Planbee Strategy Consultants

Wishing you a peaceful Xmas season and a bright year ahead. Best regards from Planbee Strategy Consultants. #merrychristmas #holidays #happynewyear #2025

6 ways to address failures and support employees when they happen. #humanresources #organizationalculture #hrcommunity #motivation #supportemployees

Putting family first instead of work can be fulfilling yet occasionally difficult. Here are several actions to assist you in building a well-rounded life that prioritizes family: 1. Establish Defined Limits Work Schedule: Establish clear working hours and adhere to them. Refrain from checking emails or answering calls beyond these hours. Allocate Family Time: Plan consistent family activities and regard them as essential commitments. 2. Organize Family Events Quality Over Quantity Prioritize meaningful interactions instead of just the duration of time spent together. Organize events that all will appreciate. Consistent Family Gatherings Organize weekly gatherings to review each individual's schedules and arrange family events. 3. Assess Your Obligations Evaluate Workload Frequently assess your workload. Assign tasks/decline extra responsibilities that disrupt family time. Minimize Overtime Be cautious about accepting additional hours/tasks that might encroach on family time. 4. Establish a Welcoming Atmosphere for Families Home Office Arrangement When working from home create a specific workspace that reduces distractions and separates work from personal life. Family Zones Allocate spaces in your home for family activities like game nights or movie nights. 5. Make Self-Care a Priority Mental and Physical Well-being Prioritizing self care enables you to be more attentive and involved with your loved ones. Allocate time for physical activity, interests, and leisure. Stress Management Create approaches for handling stress, including mindfulness practices, meditation techniques, or reaching out for support from friends and family. 6. Stay Engaged Mindfulness When with family, engage completely in the moment. Set aside devices and concentrate on appreciating each other's presence. Pay Attention and Participate Listen attentively to family members and partake in significant discussions. Final Thoughts These approaches establish a framework that enables you to prioritize your family while also meeting work obligations. It's about discovering a balance that suits you and those you care about. #humanresources #organizationalculture #hrcommunity #worklifebalance #family #workstress

How to handle the situation when Client doubts on your expertise or decision making? Rebuilding trust takes time and consistent effort. It’s essential to maintain transparency, demonstrate our expertise, and make our client feel heard and valued. By taking a solution-focused, collaborative approach, we can turn the situation around and strengthen our relationship with the client in the long run. Being a part of business development department, I have faced such situation where client is not much pleased with my decision or doubts in my expertise and it is very common situation that we all may face. We may practice something which may help us to resolve this issue. The first step is to listen to their concerns without getting defensive. I give them space to express their doubts, acknowledging their perspective. It's important to remain calm, even if I feel my decision was correct, as this sets the tone for constructive conversation. "I understand that this approach might not seem clear right now, and I really appreciate you sharing your thoughts with me. Let’s work through it together." These specific statements show empathy towards our client which is another essential part we should maintain. Explaining the reasoning behind decision making is equally important. I generally walk them through my thought process step-by-step, citing any research, data, or prior experiences that led me to that conclusion. Sometimes open-ended questions help us to better understand the root of their doubts. This shows I'm focused on finding the best solution for them, not just defending myself. Regular communication and check-ins, providing the client with visibility into progress. This reduces their anxiety and shows that our actively engagement. Sometimes clients may need time to warm up to a decision, especially if it involves change or risk. We should give them space to digest information while staying supportive. The ultimate goal is to turn the situation from one where the client questions my expertise into one where we collaboratively resolve the issue and strengthen our professional relationship. Trust isn’t built in a single conversation, but consistently showing that I’m reliable, knowledgeable, and committed to their success can go a long way. #clientrelationship #humanresource #hrcommunity

6 Employee Benefits You and Your Workforce Actually Want 1. Flexible working benefits Flexible working benefits like remote work, working from home, and shorter work weeks, promote worklifebalance, leading to increased productivity and more motivated employees. 2. Healthcare benefits Companies aiming to excel in the talent market can achieve this by carefully bundling medical, ancillary services (like dental or vision), and health benefits into plans that meet the the needs of current and future hires. 3. Retirement savings plans Getting employees ready for a financially secure retirement will consequently enhance productivity, morale, and loyalty to the organization. 4. Wellness benefits Corporate wellness initiatives benefit both sides, particularly when both employers and employees seek cost effective solutions. Employers gain advantages by holding onto their best talent, involving their workers, and motivating... 5. Paid time-off A paid time off (PTO) program has been increasingly embraced by companies. A paid time off (PTO) policy merges vacation days, sick time, and personal leave into a single comprehensive plan. 6. Training and development Numerous enthusiastic employees are drawn to the opportunity of compensated training and development programs. They can enhance their expertise and abilities, obtaining a qualification to boost their resume. #humanresources #hrcomunity #employeebenefits

