Ask HR! with Youseline Poteau-Young

Promotion Isn’t the Only Way to Grow.

No Promotion? Here’s How to Keep Growing Anyway!

In this episode of Ask HR!, we continue our conversation about career growth, employee development, andretention and what employees and people leaders can do when a promotion or new position isn’t available.

Employees: Don’t wait for permission to grow.

People leaders: Don’t wait for a promotion to developyour people.

The full episode shares:

• Meaningful stretch opportunities

• Asking employees what they want to do more of

• Building skills within your current role

• Using mentorship and sponsorship for career development

• Why growth opportunities can be a powerful retention strategy

Join in the conversation

• Please share this episode, and don’tforget to vote! Leave ’Em or Love ’Em? Keep ’Em or Lose ’Em?
• Have an HR-related question: Send yourHR-related questions to [email protected].

Episode Resources

• Association Talent Development (ATD): ATD: State of Employer-Sponsored Professional Development-  research shows increased employee retention because the company hassponsored some sort of professional development.
• Microsoft Work Trend Index: Microsoft Work Trend Index, report found that 76%of employees across generations said they would stay at their current companylonger if they received more learning and development support.
• Bridge: Bridge / The Ladders Career Growth Study, studyreported that 87% of Millennials and 73% of Gen Z workers identified careerprogression and growth opportunities as highly important when deciding whetherto take a new job.

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Micromanaged or Misunderstood? WhyYour Employee's Frustration Might Be a Retention Signal

 This week's question comes from an employee who feels micromanaged — their manager checks in so often there's notime left to actually do the work. They've thought about quitting but don't want to be labeled ‘difficult or lazy’ for saying so.

Drawing from the book- Love 'Em or Lose 'Em, we leverage the stay interview- the proactive conversation that asks employees what keeps them engaged before theyhand in a resignation letter.

 In this episode, you'll learn:

• How to tell the difference between a leader ‘checking in" vs. checking up’
• A script for asking your manager for more autonomy without sounding confrontational
• Why stay interviews outperform exit interviews every time
• The exact questions to ask your team to boost retention starting today

Join in the conversation, and vote:

• If you're the employee, do you leave them or love them?
• And if you're the leader, are you giving your people the trust and autonomy they need to stay?

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• Website: https://yppmc.com⁠

Retention isn’t always about the big things. Sometimes, it’s the small things leaders do or fail to do, that determine whether people stay.

This week on Ask HR!, we’re continuing the conversation around employee retention with a new approach inspired by one of my favorite leadership resources, Love ’Em or Lose ’Em by Beverly Kaye and Sharon Jordan-Evans.

Over the next few episodes, we’ll use lessons from the book as a supplemental guide to tackle real employee and leader questions about retention, engagement, leadership, and workplace culture.

And there’s a new part of the conversation: YOU get to vote.

• Employee question: Do they Love ’Em or Lose ’Em—stay, engage, and thrive, or start looking for the exit?

• Leader question: Do you Keep ’Em or Lose ’Em—continue developing the talent and fighting for your people, or quietly lose them?

As we move through this retention series, we’ll bring together the questions, quick wins, strategies, and leadership practices to help you identify where your team is strong, where the gaps may be, and what one action you can take next.

So, join the conversation, share your own retention strategies, and tell us:

Which question are you anticipating?

• the employee question or the leader question?

Join in the conversation

• Listen: The full episode is available on Spotify. When you listen, you’re joining our #AskHR community.
• Have an HR-related question: Send your HR-related questions to [email protected].
Learn More: YP Personnel Management & Consulting at yppmc.com.

#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture #BlendedSolutions #BeyondHR #SharedInsights

What if we looked at employee retention through a different lens?

In this episode of Ask HR, we’re getting into the conversation around retention strategies and exploring an important issue that is often overlooked: perimenopause and menopause in the workplace.

This is a conversation about people, leadership, culture, and the opportunity to retain talented women by creating workplaces where they feel seen, supported, and valued.

For many of us women professionals, perimenopause and menopause are a daily reality and they can affect how women experience work, leadership, engagement, performance, and their overall employee experience.

For organizations, women leaders, and business owners, this creates an important opportunity to ask: Are we doing enough to understand and support women during this stage of their careers and lives?

Supporting women through these transitions isn’t simply a wellness conversation. It can also be part of a broader retention, engagement, and workplace culture strategy.

