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HR Strategy & Best Practices

This is the space for your topics around current HR strategies. What might an HR organization of the future look like?

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104 Topics

MoeCommunity Admin

published in HR Strategy & Best Practices

People Puzzlers: What would you do in this workplace situation?

Hello and happy Monday, everyone! 😄I want to introduce you to a new content format that I will be posting in the community once per month.Introducing...People Puzzlers!For all you dazzling, talented, problem-solving People professionals out there, this series is all about tackling complex situations at work. Each month, I’ll share a hypothetical scenario with you. Some of them may even be inspired by real life scenarios (with permission, of course)! All you need to do is leave a comment and respond with how you’d approach this situation. After that, sit back, relax, and see how your fellow community members solve it. 👀Shout out to @nina.johansson for coming up with this awesome idea while we were chatting recently! 🤩This community is loaded with experience and know-how. I’m looking forward to seeing some of that applied to these sticky situations! Right, now that we got that out of the way, here’s this month’s People Puzzler and it’s all about Performance!Sack or Support? 🤔 An emp

brittbosmaFollower

posted in HR Strategy & Best Practices

Question about flexible public (bank) holidays

Dear Community,We’re currently exploring the possibility of offering employees the flexibility to swap a few public (bank) holidays throughout the year. Some public holidays are religious in nature, and some employees may prefer to take a day off for occasions such as Eid al-Fitr or Keti Koti instead of, for example, Pentecost. We already foresee a bit of an administrative hassle for this, so we are wondering if there are companies that have this benefit and can tell me how you approach this? Thanks in advance for your advice!

Naturally MindfulGetting Started

posted in HR Strategy & Best Practices

LGBT Allyship: fostering harmony and empathy

Who we are and how we work are one and the same. At least, this is true when equity and authenticity are explicit in the values and practices of the workplace. And when I say values, I’m alluding to something more than mission statements, written policies and statutory staff training modules. The truth I’m more familiar with has been the need to mask who I am in order to comply with the social norms of the workplace thereby putting a lot of energy into avoiding encountering ignorance and discrimination at best, bullying and abuse at worst. At the same time, I have benefitted from several privileges within the same social constructs. Opportunities have come to me as a white able-bodied man educated for free during a brief political climate of social justice, new equality legislation and social policy. I continue to feel very grateful to my forebears who put their heads above the parapet to speak up for what is good and right, risking loss of personal safety, job security and the suppor

MoeCommunity Admin

published in HR Strategy & Best Practices

Share your 'HR instinct' story and inspire your peers! You'll be featured in a Personio audio series!

Hello, everyone!We know HR professionals have this incredible emotional intelligence and a sharp gut instinct — it’s what helps you read rooms, spot issues, and make those tough calls when the data isn’t there. But instinct alone has its limits. Knowing something’s wrong isn’t the same as knowing why, and guessing isn’t the same as seeing what’s next.That’s why we want to hear your stories about balancing gut instinct with data-driven insights. As part of our marketing campaign "Turn Think Into Know," we’re creating a short audio series made up of 1-minute voice clips (kind of like listening to a podcast or voice note, so no video) that explore those pivotal moments when HR leaders had to navigate the tension between intuition and hard evidence. We’d love for you to take part! Respond to this thread with your story or reach out directly to join us for a relaxed 20-minute chat to share a time in your career when:Your instinct flagged something important, but you lacked the data to back

HannahPorteous-ButlerGetting Started

posted in HR Strategy & Best Practices

Turning Good Intentions Into Impact: The Case for Data-Led Parental Support

So, in a recent workshop I ran on parental support in the workplace, I asked three questions:Do you have a parental leave policy? ……..Every hand went up. Do you have a strategy to support returners?……..A couple of hands stayed raised. Do you track what happens after leave — retention, progression, employee experience?…..Not a single hand left.It’s a pattern I see again and again because people assume a policy equals support. BUT, unless you’re measuring well it’s working, it’s just good intentions …isn’t it?Data is what turns those good intentions into real, meaningful change. I believe that without it, we can’t see what’s working, what’s performative, or where the challenges are….Last week I went to a Personio event on “From Numbers to Narratives” (not an ad - it was genuinely excellent), and one line stuck with me:“Instinct is just another data point. Don’t let it lead the whole story.”Too many organisations rely on ‘vibes’. If no one’s loudly complaining, they assume the support

damayantichowdhury09Getting Started

posted in HR Strategy & Best Practices

AI - Friend not Foe?

