Contents
1. Employee leave request form
2. Time off request form
3. Vacation request form

1. Employee leave request form

An employee leave request is a general form for employees to request any type of leave, including vacation, sick leave, parental leave, personal leave, or other absences. This ensures proper documentation and approval before taking time off.

This free leave request form (Word doc) provides a flexible template that you can modify to align with your organization’s leave policies.

2. Time off request form

A time off request form is typically used to allow employees to ask for short-term absences, such as a personal day or a few hours off, in a clear and structured way. It helps managers track time off and ensure proper staffing.

Need a simple way to manage time off requests? This free Word document provides a structured format that can be tailored to fit your company’s scheduling needs.

3. Vacation request form

A vacation request form is designed specifically for employees to request vacation leave, ensuring clear communication and approval before finalizing travel or other plans. It helps employers manage schedules and avoid conflicts.

Use this free template as a starting point and adjust it to match your organization’s vacation policies.

The post [Free] Ready-To-Use Leave Request Forms appeared first on AIHR.

This article provides a comprehensive guide to key interview questions tailored for potential recruiters, complete with sample answers to look for when evaluating each candidate. The questions fall into five categories listed in the contents below:

Contents
The role and the candidate’s experience
Candidate engagement and communication
Diversity, Equity, Inclusion, and Belonging (DEIB)
Metrics and data usage
Situational and problem-solving skills

The role and the candidate’s experience

1. In your experience, what’s the most effective strategy for sourcing top candidates in niche industries?

Sample answer: “I’ve found that building and maintaining a strong network is the best way to do this. I use industry-specific job boards and attend conferences to connect with potential candidates. I also use LinkedIn groups and forums to contact industry professionals and get updates on the latest trends.”

2. Which applicant tracking systems (ATS) have you used, and what do you think are their most useful features?

Sample answer: “I’ve used ATS like Greenhouse and Lever and found their automated email templates and analytics especially useful, as they make communication more straightforward and efficient and provide important information on the recruitment process.”

3. How do you approach passive candidates to ensure high response rates?

Sample answer: “I research every candidate thoroughly to understand their background and interests so I can personalize my approach to each of them. Then, I send them messages that appeal to their career goals to explain how the role can help them reach them.”

4. What changes have you made to your sourcing techniques so far and why?

Sample answer: “I’ve started using more data-driven methods to track sourcing channels and candidate interactions, as this helps improve my sourcing strategies based on what I can do to attract the best candidates.”

5. How do you tailor your recruiting approach for different departments or hiring managers?

Sample answer: “I start by examining the department’s and hiring manager’s needs and expectations so I can adapt my communication style and sourcing strategies accordingly to meet their requirements.”

Candidate engagement and communication

6. How do you maintain candidate engagement, especially if the hiring process is long?

Sample answer: “I keep candidates informed at every stage and send them regular updates. I also share insights about the company culture and team dynamics to keep them interested in the opportunity and organization.”

7. What do you do if a top candidate declines an offer at the last minute?

Sample answer: “I first try to understand their reasons to see if I can address their concerns and convince them to accept the offer. If not, I keep the relationship positive—I thank them for their time and wish them all the best. I also tell them I will keep their résumé on file for future opportunities and quickly move to other suitable candidates.”

8. How do you ensure transparency with candidates regarding job requirements and company expectations?

Sample answer: “I make sure the job descriptions are as detailed as possible and answer any questions they ask me as soon as possible. During interviews, I discuss with candidates both the challenges and rewards of the role to set clear expectations.”

9. Describe how you give unsuccessful candidates constructive feedback.

Sample answer: “I provide specific feedback on areas for improvement but also highlight their strengths and what they did correctly. I also encourage them to stay in touch for future opportunities.”

10. How do you manage candidates’ concerns or questions throughout the hiring journey?

Sample answer: “I actively listen to their concerns and address them promptly so they know they matter. I also ensure they have all the necessary information upfront and answer any questions they ask so they can make informed decisions.”

Diversity, Equity, Inclusion, and Belonging (DEIB)

11. How do you prioritize diversity and inclusion when sourcing and evaluating candidates?

Sample answer: “I use a range of different sourcing channels and make sure all job descriptions are written using inclusive language before posting them. I also train hiring teams on unconscious bias and how to minimize it so they know how to evaluate candidates as fairly and objectively as possible.”

12. How do you handle and minimize unconscious bias in your recruitment process?

Sample answer: “I use detailed templates to structure all interviews and train diverse interview panels to use them as well to ensure balanced, unbiased evaluation as far as possible. I also conduct regular training on bias awareness and how to reduce bias when interviewing and evaluating candidates.”

13. Can you provide an example of a DEIB initiative you developed or implemented in your recruitment process?

Sample answer: “I helped develop and successfully launch a mentorship program to support underrepresented groups in the company’s candidate pool. It ended up increasing diverse hiring at the organization by 20%.”

14. How do you ensure an inclusive candidate experience throughout the hiring process?

Sample answer: “I try to give all candidates equal treatment and support with a clear, detailed, and consistent communication strategy that applies to all of them. I’m also mindful of accessibility needs, so I can properly accommodate them.”

15. What’s your strategy for reaching candidates from underrepresented backgrounds?

Sample answer: “I collaborate with community organizations and use targeted job boards to reach a broader audience. I’m also involved in outreach programs and events to build relationships with suitable candidates from minority groups.”

Metrics and data usage

16. Which metrics do you think are most important to track, and how do you use them to improve your recruitment efforts?

Sample answer: “I usually focus on metrics like time to fill, candidate satisfaction, and quality of hire. In my experience, these specific metrics can help me identify any issues and areas for improvement in the recruitment process.”

17. How do you measure and optimize the quality of your hires?

Sample answer: “I track performance, engagement, and the retention and turnover rates of new hires. I also get regular feedback from their managers to help me make decisions on how to adjust my sourcing and evaluation methods.”

18. How do you use data to help you make decisions when assessing candidates?

Sample answer: “I use data to help me identify trends and patterns and to predict candidate success. I also use assessment scores and interview analytics together with this information to decide which candidates to shortlist and hire.”

19. How do you measure hiring manager satisfaction, and what do you do if it’s below expectations?

Sample answer: “I conduct regular surveys and arrange feedback sessions with hiring managers. If satisfaction is low, I work closely with them to see how to address concerns and improve the recruitment process to support them better.”

20. What recruitment analytics do you use to improve hiring efficiency?

Sample answer: “I track funnel metrics, conversion rates, and time to hire to spot inefficiencies in the hiring process. This helps me pinpoint areas for improvement, so I can save time when adjusting strategies and make the hiring process more efficient.”

Situational and problem-solving skills

21. Describe a situation where you had two equally qualified candidates. How did you make a final decision?

Sample answer: “I considered mainly cultural fit and long-term potential. I also involved the hiring manager in discussions to select the candidate who would best meet the team’s needs and feel comfortable within the company culture.”

22. How do you handle a hiring manager changing job requirements mid-process?

Sample answer: “I reassess the candidate pool against the new requirements and inform candidates of the changes as soon as possible. I also work with the hiring manager to prioritize key skills, experiences, and qualifications to make sure we’re on the same page.”

23. Share an example of a challenging role you successfully filled. How did you do it?

Sample answer: “I filled a highly specialized technical role by expanding my network and researching industry-specific job boards. I also worked closely with the hiring manager to refine the job requirements and description.”

24. How would you handle a strong candidate dropping out unexpectedly after a few successful interviews?

Sample answer: “I would quickly reach out to backup candidates and reassess their fit for the role and company culture. I would also communicate with the candidate to find out why they changed their mind and see how I might be able to avoid the same thing happening in the future.”

25. Describe a time when you helped make a hiring process more efficient. What results did you see?

Sample answer: “I identified a bottleneck in the hiring process during the initial screening phase, which was causing delays and losing the company’s top candidates. By implementing an automated résumé screening tool, we managed to cut screening time in half and increase offer acceptance rates by 30% in three months.”

To sum up

Hiring the right recruiter is key to building a strong team and avoiding costly mishires. By asking targeted and varied questions, you can assess candidates’ skills, experience, and alignment with your company’s goals.

Use this guide to ensure you ask the right questions when interviewing potential recruiters. This will help your organization build a strong employer brand, minimize turnover, and increase cost savings in the long term.

The post 25 Recruiter Interview Questions To Ask When Hiring The Right Recruiter appeared first on AIHR.

A decade-long study by McKinsey sheds light on this. Examining data from over four million workers, the study found that those who earned significantly more over time did two things differently. First, they changed jobs more frequently. Second, they made bolder moves when switching by taking on new positions that required significantly different and more advanced skills.

If you’re inspired to make your own bold career moves, read on to learn more about the salaries for top HR roles and the skills required to excel in these roles. 

Contents
Why pursue a career in HR?
Types of HR careers
How much does HR make?
4 tips on choosing the right HR career for you

Why pursue a career in HR?

Forget the stereotype that HR is just about “working with people.” It’s much more than that — it offers varying career paths with specializations to challenge you and facilitate your professional growth. It also demands continuous learning to stay ahead of evolving technology and regulations.

HR professionals are strategic partners who develop concrete plans to align a company’s workforce with its goals. They also help organizations maintain a competitive edge by attracting, developing, and retaining their industry’s top performers.

HR is also at the forefront of organizational change, driving initiatives and adopting technologies that shape the company’s culture and future. Ultimately, their efforts directly impact employee wellbeing and satisfaction, fostering a productive work environment and influencing business performance and sustainability.

Types of HR careers

If you’re looking for HR career options, you won’t be short on choices. HR professionals often take on multiple roles in smaller or rapidly growing companies, performing the role of an HR Generalist.

As organizations expand, however, HR functions become more niche, offering exciting opportunities for specialist roles. These include:

• Strategic HR: Involves partnering with the organization to align its people strategy with its overall business goals.
• Recruitment and talent acquisition: Focuses on building the employer brand and attracting and securing top talent to fill vacant positions.
• Compensation and benefits: Entails designing programs to attract and retain top performers by offering competitive packages and perks.
• Diversity and inclusion efforts: Aims to foster a workplace where everyone feels valued.
• Talent management: Involves overseeing the entire employee lifecycle.
• Training and development: Equips employees with the skills they need to excel and advance.
• Organizational development: Implements changes and transformations.
• Data analytics: Analyzes workforce data to drive smarter HR decisions, improve processes, and measure program impact.
• Industrial relations: Manages employer-employee relationships, addresses concerns, mediates disputes, and negotiates with unions.
• Compliance and risk management: Ensures legal and regulatory compliance.

How much does HR make? 

Being informed about HR salary ranges can help you negotiate for better pay, as well as maximize your career success, and ensure financial security. Here, you’ll find out the responsibilities of each HR designation and their average yearly salary in the U.S.

Please note that the numbers can fluctuate as salary databases obtain new data.

Chief People Officer (CPO)

A Chief People Officer (CPO)—also called a Chief HR Officer (CHRO)—is a C-suite executive who shapes an organization’s entire people strategy. Large, forward-thinking companies that prioritize talent management typically have an HR Director who manages day-to-day HR operations and reports to the CPO.

A top CPO is data-driven, using analytics to make strategic decisions. They also possess strong leadership and communication skills. Their key focus is aligning HR with overall business goals and translating HR strategy into tangible business results.

HR Director

An HR Director oversees the HR department, including all employee-related functions. This involves strategic planning, budget management, and ensuring compliance with labor laws. The director supervises HR Managers, HR Specialists, and Employee Relations Specialists. 

Their key skills include strategic thinking to anticipate future workforce needs, implementing proactive solutions, and promoting a positive company culture to foster a high-performing and engaged workforce.

HR Business Partner

An HR Business Partner (HRBP) typically acts as a strategic advisor to specific departments within a company. They bridge the gap between HR and business units in larger organizations, ensuring HR practices align with departmental goals and contribute to the company’s overall success.

An HRBP needs strong business acumen and an understanding of how HR impacts the bottom line. They also need excellent communication and interpersonal skills to build strong relationships with business leaders. Strategic thinking and experience in HR Generalist roles are also valuable assets in this position.

HR Manager

An HR Manager typically oversees all day-to-day employee-related functions, from recruitment and training to employee relations and benefits. Compared to HR Specialists, HR Managers have a broader portfolio, managing multiple functions and people.

An HR Manager also supervises HR Assistants and Coordinators in handling administrative tasks and supporting core HR functions. Desirable skills for an HR Manager include strong communication, problem-solving, and leadership. They should also be well-versed in employment law and regulations.

Benefits Manager

A Benefits Manager oversees employee benefits programs, ensuring they comply with regulations and meet employee needs. They research plans, negotiate with providers, and communicate benefit details to employees. Strong communication and negotiation skills and knowledge of benefits plans and HR laws are essential. 

What truly distinguishes an HR Benefits Manager from other HR roles is their expertise in benefit trends and data analysis, which they need to design cost-effective and attractive packages for the company.

Talent Manager

A Talent Manager is responsible for end-to-end talent supply and demand management in alignment with organizational talent requirements and workforce planning. They oversee the development, implementation, and embedding of succession planning practices, talent management, and development programs to enable employee potential and meet future business needs.

A Talent Manager also contributes to the design and implementation of career development strategies, tools, and resources. They must have expert knowledge of the internal talent market for a broad range of functions and advise business teams on trends and opportunities.