In this episode, we explore:

• Why perimenopause and menopause deserve a place in workplace conversations
• The connection between employee support and retention
• The missed opportunities organizations may be overlooking
• How women leaders and business owners can help create more supportive workplaces
• Why understanding the employee experience matters when developing retention strategies

Join the Conversation:
• The full episode is available on Spotify. When you listen, you’re joining our
#AskHR community.
• Send your HR-related questions to [email protected]
• Stay Informed: Subscribe to the ⁠Beyond HR Newsletter⁠.
Learn More about YPPMC | YP Personnel Management & Consulting at yppmc.com⁠.
#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture #BlendedSolutions #BeyondHR #SharedInsights

In this episode of #AskHR, I’m sharing powerful insights from my recent EMC Leaders Training (EMCLeaders.com), where the focus wasn’t just on managing conflict, it was also on caring for the people behind it.

Leadership isn’t about stepping in only when issues arise, it’s about creating environments where people feel seen, heard, and supported every day.

Many leaders spend hours each week navigating workplace tension, often focusing on policies, performance, or quick fixes. What’s often missing is the human side—emotional connection, engagement, and psychological safety.

So what could your leadership look like if conflict no longer consumed your time, and instead became a catalyst for trust, collaboration, and growth?

Tune in as I break down my key takeaways from the training.

If this resonated, share this episode with your network. Have an HR-related questions to [email protected] the Conversation:

• The full episode is available on Spotify. When you listen, you’re joining our #AskHR (https://www.instagram.com/explore/tags/askhr/)  community.
• Send your HR-related questions to [email protected] (mailto:[email protected]).
• Stay Informed: Subscribe to the ⁠Beyond HRNewsletter⁠.

Learn More about YPPMC | YP Personnel Management &Consulting at ⁠yppmc.com⁠.#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture#BlendedSolutions #BeyondHR #SharedInsights 

The way we speak as a leader shapes everything- trust,culture, and performance.

In this week’s episode, we break down how to replacenegative or reactive communication with language that builds connection and credibility.

Since last week’s episode, which toxic phrase(s) did youreplace?

This matters because small changes in wording cancreate big shifts in engagement and accountability. If you want better outcomes from your team, start with how you communicate.

Here are 7-Phrases to Build Trust Fast!

1. I hear you. → Build acknowledgment, not dismissal
2. I appreciate your work. → Reinforce effort and consistency
3. Here’s what success looks like. → Create clarity and confidence
4. Your well-being matters. → Lead people, not just productivity
5. Let’s talk about what’s working—and what’s not. → Make feedback feel safe and actionable
6. Here’s what we’re going to do next. → Turn input into action
7. I’ll get back to you (and actually do it). → Build trust through follow-through 

At the end of the day, it’s about being intentional withyour words and your actions, because your words shape the culture of your business.

 If this resonated, share this episode with your network. Have an HR-related questions to [email protected]

Join the Conversation:

•  The full episode is available on Spotify. Whenyou listen, you’re joining our #AskHR community.
• Send your HR-related questions to [email protected].
• Stay Informed: Subscribe to the ⁠Beyond HRNewsletter⁠.

 Learn More about YPPMC | YP Personnel Management &Consulting at ⁠yppmc.com⁠.

#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture#BlendedSolutions #BeyondHR #SharedInsights 

This week, we’re answering a tough and common question:

• My leader says things that shut people down all the time. Doesn't she realize this hurts morale? How do we deal with language that's demoralizing and just plain mean?

Whether you are a leader trying to keep your best talent or an employee navigating a difficult office, this episode gives you a to shift the energy in the room.

If you're that leader, please stop using these (and Say This Instead):

• "Because I said so" * Try: "The context behind this decision is..."

• "That’s not my job" * Try: "To make sure this gets the right attention, let’s look at who is best positioned to lead it."

• "We’ve always done it this way" * Try: "That’s been our process, but I’m open to hearing how we can evolve it."

You don't need a massive budget to fix your culture; you just need to change your script. When we replace negative language with words that build trust, we move from a toxic environment to a thriving one.

If this episode resonated with you, try replacing just one toxic phrase this week and notice how your team responds.

Join the Conversation:

• Listen Now: The full episode is available on Spotify. When you listen, you’re joining our #AskHR community.

• Send your HR-related questions to [email protected].

• Stay Informed: Subscribe to the Beyond HR Newsletter.

• Learn More about YP Personnel Management & Consulting (YPPMC) at yppmc.com.

