Bronwyn Wilson, PHR, SHRM-CP

Long-Term Onboarding: Beyond Day 1 Because it has become increasingly difficult to find qualified employees, a lot of focus has been put into onboarding programs. Companies spend a lot of money attracting and wooing candidates to apply, interview and ultimately to accept their job offer. However, if your company stops onboarding on Day 1, you are at risk of wasting all that time, effort & money on rapid turnover. Long-term onboarding refers to the process of integrating new employees into an organization over an extended period; typically, several months to the first year of employment. Unlike short-term onboarding, which focuses on immediate orientation to policies and procedures, long-term onboarding aims to foster deeper connections, understanding, and growth within the organization producing increased company loyalty and decreased employee turnover. Here’s how a long-term onboarding process might look: 1. Extended Training & Development: Rather than a brief orientation, new employees undergo ongoing training and development sessions tailored to their roles and career aspirations. 2. Regular Check-Ins and Feedback: Managers and mentors regularly meet with the new employees to provide feedback, assess progress, and address any challenges or concerns. 3. Integration into Company Culture: Focus on integrating them into the organization’s culture such as team-building activities, involvement in company events, and opportunities to collaborate with colleagues across different departments. 4. Career Path Planning: Rather than just focusing on the immediate role, consider employees’ long-term career goals with development plans that outline potential career paths within the organization and the steps needed to achieve them. 5. Building Relationships: Encourage new employees to build relationships not only with their immediate team members but also with colleagues throughout the organization to foster a sense of belonging and collaboration. 6. Evaluation and Adjustment: Feedback from both new hires and their managers helps refine the onboarding program to better meet the evolving needs of the organization and its employees. Ultimately, the goal of onboarding is to ensure that the new employee is equipped with the knowledge, skills, and resources they need to be successful in their role within the organization. Developing and implementing a well-designed onboarding program that provides new employees with the necessary information, support, and resources to succeed in their roles while also fostering a sense of belonging and purpose within the organization will pay dividends in your company’s success! If you need help developing a long-term onboarding program that’s right for your organization, contact Katie at www.KGroHR.com. 

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ER for HR = Employee Relations for Human Resources # 10 Be collaborative! “Dilution is the solution!” A favorite quote from a former colleague. You must become an expert collaborator with others in your organization. Collaboration can yield the best outcomes. Solo HR? You can find an HR community to help you and share some insights. We are in a collaborative era where many experts share helpful resources on social media, like LinkedIn. My final post of the year and this series will be next week, and it will include links to all my favorite free online resources! #employeerelationsconsulting #erforhr #employmentlaw #hrcompliance #laborlaw #hrtraining

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Complicated HR comms are a problem.   They make sense in our HR bubble. But confuse employees.   When that’s true? You’ve lost. 3 tips for simplifying your HR communications: 1️⃣ Remove redundant information   ❌ Employees are required to submit a requisition form prior to receiving reimbursement for those expenses that are reimbursable under the company’s expense reimbursement policy.   ✅ Employees must fill out a requisition form to be reimbursed for expenses. 2️⃣ Simplify your word choice   ❌ Your benefit plan provides coverage for a range of preventive and diagnostic services, and you will have access to a network of preferred providers for all of your healthcare needs.   ✅ Your plan covers a wide range of health services, and you can choose from a list of preferred providers.   3️⃣ Remove filler language   ❌ Please provide feedback on the extent to which organizational objectives are being met, and the degree to which you feel empowered in your role.   ✅ Let us know if we're meeting our goals and if you feel empowered in your role.   The world of HR can be difficult enough for employees to navigate. Don’t add to that complication with your messaging. Simplify. --------------------------------------------------------   ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

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As an #HR person, I've mastered the art of the 'polite or gentle reminder' email. You know, the one that starts with 'Friendly reminder...' but you actually see thing inside? 😅 #HR #EmailEtiquette #KeepItProfessional #Hrprofessionals

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Quick question to my HR colleagues (and anybody supervising): Is working in HR about liking people or like to deal with never-ending people issues? In the realm of Human Resources, navigating workplace dynamics involves more than just diverse backgrounds, cultures, and ages—it also encompasses personalities. Understanding how individuals' personalities can shift within hours is key to fostering a harmonious work environment. Check out this insightful article on the fluidity of personality: Scientific American Article [Scientific American Article](https://lnkd.in/gXncgFzQ)

