HR Leaders

Perks Won’t Save Your Culture (Here's what actually matters to your team) Have you noticed this? Happy hours, swag, and fancy coffee are fun for a minute. But employees don’t stick around for free t-shirts or cappuccino machines. What really keeps your people engaged? ➟ Respect. ➟ Trust. ➟ Meaningful work. Here’s the truth: Throwing perks at employees won’t fix deeper cultural issues. So, what do employees actually care about? 1️⃣ Respect → Every voice matters. Dismiss their ideas, and you’ll lose their loyalty. 2️⃣ Empathetic Leadership → Leaders who listen build teams that thrive. Arrogance drives people away. 3️⃣ Trust and Transparency → Secrets and micromanagement destroy trust. Openness creates connection. 4️⃣ Flexibility → Life doesn’t happen on a 9-to-5 schedule. Give them freedom, and they’ll give you results. 5️⃣ Meaning and Purpose → Work isn’t just about paychecks. People want to make an impact and know their efforts matter. Why does this matter? Because when employees feel valued, heard, and trusted, they give their best. You can’t buy culture with perks. It’s built every day with how you treat your people. 💬 Here’s the big question: Are you investing in what truly matters to your employees? Let’s talk below! A huge shout-out to John Castro for this amazing graphics. ♻️ Repost to help your network. And follow HR Leaders for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social https://lnkd.in/eAdb6ydY

Stop calling your company a “family.” (Families don’t do layoffs) Real families don’t quietly reward toxic managers. Real families don’t gloss over broken promises with free snacks. You want loyalty? ➟ Earn it. You want honesty? ➟ Listen first. You want trust? ➟ Start by acting like leaders, not just employers. Try this instead: 1️⃣ Be Transparent  ↳ Don’t hide behind buzzwords, share real challenges and plans. 2️⃣ Hold Leaders Accountable ↳ If a manager poisons the culture, fix it. Don’t wait. 3️⃣ Invest in Growth  ↳ Offer meaningful development, not just pizza parties. 4️⃣ Respect Boundaries  ↳ Families respect each other’s well-being. Your team deserves the same. 5️⃣ Acknowledge Mistakes  ↳ Own your errors, don’t bury them. Real families admit when they’re wrong. Companies should drop the “family” line. 💬 Agree or Disagree? Share your thoughts below. ♻ Repost to help your network. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social https://lnkd.in/eAdb6ydY

Stop Letting These 5 Silent Factors Stop Your Potential (Here’s the hard truth) Have you noticed this? It’s not always your environment. It’s not always your manager. Often, it’s these quiet habits you tolerate every day. Here’s what really destroys your growth: → Laziness kills habits. → Distraction kills focus. → Overwork kills balance. → Perfectionism kills creativity. → Micromanagement kills trust. Now, read that right to left. Because trust, creativity, balance, focus, and solid habits are exactly what you need to thrive. So, how do you fix it? 1️⃣ Replace Laziness with Consistency ↳ Small, repeated actions build real momentum. 2️⃣ Swap Distraction for Purposeful Focus ↳ Turn off notifications and give your task uninterrupted attention. 3️⃣ Drop Overwork for True Balance ↳ Hustle is good—burnout isn’t. Define work boundaries you actually respect. 4️⃣ Trade Perfectionism for Iterative Creativity ↳ Done is better than perfect. Learn fast and improve as you go. 5️⃣ Ditch Micromanagement in Favor of Trust ↳ Empower people. They’ll reward you with autonomy-driven results. Why does this matter? Because your success, whether personal or within a team, can’t thrive under daily self-sabotage. When you cultivate healthy habits → You replace laziness with momentum. When you focus deeply → You kill distractions before they kill your goals. When you find balance → You sustain your energy long-term. When you allow imperfection → You unleash true creativity. When you trust others → You free everyone to excel. Leaders, take note: → If you want unstoppable teams, build an environment that fosters trust, creativity, balance, focus, and consistent habits. Here’s the big question: Which of these 5 factors has held you back the most? Let’s talk below. A huge shout-out to Victoria Repa for this amazing billboard idea! ♻ Share this to help your network. And follow HR Leaders for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals getting weekly tips via email and social: https://lnkd.in/eAdb6ydY

