Heather Smith

Network Consistently
Networking and relationship building are something that should be happening all the time, whether you intend to leave your job or not. Take time to figure out why you want to leave your current role and think about what you want your next step to be, and where you see yourself in the next few years. Often, people leave their role with no real plan and find that the grass isn't always greener.

Use A Transparent Tiered Structure
The key to implementing pay transparency is to create tiers and structure within the organization. Benchmark those externally and share the results with the employees. Offer room to grow with metrics and goals for them to have an opportunity to obtain each level within the structure. Creating pay structures helps retain employees from a career growth standpoint. Always be open with employees

It Reduces The Change Of A Hiring Mismatch
The clearer the communication is overall, the less chance of hiring a candidate and later learning their skills or their expectations are different. Sharing information about the company culture, the role, potential career path as well as total rewards is the best way to ensure that the candidate understands the role as well as the company overall. The candidate should also be very candid.

Utilize Digital Tools
Communication is key to retaining employees. Employees like to hear from leadership, even if it is just a simple update sent via email or newsletter. Holding company meetings consistently has a great impact on employees and reminds them that they are part of the bigger picture. Digital tools such as texting or having a centralized place internally to post updates are beneficial.

Align Policies With Core Values
Non-negotiable policies should align with the company's core values, such as honesty, integrity and professionalism. These non-negotiables are important aspects that can be agreed upon by the entire team or with direct reports. They encompass expectations from your employer, work environment and culture, as well as what is and isn't acceptable from others

Conduct Regular Check-Ins
Managers should make a point to do regular check-ins with the team and individuals. Keeping in touch helps to stay ahead of any toxic behaviors that may be present and also allows for the manager to step in and address it before it tarnishes the team. Having a manager who cares enough to check in may also send a positive message that negative behaviors will not be tolerated on the team.

Don't Spend The Entire Day On The Job Search
Spend a set amount of time each day, but not all day doing a job search. There should be a balance between looking for a job and making sure you are taking care of yourself so that you don't burn out or become discouraged being at your computer looking at job applications. Find a good routine to keep your mind fresh and make new connections; you never know if that is the key to your next job. -

A Wellness Newsletter
A quarterly newsletter is an excellent way to enhance the company culture by promoting employee well-being. It can include highlighting various company programs such as a wellness challenge and health screenings, or feature healthy recipes to encourage. By consistently communicating such information, companies can ensure that their employees are informed and have access to the necessary resources.

Virtual Mental Health And Fitness Services
Some great health and wellness programs are digital fitness subscriptions, online nutrition coaches, virtual mental health support, virtual team building and financial assistance. So many employees feel isolated whether they are remote or hybrid, so employers should consider these programs. Often, we see great rewards with little effort and cost to help reduce the stress for many employees

Share Your Ideas Freely And Openly
Make networking and building relationships a large part of what you do. Ask questions and don't feel that you won't be heard—many times great ideas are never shared due to fear. Take chances and don't stay in a company because you are comfortable. Often, people settle due to comfort. Instead, they should absorb all they can, leap at the next opportunity and contribute what they have learned. Repeat and keep climbing.

Seek Input From Employees
Engage employees and create an environment where employees feel comfortable bringing new ideas forward. Hiring people who are forward thinkers, innovative and embrace new ideas is always a first start. Leaders should get their employees energized by little things such as sending out emails with the latest in technology or by seeking out their advice on how to improve areas of the organization. -

Demonstrate A Healthy Work-Life Balance
Retention is often easy to achieve if you have happy employees, and it isn't always compensation-driven. Employees are looking for a realistic work-life balance, looking for their leaders to lead by example. Take your PTO to recharge; go for a walk during lunch to get some fresh air. Leaders can send a message simply by talking about how important well-being is and encouraging it with employees. - Heather Smith, Flimp Communications

Try Learning New Skills
Speak with their manager and discuss why the work isn't meaningful any longer; perhaps they have outgrown the role. The employee can also look to get certified or take courses that may relate to that next step in their career. Having an open dialogue with their manager can be very helpful and retain the talent versus the employee looking to leave. The manager may be able to help move them within the company.

Be Authentic
Get yourself out there, add your input on blogs or create your own articles to share. Your reputation is driven by your character so make a point to keep in touch with people, not just when you are in need. Fostering a relationship is the key to keeping yourself at the top of mind, it also will lend itself to referrals. Genuine relationships are very key to your personal and professional growth.

10. Effective Communication Skills
Good leadership is impossible without effective communication skills. Creating and selling a vision, solving problems, implementing processes and managing people are all important. To communicate effectively, leaders must establish an open-door policy from the start to form trust with employees. Many effective leaders need to be willing to listen to input and ideas from employees to communicate. -

Set Up A Meeting To Use Apps Like Headspace Or Calm
There are many apps out there now that employees should be encouraged to use and give themselves a break during the day. We should encourage employees to set a time on their calendar, daily or weekly, and use apps, such as Headspace or the Calm app, to recharge and reset their day. If employees can set up a work-related meeting, then setting up a meeting to care for themselves should be equally important. - Heather Smith, Flimp… Show more

Set Up A Meeting To Use Apps Like Headspace Or Calm
There are many apps out there now that employees should be encouraged to use and give themselves a break during the day. We should encourage employees to set a time on their calendar, daily or weekly, and use apps, such as Headspace or the Calm app, to recharge and reset their day. If employees can set up a work-related meeting, then setting up a meeting to care for themselves should be equally important. - Heather Smith, Flimp Communications Show less

As a manager, you are there to provide guidance to your employees but also to make sure that you are evolving and learning. The more you are working on your own development the better you will be at helping your employees. I reflect often on what I am doing and how I am doing it. Could I do better? If so, then I will make changes. I hold myself and my team accountable for the same things.

