Jessica Moon

A noticeable decline in open communication and trust within an organization can leave a leader feeling out of touch with employees. Signs may include being surprised by negative feedback, low morale, or high turnover rates. If a leader relies on second-hand information rather than engaging directly with the team, this can indicate a disconnect. Feeling out of touch may also arise when employees are hesitant to share their honest opinions, signaling a breakdown in the relationship. One powerful way is to formalize informal conversations, it aids more authentic engagement.

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While SHRM's shift to emphasize inclusion is commendable, removing "equity" from the acronym feels like a step backward. I feel that equity is crucial for creating truly inclusive workplaces where everyone can grow and be sucessful. As the saying goes, "You can't spell 'inclusion' without 'E' - for equity!" Recent research shows that organizations with strong equity practices see 5.4 times higher employee retention and 1.5 times more likely to report increased revenue. Equity is definitely a business imperative. Instead of dropping the "E," perhaps we could evolve to "IED" - Inclusion, Equity, and Diversity. This maintains the focus on inclusion while keeping equity front and center. After all, true inclusion requires equitable practices and systems. What do you think? How can we ensure equity remains a priority while emphasizing inclusion? I'd love to hear your thoughts on balancing these crucial elements of workplace culture. #InclusionMatters #EquityMatters #DiversityAndBelonging

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In the last 6 months, I’ve had several friends impacted by company downsizing. This is a scary, difficult and frustrating time, and I in no way want to minimize their experience as it is a vulnerable place to be. With that said, this article takes an interesting look at company layoffs from a different angle- the impact to those still in the organization. Increased workloads, fear of losing their job and not understanding if there is future growth for their career are several key reasons engagement decreases after companies go through a layoff. As Talent & HR professionals, we should be prepared to support our organization through the ups and downs of business. How has your company supported current employees after a layoff? https://lnkd.in/gUSdfm-3

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Over the last month, my husband and I did our (delayed) spring cleanup in our yard which included pulling countless weeds. For those that like working outside, you understand the joy of pulling a weed and getting it root and all (so satisfying!) This idea of "root and all" is also relevant for us at work. When we're problem solving, we need to slow down and stop looking only for the quick fix. Instead, we need to identify the root of the problem. If we don't take time to discover where the problem is coming from, we're going to "solve" the same problem repeatedly. And who has time for that?! #leadershipdevelopment #problemsolving #gettotheroot

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What companies still get wrong about being “purpose-driven” Check it out: https://rpb.li/NWBGea #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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𝗜 𝘁𝗼𝗼𝗸 𝘁𝗵𝗲 𝗹𝗲𝗮𝗽! 𝙄 𝙙𝙚𝙘𝙞𝙙𝙚𝙙 𝙩𝙤 𝙞𝙣𝙫𝙚𝙨𝙩 𝙞𝙣 𝙢𝙮𝙨𝙚𝙡𝙛, even in the current uncertainty I am facing, because I believe there is no greater investment you could give yourself beyond growing, learning, and connections. 👥 I have been debating on getting my SHRM certification for...MONTHS! After thinking about it, I realized what was holding me back: 𝗙 𝗘 𝗔 𝗥. I was afraid: 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘐 𝘸𝘢𝘴𝘯'𝘵 𝘸𝘰𝘳𝘵𝘩𝘺 𝘰𝘧 𝘪𝘵. 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘐 𝘸𝘰𝘶𝘭𝘥 𝘧𝘢𝘪𝘭. 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘰𝘧 𝘵𝘩𝘦 𝘪𝘯𝘷𝘦𝘴𝘵𝘮𝘦𝘯𝘵. 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘰𝘧 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦 𝘤𝘰𝘮𝘮𝘪𝘵𝘮𝘦𝘯𝘵. 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘰𝘧 𝘵𝘩𝘦 𝘢𝘮𝘰𝘶𝘯𝘵 𝘰𝘧 𝘴𝘵𝘶𝘥𝘺𝘪𝘯𝘨. 𝘐 𝘸𝘢𝘴 𝘢𝘧𝘳𝘢𝘪𝘥 𝘵𝘩𝘢𝘵 𝘮𝘺 𝘤𝘶𝘳𝘳𝘦𝘯𝘵 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 𝘸𝘰𝘶𝘭𝘥 𝘪𝘮𝘱𝘢𝘤𝘵 𝘮𝘺 𝘧𝘶𝘵𝘶𝘳𝘦. 🧘‍♀️ What I also realized is that it's so important to live in the present. 𝙏𝙤𝙢𝙤𝙧𝙧𝙤𝙬 𝙞𝙨 𝙣𝙤𝙩 𝙜𝙪𝙖𝙧𝙖𝙣𝙩𝙚𝙚𝙙, 𝙣𝙤 𝙢𝙖𝙩𝙩𝙚𝙧 𝙝𝙤𝙬 𝙪𝙣𝙘𝙚𝙧𝙩𝙖𝙞𝙣 𝙩𝙝𝙚 𝙘𝙞𝙧𝙘𝙪𝙢𝙨𝙩𝙖𝙣𝙘𝙚𝙨 𝙢𝙖𝙮 𝙗𝙚. There is so much to learn and grow from. So I decided, I decided to take the leap, and just do it scared. 🌻 So here I am, in the job market looking for my next role in Human Resources in Metro Detroit, finishing my bachelor's in Business Administration with a focus in I/O Psychology, getting more involved in my HR communities, and studying for my SHRM Certification July 4th. I am a lot of things, dedicated and persistent to name a couple. The sky is truly the limit and no dream is too big! P.S. Thank you Suzy Siegle for continuously checking on me and encouraging me to take this leap. 🎉 #opentowork #opentoconnect #jobseekersupport #jobseeker #hrmanagement #hropportunities #workingstudent #SHRMcertification #SHRMstudygroups #metrodetroitjobs #doitscared #humanresources #hrvolunteeropportunities #hirethishuman #july4th #independenceday #businessadministration #iopsychology #SHRMCP