As a writer, I’ve always held a certain bias against generative AI tools and often refused to use them for my work whether it be within academic writing, content writing or creative writing. Then a few friends, colleagues and even family members of mine pointed out that AI can be used for more than just paraphrasing, copy-pasting and most importantly, as a substitute for our jobs! This got me thinking more on the subject and after doing some research I was pleasantly surprised by the impact that AI has had with its myriad of functions. Turns out instead of using it as a shortcut, “commanding” it to provide us with information and finish work, it can be used as a useful tool to engage in smart work. In fact, I’ve heard many people call AI their omnipresent colleague. Don’t get me wrong, I am not here to promote AI. Quite the opposite actually. As I have recently discovered, to the best of my knowledge AI is in fact not out to get our jobs but can be used as a “friend” rather than a comp

brittbosmaFollower

posted in HR Strategy & Best Practices

Addendum/or new contract for new role

Hi Community, Currently we have an employee that might change to a Team Lead role. This person has a permanent contract and we are wondering if we can offer this employee something like an addendum or new contract to make sure we have a bit of a probation/trial period.How do you usually do this in your company?

HannahPorteous-ButlerGetting Started

posted in HR Strategy & Best Practices

Why a thoughtful re-induction plan matters for Parental Returners - or does it?

At a recent workplace wellbeing event, I had some brilliant conversations with HR leaders about parental support. I was encouraged to see just how many people wanted to better support their working parents and returners. But....I wasn’t surprised to hear how many felt unsure about the how.From all the companies i spoke to I saw that the intention was there but the action plan wasn’t. So I thought I’d help with a few learnings and insights from my work, but I’d be keen to hear if you agree/disagree:A common misconception I see is that treating returners “just like everyone else” will help them feel included. It sounds supportive but in fact it misses the mark: We don’t want them to 'slot back in like nothings' changed ' - because it has. Parenthood shifts your priorities, perspectives, and your sense of self - but it also sharpens key skills: resilience, emotional intelligence, time management, strategic thinking (I could go on… and I often do!).In fact, it makes you even more skilled a

Naturally MindfulGetting Started

posted in HR Strategy & Best Practices

What's mental wellbeing got to do with it?

Why should employers take responsibility for the health and wellbeing of their employees? The law aside, which isn’t clear enough or enforced often enough, in my opinion, to what degree should an employer invest in promoting health and mental wellbeing in the workplace?I ask this, not as an academic, but because I can tire of the tick-boxing I witness when asked to deliver a mindfulness taster for a workforce, who need a lot more than 2 hours of meditation. I ask this, because it is too easy to skim over the centrality of a person’s mental health in their reason for being, which by the way, is not to be productive...rather to be sentient, engaged, creative. When we exercise these human needs and skills, the fruits of our creativity can lead to innovation, excellence and profitability. Oh, and I forgot, to happiness. Many businesses cover their base by ensuring a minimum number of mental first aiders, who, as a result of the training, possess a rudimentary knowledge of mental health dia

MoeCommunity Admin

posted in HR Strategy & Best Practices

Community Question: What did you do before HR? 🤔

One of the things I am very interested in learning about is how people got into HR. We’ve had some lovely stories from some of our community members, like Zoe and Nina. I’m curious about everyone else here as well! Have you always wanted to work in HR? Or, perhaps, was there some other field, some other line of work you were in?What were you doing before making the leap to HR? And how did you get here? Can’t wait to read your stories!

