The hottest Human Resources Substack posts right now

And their main takeaways
Category
Top Business Topics

Part 3: Our Collective Order-Keeping Fictions

Holly’s Newsletter • 972 implied HN points • 29 Oct 24
💼 Business Corporate culture Workplace Diversity Leadership Employee Experience Human Resources
  1. DEI programs aim to attract and keep diverse workers, which can be helpful in the workplace. It’s important to think about hiring people from different backgrounds when it makes sense for the job.
  2. Diverse teams can bring new ideas and better problem-solving. Different perspectives help clarify issues and lead to smart solutions.
  3. While DEI programs have good intentions, they can sometimes lead to silly situations and waste time. It's important to focus on what truly helps in the workplace.

Managing people you don't like

Leading Developers • 111 implied HN points • 18 Feb 25
💼 Business Management Leadership Workplace culture Human Resources Team Dynamics
  1. It's important to recognize that your personal biases can affect how you view coworkers. Sometimes, just because you don't like someone personally doesn't mean they aren't valuable to the team.
  2. Diverse teams are often more productive and successful. Focusing only on people you personally get along with can lead to missing out on talented individuals who bring different skills and perspectives.
  3. To manage effectively, you should examine your biases, focus on each person's strengths, and adapt your communication style. This will help create a better work environment for everyone.

The Loneliness Epidemic - Five Ways Employers Can Improve Belonging

Workforce Futurist by Andy Spence • 341 implied HN points • 19 Feb 25
💼 Business Workplace culture Remote work Productivity Human Resources
  1. Loneliness is a major issue at work, affecting both mental health and productivity. It's not just a personal problem but also a business problem that can lead to high turnover rates.
  2. Many young workers feel lonelier now, with fewer social connections compared to previous generations. This is concerning as strong social ties at work contribute to overall well-being.
  3. Employers can help reduce loneliness by creating environments that promote connection. This includes redesigning workplaces, using technology wisely, and training managers to support their teams with empathy.

The 4 Keys to Leading Today.

The Future Does Not Fit In The Containers Of The Past • 44 implied HN points • 16 Feb 25
💼 Business Leadership Management Workplace culture Professional development Human Resources
  1. Leaders must focus on excellence by constantly improving their skills and staying relevant. This helps build strong teams and attract success.
  2. Accepting and facing reality is crucial for leaders. They need to address problems honestly to earn trust and guide their teams effectively.
  3. Empathy and vulnerability in leadership are important. Understanding people's feelings and being open about one’s own struggles can foster better connections and teamwork.

Feedback

Fish Food for Thought • 6 implied HN points • 26 Feb 25
💼 Business Management Leadership Feedback Human Resources Performance
  1. Feedback can be hard to give and receive, but it’s important for growth. Creating trust and a safe environment helps people be open to it.
  2. When receiving feedback, remember to own your part in it, whether it's accurate or not. Acknowledging feedback shows you are willing to improve.
  3. Instead of yearly reviews, having ongoing, real-time feedback helps people grow faster. This new approach can lead to better performance and stronger teams.
Get a weekly roundup of the best Substack posts, by hacker news affinity:

3 Mistakes to avoid when writing your performance review

High Growth Engineer • 866 implied HN points • 19 Jan 25
💼 Business Career development Workplace Management Performance Human Resources
  1. Don’t start writing your performance review from scratch. Create a separate document summarizing your work to help you organize your thoughts and provide a clear overview.
  2. Avoid assuming that everyone knows the details of your work. Write your review in a way that any reader, even a senior leader, can easily understand the impact of your contributions.
  3. Use specific numbers and clear statements to show your impact. Instead of vague phrases, quantify your achievements and relate them to team goals for better clarity.

Corrected Headlines

Human Capitalist • 39 implied HN points • 21 Oct 24
💼 Business Corporate culture Workforce Trends Human Resources Compliance Business News
  1. There is more to news stories than just the headlines. It's important to understand the people and events behind the news.
  2. The aim is to uncover significant context around recent corporate changes and workforce trends. This helps readers see the bigger picture.
  3. Readers are encouraged to share interesting headlines or stories that deserve deeper exploration. Engagement with the audience is key.

Movers, Shakers, & Money Makers: HRTech Edition

Human Capitalist • 119 implied HN points • 23 Sep 24
💼 Business Human Resources Job Market Technology Adoption Corporate strategy Talent Acquisition
  1. There are many recent job changes in the HR field, highlighting the fluid nature of careers in this sector.
  2. Some notable professionals have taken on new roles, which can impact their companies and the industry overall.
  3. Tracking job changes can provide valuable insights for investors, recruiters, and businesses looking to stay informed about talent trends.