Learning and Development Manager

A Learning and Development Manager cultivates a skilled workforce by identifying employee learning needs and creating training programs to meet those needs. They design and organize sessions, manage budgets, and measure effectiveness to ensure employees have the knowledge and abilities to excel in their roles and contribute to the company’s goals. This role requires strong communication and instructional design skills and expertise in adult learning.

Payroll Manager

A Payroll Manager oversees all aspects of employee compensation, ensuring accurate and timely payments, deductions, and tax filings. They also manage payroll software systems, handle employee benefits, and ensure compliance with labor laws. Critical skills include strong accounting and financial knowledge and experience in the relevant payroll software.

HR Operations Manager

An HR Operations Manager oversees the day-to-day functions of the HR department, ensuring smooth operations in areas like payroll, benefits administration, and record-keeping. Experience with HR software and strong organizational skills are essential for this role. Additionally, knowledge of employment law and a talent for problem-solving are beneficial.

HR Project Manager

An HR Project Manager leads and oversees initiatives within the HR department. They plan, develop, and execute projects to improve or expand HR programs, such as implementing new software or revamping the recruitment process. 

Success in this role requires HR knowledge and project management skills. Strong communication, research, and analytical abilities, as well as experience managing budgets and deadlines, are essential.

HR Analyst

An HR Analyst collects, analyzes, and interprets HR data to provide insights that support decision-making. They monitor metrics like turnover rates, recruitment efficiency, and employee engagement, creating reports and dashboards to inform HR strategies. Important skills include proficiency in data analytics tools, knowledge of HR metrics, and strong problem-solving abilities. An HR Analyst helps organizations optimize workforce performance through data-driven recommendations.

HR Generalist

An HR Generalist is an all-rounder in the HR world. They are responsible for handling various tasks, including recruitment, onboarding, employee relations, and benefits administration. HR Generalists are common in small and medium-sized businesses that may not need dedicated specialists for each HR function.

An HR Generalist needs hard skills like data analysis and payroll and soft skills like communication to handle employee issues. To excel in this position, an HR Generalist must stay up-to-date on HR regulations and be tech-savvy in navigating HR information systems.

Talent Acquisition Specialist

A Talent Acquisition Specialist (also known as a Recruitment Specialist) is responsible for finding qualified candidates to fill open positions. Their focus areas include sourcing applicants through online platforms and professional networks, screening résumés, conducting interviews, and coordinating the hiring process.

A Talent Acquisition Specialist requires strong communication, interpersonal, and organizational skills. Tech-savviness is also essential for using applicant tracking systems (ATS) and social media for recruiting purposes.

Compensation and Benefits Specialist

A Compensation and Benefits Specialist is responsible for designing competitive compensation packages, including salaries and benefits, to attract and retain top talent. This involves research, data analysis, and staying abreast of employment laws. This role is more common in larger organizations with complex structures.

A Compensation and Benefits Specialist requires strong analytical abilities to crunch numbers, a keen understanding of the job market, and excellent communication skills to explain complex benefits packages to employees.

HR Data Administrator

An HR Data Administrator ensures the accuracy and accessibility of the organization’s HR information. They manage the entire employee data lifecycle, from collection and analysis to storage and retrieval within the HR system. 

This also includes maintaining a well-organized electronic filing system for easy access and utilizing HR technologies to generate reports. They also play a crucial role in supporting HR colleagues, managers, and stakeholders by keeping HR information systems running smoothly.

HR Officer

An HR Officer (also known as an HR Representative) wears many hats. This is usually an entry-level position in the HR department that can be a springboard to higher-level HR roles. An HR Officer typically recruits, screens, and interviews candidates and handles contracts and paperwork. 

Additionally, they onboard new hires and answer employee questions about benefits and policies. This role requires strong communication and interpersonal skills, as HR Officers frequently interact with both employees and management.

HR Administrator

An HR Administrator is the backbone of the HR department. They handle essential administrative tasks. Depending on the company’s size and complexity, this role is typically entry-level or mid-level. 

They handle employee records, assist with onboarding new hires, answer questions about HR policies, and sometimes assist with payroll. Strong organization, communication, and computer skills are critical in this role.

HR Coordinator

An HR Coordinator is an entry-level HR professional who provides administrative support to the HR department. They act as a bridge between employees and HR, answering questions, processing paperwork, managing HR data, evaluating employee relations, and ensuring smooth HR operations. Strong organizational, administrative, and interpersonal skills are key in this position.

4 tips on choosing the right HR career for you

HR offers a wide range of fulfilling career opportunities. But with so many options, figuring out which one is right for you can be tough. Here are some tips to help you pick the best HR path:

1. Complete a self-assessment

• Identify which role suits you: Do you enjoy building relationships, analyzing data, or strategizing? HR offers roles requiring all these diverse skills, so it’s important to find the one that best suits your interests.
• Match your talents and preferences: Are you a detail-oriented problem solver, a persuasive communicator, or a creative thinker? Do you prefer working with data or with people? Consider your strengths and priorities when seeking the perfect HR role.
• Consider what matters in your work environment: Do you thrive in fast-paced roles where you need to juggle tasks and troubleshoot constantly, or do you prefer focus and stability? Factor this in when choosing your ideal role.

HR tip

Set goals frequently to accelerate your career: Regularly set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to stay focused on your HR growth journey. Instead of setting grand, intimidating goals, focus on more manageable and realistic achievements that build and compound the skills and experience you’ll need to progress in your field.

2. Plot your HR career trajectory

AIHR’s purpose-built interactive HR Career Map tool will help you plot your HR career trajectory by visualizing various HR career paths to help you plot where you are now and where you want to be in the future. This tool also allows you to explore and compare different specialties based on your specific interests and skills. 

3. Immerse yourself in the discipline  

Once you’ve found an HR position that interests you, take the time to explore what it entails. You can do this by reading extensively about the role, actively engaging in professional online communities, watching educational videos, and listening to podcasts. This will help you better understand the role’s daily responsibilities, the essential skills it requires, and the potential career advancement opportunities it offers. 

4. Formalize your skills before making a career shift

Don’t jump into a new HR specialization without first sharpening your skill set. Invest in yourself by taking courses or earning certifications to build your confidence so you can transition smoothly into a new role.

Formal education exposes you to the realities of your chosen HR discipline and shows your dedication to hiring teams. By testing the waters first, you can align the path you’re considering with your interests and set yourself up for success in the next phase of your HR journey.

HR tip

Take control of your career progression: Thomas Edison once said: “Good fortune is what happens when opportunity meets with planning.” The sum of any career is simply a collection of experiences, so be deliberate in planning and preparing your career pathway. Doing so will take your résumé from average to exceptional. Use AIHR’s HR Career Map to chart your path to the career of your dreams.

To sum up

Knowing the HR industry’s salary standards can help you plan a rewarding career that provides you with upward mobility and fair compensation. Use the tips in this article to set goals, enhance your skills, and pursue opportunities that will propel you up the HR earnings and career ladder.

At the same time, you can check out AIHR’s wide range of online courses and certificate programs that can help expand your HR skill set and prepare you for your dream career in the field of HR.

The post How Much Does HR Make? Your 2025 Salary Guide  appeared first on AIHR.

The 9/80 schedule offers a fresh take on the work week by lengthening weekends. This working model is gaining popularity as a strategy to improve the ultimate business trifecta: Productivity, employee satisfaction, and work-life balance.

Contents
What is a 9/80 schedule?
How does a 9/80 schedule work?
9/80 schedule versus 4-day workweek
What are the benefits and drawbacks of a 9/80 schedule?
What does a 9/80 schedule look like?
How HR can help implement the 9/80 schedule
Companies that use the 9/80 work schedule

What is a 9/80 schedule?

The 9/80 schedule upends the typical 9-5 work schedule of eight hours a day, five days a week, followed by two days off on weekends. Instead, it compresses workweeks, providing more free time for the same wages. Under a 9/80 schedule, employees work slightly longer days in exchange for every other Friday off.

9/80 schedules are calculated in two-week blocks. In week one, employees work a 9-hour day from Monday to Thursday and an 8-hour day on Fridays. In week two, they work nine hours from Monday to Thursday and get Fridays off. And then the routine repeats. This means they get two 3-day weekends every month, on average.

The backstory of how work scheduling come about is an interesting one. The automotive tycoon and manufacturing pioneer Henry Ford established the 40-hour work week back in 1926. It then became the legally mandated work week in the United States in 1940.

Since then, flexible and compressed schedules have been recognized under the banner of ‘alternative work schedules’ and are gaining popularity as a way to boost work-life balance without sacrificing productivity. These include the 9/80 and 4/10 schedules, also known as the 4-day work week.

How does a 9/80 schedule work?

A 9/80 schedule is a work schedule that condenses the standard 80 hours worked in two weeks into nine days instead of 10. This means staff get every other Friday off, all while keeping total work hours the same.

If you’re considering introducing a 9/80 schedule, here’s how HR can be the ultimate advocate for this new approach:

1. Be the communication champion: Clearly explain the new schedule to everyone. This includes details on the format, how payroll handles the 9/80 schedule, and the benefit of extra days off.
2. Help with scheduling: Support managers and employees in adjusting to their new workloads and ensure coverage is in place during the additional days off. Think of it as a scheduling puzzle you get to solve – and happy employees are your reward.
3. Provide guidance on maintaining productivity: Offer tips and resources on managing energy and staying focused during the longer 9-hour workdays.

9/80 schedule versus 4-day workweek: Which is better?

Both the 9/80 schedule and 4-day workweek aim to improve work-life balance by compressing more work hours into fewer days. But they achieve it in different ways:

• 9/80 schedule: Employees work for nine days (eight 9-hour days and one 8-hour day) over two weeks, totaling 80 hours. This translates into an extra day off every other week for extra recharge time.
• 4-day work week: Here, employees power through a compressed schedule, typically working four 10-hour days for a total of 40 hours. The reward? A three-day weekend every week, boosting morale and, hopefully, creativity.

The key is picking the option that best suits your company’s needs and your team’s preferences. For instance, a marketing agency might find the 4-day week perfect for their creative minds. It allows for focused work sprints followed by extended downtime to refresh and come back with even better ideas.

On the other hand, a manufacturing plant with strict production targets might benefit more from the 9/80 schedule — allowing it to maintain efficiency while still offering occasional long breaks to avoid burnout.

While the 4-day workweek is less complex from a scheduling and payroll perspective, both options can be successful if implemented carefully.

What are the benefits and drawbacks of a 9/80 schedule?

A 9/80 work schedule offers employers the potential benefits of greater productivity and employee satisfaction, but it’s not without its drawbacks. Let’s explore some pros and cons.

The pros:

• Enhanced productivity: We all struggle with distractions in our ‘always-on’ world. Longer, uninterrupted stretches in a 9/80 schedule could help employees focus on deep work tasks, potentially leading to more complex projects getting finished faster and overall productivity gains.
• Improved employee retention: Offering a work-life balance perk like a 9/80 schedule can make your company stand out. This can be a game-changer when it comes to attracting top talent and keeping your existing team happy by providing the freedom that comes with extra personal time.
• Reduced absenteeism and tardiness: This recent Gallup study confirms that having happy, engaged employees translates into an 81% reduction in absenteeism and a 14% increase in productivity. The 9/80 schedule, with its three-day weekends every other week, could contribute to a more positive and reliable workforce. Think of it as an investment in employee wellbeing and productivity.
• Improved employee work-life balance: For employees who handle 9-hour days with ease, the benefit of a 9/80 schedule lies in the extra day off. Reduced stress and a better work-life balance can lead to a happier, more engaged team, ultimately leading to higher outputs and retention prospects.
• Environmental benefits: Think about all that commuting avoided with an extra day off every other week. A 9/80 schedule can contribute to a smaller carbon footprint, which is a major plus for companies looking to build an environmentally conscious employer brand to attract top candidates.

The cons:

• Scheduling challenges: Let’s face it; a 9/80 schedule won’t suit every type of business. Coordinating meetings and ensuring team coverage, particularly in customer-facing roles, can become a juggling act, potentially disrupting workflows with employees having different days off every other week.
• Limited flexibility during workweeks: Employees might have less wiggle room during their nine-day stretches to handle appointments and personal needs. This could lead to some frustration.
• Increased risk of burnout: Not everyone thrives on longer workdays. While some might see a productivity boost, others may struggle with maintaining stamina and experience fatigue or burnout. This could ultimately cancel the initial productivity benefits and decrease overall morale and performance.
• Payroll and overtime complexity: The non-standard nature of a 9/80 schedule can be extremely challenging, especially with overtime and leave calculations. Be prepared to invest in new software or resources to ensure your compensation, overtime, and leave figures are accurate.

What does a 9/80 schedule look like?

Here’s a 9/80 schedule example:

Employees typically work four longer days from Monday to Thursday, nine hours each, followed by an 8-hour stint on Friday in the first week. Then, they power through four more 9-hour days in the second week but get the Friday off to recharge. And so, the two-week routine repeats itself.

9/80 schedule example

This is just a sample schedule. Your 9/80 schedule can be tailored to your specific business needs. For instance, the extra day off could fall on a different weekday, such as a Monday, to meet the needs of your company or team.

How HR can help implement the 9/80 schedule

A 9/80 work schedule can be a win-win for both your company and employees, but let’s be honest, not everyone will immediately take to a switch-up in routine.

Here’s how HR can ensure a smooth transition to a 9/80 schedule and prepare employees for the change:

1. Test it out first

Before diving headfirst into a company-wide launch, consider suggesting a pilot program for the 9/80 schedule. This lets you test the waters with a small, representative group of employees. It’s a great way to iron out any logistical kinks, identify potential scheduling challenges, gauge employee adoption, and track productivity metrics. This will enable HR to refine the program and ensure a smoother, more successful launch for everyone.

