Employee Experience

I was asked in an interview recently how do you build culture in an organization. My thoughts. 1. Align Culture with Organizational Strategy • Define the Desired Culture: Start by identifying the behaviors, mindsets, and attitudes that will support your organization’s strategic objectives. • Communicate the “Why”: Ensure employees understand how cultural values connect to the company’s purpose and success. Clear messaging from leadership about how behaviors tie to business outcomes is crucial. 2. Embed Values into Everyday Practices • Recruitment and Onboarding: Hire people whose values align with the organization’s. Reinforce cultural expectations from day one. • Performance Management: Build values into goal-setting, feedback, and evaluation processes. Recognize and reward employees who exemplify the desired culture. • Leadership Modeling: Leaders must embody the culture in their actions, decisions, and communication. Culture flows from the top down. 3. Build Systems that Reinforce Culture • Recognition Programs: Celebrate employees who demonstrate behaviors aligned with company values — not just top performers but also those who uphold integrity, innovation, or teamwork. • Training and Development: Provide learning opportunities that reinforce cultural values. For example, if adaptability is key, offer change management workshops. • Policies and Processes: Ensure HR practices (e.g., promotion, performance reviews, and rewards) reinforce the desired culture. 4. Empower Employees to Drive Culture • Culture Champions: Identify and empower employees across levels to model and promote cultural behaviors. • Employee-Led Initiatives: Create space for employees to suggest ideas that align with the organization’s values 5. Reinforce Culture Through Communication • Storytelling: Share real examples of employees living the culture in newsletters, meetings, or company-wide platforms. • Rituals and Routines: Develop meaningful traditions that reinforce values. 6. Measure and Evolve the Culture • Employee Feedback: Regularly gather input through engagement surveys, focus groups, or one-on-ones to assess cultural alignment. • Track Cultural Metrics: Use data like retention rates, (eNPS), and performance outcomes to measure cultural success. • Adapt as Needed: Culture isn’t static. Reassess as business strategies evolve to ensure alignment. Key Takeaway: An amazing culture is built when values are embedded into how the organization operates — from hiring to leadership behavior, performance management, and recognition. When culture directly supports strategy, it becomes a driving force for employee engagement, retention, and business success.

It’s fun when a post takes off, right?!?! Recently one of my posts gained more traction than usual and a friend said something that really stuck with me. “It feels good to be heard and taken seriously.” Yes! It feels great to be heard and taken seriously. It’s validating. It reminds us that what we share matters. This got me thinking though, not about LinkedIn engagement, but about our employees. Not everyone is comfortable speaking up, whether in a meeting or even in a one-on-one setting. The quietest person in the room often has some of the most valuable, innovative ideas, but no one benefits if those ideas are kept quiet. On the flip side, some employees do speak up only to feel dismissed or ignored. Overtime, that dismissal silences them, leading to disengagement, frustration and ultimately turnover. As leaders, we have a responsibility to do better. Making employees feel heard isn’t just “nice to have”; it’s a cornerstone of engagement, innovation, and trust. So, how do we create a culture where every voice matters? Here are a few simple ways to start: ✅ Model active listening - Put down your phone, stop multi-tasking, make eye contact, and show you’re fully present. A small act, but it makes a big impact. ✅ Ask open-ended questions - Encourage employees to share their thoughts by asking questions like, “What’s your perspective on this?” or “How would you approach it differently?” ✅ Acknowledge ideas, even the 'silly' ones - Every idea has potential. Sometimes a seemingly off-the-wall suggestion lightens the room and sparks the brainstorming that leads to brilliant solutions. ✅ Follow up: If someone shares an idea or concern, circle back to show them you took it seriously. Even if it’s not feasible, explain why. It will build trust and reinforce that their input matters. When employees feel heard and taken seriously, you create an environment where they feel safe to innovate, engage, and truly invest in the organization’s success. As for my LinkedIn post? It’s just another reminder of the power of being heard, regardless of the workplace or a social platform. When we listen and value each other’s voices, amazing things happen. How do you help your team members feel heard? I’d love to hear your thoughts. And if you’re reading this—thank you for hearing me. ❤️ #fractionalhr #leadership

Are you planning any workplace wellness activities to kick off the new year? One of my newsletter subscribers recently asked me, “Our employees want us to highlight healthy lifestyles, perhaps by launching a ‘step challenge’ or hosting a 5K. While I love these ideas, we have some employees who use wheelchairs. For example, I struggle with organizing a step challenge because I feel this is not inclusive to everyone. Am I overthinking this? Or do you have suggestions that meet the ask but are inclusive to everyone?” I immediately contacted my friend, workplace wellness expert Laura Putnam. She recommended thinking about the various dimensions of wellness when designing programs. These include physical, emotional, social, financial, career, and community needs. By offering options in these categories, you’ll be more inclusive by design. With her guidance, I then researched possible activities. Here are some ideas: - Physical: Organize a “workout streak,” asking employees to record the number of days in a row they’ve done some workout—cardio, yoga, weights, stretching, or anything they define as a workout. Or arrange “stroll & roll” groups for breaks, ensuring paths are wheelchair-accessible. - Emotional: Designate an “Unplug at lunch” day, committing not to use your phone or devices and enjoying silence or talking with coworkers. - Social: Create a “Get to Know Each Other” week, with prompts to encourage coworkers to find personal connections. - Financial: Provide financial planning or budgeting classes. - Career: Host sessions to demystify the promotion process or other career-related topics. - Community: Organize a donation drive for items that a local non-profit needs. Then, once you have some options, let people design their wellness goals and choose activities that make sense for them. P.S. A few years ago, Laura and I collaborated on a thought paper titled "50 Ways You Might Have Wellness Privilege at Work" (https://lnkd.in/gBGfzhqv). It explores why wellness and inclusion should be considered holistically, with practical actions to take to improve workplaces everywhere.