How to Spot a Star

Rob Henderson's Newsletter • 2859 implied HN points • 06 Oct 24
💼 Business Talent Management Human Resources Staffing Economic Trends
  1. It's important to look beyond just education to spot talent. People can be talented even within the same educational background, and practice and perseverance often matter more than where you went to school.
  2. Personality traits, like conscientiousness, play a big role in success. Those who work hard and stay focused are more likely to succeed, especially in lower-skilled jobs.
  3. Asking unique questions in interviews can help identify true talent. For example, finding out what someone reads for fun can reveal their interests and drive more than traditional job history.

Where New Engineering Managers Fail

Diary of an Engineering Manager • 179 implied HN points • 15 Aug 24
💼 Business Management Leadership Human Resources Career development Workplace culture
  1. New engineering managers often struggle with accepting their new role. It's important to embrace this change or else it confuses the team and weakens your leadership.
  2. Many new managers make the mistake of telling their team too much instead of listening. Encouraging team members to share their ideas leads to better solutions and shows that you value their input.
  3. It's common to hold on to tasks instead of delegating them. Letting your team handle their own work not only helps them learn but also frees you up to focus on management responsibilities.

8 Key Themes You Should Be Preparing For Your Behavioral Interviews

Behavioral OS for Techies • 219 implied HN points • 01 Aug 24
💼 Business Interviews Career development Human Resources Employee Experience
  1. You should prepare stories about your experiences with customers. This can show how you improve their experience and handle complaints.
  2. It's important to share your successes and how you overcame challenges. This helps interviewers see your problem-solving skills and achievements.
  3. Think about times you've faced failure or conflict. Sharing these experiences can show how you learn from mistakes and work well with others.

Scaling engineering teams: Building career ladders

Brick by Brick • 18 implied HN points • 27 Jan 25
💼 Business Career development Human Resources Organizational Culture Leadership Employee retention
  1. Creating a clear career ladder is crucial for growing engineering teams. It helps everyone understand how to advance and what is expected from them.
  2. Collaboration is key when building this ladder. Getting input from the team can help define roles and ensure everyone feels involved and valued.
  3. Regularly reviewing and updating the career ladder keeps it fair and relevant. It’s important to adjust it as the team and company grow to continue supporting everyone’s development.

Movers, Shakers, & Money Makers (8/12)

Human Capitalist • 119 implied HN points • 13 Aug 24
💼 Business Job Market Career Changes Human Resources Corporate strategy Workforce Trends
  1. Many people are changing jobs in interesting ways, showing shifts in the job market. It’s worth noting when top talent moves to new companies.
  2. Some companies are aiming for global expansion, which adds to their value. This can affect how businesses compete and grow.
  3. The ongoing competition between Lyft and Uber highlights the importance of both financial performance and talent management in the ridesharing industry.

Are hotdesks always hellish?

Make Work Better • 103 implied HN points • 14 Nov 24
💼 Business Workplace Culture Management Productivity Human Resources
  1. Most companies use their office space less than three days a week and are planning to reduce their office size in the near future. This change is a response to new work habits formed during the pandemic.
  2. Employees can be happy with hotdesks, but it's crucial to have a variety of workspaces available. A diverse range of settings helps them feel productive and satisfied.
  3. Some workers struggle more than others in hotdesk environments, indicating that not everyone adapts the same way. Companies should consider individual needs, like having good booking systems for personal spaces.

Movers, Shakers, & Money Makers (8/26)

Human Capitalist • 39 implied HN points • 27 Aug 24
💼 Business Job Market Leadership Career Changes Workforce Trends Human Resources
  1. There were many job changes last week, highlighting shifts in talent and leadership across various companies. It's important to keep track of these moves to understand industry trends.
  2. Noteworthy individuals have transitioned to major roles at companies like OpenAI and TikTok, indicating a shift in expertise and focus in tech and marketing sectors.
  3. Monitoring job changes can provide insights into companies’ strategies and priorities, which is useful for investors and recruiters alike.

