, such as  access to healthy food, education, and healthcare among others.  🧑‍🚒 Involve employees in developing their programs: They are the  experts on their own wellness needs. Reena can be found through her company, Passion Fit, at https://passionfit.com/  Andrea is an HR consultant and can be found through www.thehrhub.com

As more companies prioritize employee wellbeing and the employee  experience, they start to think about a wellness program.  It's not as  easy as hiring a yoga instructor, but maybe you could start there?     I spoke with Reena Vokoun (again).  She's the owner of Passion Fit which  works with employers to build meaningful wellness programs.  She also  wrote The Wellness Empowered Woman.  Here are a few of Reena's tips to  keep in mind as you develop your program:  💰 Make sure you have the money and support before you start.  👯‍♀️ Consider how to offer individualized content: Not all employees  have the same needs when it comes to wellness. Consider offering  one-on-one in addition fitness classes, nutrition coaching, and mental  health resources.     🥵 Wellness programs don't replace healthy workplaces like reasonable  workloads and supportive management.  🎓 Recognize the social determinants of health and do what you can:  Health is impacted by factors beyond individual behaviors, such as  access to healthy food, education, and healthcare among others.  🧑‍🚒 Involve employees in developing their programs: They are the  experts on their own wellness needs. Reena can be found through her company, Passion Fit, at <a href="https://www.youtube.com/redirect?event=video_description&amp;redir_token=QUFFLUhqbE5VVUxCMGxaVElVM3Z1RzI1Sk93aEFwUlhSUXxBQ3Jtc0tsbG9sLVY0SEVxcE5OdTB3VnE1aHJyVERrT0dFUXdHS21zTzlaXzloTkJHRlExMG02WHpaUTVubl9TekI1a3hpQ0V4a05OYlVUNXlxN2pGWkY4YUFzN1VXVTk5eFZWYkdOdmZQSkJiaklDZHlvVWtvUQ&amp;q=https%3A%2F%2Fpassionfit.com%2F&amp;v=T4hSBa7kM5Q" rel="nofollow" target="_blank">https://passionfit.com/</a> Andrea is an HR consultant and can be found through <a href="http://www.thehrhub.com" rel="nofollow" target="_blank">www.thehrhub.com</a>

Employee Wellness Programs - Implementation

What environment do you need for creativity, focus, and deep thought?    I think I am getting the hint.  Notifications, emails and messages  aren't making me more productive and they greatly reduce my ability to  be thoughtful.  This is true for many of the people in our organizations  too.      Daniel Sih is an author and productivity guy.  I reached out because of  his Spacemakers book, but I was curious about productivity and he  delivered!     🥃 He's a physiotherapist and accidentally became a productivity  consultant over a glass of whiskey.    ❌ Now he is going to TedX and his 'idea worth sharing' is that we need  to put down our phones to be more productive and have better  relationships.  📧 He used to think productivity was about getting better at email and  prioritization.  That is helpful, but, to truly be productive, you need  to think about who you are and what is important to you. Then be  productive at THOSE things.  🧑🏽‍🏫 Notwithstanding the importance of knowing our priorities, we can  teach employees to manage email, set priorities, and maintain good  habits.  Organizations have a better chance of getting a lot more of the  right work done. Spacemakers: How to Unplug, Unwind, and Think Clearly in the Digital Age   You can find more about Daniel and Spacemakers on https://spacemakers.com.au/ You can find Elissa Lok for Spacemaker or Email Ninja training in North America at elissa@spacemakers.com.au    And finally, I am an HR consultant as well.  Reach out to me through my website www.thehrhub.ca

What environment do you need for creativity, focus, and deep thought?    I think I am getting the hint.  Notifications, emails and messages  aren't making me more productive and they greatly reduce my ability to  be thoughtful.  This is true for many of the people in our organizations  too.      Daniel Sih is an author and productivity guy.  I reached out because of  his Spacemakers book, but I was curious about productivity and he  delivered!     🥃 He's a physiotherapist and accidentally became a productivity  consultant over a glass of whiskey.    ❌ Now he is going to TedX and his 'idea worth sharing' is that we need  to put down our phones to be more productive and have better  relationships.  📧 He used to think productivity was about getting better at email and  prioritization.  That is helpful, but, to truly be productive, you need  to think about who you are and what is important to you. Then be  productive at THOSE things.  🧑🏽‍🏫 Notwithstanding the importance of knowing our priorities, we can  teach employees to manage email, set priorities, and maintain good  habits.  Organizations have a better chance of getting a lot more of the  right work done. Spacemakers: How to Unplug, Unwind, and Think Clearly in the Digital Age   You can find more about Daniel and Spacemakers on <a href="https://spacemakers.com.au/" rel="nofollow" target="_blank">https://spacemakers.com.au/</a> You can find Elissa Lok for Spacemaker or Email Ninja training in North America at elissa@spacemakers.com.au    And finally, I am an HR consultant as well.  Reach out to me through my website <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

Productivity in the Workplace - And Feel Better Too!

Vacation Alert! No episode the week of July 3! Happy summer! Welcome to the HR Hub! This channel is for ambitious HR professionals! With the help of my expert HR guests, I aim to help you learn about all facets of Human Resource Management so when 'that' situation arises you have some knowledge and even skill to draw on. My guests provide tricks and tips you can apply immediately as well as insight into strategy to get you thinking about the future. What you learn, will help you advance your career. I'd also love to connect on LinkedIn or check out my website <a href="http://www.thehrhub.ca" rel="nofollow" target="_blank">www.thehrhub.ca</a>

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