#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture #BlendedSolutions #BeyondHR #SharedInsights

Being trigger happy with write-ups is not leadership. Documentation matters, but it’s not a substitute for coaching.

Jumping straight to corrective action without having the hard conversations first can create:

• Resentment

• Confusion

• Disengagement

A coaching conversation today can prevent a formal disciplinary action tomorrow.

Key Takeaway:
Coach First. Write Up Later. Lead Like A HUMAN!, and with impact. Learn how to balance accountability with development and transform the way your team experiences leadership.

When you listen to the show, you’re not just subscribing- you’re joining our #AskHR community.

Not yet a subscriber, join the conversation. Send your HR questions to [email protected].

Subscribe to my Beyond HR newsletter: ⁠⁠https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/

Learn more about YP Personnel Management & Consulting at yppmc.com

#YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #BlendedSolutions #BeyondHR #SharedInsights

Let’s stop casually asking this during interviews:

• Is there anything in your background we should know about?
• This role requires a clean background — would that be an issue?”

Those questions can violate state and city Fair Chance (Ban the Box) laws.

And yes — it happens more than you think.

If you’re being asked about your background before a conditional offer (depending on your state), that’s not a “casual” question.

It’s a compliance risk.
And it’s a potential red flag.

People deserve to be evaluated on their skills and qualifications first — not automatically screened out before they even get a fair shot.

In this week’s episode of Ask HR, I’m breaking down:

• What Ban the Box is — and is not

• When background questions are legally allowed

• How candidates should respond if asked too early

• What recruiters and hiring managers must understand to stay compliant

Tune in, share with a recruiter or hiring manager, and let’s raise the standard in hiring.

While I work closely in compliance, I don’t claim to know every legal nuance here. Legal experts, your perspective is welcome.

Related Resources

• EEOC — Fair Chance Hiring & Arrest/Conviction Guidance
  https://www.eeoc.gov/arrestandconviction
  The Equal Employment Opportunity Commission (EEOC) provides detailed guidance on how employers should consider arrest and conviction records under federal anti-discrimination laws. This includes individualized assessments, job-relatedness, business necessity, and compliance best practices.
• U.S. Department of Labor (DOL) — Fair Chance Act Resources
  https://www.dol.gov/agencies/eta/reentry/resources
  The Department of Labor provides implementation guidance on the federal Fair Chance Act, along with reentry employment resources and policy information.
• Fair Chance to Compete for Jobs Act — Full Legislative Text
  https://www.congress.gov/bill/116th-congress/house-bill/1076/text
  The official text of the federal Fair Chance to Compete for Jobs Act, enacted as part of the National Defense Authorization Act (NDAA).

What This Means in PracticeThe federal law applies to:

• Federal executive agencies

• The legislative branch

• Federal contractors

Employers covered under the law:

• Cannot ask about arrests or convictions on job applications or early in the hiring process

• May only conduct criminal background checks after a conditional offer

• Must follow limited exceptions (e.g., law enforcement, national security, access to classified information)

The Office of Personnel Management (OPM) oversees compliance and handles violations.

Another important note: This federal law does not replace state or local Ban the Box laws. It works alongside them. Because requirements vary by jurisdiction, timing rules and procedures may differ depending on where the role is located.

Why These Resources Matter

Compliance protects the business.

Fairness protects people.

Know the law.

Raise the standard.

Build better workplaces.

Listen now on Spotify and if you’re not yet a subscriber, join our #AskHR community. Send your HR questions to [email protected]

Subscribe to my Beyond HR newsletter: ⁠https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/⁠Learn more about YP Personnel Management & Consulting at yppmc.com#YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #BlendedSolutions #BeyondHR #SharedInsights

Ask HR is back—and we’re starting 2026 with a reminder we all need.

• Job searching isn’t about chasing every opportunity. It’s about alignment.

In this episode, you’ll learn:

• Why relationship-building is still one of the most powerful career strategies

• How intentional connections create long-term momentum—not just job offers

• What hiring should look like today and what leaders are really prioritizing

• Why credentials may open doors, but character keeps them open

This conversation is for anyone tired of applying everywhere, questioning their worth, or wondering if they’ve missed their moment. Spoiler: you haven’t.

• Key takeaway: Your career isn’t built by collecting titles, it’s built through alignment, presence, and relationships over time.

Subscribe, share, and send your HR-related questions to [email protected]
Subscribe to my Beyond HR newsletter: https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/
Learn more about YP Personnel Management & Consulting at yppmc.com