Spotify Technology Career Steps

It Depends / Nimble Autonomy • 19 implied HN points • 25 Aug 24
🕹 Technology Career development Work Culture Human Resources Professional Growth Corporate Structure
  1. At Spotify, career growth is flexible and based on your interests. You can explore different roles and skills without being stuck on a strict path.
  2. Career steps at Spotify focus on teamwork and impact. Employees are encouraged to prioritize team success and think about how their work affects the business.
  3. Promotions at Spotify depend on consistently showing a higher level of impact and behavior. They aren't tied to a specific timeline, so discussions with managers are key.

Glassdoor may hate us, but here’s why our employees love us

Creating Value from Nothing • 159 implied HN points • 21 Nov 24
💼 Business Human Resources Hiring Process Company Culture Remote work
  1. The company uses case studies in the hiring process to gauge candidates' writing skills, which are essential in their remote work environment. They want to see how well candidates can communicate their ideas.
  2. Feedback from employees is collected through surveys and stay interviews to understand their experiences and improve the company. This helps the company avoid becoming too corporate and stay aligned with its values.
  3. The hiring process is designed to be fair and based on talent rather than connections or credentials. While some may find it tough, it aims to find the best fit for the company.

Staying Human in the Age of Data.

The Future Does Not Fit In The Containers Of The Past • 20 implied HN points • 15 Dec 24
💼 Business Marketing Data science Human Resources Leadership Innovation
  1. Data is important, but focusing too much on it can harm the long-term success of both businesses and people. It's crucial to balance numbers with human emotions and culture.
  2. Leaders should encourage open discussions about tough topics and avoid wasting time in unnecessary meetings. This helps create a culture where everyone feels comfortable sharing their thoughts.
  3. Successful companies need to remember that their employees are not just numbers. Investing in their development and well-being leads to a more motivated and productive workforce.

High Agency: The Mindset of Successful Leaders

The Engineering Leader • 218 implied HN points • 18 Feb 24
💼 Business Leadership Mindset Personal Development Human Resources Decision-making
  1. High Agency means taking control of your life and making decisions without waiting for perfect conditions. It helps you be proactive and responsible for your outcomes.
  2. People with High Agency are resourceful and resilient, able to turn challenges into opportunities. They thrive on taking calculated risks and learning from their experiences.
  3. You can develop High Agency by taking initiative, accepting responsibility, and being adaptable. It's all about having the mindset to overcome obstacles and create your own path.

Modern Leadership.

The Future Does Not Fit In The Containers Of The Past • 56 implied HN points • 20 Oct 24
💼 Business Leadership Management Human Resources Workplace culture Career development
  1. Anyone can be a leader; it's about how you act, not just your job title. Being a boss isn't the only way to show leadership.
  2. Good leaders focus on their influence and connections rather than just controlling everything. They see the big picture and adapt to change.
  3. For leaders to grow, they need to be open to learning and transforming themselves. This process needs support and new ways to encourage growth.

Failing upwards

davidj.substack • 35 implied HN points • 18 Nov 24
💼 Business Risk management Corporate Governance Investment strategy Human Resources Data Analysis
  1. Taking risks is a natural part of business. Employees at all levels face risks, and their roles should help manage those risks effectively.
  2. Data teams need to engage with business risks and help optimize rewards. Building data infrastructure should only be a means to support this goal.
  3. Not everyone is suited for risk-taking roles in the private sector. Some people may excel at politics but fail to deliver real results, which leads to inefficiencies in recruitment.

The Capitalist and the Engineer

Rethinking Software • 149 implied HN points • 28 Oct 24
💼 Business Entrepreneurship Corporate culture Human Resources Management Economics
  1. The conversation shows a clash of values between a business-minded person and an engineer. They discuss their different approaches to life and careers, highlighting how they see work and success.
  2. They touch on the impact of privilege and family background on opportunities. Jan feels frustrated by Stan's wealthy upbringing and its effect on their perspectives.
  3. At the end, there's potential for growth as Stan reaches out to Jan years later, suggesting that people can evolve and learn from their past interactions.

The Manager’s Iceberg

The Engineering Leader • 159 implied HN points • 25 Feb 24
💼 Business Management Leadership Human Resources Organizational Behavior Team Dynamics
  1. Managers do a lot of work behind the scenes that often goes unnoticed. This includes tasks like coaching, resolving conflicts, and setting goals that are crucial for team success.
  2. Being a manager means putting the team's needs first and supporting them to succeed. It can be tough because their work might not get immediate recognition.
  3. It's important to be patient with your manager and understand they have many responsibilities. Asking how you can help them can strengthen your working relationship.

