HR Leaders

People don’t quit for money alone. They quit because they feel invisible. Here's 12 ways to create a culture of appreciation👇 Recognition isn’t fluff. It’s fuel. And here’s the truth: A “good job” once a year won’t cut it. Appreciation needs to be consistent. Specific. Real. Here are 12 ways great leaders create a culture of appreciation 👇 1️⃣ Team Shout-Out → Public praise makes the whole room better. 2️⃣ Time Back Reward → Nothing says “thank you” like giving people their time back. 3️⃣ Learning Opportunity → Growth is recognition. Invest in it. 4️⃣ Favorite Snack Surprise → Small, personal touches matter more than generic rewards. 5️⃣ Career Growth Talk → Don’t just thank them. Develop them. 6️⃣ Daily Thank-You’s → Gratitude is only powerful if it’s a habit. 7️⃣ Birthday Celebration → Show you see the person, not just the role. 8️⃣ Let Them Lead → Trust is the loudest form of appreciation. 9️⃣ Social Media Share → Shine a spotlight on their wins beyond the walls. 🔟 One-on-One Chat → Sometimes appreciation is simply asking, “How are you doing?” 1️⃣1️⃣ Goal Celebration → Celebrate milestones like they matter — because they do. 1️⃣2️⃣ Handwritten Thank You → A note lasts longer than a gift card ever will. The truth? Employees don’t forget how you made them feel. And when they feel valued, they don’t just stay. They give more than you ever expected. 💬 Which of these 12 would mean the most to you? 📥 Save this for your next recognition idea. ♻️ Repost to help more leaders build workplaces people love. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR pros getting the bold, no-BS tips they actually use: https://lnkd.in/eAdb6ydY Image Credit: Eric Partaker

Don’t fall into this trap 👇 (Too many companies still do) A reality check for anyone who needs it: Hiring is broken. Candidates aren’t asking for much. But companies keep making the same mistakes: ➟ 25 skills for an entry-level job ➟ “Competitive salary” = we won’t tell you ➟ Applications that vanish into black holes ➟ 6 rounds of interviews… for a junior role ➟ Ghosting candidates, then demanding instant replies ➟ “We’re a family here” = no boundaries ➟ Rejecting people for being “overqualified” ➟ Using “culture fit” as code for bias ➟ Offering below-market pay, then whining about retention And then they wonder why great people walk away. Here’s what healthy hiring looks like: → Clear salary ranges → Reasonable requirements → Respect for candidates’ time → Feedback when someone isn’t selected → Transparency at every step Hiring isn’t a talent problem. It’s a leadership problem. Fix the process. Respect candidates. Be transparent. It’s not that hard. Do you agree? Did I miss something on the list? 💬 Share your ideas in the comments. ♻️ Found this helpful? Repost to help your LinkedIn network. ... And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals getting weekly no-BS tips via email and social: https://lnkd.in/eAdb6ydY

A reality check for anyone who needs it: (We all do, more often than we think) You don’t know everything. And you’re not always right. Read that again. → That’s not weakness. → That’s not failure. → That’s being human. The real strength? Being teachable. Here’s how to practice it: 1️⃣ Listen First ↳ Don’t jump to defend your point. ↳ Hear people out fully. 2️⃣ Ask Questions ↳ Curiosity opens doors. ↳ Assumptions shut them. 3️⃣ Own Your Mistakes ↳ Admit when you’re wrong. ↳ Learn the lesson and move forward. 4️⃣ Stay Humble ↳ Titles don’t mean you stop learning. ↳ The best leaders are still students. 5️⃣ Seek Feedback ↳ Not just from your boss. ↳ From peers, juniors, anyone who sees your blind spots. Nobody has it all figured out. But teachable people keep growing. And that’s what makes them stand out. Be teachable. Stay curious. Keep learning. Agree or Disagree? Comment below! ♻️ Found this helpful? Repost to help your LinkedIn network. ... And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals getting weekly no-BS tips via email and social: https://lnkd.in/eAdb6ydY

Degrees don’t guarantee success. Here’s the truth no one wants to admit: ➟ Traditional hiring filters out great talent ➟ Candidates struggle to stand out on paper ➟ And mis-hires cost time, trust, and retention The problem isn’t talent. It’s the way we’re hiring. Skills-first hiring is the shift. But it’s not about dropping a test in the process. It’s about building a smarter, fairer, faster funnel that truly predicts success. Before adopting skills-based hiring, smart leaders now ask: → Which skills drive success in this role? → Where does bias creep into our process? → How do we balance AI with human judgment? They’re not relying on gut feel. They’re not chasing degrees. They’re using verified skills, data, and behavioural insight. And the results? ➟ Better retention. ➟ Lower mis-hire rates. ➟ Faster time-to-hire. ➟ More diversity. On September 4, join us LIVE to learn how to: ✔️ Replace resumes with reliable skills signals ✔️ Leverage AI to enhance, not replace, decisions ✔️ Design a holistic, bias-reducing hiring funnel ✔️ Prove the business impact of skills-first hiring 🎙️ Featuring leaders from: → Aaisha Knights - Ihediwa, Chief People Officer, LMAX Group → Matthew Swinden, Chief of Staff & Head of People, Starmind → Roxana Dobrescu, Chief People Officer, commercetools → Joanne McMullan, Chief People Officer, FINEOS → Olive Turon, Head of People & Culture, TestGorilla 🗓️ September 4, 2025 → EMEA: 4 PM BST / 5 PM CEST → AMERICAS: 8 AM PT / 11 AM ET 📍 Free to attend – save your seat: https://lnkd.in/exb8iJc7 ♻️ Repost this to help HR leaders hire smarter.