MoeCommunity Admin

published in HR Strategy & Best Practices

📣 Announcing the Community Book Club! 📖

Happy Wednesday, everyone! So, I’ve had a few discussions with folks in the community about potentially starting a small book club. This would focus on books that are either directly related to HR or the world of work more generally (mindset, deep work, leadership topics, team-building, etc).Now, I’d like to try this out with you all. Consider this the announcement for the first Voyager Community Book Club! 🤩We’ll meet online via video call and discuss one book each quarter.Now, let’s start with an important question via the poll below. Big shoutout to @HRJoy , @andra.enache , @Kim Stringer , @SabbuSchreiber , and @SalC for the inspiration! 🚨 UPDATE: 🚨 Polling is now closed and the winner is Drive: The Surprising Truth About What Motivates Us by Dan Pink! Stay tuned for details about when our book club call will be scheduled!

brittbosmaFollower

posted in HR Strategy & Best Practices

Managing partial sick Leave payments during reintegration

Hi Community,At the company I work for, we have a policy stating that employees in their second year of sick leave who are reintegrating receive 100% pay for the hours they actually work. For the non-worked hours, they receive 70% pay.There’s currently no way to track this in Personio, which makes the administrative correction quite a hassle for us in HR—especially since the number of worked hours fluctuates during reintegration, for example when employees gradually build up their hours.Do you have any best practices for how to manage or administer this effectively? Thanks!

Kim StringerGetting Started

posted in HR Strategy & Best Practices

Lunch and Connect - Proactive Performance management

I’m excited to finding out what others are doing about Proactive Performance management and sharing and learning. Calibrations, Habits, Rewards, Career development in flat structures, 9 box grids, Skills based frameworks for development, Effective feedback- 2 ways, talent management. Motivations and Expectations. Have you seen Conscious unbossing? , Founders mode rather v Managers mode? Looking forward to connecting and exchanging ideas over lunch.

Naturally MindfulGetting Started

posted in HR Strategy & Best Practices

Mindfulness training: survival skills

Why consider mindfulness training to build resilience in teams?I read recently that the Indian military had introduced mindfulness training to train minds to manage extreme emotional distress, strengthen mental acuity and prepare their workforce for the journey ahead. This reminded me that my training programmes go way beyond the alleviation of workplace stress, and that mind training, when delivered by an expert, with experience in organisational learning and development and meditation pedagogy, has the potential to turn individuals, teams and businesses around in they deal with pressure, conflict, trauma and loss.Mindfulness training is as much about how we interact with each other as it is about how we deal with stress. It elicidates how our core values and beliefs drive the decisions we make and how we behave with our colleagues. Interwoven in the meditation skills development is an introduction to the neuroscience of how mind works and how we have the potential to overcome life-lo

sibilareev2024Getting Started

asked in HR Strategy & Best Practices

Automatic screening legal basis

Hi, Does anybody know if we can legally use automatic screening & rejections (e.g. based on location, phone number) in EU (specifically Germany) or can that be considered discrimination?Thank you in advance,Best regards,

MoeCommunity Admin

published in HR Strategy & Best Practices

HR's Brain Drain Problem in the UK: What can be done?

Hello, everyone!So, I’m a fan of kicking every year off with some optimism. However, the HR industry, as always, is facing some headwinds that need to be addressed. One example is the amount of burnout-driven resignations that are about to happen in 2025. Here at Personio, my colleagues have been doing some research on the HR profession in the UK. What they’ve found is sobering, including 41% of those surveyed saying they spend the majority of their time on unnecessary admin. This has led to over half of surveyed professionals reporting burnout and over a third planning on leaving the industry altogether this year.With this in mind, I’m curious what our community thinks might be the way forward. Here are some questions to consider:How would you address this problematic trend? Is the focus on unnecessary admin a tech issue or an organisational culture issue? Or something else entirely? Have you faced these issues of overwhelm in the past? How have you dealt with them?

