HR Unplugged

How effective is a personal improvement plan (PIP) really? PIPs have a bad rap, with some people seeing them as a formality before the inevitable firing. But they can be an invaluable tool in helping to raise and nurture performance across an organization if you get them right. 58% of people on average see an improvement after getting a PIP. But with such a huge percentage of people seeing poor results, how do you make sure your PIP approach is successful? Anita Grantham and Vanessa Brulotte dive into the tricky world of PIPs and performance management in this episode. They explore how we can reframe the purpose and perception of PIPs in an organization, how to manage performance effectively, and the common pitfalls to avoid. We hear why context and communication are key and why PIPs should be a two-way street, with clear expectations of leaders and a more collaborative approach to working toward goals. Key moments: Why PIPs sometimes failDifferent approaches to performance improvementHow to set the right expectations for both teammates and leaders Ways to maintain momentum in personal development What leaders can do to make sure improvement plans are a successAlternatives and things you should do before using a PIPHow to deal with leaders who don’t want to improve performanceKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/

Did you know that 45% of employees say they’re more likely to stay in a role if they get training opportunities? And yet, training and development for employees isn’t always a priority for managers. Sometimes it’s seen as unnecessary, low-priority, or simply too costly. So what can HR leaders do to help managers prioritize a culture of learning?In this episode of HR Unplugged, we explore the vital role of training in not only enhancing skills and job satisfaction, but also improving retention and hiring across the organization. Throughout the episode, Anita and Vanessa explore ways HR can collaborate with leaders to create impactful training programs and how to identify the most worthwhile opportunities for training. We also cover how to foster a culture of continuous learning, training opportunities for HR leaders, and how to implement training with a low budget.Key moments: Why learning and development is so important for businesses and employees How HR can help managers identify training opportunities Balancing individual career goals with business goals How to encourage a culture of continuous learning Ideas for training with a low budgetTraining opportunities for HR leaders How to build a talent development programKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/

Join John Barrand, Chief HR Officer of the Utah Division of Human Resource Management and conflict resolution expert, as he discusses transforming workplace disagreements into opportunities for growth. He introduces Utah's innovative 'Disagree Better' campaign, emphasizing that a little conflict can spark important conversations. John shares practical strategies to promote a culture of healthy disagreement, explores how to tie company values into conflict resolution, and underscores the need for empathetic listening to reduce cynicism and boost engagement.

Have you ever wondered how a single bad hire can ripple through an organization, costing it not just money but also time and morale? The true cost of a bad hire has implications that stretch beyond that job role. So what can recruiters and HR leaders do to counteract that?In this episode, we welcome BambooHR’s Head of Recruiting, Brandon Welch, who helps us get to the bottom of the top mistakes that recruiters make during the hiring process. The conversation emphasizes the importance of a well-structured hiring process, highlighting that hiring mistakes can also cause tensions between different departments and erode trust in those responsible for hiring. Brandon shares how inefficiencies in recruitment can lead to lost opportunities and explains that a smooth process not only attracts top talent but also reflects the company’s operational efficiency to candidates. Brandon, Anita, and Vanessa also discuss practical strategies to enhance the hiring process, including clear communication, pre-work before even posting a job, and aligning everyone on job descriptions. Key moments: The true costs of a bad hire Unseen issues that crop up as a result of poor hiring strategiesThe biggest mistakes recruiters make How teams can get aligned on the hiring missionThe debatable value of reference checks How to do the “pre-work” before you even post a job ad Strategies for hiring and interviewing candidates Key links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with Brandon on LinkedIn: https://www.linkedin.com/in/jbwelch/

As the conversation around different work modes continues, the trend toward returning to the office has been met with very different reactions. We recently published a report that looks at what employers and employees think about returning to the office, productivity, and remote work. In this episode, Anita and Vanessa dive into the surprising insights and what HR leaders can learn from work mode preferences. Anita explains why we need to elevate the conversation beyond simply deciding whether people should be in the office. She encourages a focus on the bigger picture to determine the best way forward to achieve our goals. The report also signified a worrying trend – that both remote and in-office workers feel the need to demonstrate their productivity through actions like keeping the green ‘active’ status on at all times. But while people may look productive, it doesn’t mean they are. Vanessa and Anita explain that businesses need clear metrics and goals aligned with their mission no matter which side your organization takes in the RTO vs. remote debate.Key moments: Introducing BambooHR’s new report Why we need to look at the bigger picture when it comes to returning to the office The green status effect and the need to prove productivity How to avoid focusing on the wrong things Why employers need to make the work mode align with goals How companies get intentional about in-office vs remote days How hybrid working arrangements during COVID have affected flexibility and the work-life balance Why the secret to perfecting this is in good leadership Advice for businesses doing something newKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Visibility Beats Productivity for RTO & Remote Report: https://www.bamboohr.com/resources/guides/return-to-office

