Randolph Reckstadt’s Post

Mediocrity thrives in the workplace Why wouldnt it? Managers can’t be bothered with clear performance metrics, so everyone looks the same on paper. Holding people accountable for their lack of ability to do the simplest things? That’s too much work and we dont like confrontation, so let’s just let underperformers slide by. HR isn’t helping either—they’re too busy with their “thorough” performance reviews and meeting DEI targets that somehow they rate everyone as amazing, everyone gets a prize, yay 🙄 And let’s not forget the organisational culture that embraces complacency. Why strive for innovation when playing it safe is so much easier? When being interviewed you are entitled to ask questions about the company, it's HR practices and it's culture just as much as they are entitled to ask why you have a gap in your employment record. Top performers deserve top jobs 🔥

Are you counting the cost of high staff turnover? Turnover costs go beyond recruitment and onboarding. They include lost institutional knowledge, lower productivity, and bigger financial impacts. Did you know that replacing an employee can cost 50-60% of their annual salary, according to The Society for Human Resource Management (SHRM)? For senior or specialised roles, this can soar to 200%! So, what’s driving your people away...better opportunities, or poor leadership? Research from CMI reveals that 28% of UK workers have left a job due to a toxic workplace culture. If you want to lower turnover, start by building trust within teams. Focusing on relationships and team cohesion can make all the difference. Invest in your people. Strengthen your culture. See the results.

A staggering 73% of employees feel undervalued and unappreciated at work, leading to disengagement and high turnover rates. In partnering with leaders across various sectors, I've uncovered critical factors that can reverse this alarming trend. Our findings underscore simple truths about workplace satisfaction and employee retention. What We’ve Learned: • Employees need to feel valued. Lack of recognition is often why they decide to leave. • Flexibility isn’t just a perk; it’s a necessity for a modern workforce that values work-life balance. • Clear pathways for career advancement keep employees motivated and engaged. Actionable Strategies: - Career Growth: Implement mentorship and career development programs that clarify progression opportunities, boosting engagement. - Fair Compensation: Regularly adjusting pay to match market rates and performance ensures our teams feel appreciated and fairly treated. - Leadership That Inspires: Investing in leadership skills is crucial. A great leader can transform team dynamics and reduce turnover. - Recognition Matters: Regular acknowledgment of employees’ efforts goes a long way in fostering loyalty and driving high performance. By sharing these strategies, I hope to inspire a shift towards more thoughtful, employee-centric workplace cultures. It’s not just about hiring talent; it’s about keeping them happy, productive, and engaged. When businesses and leaders prioritize these changes to make workplaces thriving environments, everyone feels valued and has room to grow- the most exciting part- the business grows. I would love to hear your thoughts and experience on the above. If you find this insightful, share it with your network and follow me for more Career and HR Content.

Despite a 75 member talented team, this leading foreign trade consulting company felt stuck and started declining. Reason? No HR/ people process in place. Shocked? As an HR strategist & people transformation expert, I saw as organisations grow, they don’t update their HR systems and start feeling stuck later. Let’s see the case of this leading foreign trade consulting company. 𝐏𝐫𝐨𝐛𝐥𝐞𝐦𝐬 𝐭𝐡𝐞𝐲 𝐟𝐚𝐜𝐞𝐝 𝐰𝐞𝐫𝐞 👇 🔴 Undefined organizational structure 🔴 Lack of clear roles and responsibilities 🔴 No established compensation structure 🔴 Absence of goals to drive performance 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐟 𝐏𝐫𝐨𝐛𝐥𝐞𝐦𝐬 👇 🔻 Decreased team efficiency 🔻 Low employee morale and engagement 🔻 Inconsistent performance outcomes 🔻 Ambiguity in career progression The leadership team, in an urgent need of a solution, found us on LinkedIn and decided to engage with HumanAlpha Strategic Solutions Pvt. Ltd. for an aggressive 3-month HR transformation project 🤝 HumanAlpha helped them with the most important key initiatives. 𝐎𝐮𝐫 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧 👇 🎯 Developed KRAs and KPIs using the Balanced Scorecard approach. 🎯 Introduced a culture playbook to sustain high performing culture. 🎯 Designed HR policies compliant with regulations, covering leave policies, sexual harassment prevention, compensation, performance incentives, rewards, interviewing best practices, and role definitions. 𝐎𝐮𝐭𝐜𝐨𝐦𝐞 👇 We addressed core issues and provided the team with essential tools and processes ✅ Now, the company has a clear direction, high-performing culture, and is well-positioned for growth ✨ --------------------------------- Facing similar obstacles? Reach out to us. If your HR systems aren’t empowering your people, it’s time to change them. Running a successful business is 80% about people management. Set up an effective HR system today to avoid getting stuck later. 𝐖𝐡𝐚𝐭’𝐬 𝐲𝐨𝐮𝐫 𝐩𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞? #entreprenuership #clientstory #success #hrpolicies

