Young Paik

PUBLIC SERVICE ANNOUNCEMENT This article from #nyt emphasizes the importance of due diligence when considering investing in a coaching program or any professional development. If you would like insights from a professional coach with over 20 years of experience on the key questions to ask and the essential research to conduct before committing to professional development, feel free to message me or share your thoughts in the comments. Let's work together to RAISE THE BAR OF PROFESSIONAL COACHING. #TWEC #thewellequippedcoach #professionaldevelopment #leadership #coaching #icf

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For the last four years, Premier Financial Search has helped our clients navigate the world of hiring remotely. In that time, we've placed almost 400 tax and audit candidates remotely. For many of our clients, remote is part of their permanent hiring strategy. Equally passionate about the ability to work remotely, our friends at ConvergenceCoaching, LLC have just launched their Anytime Anywhere Work (ATAWW) Survey. Struggling to unite around #flex and #remote work practices in your firm? Input to the @ConvergenceCoaching 2024 Anytime, Anywhere Work (ATAWW) Survey! Take the survey as a firm leader as the first step toward better leadership and team alignment. Or, take the survey as a team member and share your experiences! All Participants will receive a FREE copy of the Survey Results Summary to be released in November 2024! https://bit.ly/ATAWW2024 Would you like a window into team members' opinions & experiences with #remote and #flex? Take the @ConvergenceCoaching 2024 Anytime, Anywhere Work Survey and then share the link with YOUR team and gain insights into their experiences when we release the Survey Results Summary later this year. https://bit.ly/ATAWW2024

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Watch this enlightening webinar replay with Rocky LaGrone designed explicitly for Presidents, CEOs, EVPs, Talent Managers, and HR professionals seeking to revolutionize their approach to hiring. Learn proven strategies to identify, attract, qualify, interview, make an offer to, onboard, and retain the strongest sales stars in the industry. Gain insights into creating a hiring process that goes beyond the conventional, arming your team with the knowledge and tools to ensure you're selecting candidates who will not only fit your culture but will drive your company's success forward. Don't miss this opportunity to transform your hiring strategy from a game of chance into a structured science! https://lnkd.in/gG-eWnvw

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Watch this enlightening webinar replay with Rocky LaGrone designed explicitly for Presidents, CEOs, EVPs, Talent Managers, and HR professionals seeking to revolutionize their approach to hiring. Learn proven strategies to identify, attract, qualify, interview, make an offer to, onboard, and retain the strongest sales stars in the industry. Gain insights into creating a hiring process that goes beyond the conventional, arming your team with the knowledge and tools to ensure you're selecting candidates who will not only fit your culture but will drive your company's success forward. Don't miss this opportunity to transform your hiring strategy from a game of chance into a structured science! https://lnkd.in/gG-eWnvw

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I'm not going to lie. As a parent with two ADHD children, I struggle on a daily basis with challenges related to their executive functioning. It's complex and can really take a toll on us as parents. If you are like me, check out this podcast to get tips from Angela Nelson, Ed.D., BCBA, and Kristin Bandi, MA, BCBA (Board Certified Behavior Analysts) from the RethinkCare team!

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M&A Compensation Integration Roadmap The integration of compensation programs between two companies is a unique situation. Usually, one company acquires the other and that company’s approach to designing and delivering pay programs is implemented for the second company. Often, I’ve found myself liking the approach the acquired company has to a situation better than the organization that purchased them. So, then what? M&A Compensation Integration Steps: Step 1 – Discovery Determine what pay programs are in place at each company. Crete a list that includes base pay, short-term incentives, bonuses, commissions, spot awards, recognition, long-term incentives, overtime, allowances, stipends, SPIFFs, etc. Include the number of employees impacted for each pay program and the Subject Matter Expert (SME) for each. Step 2 – Documentation Ensure you have the plan documents, policies, guidelines, process documents, etc. in one place for all of these pay programs. Capture the stories and examples the SME tells you as well. Many employers don’t have well documented pay programs so this may require that you use your private investigator skills to uncover what is going on.  The goal is to ensure that you fully understand the design and delivery of the compensation programs. Step 3 – Systems & Software What systems and software are used to administer pay?  Excel spreadsheets are prevalent in most organizations. But there are salary surveys, market pricing software, annual compensation planning, sales commission software, etc. Step 4 – Exceptions What are the employment agreements or special arrangements that are in place at both companies?  Who was promised what and when? Why? Step 5 – Analysis & Future Design Compare the approaches used by both companies. What approach will be used going forward? Or design a new approach that neither company has in place today.  What works well? What doesn't? What is aligned to business goals? What is an administrative burden? Step 6 – Impact, Recommendations, & Approval Determine the financial impact of the future approach. Summarize the alternatives and your recommendations. Include the anticipated impact on strategic business goals. Create a timeline so senior leaders know how employees will be impacted and what type of support you need.  Once approved, you can focus on an implementation plan and the change management. Integration of compensation is not simple. The employee experience is heavily influenced by pay related programs, performance management processes, job titles, reporting relationships, job design, and other rewards like benefits. The steps above are a start. M&A success requires consistency, intention, and alignment. It requires getting the right people, processes, performance metrics, and rewards in place to maximize revenue, profit, and impact. https://lnkd.in/g6F9yEyn #compensation #rewards #hr #M&A #humanresources

