Erin Cowhig

Communication has been a BIG topic for our team lately. We are openly discussing how we can be better, more clear, and more direct in our communication. I found a Forbes article from 2023 which found: 👎 Of 31 million employees interviewed, only 13% of their leaders practiced effective workplace communication. 👎 Nearly 30% of the time, organizations experience low retention because of ineffective communication between management and staff members. Here are strategies to help: 👉 Be more intentional about what you are communicating: WHO, WHAT, WHEN, WHERE, and arguably most importantly, WHY 👉 Set clear expectations around the desired outcomes 👉 Meet the team where they are at, not where you are. If the majority of your workforce is on the floor and do not check emails, this is NOT going to be the most effective method of communicating. What has helped your team enhance communication?

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Check out actionable steps employers can take to mitigate the impact of cancer on their organization. By fostering a culture of proactive health management, businesses can contribute to the well-being of their employees and their bottom line.

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HR leaders and CEOs, are you protecting your business against the cost and risk of a bad hire? Executive onboarding does just that for new leadership hires. It’s “insurance” for your key talent, backed by three decades of results. Learn more: https://lnkd.in/guPw9ydj #HumanResources #Onboarding #NewLeaderAssimilation

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Why Philly SHRM HR LIFT LAB? Taking your HR Leadership to new heights means balancing what’s good for the business with what’s good for the team. This functional development program will: Increase your functional HR acumen so that you can create more cross-functional impact. Introduce deeper learning cycles that move practices beyond implementation to focus on adoption. Create a stronger outside-in view to access better practices through benchmarking and networking. Play offense with positioning practical ways to upgrade HR operations for the right reasons. All you need to secure your spot is a $250 non-refundable deposit, due by June 14, 2024! #PhillySHRM https://lnkd.in/eJvZP3Rb

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Chief HR and People Officer—Here are 10 CHROs hired or promoted into a new CHRO or CPO role over the last ~ 60 days.      A few of these appointments include:    𝟭) 𝗕𝗡𝗬 𝗠𝗲𝗹𝗹𝗼𝗻 appoints Shannon Hobbs as Chief People Officer 𝟮) 𝗛𝗮𝘆𝘄𝗮𝗿𝗱 𝗛𝗼𝗹𝗱𝗶𝗻𝗴𝘀 names Ray Lewis Chief Human Resources Officer 𝟯) 𝗠𝗮𝘁𝘁𝗲𝗹, 𝗜𝗻𝗰. names Karen Ancira Chief People Officer 𝟰) 𝗧𝗼𝗿𝘆 𝗕𝘂𝗿𝗰𝗵 names Beverly Morgan Chief People Officer 𝟱) 𝗨𝗻𝗱𝗲𝗿 𝗔𝗿𝗺𝗼𝘂𝗿 names Glenn Rosen Chief Human Resource Officer Congratulations to the 10 CHROs/ CPOs listed in the image of this post and to the many others (+100) hired or promoted to the role in the last two months.    If you want to acknowledge other recently hired or promoted CHROs/CPOs, feel free to do so in the comments. ***I'll also include below a PDF with the full announcements for a few of the mentioned appointments.    Was this post helpful? If so, let me know by resharing it, commenting, or tagging others who might benefit from this information.   #chro #hr #humanresources

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Here is issue 245 of Talent Edge Weekly. Topics covered include Chief HR Officer, AI in HR, Strategic Workforce Planning, HR innovation, People Analytics, and more. A special 'Best of June' issue of Talent Edge Weekly will come out tomorrow (Sunday) at 6 PM EST! #hr #humanresources #talentmanagement

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Organizational transitions can be challenging, but outplacement programs can make a big difference. Learn how these programs support both employees and employers during layoffs and restructuring

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Read this amazing insight by Skima.ai to streamline your high-volume recruiting processes, and build thriving workforces. Use AI to power your DEI programs, and build a diverse workforce that positively impacts your business bottom line. #hrtech #hr #recruitment

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Why Philly SHRM HR LIFT LAB? Taking your HR Leadership to new heights means balancing what’s good for the business with what’s good for the team. This functional development program will: ✅Increase your functional HR acumen so that you can create more cross-functional impact. ✅Introduce deeper learning cycles that move practices beyond implementation to focus on adoption. ✅Create a stronger outside-in view to access better practices through benchmarking and networking. ✅Play offense with positioning practical ways to upgrade HR operations for the right reasons. ✅All you need to secure your spot is a $250 non-refundable deposit, due by June 21, 2024! https://lnkd.in/eJvZP3Rb #PhillySHRM #HRLIFTLAB #HRLeadership #HRDevelopment #HRStrategy #HRUpgrade #ProfessionalDevelopmen

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🤔💡 Is it possible that less transparency in compensation could actually foster more trust within an organization? The latest episode of HR Debatable is stirring up a thought-provoking conversation, and you won't want to miss it! 👀 Tune in to the full episode for a rich discussion on compensation, benefits, and the future of workplace trust. With Sarah Maximilian, Rachel Gibbs and moderator Neelie Verlinden Watch the debate here 👉 https://lnkd.in/eyYECeUT #HRDebatable #HR #Cegid #PayTransparency #Compensation #HCM