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Interesting week on the news front in the world of HR with the announcements made by SHRM and CEO Johnny Taylor. If you are unaware SHRM decided to immediately shift their approach to Inclusion, Equity, and Diversity announcing they would lead with Inclusion and Equity would be incorporated under the inclusion framework. I will share links in the comments to the two posts, but they said "when inclusion is done right, so is equity." I have read and re-read the posts waiting and wondering if SHRM or Johnny would rebut to the numerous statements and/or petitions erupting from the announcement. In the absence of their statement, I'd like to share definitions and an analogy for people like me who like to keep things as simple as possible. Inclusion - There is a sense of belonging and value, everyone is encouraged to bring your whole self to work. (think welcoming everyone) Equity - We consider everyone's needs to ensure we have the same opportunities. (think of creating fair opportunities even though we are not the same, sometimes needing an accommodation) Leading with inclusion and allowing equity to become secondary is like welcoming all your employees to apply for a promotion at the top of a set of stairs. I have to think it is not intentional, but the move devalues populations and reduces the ability of HR to create fair opportunities across the board. #hr #shrm #inclusion #equity

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Back from SHRM Talent 2024 and ready to get back into the groove. Great past few days hearing on a variety of topics. My top takeaways: 1️⃣ Technology is changing, will we change with it? The need for saving time and accurate data are two pressing demands we face. RecruitBot stood out the most to me in this space. Lowell Smith and Cadi Hawkins can get you where you need to be. 2️⃣ Attendees want and need real-application they can bring back to the office. TODAY. Shawna Hondorp, CDR and Jeremy Eskenazi did just that. Practical tools that can be implemented quickly for little to no-cost and be game changers for your Talent Process. 3️⃣ Time-To-Fill is the worst metric you can have. Always have believed this, but Tim Sackett, SPHR, SCP closed us out by so many hot-takes that resonated with me. It’s about QUALITY OF HIRE 🙌🏻 So many more nuggets that will help DISHER Talent Solutions elevate our game and provide sensational service. #SHRMTalent