2. Cater for leave and payroll

Non-standard workweeks can lead to complications in your leave and payroll processes. Before launching a 9/80 program, make sure you have clear policies in place. This includes figuring out how sick leave and vacation will work — for instance, will it be based on 8-hour or 9-hour days? Also, check if your payroll system can handle the 9/80 structure.

3. Work on workload management

Partner with managers to ensure workloads are adjusted for the new schedule. This might mean helping them prioritize tasks, delegate effectively, and even build in some buffer time for breaks. By working together, you can help everyone feel supported and productive during their longer workdays.

4. Monitor for burnout

Long weeks can zap employee energy. HR can help by offering wellbeing resources. Think stress management workshops, time management tips, and resources to help them maintain a healthy work-life balance.

5. Set up team training

Before you pilot your new work schedule, develop brief training programs to educate managers on effectively scheduling their teams with the 9/80 model and provide pointers on addressing common employee concerns. Meanwhile, employees can be trained on time management strategies for longer workdays.

6. Build trust with open comms

Encourage employees to ask questions and share concerns before things get going. Stay receptive to feedback throughout the process — it’s the best way to refine a 9/80 work schedule program and make sure it works for everyone. By keeping this open dialogue going, you’ll build trust and get your team on board.

7. Be flexible

Consider offering some flexibility within your 9/80 structure. This could involve letting employees choose their ‘off’ Friday or allowing occasional adjustments to the schedule to accommodate personal needs. A little flexibility will go a long way in boosting morale and keeping your team happy.

8. Track and adapt

Throughout the pilot program and beyond, keep an eye on key metrics like productivity, absenteeism, and employee satisfaction to gauge the effectiveness of your 9/80 schedule – and be prepared to make adjustments as needed for maximum benefit.

HR tip

Check the pulse of your team with ‘stay’ interviews

Don’t wait for problems to surface. Be proactive about scheduling ‘stay’ interviews with employees before and during your 9/80 flex work schedule rollout. These one-on-one chats are a great way to get a feel for employee sentiment, preferences, and any potential concerns. By keeping the conversation flowing, you can proactively address issues and tailor your 9-hour workday programs to meet employee needs better.

Companies that use the 9/80 work schedule

1. Chevron

The global energy giant Chevron offers flexible work schedules, including the 9/80 schedules and 4/10 schedules (where employees work 10-hour days four days a week with one extra day off every week). Based on Chevron’s Glassdoor reviews, its 9/80 schedule is a hit with staff.

Learnings for HR: 

• Chevron offers its team the benefit of selecting one of two non-traditional work schedules to boost work-life balance. 
• The company does not allow off days to be banked and discourages the exchange of scheduled days off with scheduled days of work.

2. Shell

Long before COVID and the rise in the popularity of telecommuting and new flexible ways of working, Shell was offering alternative work schedules. This included the compressed 9/80 working week.

Learnings for HR:

• In addition to an ‘every other Friday off schedule,’ Shell also provides its team with flexible start and finish times.

3. Lockheed Martin

Defense contractor Lockheed Martin also offers the 9/80 schedule, providing its staff with the benefit of every other Friday off.

Learnings for HR:

• Lockheed Martin has leveraged its 9/80 scheduling to build its employer brand by publicizing the benefits of work-life balance as experienced by staff members in a video posted to its social media platforms.

The bottom line

The 9/80 work schedule can be a win-win for businesses and employees, but it has drawbacks. Piloting the program with a smaller team is a smart way to gauge its impact on your workforce and helps HR to smooth out scheduling, payroll, and other challenges.

Ultimately, the success of any 9/80 schedule relies on striking the right balance between maintaining productivity and employee satisfaction.

The post What Is a 9/80 Schedule? Your (2025) Explainer Guide appeared first on AIHR.

Podcasts upgrade dull commutes, workouts, or chores into time-effective self-improvement opportunities by expanding business knowledge and keeping you inspired.

Contents
At The Table with Patrick Lencioni Podcast
CEO School Podcast
Coaching Culture Podcast
CPO Playbook Podcast
Diary Of A CEO Podcast
Digital HR Leaders with David Green
Eye on AI Podcast
Future of HR Podcast
Good Morning, HR
HBR IdeaCast
HR Dialogues
HR Happy Hour
HR Leaders with Chris Rainey
HR Works Podcast
The Mel Robbins Podcast
Inside the Strategy Room Podcast
Masters of Scale Podcast
Murder in HR Podcast
People Managing People Podcast
Seth Godin’s Akimbo Podcast
The Happiness Lab Podcast
The Learning Leader Show Podcast
The Peter Zeihen Podcast
The Transformative Leader Podcast
The WorkLife Podcast Club
What You Will Learn
Wisdom From The Top with Guy Raz Podcast

This list features 27 of the best HR leadership podcasts you can integrate into your daily routine. They’re packed with insights and strategies to elevate your HR game and your general business acumen, so let’s dive in.

1. At The Table with Patrick Lencioni Podcast

What it offers

Hosted by leadership author Patrick Lencioni, this podcast offers practical advice for HR leaders on building healthy and successful organizations.

Why subscribe?

Gain actionable insights from a renowned expert to improve your leadership skills, fostering a more cohesive and productive team.

Topics covered

Lencioni tackles important themes for executive leaders, including:

• Building trust
• Fostering healthy conflict
• Creating a clear organizational purpose.

2. CEO School Podcast

What it offers

Hosted by entrepreneur Suneera Madhani, this podcast empowers women and minorities to break barriers in business.

Why subscribe?

Develop your general business acumen by gaining insights from successful female founders on the struggles and strategies involved in building million-dollar companies. Madhani, a self-made billionaire, shares her own experiences alongside expert guests.

Topics covered

Explore essential themes for female business leaders, including:

• Overcoming challenges
• Building strong teams
• Achieving work-life balance.

3. Coaching Culture Podcast

What it offers

This interview-driven podcast dives deep into the world of coaching and its applications in business leadership.

Why subscribe?

HR leaders can leverage the multiplier effect by learning how to coach their teams more effectively, fostering a culture of high performance and employee engagement.

Topics covered:

The podcast explores themes like:

• Coaching frameworks
• Building trust within teams
• Mindfulness
• Creating a psychologically safe work environment.

4. CPO Playbook Podcast

What it offers

This podcast, hosted by Felicia Shakiba, offers insights into optimizing organizational dynamics from the Chief People Officer (CPO) perspective.

Why subscribe?

Gain actionable insights to optimize your talent pipeline, foster a thriving company culture, and maximize your team’s potential. Shakiba’s engaging fireside chats with esteemed guests, including CEOs and fellow CPOs, provide a wealth of real-world experience and innovative strategies. 

Topics covered

The show tackles critical issues for leaders, including:

• Talent management
• Performance management
• Building a strong employer brand
• Navigating the ever-evolving future of work.

5. Diary Of A CEO Podcast

What it offers

Hosted by entrepreneur and investor Steven Bartlett, this podcast offers HR leaders insights and inspiration through interviews with successful CEOs, athletes, and other high achievers.

Why subscribe?

Rated as one of the best leadership podcasts, you’ll gain insights and inspiration from people blazing trails in their fields. Bartlett’s engaging style and high-profile guests offer practical advice and thought-provoking discussions to propel your business growth and personal development forward.

Topics covered

• Leadership strategies
• Business psychology
• Health and wellness
• Lessons in navigating the challenges faced by CEOs.

6. Digital HR Leaders with David Green

What it offers

David Green leads discussions on using data and analytics to optimize HR practices and build a strong, future-proof workforce.

Why subscribe?

HR leaders can gain insights into leveraging data to improve talent acquisition, employee engagement, and overall business performance. Green, a respected expert in HR transformation, interviews high-profile leaders from some of the world’s biggest companies and foremost research institutions.

Topics covered

The podcast explores how data analytics can be used to address key HR challenges, including:

• Workforce planning
• Employee experience
• Building a culture of continuous learning.

7. Eye on AI Podcast

What it offers

A bi-weekly podcast that delves into the world of Artificial Intelligence, hosted by New York Times correspondent Craig Smith.

Why subscribe?

Business and HR leaders can stay ahead of the curve by gaining insights into how AI can revolutionize their operations, optimize decision-making, and boost overall efficiency. The show features renowned AI thought leaders, offering invaluable strategic perspectives.

Topics covered

The podcast explores a range of AI applications in business, including:

• Automation
• Data analysis
• Machine learning and its potential impact on industries.

Each episode unpacks the how and why of AI, empowering leaders to make informed decisions about integrating this transformative technology.

8. Future of HR Podcast

What it offers

This podcast, hosted by JP Elliott, explores the latest trends and insights shaping the future of human resources as perceived by his host of expert guests.

Why subscribe?

Stay ahead of the pack and gain practical strategies to navigate the evolving HR landscape. Hearing from heavyweight thought leaders offers invaluable knowledge on how to implement best practices and future-proof your organization’s HR strategy.

Topics covered

• Workforce trends
• Talent acquisition
• Mindset
• Culture
• Employee engagement
• The impact of technology on HR.

9. Good Morning, HR

What it offers

Hosted by HR expert Mike Coffey, this podcast provides leaders with insights on strategic people management for a competitive edge.

Why subscribe?

Gain practical strategies for recruiting, managing, and developing top talent. Stay informed on the latest HR trends and legal issues impacting your organization.

Topics covered

The podcast tackles critical themes, including:

• Leadership development
• Navigating legal complexities
• Leveraging technology to optimize your workforce for long-term success.

10. HBR IdeaCast

What it offers

Sharpen your leadership skills with this podcast from Harvard Business Review. Hosted by Alison Beard and Curt Nickisch, IdeaCast explores the latest business and management thinking through interviews with renowned experts.

Why subscribe?

Company and HR leaders can gain fresh perspectives and practical strategies to lead more effectively. The show features interviews with leading figures and practitioners, offering valuable first-hand experiences.

Topics covered

The podcast explores a wide range of topics, including:

• Decision-making
• Managing teams
• Navigating change
• Driving innovation.

These themes are unpacked through engaging discussions, making them relatable and actionable for listeners.

11. HR Dialogues

What it offers

HR Dialogues is an interview-driven series hosted by Dr. Dieter Veldsman, the Chief HR Scientist at AIHR. It explores topical issues and trends in Human Resources for HR leaders.

Why listen?

Recognized as an expert in HR, Dr. Veldsman leads insightful discussions with industry thought leaders and practitioners to provide practical strategies for improving employee experience and talent management and building strong and engaged workforces.

Topics covered

The podcast tackles themes including:

• The future of work
• Leveraging HR technology
• Developing strong leadership within the HR function.

12. HR Happy Hour

What it offers

Launched in 2009, HR Happy Hour is the longest-running podcast dedicated to all things HR, leadership, and workforce management. Co-hosts Steve Boese and Trish McFarlane bring their expertise and industry connections to insightful conversations.

Why subscribe?

HR leaders can gain insights into effective people management strategies, stay informed on the latest HR trends, and learn from industry experts. The hosts of this podcast frequently interview respected authors, researchers, and professionals who offer their unique perspectives.

Topics covered

The show tackles critical issues for leaders, including:

• Leadership development
• Managing a remote workforce
• Fostering workplace inclusion
• Navigating new HR technologies.

13. HR Leaders with Chris Rainey

What it offers

Join Chris Rainey is a leading voice in HR. His podcast offers conversations with industry experts and Chief People Officers from top global brands.

Why subscribe?

Stay ahead of the curve on HR trends by learning how to navigate challenges and build a thriving, future-proof workplace. Rainey’s engaging interviews with high-profile industry thought leaders provide valuable, actionable strategies for workplace leaders to enhance employee experience, drive performance, and ultimately achieve business success.

Topics covered

The podcast delves into critical themes shaping the future of work, including:

• Building a culture of wellbeing
• Harnessing the power of AI in talent management
• Fostering Diversity and Inclusion
• Preparing for new skills demands.

14. HR Works Podcast

What it offers

Hosted by HR Daily Advisor, this interview-driven podcast delivers actionable insights on critical workplace issues.

Why subscribe?

Get the latest thinking and trends in HR to build a strong, engaged workforce. Industry experts and thought leaders share practical strategies you can implement immediately.

Topics covered

The podcast tackles the evolving world of HR, including:

• Talent acquisition
• Employee engagement
• Diversity, Equity, and Inclusion
• Compensation and benefits
• The future of work.

15. The Mel Robbins Podcast

What it offers

Hosted by Mel Robbins, a world-renowned change and motivation expert who dishes science-backed advice on how to become more confident, effective, and fulfilled.

Why subscribe?

Before you can lead others, you must learn to lead yourself. This highly-rated podcast equips listeners with research-backed insights on how to improve aspects of their mental and physical wellbeing.

Topics covered

This podcast explores themes related to motivation, mental health, positive daily routines, success habits, goal attainment, interpersonal relationships, and wellness optimization.

16. Inside the Strategy Room Podcast

What it offers

Hosted by McKinsey & Company, this podcast invites you to join leading experts, senior management, and board directors as they share their insights on how to beat inertia and unlock growth.

Why subscribe?

Gain strategic insights and practical frameworks from renowned business leaders. McKinsey & Company, a trusted advisor to Fortune 500 companies, offers deep dives into critical business topics through insightful interviews with CEOs and industry experts.