Stop Treating HR Like an Elf on the Shelf (Here’s the hard truth) If you think HR just “watches” from the sidelines, you’re missing the bigger picture. They aren’t silent observers. They’re the strategic force holding your culture together. Why is your workplace really suffering? • Because HR is treated like a compliance cop, not a trusted advisor. • Because you call on them only when things go wrong. • Because you limit HR’s influence instead of empowering them to shape strategy. So, what does true HR partnership look like? 1️⃣ Involve HR at the Start → Don’t wait until a crisis hits. Their insights prevent bigger fires down the line. 2️⃣ Give Them a Real Seat at the Table → They’re experts on culture, talent, and engagement—harness that expertise early and often. 3️⃣ Trust Their Warnings → If HR points out a toxic leader or a failing process, listen. They’re not being negative—they’re safeguarding your team. 4️⃣ Recognize Their Wins → From onboarding successes to well-being programs, HR achievements often go unseen. Bring them into the spotlight. 5️⃣ Invest in HR’s Growth → They develop everyone else; they need professional development, too. Why does this matter? Because when HR is sidelined, your culture suffers in silence. But when HR is empowered, your entire organization thrives. Leaders, take note: → If you treat HR like a holiday prop, don’t be surprised when your workplace lacks real cheer. → HR isn’t here to spy; they’re here to guide. Here’s the big question: Are you giving HR the influence they deserve or treating them like a decoration? Share your thoughts below. ♻ Repost to help your network. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who get weekly tips via email and social: https://lnkd.in/eAdb6ydY

A Whole Month of Top HR Insights in One Place (Grab these for free and outpace the competition) Have you noticed this? Most HR advice comes in drips and drabs. But we’ve compiled an entire month’s worth of top HR minds in a single resource. No fluff, no cost. What’s inside? This November-December HR Leaders Podcast series dives into 8 game-changing insights from top HR pros, all set to prepare you for 2025. Here’s a sneak peek: 1️⃣ Casey Bailey – Everything You Need to Know About Remote Teams in 2025 2️⃣ Steve Degnan – Why CHROs Are Retiring Faster Than Ever 3️⃣ Richard Letzelter – How Taking Career Risks Can Lead to Success 4️⃣ Josh Levine ⚡️ – How to Build Trust and Connection in Remote Teams 5️⃣ Rachel Druckenmiller 🗣 – How HR Leaders Can Avoid Burnout 6️⃣ Amy Bouque (she/her/hers) – Strategies for Building a People-First Culture in HR 7️⃣ Guy Kawasaki – How to Build a Growth Mindset for Career Success 8️⃣ Victoria Klug – How to Balance High Performance and Employee Well-Being You want actionable tips? ➟ These episodes deliver. You want to future-proof your talent strategy? ➟ Start listening today. You want to lead with confidence in 2025? ➟ This is your shortcut. What to do now: 🎧 Listen to the full episodes below 🙏 Big thanks to our guests for sharing their wisdom, and shout-out to Deel for sponsoring. If you find value, please rate the show on Apple Podcasts or Spotify. Your support helps us grow and bring more insights to you ♻️ Which episode hit home for you? Let us know in the comments! 💬 ♻️ Repost to help your network get ahead. And follow Christopher Rainey for more. 📌 P.S. You can access all 1,000+ previous episodes and events of the HR Leaders podcast, dating back to our very first episode in 2017, by getting started for FREE with atlas copilot 👉 atlascopilot.com

