Benefits Benchmarks: North Central Alabama

A few weeks ago, I asked the question “Are Employees Utilizing Those New Perks?” and highlighted benchmarking as a critical activity for evaluating workplace benefits. Now, we have the published results from the 2022 North Central Alabama Wage & Benefit Survey! First up, Average Benefit-Cost Per Employee (Annual) increased 25% over 2021. Employers reported an average of $16,608 spent annually per employee in benefits, compared to $12,459 one year ago. Some hot categories for increased benefits spending are Child Care Support, Adoption Support, Pet Insurance, and Elder Care Support. These types of benefits are increasingly attractive, and the Huntsville/Madison County

3 Leadership Lessons from Garth Brooks

We call them strong Those who can face this world alone Who seem to get by on their own Those who will never take the fall We call them weak Who are unable to resist The slightest chance love might exist And for that forsake it all They’re so hell-bent on giving, walking a wire Convinced it’s not living if you stand outside the fire Standing outside the fire Standing outside the fire Life is not tried it is merely survived If you’re standing outside the fire Garth Brooks- Standing Outside the Fire   My husband and I attended a

Building the Bridge Between Survive and Thrive in the Workplace

Oftentimes getting from one place to another requires a bridge to cross. A connection point between two things that seem unconnected or so far apart they can’t be reached by conventional means is necessary. These “bridges” are often grounded in both sides of what they are trying to connect. They are meaningless and useless if they don’t have two sides for anchoring. So is true of meeting survival needs and getting to “thrive” needs in the workplace. Relational needs are the bridge. Relational needs have roots and support in both survive and thrive and they provide a way between the two.  Meeting relational needs is the

Career Development as Performance Management

Career Development is becoming even more relevant in the workforce arena these days. Career Development as Performance Management is a great tool to attract and retain employees.  Revisit this blog post from 2021 for ideas on how to use Career Development as a Performance Management (& retention!) tool.   I will be presenting at BSHRM on May 11 on this topic. We would love to see you there! Check out where else we will be in the coming weeks here.

3 Steps to Actually DO Succession Planning

With the great resignation still continuing and baby boomers, who many feel delayed retiring, now retired or retiring in large numbers due to the pandemic, succession planning has never been more important.  But as we’ve seen through many of our clients (and ourselves!), the need to get something done and getting it done are two different things.  When it comes to succession planning, I think the key challenge is not knowing where to start and the steps to take once started.  Overall, you need to: 1. Know your current talent state.  This involves several sub-steps of determining:  a. What’s your

Servant Leadership

I recently helped a top security government employee with developing a resume. His leadership philosophy centered around supporting his employees (as opposed to the other way around); he believes in empowering subordinates with authority, as opposed to responsibility. His view of leadership embodies serving which is what great leaders do.               Servant leaders are a revolutionary bunch—they take the traditional power leadership model and turn it completely upside down. This new hierarchy puts the people—or employees, in a business context—at the very top and the leader at the bottom, charged with serving the employees above

Design Thinking as a Leadership Practice

In an ever-changing world, it’s more important than ever for leaders to have the tools to be able to navigate change and innovate. It’s also important for leaders to have opportunities to spur creative thinking in a world that is cluttered with a lot of noise and distractions. Most importantly, though, leaders need support in connecting with people and building empathy.    When frameworks are provided to help spur innovation and build valuable people skills, we find that leaders are better equipped to move forward.  It seems counterintuitive to use a process to try to break away from routine thinking and/or

6 Steps for Choosing Leadership Training Content and 7 Recommended Frameworks

We’ve had the opportunity to begin training a group of leaders for a client using a global curriculum the client developed.  As facilitators, we have the opportunity to take the quality content developed and structure learning in a way that allows the participants to apply the content to impact their behavior at work. Hopefully, this will lead them to invoke positive influence on those they lead and interact with.  Any good training frames learning around well-researched models or theories.  And there are a lot of models and theories out there! How you sort through them all and determine what to

Are Your Company Policies Holding You Back?

If there’s one thing I’ve learned in my almost 20-year career in HR it’s that the world of HR is ever-changing. And while sometimes we all sit back and take a big sigh and think “not again”, it’s a good thing. Change allows us to grow and adapt. But are there policies that we are holding on to because we’ve always done it that way or everyone else is doing it that way?  In this time of the “Great Resignation”, I find myself thinking about what could be changed to make the biggest impact. Not only in the short-term to

Training and Developing Growth Mindset

Two weeks ago, Taylor kicked off our new series on Growth Mindset: what is it?! Today we’re exploring a growth mindset in training & development.  The Neuroleadership Institute (NLI) defines growth mindset as …the belief that your skills and abilities can be improved, and that ongoing development is the goal of the work you do. However, creating a growth mindset culture isn’t just about having optimistic employees, but creating a space where employees strive to learn, enjoy being challenged, and feel encouraged to develop new skills. Let’s look at a case study of NLI’s work with Microsoft.  A few years