How to Have the Best Day Ever At Work!

What should your human resource person or department be doing? Last episode we dove into the history of HR from the industrial revolution to Toby from The Office (Michael's nemesis!) History and jokes aside, there are 5 bare essential functions of HR and though that list might seem short, the details of each function can be enormous and complex!   

Inside the Episode:

The 5 bare essential functions of HR 

• Labor Law Compliance
• Hiring
• Onboarding
• Compensations
• Employee Relations. 

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Welcome to Season 4! Over the next few weeks, we'll be diving into the rich topic of Human Resources: what it is, how it should be functioning, the history, the pitfalls, stereotypes, successes, and more.

Inside the Episode:

The History of HR:

• Origins of HR: The concept of Human Resources (HR) can be traced back to the early 20th century. 
• Industrial Revolution: The rise of factories and large-scale production created a need for more structured workforce management. This period saw the beginning of formal HR practices, including employee welfare programs and labor rights.
• Connections with Unions:  HR departments began to work closely with unions to negotiate contracts, resolve disputes, and ensure compliance with labor laws.
• Post-World War II: This era marked a significant shift that emphasized the psychological and social aspects of work.
• Shifting tide & Stereotypes:  "HR is not your friend" This sentiment has become a popular punchline as HR departments are perceived as protecting the interest of the company over anything or anyone else. 

Follow me on Instagram @verhanika and @bestdayeveratworkpod

Find me on LinkedIn - https://www.linkedin.com/in/verhanikawillhelm/

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We're wrapping up season 3 with a recap of everything we learned in the previous episodes and how to use structure to make sure we don't make the same mistakes again.

Inside the episode:

• Recap
  •  Recognizing the metaphorical current and your current situation
  • Assessing and triaging using:
  • The 5 Whys
  • Eisenhower Matrix 
  • Trusted colleagues, thought partners, or a coach as mirrors
  • Self compassion
• Using structure as a preventative measure
• Parts of Structure: goals, roles, processes, resources

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Ever been caught in a riptide? Swimming against a strong current can just wear you out and make the situation all the more dangerous. Today, we're talking about how to get yourself out of the metaphorical riptide that is taking you further and further from where you want to be AND how to get back on track.

Inside the episode:

• Recognizing the metaphorical current and your current situation
• Assessing and triaging using:
  • The 5 Whys
  • Eisenhower Matrix 
  • Trusted colleagues, thought partners, or a coach as mirrors
  • Self compassion 

• Follow me on Instagram @Willhelmconsulting
• Find me on LinkedIn - https://www.linkedin.com/in/verhanikawillhelm/
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We're taking a deeper dive into polyvagal theory & co-regulation because understanding our nervous system can aid in managing moments of panic or stress.

Inside the episode:
Polyvagal theory, proposed by neuroscientist Stephen Porges,  simplifies the nervous system's response to threats into three states: fight, flight, and freeze. Unlike the common four-state model, which includes faun, freeze, and variations of fight or flight, Polyvagal theory focuses on these three primary states. 
 
Co-regulation, where calm signals from trusted individuals alleviate threat responses, is another method we can use to help get our brains and bodies back online. In professional settings, trusted colleagues or managers serve as co-regulators. Lack of co-regulation contributes to feelings of isolation and heightened stress in workplaces.

When co-regulation isn't immediately available, individuals can employ retrospective techniques, recalling moments of safety and creativity to soothe their nervous systems. These practices, documented in an "SOS note," aid in re-regulation and problem-solving. 

Notably, the urge to rush through soothing processes impedes progress. Adhering to Phil Dunphy's adage from Modern Family— "Slow is smooth and smooth is fast"—advocates for a deliberate, unhurried approach to achieving a calm, creative state conducive to problem-solving 

Homework:  Make a SOS note.

• Think about that relaxed state where creativity has come to you. What were you doing? What were the conditions for this? Write that down so you can reference it when things are bad so you don’t have to try and figure out how to feel better in that moment.

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Welcome to Season Three!

Lately, I've been highlighting a variety of phrases that I hear very frequently from clients in orgs and businesses of all shapes and sizes. The following phrase was too big to talk about in a newsletter or a social media post so I'll be talking about it all season three: "How did I get here?"

Inside the episode:

•  the realization of waking up and realizing you're not where you want to be
• Polyvagal theory 
• How to soothe your nervous system 
• What your procrastination might be telling you

when you ask yourself "How did I get here?"   Take these first steps:

1. Take a walk, move
2. Drink water
3. Breathe- box breathing, (inhale, hold, exhale, hold for the same amount of time.  Producer Bethany's favorite meditation linked here
4. Grounding Exercise  (5,4,3,2,1- linked here)

 Homework: Write down the ways you soothe in a reactionary way . Write down the ways that you can soothe intentionally. 

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In today's episode, I'm chatting with my producer Bethany about why every organization NEEDS a handbook, what should go in it, and how to get started! 

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Change is inevitable, and within organizations, it can be daunting. In this episode, we delve into the full contact sport that is staging an organizational intervention. We'll explore the challenges and triumphs that come with initiating transformation within group.  

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Content Warning: Some brief swearing while talking about my HOA. 
Sure a cleansing fire sounds like a good idea sometimes....but here's my tips for dealing with messy situations that don't involve arson. 

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Today we're talking trauma and the biggest thing you can do to create NON- traumatizing workplaces. 

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