Topics covered

Navigate complex issues faced by businesses today, including:

• Disruptive innovation
• Digital transformation
• Leadership development
• Dealing with global uncertainty.

17. Masters of Scale Podcast

What it offers

Award-winning business wisdom from Silicon Valley and beyond. Hosted by Reid Hoffman, legendary investor and co-founder of LinkedIn, Masters of Scale dives deep into the journeys of iconic CEOs.

Why subscribe?

Learn unconventional strategies for scaling businesses from industry titans. Gain invaluable insights from Reid Hoffman’s experience and network – with past guests who include CEOs of Nike, Netflix, Starbucks, and Slack, offering practical advice applicable to any leadership role.

Topics covered

This podcast tackles important themes for HR leaders, including:

• Leadership
• Strategy
• Crisis management
• Company culture.

18. Murder in HR Podcast

What it offers

This scripted fiction podcast, hosted by actors Kate Mara and Brett Gelman, follows a new HR manager, Jemma, as she investigates a colleague’s death at a chaotic tech start-up.

Why subscribe?

Business leaders can gain a humorous and engaging perspective on workplace dynamics while also learning tips on how to navigate challenging employee situations and cultivate a positive company culture.

Topics covered

The series explores themes of office politics, employee morale, and navigating sensitive HR issues – all with a healthy dose of dark humor.

19. People Managing People Podcast

What it offers

The People Managing Peopl

e podcast, hosted by David Rice, offers valuable insights for people leaders, managers, and HR professionals looking to shape the workplace of the future.

Why subscribe?

Sharpen your leadership skills and cultivate a thriving workplace culture. Hear from experienced leaders on actionable strategies to build high-performing teams.

Topics covered

• Navigate recruiting
• Onboarding
• Employee development
• Retention strategies
• Effective leadership styles
• Ever-evolving world of HR.

20. Seth Godin’s Akimbo Podcast

What it offers

Weekly podcast tackling culture and positive change, hosted by marketing guru Seth Godin.

Why subscribe?

Sharpen your business acumen by exploring unconventional ideas and navigating cultural shifts. Godin, a bestselling author and marketing authority, offers thought-provoking and sometimes left-field insights in a clear and engaging style.

Topics covered

Akimbo delves into culture, change-making, defying norms, and creating meaningful impact. These themes are helpful for HR leaders who want to remain ahead of the curve, broaden their general business knowledge, inspire their teams, and make a difference.

21. The Happiness Lab Podcast

What it offers

Yale Professor, Dr Laurie Santos, explores research-backed strategies for greater happiness in this engaging and informative podcast.

Why subscribe?

HR leaders can learn to cultivate a happier workforce by boosting productivity and morale and improve their own well-being through practical and science-based methods. Dr Santos is a captivating host with expertise in psychology and cognitive science who interviews leading happiness researchers for insightful discussions.

Topics covered

The show tackles common challenges faced by HR leaders, such as:

• Stress management
• Fostering gratitude
• Finding purpose in work.

These insights can be directly applied to create a more positive and productive work environment for you and your team.

22. The Learning Leader Show Podcast

What it offers

Hosted by leadership author and speaker Ryan Hawk, this interview-driven podcast features insightful and lively conversations with successful leaders.

Why listen?

Gain practical leadership wisdom and inspiration from high-profile guests, including CEOs, special forces operators, entrepreneurs, best-selling authors, and professional athletes.

Topics covered

The show explores themes that are helpful to HR leaders, including:

• Fostering a positive company culture
• Driving performance
• Navigating change.

23. The Peter Zeihen Podcast

What it offers

A thought-provoking podcast on the news behind the news shaping today’s global affairs, hosted by renowned political risk analyst Peter Zeihen.

Why subscribe?

Gain a deeper understanding of geopolitical trends, government policies, and international trade. Zeihen, a respected authority, unpacks complex issues with clarity, guiding business and political leaders to navigate an increasingly interconnected world.

Topics covered

The podcast delves into themes such as:

• International relations
• Economics
• Regional instability, all of which significantly impact global business environments.

24. The Transformative Leader Podcast

What this offers

This podcast explores transformative leadership development through personal storytelling and in-depth interviews conducted by the show’s host, Amir Ghannad.

Why subscribe?

Gain valuable insights and strategies for leading positive change within your organization.

Topics covered

The podcast covers topics including

• Self-discovery
• Building strong teams
• Principle-based leadership
• Complexity and effectiveness.

25. The WorkLife Podcast Club

What it offers

Hosted by renowned organizational psychologist Adam Grant, this podcast is a kind of ‘book club’ that explores how to make work not suck.

Why listen?

Dip into cutting-edge thinking and story-driven content from top-selling authors to sharpen your performance skills to thrive in business and personal environments.

Topics covered

The podcast looks at themes including:

• Fostering wellbeing
• Counteracting burnout and procrastination
• Achieving work-life harmony.

26. What You Will Learn

What it offers

Hosted by Australian duo Adam Ashton and Adam Jones, the pair explore the world’s best ideas from top-selling books and authors.

Why subscribe?

Successful leaders are constantly seeking new ways to improve themselves in all aspects of their lives. This podcast shares wisdom on healthier financial habits, interpersonal relationships, and performance.

Topics covered

The podcast covers a broad range of topics touching on biographic lessons from captivating individuals, leading-edge business tactics, cryptocurrency, technology, psychology and more.

27. Wisdom From The Top with Guy Raz Podcast

What it offers

Business and HR leaders gain insights from iconic CEOs through interviews with Guy Raz, host of the renowned ‘How I Built This’ podcast.

Why listen?

Learn proven leadership strategies, glean insights into winning mindsets from successful leaders, and gain inspiration from Guy Raz’s engaging interviews with high-profile CEOs.

Topics covered

Leadership philosophies, decision-making frameworks, navigating business challenges, fostering innovation, and company culture.

Key takeaway

As you explore this diverse range of podcasts, bear in mind that effective HR leadership requires a two-pronged approach to learning.

First, dive deep into HR-specific topics to stay ahead of the curve, but don’t neglect the bigger picture. By expanding your knowledge base on leadership, strategy, and other business functions, you gain a broader and deeper perspective.

This holistic understanding will expand your business acumen and empower you to craft HR initiatives that align with and complement your organization’s goals – to maximize your impact, propel your company forward and further your HR career.

The post 27 Best Leadership Podcasts for HR Leaders [2025 Edition] appeared first on AIHR.

Well, a rather large impact as it turns out. In a recent global study by PwC, the majority (67%) of respondents stated that culture is more important than strategy or operations. The same research found that organizations with a distinctive culture experienced greater competitive advantage in terms of a 48% higher revenue, an 80% higher employee satisfaction and an 89% higher customer satisfaction.

This wouldn’t come as a surprise to most HR professionals, since strong cultures in companies have long been correlated with above-market returns – the thing is when discussing organizational culture, it would be a mistake to neglect organizational climate. Read on to find out why.

Contents
Defining organizational culture
What is organizational climate?
Organizational climate vs. culture: The differences
Organizational culture examples
Organizational climate examples
Developing climate and culture: Best practices for HR professionals

Defining organizational culture

Organizational culture is the deep-rooted set of values, attitudes, and behaviors that define your company’s DNA. It’s the implicit or explicit codes that shape how employees interact with each other, interact with your clients, and make decisions.

In a recent global study, Gallup found that less than a quarter of employees (23%) were engaged. How can organizational culture address this issue? Weak cultures often stifle creativity and lead to dissatisfaction and disengagement whereas strong cultures are a tonic for innovation, engagement, and high performance.

What is organizational climate?

Organizational climate reflects the current emotional state or feeling of your workplace. It concerns how employees experience and perceive the company. Your climate is influenced by leadership styles, communication practices, workload pressure and employee recognition.

A positive climate fosters a sense of belonging, motivation, and higher performance, whereas a negative climate can lead to disengagement and hinder business goals.

Organizational climate vs. culture: The differences

Climate and culture connection

Organizational culture and climate are interconnected concepts, you can think of them as two sides of the same coin. Culture sets the long-term values and beliefs that shape how things are done, whereas climate reflects the current state and experience of the work environment based on those cultural norms.

For culture and climate to function well in unison, they must be aligned. For example, if a company claims to value work-life balance (culture) but also demands long hours or constant after-hours access to its employees (climate) there is a clear misalignment. On the positive end of the spectrum, a workplace with a strong culture encourages healthy climates – affecting morale, motivation, and performance. Reciprocally, a positive climate can support an organization’s cultural goals and can nurture its culture over time.

What this means for HR professionals is that addressing one element without considering the other will result in a missed opportunity to create a highly functional and healthy work environment.

Organizational culture examples

1. HubSpot

There’s a reason that HubSpot consistently places in ‘best companies to work for’ rankings and that’s because it obsesses over its company culture – so much so, that it views its Culture Code as a perpetual work in progress, one that has been updated 25 times to date.

HubSpot acknowledges that great culture makes it easier to attract amazing people, which in turn makes recruiting easier – and hiring amazing people helps to not only strengthen its culture but further it, in an ongoing improvement loop. In their recruitment process, HubSpot pays special attention to identifying candidates with ‘H.E.A.R.T.’ – their acronym for Humble, Empathetic, Adaptable, Remarkable and Transparent.

To continue evolving its culture, HubSpot hires for ‘culture add’ instead of ‘culture fit’ by actively seeking new employees they believe will challenge their existing culture by bringing unique experiences, backgrounds and ideas, while still embodying the company’s core ‘HEART’ values.

HR tip

• Is your recruitment process too heavily focused on identifying candidates with the full set of requirements and skills for the role?
• HubSpot acknowledges that it’s not always easy to find recruits who tick all the boxes. Instead, they focus on critical skills only and ‘culture add’, preferring to coach gaps in candidates who show good potential.

2. Lego

Lego is a company that buys into what it sells; the joy of play and creativity. Believing that restrictive environments stifle workers, create bureaucracy, and promote fear, the business strives to support a culture that values creative freedom and imaginative thinking by challenging its employees to find unique and fun ways to solve problems.

This means giving people autonomy and room to grow by encouraging an intuitive sense of how to do things rather than a rule book. Its spirit of creative adventure is a golden thread that is reflected in the company’s playful office design, its open management style, its products and its culture.

HR tip

• Lego has built an environment and culture that is conducive to unlocking its employees’ vast creative potential in service of the company’s customers and products.
• Whether your brand is staked on creativity, innovation, performance or sustainability, consider how you can build a culture that is aligned with your key pillars to get the best ideas and outputs from your employees.    

Organizational climate examples

1. Google

For companies reliant on continuously pushing the boundaries of innovation to maintain their edge, it is essential to create an environment where employees feel comfortable testing out new and sometimes outlandish ideas, voicing opinions and making mistakes along the way.

For tech giant Google, this means nurturing ‘psychological safety’ by creating a climate where high-performing teams can flourish by supporting individuals in feeling safe about taking risks and being vulnerable in front of co-workers.

HR tip

• Do your leaders create an environment where people feel safe to test out new concepts, make mistakes without the fear of being criticised, admit they were wrong and ask for help when they need it?
• If not, consider how HR can assist in upskilling managers and employees with the training and coaching needed to build trusting teams and a climate of psychological safety.

2. Nordstrom

It was American management guru, Tom Peters who said: “Organizations exist to serve. Period. Leaders live to serve. Period.” This is a philosophy that the founders of retailer, Nordstrom, shared when they introduced their ‘inverted pyramid’ in the 1970s which upended traditional hierarchy structures by placing their customers at the top, followed by the sales and support employees who serve customers, and then managers and finally the senior executive team.

Although the business has evolved since that era, the company still maintains its servant leadership approach with a commitment to providing high-quality service interactions with customers and staff, thereby positively impacting its climate every day.

HR tip

• It’s often said that people join companies, but leave managers. The impact of a single leader, good or bad, can have a disproportional effect on a team.
• Hiring and coaching managers to become conscientious servant leaders will go a long way to building and maintaining a positive working climate.

Developing climate and culture: Best practices for HR professionals

Let’s take a look at how HR can develop robust organizational cultures and climates:

Building a positive organizational culture

A good culture sets the long-term foundation for a positive work environment resulting in engaged and loyal employees. Here’s how HR can help in shaping it:

1. Define your core values: Companies with strong cultures are deliberate about defining, articulating and reinforcing the core values that represent their beliefs and shape desired behaviors. First, define your values, then hire according to them, and finally constantly reinforce those values through onboarding, training, and performance reviews at all levels of your organization.

2. Empower your employees: Once you’ve codified your values, you’re able to set the expectations and parameters for employee behaviors and performance – this, in turn, will enable you to create a sense of ownership by involving your employees in decision-making and giving them autonomy in their work.

3. Build trust and transparency: Positive cultures are built on openness and integrity so encourage open communication through regular surveys, town halls, and anonymous feedback channels. Actively listen and address your employees’ concerns promptly.

4. Reinforce through recognition and rewards: Implement programs that celebrate individual and team accomplishments that are aligned with your company’s core values. Showing appreciation for employees who demonstrate behaviors that are aligned with your culture boosts morale and establishes standards for role models within the organization.

5. Invest in training and development: Offer opportunities to help managers and employees grow their skills and knowledge aligned with company goals. Promote an environment of continuous learning to foster a culture of innovation, self-management and problem-solving.

6. Diversity and inclusion: Everyone wants to feel a sense of belonging and acceptance. Proactively build a diverse workplace where everyone feels valued, respected, and empowered to contribute their unique talents.

7. Celebrate culture: Organize events and activities that reflect the organization’s values and foster a sense of community. Encourage employee participation in building a vibrant company culture.