Engaged Employees are invaluable to an organisation. Hiring engaged employees will increase retention, improve productivity, and enhance morale. Entitled employees, on the other hand, can destroy a company culture. YOU CAN BUILD AN INTENTIONAL WORKFORCE WITH JUDGMENT INDEX: Measure and take inventory of your existing team; identify opportunities to develop blind spots; hire strategically. Visit www.jiau.com.au to learn more! We assess ENGAGEMENT and more than 80 other values that define and differentiate individuals and groups. #TheWhatWeMeasureSeries #repost #judgment_index #judgmentindexau #engagement #judgment_index_australia #recruit #develop #lead #selfawareness #values #judgement #assessment #hiring #hr #performance #morale #retention

In today’s competitive landscape, companies must look inward to build a strong and motivated workforce. Promoting from within not only boosts employee morale but also fosters a culture of loyalty and growth. Here are a few reasons for internal promotions. 1. Employee Engagement, When team members see a clear path for advancement, they become more engaged in their work. This motivation translates into increased productivity and innovation. 2. Retention, Internal promotions can significantly reduce turnover. Employees are more likely to stay when they feel their career aspirations are supported and recognized. 3. Cultural Fit, Existing employees already understand the company culture and values, making them ideal candidates for leadership roles. This ensures continuity and strengthens team dynamics. 4. Cost-Effectiveness, Hiring from within saves time and money on recruitment and training. Internal candidates require less onboarding, allowing them to hit the ground running. 5. Skill Development, By focusing on the growth of existing employees, companies can cultivate a skilled workforce that is ready to tackle new challenges and drive the organization forward. Let’s create an environment where employees feel valued and motivated to grow. Invest in your people, and watch your company thrive! 🚀 #Leadership #EmployeeEngagement #InternalPromotion #WorkforceDevelopment #CompanyCulture

🌟 How to Make the Most of Your Employees and Retain Them for the Long Term 🌟 In today’s competitive landscape, retaining top talent is crucial for any organization’s success. Here are some strategies I’ve found effective in keeping employees engaged and committed: 1. Align with Their Passions: Start by asking employees what they enjoy most and allocating them to projects they love working on. When people are passionate about their work, they are more productive and satisfied. 2. Leverage Their Strengths: If you ask a fish to climb a tree instead of swim, you’ll never get the desired output. Always check the strengths of your employees and allocate work accordingly. This ensures they can excel and contribute their best. 3. Competitive Compensation: Money matters. If you want your employees to stick with you, pay them well. If you don’t, your competition will. Fair and competitive compensation is key to employee retention. 4. Foster a Comfortable Team Environment: Ensure that your team is comfortable with each other and that communication flows smoothly. A team that lacks proper communication and camaraderie will struggle to deliver good results. 5. Focus on Quality, Not Hours: Don’t judge employees by the number of hours they put in but rather by the quality of their output. Productivity should be measured by results, not time spent. 6. Seek Continuous Feedback: Regularly ask for feedback on what can be improved. If something is bothering an employee, address it promptly. Continuous improvement and open communication are essential. 7. Empower with Ownership: Give your employees a sense of ownership in the company. Make them feel like owners rather than mere employees. This fosters a deeper commitment and sense of responsibility. 8. Allow Room for Failure: Give your employees the chance to fail. Innovation often comes from taking risks, and it’s important to create an environment where it’s safe to make mistakes and learn from them. 9. Every person wants to be recognised and felt important. Make sure your employees are heard, and if your employee feels that his/her work is making an impact. They are surely going to stick to the company for a longer period of time. Creating a supportive, engaging, and rewarding workplace is key to retaining talented employees. What other strategies have you found effective? Let me know in the comments! #EmployeeEngagement #Retention #WorkplaceCulture #Leadership #HR

How often do you review people and organisation? It pays to review one or two times per year to ensure you continue to have the right people in the right places. Here's a few questions you may want to consider: ❓What are the key challenges and opportunities facing our organisation in the next six to twelve months? ❓How can we prepare and position ourselves to meet these challenges and capitalise on opportunities? ❓What are the key people and/or organisation implications? ❓Have we effectively aligned individual and team goals with our organisational objectives? ❓Do we agree which are our business critical roles? Those that would have a material impact on operations. ❓What is the likely level of change in these roles (planned or unplanned departures)? ❓Do we have potential successors for these roles and are we taking steps to ensure their readiness? ❓Are there any 'single points of failure' where we need to mitigate risk? ❓Are there any key capability gaps that need to be addressed? ❓What new skills or competencies will be important for the future and are we developing them? ❓How effective is our leadership in guiding and supporting the team? ❓How engaged are our employees, and what factors are influencing their engagement? ❓How can we improve our processes to enhance productivity? ❓What actions can we take to further promote diversity, equity, and inclusion? Addressing a few key questions during a bi-annual review enables you to reflect on your organisation's strengths, areas for improvement and future direction. This process will help ensure that your people and organisational strategies are effectively supporting your overall business goals. Get in touch if we can help facilitate a review for your company. #peopleandorganisation #hr #sme #fractionalhr