Leadership is not one-size-fits-all. As a recruiter working almost exclusively with leaders—whether as clients or candidates—I’ve had countless opportunities to observe a wide range of leadership styles. Confession: I’ve been critical of styles that don’t resonate with me. It feels a bit arrogant when you consider the variety of challenges leaders face. Over time, I’ve learned to appreciate the nuances of different styles. While I have preferences, I now recognize that even approaches I wouldn’t personally choose have their place. Here are 11 leadership styles, each with strengths, challenges, and ideal scenarios: 1. Autocratic Leadership – Example: Steve Jobs (Apple) Effective in high-stakes or crisis situations requiring quick decisions. Overuse may stifle creativity and morale. 2. Democratic (Participative) Leadership – Example: Tony Hsieh (Zappos) Ideal for fostering collaboration, creativity, and team buy-in. Slower decision-making but often leads to innovative outcomes. 3. Laissez-Faire Leadership – Example: Larry Page (Google) Suited for highly skilled, self-motivated teams. Encourages innovation but can cause confusion if team members lack direction. 4. Transformational Leadership – Example: Satya Nadella (Microsoft) Great for organizations undergoing change or cultural shifts. Inspires teams with a vision but must be balanced to avoid burnout. 5. Transactional Leadership – Example: Jeff Bezos (Amazon) Effective in structured environments with clear goals and metrics. Ensures consistency but may stifle creativity. 6. Servant Leadership – Example: Dan Price (Gravity Payments) Builds loyalty and trust by prioritizing team member well-being. May be less effective in fast-paced environments demanding quick decisions and immediate outcomes. 7. Coaching Leadership – Example: Marc Benioff (Salesforce) Ideal for fostering growth and learning. A long-term investment, it’s less suited for teams needing immediate results. 8. Visionary Leadership – Example: Elon Musk (Tesla, SpaceX) Inspires teams to pursue bold, long-term goals. Visionary leaders must balance big ideas with day-to-day operations. 9. Bureaucratic Leadership – Example: Jamie Dimon (JPMorgan Chase) Essential in highly regulated industries, ensuring stability and compliance. Can limit flexibility and innovation. 10. Situational Leadership – Example: Sheryl Sandberg (Facebook/Meta) Adapts leadership style to meet evolving team needs. Requires emotional intelligence and flexibility. 11. Charismatic Leadership – Example: Richard Branson (Virgin Group) Inspires loyalty and enthusiasm through charm and energy. Works best when rallying people around a mission but may create dependence on the leader. --- We all gravitate toward certain styles, but the most impressive leaders can adapt their approach to the needs at hand. Another post for another time. Which style resonates most with you? #leadership

Do not let your friends get to this point ↴ Rock bottom. In a profession like recruiting (external), many of us, including myself, have reached this point multiple times. The pressure is palatable, especially for high-pressure solo practitioners where our success determines if we feed our families. 👉 Let's break down the concerns ↴ 1. Burnout   → Unrealistic targets and the "always-on" nature of the job add to this stress and mental, physical, and emotional exhaustion. 2. Rejection Fatigue → The "No's" add up: Constantly dealing with candidates' & clients' rejections or disappointments can create feelings of inadequacy or failure. 3. Pressure for Performance → Intense Metrics-driven environments can result in overwhelming stress to meet KPIs. Economic factors, such as layoffs or hiring freezes, add further stress. 4. Emotional Toll of Candidate Support → Supporting them through brutal rejections or coaching them to improve can be draining. 5. Isolation in Remote Work → For some, the shift to remote recruitment has reduced in-office camaraderie, increased feelings of isolation & impacted mental well-being. 👉 What to look out for in our industry colleagues, friends and family↴ 1. Decreased Productivity Missed deadlines, lower placements, or poor performance relative to prior output. 2. Physical Symptoms → Fatigue, headaches, disrupted sleep, or drastic weight/appetite changes. 3. Changes in Attitude or Behavior → Irritability, reduced communication, or withdrawal from team interactions. 4. Reduced Job Satisfaction → Expressing dissatisfaction or lack of fulfillment in the role. (not standard sarcasm)🙄 5. Impaired Decision-Making → Difficulty managing priorities or making clear, strategic choices. 👉 Strategies to Address Mental Health in Recruitment ↴ 1. Normalize Mental Health Conversations → Provide a culture where discussing stress or seeking help is welcomed and not stigmatized. 2. Reasonable Targets and Metrics  → Ensure KPIs are ambitious but achievable to reduce unnecessary pressure. 3. Flexible Work Arrangements → Encourage work-life harmony through remote work flexibility or mental health days. 4. Mental Health Resources Offer access to counseling, therapy, or stress management programs. 5. Peer Support Networks → Build spaces where recruiters can share experiences & coping strategies. 6. Training Managers to Spot Signs → Equip leaders to recognize when team members need support & how to provide it effectively. Recruitment is a team sport & we must look out for each other as humans. Keep an eye on your friends who do this solo and check in on them. It's like a REAL check-in. Together, we can make a difference! 👉 And before you write some snarky comment about job seekers or other professions, YES, these tips can apply to all. But right now, I am focusing on my industry to spread the word and make a difference. Thank you!  