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There is Power in Leading with Emotional Intelligence 💥 I have been seeing so many great posts from other HR professionals regarding Emotional Intelligence lately that I had to add my thoughts on this topic as well! In today’s fast-paced workplace, Emotional Intelligence (EI) stands out as a key differentiator among successful leaders. As HR professionals, we recognize that technical skills and industry knowledge are crucial in managing the business operations, but it’s emotional intelligence that truly elevates someone as a leader. Here’s why leading with EI is essential: 🤝 Builds Stronger Relationships: Leaders with high EI are adept at understanding and managing their own emotions, which allows them to connect more deeply with their team members. This fosters trust, collaboration, and a positive work environment. 🧠 Enhances Decision-Making: Emotionally intelligent leaders are better at navigating complex situations and making decisions that consider both logical and emotional factors. This balanced approach leads to more effective and compassionate outcomes. 💡 Boosts Employee Engagement: When leaders show empathy and understand the emotional needs of their employees, it leads to higher levels of engagement, satisfaction, and motivation. Engaged employees are more productive and committed to their organization’s success. 🌈 Cultivates Resilience: In times of change and uncertainty, emotionally intelligent leaders can manage stress and inspire their teams to stay resilient. They provide the support and guidance needed to navigate challenges and emerge stronger. It's time to take a hard look at the "soft skill" of emotional intelligence in our leadership development programs. Investing in EI not only enhances leadership capabilities but also creates a more inclusive, innovative, and inspiring workplace. 💬 How do you incorporate emotional intelligence in your leadership style? Share your experiences and tips in the comments below! #Leadership #EmotionalIntelligence #HR #WorkplaceCulture #EmployeeEngagement #LeadershipDevelopment #Resilience #Empathy

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Reposting Stephanie's post for added exposure. It's inspiring to see how colleagues are leveraging their networks to support others during these unprecedented times. A great example of leadership! Let's all continue to lend a helping hand and support each other. Together, we can get through this. #HelpingHands #Network #IWantToHelp #LinkedIn #WereAllInThisTogether #HRProfessional #TalentAcquisition

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Why staff are now feeling disengaged a lot earlier... See now: https://rpb.li/Wqp #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atlantajobs #atljobs #staffing

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Three phrases that can transform workplace culture: “I appreciate your help in clarifying this.” “Let’s collaborate to find a solution.” “Your input is valuable.” There are countless other phrases, but these convey humility, kindness, and support. Changing culture takes time. However, this is a solid starting point.

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In our professional lives, we've all encountered critique and criticism in some form or another. While critique is meant to provide constructive feedback for improvement, criticism can often feel negative and fault-finding. By practicing how to critique, we can build a culture of learning and collaboration that benefits everyone. It's important to distinguish between critique and destructive criticism to maintain morale and productivity in any setting (home or office). Remember, as a human being (leader) our goal should be to help each other grow and improve.

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Use These Strategies When Hiring Gen Z Employees Read now: https://rpb.li/tIkc #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #GenZ

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One of the many important issues we discuss in our SHRM-HRCI Talent Review-Succession courses is how to increase accuracy in succession candidate identification and development, rather than saying an employee will be "Ready in 1-2 years with more seasoning" year after year. So join us for great discussions, templates, a Mock Talent Review role play, etc. on May 7-8! https://lnkd.in/gJc5sQpM #talentreview, #successionplanning #leadership

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New Book Release! HR Leaders, are you ready to revolutionize your approach to workforce management and organizational change? "The Art of War: Strategic Insights for HR Leaders" by Tim Glowa offers you the strategic foresight of an ancient military general to conquer your toughest HR challenges. · Struggling with talent acquisition? Learn to attract and retain top talent by leveraging environmental factors. · Facing organizational change? Navigate transitions with agility and foresight. · Dealing with workplace conflicts? Apply strategic principles to resolve issues effectively. · Need to develop leaders? Foster a culture of wisdom, sincerity, and discipline. Equip yourself with the tools to transform your HR practices and lead your organization to victory. Don’t miss out on this game-changing resource. Get your copy today and start your journey towards becoming an unparalleled HR leader! Get a copy here: https://amzn.to/4cwtY7s #HR #Leadership #TheArtOfWar #StrategicHR #TimGlowa #NewRelease

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HR Certification Podcast Episode 12: Answering Your SHRM & HRCI Exam Questions https://lnkd.in/gZsYyKUN #humanresources #humanresource

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Why every company needs to train staff how to leave Learn more: https://rpb.li/L7Q #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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Clients and others across the U.S. have called us for our take on this recent SHRM announcement. The below post includes our thoughts. #dei #equity #SHRM #diversityandinclusion #humanresources

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