The Hiblog

Metrics that matter for succession planning

Every employee matters. That’s why we invest so much in recruitment and retention: because we know that every talent we bring in is valuable. So, when an employee departs, whether voluntarily or involuntarily, they’ll leave a hole—responsibilities that need to be covered to keep the business running smoothly. Succession planning, defined by SHRM as “a focused process for keeping talent in the pipeline,” is a safety net for your organization. Investing in succession planning is an investment in your people and teams, building an action plan that will last long…

3 company best practices for increasing remote work productivity

Staying productive in the age of distraction is a constant struggle—especially when the kitchen is a few steps away. How can we get anything done when we are always being interrupted by push notifications and barking dogs? It's possible, but to get everything done we have to become more aware of how to structure our time. To help your remote teams stay productive, you can work on a company level to create a more supportive culture. Adopting these three practices will help your people across the organization stay motivated, engaged,…

5 ways to keep your HR career going and growing

Feel like your career is stalling out? It's natural. Maybe you've been in your company or role for too long; maybe you don't have the kind of clear growth path you need to feel like you're making moves. But feeling stuck is dangerous, and it can become a self-fulfilling prophecy. Career growth is closely tied to engagement; chances are, if you're feeling out of touch with your best career self, you're feeling distanced from your organization too. Taking advantage of these five tips will help you get back in your groove,…

6 steps to creating a diversity and inclusion committee

Is your organization ready to take diversity and inclusion programming to the next level? Building a diverse and inclusive workforce has a measurable impact on your business: more productive teams, increased engagement, stronger loyalty, and quantifiable bottom-line results. Diversity and inclusion efforts often start with diverse recruiting, to build stronger teams, but once those teams are created there’s much more work to be done. One way to build a strong, more inclusive culture is to create a diversity and inclusion committee: a guided group of employees working together on D+I…

Metrics for measuring work-from-home happiness and productivity

Moving from shared offices to working from home is a big transition demanding thoughtfulness and attention to the smallest details. From hiring to firing, every HR process needs to be redesigned to fit this new reality. Redeveloping your onboarding process, rebuilding your performance management, and helping your employees maintain work-life balance is only the beginning. Because once you’ve done it all, you have to take the next step: reviewing the data, drawing insights, and figuring out what your work was worth.The impact of work from home on your teammates can’t…

How to help your employees understand their workplace rights and protections

The traditional workplace model was hierarchical, inflexible, and authoritative, and some organizations still cling to it. But, for many companies, modernizing and staying competitive means embracing a culture of open communication, collaboration, flexibility, and mutual respect.  So how can you tell if your workplace is prioritizing cultural safety? This is not about protecting basic rights and avoiding litigation: it’s about going above and beyond the law.  From HR’s office you can do your best to help and support employees, but they need to know their rights: what they can ask…

How COVID-19 impacted employee wellness

Across continents, genders, and seniority levels, it seems we’re all feeling the same thing: we’re having a hard time. We checked in with 2000 workers across the US and UK about their mental health at work and how it’s been affected by the pandemic. To get the full picture we surveyed full-time employees from all walks of life, spanning different industries, seniority levels, and genders, and talked to them about how their lives have changed since COVID-19 took over the world. We discovered that, across the board, we’ve all been…

Championing cultural safety with Nirit Peled-Muntz, Hibob Chief People Officer

We all want to feel safe and supported at work—and, according to Maslow’s hierarchy of needs, we need to feel safe and supported in order to be productive. Cultural safety incorporates physical and emotional safety, acknowledging that when either one is missing, we can’t be expected to perform optimally. We spoke with Hibob’s Chief People Officer, Nirit Peled-Muntz, about her work to ensure a physically and emotionally safe environment for Hibob’s employees as the pandemic and social volatility continue. Hibob: How do you handle sensitive discussions at work, such as…

Understanding compensation expense factor

When building our compensation management for coming cycles, we have a lot to think about: cost of living increases, recruitment needs, retention issues, and organizational budget changes. We have to balance our growth plans with organizational realities, and while we may want to full our teams with senior talent, we have to make sure it’s a financial possibility. Compensation expense factor is the metric that will determine the present and future of your compensation management processes. While compensation is often an organization’s most significant expense, it doesn’t dictate the organizational…

Top six strategies for organizational goal setting

Among its many duties, goal setting is probably a human resources department’s most important responsibility. Goal setting is the process of establishing objectives, guidelines, and ways that can help your employees understand the individual, team, and company-wide business goals. Goal setting has to be specific, measurable, achievable, and time-bound. Effective goal setting boosts employee engagement and empowers HR and team leaders to effectively evaluate team members, increasing the likelihood that an employee will thrive and contribute to an organization’s long term success. Below are six proven strategies for HR leaders…

How your compensation strategy can address the gender pay gap

No single compensation leader or HR professional can solve the gender pay gap, which is a cross-industry issue. We are, however, all responsible for our own organizations, and by working independently, we can together begin to overcome what has become a global systemic problem. To address the gender pay gap, we need to take a close look at the composition of our organizations and the disparities in title, seniority, and compensation that may be rooted in gender expression—and then take concrete steps to rectify these differences. Defining and calculating the…