Instead of asking a candidate why they moved from one company to the next, I like to frame it a bit differently. I ask candidates to tell me what they were looking for in each new opportunity, what they were able to / proud to accomplish during their time there, and last but not least, what they wish they would have been able to accomplish at that organization but weren't able to and why. This different framing doesn't come across as a "gotcha question" with a "right" or "wro

If you are looking for a way not to do it, look no further than Basecamp. I would say I am surprised... but unfortunately I know there are still many in power who feel this way about "societal and political discussions" in the workplace. I will not rest until every single one of these leaders are no longer in a position of power. You can't ask employees to be their authentic selves, and then in the same breath ban them from discussing the very things that impact their everyda

Regardless of which side of the remote vs in-office debate you fall on, you must admit — this is an exciting time and opportunity to reinvent work-life, the workspace, and the now trite, "future of work." I can't believe we have this unique opportunity to solve some of the problems we have experienced in recent years with work-life balance and the rise of "always on" work environments. I can't wait to see the different work models and office layouts that come out over the nex

A few weeks ago, I caused *a bit of a stir* when I called for the banning of cover letters. Well (shocking no one) — I have more to say! Reevaluate your interview questions. Do they consist of 3 or more of the following: 🥱 Tell me about yourself. 🥱 What are your greatest strengths/weaknesses? 🥱 Why are you looking to leave your current position? 🥱 What’s your greatest achievement? 🥱 What’s a challenge you have faced, and how did you overcome it? 🥱 What would your curren

Gary always gets it right, but this one hit home for me. ⭐️ Set your employees up for success every single day. ⭐️ Invest in their future, as they invest their time making your organization a success. ⭐️ Check-in with them - create a feedback loop where you can speak and hear from them often about their feelings, their feedback, and their career + performance. #HR #Leadership #People #HumanResources #PeopleManagement #PerformanceManagement

HR people often give HR people a bad name. That’s changing. And, damn it, I’ll be at the forefront of that change. #humanresources #hr #people #peopleoperations #peopleleaders

In my current role as Head of People & Communications at Knotch, I help align the clients & the business AND the business & the people. In my experience, Comms as a function hasn't always started internally or leaned on the internal culture & values to help inform the brand story or position. Similarly, HR as a function hasn't always started externally or prioritized the business & its external presence and perception when building culture or hiring talent. In reality — Com

Ban cover letters. I can’t think of a bigger waste of time for a candidate than to have to draft a formal letter before even being considered for a position. What an archaic approach to recruiting. ▪️Perhaps necessary, before businesses understood that its people and its culture drives business productivity and success. ▪️Perhaps necessary, when employees were seen as resources not human beings. ▪️Perhaps necessary, before the age of social media, when sites like LinkedIn vis

The intersectionality of People & Comms is often overlooked. As a People executive, it’s my job to ensure the brand’s mission, vision, and goals translate to and are fully-realized by the employees every day. As a Comms executive, it’s my job to ensure the employees, who embody the brand’s mission, vision, and goals every day through their work, help inform the brand’s efforts of increasing awareness, perception, and reputation. They are two sides of the same coin. A company’

Throughout 2020, written communication has become increasingly important. I’ve always been someone who loves words. For me, I’ve often found comfort in writing my thoughts, as I find the structure of text harder to create in-person or through verbal communication. It’s been interesting to return to a more textual landscape this year — through email, Slack, etc. We are all consuming more written content, especially since Zoom fatigue crept in. It's a balance - constantly switc

As someone who lost several close family members back to back, a rape and assault survivor, and a person who struggles with depression and anxiety, I’ve often channeled my trauma and emotions into productive energy. For me, work has always been a great outlet and a necessary distraction during these times. Part of the reason I went into HR is because I wanted all employees to be able to see work that way. I wanted offices to be a safe space, where people could be their authen

Thrilled to see that Knotch is a finalist for the Digiday Worklife Award for Best Employer for Young Careers! One of the main things I love about Knotch, and one of my biggest joys and privileges I have as the Head of People, is the chance to create pathways and opportunities for young talent. It means so much to be recognized for that effort! Not to mention, I am honored and shocked to be a finalist for HR Leader of the Year! #DigidayAwards #People #HR #HumanResources

For the companies that are shifting from an in-office culture to a remote-first workplace, there are some crucial cultural adjustments that must take place to ensure workplace engagement & employee happiness remain intact. What are some of the ways you are refreshing your culture, adjusting your expectations, and revamping your core values to reflect your new normal? #HR #HumanResources #Diversity #Equity #Inclusion #DEI #People #PeopleOperations #Remote #RemoteFirst #Culture

PAY ATTENTION to change happening around you. IDENTIFY OPENINGS & WEAK SPOTS within your current organization. DETERMINE OPPORTUNITY available and ask to own that which can help you grow and foster growth for the company. ——— Many opportunities I’ve had the pleasure of taking on in my career have been because I have paid attention, identified weak spots and openings (sometimes even before my bosses did), and asked for the opportunity to take on said challenge. Though it

Social Responsibility. ▪️ Does your company have to return to the office right now? ▫️ Is your work essential? ▪️ Do your employees have what they need to return to work (i.e. childcare, safe commuting, etc.)? ▫️ Is your office safe and clean? ▪️ Do you have enough space to remain socially distant in your office? ▫️ Is it the right time for you to consider these moves? HR folks: You have to hold your company to accountable and responsible to the situation at hand. You

Positive feedback is great. We all want to hear we are doing a good job. But, I have learned (the hard way) that if you don't start from a place of self-worth and only wait for others to tell you your value, you will never be truly happy or fulfilled. Not only do people, particularly managers, not give positive feedback enough, but they often don't give it in the moment when you need it most. When you receive positive feedback from them, it is usually after you have achieved

😤 Displaying emotion at work is NOT a weakness. 😤 It’s a strength. 💪 Getting emotional about something shows you care. ✋ Getting passionate about something means you want to make a difference. 👏 Getting upset about criticism shows you heard it. ✊ Getting frustrated during a debate displays the importance of your argument. 👊 Getting tearful when stress is at an all time high is a natural response. 🤲 🚫 Don’t fight emotion. 🚫 Instead: 1. Allow yourself to live in it. 2.

put the *resourceful* back in human resources. how are you helping the business grow? how are you helping accomplish the goals of the business? how are you building an org strategy that aligns with business projections? how are you being a resource to ALL employees (and more specifically BIPOC employees)? how are you being a resource to leadership and making them more impactful? sure, the name *human resources* is dated, but don't let the resourceful nature of our role fall b

Rejection. I faced a lot of it growing up. From kids growing up, for being feminine and suspected as gay. From my dad, for not seeing eye to eye as a teen. From my time as a performer, for not “making it.” I became used to rejection, which instilled in me an amazing ability to bounce back and push harder than ever before. Things haven’t often gone my way in life, but when they do, it’s because I, myself, pushed them over the finish line. Three things to note here: 1. Setbacks

I get a lot of messages about my candor and honesty on here. For me, it's not something I think about as radical. Authenticity is something that I value - in my company, in my bosses and coworkers, in my friends, and in myself. I see so much phony and tired posts on here. It drives me crazy. And so, I aim to change that - one post at a time. Just be real. Self-promote if that's what you want to do. Sell if you have to sell. Say what you want to say. We all need to tear down t