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Last week the Association for Talent Development (ATD)- Greater Philadelphia Chapter hosted Anders Gronstedt who spoke about using AR and VR in talent development. I appreciated Anders' perspective. It was eye-opening to see how this technology could be leveraged. There were a few takeaways for me: -Leverage VR/AR for recruitment at job fairs. A company that wanted to specifically recruit more women was able to show them what the job would entail through a VR Experience. - Being able to add gamification elements for more engaged learning. - VR/AR is a continuation of skills-based practices that have existed for years (think of flight simulator).

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Onboarding Done Right: A Key to Retention and Success New hires are like fresh clay – ready to be molded into valuable members of your team. But without a smooth onboarding process, their potential remains untapped. This insightful article from SHRM dives deep into creating a winning onboarding experience for new employees. It provides practical tips on: ➢ Clearly communicating expectations and setting new hires up for success. ➢Fostering a sense of belonging and building positive team relationships. ➢Equipping them with the tools and resources they need to thrive. Investing in a strong onboarding process benefits everyone! Reduced turnover, increased employee engagement, and a faster ramp-up time are just some of the rewards. What are your best practices for onboarding new team members? Share your tips in the comments! https://lnkd.in/e7KcY3fz #onboarding #newhires #employeeengagement #leadership #SHRM #CoachD #CoachDanielMueller

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The FTC's proposed final rule on non-competes is set to impact the workforce landscape. While banning new non-competes, it's crucial to note that existing ones for senior executives remain intact. Protecting proprietary information is still vital; reach out to YourHR for guidance on offer letters and policies. Stay informed to navigate these changes effectively. #FTC #NoncompeteUpdate #BusinessAdvisorys

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Navigating trust in TA is no small feat. Jessica Manucy, PHR, GPHR of TruGreen shares a powerful narrative of turning skepticism into belief within her team. Through genuine conversations and strategic wins, she demonstrates the pivotal role of trust and support in transforming TA operations. Join us for an insightful journey into fostering collaboration and driving change in talent strategies. Click the link below for the full episode. #Talent #Recruiters #Recruiting #HRTech

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🤔🤔🤔Can you guess what else is popular in the workforce during November? (Other than 🦃) Employee Benefits. 77% of organizations conduct open enrollment in October or November. (IFEBP) If benefits are part of a retention strategy and on the heels of open enrollment, why is half the country ready to haul off to the next company? Is it culture? Is it pay? Is it lack of purpose? Or is it actually for the perception of better benefits?🎰 P.S. stats in video sourced from Gallup.

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In this episode, Nolan and Kelli have an honest and transparent discussion with CEO and founder of Remote Job van der Voort (also the former VP of Product at GitLab) on the nuances of running an international remote company valuation around $3 billion . Job strongly emphasises how trying to replicate the office environment in a remote setting doesn’t work and how giving small teams extreme autonomy with focus on outcome-based-management far outweighs surveillance and micro management. Kelli, Nolan and Job chat about early career growth and development in remote settings vs learning by osmosis in the office and how the company committed to developing new methodologies to mentor and train up juniors. Job also gives insights into the complexities of global hiring, geography-based compensation, and geographic mobility for remote workers and discusses the impact it has on contracts and mutual obligations Loved this conversation Nolan Church Job van der Voort #RemoteWork #HumanResources #HRConsulting