The Employee’s Dilemma

peoplefirstengineering • 7 implied HN points • 08 Jan 25
💼 Business Workplace culture Employee Relations Game Theory Organizational Behavior Human Resources
  1. When employees feel supported by their company, they're more motivated to do great work. But if the company doesn't keep its promises, employees might just do the bare minimum.
  2. This situation can lead to what's called the 'Employee's Dilemma,' where both the worker and the employer end up not trusting each other, creating a sad work environment.
  3. To break this cycle of unhappiness, companies need to build trust and show they care. If they do, it can improve the workplace for everyone.

Hiring Agile Coaches

It Depends / Nimble Autonomy • 19 implied HN points • 30 Jun 24
💼 Business Management Leadership Human Resources Coaching Agile development
  1. Agile coaches play an important role in helping teams improve their processes. A good coach can guide teams to recognize their own mistakes and improve without directly fixing their problems.
  2. When hiring agile coaches, it's essential to look for candidates with a solid background in product development and broad knowledge of agile methods. This experience helps them understand the 'why' behind agile practices.
  3. Building a successful agile coaching practice should start small, hiring one coach at a time. This allows the coach to establish what the role means in the organization before adding more coaches.

Movers, Shakers, & Money Makers (7/8)

Human Capitalist • 19 implied HN points • 09 Jul 24
💼 Business Human Resources Job Market Career development Leadership Changes Corporate strategy
  1. Several big job changes happened recently, with people moving to new positions at notable companies. This shows a lot of activity in the job market.
  2. One interesting move is Taylor Perkins going from Paramount to X as Partnerships Lead, showing a focus on regaining partnerships for the platform.
  3. Amit Srivastava's new role at Capital Rx as Head of AI highlights how important artificial intelligence is in various industries today.

Low-drag machines

The Uncertainty Mindset (soon to become tbd) • 79 implied HN points • 25 Jan 24
💼 Business Startups Management Strategy Human Resources Innovation
  1. Startups thrive on uncertainty. It's not something to avoid; it's actually what helps them find new opportunities and grow.
  2. Traditional management practices from established companies can slow down startups. These practices often don't fit their need to adapt and pivot quickly.
  3. To be successful, startups need to embrace an 'uncertainty mindset.' This means understanding the difference between risk and true uncertainty, allowing them to create better strategies and operations.

Rethinking organisation technology

The Uncertainty Mindset (soon to become tbd) • 119 implied HN points • 18 Oct 23
💼 Business Organizational Design Human Resources Innovation Strategy Leadership
  1. Conventional hiring methods lead to rigid organizations. Instead, using open-ended roles helps companies adapt better to uncertainty.
  2. Open-ended roles allow employees to shift responsibilities and roles over time. This flexibility helps organizations respond quickly to changing situations.
  3. Organizations need to adopt different strategies for addressing true uncertainty, rather than just managing risk. This means being more open and adaptable from the start.

Productivity theater is hard to kill

Public Universal Friend • 2 HN points • 03 Sep 24
💼 Business Productivity Management Work Culture Human Resources Corporate strategy
  1. Many workers spend a lot of time showing they're busy instead of focusing on real results. This 'productivity theater' makes work feel less meaningful.
  2. Using knowledge management systems can help improve teamwork, but they often lead to clutter and repetition instead. This makes it hard for teams to find useful information.
  3. It's important for companies to focus on the impact of work rather than just the effort put in. Trusting employees can lead to better performance and less stress.

Remember, They Don't Care About You

The Radar • 59 implied HN points • 16 Jan 24
💼 Business Employment Corporate culture Layoffs Human Resources
  1. Interests often outweigh values in the corporate world, leading to a lack of loyalty towards employees.
  2. Companies may claim to value employees, but continue laying off staff even when profitable, showcasing a lack of genuine care.
  3. Value systems in corporations may be used to shape employee behavior rather than protect their experience, highlighting a shift towards instrumental use of values.

Writing better performance reviews: assembling the data

It Depends / Nimble Autonomy • 19 implied HN points • 05 May 24
💼 Business Management Human Resources Performance reviews Leadership Employee Development
  1. Start collecting data for performance reviews early in the year. This will help you avoid last-minute stress and ensure you remember important information.
  2. Use various sources for your review data, like meeting notes, emails, and feedback from peers. This way, you gather a well-rounded view of the employee's performance.
  3. Make performance reviews a meaningful summary of ongoing feedback. They should reflect the whole year and not just recent events, helping both the employee and the company.