Building a positive organizational climate

Climate reflects the current atmosphere or feeling within your organization. Climate can shift quickly, moving the sentiment of your organization positively or negatively on the scale. Here’s how HR can work to address it:

1. Leadership matters: The quality of leadership has an outsized impact on your workforce, good or bad. Leaders and managers at every level of the organization have a responsibility to support your core values and model ideal behaviors. Create a culture of accountability where everyone is held to the same standards and implement feedback mechanisms that can help you to quickly detect and address toxic managers.

2. Combat stress and burnout: Employees who feel overburdened and under-appreciated can quickly contribute to negative sentiment. Promote healthy work-life balance by offering flexible working arrangements and encouraging breaks. Discourage working long hours or constant availability to address burnout.

3. Communication and feedback: Foster clear and transparent communication from leadership and encourage open dialog through two-way channels and regular feedback opportunities.

4. Employee wellbeing: Implement initiatives that promote employee holistic wellness programs that include mental health support, and design your workspaces to enable interaction, collaboration and productive ‘focus time’.

5. Address conflict resolution: Establish clear procedures for addressing conflict promptly and fairly. Champion an environment that places a high value on respect and understanding of others, and train managers and employees in effective communication and conflict resolution skills.

6. Measure and improve: Conduct regular surveys or focus groups to assess your employees’ perceptions of their work environment. Use the data to identify areas for improvement in the short term and address climate concerns as they emerge.

7. Be adaptable: Recognize that climate can evolve quickly. Be prepared to adapt and adjust programs based on changing circumstances and employee feedback.

Key takeaway

Remember, while organizational culture is the foundation of a company, the climate is the ever-changing atmosphere. By understanding these differences and following the tips provided in this guide, you can cultivate a positive atmosphere where employees feel valued, engaged and inspired to give their best.

The post Organizational Culture vs. Climate: The Key Differences (Plus Company Examples) appeared first on AIHR.

Research by FTSE Russell analyzed 25 years of market data of the annual returns of publicly traded companies featured on the ‘100 Best’ lists versus the rest. The results weren’t impressive, they were staggering. The 100 Best Companies beat the market by a factor of 3.36 – that is a lead of more than triple. 

At the 100 Best Companies, 83% of employees reported a healthy workplace, versus just 52% at typical U.S. businesses – and revenue-per-employee doubled for companies on the 100 Best list. Conversely, it’s estimated that unhappy workers cost the North American business economy over $350 billion per year in lost productivity. 

Contents
Why measure employee happiness?
21 Employee happiness survey questions to ask
Checklist: How to conduct an employee happiness survey
How to analyze the employee happiness survey results
Employee happiness survey dos and don’ts 

Why measure employee happiness?

Measuring employee happiness provides valuable and actionable insights for companies. Why? Because when employees are happy, they tend to be more productive and put more discretionary effort and enthusiasm into their work.

Happy employees are also less likely to leave your company, saving you the costs associated with recruitment and training. Happy employees often translate into better customer service interactions and, therefore, happier customers. The bottom line is that measuring and fostering employee happiness can positively contribute to the overall success of your company.

21 Employee happiness survey questions to ask

Here’s a cheat sheet of powerful questions to help you build your employee happiness survey and gain valuable insights from your team:

Overall satisfaction questions:

1. How happy are you with your current job? As a simple starter, this question measures general job satisfaction.
2. To what extent do you feel your work is meaningful and contributes to the company’s goals? This question measures the employee’s sense of purpose and contribution.
3. Would you recommend working at this company to a friend or family member? This question measures general company advocacy.
4. Thinking about your total wellbeing, how satisfied are you with your current work-life balance? This question evaluates tension levels on time spent on work versus personal priorities.

Work environment and culture questions:

5. Do you feel comfortable expressing your ideas and opinions openly at work? This question measures an employee’s sense of psychological safety and open communication.
6. How well do you feel your colleagues collaborate and work as a team? This question measures an employee’s experience of the team culture.
7. Do you feel valued and respected by your manager and colleagues? This key question measures a sense of belonging, inclusiveness and appreciation.
8. Is your workplace environment physically and emotionally safe and supportive? This question measures an employee’s sense of comfort and safety. 
9. Do you feel you have been given the necessary resources and tools to perform your job effectively? This question gauges how well-equipped your employees feel in their roles. 

Did you know? 

When it comes to predicting a company’s attrition rates, a toxic work environment is 10.4 times more important than compensation compared with industry norms. 

Career growth and development questions:

10. Do you feel the company has assisted you with clear career goals and development planning? This question helps you gauge an employee’s perception of their opportunities for development and upward mobility within your organization.
11. Do you feel you are being provided adequate learning and professional development opportunities? This question measures an employee’s perception of their opportunities for growth and training.
12. Do you feel your current role allows you to fully utilize your skills and talents? This question measures job fit and utilization of full potential.
13. Do you feel confident and empowered to make decisions within your role? This question measures the degree of autonomy employees believe they have.

Management and leadership questions:

14. Do you feel your manager provides you with clear and consistent communication? This question measures the perceived effectiveness of their manager’s communication.
15. Do you feel your manager is supportive of your professional development and career goals? This question measures the level of a manager’s support for growth as perceived by the employee. 
16. Do you feel your manager provides you with helpful feedback and performance reviews? This question measures an employee’s perception of the effectiveness of feedback from their manager.
17. Do you feel confident in the leadership team’s ability to guide the company toward success? This question measures an employee’s overall trust in your company’s leadership.

Did you know? 

57% of employees have left at least one job due to a bad manager.

Compensation and benefits questions:

18. Do you feel your current compensation and benefits package is fair and competitive? This question measures satisfaction with their total compensation package. 
19. Are you satisfied that the company offers a variety of benefits to meet your specific needs and overall wellbeing? This question measures an employee’s satisfaction with the benefits your company offers.
20. Do you feel your workload is manageable and appropriately compensated for the time you invest? This question measures your employees’ perception of workload fairness and compensation balance.
21. Do you feel the company offers opportunities for advancement and increased compensation? This question measures the employee’s perception of opportunities for career progression and salary growth.

Checklist: How to conduct an employee happiness survey

Follow this eight-step guide to conduct your own employee happiness survey. 

1. Determine the purpose of your employee happiness questionnaire:

• What exactly do you want to learn from the survey?
• Which areas of employee happiness are you most interested in?
• How often will you conduct the survey (for example, quarterly, bi-annually, or annually)?
• Determine how you will benchmark your results. For example, you could benchmark results internally by comparing them to results from your previous surveys, or you could benchmark externally by contrasting your results with similar industry-aligned research surveys.

2. Decide how you will collect answers:

• An online survey software tool will help you collect data anonymously and effectively analyze its results. 
• If you are providing your non-desk workers with the opportunity to complete paper-based survey forms, data capturers can load these responses into your software tool once the survey is closed so that all your data is centrally stored. 

3. Develop the survey questions:

• Use various question formats suited to the information you wish to obtain, such as:
  • Yes/no/maybe
  • Multiple choice
  • Likert scales (i.e., using a scale of 1 to 5 where 1 = Strongly Agree and 5 = Strongly Disagree)
  • Open-ended questions to enable employees to add their own comments.
• Keep your questions clear, concise, and easy to understand.
• Avoid using double-barreled questions such as: “Are you satisfied with your work-life balance and compensation?” Combining two or more factors into one question makes it impossible to gauge accurate responses to specific issues.  
• Avoid leading or biased questions where answer choices are unfairly weighted towards a particular response, as these can skew results. For example, “How satisfied are you with your work-life balance? (a) Very satisfied, (b) Satisfied, (c) Somewhat satisfied, (d) Neutral, (e) Dissatisfied.” 

4. Pilot test your employee happiness survey:

• Ask a small sample group of your employees to review the survey and provide you with their feedback.
• This will help you identify any problems with the survey, such as unclear questions or technical issues.

5. Inform your employees about the survey:

• Explain the purpose of the survey and be clear about how the results will be used.
• Assure your employees that their responses will be anonymized or kept confidential if you require their identification.
• Provide clear instructions on how to take the survey and deadlines for completion.

6. Encourage employee participation:

• If you have non-desk workers, make it easy for everyone to take the survey by offering multiple survey methods (for example, online, app-based, paper, etc.).
• Offer incentives, such as prize draws, to encourage higher participation rates. 

7. Analyze the results:

• Once the survey is closed, analyze the data you’ve received to identify trends, patterns, strengths and weaknesses.
• Pay attention to both the quantitative data (e.g., numerical responses) and the qualitative data (e.g., open-ended responses).

8. Take action:

• Use the survey results to develop a plan to improve your employees’ happiness.
• Prepare reports based on the data that senior leaders, divisional managers, and HR can act on to target employee happiness weaknesses and give recommendations for how you can leverage strengths. 
• Communicate your employee happiness plan to employees and keep them updated on your progress.

How to analyze the employee happiness survey results

It’s crucial for HR to analyze employee happiness questionnaires so they can take the pulse of employee sentiment, identify areas for improvement, and implement strategies to enhance your team’s satisfaction and overall well-being. This is key to ultimately creating a more productive and engaged workforce.

Step 1: Compile and organize your data

Collect and organize all survey responses in a central location, such as a spreadsheet or dedicated survey analysis software.  If your organization provided a paper-based questionnaire, capture that data into your central digital system.

Step 2: Clean the data

Ensure consistency in data format (for instance, if answers were provided numerically, ensure standardized formatting) and address any missing or incomplete responses. If you are correcting errors in open-ended questions, be sure not to alter an employee’s intended meaning.

If you have data capturers loading answers from paper-based forms into a spreadsheet or survey software system, implement a cross-check to ensure capturing accuracy.

Step 3: Identify key metrics

If your survey is lengthy, prioritize the most critical aspects of employee happiness you want to analyze based on your survey goals. These might include overall satisfaction, company environment, work-life balance, career development opportunities, or feelings toward leadership.

Step 4: Sort and segment data

Group responses by relevant categories, such as department or job level. Segmenting your data in this manner will help you compare specific groups and identify potential variations in sentiment within your workforce.

Step 5: Analyze the data

Select an appropriate analysis method based on your question types: 

• Quantitative data (multiple choice, Likert scale):
  • Calculate descriptive statistics like averages, medians, and percentages for each key metric and segment to identify key trends. 
  • For instance, you can use charts or graphs to depict answers to questions such as these: “On a scale of 1 to 5 (1 = Strongly agree and 5 = Strongly disagree), is your workplace environment physically and emotionally safe and supportive?” 
• Qualitative data (open-ended responses):
  • Analyze thematic patterns or recurring themes in employee feedback.
  • Use word clouds or sentiment analysis tools to identify common keywords and major themes to gauge overall sentiment.

Step 6: Compare with benchmarks

Benchmark your research internally, comparing your latest results to previous surveys. Benchmark your research externally against industry averages or other relevant data sources. This provides context and will help you assess your standing compared to your past performance and similar organizations operating in your sector.

Step 7: Identify areas of strength and improvement

Based on your analysis, highlight areas where employees are highly satisfied and engaged. Similarly, pinpoint areas with low scores or negative feedback to prioritize improvement efforts.

Step 8: Conduct root cause analysis

For areas needing improvement, delve deeper to understand the underlying reasons behind low satisfaction or negative feedback. If necessary, organize follow-up focus groups, one-on-one discussions, or additional targeted surveys to gather more specific insights.

Managers have an outsized impact (good or bad) on employee experience, so be on the lookout for indicators pointing to problem managers. If you receive a lot of negative feedback on questions relating to managers’ communication, support, or feedback, for instance, ensure you’re able to address the issue with the manager/s concerned. 

Step 9: Storytelling and data presentation

As an HR professional, your ultimate objective is to obtain actionable outcomes from this survey that improve your workforce’s happiness. 

In order to make changes, you’ll need to inform and persuade senior stakeholders and managers. This requires the ability to translate your data into a compelling narrative that highlights key findings, trends, and areas for action.

When you create management reports and presentations, use clear, concise language and visuals (charts, graphs) to communicate insights to these audiences effectively.

Step 10: Create a dashboard

Develop an interactive dashboard with graphs and charts to help you visualize trends and track key metrics over time. This allows for quick and easy monitoring of progress and facilitates data-driven decision-making regarding your employees’ contentment.

Employee happiness survey dos and don’ts 

What to do and what not to do when it comes to conducting your employee happiness survey:

Do:

1. Do ensure confidentiality. Employees must feel comfortable and safe sharing honest feedback, so guarantee their anonymity throughout the process.
2. Do communicate clearly. Explain the survey’s purpose, how the results will be used, and how confidentiality is ensured.
3. Do ask the right questions. Tailor questions to your specific goals and avoid leading questions and ambiguous language.
4. Do keep it concise and relevant. A lengthy survey may lead to lower completion rates and can make it difficult for employees to focus on providing thoughtful answers.
5. Do take action on the feedback. Demonstrate that you value your employees’ input by creating an action plan based on the results and communicating it to them.

Don’t:

1. Don’t use too many open-field questions: Open-field answers can yield deeper insights in cases where employees provide a lot of detail. However, including too many in your survey will limit your ability to identify key patterns and trends that closed-ended questions can provide. 
2. Don’t pressure participation. While encouraging participation is okay, making it mandatory may lead to resentment.
3. Don’t collect personal information. Focus on work-related questions and avoid asking for any personal details because, in some cases, requesting demographic or tenure details may void your employees’ anonymity (for instance, if only one male in a given tenure range works in a particular department).
4. Don’t use the data to punish employees. The survey is meant to improve the workplace, not target individuals.
5. Don’t ignore negative feedback. Critical feedback is valuable for identifying areas for improvement, embrace it.
6. Don’t present the results without a plan. Employees deserve to know how their feedback will be used, so have a clear action plan in place before sharing the results.

