Where do you stand on the performance appraisal debate? Some say it's just too hard to do well and, when not done well, it does more harm than good. Others say it's essential and we just have to get better at it. What do you think? I'm genuinely interested!!

Many companies still do them though so I was curious and reached out to Sue Ingram of Converse Well to talk about it. She is certainly a wonderful person to talk to! I'd recommend her anytime for a conversation.

She also knows a lot about HR including performance appraisals. Some of the tidbits from our conversation:

🔍 You have to train for HONEST conversations between managers and employees.

💰 Some organizations don't expressly link compensation to the performance appraisal, but since both the appraisal and compensation require judgment... Sue says they're linked regardless.

🎯 You have to measure the right things

.

💡 Training. Training. Training.

Find Sue on LinkedIn at https://www.linkedin.com/in/sueingram1

So do you have problem or underperforming employee? Can't quite pin it down? These are hard for anyone to deal with for so many reasons - complex laws, reasons, emotions running high... But I try to help you sort it out in this episode including clarifying when you really should get expert help.

This is the third in my series for small and medium business owners and NFP execs. I'm an HR consultant and helping you navigate these murky and frustrating waters!

In this episode, I review:

🔍 The importance of approaching any problem with an open mind - don't demonize or ignore your employee, but also don't wait for the issue to resolve itself.

📚 Three categories for employee problems: misconduct, health-related issues, and poor performance. Understanding these categories can help you know which tools to use in handling the situation.

🗣️ The value of conversations and coaching in managing poor performance.

📝 An HR cliché: take notes!

Let me know if you found this helpful or if there is some other question at:

https://www.thehrhub.ca/

[email protected]

I would also love to connect via LinkedIn:

https://www.linkedin.com/in/andrea-adams1/

Are you frustrated with your presentation skills? For some it's total fear. For others like me, I'll do it, but there are many other things I would rather do.

In this episode of The HR Hub, I explored how to use storytelling in presentations. My guest, Jilliane Yawney, is a speaking coach who turns scientists and engineers (and HR) into confident speakers and storytellers. Jilliane is not just a speaking coach. She's also the founder of the Calgary Story Slam, one of the biggest in Canada. Using her expertise, she helps professionals weave useful stories into their presentations, ensuring the key messages are understood and remembered.

Here's a sneak peek into our conversation:

🔬 How storytelling humanizes data and makes it more relatable. So you need both!

🎭 The power of storytelling in conveying emotions and influencing decisions, while avoiding blatant manipulation.

📊 Balancing storytelling and data: Can you overuse stories? Yes, but...

🎯 The importance of understanding the purpose of your story. Clear purpose is important in many aspects of HR.

📚 The essential elements of a good story: Conflict and structure. Think Harry Potter.

This episode is a treasure trove of insights for anyone looking to enhance their presentation skills and make a bigger impact at work. Whether you're an HR professional or just someone who wants to communicate more effectively, this episode is a must-listen!

Find Jilliane at https://www.jillianeyawney.com/

Navigating HR compliance can feel daunting for HR professionals nevermind for business owners or NFP execs! Today's episode is here to provide an overview of the rules and laws that may affect how you hire, manage, and pay employees.

This is the second in the series for SMBs aiming to help small and medium business owners and NFPs navigate people issues and avoid some of the major pitfalls.

In this episode, I discuss:

📚 The concept of compliance and why being ethical isn't enough. Skirting the edges of what's legal and ethical can lead to costly court cases and damaged relationships.

🚧 The importance of compliance and its impact on small and medium-sized businesses including the risks.

📑 The top five areas of HR compliance that I frequently encounters as an HR consultant. From provincial employment standards to privacy laws, I provide an overview of each.

🔍 Other areas of compliance such as labour relations, payroll, benefits, and taxation rules, equity legislation, accessibility rules, and pensions and benefits rules.

🛠️ Finally, I discuss how to avoid compliance problems.

Find me at [email protected]

Do you think about things you learned years ago but didn't really learn? This is one those for me - that is, the 'transfer of learning'.

Michelle Ellis was my partner in this exploration. She's an expert in L&D - currently a director for Intellum, which is an learning management software company. She was also a L&D leader at Disney! Before that, she was a school teacher and has her PhD. She knows some things.

In this episode, you'll gain valuable insights on:

🎓 The concept of learning transfer and its importance for our investment in training.