Engineering Efficiency vs. Engineering Experience - Problem #5

Fish Food for Thought • 6 implied HN points • 04 Dec 24
💼 Business Management Strategy Productivity Human Resources Technology
  1. Businesses should focus on creating a positive Developer Experience (DevEx) instead of just looking at productivity numbers like lines of code. This helps developers thrive and leads to better products.
  2. Supporting a good DevEx can help keep talented developers at a company, reducing turnover and recruitment costs. Happy developers are more likely to stay and work effectively.
  3. Finding a balance between engineering efficiency and the overall experience of developers is key. When companies prioritize both, they can deliver higher-quality products and encourage long-term innovation.

Why Coca-Cola is the number one employer of choice in America

Ruben Ugarte's Growth Needle™ • 59 implied HN points • 05 Dec 23
💼 Business Employment Corporate culture Talent Management Recruitment Human Resources
  1. Coca-Cola is highly ranked as an employer because it offers transparency about job opportunities. Employees can easily find and apply for jobs worldwide through an online portal.
  2. The company encourages all employees to take short skill-building assignments across different departments. This helps keep employees engaged and learning.
  3. Coca-Cola's focus on hiring practices, promotion opportunities, and a supportive culture contributes to employee retention, making it a desirable place to work.

Compensation is Communication

The Radar • 19 implied HN points • 19 Apr 24
💼 Business Management Organizational Behavior Corporate culture Human Resources Career development
  1. Compensation is a clear signal from an employer to an employee, offering insights into future viability with the company and helping individuals frame expectations and make decisions.
  2. Organizational cultures often hide true intentions behind layers of confusing messaging, especially regarding compensation, which may not necessarily reflect individual performance but rather the company's desire for retention.
  3. Understanding the true meaning behind raises can empower individuals to make informed decisions about their future within a company, recognizing signals of either retention or potential exit based on financial health and performance evaluations.

"Top Employer"

The Radar • 39 implied HN points • 22 Jan 24
💼 Business Human Resources Company Culture Transparency
  1. Being named a 'Top Employer' by the Top Employer Institute involves a process audit - it doesn't necessarily reflect on all aspects of being a great place to work.
  2. The certification criteria for 'Top Employer' mainly focus on HR processes and branding, leaving out key factors like employee sentiment, safety, turnover, and retention.
  3. The process of getting certified as a 'Top Employer' raises questions about transparency and whether the opinions and experiences of employees are truly being considered.

The importance of mentoring in engineering leadership - part 2

The Healthy Engineering Leader • 39 implied HN points • 22 Jan 24
💼 Business Management Leadership Mentoring Career development Human Resources
  1. Mentoring is important for both personal and professional growth. It helps you learn from others and share your own experiences.
  2. As a mentor, you don’t need to have all the answers. You can facilitate discussions and brainstorm solutions with your mentee.
  3. Being involved in mentorship can speed up your learning, especially when facing new career challenges or transitions.

Take the money and run or stay and fight part 2

Splattern • 39 implied HN points • 13 Sep 23
💼 Business Corporate culture Workplace dynamics Career development Human Resources
  1. It's common for companies to put employees through performance improvement plans (PIPs), often leading to layoffs. Many people believe accepting severance is the best option.
  2. Working as a team and having supportive colleagues can make a huge difference during tough times. Conversations with teammates can provide the encouragement needed to stay and fight.
  3. Taking on a challenging project can be a valuable opportunity for growth. It allows for gaining experience and testing one's abilities while still in a job.

Is the team for you or are you for the team?

Sunday Letters • 119 implied HN points • 18 Sep 22
💼 Business Leadership Management Teamwork Organizational Design Human Resources
  1. Think of leadership like an upside-down org chart. The people doing the work should be at the top, and the manager is there to support them. It shows that the team's work is what truly matters.
  2. Managers shouldn't push team members into roles they aren't excited about. Instead, they should place people where their skills fit best, benefiting the team.
  3. The team exists to achieve goals together, not to serve the manager's needs. As a manager, your job is to help the team solve their problems, not the other way around.

The Donkey, Fox, Sheep, & Owl | LSW#43

The Leading Sapiens Weekly • 30 implied HN points • 15 Feb 24
💼 Business Workplace dynamics Leadership Organizational Behavior Career development Human Resources
  1. Everyone has some level of political awareness in the workplace, but it varies in understanding and application.
  2. Reading involves understanding the external world and organization, while carrying focuses on ethical behavior versus manipulation.
  3. Owls are wise in politics, balancing awareness, integrity, and interpersonal skills.