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“Stop trying to do everything!” “Then who the heck is going to do it?” If you’re in HR, you’ve probably felt this in your soul—especially right now. December and January can be intense. It’s the season of year-end reports, open enrollment, policy updates, budgets, calendars, and all the meetings… oh, so many meetings. And let’s not forget the year-end events, recognition moments, and all the day-to-day tasks that don’t slow down just because the clock is ticking toward January 1st. It’s a lot. But you know what? We always find a way to rise to the challenge. HR doesn’t just keep the wheels turning; we create the foundation for an incredible year ahead—for everyone. We’re the ones behind the scenes, planning, organizing, and showing up because we care deeply about the people we support. So, if you’re feeling overwhelmed, take a moment to breathe and remember this: You are making a difference. You are doing work that matters. You are the heart of your organization. Let’s keep pushing forward, together. We’ve got this. #HRStrong #YearEndMomentum #MakingItHappen #HRWithHeart

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Great career advice at any stage!

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Non-Compete Agreements—Where are we now? What is the latest on the enforceability of non-compete agreements? This blog provides up-to-date information on the status as well as the aggressive position the NLRB General Counsel is taking on non-competes. Briefly, on 4/23/24, the FTC prohibited non-compete agreements. On 7/3/24, a Texas federal court enjoined the prohibition, and on 8/20/24 another Texas federal court enjoined the prohibition nationwide. On 10/24/24, the FTC appealed the Texas federal court’s decision. As of today 10/30/24, noncompete agreements are valid (depending on state law) until the federal court issues a final determination on the FTC appeal. In May of 2024, the NLRB’s General Counsel issued a detailed memo describing how noncompete agreements violate the NLRA. In a second memo, 10/7/24, the GC addressed the relief the NLRB should award for an unlawful noncompete agreement (the blog has links to both GC memos). According to the GC, in addition to invalidating the enforcement of the agreement, the NLRB should also include a “make-whole” remedy. The “make-whole” remedy includes the difference in pay that the employee could have made between the current job and the new one. She also wants employers to dismiss their actions to enforce such agreements and to pay the employee’s costs and attorney fees. No question where the GC and the NLRB stand on non-competes. #employmentlaw #NLRB #construction #contracts #highereducation #noncompeteagreements

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Have you heard of the SHRM Civility Index? The Civility Index score is currently sitting at 45.6—which means that incivility is on the rise in the workplace. 😳 Let’s check out the stats…📊 202 million acts of incivility happen daily, leading to over $2 billion in lost productivity every single day. The impacts? Burnout, stress, and disengaged employees. 😔 💬 62% of U.S. workers say their managers ignore acts of incivility. 💼 66% believe their managers care more about business objectives than how people are treated. It’s time to break the cycle of incivility! Think about this, if you’ve experienced it, you’re more likely to spread it. 😱 Let’s stop the spiral and lead with empathy, respect, and kindness! What’s fueling the fire? 🔥 Disagreements over social issues, political views, generational gaps, and more. But we have the power to change the conversation—starting in our workplaces! 💪🏾 As leaders, it’s our responsibility to create spaces where respect, collaboration, and trust thrive. We’ve got to be intentional about the way we work together, we’ve got to be better at it! Join us Tuesday, Sept 10th from 7:30 am - 11:30 am at the IndySHRM’s IDE Conference. I’ll be moderating the 9 am panel discussion where we’ll talk about “How We Work Better Together”. Check out the panel speakers below! How are YOU contributing to a more civil workplace? 👂🏾Share your thoughts below and don’t forget to register today! https://lnkd.in/gGtPs4ct #IndySHRM #SHRM #HowWeWorkBetterTogether #CivilityMatters #WorkplaceCulture #Leadership #EmpathyInAction #SHRMCivilityIndex #TheBSCheckin Jasmine Park Alona Bahler,SHRM-SCP,SPHR Keisha Underwood, SHRM-CP Gerald Bush, SHRM-SCP, ICF-PCC (HE.HIM.HIS) Marcie Anderson Patrick McKenna, SHRM-CP Parveen Tai SHRM-SCP, MBA Melanie Hull, SHRM-SCP, PHR Peggy Hogan, SHRM-SCP, CPCC Jordan Kinsler Jeannie Ambler, SHRM-SCP, PHR Geoff McCuen, SHRM-SCP, SPHR, FPC Lydia Clark

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💡 HR is not just a department; it’s a mindset. We’re here to enable growth, drive strategy, and foster meaningful connections—not just to handle paperwork or fix every issue. True HR value comes when we work as strategic partners, helping organizations build a culture where people and business thrive together. 👉 Let’s reframe the narrative: HR isn’t about “solving problems.” It’s about empowering people and systems to solve them together. What’s one thing you believe HR should focus on to create lasting impact? #HumanResources #Leadership #CompanyCulture #HRStrategy

