Justin Cook

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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As HR professionals, our role goes beyond policies, payroll, and compliance. We are the heartbeat of employee engagement, support, and culture. Being present in the office isn’t just about proximity—it’s about availability. When we are physically present, we’re accessible for those impromptu conversations, the quick drop-ins where employees share concerns or ask for advice. These moments are invaluable for building trust and fostering a culture where people feel heard and supported. Face-to-face interactions also allow us to gauge team morale, recognize potential issues before they escalate, and maintain a pulse on the overall well-being of the organization. Being in the office doesn’t replace remote flexibility but enhances the human element of HR. After all, we are in the people business. Let’s continue to be present for our teams, wherever we are, and keep the heart of our organizations thriving. #HRLeadership #EmployeeSupport #PeopleFirst #CompanyCulture

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This article shares a recent study that found those over 60 in the US are the happiest age group. It also attempts to illustrate how the workplace impacts those over 60 in a more positive way than perhaps the rest of us... With that said, engagement trends often show those in this age group are less engaged than other age groups. Is it work that makes those over 60 happier? Or what do you think are the true contributors to those over 60 being the happiest among us in the US? #employeeengagement #happiness #workplacehappiness https://lnkd.in/gwZYVQSm

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Today is National Coming Out Day. Let’s recognize the courage it takes to live openly and authentically. Coming out isn’t a one-time event—it’s a personal journey that can be empowering, but also challenging. For those who’ve shared their truth, and for those who are still navigating that path, you are seen, supported, and respected. As allies, colleagues, and friends, it’s our job to create spaces where everyone feels safe to be themselves—no matter where they are in their journey. Let’s continue fostering workplaces and communities that champion acceptance, understanding, and belonging every single day. #NationalComingOutDay #BeYourself #InclusionMatters #LGBTQIAsupport #CreatingSafeWorkspaces

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This phrase was saved in a note on my phone and I ran across it again- what a great reminder. (I wish I remember the podcast I was listening to when I heard this so I could give appropriate credit!) As leaders, it's important that when we make decisions for the betterment of the team and the business, we act on those decisions with empathy and kindness. When we remember there's a person on the other side of the difficult feedback/news of not getting the promotion/etc. we treat people with dignity and respect. While the news isn't easy to share, it makes taking the next steps easier. #leadershipdevelopment #humanfirst #peoplematter

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This is especially true when it comes to roles within the trade. Do not underestimate the experience and the skill of those that do not have an advanced degree or even a BA.

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As summer ends, we often look to establish (or re-establish) routines and schedules. This is the perfect time to evaluate those routines- are they helpful or restrictive? Do they give you energy or drain you? Do they allow you to spend time doing what you love? This week I challenge you to reflect- are you living out of habit or are you intentionally spending time the way you want? There's never a better time to live more intentionally than right now! #personaldevelopment #intentionality

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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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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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🚀 New and Improved for 2024-2025! 🚀 As a former HR professional, I know firsthand the value of strong leadership and technical expertise in manufacturing. The Manufacturing Operations Management Associate Degree is exactly the kind of program I would have loved to see our supervisors take advantage of. This updated curriculum places a strong emphasis on Industry 4.0, with courses covering automation, robotics, leadership, and data-driven decision-making. It's perfect for current employees looking to advance and for recently promoted professionals transitioning from technician to manager or shift leader. In today’s manufacturing world, supervisors need more than just a broad understanding—they must also be ready to troubleshoot and step in when needed. This program equips them with the skills to do just that. Take the next step in your career and gain the expertise that truly makes a difference! Learn more here: https://lnkd.in/gz9x6Fvz #Manufacturing #Industry40 #Leadership #CareerGrowth #Automation #Robotics #DataDriven

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Daily HR Tip #14: Handle FMLA Requests with Sensitivity FMLA requests often arise from deeply personal and challenging situations, such as a serious health condition or family emergencies. When handling these requests, it’s essential to maintain confidentiality and approach the situation with empathy. Train your HR team and managers to listen carefully and provide the necessary support without prying into details. Be sure to communicate clearly about the process, timelines, and what employees can expect during and after their leave. Supporting employees through these times can enhance their trust in the organization and improve overall morale. #HRTips #FMLA #EmployeeSupport

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Just took a great training about inclusive hiring and reducing bias in the interview process. And as a woman, minority and professional in the HR and Talent Acquisition space its a topic near and dear to me. As companies begin to ramp up for 2025 hiring, this article is a great guide to ensure that you're hiring for your mission and values, and reducing the bias-riddled practice of hiring for culture-fit. #betterhiring #inclusive

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Some awesome tips and tricks for HR professionals or anyone in the workplace really, ha!

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Been seeing more and more reference to “Fractional jobs” so I thought it might be helpful to break it down. Fractional jobs refer to professional roles where individuals work part-time or on a contract basis for multiple companies or clients, often providing specialized expertise or services. These jobs are typically seen in high-skill areas such as executive leadership, finance, marketing, technology, and HR, where organizations may not need or cannot afford a full-time employee for that specific role but still require top-tier expertise. Key Characteristics of Fractional Jobs 1. Specialized Expertise: Often performed by professionals with significant experience. 2. Flexible Schedule: Roles are usually part-time, remote, or project-based. 3. Multi-Employer Setup: A fractional professional often works for several organizations simultaneously. 4. Cost-Effective: Organizations can access expertise without the cost of a full-time hire. 5. High Impact: Fractional professionals focus on delivering measurable results, such as solving strategic problems or driving growth. Is It a Trend? Yes, fractional jobs are a growing trend, driven by multiple factors: 1. Economic Uncertainty: Companies aim to reduce fixed costs by hiring talent on a fractional basis rather than committing to full-time salaries and benefits. 2. Rise of the Gig Economy: The gig economy has normalized non-traditional work setups, making fractional jobs an extension of this trend in more specialized fields. 3. Demand for Flexibility: Both employers and professionals are prioritizing flexibility. Professionals enjoy diverse work opportunities, while companies benefit from on-demand expertise. 4. Technology and Remote Work: Advances in collaboration tools and remote work have made it easier for professionals to work for multiple companies without location constraints. 5. Leadership Demand: Fractional executives (e.g., fractional CFOs, CMOs, or CHROs) are increasingly popular in startups and mid-sized businesses that need guidance but can’t yet justify full-time leadership roles. Who Benefits from Fractional Jobs? • Businesses: Cost savings, access to expertise, and agility. • Professionals: Greater autonomy, work-life balance, and portfolio careers. • Startups and SMEs: Access to leadership and strategic insights without committing to full-time roles. Of course there are challenges as well however in my opinion fractional jobs are more than a trend—they represent a shift in how work is structured and delivered, particularly in knowledge-based industries. As businesses and professionals alike seek more flexible, efficient, and impactful arrangements, the popularity of fractional roles is likely to grow further.

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