Key takeaway

Implementing these guidelines will empower you to design a comprehensive survey that accurately captures sentiment. But remember, enhancing employee happiness is an ongoing journey, not a one-time event. 

So, conduct regular surveys, act on feedback, and demonstrate your commitment to your employees’ well-being to build a more positive and productive work environment.

The post Employee Happiness Survey: 21 Questions To Ask & How To Analyze the Results appeared first on AIHR.

In a world where nearly 80% of employees are not engaged or are actively disengaged, companies with higher levels of engagement can outperform their peers. In fact, Gallup research found low levels of employee engagement correlate with higher levels of absenteeism, safety incidents, staff churn, shrinkage, quality defects, and customer dissatisfaction.

Effective internal communications can be decisive in building a workplace environment where employees feel informed, heard, and recognized. These factors contribute to higher levels of employee engagement and productivity.

Contents
What exactly is internal communication?
17 Internal communication examples from companies
1. Amazon
2. Aviva
3. Banco Santander Portugal
4. Bauder
5. DHL
6. DSV
7. Golf Town
8. H&M
9. Jefferson Dental & Orthodontics
10. Jetblue
11. Lowe’s
12. Nordstrom
13. RHI Magnesita
14. Skyscanner
15. Spotify Technology
16. Walmart
17. Zingerman’s Community of Businesses
Developing your internal communication plan

What exactly is internal communication?

HR-focused internal communication is the two-way flow of information within a company that aims to align employees with the organization’s goals. This is achieved through targeted messaging and feedback loops using various channels to inform, motivate, and engage employees. 

Ultimately, HR internal communication aims to foster understanding and alignment and create a positive work environment where everyone feels connected and empowered.

Types of internal communication

The HR department plays a central role in driving the following types of internal communication:

• Strategic communication to inform and align employees with the company’s vision, mission, values, and goals
• Employee onboarding communication to welcome new hires to the company and help them to integrate into your team and company culture
• Employee surveys to gather important feedback on job satisfaction, engagement, and other topics
• Policies and procedures communication to inform your employees about new or updated company policies and explain how they will impact them
• Employee engagement communication to foster a strong company culture and positive work environment
• Diversity and inclusion communication that demonstrates your company’s commitment to DEIB
• Benefits communication to drive uptake of your health and wellbeing programs (and any other perks you offer)
• Change management communication to help employees understand and accept new initiatives
• Performance management comms to provide information on expectations and feedback on performance and skills development
• Employee relations communication to handle issues, such as grievances and disciplinary matters.

Why is internal communication relevant to HR professionals?

No employee wants to be kept in the dark, that’s why internal communications is a critical function for HR to get right:

• Employee engagement: Providing regular updates and creating platforms for open dialogues and recognition through internal comms builds a sense of community and purpose, fostering a more engaged workforce.
• Clear communication from HR: Timely and consistent updates on company news, decisions, and employee contributions create a culture of transparency, which boosts trust and confidence, leading to higher morale and motivation.
• Conflict resolution: By establishing open, two-way communication channels, you can encourage employees to express their concerns early on and resolve issues before they escalate. This minimizes conflict and promotes a harmonious environment.
• Cultural alignment: By clearly communicating your company’s values, expectations, and success stories, internal employee communications can help your team understand and embody the desired culture and behaviors to foster a unified and positive work environment.
• Change management: Transparent, proactive communication about upcoming changes, their rationale, and how they will impact your employees will help to reduce anxiety, enable smoother transitions, and successful change adoption.
• Feedback and improvement: Effective two-way communication channels provide a platform for your employees to supply valuable feedback on their experiences of processes and policies, helping HR to identify areas for improvement and implement positive changes.
• Retention and recruitment: Communications that support a positive and transparent work environment can help you attract top talent and motivate current employees to stay.
• Employer branding: Sharing your company’s achievements, employee success stories, and positive workplace culture via internal communications can also lead to building a strong brand narrative that resonates with potential candidates when your current and former employees communicate their experiences with your organization externally.

17 Internal communication examples from companies

Seeking some inspiration? Let’s take a look at some examples of how other companies are using internal communications to solve HR challenges.

1. Amazon

Like many other US employers, Amazon competes to attract the best talent in its space. To highlight open career opportunities and amplify its employer value proposition (EVP), Amazon produced videos captured by its employees to build trust with their audiences. They did this by having their employees tell authentic stories demonstrating the company’s commitment to diversity, inclusion, and climate change to appeal to younger candidates.

To fill 300 open positions in their Brand Specialist role, Amazon’s Employer Brand team released the video, ‘Brand Specialists, what do they do?’.

The video was featured throughout the candidate journey, embedded on their careers page, shared via social media channels, and included in advertising campaigns. To date, it has been watched over 70,000 times, and when it was launched, it doubled the click-through rate on Amazon’s jobs page.

HR tip

Consider how you can grow your employer brand by leveraging video to give your employees the platform to share their experiences and stories – providing an authentic look into what it’s really like to work for your company.

2. Aviva

As a leading health and protection business, it was important for the British multinational insurance company Aviva to use its expertise to support their employees’ wellbeing.

The company created Wellbeing@Aviva, an internal online hub comprising a suite of products and advice to support its people in staying healthy and providing care when they become ill.

In building the platform, Aviva actively sought data and feedback from employees at all levels of the organization and onboarded ambassadors. Dubbed ‘health heroes,’ employee volunteers keen to make a difference helped to introduce the wellbeing program and build excitement amongst colleagues about it.

This program has reportedly resulted in greater awareness surrounding mental health and general wellbeing in the team and a 14% increase in employee engagement.

HR tip

Enlist the help of your employees in your wellness and other initiatives to generate bottom-up interest – this could be in the form of surveys for input or by getting early adopters involved as ambassadors to assist with promotion.

3. Banco Santander Portugal

Banco Santander Portugal’s Internal Communication team plays a crucial role in the European bank’s ongoing cultural transformation. 

While upgrading systems and processes is important, the real challenge lies in shifting mindsets and communication styles. 

One innovative initiative that involved a unique spin on ‘Carpool Karaoke’ broke the mold. An informal talk show format introduced employees to their colleagues’ roles and their personalities and interests. This seemingly small act, embedded within a larger cultural movement, humanized the bank and its leadership, demonstrating a shift towards openness and modernity.

This out-of-the-box approach resonated with employees, reflecting the bank’s commitment to building a more open, personal, and modern culture. 

HR tip

Individual initiatives such as these that humanize leaders can significantly contribute to breaking down barriers and building a culture of transparency. However, these projects are most impactful when they form part of a comprehensive cultural strategy.

4. Bauder

For more than 160 years, Bauder has been manufacturing roofing products. Today, the company operates eight plants in Germany and Austria and has 16 subsidiaries with over 1,200 employees in Europe. 

To counteract internal comms challenges related to an information imbalance where office employees were more informed than their non-desk colleagues, Bauder replaced their quarterly company magazine with a mobile app. Using this app, they can now instantly update all employees daily with built-in translation features to reach 15 different country groups. 

HR tip

Seek digital solutions to enable real-time updates and interactions with all your employees to ensure every team member has instant access to company and product information, regardless of where they are based.

5. DHL

Following the pandemic, video calls and video conferencing have become mainstays for many businesses, particularly those operating in physically diverse locations. As efficient as digital interactions are, they cannot replace the immediacy and impact of in-person meetings. 

That’s why global logistics giant DHL’s executive team sought creative ways to make its digital communications more meaningful. The company sent out regular video messaging updates about the business, designed to build a resilient workforce with its focus on the ‘three C’s’ – Calm, Confident, and Courageous.

In addition, DHL launched a virtual Employee Appreciation Week, where a different online event would take place each day of the week, including interactive sessions and classes. DHL also built a microsite to amplify its recognition platform and allow employees across different regions to get involved.

HR tip

Digitizing elements of your internal comms enables efficiency and scaling benefits. If you’re aiming for impact and meaning, consider how you can personalize these efforts by involving your executive teams and your employees.  

6. DSV

DSV, a global logistics and supply chain company, needed to improve its onboarding process for new hires. They wanted to create an engaging learning experience that would captivate recruits and make them more likely to stay with the company using video. They also wanted to streamline the content creation process so that it would be more time and cost-efficient, so the company elected to use AI avatars to present their content. 

With AI video, DSV was able to transform its onboarding process by creating captivating training videos at a fraction of the cost, with time and productivity savings of up to 50%. They also found that learners responded well to the videos and that they helped to improve employee engagement and increase retention of information.

HR tip

Have you considered using AI avatars to enhance and scale your company’s onboarding and training efforts? Vendors such as Colossyan and Synthesia provide access to high-quality AI presenters, AI voices, and built-in translation features.

7. Golf Town

Canadian golf retailer Golf Town wanted to equip their frontline workers with timely facts and figures on major golfing tournaments like the PGA to make sure their team could converse knowledgeably with their golf enthusiast customers. 

To do so, they sent out real-time golfing updates to employees and used survey tools to engage their team by having them predict who would win the trophy.

HR tip

Consider communication, digital channels, and messaging to better equip your frontline team with the knowledge they need to have quality conversations with your customers.

8. H&M

When clothing retailer H&M restructured its North Europe division, it realized there were 22,000 employees spread across 640 offsite locations in seven countries. The majority of them had not worked with one another before and were not used to seeing themselves as a single team. 

The company turned to internal communications to engage its diffuse workforce. It built a regional community through locally relevant messaging that showcased a shared sense of direction and purpose between colleagues working in different countries.

H&M North Europe leveraged videos and storytelling to create various stories. This included employees sharing results and quarterly presentations, seasonal messaging, training videos, recruitment videos highlighting career success stories, campaign launches, and more. 

The content has been shared across a variety of channels and now resides on H&M’s Internal Communication platform.

HR tip

Take a creative approach to forge deeper team connections and boost a sense of shared purpose by having your employees showcase their work and unpack their experiences using videos and storytelling.

9. Jefferson Dental & Orthodontics

Jefferson Dental & Orthodontics (JDO) operates more than 70 outlets in the US. When its employees returned to work following the COVID-19 pandemic lockdowns, the company had to communicate a host of new protocols and safety procedures to all its workers in all locations. 

To do so, JDO took a light-hearted approach with multimedia micro-communications. They switched to fun activities instead of dry training sessions, embedding their messaging into trivia contests, team updates, and scavenger hunts. This approach boosted morale and helped everyone stay up-to-date on crucial procedures and protocols.

HR tip

Critical internal comms don’t have to be boring. Consider how you can inject more fun and levity into your critical communications to increase interaction, understanding, and retention of important information.

10. Jetblue

To make its content more engaging, US carrier Jetblue Airways transformed its employee handbook into a visually-driven read on its culture and values. 

HR tip

Remember, it’s not simply about the wording of your internal comms. When you want to engage employees, pay attention to how well your information is packaged and how impactful its visual appeal is.

11. Lowe’s

US-based home improvement retailer Lowe’s believes that training should be continuous. To ensure their frontline teams are equipped to perform to the best of their ability, they have digitized their entire training journey – from onboarding to interacting with customers and updates on products. 

Now, all Lowe’s associates have access to bite-sized training and communications on every device to upskill without leaving the shop floor. Content is personalized to each department and comprises over 800 micro videos, plus quizzes, photos, illustrations, and hands-on activities. 

Today, over 80% of Lowe’s employees log in between two and five times a week to access company communications and complete quick training sessions.

HR tip

How can you digitize your onboarding and training materials to enable your employees to access the information they need anywhere, anytime?

12. Nordstrom

Nordstrom’s approach to onboarding employees into their customer service ethos is succinct. So succinct; in fact, it’s just one sentence: “Our one rule: Use good judgment in all situations.” 

Published in their employee handbook and reinforced through ongoing training and messaging, it’s an instructive lesson in the power of simplicity and brevity in internal communications.

HR tip

Sometimes, less is more. Use internal comms to build a strong organizational culture by often focusing on a single core value and reinforcing it.

13. RHI Magnesita

Located on four continents, RHI Magnesita is a supplier of refractory materials and products with over 14,000 employees, 60% of whom are plant workers. Before its merger, RHI and Magnesita existed as two separate entities. 

The company launched its MyRHIMagnesita app to replace outdated modes of internal communication materials, such as its printed newsletter. The initial purpose of the app was to keep employees informed with change management comms throughout the merger process and maintain optimal performance. 

The app included an App Manual available in eight languages, plus press releases about the company, fact sheets, brochures, event registration forms, surveys, quizzes, and shift schedules. The company credits the app as one of the main drivers during its cultural transformation and a contributor to the 11% revenue growth after the merger.

HR tip

Employees do not necessarily fear change, they fear uncertainty. Consider how you can make your internal change management comms more transparent and effective by adopting a digital app.

14. Skyscanner 

Skyscanner is a travel agency and search aggregator with over 100 million users per month. Maintaining a distinct culture can be challenging for a fast-growing company with a workforce distributed across seven different time zones, comprising over 60 nationalities and 40 languages. 

Skyscanner’s internal comms team uses a range of digital tools to maintain a network across the globe that enables its employees to connect across time zones via video conferencing, Slack, its Intranet, and weekly online ‘town hall’ meetings. 

