Reimagine Talent

Today starts our team's annual sabbatical week. We are grateful for this time to enjoy our families and prepare for the new year. We look forward to serving and connecting in 2025!

We're sending you a big thank you and heartfelt virtual hugs this holiday season. We wish you a joyful season filled with love, connection, and rest. Please note: Reimagine Talent will be closed from Monday, December 23- Friday, December 27.

Our workforce development practice recently polled 350 Gen Zers across the U.S. to understand better their challenges in preparing for their careers; here's what they shared: - Identifying a career path (25%) - Navigating financial hurdles (18%) - Building necessary skills & experiences (17%) Are you surprised by these responses?  Share what you've observed in the comments. #GenZ #EarlyTalent #WorkforceDevelopment

Our talent development practice supported several organizations in upskilling employee resource group leaders this year. During a leadership summit, we asked 120 leaders to share how their engagement with ERGs has impacted their careers; here's what they shared: - Networking & Relationship Building (39%) - Growth & Development (36%) - Visibility & Recognition (21%) Are you surprised by these responses?  Share what you've observed in the comments. #EmployeeResourceGroups #CareerDevelopment #TalentDevelopment

A toxic workplace culture can significantly impact morale, turnover, and overall performance. Data from SHRM shows that one out of five employees have left their jobs in the last five years because of their workplace culture. Addressing toxic culture issue requires more than just quick fixes—it involves identifying and addressing the root cause for lasting change. National experts gathered to share key strategies for transforming a negative company culture and creating a healthier, more supportive environment. As we transition into 2025, consider what shifts you can make to boost workplace culture: 1. Create a safe space for open communication, where employees can share concerns without fear - Marissa Morrison, ZipRecruiter 2. Open genuine lines of communication to foster trust and transparency across the organization - Jawad Gilani, Packages Group 3. Connect with employees who have gone quiet, as it’s often a sign of underlying issues - Divya Divakaran (She/Her), EVS, Inc. 4. Reward behaviors that align with high performance and company values - Lori Landrum, SHRM-SCP, ECRE, Heights Tower Service, Inc. 5. Triage the situation and develop a strategic plan to address and heal toxic cultural shifts - Alexander-Ali Dalipi, Doctoral Student, MSHRD, PHR, HR1Systems, LLC 6. Rebuild trust by acknowledging the mishaps and taking accountability for past mistakes - Chelsea C. Williams, Reimagine Talent Co. Read the full article here: https://lnkd.in/ecmN3V7a

Assessing your organization’s progress around diversity, equity & inclusion is essential for understanding where meaningful change has occurred and where gaps still exist. To truly evaluate success, it’s important to use quantitative metrics and qualitative feedback. Forbes Human Resources Council members recently share effective strategies for measuring DEI success and planning for the year ahead. Here are a few actions you can take into 2025: 1. Use design thinking and persona mapping to drive tailored inclusion efforts based on your business’s unique needs - Greg M., Berg Kaprow Lewis 2. Measure DEI’s impact on your company’s culture and goals to determine how it has supported your wider strategy - Charlotte Sweeney OBE, Charlotte Sweeney Associates (CSA) 3. Create programs that foster belonging to keep employees engaged, productive, and connected - David Bator, Achievers 4. Use both quantitative analysis and employee feedback to review DEI progress and inform future goals - Tammy Harper, CAI 5. Review DEI metrics quarterly to track progress and adjust goals across regions for greater impact - Jake Zabkowicz, Hudson RPO 6. Conduct a DEI roadshow to identify wins and challenges, and shape your DEI story for continued growth - Chelsea C. Williams, Reimagine Talent Co. Interested in more actionable strategies? Read the full article: https://lnkd.in/eQGuTgJ9

PARTNER SPOTLIGHT 🌎 📚 🚀 We're thrilled to support a global leader in commercial real estate services. Through our partnership, we are upskilling the firm's global talent acquisition team to meet business objectives through inclusive hiring practices. Talent acquisition leaders serve as architects in shaping representative work environments. They have the power to drive inclusive practices and shape employee experiences! By the end of our engagement, the team will have: 1. Increased their understanding of diversity, equity & inclusion realities that impact the recruitment process.  2. Developed confidence in advocating for diversity in client-facing conversations and navigating challenging conversations with colleagues. 3. Received a safe space to navigate real-life scenarios and asked top-of-mind questions to elevate their impact. #InclusiveRecruiting #TalentDevelopment #Upskilling

Get this — 53% of middle managers admit they’re swamped with tasks, leaving 51% unable to dedicate necessary time to direct reports (Capterra). Middle managers play a pivotal role in bridging the gap between leadership and frontline employees, ensuring smooth communication, and maintaining team morale. Without proper support, middle managers can quickly face burnout, impacting their effectiveness. To help empower middle managers, consider the following: 1. Focus on strategic mentoring and succession planning to help middle managers grow within the company - Kelly Lockwood Primus, Leading NOW 2. Involve middle managers in strategizing to leverage their expertise and credibility - Heide Abelli, SageX 3. Communicate transparently and consistently to align middle managers with organizational goals - Denise Triba, Ingenovis Health 4. Ensure clear communication around the company’s vision, challenges, and growth plans to help middle managers navigate change - Chelsea C. Williams, Reimagine Talent Co. 5. Seek to understand the unique needs and struggles of middle managers before offering support - Oksana Lukash - PHR, SHRM-CP, CCP, People Culture You 6. Share your personal experiences of overcoming obstacles to motivate middle managers - Tish Hodge, PHR, MSHRM (formerly McFadden), The Shine Institute Explore additional strategies in our latest Forbes HR Council post: https://lnkd.in/edy9FihX

This week, we’re reflecting on the incredible organizations we've supported this year. From the private to the public sector, our partners are making bold investments in people & culture that are driving real, meaningful change. Despite the headlines, they've stayed consistent with their commitments. We also celebrate the contributions of our talented and passionate team, whose dedication has yielded partner success. A special thank you to: Jessica Smith, PMP, Keesia W., Melina Nguyen, Leonna Luc, Jasmine Utterback, MPH, Keith R., Laureen Delance, MPA, CCMC, Chelsea C. Williams, Keshia White. #THANKFUL

NEW PARTNER SPOTLIGHT 🌎 📚 🚀 We're thrilled to support Global Kids, who are on a mission to educate and inspire youth from underserved communities to become successful students, global citizens, and community leaders by engaging them in academically rigorous, socially dynamic, content-rich learning experiences both during the school day and after school. Our team will craft tailored leadership development and offer strategic advisory services to advance the organization's diversity, equity, and inclusion mission. #LeadershipDevelopment #DiversityEquityInclusion #YouthDevelopment