5 Lessons From a 24/7 "Football Game" (And how to make your team unstoppable) Have you noticed this? Teams today function more like a continuous match. 24/7, 365 days. Customers are on the field, colleagues sub in and out, and someone’s always taking a water break. Sure, the old 9-to-5 routine mattered. But the reality now? It’s a game where trust, empathy, and adaptability rule. A high-performing team doesn’t appear overnight. It takes effort. Every single day. So, what does a thriving “football-style” team look like? 1️⃣ Seamless Substitutions → Let people step out for family or rest. Another teammate jumps in without missing a beat. 2️⃣ Empathy for Time Zones → You respect others’ schedules like players rotating on and off the field. 3️⃣ Fluid Communication → Quick, purposeful check-ins replace rigid daily huddles. 4️⃣ Shared Accountability → Every player owns the outcome. When one rests, another scores the goal. 5️⃣ Adapt to the Unexpected → A challenge pops up? Someone’s ready off the bench. No panic, just teamwork. Why does this matter? Because when you treat work like an ongoing match, you get synergy, not burnout. When teammates trust each other ➨ They step up effortlessly. When empathy and respect lead ➨ People balance work and life better. When adaptability is a habit ➨ You handle challenges like pros. Leaders, pay attention: A “football-style” approach isn’t a novelty. It’s your new playbook for success. Here’s the real question: How does your team handle the constant in-and-out of work? Share your strategies below! Watch this short clip with Casey Bailey from our latest podcast below! ♻ Repost to help your network. And follow HR Leaders for more. 📌 P.S. Want to listen to the whole episode for free? Check it out here: Spotify: https://lnkd.in/e2kRRNYt Apple: https://lnkd.in/e6iixqsw

It’s NOT always your manager’s fault. Sometimes It’s YOU. (Here’s the hard truth) Managers get a lot of heat for everything: Poor communication, toxic environments, unhappy teams. But here’s the reality: Not every problem is their fault. Sometimes, the issue is you. You want a better workplace? ➟ Start with some self-awareness. Here’s why: ➡ If you assume the worst, don’t expect trust. ➡ If you stay silent, don’t expect your needs to be met. ➡ If you refuse to own your part, don’t expect change. It’s not easy to hear. But real growth? It starts when you look in the mirror. 𝗧𝗿𝘆 𝗧𝗵𝗶𝘀 𝗜𝗻𝘀𝘁𝗲𝗮𝗱: 1️⃣ Stop assuming the worst. → Are you giving your manager the benefit of the doubt? 2️⃣ Communicate what you need. → Managers aren’t mind readers. Speak up about your expectations. 3️⃣ Own your part. → Ask yourself: Am I contributing to the solution, or just the problem? 4️⃣ Seek feedback (and take it seriously). → Growth starts when you’re willing to learn from constructive criticism. 5️⃣ Give recognition, too. → Yes, managers need appreciation just as much as employees do. Here’s the thing: Relationships are a two-way street. When you step up ➨ Trust grows. When you communicate ➨ Frustrations shrink. When you take responsibility ➨ Everyone thrives. Your manager isn’t perfect. But neither are you. True transformation happens when both sides stop pointing fingers and start collaborating. 💬 Here’s the real question: Are we too quick to blame managers instead of fixing ourselves? Agree or Disagree? Let’s discuss below 👇 ♻ Repost to help your network. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who get weekly tips delivered straight to their inbox. 👉 https://lnkd.in/eAdb6ydY