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We NEED equity in the workplace. I join many other people and organizations when I say this—after the latest news in the HR world about equity no longer being a focal point, I’m disappointed. Diversity, equity, and inclusion are essential and interconnected components that create a thriving, innovative, and successful workplace. Each element supports and enhances the others. An example of why equity is needed is pay equity. Putting practices in place where pay data is analyzed, disparities are examined and gaps are corrected are crucial for organizations to remain competitive and ensure an inclusive, innovative workplace. Without that pay equity, we do a disservice to our employees. We don’t treat them the way they would (and should) like to be treated and it opens the door to so many more issues. What does equity mean to you? What do you think? 💫 #equity #dei #HR #peopleops

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Reduce bias in recruitment and build a diverse leadership team with our proven techniques. Learn more about structured interviews, blind recruitment, and data-driven decisions. https://lnkd.in/dHvXhYn7 #DEI #Recruitment #Leadership

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Have you signed up for Better Leaders Summit 2024 yet? Inspire your leaders with workshops on designing high impact learning journeys, strategies to gain executive buy-in, and more. Explore the full schedule of this SHRM and HRCI certified conference now! #BetterLeadersSummit #BLS2024 #LeadershipDevelopment

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Driving Workforce Solutions: Capitol Impact's TPM Insights and Recommendations Worker shortages over the past three years have driven employers to seek more effective strategies for recruiting and retaining entry-level workforces. One standout strategy gaining widespread interest is the Talent Pipeline Management® (TPM) program by the U.S. Chamber Foundation. 🌟 📰 Check out this insightful Forbes article by former CA Employment Development Director Michael Bernick on TPM: https://lnkd.in/gHm6mRYm As Bernick writes, TPM isn't about new tech tools or AI solutions; it's a structured process to identify, onboard, and advance local workers. It's designed to meet specific and immediate employer needs while rethinking how companies and sectors invest in entry-level workers, reduce turnover, and support a fuller middle-class economy. Key Features of TPM: 📈 Real-Time Job Needs: Up-to-date information on job openings, validated by employers. 🎓 Skills Over Credentials: Focus on the skills needed for job success, not just degrees. 🤝 Employer-Driven Partnerships: Employers choose training and workforce partners based on performance. 📈 Mobility Structures: Prioritizing advancement opportunities within firms and sectors. As the first organization to bring TPM to California through our partnership with California Chamber of Commerce, Kaiser Permanente, and Los Rios Community College District, Capitol Impact has deep insight into the promise of TPM and lessons learned for implementation. Here are a few of our recommendations for deep employer engagement: 🚗 Authentic Employer Leadership: Ensure employers are in the driver's seat, leading the talent pipeline process.  📈 Data-Driven Decisions: Utilize actionable data to make informed decisions about workforce needs.  🤝 Collaborative Partnerships: Foster strong partnerships with educational institutions and workforce boards to align training with industry needs.  💫 Inclusivity and Accessibility: Focus on making opportunities accessible to underrepresented groups, including women and people of color.  🔍 Continuous Improvement: Regularly evaluate and improve processes to meet evolving workforce demands.  🏡 Supportive Services: Provide wrap-around services like housing and transportation support to enhance worker retention. Discover how Capitol Impact is transforming workforce systems in California with TPM, and learn from our success stories! Contact Annie Sterling or Alexis Carlsson to build a diverse and resilient talent pipeline together. 📚 Read the full article to dive deeper into TPM's impact: https://lnkd.in/gHm6mRYm Hashtags: #TalentPipeline #TPM #WorkforceDevelopment #TalentManagement #EmployerEngagement #FutureOfWork #CapitolImpact #CaliforniaJobs 

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Recently, SHRM removed “Equity” from their DEI statement. This generated a lot of buzz, both negative and positive. There were arguments in comment threads. Many people threatening to cancel their memberships. Others dismissing genuine concerns. I immediately took away two things from this: — I'm grateful that we can have these conversations out in the open — No system is perfect, but for every given problem, there is a solution There’s no cheat code for how to conduct difficult discussions. But some ways are better than others. 👎 Ineffective ways: —Politicizing issues instead of infusing more humanity into them —Leaving little room for your mind to be changed —Writing off anyone with a differing opinion 😃 Effective ways (that will get you closer to a solution): —Conducting a discourse with thoughtfulness and generosity > self-righteousness —Recognizing that everyone has differing needs —Deprioritizing being “right” You will inevitably hear these topics arise in the workplace. If you want to get ahead of how to address them… Learn from the most prominent voices in HR. On August 15th, we’re talking with Alex Seiler, Tracie Sponenberg, and Morgan Williams — And they know a thing or two about how to manage divisive discussions, and end up at cohesion instead of discord. They’ll touch upon: - Balancing free expression with workplace harmony - Creating policies that don’t alienate people - Leveraging political diversity as a strength And yes—they’re giving us their two cents on the SHRM controversy. Register now 👇

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Gina Flaig and I are honored to have had Michelle SIlverthorn on the latest episode of HR unConfidential. Take a listen to this important discussion in the link below!

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Many HR practitioners who are tasked with compensation planning for their organizations are given a budget, but no strategy and no idea of where to start. Sound like you? If so, you may benefit from hiring a compensation consultant.

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