Rachael Dodge, PHR, SHRM-CP

I don’t post much original content here, but I’ve been thinking about a topic that seems like it should live on this platform. As part of a Human Capital Office, we talk a lot about burnout. We’re all familiar with the concept by now. We’re familiar with the signs, the causes, the ways to combat it, the effects it can have on our workforce. I am - admittedly - NOT good at taking my own advice. After a candid conversation with my supervisor several weeks ago, I took a Monday off. And it was glorious. Glorious, I say! But driving to the office the next day, I broke down in tears. I started thinking about the work that would be waiting for me from yesterday…along with the work I had to do today. The worst part? I did this to myself. Was a random day off worth the stress I was experiencing just thinking about my email and messages? I don’t know. But this wasn’t your typical burnout…this was worse. I couldn’t name it, so I asked ChatGPT to help me identify this feeling. My prompt: “Create a term or phrase for the overwhelming sense of dread one feels after taking a day off. The stress that comes from emails and work waiting for you when you get back to the office.” ChatGPT: “How about ‘re-entry anxiety’?” We’re NASA, and “re-entry anxiety” seems like the perfect phrase. Without a proper “heat-shield,” I feel vulnerable re-entering my “atmosphere”. I may not burn OUT, but I can certainly burn UP. If you’re still reading this post because you hope I have the answers, sorry to disappoint. I haven’t solved the mental heat-shield problem yet, but naming it is a good start.

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I love this - those who have a preference for introversion tend to have different strengths and need different things to enable their success than those with a preference for extroversion do. Check out these quick tips, particularly the section on empowering introverts!

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Entry level means either a role that requires no experience or related education, or an entry point to a career that requires minimum education and experience in order to qualify. So many get this confused. Entry level is not 1-5 years of experience. Since graduating college in 2017, I have noticed that there is a gap with this understanding. Also, the willingness of most organizations to train. Of course their specific business needs look different from business to business or industry to industry but you either want to hire and train someone entry level, or you are seeking for someone with experience aka even 1 year of experience. I’m interested to see the data and how training willingness/availability to resources for training and general understanding of entry level plays a role in this.

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View my verified achievement from HRCI.

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"Find a group of people who challenge and inspire you, spend a lot of time with them, and it will change your life." - Amy Poehler Thank you Luis Arguelles for putting together a fast and furious three days of learning, professional development, and strategy discussion for the Motion HRBP team this week, and thank you Billy Hamilton for always supporting these important events for your organization. It's an absolute joy to work with such talented, spirited, and fun people. You all make me better each and every day. One team. One vision. One Motion. #HumanResources #ProfessionalDevelopment #LearningandDevelopment #WeAreGPC

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Speaking out against injustice is crucial to maintain integrity and fairness. Turning a blind eye may create a toxic work environment and leave individuals vulnerable to mistreatment. By standing up for what is right, employees contribute to building an ethical and transparent workplace where everyone can thrive 🙏🏼 #EthicalCulture #SpeakOut #FairnessInWorkplace #IntegrityMatters #CompanyValues #StandUpForWhatIsRight https://lnkd.in/e8-kzS9F

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Specific recognition is a powerful tool during onboarding! At the 90-day check-in, I ask new hires for a "shout-out". I want them to tell me about someone who really helped them get their feet wet. It's amazing what this simple thing does. First, it reminds them of all the great people who supported them, which boosts their mood. But even better, it gives me the inside scoop on which trainers are knocking it out of the park – you know, the ones who make sure new folks learn the ropes and feel like part of the team. Plus, it lets the new hires know their voice matters, and that they can recognize the awesome colleagues who made onboarding a breeze. It's a win-win with barely any effort, and it really sets the tone for a positive experience and a culture of appreciation.

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I’ve held a variety of roles in my HR career: Assistant, Coordinator, Support Coordinator, Advice Partner, Specialist, and now Business Partner. I’ve learned over the years that anyone at any level can show leadership. You don’t have to have “leader” or “supervisor” or “manager” in your title to set an example of excellence. It is my belief that excellence isn’t just about the numbers. It’s about having the belief that, on any team to which you belong, that you are all part of the same team, you just have different roles to play. It’s about employees knowing you’ll listen and be fair, and care about them as people, but you’ll still hold them accountable as employees. Leadership is about being human.

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Title: Rethinking Overqualification: Embracing Growth Potential The term "overqualified" in employment often raises concerns about underutilized skills and potential turnover. However, in today's dynamic job market, overqualification can be an asset rather than a liability. Employers traditionally worry that overqualified employees may become bored or seek better opportunities elsewhere. However, overqualified individuals can bring valuable skills and experiences that inspire innovation and drive growth within organizations. Rather than fearing turnover, organizations should view these individuals as investments in their collective success. In a rapidly changing job market, roles and responsibilities are constantly evolving. Overqualified employees are better equipped to adapt to these changes, ensuring organizational agility and resilience. By harnessing their diverse perspectives and approaches, organizations can outperform their competitors and drive sustainable growth. Instead of a scarcity mindset, organizations should embrace the abundance of talent that overqualified individuals bring. By leveraging their skills effectively, organizations can create environments where both individual and collective growth thrive. Overqualification should not be viewed as a hindrance but as an opportunity for growth and innovation. By rethinking our approach to talent management, organizations can position themselves for long-term success in a competitive landscape.