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Happy HR Professional's Day to my peers and fellow HR connections on here. I want to touch on a sensitive topic; self-care. We wear so many hats seen and unseen and often go unrecognized. We deal with so much so often without a shoulder to truly lean on. I know most of us take pride in the work we do, but I know a lot of us are not practicing good self-care be it due to self-neglect or circumstances outside of our control in the office. Seeing so many posts here on Linkedin about people being tired, emotionally drained and it's a real thing. We have worked through a pandemic, we have seen laws change significantly as well during this time, social injustice which affects us as it affects our staff while managing all the things we normally associate with HR. Twenty years in this thing, there has been a lot of meaningful work done. Some good times, but there's been trying times as well. I realize now more than ever self-care and setting firm boundaries are essential to our physical/mental and career trajectories. It's important to know when you are reaching your limits and when lack of respect of boundaries occurs. It's often forgotten that HR people are people too! We are behind the scenes making sure you are hired, get the benefits owed to you such as a paycheck, benefits, development, and your bonuses, and some us go way beyond the call of our roles. If you are a past peer or connection, hopefully you find your community of people that you can trust and bounce ideas off of, be totally transparent with, and ask for the needed support. A community that knows you well enough to know when to step in and help carry you through the trying moments and celebrate you during the wins. Hoping you have a moment to take a deep breath and think of all the good things you have accomplished in your career. I appreciate the HR people in "my little circle" who kept/keep me going, leaders that believed in me during my career and supported me, and those special employees whose spirits were positively contagious.

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If you work in the Staffing industry or employ contingent labor, and you would like to understand how safety and risk works in a joint-employer relationship, you must read this book. Scott L. Debow clearly describes the safety challenges that may arise in a joint employer relationship. He suggests how host and staffing employers can cooperatively work together to reduce risk and protect all employees including contingent workers. Friends in Staffing - order this book from ASSP today! Sorry the picture is a bit fuzzy.

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One of the biggest wins in my HR career has been discovering how much easier life gets with tools like Tango. Instead of spending hours piecing together training guides or process instructions, I let Tango do the heavy lifting by capturing workflows step by step as I go. It’s a game-changer for making things like onboarding, system updates, and even policy changes feel more intuitive for employees. What I love most is how approachable it makes change. Employees have clear, visual guides to lean on, and I get to spend my time focusing on the bigger picture—like finding ways to make their work experience even better. For anyone juggling process documentation, I can’t recommend it enough. Time saved, stress reduced, and clarity improved. That’s #HowITango. #trytango

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Agreed! HR is becoming more and more complicated and necessary for the success of businesses in an ever changing world.

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This week on The JoyPowered Workspace Podcast, JoDee Curtis, CSP, SHRM-SCP, CPA and I discuss how to facilitate individuals working through conflict with each other. Listen to hear about topics like: 💡 How much HR should be involved in employees’ conflicts  💡 Guiding employees through resolving conflicts on their own  💡 Our step-by-step approach for mediating conflict when employees can’t resolve it on their own   #hrpodcast #workconflict #hr https://lnkd.in/gQqQc-pn  

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Recent studies show that more than half of U.S. workers believe American society is uncivil. At work, incivility collectively costs U.S. organizations approximately $2 billion *each day* in absenteeism and reduced productivity. We in HR know how delicately we have to lead many conversations. Civility is essential to our profession, but it’s challenging when the world doesn’t match it. At the upcoming #WECon HR conference in Provo, Utah, civility is one of many topics you’ll hear discussed in sessions. We’re advocating for HR’s role in “bringing back civility” and reiterating the importance of having difficult conversations respectfully. Civility goes beyond making people feel comfortable. In the words of The Society for Human Resource Management, civility is “about creating a dynamic, diverse, and productive workplace where everyone can thrive.” Come join us September 23-25! https://lnkd.in/g3yZj8qn 

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🌟 HR Insight: Let’s Talk About Micromanaging 🌟 Micromanaging: it’s one word that can quickly drain morale, stifle creativity, and limit team growth. As an HR professional, I see firsthand how trust empowers teams. A great leader provides direction and support but knows when to step back and let their team take the reins. Micromanaging not only impacts productivity but can also lead to frustration and burnout for both managers and employees. ✅ Here are some tips to break free from micromanaging tendencies: Set clear expectations and trust your team to deliver. Focus on results, not every tiny detail. Schedule regular check-ins instead of constant oversight. Recognize and celebrate your team’s wins—they’ve got this! Remember: Leadership is about guiding, not controlling. Foster a culture where autonomy thrives, and watch your teams shine! 🌟 #Leadership #HRTips #Teamwork #EmployeeEngagement

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