I used to think people switched jobs purely for money. I was wrong. I realized what really matters: Respect and Peace of Mind. A place where they can thrive. As leaders, our job isn’t just to retain talent, it’s to create an environment where people don’t want to leave. Here are 6 powerful ways to build that kind of workplace: 1. Make Respect Non-Negotiable ↳ Create a culture where every voice is heard and valued. Respect isn’t a perk; it’s a foundation. 2. Champion Work-Life Balance ↳ Protect your team’s time outside of work. When people feel their boundaries are respected, they give their best. 3. Acknowledge Efforts Loudly & Often ↳ Recognition fuels motivation. Celebrate wins, big and small—let them know they’re seen. 4. Invest in Growth ↳ Show your commitment to their future by offering learning opportunities. People grow where they feel valued. 5. Create a Safe Space for Honest Feedback ↳ When people can be real with you, they’ll stay loyal. Open communication builds trust that money can’t buy. Bonus for Remote Leadership: 6. Build Genuine Connections, Even When Apart ↳ Regular check-ins, virtual shout-outs, and space for open conversations are essential. When team members feel connected and valued from afar, they’re more likely to stay engaged and loyal. Retention isn’t about compensation, It’s about connection. 🌱 Do you agree? P.S. What’s one thing you prioritize beyond compensation to retain top talent?👇 ♻️ Repost to redefine what truly keeps people engaged and loyal in the workplace! ➕ Follow Sandra Pellumbi for more. 🦉

"They’re not a culture fit." Those words echoed in the conference room as we discussed a promising candidate. 🙋🏾♀️ Me: "What exactly do you mean by that?" 😕 Hiring Manager: "You know... they just don't seem like they'd fit in with our team." As an HR Executive, I've encountered this phrase countless times. But this particular instance made me realize we needed to reframe our entire approach to workplace culture. Let's break down why "culture fit" can be a dangerous concept: 1. It often leads to homogeneity 👥👥👥 2. It can mask unconscious biases 🕶️ 3. It limits diversity of thought and innovation 💡 Instead, I proposed we focus on "culture add." 💡 Insightful Moment: A truly strong culture isn't about finding people who "fit in," but about welcoming individuals who bring unique perspectives and experiences that enrich our organization. From that day forward, we shifted our hiring discussions: ❌ "Are they like us?" ✅ "What unique value can they bring?" ❌ "Will they fit in?" ✅ "How can they help us grow?" ❌ "Do they match our current culture?" ✅ "How can they enhance our culture?" This mindset shift had a profound impact. We saw increased diversity, fresh ideas, and ultimately, better business outcomes. Our teams became more dynamic, innovative, and adaptable. ✨ Personal Transformation: This experience reinforced my commitment to fostering truly inclusive workplaces. It's not just about ticking boxes; it's about creating an environment where every individual can thrive and contribute their unique strengths. #MyWhy is clear – to build organizations where diversity is not just welcomed, but actively sought after. Where "culture" is not a mold to fit into, but a living, evolving entity that grows richer with each new voice. 💼💡 Let's start a conversation: How does your organization approach culture in hiring? Have you moved beyond "fit" to "add"? Share your experiences below! Together, we can transform workplaces into vibrant, diverse communities that drive innovation and success. 🌈🚀 #DiversityAndInclusion #WorkplaceCulture #HRLeadership #TalentAcquisition #InclusiveHiring #OrganizationalDevelopment

BETTER than trophies and certificates: This recognition? It comes FROM your colleagues! ⭐Peer-to-peer (P2P) recognition programs are often an UNTAPPED well for boosting employee morale, engagement, and appreciation. ⭐ In a previous role, I noticed a LACK of appreciation within the company culture. This was confirmed by exit interview comments. So, I implemented a P2P recognition program using a software called Motivosity (not a sponsored post!). This platform allowed employees to give each other small cash rewards ($1-$5+) for any reason. The impact was REMARKABLE! We saw significant improvements in employee retention and satisfaction scores. One departing employee even highlighted the program as "the best thing to happen" to their division, crediting it with fostering a positive change in culture. Tips for getting started: ⤵ ✅ Choose the right platform ✅ Promote the program ✅ Lead by example ✅ Make it fun and easy ➡ Have you experienced the power of P2P recognition? #HR #HumanResources #EmployeeAppreciation #CompanyCulture #EmployeeEngagement #PeerRecognition

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.