Gustavo Grodnitzky, Ph.D. (he/him)’s Post

In HR, 30-40% of the work we do is unplanned. This means we need to leave space for this, especially towards the end of the week. Why? Wrapping up a Friday late in the day feeling like we didn't do enough is not a good way to end our week. Overworking and feeling under-accomplished is not a good way to live our HR careers. I know it can be a hard shift to make, but I promise it is worth it. When you do your quarterly planning, do the following: - Plan your 1-3 big priorities for the quarter, which should take up 30-40% of your time - Plan for your day to day that you know you need to cover, which usually also takes up 30-40% - Leave space for the 30-40% unplanned around it This has made a huge difference in how I feel about my work and my accomplishments each week. No one else will make the space for us. We have to create it ourselves! #hr #leadership #growth

HR Burnout is real! A large part is due to constant interruptions, putting out fires, and the weight you carry because you are the receiver of the stress and trauma of everyone. Take a look at this post ⬇️ I'm curious what the percentage of the unplanned work for HR is directly attributed to managers not having the tools to provide feedback, manage conflict, and create a culture of connection and support. Some of this stuff comes naturally to people. But many require specific training to improve their leadership skills.

𝟖 𝐑𝐞𝐚𝐬𝐨𝐧𝐬 𝐏𝐞𝐨𝐩𝐥𝐞 𝐥𝐞𝐚𝐯𝐞 𝐭𝐡𝐞𝐢𝐫 𝐉𝐨𝐛𝐬 𝐚𝐧𝐝 𝐇𝐨𝐰 𝐭𝐨 𝐅𝐢𝐱 𝐢𝐭 #3 INADEQUATE COMPENSATION This reason often indicates dissatisfaction with their pay or benefits compared to their expectations or industry standards. Fair compensation is crucial for retaining top talent. Leadership heavily relies on fair and competitive compensation structures. Inadequate compensation as a reason for employee departure highlights the importance of leaders advocating for fair pay practices. Here are some few ways to fix it: ■ Match salaries with industry standards ■ Prioritize flexible hours and health perks ■ Recognize and reward outstanding works -- Do you want more ? 𝐒𝐜𝐚𝐧 the QR and 𝐛𝐨𝐨𝐤 𝐚 𝐜𝐚𝐥𝐥 in my calendar! I'll give you more tips on how to become a good leader. #EmployeeCompensation #SalaryBenchmarking #CompensationStrategy #BenefitsPackage #EmployeeRewards #PayEquity

Great reminder on a Friday and something that is very challenging for non-HR professionals to understand. When you’re in back to back meetings all day, the meeting follow ups, strategic planning, and “do you have a minute to chat” items end up happening outside of true work hours. This can leave HR professionals feeling incredibly behind and unable to effectively and proactively strategize. Holding space in your calendar is critical to reduce burnout and respond in a thoughtful way to those daily/hourly “do you have a minute to chat” interruptions.

#HappyFridayHRTips Absolutely agree with creating space for ourselves, Vanesa! Excellent points and a process I follow myself. Not only has it helped me execute more effectively on tactical asks but it has also allowed more space to learn and focus on strategy as well as build relationships. Fridays are a great example of utilizing an admin day to stay on track and plan ahead for the upcoming week. In the ever changing workforce and environment, this creates a sense of control which ultimately leads to increased morale and productivity. #peopleandculture #humanizetheworkforce

Planning is critical!

𝟖 𝐑𝐞𝐚𝐬𝐨𝐧𝐬 𝐏𝐞𝐨𝐩𝐥𝐞 𝐥𝐞𝐚𝐯𝐞 𝐭𝐡𝐞𝐢𝐫 𝐉𝐨𝐛𝐬 𝐚𝐧𝐝 𝐇𝐨𝐰 𝐭𝐨 𝐅𝐢𝐱 𝐢𝐭 #3 INADEQUATE COMPENSATION This reason often indicates dissatisfaction with their pay or benefits compared to their expectations or industry standards. Fair compensation is crucial for retaining top talent. Leadership heavily relies on fair and competitive compensation structures. Inadequate compensation as a reason for employee departure highlights the importance of leaders advocating for fair pay practices. Here are some few ways to fix it: ■ Match salaries with industry standards ■ Prioritize flexible hours and health perks ■ Recognize and reward outstanding works -- Do you want more ? 𝐒𝐜𝐚𝐧 the QR and 𝐛𝐨𝐨𝐤 𝐚 𝐜𝐚𝐥𝐥 in my calendar! I'll give you more tips on how to become a good leader. #EmployeeCompensation #SalaryBenchmarking #CompensationStrategy #BenefitsPackage #EmployeeRewards #PayEquity

➡️ A sense of respect and belonging ➡️ Recognition and autonomy over their work ➡️ Personal growth and purpose at work As an employer, when these needs are met, emotional compensation will improve and have a huge impact on employees aside from pay and benefits. So what can leaders do to let employees feel cared for, seen and valued? The article below provides some useful tips 👇 #Leadership #LeadershipSkills

Arguably, supervisors and managers have the biggest impact on an employee’s experience. https://lnkd.in/gzmf-Bab #PeopleAnalytics #Leadership #ContinuousPerformance #Trust #Personability #HRTech #Culture #EmployeeEngagement #Synchronize #Reputation #Wellbeing #DisruptHR #Recognition #Goals #Development

I'm not in human resources; I'm in business transformation. 📈 And this is a difficult truth most business owners or CEOs don't want to hear: good employees are hard to keep because good work environments are difficult to create and maintain. When a pillar employee quits, it creates a ripple effect. If they leave due to a bad work environment, that ripple can grow exponentially, sometimes costing the company up to 10x their pillar employee's annual salary in avoidance costs. The mistake companies often make is assuming pillar employees are the hardest working, highest paid, or most skilled. In reality, they are often generalists, approachable, big personalities, and natural leaders who bring people together. It's so important to consistently seek employee feedback and address their issues with urgency. Pro tip: Especially from your pillar employees. #BusinessTransformation #Leadership #HR #SME