Hacking HR

Kindness is about being compassionate, considerate and caring for other people without the expectation of getting something in return for it. Leading with kindness creates an environment of trust, safety, belonging and inclusion, all of which are conducive to a great human experience at work, which ultimately translates in increased engagement, productivity, performance and, yes, loyalty. The connection between leading with kindness and getting results at work is strong, albeit indirect. This is because leading with kindness’s direct result is creating better conditions for people to be treated with love and respect. As employees feel that there is compassion, consideration and care toward them, they in turn deliver more and better for the organization and the leader. People who give and receive kindness are less prone to harmful stress (because they create less cortisol), their mood improves which has an impact in potential anxiety, depression levels decrease for them, and blood pressure reduces because of the release of oxytocin. All in all, kindness, philosophically and scientifically, is the way to lead! Thus, leading with kindness is, first of all, about humanity, and then about work results. The former is the direct effect of kindness, the second is a “collateral” effect, which creates and drives business value. Leading with kindness is powerful for the people and the organization, and, of course, for the leader who is practicing kindness. How can a leader lead with kindness? These are 9 strategies that can work.

Dedicating today's blog post to a beautiful thing: KINDNESS.

An indicator is a quantitative or qualitative factor or variable that offers a direct, simple, unique and reliable signal or means to measure achievements; reflect changes connected to an intervention, project, activity or task; or help assess the performance. In the context of business or human resources (HR), indicators are an extraordinarily useful way to measure all important elements of an organization's performance. Indicators provide information that leaders, managers, teams, people and those who support them can use to make decisions and take actions to improve them. Generally speaking, in the context of business operations, indicators can be classified into two broad categories: leading and lagging indicators. Leading indicators are proactive, predictive measures that can signal future events. They give an organization an idea of what might happen in the future based on current conditions. For example, employee satisfaction surveys are useful as a leading indicator for employee turnover rates. Lagging indicators are reactive (ex-post) and occur after the fact. They provide information about past events and performance, often used to evaluate the success or failure of a project or a strategy. In HR, lagging indicators include metrics such as the total number of employees who left the company in a given period. Both types of indicators are valuable. They offer data-informed insights that can be used to drive improvements and make evidence-based, data-backed informed decisions. Check out a comprehensive list of leading and lagging indicators for HR.

Kindness is about using our talents, resources and leverage to improve other people’s lives by leading with authentic acts of love, generosity, compassion, care and, especially, service. Leading with kindness is inclusive of servant leadership. A culture of kindness creates an environment of trust, safety, belonging and inclusion, all of which are conducive to a great human experience at work, which ultimately translates in increased engagement, productivity, performance and, yes, loyalty. The connection between building a culture of kindness and getting results at work is strong. By giving, receiving and observing acts of kindness we feel happier and more joyful, committed, acknowledged, healed, in life and work. This isn't just a feeling in your head or a subjective perception. Acts of kindness, in the giver, the receiver and the observer, release hormones in our bodies that create the conditions for more love, joy and bond. Overall, therefore, kindness impacts the overall wellbeing of the giver and the receiver. By creating the conditions for kindness to emerge and thrive at work we are simultaneously creating a corporate culture in which kindness givers and receivers can better manage pain, stress and anxiety, while giving more love, having more joy and building better relationships. The consequence is evident: a workplace in which the top reasons why people feel engaged and happy are present, thus resulting in higher performance and more productivity. Kindness, then, is good for the people involved in giving and receiving acts of kindness and also for the organization that promotes it as a pillar of its culture. We are THRILLED to share with you our Hacking HR Guide: "A Practical Guide To Kindness In The Workplace" Check it out, download it, use it! #kindness #kindnessmatters

Well, the emails or the meetings or the phone calls or the emergencies... but all of it, this fast??? No no.

⭐How do you measure onboarding success? Check out these powerful KPIs to track and quantify your onboarding outcomes. ⭐ For more insights, read this Ultimate Guide to Onboarding (free E-book included!): https://bit.ly/3LuYYZU #onboarding #onboardingtips #hrmetrics

We are honored to welcome the full lineup of faculty members that are teaching the most impactful classes as part of our upcoming series of Hacking HR Certificate Programs (starting in September)! Sanjeev S. Kimberly Lee, sphr Evelyn Reed Terrance Cooley, PMP Jenn Bouyoukos Jennifer Watson Rod Hutchings, MAppSc Pamelyn Eichelberger, SPHR, CSM Emma McKee Roxanne Laczo, PhD Garima G. Susy M. Tracy Brower, PhD Nichole Riley Preethy Suresh Olga Martens-Stuurman Lauri Green, MHRM, CHRL Mindy H. Gianna Kirkpatrick Angelique Hamilton, MBA Nicole Quiogue Golloso Richard Burtner, CCP Roxanne Laczo, PhD Laura Lucia HEATHER HOLLAND, SPHR Trent Cotton Terry S. Heather Esposito Mindy H. Carol J Cooley, SPHR Francisco (Paco) Farias Monroe France Jen Jonas, MBA, SHRM-SCP Jacqueline Hazan, MS and SHRM-SCP Peter Whitelock Tim Whitley For the first time, ever, HR leaders and professionals have access to truly affordable, relevant, practical, virtual and LIVE certificate programs facilitated and taught by actual HR leaders! Enroll today in one of our programs. Click here to find out more: hackinghrlab.io/cp The September Programs include: - Leading HR - The Fractional HR Leader - Mastering the Applications and Strategies of Generative AI - Strategic HR Business Partner - Fundamentals of HR Each program offers a completion diploma and 20 HRCI (HR General) 20 SHRM HR Recertification Credits that you can use toward your certificates with those organizations. ---- We are preparing the calendar of Certificate Programs for 2025. There will be three cohorts: January - March April - June September - November Stay tuned!

Rest is self-care. Rest is good. Rest is self-love. Rest is a necessity. Rest is good mental health. Rest is wellness. Rest is being well. Rest. Rest. Rest. #mentalhealth #selfcare #HackingHR

Today is International Self-care Day and at Hacking HR we have always expressed how vital self-care is. It is, in fact, an absolute necessity (never a luxury). Self-care involves actions and behaviors that enhance our overall well-being and contribute to our personal health, happiness, and longevity. It's the art of taking an active role in protecting our own well-being and happiness, particularly during periods of stress. Unfortunately, we are bombarded with fake, unreal, sometimes ridiculous, definitions and examples of self-care. It is very easy to confuse indulgent behaviors with genuine self-care. While occasional indulgences are part of life, true self-care is about making choices that support our long-term health and well-being. Self-care is essential not just for immediate relief but also for ensuring our efforts are sustainable over time. It's about building a lifestyle that allows us to operate at our best, both personally and professionally. Rest and recovery are two pillars of self-care that are often misunderstood. While rest refers to relaxing and taking breaks to alleviate immediate physical and mental fatigue, recovery is about engaging in activities that restore your energy and health over the long term. Effective self-care incorporates elements of both, helping to ensure that we're not just catching our breath but also rebuilding our resilience. Here we contrast common misconceptions of self-care with practices that truly contribute to rest and recovery. It highlights the difference between short-lived pleasures and sustainable health and happiness. Understanding and practicing true self-care is a journey towards a more fulfilled and resilient life.

Our latest post. Enjoy!