Innovation Without Empathy is a Recipe for Disaster. (Here’s how HR can balance both) 🌐 Another FutureWork Show Episode! In this powerful discussion, Christopher Rainey and Matt Burns sat down with Jennifer Moore (Founder of Quantum HR Labs and Former CHRO of Standard Industries) and Rupert Brown (People Change Advisory & Former HR Executive at Virgin Media O2, Maersk, and GEMS Education) to unpack how HR leaders can drive successful digital transformations while maintaining employee engagement and well-being. 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: 💡 Balance Technology and Humanity ➪ Effective transformations combine cutting-edge tools with meaningful human connections. 🤝 Co-Create for Success ➪ Engage employees in the process to build buy-in and psychological safety. 👥 Combat Change Fatigue ➪ Communicate clearly, celebrate wins, and provide recovery time between initiatives. 🚀 Prepare for Continuous Change ➪ Build frameworks that support both efficiency and resilience in an ever-evolving landscape. 𝐅𝐨𝐜𝐮𝐬 𝐀𝐫𝐞𝐚𝐬 𝐟𝐨𝐫 𝐇𝐑 𝐋𝐞𝐚𝐝𝐞𝐫𝐬: ➪ Prioritize emotional well-being alongside technological adoption. ➪ Create advisory groups with diverse perspectives. ➪ Foster psychological safety for honest dialogue. ➪ Align transformation efforts with strategic goals. 🎧 Watch the full episode below ♻️ Share this to inspire your network. And follow HR Leaders for more.

“Our employees are not children” - Spotify (Here’s the hard truth) You either trust someone or don’t hire them. It’s that’s simple. Spotify knows it: Remote work isn’t a “nice-to-have”. It’s a way to trust and empower your team. If you think remote equals slack, think again. True engagement thrives when freedom replaces micromanagement. Sure, office perks matter. But remote freedom? That’s what truly boosts engagement. A high-functioning remote team isn’t built overnight. It takes effort. Every single day. So, what does a thriving remote team look like? 1️⃣ Clear Goals and Outcomes → Everyone knows the target, no matter their time zone. 2️⃣ Intentional Communication → Purposeful check-ins beat constant pings. Clarity over chatter. 3️⃣ Flexibility that Respects Differences → Let people work when they’re at their best, no forced 9-to-5. 4️⃣ Trust Over Surveillance → Focus on results, not mouse movement. Adults don’t need babysitters. 5️⃣ Asynchronous Collaboration → Work adapts to schedules, not the other way around. Why does this matter? When employees feel trusted → They give their best. When communication is focused → They stay aligned. When flexibility is prioritized → Productivity soars. Leaders, take note: ➢ A well-structured remote team isn’t optional. ➢ It’s the new foundation of success. Remote work is the new foundation of success. Agree or Disagree? Share your thoughts below! 💬 ♻ Repost to help your network. And follow Christopher Rainey for more insights. P.S. We just released a new HR Leaders podcast episode on building strong remote teams. Access it for FREE on: 📌 Spotify: https://lnkd.in/efgBC8cD 📌 Apple Podcast: https://lnkd.in/e2NtG9Sa

Your employees aren’t children. (Here’s the hard truth) Stop doubting remote teams can thrive. Sure, office perks matter. But remote freedom? That’s where true engagement comes from. A high-functioning remote team isn’t built overnight. It takes effort. Every single day. On the HR Leaders Podcast, I had an inspiring conversation with Casey Bailey (Head of People at Deel) about how they lead a distributed team across 110+ countries. Casey shared how Deel’s global team thrives on trust, autonomy, and intentional leadership, even in a remote-first world. Here are some key takeaways from our conversation: 📍 Trust Across Borders → Autonomy + Clear Communication = Teams aligned across continents. 💡 Hyper-Localized Pay → Fair, data-driven compensation tailored to local markets. No more guesswork. 🔥 Intentional Hiring → Don’t just hire bodies, hire people who align with your values. Culture is borderless. 🌍 Navigate Global Complexity → Compliance, onboarding, and cultural nuances: Face them head-on, no shortcuts. ⚡ Prevent Burnout → Asynchronous work and clear boundaries fuel engagement, not exhaustion. HR Leaders, Take Note: The remote-first world rewards clarity, empathy, and adaptability. Don’t cling to old playbooks. Innovate or fall behind. 💬 Question: What’s the biggest challenge you’ve faced leading remote teams? Share your experience below 👇 ♻ Repost to help your network. And follow Christopher Rainey for more. 📌 P.S. Get started with the world’s AI copilot for HR Access this and 1,000+ other videos from top HR professionals for free: https://lnkd.in/edv7KCx4