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Sourcers and recruiters, when you're reaching out to potential candidates, do you use, "I hope this email finds you well" or something similar? When I've used generative AI for outbound messaging content, the LLM's often start off with hoping the person is well. I assume this is because LLM's have been trained on human-generated content, and this phrase is perhaps one of the most overused openers for any email, let alone recruiting. In some corners of the internet, it's become a meme for being cringeworthy. "Every email I get that starts 'I hope this email finds you well' is from someone trying to sell me something, or get me to work for them. They instantly irritate me." "I feel like that line comes standard with every AI-generated email now." Perhaps this is a small but good example of how AI can pick up and perpetuate bad habits or overused phrases from training data. I know people have good intentions when they start messages with, "I hope you're well." I've been guilty of using it in work emails with people I know, but it carries a different meaning if you already have a relationship with the recipient. What do you think about this phrase when reaching out to potential candidates, and what do you use/suggest as a good alternative? (yes, I already asked several LLM's and I wasn't impressed with any of the results) 😁 #sourcing #recruiting #messaging #AI

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Prime age (25 - 54) men's Labor Force Participation is 10% lower than it's historical high, representing millions of "missing" workers. In Monday's Workplace Minute from H3 HR Advisors we explore some of the reasons behind this shift, and what it suggests for the labor market moving forward. #hr #work #employment #jobs

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Artifical harmony or mean-spirited attacks? Neither sounds great, right? But how willing and able is your team to engage in healthy debate in support of the best solutions - shared solutions they can commit to and hold each other accountable for? How safe do your team members feel to engage in what is called Productive Conflict? Where are you on the continuum between artificial harmony and mean-spirited attacks? What is the likely impact on your business and your team going to be if you don't get a handle on this? ----------- Hi I'm Nike Lawal I support coach leaders and their teams to build the relationships crucial for effective functioning and strong performance.✨️

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A third of Americans making over $200k live paycheck to paycheck. I talk to HR leaders every day, and that stat catches some of them by surprise.  There are a variety of reasons for this dilemma, but a recent episode from the Wall Street Journal podcast breaks down a big reason why more employees than ever find themselves in a jam. For your employees, the cost of owning a home is going up 🏡📈 The Journal breaks down a few key costs that keep your hardworking employees – even some of your best savers – guessing.  The WSJ unpacks the facts for us in their podcast (link in the comments) titled “Think It’s Expensive to Buy a Home? Try Owning One.” Here’s a recap on what’s throwing your employees off balance: 1️⃣ Everyone knows buying a home is expensive these days. Bidding wars, interest hikes, and other factors are stretching people to their limits as they chase the American dream. 2️⃣ Home maintenance costs more. On average, it costs $6,600 a year to maintain a home. Some of those costs aren’t just unexpected, they’re also up 8% this year, according to data. 3️⃣ Property taxes average $4,062 this year, and that’s 4% above what homeowners were previously budgeting.  That number won’t be going down anytime soon as local and state governments contend with their own cost increases and demands for services. 4️⃣ Lastly, the big one: is homeowners insurance.  That thing you have to have, but never hope to need…. That’s up 20-60% across the country, as insurers grapple with rising claims and costs of repairs. Sources:  WSJ Podcast aired April 18, 2024 and the March 2024 Paycheck-to-Paycheck Report Helping your employees navigate 2024 can be hard. We’re here at GoDo to make it a easier for employees to make the most of every dollar. 📱Are ready to see how GoDo can help your people?  Let’s talk! 

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💡 𝐒𝐢𝐳𝐞 𝐈𝐬𝐧'𝐭 𝐄𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠: 𝐔𝐧𝐯𝐞𝐢𝐥𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐫𝐮𝐞 𝐕𝐚𝐥𝐮𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐄𝐎 𝐒𝐩𝐚𝐜𝐞! 💡 In the realm of PEOs, the age-old question arises: is bigger truly better? 🤔 While some may tout the advantages of scale, there's a hidden gem to be found in the world of smaller players, especially for SMBs. Here's the scoop: at MPower Partners, we believe in shining a bright light on the alternatives. If your SMB finds itself in the clutches of a "BIG" PEO, it's time to explore beyond the surface. Why settle for a one-size-fits-all approach when you can have tailored solutions that truly cater to your business needs? With MPower Partners, we're here to guide you in the right direction, illuminating the path to success for your SMB. 💪🔦 Ready to discover the power of personalized PEO solutions? Let's chat and unleash your business's full potential!  www.mpowerpartnersinc.com jwc@mpowerpartnersinc.com

Employee terminations are difficult for everyone involved — but especially for the employee(s) being impacted. As HR professionals, it’s our job to make the experience as humane and dignified as possible. Having a clear and thoughtful process goes a long way towards helping your employees through this. To that end, we recently partnered with Jess Yuen to create a handy checklist of what to do pre-, during, and post-termination discussions, including: - Sample language your managers can lean on - Determining the right time to communicate your decision - Key information to provide the impacted employee Check out the full resource below!

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