Did you know: 91% of mentored employees report higher job satisfaction? And 40% of those without mentor support at their workplace have even considered quitting!Having the right mentor can be invaluable for your career, but it’s also very beneficial for mentors themselves and the wider organization. That’s why in this episode of HR Unplugged, we dive into the importance of and benefits of building a great mentorship program.Our special guest is Cara Baldwin, Chief Legal Officer at Torus, who brings her expertise on how to create a successful program. We hear why investing in mentorship is time well-spent, how it can help to develop new leaders, and ways it can benefit the wider business. Along with hosts Anita and Vanessa, they explore the worries that organization have about developing people who may leave soon after and why HR isn’t the only department that can work on a mentorship program.Key moments: The benefits of investing in a mentorship program The positive impact on leaders who implement a mentor program Why mentors need training to be mentors Addressing the concern that people will leave after being trainedTips on building a program from scratch Advice for refreshing an existing program Key links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw/Bamboo HR Homepage: https://www.bamboohr.com/Connect with Cara on LinkedIn: https://www.linkedin.com/in/cara-baldwin-43388620/

Does your organization have a plan for succession? When high performers are looking for their next challenge, they have a choice. They find it elsewhere in another company and role or they move to the next stage of their career journey in your organization. But without a solid plan for succession from your leaders, it’s often the former option that people take.In this episode, recorded live at a recent event, Anita and Vanessa sit down with Jessica Zwaan, the Chief Operating Officer at Talentful and author of the brilliant book, ‘Built for People: Transform Your Employee Experience Using Product Management Principles.’Jessica shares her unique perspective on transforming employee experiences using product management principles. We dive deep into the differences between succession planning and growth planning, and Jessica offers valuable advice for HR leaders, especially those in small teams. She highlights the importance of understanding the business' economic outlook and how HR can directly contribute to making or saving money. Jessica explains that when leaders help to develop their own successors, this is a far better investment than bringing new people in to replace those who leave. She explains how this ties into the Employee Customer Acquisition Cost (ECAC) and how factors like tenure and performance can be powerful levers in improving this metric.Key moments: Jessica explains the topics in her bookAdvice on succession planning for teams of one The differences between succession and growth planning Why business leaders and HR need to know the business fundamentals How we can incentivize leaders to grow their successors Why succession planning is a better investment than acquiring new talent Succession when tied to tenure and performance Building a strategy around succession planning How employees can learn and develop Focusing on the bigger picture when asking for a tech solution Why succession planning needs to happen from day one if you’re a growing companyKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Jessica on LinkedIn: https://www.linkedin.com/in/jessicamayzwaan/Learn more about Jessica and her book: https://www.jessicamayzwaan.com/

The big question in this episode of HR Unplugged is how do you define your business values? Anita and Vanessa dive into the importance of not only defining, but also implementing business values, covering topics such as the pivotal role of company values in shaping organizational culture, using mission and vision statements as the foundation for defining these values, and the process of helping team members live those values daily. They also discuss practical steps for startups and established organizations alike to identify and refine their values through team feedback and leadership guidance. The episode is packed with real-life examples from Bamboo's own journey, highlighting values such as 'Assume the Best,' 'Be Open,' and 'Do the Right Thing,' and offers insightful tips on how to incorporate these principles into the employee experience and recruitment process.Key moments: The importance of defining business valuesIdentifying and defining company valuesReal-life examples and practical applicationsConnecting values to your mission and visionImpact of company values on businessImplementing and living company valuesKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

How do you align new hires with company values? On this episode of HR Unplugged, host Anita Grantham welcomes Megan Galloway, founder of Everleader, as a special guest to discuss this in detail and provide practical tips.Megan shares insights from her collaboration with BambooHR in evolving their onboarding process. One of the key challenges discussed is the lack of time managers have to properly onboard new employees while under pressure to meet productivity goals. The conversation delves into the importance of leadership buy-in and the critical role managers play in the onboarding process – which should not solely be an HR responsibility!They discuss the ways onboarding presents a valuable opportunity to instil company values and create a common language within an organization. Through practical examples, Megan illustrates how experiential learning can significantly enhance retention and integration of company values. They also cover the need for onboarding programs to go beyond orientation by making the learning process interactive and relevant to new employees' day-to-day roles. Plus, Megan gives her suggestions for metrics to gauge onboarding effectiveness, such as time to productivity and employee satisfaction. Key moments: Challenges in onboarding programsThe importance of company values in onboardingMarking onboarding experiential Remote onboarding strategiesMeasuring successCommon mistakes in onboardingImmersive onboarding processesImmediate tools for new hiresDefining and living company valuesBalancing work and personal lifeKey links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

Delivering feedback can be a daunting process (on both sides) but coming to it with a commitment to improvement will help you take the best steps forward. In this episode of HR Unplugged, Head of HR Anita Grantham sits down with Rebecca Port, the Chief People Officer at 10x Genomics. Together, they swap tips on the best approaches for delivering feedback – both positive and negative. They explore the benefits of continuous feedback, how role-playing can help you tackle difficult discussions, and why all feedback should be delivered with kindness, care, and compassion.  Rebecca also breaks down the SCARF framework (status, certainty, autonomy, relatedness, fairness) to help you structure feedback sessions effectively and the research-backed benefits of positive feedback and recognition. Key moments: How to help managers deliver constructive feedback The benefits of continuous feedback How the SCARF method can help you deliver feedback How to make managers comfortable with giving constructive criticism Why managers need to be committed to an employee’s success Why the intention of the feedback needs to be clear How positive feedback impacts performance  Key links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/Connect with Rebecca on LinkedIn: https://www.linkedin.com/in/rebeccaport/