Nate & Co

#hiringmanagers What do you look for in the education of your hires? What are the common threads? Will articles like this change your mind? What skills are you missing from your team? Have you seen a change in your candidate profiles?

HR Chiefs are rising in power........ excellent, mmmuhahahahahaha (ie evil laugh)! I love this article. It points to the C-Suite's need to leverage the influence and understanding an HR Chief can bring.  Why is it important? “The days of people issues being some kind of secondary [issue]—those just are long gone.” Empowered HR Chiefs are table stakes for companies that want the best talent.  Strategic HR support is necessary not only for large public companies but also for businesses of every size.  The CHRO position is not the first leadership position hired; for most startups and small businesses, it is usually the last leadership hire. At Nate & Co, before you are ready for a full-time resource we are your CHRO. We specialize in bringing strategic CHRO leadership to your team. Whether we are solving an HR problem or developing your total rewards program, we provide the expertise to deliver the appropriate strategy for your stage and growth.   —————————————— Nate & Co is an HR and People Operations consultancy. We help you articulate your strategy. We help you gain confidence in your programming and HR. Follow Nate (me, I am writing) and us if this strikes a nerve with you. Watch for the upcoming newsletter, “I Feel Like I Am Taking Crazy Pills? A look at HR today.” https://lnkd.in/eBrrHyiZ   

I love this quote from Goethe. Intentional mentorship, coaching, and professional development are necessary to help your team become what they can and should be. Trust your employees. See them for what they will become, not just what they are; they will deliver above and beyond. Your HR & People Operations programs support your employees for their long-term growth. An investment in professional growth and team development is an investment in developing employees to “become as she/he can and should be.” #investinpeople #hr #hrconsultant #traininganddevelopment #coaching —————————————— Nate & Co is an HR and People Operations consultancy. We help you articulate your strategy. We help you gain confidence in your programming and HR. Follow Nate (me, I am writing) and us if this strikes a nerve with you. Watch for the upcoming newsletter, “I Feel Like I Am Taking Crazy Pills? A look at HR today.” 

It's impossible for #CEOs and #founders to pay attention to ALL the details ALL the time. BUT, the details in this case matter…They matter a lot. Increases in the costs of #healthcare and reductions in coverage are born by employees. Yes, companies' costs go up as well, I get it. BUT, individual employees can’t absorb the 3-8% increase YOY while “gratefully” accepting reductions in coverage. The impact on employees’ bottom line is disproportionate to the impact on the corporate bottom line. Insurance is muddy. Insurance feels intimidating. Can you bury your head in the sand? No. Understand the decisions you are making and HOW they will affect your team. You can no longer say, “it’s insurance. What can we do about it?” There is a lot you can do about it, but you need to know the landscape. Get help understanding the decisions you signed up for. Learn to communicate the value your benefits bring to your team. Everyone is paying a fortune for benefits, we can at least ensure we are doing it INTENTIONALLY! -------------------------------------------------------- Nate & Co is not an insurance broker. We are an HR and People solutions consultancy. We help you articulate your strategy. We help you gain confidence in your benefits and HR. We keep you from wasting your employees' money on misaligned benefits. Follow us and Nate (me I am writing) if this struck a nerve with you. Keep an eye out for the upcoming new newsletter, “I Feel Like I Am Taking Crazy Pills? A look at HR today.”  #HRCONSULTANT #BENEFITSCONSULTANT 

There is such a disconnect between what our leaders consider success and the rest of us.

This is a gold mine. Thoughtful. Is it hard to do what they have done. YES. Is it worth it? YES. We need to start building toward this future, not away.

This classic line from the movie Office Space captures what happens when you don’t make it a priority to appreciate your team! “That's my only real motivation is not to be hassled, that and the fear of losing my job. But you know, Bob, that will only make someone work just hard enough not to get fired.” Peter Gibbons #officespace

Thank you, Atlassian and Annie Dean, for pushing this narrative. Employees have way more power in this dynamic than they realize. The messaging from our "business leaders" is nonsensical, disjointed, and full of fallacies. Employees need to challenge ALL assumptions that management is making. Shareholders and shareholder value are no longer viable arguments. This is and always has been about control. This is not about productivity. In a WFH/Hybrid/Remote world, employees have more control over their time. In an RTO/RTT world, companies have more control over employees' time. If CEOs insist on RTO/RTT what you are saying is I want to control over you, and that is going to have the opposite effect.

Maintaining a high employee engagement level will take a lot of work for companies requiring #RTO. No way requiring people in the office and badge swipes will "make us more productive [and] innovative." You will lose the best people because the best people want to evolve in life not devolve. This is moving in the wrong direction.

Why do you want RTO? What is the point of Return-To-Office? Profit? It is not expected to make any difference. Engagement & Community? Only for a slice of your work population. Control? Probably, but you don't want to say that. "The CEO of Internet Brands, the parent company of WebMD, recently shared a video with employees, saying the company's leaders "aren't asking or negotiating" for employees to return to office--they're "informing." That is such a pleasant tone. Well done Internet Brands. I bet your employees "should" feel grateful even to have a job. Even if you really do need everyone in the office (you don't, we all know what you do), what a completely disrespectful way to speak to your employees. The world changed. Employees do not want to waste 1-3 hours daily going to and from your arbitrary location. They also want to avoid paying to commute. Employees want flexibility to be human, go to the doctor when available without using PTO, pick up their kids from school, or take a lunch yoga class in their community. When you ask people to RTO, you are not asking them to return to the office, you are asking them to reorganize their lives around work, and people do not buy into that nonsense anymore. Employers, take the time to understand your business. We know some jobs will always be in person, but use common sense for those roles that do not need to be in person.