The business encourages building face-to-face relationships using video interactions, and the over one million messages sent via Slack every month build rapport with colleagues in different regions.

HR tip

Not every internal employee comms initiative requires a custom-built app or a large investment. Leverage your existing tech stack and other cost-effective tools and connect employees with their peers to build comradery and shared purpose.

15. Spotify Technology

Music streaming giant Spotify says this about its HR blog: “Our company is changing the world, all while growing at hyper speed. For us to stay ahead, both our people and the company must develop faster than the world changes. This demands us, the HR department, to create an environment where a diverse crowd of innovative and passionate people can work together and be their best.” 

Perhaps one of the most interesting posts on the blog is about their Manager’s Manifesto. It’s a great internal communications example of codifying and amplifying your company’s management principles to build a strong culture.  

HR tip

A manifesto is a public declaration of your aims and commitments – publishing your own management manifesto will help your organization determine and remain accountable to its highest principles.

16. Walmart

Global retailing behemoth Walmart operates one of the world’s largest distribution networks and private trucking fleets. The challenge? How do you create and reinforce a safety culture and change employee behaviors to dramatically reduce the risk and cost associated with accidents and injuries? 

Walmart rolled out a digital platform that allows 75,000 workers across 150 distribution centers to log in for 3–5 minutes per day and play a fun game while answering safety questions and getting instant feedback. 

This online system is integrated with on-the-job performance criteria, enabling Walmart to measure behavioral changes on the job. A 54% decrease in incidents was recorded during the pilot program. 

HR tip

Consider how you can digitize and gamify your internal safety procedures and policies for greater traction with your employees. 

17. Zingerman’s Community of Businesses

How do you create a baseline standard for customer experience across different businesses and locations? Zingerman’s will tell you. 

Having started with a deli in Detroit, US, Zignerman’s now operates bakeries, coffee shops, candy stores, creameries, and roadhouses. Zignerman has launched the offshoot, ZingTrain, a consultancy that provides a behind-the-scenes look at how the company equips its 700+ employees and builds a healthy organizational culture. 

At 88 pages, its Staff Guide is a thorough and fun-to-read employee training and development manual designed to onboard recruits into the organizational culture effectively.

HR tip

Zingerman’s Staff Guide sticks with the food theme by unpacking information in simple-to-follow ‘recipes,’ such as its 3-step recipe for great service. Consider how you can theme your employee handbook to make it more engaging.

Developing your internal communication plan

1. Set clear goals and objectives for what you want to achieve with your internal communication plan and how you will measure success
2. Get buy-in from senior leadership to make internal communication a priority and secure the necessary allocation of funds and resources
3. Identify your audience by getting specific about who you are trying to reach and what their needs and preferences are
4. Decide on the communication channels that will be most effective for reaching your audience
5. Consider a mix of traditional and digital channels, such as email, newsletters, intranets, apps, meetings, and town halls
6. Ensure your communications are clear, concise, and consistent across all channels, and identify ways to reinforce your core messages
7. Use visuals and storytelling to make your communication more compelling and engaging
8. Personalize your internal comms whenever possible
9. Celebrate successes and recognize employee achievements
10. Build trust with employees by being open and honest in your communication; admit mistakes and be clear about the challenges your company is facing
11. Create opportunities for employees to ask questions, provide feedback, and share their ideas
12. Track your progress towards your goals and objectives and make adjustments to your plan as needed.

To sum up 

Effective internal communication is crucial for HR professionals to get right because it fosters employee engagement, builds trust, and promotes a positive work environment. 

This, in turn, translates into benefits such as stronger cultural alignment, better conflict resolution, and more successful change management – ultimately leading to improvements in employer branding, recruitment, performance and retention.

The post 17 Internal Communication Examples from Companies Big and Small appeared first on AIHR.

Just ask Zappos, the billion-dollar US-based online shoe and clothing retailer known for its non-negotiable commitment to cultural fit and creating an environment where employees genuinely love to work. Zappos uses various tactics in their hiring process to assess ‘cultural fit’. One method involves assigning two hiring teams to assess each candidate. One team focuses on skills for the job, and the other is dedicated to asking cultural fit interview questions.

Then, to ensure recruits understand and embrace the culture, they complete a four-week ‘boot camp’ where they receive training in all departments of the company and are immersed in its philosophies and values. Upon completion, new hires are offered US$2,000 to quit, providing an easy exit for staff who don’t feel they’re suited.

Contents
What is culture fit?
Why is identifying candidate culture fit so important?
25 cultural fit interview questions to ask (with sample answers)

What is culture fit?

In business, the term culture fit relates to how compatible employees are with an organization’s culture, goals, and vision. Staff members with a good culture fit are those with the skills, beliefs, and behaviors that are aligned with the company’s core values. For instance, organizations that nurture a culture of positivity, productivity, and performance will be seeking candidates who naturally embody these traits.

Culture fit is an essential driver to improve employee satisfaction, engagement, and retention; just ask Zappos, whose employees largely work in call centers – environments renowned for high churn. Where typical call centers experience a 30-45% employee turnover rate, Zappos has an 18-20% turnover rate for the same positions with the same pay.

Why is identifying candidate culture fit so important?

Hiring for cultural fit can be a powerful tool for building strong and successful teams. However, your approach must be intentional. Cultural fit should be about shared values and commitment to the company’s goals, not about creating a homogenous group that excludes diverse perspectives and potential.

The benefits of cultural fit:

• Stronger teams: Shared values and communication styles lead to better collaboration, problem-solving, and productivity.
• Happier employees: Employee content boosts satisfaction, reduces burnout, and increases engagement.
• Lower turnover: Employees who feel like they belong are more likely to stay, saving time and money.
• Personal growth: A supportive environment encourages learning and stepping outside your comfort zone.
• Meaningful work: Aligning your values with the company’s mission leads to a deeper sense of purpose.

Overcome the risks of hiring for cultural fit:

• Define ‘fit’ objectively: Clearly define what ‘cultural fit’ means in terms of company values, work ethic, and essential skills – not subjective personality traits.
• Focus on diversity and inclusion: Actively seek diverse candidates and create an inclusive hiring process that recognizes the value of different perspectives and experiences.
• Use objective measures: Combine your ‘fit’ assessment with objective testing, skill evaluations, and reference checks to ensure qualifications and performance are also considered.
• Beware of unconscious bias: Train hiring managers to recognize and mitigate unconscious biases throughout the process.
• Don’t ignore performance: Ultimately, the best indicator of success is the candidate’s ability to perform the job effectively, not just their ‘fit’ with the existing culture.

HR tip: Get validation

A whopping 80% of candidates lie in a job interview, according to a recent study by ResumeLab. For recruiters or hiring managers looking for authentic answers to their cultural fit interview questions, it’s essential to cross-check feedback provided by candidates with reference checks to ensure the character portrayals stack up. Be transparent about this approach with your candidates to get honest responses to your company culture interview questions.

25 cultural fit interview questions to ask (with sample answers)

Let’s take a look at questions hiring managers can ask to establish a candidate’s cultural fit:

Commitment cultural fit interview questions

1. Tell us three things you saw on our website that jumped out at you about our company and our products/services.

You want to hire a candidate who wants your job, not just any job. In asking candidates to highlight not one but three things about your offering, you’ll be able to uncover how much effort they put into researching your company as well as their level of understanding of what you do.

2. Based on what you know about our company, can you explain our vision, mission, and values?

Again, this question is designed to help you see how well the candidate prepared for the interview and their level of comprehension about your company’s guiding principles and objectives.

Personality cultural fit interview questions

3. How would your former colleagues and managers describe you?

When you ask a candidate to describe themselves, they may paint themselves in a more favorable light. However, when you ask candidates how their former bosses and colleagues would describe them, you’re more likely to get an accurate characterization.

4. Can you provide an example of a challenge you’ve had to overcome in your role and what you learned about yourself?

With this type of question, hiring managers should not only be attuned to the details of the story itself but also to how the candidate frames their experience. Look for cues on whether they are driven by an internal or external locus of control and optimism versus pessimism.

5. Give us an example of three well-known individuals you most admire and why.

This question is designed to highlight character traits that the candidate respects and aspires to. In asking for three examples, you can avoid getting only the obvious choices, such as Steve Jobs or Elon Musk. Follow your question up with ‘why’ to scratch beneath the surface.

6. What are your top three personality traits you’re most proud of?

Most candidates will prepare for interviews by planning and rehearsing their answers to common questions. In asking for three examples of their most cherished personality traits, you’re likely to get a complete and more accurate picture.

7. Can you describe a mistake you made at work and what you learned from the situation?

This question will help you to assess a candidate’s forthrightness and self-awareness. Are they prepared to be open about sharing details on a misstep in an interview, and are they mature enough to have drawn a strong lesson from the situation?

8. Can you give us three real work-related developmental areas that you would like to strengthen?

When asked about a weakness, many candidates default to providing strengths disguised as weaknesses with clichés such as ‘I’m a perfectionist,’ or ‘I often take work home with me.’ Asking for three real examples should help you gain a more realistic picture of them while also assessing the candidate’s level of self-awareness and openness.

Work environment cultural fit interview question

9. Would your ideal job be in a remote, in-person, or hybrid environment?

This straightforward question helps you understand if the candidate’s preferred way of working fits your workplace’s context.

10. Describe the type of work environment in which you are most inspired and productive.

This question helps you understand if the candidate’s preferred environment aligns with yours.

Team dynamic cultural fit interview questions

11. Do you prefer working alone or within a team?

This question helps you understand if the candidate’s preferred way of working aligns with your team dynamics.

12. If a colleague has a question for you, do you prefer them to send you an instant message or stop by your desk?

This question helps you understand if the candidate’s preferred way of communicating fits your company culture.

Management cultural fit interview questions

13. How often do you like to meet with your manager?

This question uncovers the level of interaction and support that a candidate expects from their manager.

14. What level of autonomy do you prefer?

This question helps you understand the level of supervision the candidate prefers relative to your management culture.

15. Describe the best and worst management styles you have encountered and explain why.

This is another question where recruiters or hiring managers should listen to the accounts’ details and how the candidate frames their experience. Look for clues on whether they are driven by an internal or external locus of control. Also, whether their answer is substantive based on how their managers helped or hindered work outcomes and delivery as opposed to focusing solely on their managers’ personality traits.

16. Do you prefer formal annual reviews or regular feedback throughout the year?

This question helps you understand if the candidate’s expectations and reliance on feedback align with management procedures in your organization.

Performance cultural fit interview questions

17. What system do you use to manage your time and deadlines? How do you think your previous colleagues or managers would rate your level of organization, and why?

Top performers are typically self-managers who do not require micromanagement. This question helps you understand if the candidate has an effective approach and track record of planning and executing their to-do list.

18. What are you most proud of having personally achieved at work in your previous roles?

This question helps you understand how a candidate has striven for achievement in past positions.

19. Can you provide a few examples of where you went above and beyond at work to achieve results in previous positions?

This question enables you to understand if the candidate has a propensity to invest additional effort in ensuring successful outcomes. It also enables you to assess whether the candidate possesses a proactive mindset, indicative of a strong work ethic.

Conflict cultural fit interview questions

20. Can you think of an example where you experienced conflict with a manager or colleague in the past? What did you learn from the situation?

This question is designed to help the recruiter or hiring manager assess the level of openness and self-awareness of the candidate, as well as the actual details about their relationship to and learnings from conflict in the workplace.

21. How would you de-escalate workplace conflict between yourself and a colleague?

This question helps you assess the candidate’s comfort with addressing conflict and their level of professionalism and emotional maturity in the approach to the situation.

Career development cultural fit interview questions

22. Describe your dream job in this environment/discipline/sector.

You can always ask the question ‘describe your dream job’ however, the scope of that is vast and may not be helpful in your context. Adding the caveat ‘in this environment, discipline, or sector,’ you’ll get a more realistic answer to help infer a candidate’s aspirations.

23. If you join us, where do you see yourself one, three and five years from now? What is your plan to achieve those goals?

“Where do you see yourself in the future?” is a common interview question. By adding the follow-up question, you can better assess whether the candidate is diligent in their planning to achieve their objectives.

Work-life balance cultural fit interview questions

24. Can you provide a few examples of stressful work situations you’ve experienced and how you coped with these situations?

This question will help you gauge the candidate’s comfort with stress and their coping mechanisms.

25. How do you feel about working after hours, being on-call, and being in contact with the company and/or clients after hours?

This question is designed to uncover a candidate’s expectations of work-life balance and how it aligns with the context of your workplace.

HR tip

Social hiring: In organizations with strong cultures, the employees are often the top ambassadors of the company’s values. Consider involving your most engaged employees in the interviewing process to get their take on whether candidates are a good cultural fit or not.

To sum up

Hiring for cultural fit boosts engagement and reduces turnover because it creates a shared sense of purpose, belonging, and smooth collaboration. People feel valued, motivated, and empowered, leading to less friction and stress.

Lower churn rates and higher productivity also boost your bottom line. But remember to balance cultural fit with diversity for optimal hiring.

The post 25 Cultural Fit Interview Questions Plus Sample Answers You Could Expect appeared first on AIHR.

But just how much of an edge?

Analysis of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400% more productive than average ones. Studies of businesses not only confirmed similar results but also revealed that in highly complex occupations (such as the work of managers and software developers), high performers are an astounding 800% more productive.

Apple’s founder, Steve Jobs, emphasized the importance of finding top talent with this advice: “Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.”