MoeCommunity Admin

published in HR Strategy & Best Practices

📣 Learn People Strategy from Personio's CPO, Lenke Taylor

Hello community,As you all know, working in HR involves a lot of strategic work - when you get time away from administrative tasks and putting out fires, of course! But, where does one start with building an HR strategy? And do you transition from one strategic approach to the other without changing the core principles of your organisation?We’re delighted to present to you this incredible conversation with Lenke Taylor, Chief People Officer at Personio. Brought to you by the Personio Foundation, this conversation is your way to access Lenke’s leadership experience, spanning years at places like Google, Buzzfeed, and Twitch. Topics covered include: How to do more with less at an NGO. How to think about the value of HR as a strategic function. How to frame the value of joining your organisation. How to transition from a start-up to scale-up mindset while maintaining core principles. And much, much more, including specific examples from Lenke’s experience! Sit back, relax, and take your

MelissaFormer Community Moderator

published in HR Strategy & Best Practices

💞🔮 Valentine's Day: How are the 5 “love languages” reflected in appreciation at work?Valentine's Day

Hi Community,There are just a few days left until February 14th... On Valentine's Day, it's all about appreciation and connections – why not bring this into the work context as well? Just like in personal relationships, every employee in the office has their own “language” that helps them feel truly valued. The five love languages, originally developed for personal relationships, can help HR figure out exactly how to do this and apply it in everyday work life. The Five “Love Languages” in the Workplace🗣️ Words of Affirmation: A sincere “thank you,” personal praise in a team meeting, or a message highlighting a special contribution can work wonders. Words are powerful – and often exactly what employees need to feel seen.⏰ Quality Time: One-on-one conversations, real attention, and availability. When someone realises their concerns are truly heard, it creates a sense of appreciation and trust.🤝 Acts of Service: Proactive support with challenges, removing obstacles in everyday tasks, or

MoeCommunity Admin

published in HR Strategy & Best Practices

HR Trends Report 2025: What's on the Horizon for HR this Year? 👀Blog

Hi everyone!As we all get settled into the new year, we’ve got some HR insight to get you thinking! As you solidify your priorities for 2025, check out our HR Trends Report, counting down some of the biggest topics in the industry this year. This special report covers a range of HR-specific trends, breaking each down to the data behind it and what it means for you and your organisation. For example, one key factor in 2025 is fighting off the rising tide of “AI fatigue.” Broadly speaking, this is the phenomenon of feeling overwhelmed by the “hype” surrounding artificial intelligence - something that isn’t exactly helped by the seemingly never-ending press-coverage concerning AI. Several data points indicate AI fatigue potentially rising in the workplace, including a study by Wiley that shows 40% of respondents are struggling to understand how to integrate AI into their work. Moreover, that same study shows 75% are lacking confidence in their ability to use this technology.What this migh

MoeCommunity Admin

published in HR Strategy & Best Practices

Unethical companies and "moral disengagement" 🤔

Can workplace culture lead to unethical behaviour by employees?New research suggests that, while sometimes unwittingly, corporations can indeed play a huge role in unethical actions by individual employees. This is done via organisational moral disengagement.To many of you, that might come across as a no-brainer. However, a few things caught my (admittedly inexperienced) eye. First, the fact that this research is being done at all indicates a focus on a structural approach to unethical corporate practices (rather than on individual employees).Second, there is a key point made about the importance of how unethical behaviour is framed. I was particularly fascinated by the use of language to make otherwise unethical practices seem minor. The example used in the linked article is seeing price-rigging as “stabilising prices.” How interesting!I am curious what our community members think about this. Specifically, two questions come to mind:What, if anything, can be done when an employee noti

Community Holiday ElfHappy Holidays!

published in HR Strategy & Best Practices

📝 Christmas Wishlist for HR: What’s on Your List?