𝐖𝐡𝐲 𝐝𝐢𝐝 𝐲𝐨𝐮 𝐜𝐡𝐨𝐨𝐬𝐞 𝐇𝐑 𝐚𝐬 𝐚 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧? People often ask me this. The truth is, while HR doesn’t always get the spotlight, the impact we have is immense. HR plays a critical role in driving organizational success. We’re at the core of shaping company culture, aligning talent with business goals, and ensuring employees are engaged and growing. Sure, recognition may not be public, but for me, the real reward comes from knowing I’ve helped employees grow, created a great work environment, and played a role in driving the organization’s success. At the end of the day, it's about making a difference—and that's recognition enough. My Bachelor's in Psychology helps me bridge the gap between people and business. It gives me a deeper understanding of employee behavior and motivation, allowing me to handle talent management, conflict resolution, and engagement more effectively. This makes my approach more tailored and impactful for both employees and the organization. 𝘚𝘪𝘨𝘯𝘴 𝘰𝘧 𝘢 𝘴𝘶𝘤𝘤𝘦𝘴𝘴𝘧𝘶𝘭 𝘏𝘙 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭? 𝐇𝐢𝐠𝐡 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭, 𝐬𝐭𝐫𝐨𝐧𝐠 𝐫𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬, 𝐭𝐫𝐮𝐬𝐭 𝐟𝐫𝐨𝐦 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐥𝐞𝐚𝐝𝐞𝐫𝐬, 𝐚𝐧𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐬𝐞𝐞𝐤𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐠𝐮𝐢𝐝𝐚𝐧𝐜𝐞. These indicators show you're not just fulfilling a role but also adding lasting value to both people and the organization. 𝘈𝘯𝘥 𝘸𝘩𝘢𝘵’𝘴 𝘪𝘯 𝘪𝘵 𝘧𝘰𝘳 𝘏𝘙 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘴? 𝐓𝐡𝐞 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐭𝐨 𝐝𝐢𝐫𝐞𝐜𝐭𝐥𝐲 𝐢𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬, 𝐜𝐫𝐞𝐚𝐭𝐞 𝐚 𝐭𝐡𝐫𝐢𝐯𝐢𝐧𝐠 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞, 𝐚𝐧𝐝 𝐝𝐫𝐢𝐯𝐞 𝐦𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐜𝐡𝐚𝐧𝐠𝐞. It’s a role that’s as rewarding as it is impactful. If you're considering a career in HR, here are three compelling reasons to pursue it: 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐞:  You shape the culture, recruit talent, and enhance engagement, contributing to both individual and organizational success. 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐒𝐤𝐢𝐥𝐥 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: HR covers a wide range of functions, giving you the chance to develop skills in leadership, communication, and strategy. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩: HR has evolved into a key player in shaping business strategy, influencing change, and driving innovation. Does this resonate with your experience or career philosophy? #HRImpact #PurposeDrivenWork #BehindTheScenesSuccess #BusinessAndPeople #HRInsights #HRLeadership #PsychologyInHR

Retaining top talent is more critical than ever. While hiring new talent is important, the true strength of an organization often falls into its ability to retain and nurture existing employees. Long-term employees hold valuable knowledge that can't be easily replaced. They understand the company's history, culture, and processes, which is crucial for maintaining consistency and efficiency. Recruiting and training new employees is a significant investment of time and money. Retaining staff reduces these costs, allowing for more resources to be allocated to growth and development initiatives. Experienced employees are often more productive and require less supervision. They bring a level of expertise and confidence to their roles, which drives overall organizational performance. High retention rates creates stronger team dynamics. Long-term employees build lasting relationships and trust with their colleagues, leading to better collaboration and a more positive work environment. Employees who stay with a company longer develop deeper relationships with customers. This continuity enhances customer service and loyalty, contributing to long-term business success. So how do you retain your employees? Regularly acknowledge and reward employees' hard work and achievements. Recognition boosts morale and reinforces a culture of appreciation. Invest in your employees’ growth by offering training programs, mentorship, and career advancement opportunities. When employees see a path for growth, they are more likely to stay committed. Promote a healthy work-life balance by offering flexible working arrangements and supporting employees' well-being. A balanced workforce is a happy and productive one. Foster an environment of open communication where employees feel heard and valued. Encourage feedback and act on it to continuously improve the workplace. Ensure your compensation packages are competitive and fair. Attractive benefits and perks can make a significant difference in retaining top talent. By focusing on staff retention, we not only preserve our valuable human resources but also build a foundation for sustainable growth and success. Let’s commit to creating workplaces where employees feel valued, supported, and motivated to contribute their best. I'd love to hear from you! How does your organization prioritize staff retention? Share your thoughts and experiences below! #StaffRetention #EmployeeEngagement #Leadership #HR #WorkplaceCulture #TalentManagement