Most leaders don’t ruin culture on purpose. But they ruin it anyway. Not because of one big mistake. But because of small, repeated ones. Ignored for too long. Culture doesn’t collapse overnight. It dies quietly. One action. One comment. One blind spot at a time. Here are 7 killers of culture and how to fix them 👇 1️⃣ Ineffective Leadership → Bad managers don’t just waste time, they waste talent. 2️⃣ Poor Communication → If people don’t know what’s happening, they’ll make up their own story. 3️⃣ Lack of Appreciation → Silence kills motivation faster than criticism. 4️⃣ Burnout → Overwork is not a badge of honor. It’s a warning sign. 5️⃣ Micromanagement → If you can’t trust your people, why hire them? 6️⃣ Toxic Behavior → One unchecked voice can poison an entire room. 7️⃣ Favoritism → Nothing destroys trust faster than unfair advantage. The truth? Culture isn’t built in values statements. It’s built in choices. Every day. Leaders don’t just set culture. They are the culture. 💬 Which of these 7 have you seen do the most damage? 📥 Save this to sharpen your leadership. ♻️ Repost to help more teams protect their culture. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR pros getting the bold, no-BS tips they actually use: https://lnkd.in/eAdb6ydY Image Credit: Justin Wright

94% of HR leaders never make it to the exec table. And here’s why: ➟ They’re set up to fail. ➟ Not by their teams. ➟ By leadership. Here are 24 ways companies break HR 👇 ➡️ Treat HR like a department, not a partner. ➡️ Reject their decisions in front of employees. ➡️ Force them to be the bad cop with zero backup. ➡️ Give them no authority but expect them to lead. ➡️ Reward them with more work, never recognition. ➡️ Demand “world-class talent” on a zero budget. ➡️ Dump every people problem on them, then walk away. ➡️ Blame them for bad hires but exclude them from hiring. ➡️ Push toxic managers forward and expect retention to improve. This isn’t HR’s failure. It’s leadership’s failure. Companies don’t lose HR because they’re weak. They lose HR because they suffocate them. ➟ Strip them of power. ➟ Ignore their voice. ➟ Then act shocked when they quit. The truth? If you want HR to stay, you have to treat them as leaders. Not admins. Not box-tickers. Not “HR.” Leaders. Because when HR thrives, people thrive. And when people thrive, business wins. 💬 Which one of these 24 do you see happening most in companies today? 📥 Save this for your next leadership meeting. ♻️ Repost to stop normalizing broken HR. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR pros getting the bold, no-BS tips they actually use: https://lnkd.in/eAdb6ydY Image credit: Warren Wang

Recognition is disappearing from the workplace — and it’s costing us. 🔎 Only 15% of employees say they’re recognized weekly (down from 29% last year). 📉 Just 26% feel engaged and only 22% plan to stay in their role next year. 💡 But employees who do receive meaningful recognition weekly are: → 9x more likely to feel a strong sense of belonging → 6x more likely to see a long-term career at their company → 2.6x more likely to be their most productive selves The data is clear: recognition isn’t a perk — it’s a business strategy. And in 2025, it needs a reset. On September 11, HR Leaders is hosting a LIVE panel discussion on: How AI is Transforming Rewards & Recognition: What You Need to Know We’ll unpack: ✔️ Why traditional recognition is fading – and what replaces it ✔️ How AI + analytics make recognition more personal, fair, and impactful ✔️ Where recognition connects to retention, belonging, and productivity ✔️ How to align recognition with business strategy for measurable ROI 🗓️ September 11, 2025 AMERICAS: 8 AM PT / 11 AM ET EMEA: 4 PM BST / 5 PM CEST 🎙️ Featuring world-class leaders: → Burson – Azurée S. Montoute-Lewis, Global Chief People Officer → Baylor Scott & White Health – Jonathon Frampton, SVP HR → Apotex Inc. – Paul Dhillon, VP Total Rewards, Systems & HR Ops → Ryan – Carol Chapple , VP, Global Talent Effectiveness → Achievers – Anu Subramanian, Chief Technology Officer → Lumen Technologies – Erika Hurtado Dupo, SVP People Ops & Total Rewards 🎟️ Free to attend →  https://lnkd.in/er6XvpM4 Recognition drives trust. Recognition fuels performance. Recognition retains talent. Now’s the time to modernize it. Bring your team. And let’s rethink how we reimagine recognition.

The biggest burnout trap? Believing these 7 lies you’ve been sold about work: And these lies don’t just drain energy. They kill happiness. They keep people stuck. And they silently break culture. Here are 7 burnout lies that destroy careers 👇 1️⃣ "Being busy means being valuable." → Busyness ≠ impact. Clarity creates impact. 2️⃣ "Saying yes makes you a team player." → Overcommitment is a fast-track to resentment. 3️⃣ "Rest is lazy." → Rest is strategy. It fuels the best work. 4️⃣ "Toughing it out makes you stronger." → Ignoring stress breaks you, it doesn’t build you. 5️⃣ "Success means sacrifice." → If success costs your health, it’s not success. 6️⃣ "Boundaries are selfish." → Boundaries are how you protect your best self. 7️⃣ "Burnout is normal." → Burnout is a red flag, not a rite of passage. ⚡ Smarter leaders reject these lies. They protect energy. They protect people. Because they know. Burnout kills culture before it kills careers. 💬 Which of these lies do you hear most at work? Comment below! 📥 Save this for the next time you’re told to “just push through.” ♻️ Repost to help more people stop normalizing burnout. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR pros getting the bold, no-BS tips they actually use: https://lnkd.in/eAdb6ydY Image credit: Dora Vanourek