Contents
What is an employer of choice?
Characteristics of an employer of choice
Key stats at a glance: Priorities for candidates and employees
6 steps to become an employer of choice for today’s employee

What is an employer of choice?

The term ‘employer of choice’ describes an organization that is highly sought after by job seekers due to its positive work environment, culture, values and benefits.

HR professionals are key in helping their companies achieve ideal employer status to attract and keep top talent and help the business reach its company goals..

How? By helping to shape company policies that align with candidates’ top priorities, developing effective hiring strategies, and deploying impactful employer branding campaigns.

Characteristics of an employer of choice

Ideal employers work hard to attract and retain top talent by embracing these factors:

1. Attractive compensation and benefits: With the rising cost of living, it’s no surprise that compensation remains the number one priority for candidates worldwide, with 20,000 respondents to LinkedIn’s recent Future of Recruiting survey indicating this as the most important factor when considering a new job. Ideal employers frequently benchmark their compensation plans and adopt progressive benefits strategies to remain competitive.
2. Work-life balance: The pandemic accelerated trends in remote working and caused employees to take a step back to prioritize balancing corporate demands with a rewarding life. Good employers have responded by adopting flexible working arrangements, generous vacation plans, and various wellness perks.
3. Skills development: Candidates gravitate to organizations that are invested in their development. Top employers deliberately offer frequent opportunities for employees to gain new skills and enhance their growth while providing a supportive management environment with guidance and mentorship.
4. Career advancement: Capped career growth remains a key factor for staff churn. Ideal employers are proactive in mapping out career advancement plans that move employees up through the organization, providing transparent and measurable criteria for promotion and promoting internal talent.
5. Empowerment: Empowerment is vital to motivating and inspiring employees. Top employers avoid micromanagement. Instead, they empower staff by providing clarity on the organization’s strategic goals, mission, and vision and then allow staff degrees of autonomy to work efficiently towards those objectives. Good employers also identify and reward committed employees by assigning them important projects to demonstrate trust and motivate them to improve their skills.
6. Social and environmental impact: Ideal employers embrace their role as responsible corporate citizens and embed social impact and sustainability practices into their daily practices. They inspire and engage employees by taking a proactive stance on addressing climate change that goes far beyond ticking checkboxes. They also commit to social projects that make a meaningful difference in supporting and improving communities.
7. Inclusivity: Pursuing diversity and inclusion is not simply a compliance exercise – but rather an essential factor in building a workplace where all employees have equal opportunities and feel valued. Top employers implement diversity hiring policies that enable them to benefit from harnessing divergent perspectives that drive innovation, productivity, and employee engagement.
8. Mental health: Employers of choice recognize that positive mental health is essential to employee wellness and productivity. These employers offer benefits such as access to counseling, financial and stress management training, wellbeing apps, mental health days off, free yoga classes, and meditation spaces.

Key stats at a glance: Priorities for candidates and employees

It’s estimated that millennials, a.k.a. Gen Y, will account for 75% of the global workforce by 2025, and with Baby Boomers reaching retirement age fast, it’s expected that Gen Z will constitute 30% of the US workforce by 2030.

These two generations are characterized by their distinctive value sets and their ambition to reshape the workplace.

Deloitte’s extensive Global Gen Z and Millennial Survey, featuring over 22,000 respondents from 44 countries, spotlights the key concerns of these changemakers.

Social issues

• These generations have high expectations for companies around social impact
• 44% of Gen Zs and 37% of millennials have turned down assignments due to ethical concerns, and 39% and 34%, respectively, have declined employers that do not align with their values.

Climate change concerns

• Climate change remains one of the top three concerns for both generations, with over half of Gen Zs (55%) and millennials (54%) saying they research a brand’s environmental impact and policies before accepting a job offer
• One in six Gen Zs (17%) and millennials (16%) also report having switched jobs or sectors due to climate concerns. A further 25% of Gen Zs and 23% of millennials intend to do so in the future.

Work-life balance

• Gen Z and millennials crave work-life balance, prioritizing flexible schedules or reduced hours despite their concerns about career progression
• Collectively, roughly 75% of respondents reported wanting fewer hours, favoring options like part-time work, job-sharing, and condensed four-day work weeks.

A Gen Z at Work study conducted by EmploymentHero confirmed the importance of work-life balance, with 40% of respondents naming this as the most critical workplace value.

Other factors that ranked top on the list for Gen Z workers included:

• 24 % of respondents named employers rewarding loyalty as their highest value
• 21% valued inclusion most-highly
• Collectively, 56% of respondents noted the value and protection of the rights and wellbeing of workers as being critical.

6 steps to become an employer of choice for today’s employee

If your company hasn’t earned its ‘Employer of Choice’ bragging rights yet, then it’s your role as an HR professional to work with internal stakeholders to shape progressive corporate policies and launch initiatives that attract top candidates and employees.

Here are some thought starters and examples of employer-of-choice strategies to get you going:

1. Upskill your staff and promote career development

No one wants to stagnate in a job with limited growth opportunities. That’s why career advancement and skills development should form a key part of your employer of choice strategies.

Example: How P&G develops its team and breeds leaders

P&G (Procter & Gamble) is a trailblazer when it comes to upskilling and career development. Foundered in 1837 and headquartered in the US, this multinational proudly claims to create more future senior corporate leaders than any other entity worldwide.

At P&G, an average new hire holds five different roles within their first 10 years. At the same time, 99% of its senior leaders are promoted from within the company.

P&G provides potential candidates with detailed information on how they support their employees’ development on their dedicated careers portal, which includes:

• Individual career development and highly personalized career path plans with access to P&G’s Talent Councils for guidance on career and role development
• The option to be assigned a mentor
• Leadership training and development programs that follow a unique 70/20/10 approach. 70% of skills development is experienced through on-the-job training, 20% through colleagues, mentors, and peers, and 10% through structured courses and learning materials.

HR tips

• Establish opportunities for ongoing formal and informal on-the-job-training
• Consider psychometric testing to scientifically assess workers’ developmental areas
• Equip managers with the skills and frameworks they need to conduct effective one-on-one coaching
• Build a culture of meritocracy by being transparent about criteria for job advancement and ensure internal promotions are based on merit
• Map out clear career advancement pathways for employees
• Establish a system to identify and nurture future leaders.

2. Champion diversity and inclusion

Embracing diversity is crucial in sparking creativity and supporting social justice – it’s also good for your bottom line. Research shows that companies with a diverse workforce are 35% more likely to enjoy greater financial returns than non-diverse counterparts. Diversity and inclusion begin with hiring, so this is an area HR has a direct influence on.

Example: How Accenture is building diversity and inclusion

The global management consultancy firm Accenture has been ranked number #1 on numerous occasions on Refinitiv’s Diversity and Inclusion Index in recognition of its commitment to building a culture of belonging and equity.

• Nearly 50% of Accenture’s 700,000+ employees are female, and its Board of Directors is gender-balanced and led by a female Chair
• It supports the LGBTQ+ community and has 120,000 Pride allies located in the 120 countries in which it operates
• It’s focused on accessibility, having established 32 global centers where disabled talent can access tools, technology, and support to be successful in their roles
• It’s also working towards goals to increase ethnic and racial diversity in hiring to build workforces that represent the communities they work in by 2025, including South Africa, the UK, and the US.

Accenture amplifies its employer branding by publishing this information on its website and social media platforms, in job ads, on recruitment platforms, and via press releases.

HR tips

• Establish non-negotiable diversity and inclusion policies at your company
• Use anonymous hiring tactics to counteract bias
• Celebrate diverse holidays and cultural events together as a team
• Establish peer-to-peer buddy-up systems that pair employees from different backgrounds to foster closer connections and greater understanding
• Encourage a culture where managers seek out diverse perspectives to spark creativity and innovation
• Seek feedback and recommendations for change from diverse employees.

3. Embrace mental and physical wellbeing

Why is it so important your organization creates a culture that supports employees’ mental health? According to a study from the Mental Health in the Workplace Summit,  more workdays are lost to mental health-related absenteeism than any other injury or illness.

Example: How Bounteous is supporting its employees’ mental health

Earlier this year, Bounteous, a digital experience consultancy that employs over 5,000 staff worldwide, earned recognition in the Built In 2024 Best Places To Work Awards.

In addition to offering health, dental, vision, life, and pet insurance, the company has adopted numerous programs to support the mental wellbeing of its team:

• b: mindful is an employee resource group to destigmatize mental health in the workplace
• A ‘take-what-you-need’ parental time-off (PTO) policy
• Addressing Zoom fatigue and burnout with a ‘Quiet Hours’ pilot program – a four-hour block of time for uninterrupted focus
• Plus, a free employee assistance program that provides mental health counseling, help with financial planning, and other services.

The company boosts its employer branding by publishing this info on its digital platforms, job ads, recruitment platforms, and press releases.

HR tips

• Focus on building a positive and supportive company culture
• Asses your health and wellness benefits to ensure they’re holistic
• Address workplace stress
• Provide employees with access to free mental health counseling services
• Equip managers with mental health training
• Offer employee training to destigmatize mental health and open channels of communication on the topic.

4. Provide real work-life balance

Yes, careers are important, but it shouldn’t consume employees’ lives. That’s why ideal employers that actively support work-life balance and wellbeing outside of office hours are more attractive to candidates.

Example: How Patagonia inspires loyalty through work-life balance

The outdoor and sports apparel retailer Patagonia is no stranger to Employer of Choice awards. The company’s work-life balance perks greatly influence culture. Its 1,800 employees are their biggest fans, with 91% of workers reporting Patagonia is a great place to work, compared to 57% of employees in the average US-based company, and the company has an annual turnover rate of just 4% per year compared to the US average of 27%.

Having first established ‘family services’ (including a dedicated space for breastfeeding moms and babysitting services) in 1984, the company is a pioneer in providing workplace flexibility and care services. Today, the business offers:

• Three onsite childcare centers
• Paid parental leave (16 weeks maternity leave, 12 weeks paternity leave) 
• Innovative leave opportunities whereby employees can apply to temporarily fill positions of their co-workers who are on leave, providing them with opportunities to build new skills
• Primary caregiver support (paid nannies) when employees who are mothers or fathers of dependent children are required to travel for the business
• The company’s famous ‘Let my people go surfing’ policy provides a high degree of flexibility, enabling its staff to literally go surfing when the waves are up and its staff enjoy a three-day weekend every other week.

HR tips

• Establish policies that embrace flexibility, such as part-time positions, flexible working hours, remote and/or hybrid positions
• Improve your paid leave benefits to offer generous parental, incentive, and vacation leave
• Counteract burnout by creating boundaries that allow your employees to disconnect outside of hours
• Incentivize employees with a three-day weekends
• Introduce family-care services.

5. Demonstrate what social responsibility means to your organization

The ability to drive change on issues of concern can be decisive in the recruitment and retention efforts of values generation, such as Gen Z and millennials.

Edelman’s Trust in the Workplace special report found that 70% of employees want their job to deliver social impact, viewing it as a strong expectation or dealbreaker when deciding on a position.

Example: Here’s how Ben & Jerry’s makes a social impact

For ice cream giant Ben & Jerry’s, protecting human rights and dignity, social and economic justice for historically marginalized communities, and restoring the Earth’s natural systems are core to its values.

The company created a Values page on its website to showcase these ideals and demonstrate how they translate their values into action and impact. For example, Ben & Jerry’s highlights:

• The movements and organizations they back
• The ethos that steers how they conduct business
• Who benefits from the support of its foundation.

HR tips

• Establish partnerships with social impact organizations or charities that align with your company’s brand, values, and products
• Seek out initiatives that benefit the communities involved in your value chain
• Sponsor or support employee-led social initiatives
• Encourage and facilitate employee involvement in volunteer programs
• Monitor and report on your company’s social activities and impact.

6. Show commitment to climate change

Your company’s response to climate concerns plays a crucial role in attracting and retaining Gen Z and millennial employees. While your organization may not be able to match the environmental, social, and governance (ESG) initiatives of Fortune 500 companies, you can implement policies that demonstrate environmental leadership.

Example: How Disney is making real climate change impact

Disney has become a leader in environmental responsibility by making it its mission to take meaningful, measurable action in support of a healthier planet.

This includes zero net direct greenhouse gas emission policies within all its facilities, a zero-waste policy, water conservation, reduction in its product manufacturing and distribution footprint, and greening its production across hundreds of film and TV projects.

Disney has created a dedicated website to showcase the environmental initiatives it’s implemented to achieve a net positive environmental impact.

HR tips

• Educate employees on issues concerning climate change and sustainability
• Opt for local suppliers to reduce your carbon footprint
• Incentivize workers to use ride-sharing or public transport to commute
• Establish meat-free Mondays in your canteen 
• Minimize waste by banning takeaway coffee cups and single-use plastics
• Shift from paper to digital
• Encourage online meetings and remote or hybrid working to cut down on unnecessary travel
• Monitor and report on your company’s environmental activities and progress.

To sum up

When it comes to positioning your company as an employer of choice, it’s important to evaluate your company culture and its policies, together with your total compensation and incentives packages. This will ensure that your total offering aligns with the priorities of top-level talent.

While HR professionals may not have the authority to enact progressive policies that appeal to today’s candidates, they can champion initiatives and help company leaders prioritize key issues that matter to candidates.

And finally, it’s critical to build your employer brand to attract A-grade talent by communicating how your company lives out its values and culture in ways that enrich the lives of its employees.

The post 6 Steps To Become an Employer of Choice in 2025 appeared first on AIHR.