Amy Silvestrini

"A lot of talent ideas are based on science, but some people don’t accept it." "We need to learn how to turn what we know into what we do in a much more disciplined way." These quotes from Dave Ulrich are from the latest Future of HR Podcast episode, featuring HR thought leaders Bob Eichinger and Allan Church, Ph.D. They express their frustration with leaders in our field who ignore decades of scientific research on creating value. This insightful episode also covers the following topics and, from my POV, is a must-listen for any HR professional, talent practitioner, or business leader: - What does the research say about developing leaders? - Why is there a “knowing-doing” gap in implementing talent management practices? - Why skills-based organizations are an incomplete method of talent management. - How to think about and define leadership potential. - Why HR leaders need to ask what kind of leadership is needed for future success. - The reasons organizations struggle to develop a strong leadership bench. - How talent management professionals can elevate their impact. Thank you, JP Elliott, PhD, for bringing these experts together for such an insightful discussion! https://lnkd.in/eGeb6Drs #LeadershipDevelopment #TalentManagement #HR #LeadershipPotential

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CHROs are uniquely positioned to represent employees and employers, but many CEOs don't understand their role. These leaders are more than just administrators of workplace policies; they have become strategic partners to CEOs and other high-level leaders, often taking on the responsibility of culture, inclusion, and even AI initiatives. I know we'll start to see monumental organizational changes when CEOs begin to recognize that HR chiefs serve two sets of internal stakeholders. I’ve personally experienced it with some amazing CEOs. Andrew Oxtoby William "Obi" Greenman Are you a Chief People Officer or CHRO? If so, do you feel your obligations to your CEO and employees are in conflict? #CHRO #HR #HumanResources

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Great recent article in HR Daily Advisor by Carly Holm on talent retention among Gen Z and Millennial workers. It's time for a significant shift in approach. While supporting these generations is crucial, the focus should move from paternalistic oversight to empowering career ownership. Organizations should understand that HR departments cannot and should not assume the roles of nurses, doctors, or financial advisors. The primary role of HR should be to create frameworks that empower employees to take charge of their own careers, health, and financial well-being. So, how can we empower career ownership? Career ownership should be driven down to the individual level. Employers need to establish environments where employees are encouraged to set their career paths and pursue professional development proactively. This involves providing resources and opportunities, but it also requires a cultural shift towards trust and empowerment, allowing employees to make decisions that best fit their long-term goals and lifestyle preferences. Creating a culture where every employee feels they have a voice is another crucial step. This doesn't just mean open-door policies or feedback mechanisms; it involves genuinely valuing the input from all levels of the organization. When employees feel heard and see real changes based on their feedback, it increases engagement and commitment to the company. HR's role should be redefined as facilitators of resources rather than fixers of problems. By providing access to tools for professional development, mental health resources, and financial planning services, HR can empower employees to take initiative. This approach not only promotes individual responsibility but also alleviates the burden on HR to be all things to all people. Ultimately, the goal is to foster a workplace where employees are treated as whole individuals who are capable of managing their aspects of their professional and personal lives. By encouraging career ownership and ensuring that every voice is valued, organizations can create a more dynamic, engaged, and resilient workforce. This shift not only supports the individual growth of Gen Z and Millennial workers but also aligns with modern organizational needs and the evolving role of HR. #LeadandLetLive #FutureofWork

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Current discussions about DEIA as an organizational imperative continue to rage. Please do not let your organization put this concept on the back burner. DEIA is a BUSINESS IMPERATIVE (not a nice-to-have). If you need analytics to support your business case - https://lnkd.in/gK56iFN6 Remember, you won't have to look for diversity; it will find you, AND diversity involves everyone! If you don't manage it correctly, YOU WILL RUN OUT OF PEOPLE (IMHO).

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“A culture built on psychological safety has immense value,” says Alan King, president and CEO of Workplace Options. “Deep-rooted employee engagement leads to greater creativity, innovation, and an environment where people can be their authentic self in every aspect of their life."  So true! When I worked at ROI DNA under Matt Quirie's leadership, I felt this for the first time. I aspire to create and maintain a culture where everyone can be their authentic self. It's the right thing to do and it just makes good business sense. Win-win. 🏆 https://lnkd.in/gW8GXYQC

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🌟 Why Conduct Compensation Benchmarks? 📊 💼 Stay Competitive: Ensure your pay scales match or exceed industry standards to attract top talent. 🔄 Employee Retention: Competitive compensation leads to higher job satisfaction and reduced turnover. 📈 Informed Decisions: Base your compensation strategy on data, not guesswork. ⚖️ Fairness & Transparency: Promote a culture of fairness by offering equitable pay. Let's discuss how SortedHat can help you make informed compensation decisions. DM me to chat! #HRAnalytics #CompensationBenchmark #EmployeeRetention #CompetitivePay #FairCompensation #DataDriven #HRStrategy #SortedHat #TalentAttraction #Compliance #BudgetManagement

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When I watched this video, a question came to my mind… Are we creating a generation of mediocrity? Are we missing the opportunity to develop exceptional people? For years, in feedback cycles, we were heavily pressured to develop our weakest areas. The positive things, our true talents, were often not taken into consideration. I challenge you to take a test, try to write three positive and three negative things about your behaviors or skills to develop in your work. Certainly the negatives will come faster in your minds. I don't believe in a dichotomous world, 0/1. Both approaches are somehow important depending on various aspects. So, how to leverage these talents and align them with the organizational purpose and strategy without going blind and forgetting the basic things? Please comment here what do you think about it 👇🏻👇🏻👇🏻