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IYKYK - This picture made me laugh at work. Keep reading to find out why humor is important in the workplace. According to this Harvard article, https://lnkd.in/eviV_qpW Babies laugh, on average, 400 times a day; people over 35, only 15. Laughter relieves stress and boredom, boosts engagement and well-being, and spurs not only creativity and collaboration but also analytic precision and productivity. According to The Humor Code: 😁 It’s not whether or not you’re funny, it’s what kind of funny you are. Be honest and authentic. 😁 If you can’t be “ha-ha” funny, at least be “aha!” funny. Cleverness is sometimes good enough. 😁 Good comedy is a conspiracy. Create an in-group. 😁 Don’t be afraid to chuckle at yourself. It signals everything is okay. 😁 Laughter is disarming. Poke fun at the stuff everyone’s worried about. 🤸‍♂️ Feel free to share a quick one-liner in the comments below. Then share a good laugh with colleagues. Cheers!

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Taking a strategic approach when scheduling your work can help you achieve greater results. Learn our tips for drafting an effective plan of action: https://lnkd.in/eNf6WhAr

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Does your organization leverage fully remote team members in its workforce? If so, consider downloading our virtual onboarding guide to ensure these employees receive equal treatment as their in-office counterparts: https://lnkd.in/evBNDK-Q

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In today's competitive business environment, employers play a crucial role in supporting employees' mental wellness. By fostering open communication, providing mental health resources, and promoting work-life balance, employers can create a supportive workplace. Implementing wellness programs, monitoring workloads, and encouraging social connections further enhance well-being. Investing in employees' mental health not only improves individual well-being but also boosts productivity and job satisfaction, leading to a more engaged workforce. #MentalWellness #EmployeeWellbeing #SupportiveWorkplace

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Navigate executive-level opportunities with confidence by implementing these strategies: https://lnkd.in/ezUFfm-S

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I agree that your manager and the corporate culture can have a deep impact on your mental health and life quality. Being deliberate about what you need from your work environment and doing what you can to get comfortable needs to be prioritized.

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Orientation VS. Onboarding- What is the difference? Many employers use these terms interchangeably however they are different. New hires need to experience both. An employer needs to set the scene for new hires. A welcome parade is great, but it is not long-lasting and will be easily forgotten by the new employee. When a new hire joins the team, you will first start with hosting an Orientation. Orientation is a one-time event that welcomes a new hire to a company normally presented by someone from the HR department. Orientation is a VITAL foundational block to the success of a new employee. Some items discussed will be: ◾ Review of the company’s mission, culture, values ◾ Overview of benefits ◾ Overview of the HRIS (if one is in place) ◾ A tour of the facility Positive outcomes that could take place from hosting orientation for new employees are: ◾ Lower employee turnover ◾ Improves that first-day nervousness ◾ Increase in productivity ◾ Builds trust and encourages a supportive environment Onboarding a new employee is the next continual step in building the foundation. Again, we are building a house, laying down the next brick, and continuing with onboarding. A good place to start could be a 30/60/90-day general layout of a new employee’s time. It is important to allow for flexibility in goals, projects, and a change in daily activities. Some items discussed could be: ◾ Give detail and clarity about their new role ◾ Be clear about expectations for their new role ◾ Ensure you foster an environment for the new employee to meet and interact with the team (team breakfast, lunches, and various icebreakers can help) ◾ Show them any LMS systems that will be used for training ◾ Follow up CONSTANTLY about how the new employee is settling into the team and their new role Positive outcomes that could take place from hosting orientation for new employees are: ◾ Can assist with the retention of the employee ◾ An increase in employee engagement ◾ Reinforces a strong company culture ◾ Boost of productivity ◾ Overall positive employee experience Most importantly an employee wants to feel invested in, help them, and set the foundation for their success. To sum up, orientation and onboarding are different but necessary building blocks. 🌟 Daily reminder to smile at yourself in the mirror. 🌟 #HR #humanresourcesmanagement #orientation #onboarding #humanresources

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Building a strong and positive workplace culture is essential for the success of any organization. From a Human Resources perspective, it means fostering an environment where employees feel valued, respected, and empowered. 

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Think Before You Post! Often, we vent our frustrations about relationships, workplaces, other races, or genders on social media. In the moment, it might feel brave or right. But before hitting "post," consider the impact it may have on others and yourself. I've seen people’s past and current posts, made in youthful indiscretion, come back to haunt them. Here's my advice: if your content is offensive, or could damage your reputation, your company’s, your church’s, or your family’s—don’t post it. Control your emotions. Take a break before you post. Revisit your text or video later. Ask yourself, "Will this have a negative or positive impact on me or others now or in the future?" Remember, we are all brand ambassadors—representing ourselves, our organizations, our churches, schools, and families. Freedom of speech is important, but how we exercise it matters. Words can be a powerful weapons; they can destroy or uplift. Think twice before you post. Don’t let your opinions come back to bite you.

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Recently, I developed a personal guidepost to direct how I approach my career: "What kind of HR Business Partner do I want to be?" I recently bought a notebook with the saying on the front, "She thought she could, so she did." In this notebook, I write about situations and frustrations I've encountered with people and processes throughout my career. I write about what happened and how I felt at the time, and then I look forward: If I had been in charge, or had more knowledge, would I have done anything differently? Could the outcome have been improved? Looking forward and analyzing the situation for lessons learned turns the notebook from a vessel for venting into a collection of case studies. It creates a feeling of empowerment, of reflection, of positive change. Because if I think I can.. I will.

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