9 Elements of a Healthy Organizational Culture Exceptional corporate culture encompasses transparent communication, reciprocal respect, common objectives, and dedication to the growth and advancement of employees. If your goal is to create a healthy organizational culture, here are 9 elements that contribute to the effectiveness and sustainability of a company’s culture. 1. Values A company's values represent its most important priorities and beliefs. They assist employees in making decisions when there is no relevant policy or procedure. 2. Leadership Transparent leaders ought to implement the essential measures to enhance culture by taking actions like requesting input, exemplifying ethical conduct, clarifying choices, being open about errors, and showcasing employee narratives. 3. Communication Consistent and open communication fosters alignment within an organization and establishes trust. 4. Recognition Timely appreciation and recognition are vital for reinforcing positive behaviors and making employees feel truly valued for their contributions. 5. Physical Environment Intentional spaces crafted for collaboration and company culture foster a feeling of belonging. Natural light and ergonomic furnishings increase productivity as well. 6. Wellbeing Comprehensive wellbeing initiatives boost resilience, creativity, and loyalty. When you prioritize employees' physical, mental, financial, and social health, it shows that they are valued by the company. 7. Social Connection Social connection weaves the human fabric of organizational culture cohesively and effectively. Constructive interactions, friendship, and connections among coworkers foster a feeling of community and belonging that individuals desire in the work environment. 8. Diversity & Inclusion While hiring for diversity is crucial, inclusion must be embedded across the employee lifecycle. It can be done through fair policies, anti-bias training, mentorship programs, Employee Resource Groups, and more. 9. Training & Development Investing in employees demonstrate that their development matters to the organization. It can be done through several initiatives like continuous learning and growth through training programs,mentorship, internal mobility opportunities etc A healthy culture will drive engagement, productivity, happiness, and revenue growth. A toxic culture will only drive people away. Which do you want to create and sustain? #humanresources #organizationalculture #hrcommunity #motivation

To work with clients and overcome obstacles to meet deadlines, consider the following steps: Communication 1. *Establish open communication*: Regularly update clients on project progress and involve them in decision-making processes. 2. *Active listening*: Understand clients' concerns, needs, and expectations to address potential obstacles proactively. Obstacle Identification and Resolution 1. *Identify potential obstacles*: Anticipate challenges that may arise during the project and develop contingency plans. 2. *Collaborative problem-solving*: Work with clients to find solutions to obstacles, ensuring their needs are met. 3. *Prioritize and adapt*: Adjust project timelines or scope as needed to address unexpected obstacles. Project Management 1. *Set realistic deadlines*: Establish achievable milestones and deadlines, considering potential obstacles. 2. *Create a project schedule*: Develop a detailed timeline, including regular check-ins and progress updates. 3. *Monitor progress*: Track project advancement, identifying areas that require attention or adjustment. Client Education and Expectation Management 1. *Educate clients on the process*: Explain the project workflow, potential challenges, and the importance of timely feedback. 2. *Manage client expectations*: Clearly communicate project timelines, milestones, and deliverables to ensure client understanding. Flexibility and Proactivity 1. *Be proactive*: Anticipate and address potential issues before they become major obstacles. 2. *Demonstrate flexibility*: Be willing to adjust project plans or timelines as needed to ensure successful completion. #hrcommunity #hrservices #organizationalculture #clientsatisfaction #deadline

7 Reasons to encourage employees to take time off 1. Better mental and physical health Enforcing PTO will pay dividends for the employer in the form of the employees’ health and attitude towards work. 2. Increased retention Returning happier and well-rested from a vacation will bring in positive feelings for the employers. 3. Increased productivity Expect your employees to be more productive and more in tune with managers and co-workers after some time off. 4. Happier workplace culture Having healthy happy employees who take time off will do wonders for your profits and your office environment. 5. Better work and life balance Taking time away from being relentlessly busy gives you a chance to remember what the true meaning of life is. 6. #Boostedteamwork When you delegate to others being on a vacation, you are forced to share your knowledge with colleagues, and they grow in your absence. 7. Save money As mentioned above, employee retention increases when they take vacations. This means you’ll be spending less on hiring and training new employees, saving money in the long run #humanresources #hrcomunity #upskilling #mentalhealth

The talent market has never been more critical. The ability to attract, engage, and retain top talent isn’t just important at the moment — it’s a big differentiator between those who thrive and those who just barely survive. The three pillars of a world-class TA organization At the heart of a successful TA function are three critical components: Candidate-facing teams Business-facing reams Centralized/shared functions Each plays a unique role in creating a seamless, efficient, and scalable recruitment process. 1. Candidate-facing teams: The frontline These roles — your sourcing, coordination, employer branding, and analytics — are the frontline of the TA organization. Candidate-facing teams are dedicated to understanding the candidate market, building strong relationships, optimizing experience, and maintaining a robust talent pipeline. 2. Business-facing teams: Bridging recruitment and business needs These teams are your internal consultants, ensuring that your recruitment strategies align with broader business objectives. They’re the ones who understand the nuances of the business, advise on best practices, and make sure that the talent you bring in fits your company’s culture and goals. Talent business partners/advisors: 3. Centralized/shared functions: The backbone The often unsung heroes, centralized functions provide the support, tools, and processes that allow both candidate-facing and business-facing teams to excel. TA operations: This team ensures that your recruitment processes are running smoothly, from managing technology and standardizing processes to producing the analytics and reporting. Their work is what makes a scalable and efficient TA function possible. According to Allyn Bailey, approximately 1 in 10 people in your team should be in TA ops. Final thoughts: Together, your teams need to make a cohesive whole The beauty of this model is in its integration. Candidate-facing teams, business-facing teams, and centralized functions aren’t silos — they’re interconnected parts of a cohesive whole. When these components work in harmony, your TA function becomes more than just a recruitment engine, it becomes a strategic asset that drives your organization’s growth and success. If you have only one recruiter, of course, this isn’t going to work for you — but it’s possible to begin to think like this if you have a minimum of two recruiters! You won’t have the centralized functions, but you can begin to think about a separate candidate-facing recruiter and talent advisor. I’ve seen many teams try to optimize only for the candidates, with recruiters aligned by the skills or roles they hire for. The challenge is that they only work with the business when each department has a need for that functional skill, which might be irregular, so they never develop a true understanding of the needs of each team. hashtag #humanresources #hrcommunity #organizationalculture #talentacquisition #TA #team

Here are the 6 elements that any organization can incorporate into the POSH training sessions to make them more effective: #humanresources #organizationalculture #sexualharassment #posh #poshtraining #poshlaw