Create a small group to help structure the format and create ongoing meaningful topics. Don't make them mandatory, but if done correctly, many of these will attract attendance based on the topics. Rotate ownership so it feels more collaborative and try to provide something for everyone, many people have various backgrounds and can bring broader learning to the lunch and learns

Having A Candid Conversation
Though it's not the most creative, I have interviewed candidates that just show up and be themselves. They did not go through the list of where they went to school, or what they have accomplished but rather just had a conversation with me. There is an art to organically having a natural conversation that will speak to your character, how posed you are and where you see yourself. This candidate landed the job. - Heather Smith, Flimp Communications

Employees should be aware of the busier times of the year and try to plan their time off with their team, to ensure coverage. Ensuring that goals are met and time off is taken requires the team to communicate to make sure that time off is fair to everyone. Planning ahead is always the best way to ensure that every employee has the time that they need while meeting the company's goals. - Heather Smith, Flimp Communications

10. Providing A Tool Kit With Resources And Best Practices
HR should present a new manager with a digital tool kit. The kit should include resources and best practices for a new manager, from onboarding a new employee, employee evaluations, how to build effective teams and an overview of the company including core values. Giving the manager a toolkit would help the manager feel at ease once they begin their role as well as help them feel supported - Heather Smith, Flimp Communications

Clear Communication About Important Matters
Communication on all the things that matter most to them, but HR leaders can't assume every employee has the same needs for information. Some want to know how they can take advantage of the company benefits that help their financial futures, some have health concerns, some want to work for a company with a great company culture and DEI initiatives, and some want to be recognized, promoted, and compensated for great work.

Creating a… Show more

Clear Communication About Important Matters
Communication on all the things that matter most to them, but HR leaders can't assume every employee has the same needs for information. Some want to know how they can take advantage of the company benefits that help their financial futures, some have health concerns, some want to work for a company with a great company culture and DEI initiatives, and some want to be recognized, promoted, and compensated for great work.

Creating a communication plan that touches all these areas throughout the year, with a goal of educating, empowering, and engaging them, is key. If the only time you are communicating with employees is when there is a problem or you need something from them, they will inevitably see you as management advocates rather than employee advocates.

Heather Smith, CPO and Senior Account Executive, Flimp Communications Show less

10. Share Practical Solutions To Your Concerns
Being transparent about feedback tends to help the person on the receiving end. Give examples of what the concerns are, also providing solutions and helping the employee understand how they can make improvements. Delivery is everything. Feedback can be deemed as negative or career-ending, however, make sure to deliver the message while also speaking about the positives like what is going well. -

Talent leaders should spend time developing their employees. However, in order to do that on a continual basis, they should also be pushing themselves to grow their own skills. The more the leader is learning, the more assets they can draw on to help develop talent within their teams.

Heather Smith
CPO and Senior Account Executive, Flimp Communications

Employees are only reminded of their benefits during open enrollment with a short window to enroll. Employees need communication and reminders of their company benefits year-round. Highlight each benefit monthly in a newsletter or create a fun raffle during the year which will engage employees. Ensure that benefits are not hidden on a website and make them easy to find. - Heather Smith, Flimp Communications

Make Employee Benefits Part of Your Brand
Now more than ever, employers need to connect with their workforce in a meaningful way. Employers should look for ways to engage with employees year-round through an employee resource center, or microsite, that showcases their unique employee benefits, onboarding materials, supplemental health and wellness information and DEI initiatives.

Another great way to boost excitement around the experience is to add a personalized, branded welcome… Show more

Make Employee Benefits Part of Your Brand
Now more than ever, employers need to connect with their workforce in a meaningful way. Employers should look for ways to engage with employees year-round through an employee resource center, or microsite, that showcases their unique employee benefits, onboarding materials, supplemental health and wellness information and DEI initiatives.

Another great way to boost excitement around the experience is to add a personalized, branded welcome video, something that captures the energy of the company and culture. A well-designed employee benefits portal can boost engagement with your brand, create a strong culture and increase workers’ appreciation for all the fantastic benefits you offer.

Heather Smith
CPO and Senior Account Executive, Flimp Communications Show less

In 2023, we will see the People Experience role in HR emerge as employers look to get a handle on retention. That's all related back to getting smarter about "people analytics." In addition to absenteeism data, performance reviews and establishing SMART goals, People Experience officers will no doubt focus on the engagement data with new hires as well as the insightful (but usually overlooked due to bandwidth) data revealed in exit interviews.

For example, how well are employees… Show more

In 2023, we will see the People Experience role in HR emerge as employers look to get a handle on retention. That's all related back to getting smarter about "people analytics." In addition to absenteeism data, performance reviews and establishing SMART goals, People Experience officers will no doubt focus on the engagement data with new hires as well as the insightful (but usually overlooked due to bandwidth) data revealed in exit interviews.

For example, how well are employees responding to onboarding and training? How engaged are they with the benefits selection process? These are early signs of employee happiness. What percentage of employees mention a lack of flexibility, vacation time or competitive salary in the exit interviews, are they leaving for better benefits?

All of this data is important to retaining employees and improving the experience in the future. If competition for talent remains at this level in 2023, we are all going to be paying much more attention to data. Show less

Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times?

In this segment, we will trace your journey to the top.

This is your story - a story that is made of extraordinary accomplishments, methods that helped you overcome adversity, innovative programs that you led, and fundamental changes that you brought in. It's your chance to inspire the next generation of leaders.