Hi Community,Today is my second stop on my journey through the Community, and I’m super excited to hear your thoughts and ideas in the HR Think Tank – they say this part of the Voyager Community is like a treasure chest for HR professionals!As part of my yearly work, I’ve been going through the many wishlists from our hardworking helpers. They have wishes too and are thrilled when they come true:⏰ from more flexible working hours🗣️ to an open feedback culture✨ and innovative benefits. While reading through all these wishes, I started wondering: why don’t I have my own wishlist? And what would be on it? 👀Just like you, as HR professionals, I want to fulfill the wishes of our helpers while also keeping my own needs in mind. Before I start writing my wishlist, I’d love to know: What would be on your wishlist? What’s your biggest wish as an HR professional for the coming year?I can’t wait to read your comments and gather some valuable insights. Let’s discuss together to make sure HR cont

People PersonCommunicator

posted in HR Strategy & Best Practices

Christmas Party – A culture requirement or is there a better way?

With Christmas fast approaching, the buzz around the office always seems to turn to the infamous company Christmas party. In November employees are already wandering when it will be, where it will be, what the talk of the night will be, and in some cases, they’re wondering if there will even be a Christmas Party.This has made me think, Christmas parties seem to be a staple in most companies nowadays and they are all but expected by staff. If a company doesn’t have one, it can sometimes stir conversation around if the business is doing well, if the business cares about their people and ultimately, cause comments on the companies’ culture as a whole.With many industries are moving to homebased or hybrid contracts, or having a large spread of employees across the country, or even the world. Planning any sort of event can be a logistical and financial burden for companies.This all has had me wondering, is a company Christmas party considered a requirement in fostering a good company cultur

People PersonCommunicator

posted in HR Strategy & Best Practices

Managing Workload - Mission impossible

We all experience the desire to have more hours in the day or the wish to magically reduce our workload, which almost never happens, if anything, it is the opposite. Now I am by no means an expert in managing my workload, I don’t believe anyone is, but I have some methods that have helped me and maybe they could help you too. 1 – Minimise the number of locations your tasks are found It makes it much easier for me to prioritise my workload when I can see my full list of tasks in 1 or 2 places, so I ensure that all my tasks are either in my emails or Personio. Teams message with a request? screenshot it and email it yourself. Asked something in person? Send yourself an email. This way, I don’t have to worry about remembering things, I can see all my open tasks in one place and that not only helps me prioritize but also helps me see when I need to say no or ask for help due to being at max capacity. 2 – Find what works best for you Leading on from the above, you need to do what works best

MoeCommunity Admin

published in HR Strategy & Best Practices

Remote Work vs. In-Office

Hello everyone! 😄So, with all of the news in the last few weeks concerning return-to-office policies, my brain has been stuck in pondering mode 🤔. You’ve all heard some of the most prevalent arguments in support of in-office work from the likes of Starbucks, BlackRock, and, of course, Amazon. We’ve also heard from Spotify who is more, shall we say, lenient on the matter.My opinion is this: companies should leave the decision of whether to be remote or in-office (or both) to employees and their respective teams.Now, I’m quite curious what our community thinks. What do you think of mandated return-to-office policies?

nina.johanssonExplorer

published in HR Strategy & Best Practices

From security guard to HR professional: the trial-and-error approach to finding your career path.Blog

I believe the best way of knowing is trying, and that’s been my approach to finding my career path. Pinballing from one thing to the next in the pursuit of discovering what I want to do with my life. Trying After finishing the Swedish equivalent of A levels, I wanted to keep studying but didn’t know what. I started to become a teacher because my friends said “you’re good at teaching and explaining things, so maybe try that?”. So, I tried that. Quite quickly, I found that the most interesting thing about education was the psychology behind it. This was a lightbulb moment and the first pinball bounce. Maybe psychology was it?In 2010, I moved to Stockholm and started studying psychology, which was extremely interesting! Learning about people and why we behave the way we do brought out a new fascination. However, it was only one piece of the puzzle as a career in psychology wasn’t appealing. I like people, but I don’t like people THAT much for it to be my sole focus. So, I had to bounce. F

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