I Am a Finalist!

Happy to announce that I am a finalist in Lattice's ResourcesforHumans Speaks contest! The winner gets to speak on a topic of their choice at their Resources for Humans virtual event in September. I have pitched to speak about the idea of Employee Success and discuss how to best instill this culture and mindset in a remote work or hybrid work environment. You can watch each pitch and vote for me, or any of the other incredible finalists, by casting your vote at the bottom of

HR: It is All the Rage, Y'all

What a cool way to start my Monday morning! Congrats to the one & only, punk rock (hr) legend, Laurie Ruettimann! Laurie is the personification of the future of HR, and one of the few thought leaders I consistently look up to and get inspired by. BTW — If you haven’t bought her book, Betting On You, buy it now! It’s a must read. Link below to purchase. #HR #People #HumanResources #HRLeaders #FutureofWork

A Lesson From Gary V

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.

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

Digiday Worklife Awards 2020

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

Remote First Work Culture

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

Personal & Professional Development at Work: How to Carve It Out For Yourself

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

HR Leaders: Your Social Responsibility

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

Self-Worth At Work

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

Getting Emotional at Work

😤 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 Resourceful Back in Human Resources

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

My Candor

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

Remote is Our Norm

Knotch recently announced that remote work will now be our norm. That said, we will have an optional workspace in NYC for those that wish to you use it. We are reimagining what that space looks like now. I share this, because I am incredibly proud of the work we have done to remain agile and malleable during this tumultuous time. As leaders, we have consistently pushed to answer questions and concerns, often before they are asked, in an effort to provide security and stabilit

HR Leaders: Stop Limiting Yourself

I often see #HR leaders limit themselves. HR leaders can have a say in operations. HR leaders can have a voice in comms. HR leaders can have an opinion in marketing. HR leaders can have insights on sales. HR leaders can have feedback on product. HR leaders can have thoughts on engineering. We have more to offer than we give ourselves credit for... Due to the current climate, many HR leaders are getting seats at the table for the first time. Use it wisely and widely. I influen

I'm Late To The Game

I’m late to the game. I’m *just* learning the power in asking more questions vs simply giving answers. Allowing others the power to formulate the answer and attempt to solve problems themselves is hard. Often, my job is conflict resolution. Problem-solving. Deescalating. I used to see that as listening and solving the problem in front of me as quickly and efficiently as possible. A fixer. Now, I see it as listening and asking. #HR #People #HumanResources #Listening #ActiveLis

The Great Minority

We all know that we have until 2050 to address climate change. What you may not know: We have until 2050 to address Diversity, Equity, Inclusion, and Belonging in the workplace. By 2050, the collective minority will become the majority in our country - a shift I have coined, "The Great Minority." The fact is - our demographic is already changing. Many account these changes as the reason for the rise in hate crimes and violence. Fear of "white extinction" has been listed as on

My Response to BLM at Knotch

Last week, in response to the recent murders of Black lives and the increasing national conversation on racism, I rolled out a comprehensive five-step Inclusion strategy. 🤝 We will continue to build upon the inclusive culture we have. 👏 We will continue to amplify all voices. 🤝 We will create more equitable opportunity for all of our employees. 👏 We will strive for more diverse perspectives. 🤝 We will demand education, respect, and understanding. 👏 We will ensure all be

SHRM Does NOT Represent the HR Industry

I must speak out. As an HR leader, I have been extremely disappointed and frankly disgusted by the way SHRM has posted about the topic of systemic racism and police brutality. These posts below are just small examples of how SHRM as an organization has proven to be dated and behind the times when it comes to the current need for inclusive leadership. I did not renew my membership with them due to posts like this that are blissfully unaware of the complexities of the situation

How to start Diversity & Inclusion Initiatives

Diversity, Equity, Inclusion and Belonging: 💧 First, start with Diversity, by bringing different groups together. 💧 Next, move to Equity, and begin creating an environment that acknowledges advantages/disadvantages various groups experience and works to correct that imbalance, getting everyone to the same starting place. 💧 Then, once you have leveled the playing field, you are ready for Inclusion, and employees can begin feeling valued and heard for who they are. 💧 Lastly