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A robust DEI program begins with a comprehensive assessment of workforce demographics and employee feedback. Engagement surveys, focus groups, and town hall meetings ensure all stakeholders—employees, leadership, customers, and external partners—are involved in shaping DEI initiatives. This will pinpoint areas for improvement and set a benchmark for measuring progress. It’s important to have KPIs to track progress toward your DEI goals. Here's some excellent advice from #Insperity on that subject: https://lnkd.in/gdatGvme. #Diversity #Inclusion #Feedback #HRThatMakesADifference https://lnkd.in/gFB2AMNN

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What's happening with coaching and mentoring in your org? I would love if you could join me and some other incredible thought leaders at this upcoming panel discussion. Check out details below. #mentoring #coaching #growth #talentdevelopment

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Just hopped off a call getting ready for next week's Coaching and Mentoring Unpacked session! It is going to be awesome! You'll hear from Michelle Prince, our moderator, and other panelists Shannon Dager, SPHR and Robin Barbacane, Global Chief Talent Officer, PCC ICF. Bonus for those curious about how AI might influence the world of coaching and mentoring in your organizations. If you can join us sign up below! #coaching #mentoring #sponsorship #humanresources

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Here's the information you've been waiting for! (Well, if you're in #HR and are interested in 2024's Top 5 Priorities and ideas of how you can succeed.) These priorities were shared by YOU in our 8th annual survey. I presented these at the #SHRM24 conference last month in Chicago. I only had one hour to present ideas for solutions to these priorities, so please share your additional ideas in the comments below! HR Soul Consulting #SoulifyYourHR #EmployeeEngagement #TalentStrategy #Leadership https://lnkd.in/eyecPtJw

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Dear Friends - Time is running out and I need your help!! I've launched this survey for the past 7 years and I compile the results to present at the Annual SHRM conference, which is next month in Chicago. We're closing this survey on May 31 to prepare for the conference. Every voice counts! Please take 5 minutes to complete this survey asking for your thoughts about the critical functions #HR needs to focus on in 2024. Then, share it with your HR and leader friends. Every survey counts! Thanks in advance. :-) (And if you're going to the #SHRM24 conference, come to my session to see the results first!)

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Honored to be asked to write the Foreword for Dr. Lynn Johnson, PH.D., SHRM-SCP's book, "Who Cares?", which invites leaders to dive into foundational principles of the CARES Leadership Model. Available to order or download from Amazon now. Read my Foreword in the book sample provided on Amazon to know why you need to buy it today.

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Skills, a shrinking labor pool, and keeping up with the pace of change is top of mind for me as the head of People. Review my recent blog on how to address this workforce readiness gap. #workforceagility #csod #skills

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The research on this topic has been around for a while. This is one more data point indicating that our talent acquisition processes could use some help. My questions are why do we continue to have these issues? With modern ATS systems every applicant should at least get a thank you but no thank you email. Why does it take so many interviews to make a decision? Is this a form of face saving if the candidate doesn’t work out. Why are we posting roles and interviewing when we already have an internal candidate? Are we just fishing to see what is out there? Finally, as more organizations are posting the salary range, why hasn’t this become the norm? I would love to hear from my TA partners what they are up against when they try to improve the process Please leave a comment so we can learn from one another.

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It's refreshing to see companies like Merck embrace the future of work, even if remote work isn't feasible for their employees. As Nollaig Murphy, Head of HR at Merck, notes, it's important for all companies to find the right balance for their workforce. After all, demands and engagement are crucial for a happy and productive team. Check out the article below to learn more about Merck's approach to the evolving world of work. Link: https://lnkd.in/g6ENQBUC

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Great to lead the roundtable on "Designing Successful Career Trajectories: A Guide for Employers" at the Millennium Alliance CHRO Conference. Ultimately, career pathways are a huge retention tool, and if you are able to show your employees a career in your organization, it is a win win situation for everyone involved. Now, looking forward to April Whitson's session! #careerpathways #careerplanning #hcmcloud

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Fairness, perceived fairness of the performance review ... is it even achievable goal to have 100% 'fair' performance review process? Or is it an aspiration that should guide our decision on how the reviews should be designed? We talk about the employee experience during HR conference, we discuss in professional network but in practice it is much more complex then all the theoretical concepts. Employee experience is very much about the perception, which is not easy to understand, measure and integrate with business objectives. The same is with the perception of fairness of the performance review and the employee experience with this process. One of the key talent management processes which in most researches is proven to have the biggest impact on the overall employee experience is performance management and the way people are evaluated for their work, results, contribution. "Fairness is at the heart of enhancing employees’ work experiences. It begets numerous benefits such as employees’ satisfaction with their jobs and commitment to their companies." Companies very often think, that the only purpose of well designed performance management process is to drive high performance of the organization, to drive high results. Models designed with this purpose in mind, most probably will be far from the positive employee experience. In the article below, you will find interesting perspective on how to designed the performance review process, with the employee in the center, focused on their progress vs comparison. #performancemanagement #performancereviews

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