📈 How to be intentional about your own learning journey so that you bring what you learn back to work..

💡 The role of leaders in ensuring learning transfer into the workplace, and how they can help their employees get the most out of training sessions.

📊 The importance and challenge of measuring learning transfer. Michelle shared some strategies around quantitative and qualitative data.

🖥️ How learning management software can facilitate learning transfer, with features like social chat and gamification.

Find Michelle on LinkedIn at https://www.linkedin.com/in/michelle-ellis-phd-cxac-cert-3357833/

Hey podcast listeners. I am adding something to my interview series... a series for small and medium sized businesses and not for profits (SMBs). And I'm doing them myself!

In this episode I am talking to anyone involved in HR for an SMB, but especially leaders who may not have in-house HR. I delve into how to starting your HR function. When you start HR is a passing thought. As you grow, you'll discover the importance of HR in managing your team more efficiently, and I'll shed light on how to strike the right balance between in-house HR and third-party partnerships.

Here's a sneak peek of what to expect:

🔍 When to add HR: There's a sweet spot for when to bring in HR support. Wait too long and you might find yourself in hot water. I'll share some insights on when to make that crucial decision.

🚀 How HR supports growth: HR isn't just about compliance and risk management. Discover how HR can help you hire the right people, develop their skills, and even design your organization to support smooth and effective growth.

🎯 Mission, Vision, and Values: These aren't just fancy words on a plaque. They're the foundation of your company culture and can guide your employees in their decision-making. Learn how HR can facilitate these crucial discussions.

You can find me to ask a question or provide feedback at [email protected].

You can also reach out to me on LinkedIn! I'm always happy to hear from you https://www.linkedin.com/in/andrea-adams1/

Are you tired of HR decisions being made on a whim or based on the latest trends? Me too - and many of the HR Hub guests as well!

Centre for Evidence Based Management cebma.org

Sal’s LinkedIn https://www.linkedin.com/in/salvatore-falletta/

Reach me (Andrea) for consulting [email protected]

I don't know about you, but AGE is one aspect of DEI that I hardly ever hear anything about. And, yet the impact of ageist policies on older workers is profound.

Are you thinking something like "but it's time for those boomers to get out the way so I have a chance!"? Well, I asked Laura Tamblyn Watts, the CEO of CanAge about that. CanAge is Canada's Seniors Advocacy organization and, she says while a few older workers have a ton of privilege, many are shockingly disadvantaged. With 25 years of experience, Laura brings a wealth of knowledge about ageism and its impact in the workplace and to aging people. We discussed:

👵 The shocking statistics on ageism and why it's the most prevalent form of discrimination globally.

🔍 How ageism manifests in the workplace - from overt policies to hidden biases.

📈 The benefits of multi-generational workforces - from increased productivity to reduced churn.

🛠 Practical steps to make your workplace more age-inclusive starting with your DEI policy. And

⚖️The risks of doing nothing.

This episode was eye-opening and will broaden your understanding of ageism and equip you with practical tools to foster a more inclusive work environment. Links are in the comments!

Find Laura at https://www.linkedin.com/in/laura-tamblyn-watts-a8ab61/

We say 'training and development' all the time. Or learning and development.

But we rarely stop to understand the difference between them and the impact those differences have on strategy. I never did anyhow except at a surface level.

I spoke with James Aird about this. James is an L&D consultant with a Master of Education from Harvard. Interestingly, he learned the trade in conflict areas like Iraq and the DR Congo.

James took us on a journey through the distinct aspects of training/learning vs development in an organization, and how they cater to different organizational needs. For example:

🎓 Learning, and training are, more or less, the same thing and directly meet organization requirements.

🌫️ Development if fuzzier - with a ton of strategic implications related to skills gaps, recruitment and retention.

🆉 Gen Z has a lot of hopes and expectations for great development. A strength IMO.

💻 An Learning Management System (LMS) will help you deliver and track it. James recommends one for any organization with 20-30 employees or more.

This episode is has a lot of information for HR professionals who want to improve their understanding of L&D and how L&D can impact so many modern organizational problems. It's not just about upskilling - it's about creating a culture of learning.

The push-pull of remote versus in-office continues. You CAN make remote work well, but there's skills and clarity to develop. A thoughtful policy is a good place to start so you get the advantages of remote without losing all the spark of in-person.