The hottest Human Resources Substack posts right now

And their main takeaways
Category
Top Business Topics

Should You Stay In Your Current Job or Move For A Promotion?

The Software Engineering Times • 3 implied HN points • 07 Nov 24
💼 Business Career development Human Resources Workplace culture Salary Negotiation
  1. Internal promotions are usually easier because you already know the company culture and people. You can quickly get to work without a big adjustment period.
  2. External promotions often come with higher salaries and a chance to start fresh. You can look for roles that fit your career goals better.
  3. Consider your personal career goals and timing when deciding to stay or move. Your choice should match what you want for your future.

✅ Monday briefing: Accidental managers

Wadds Inc. newsletter • 19 implied HN points • 23 Oct 23
💼 Business Management Public Relations Marketing Human Resources Training
  1. Many managers are promoted without proper training, which can hurt business performance. It's important for organizations to invest in management training.
  2. Good management leads to happier employees and better productivity, while bad management can cause stress and make people want to leave their jobs.
  3. The lack of training for managers is linked to lower confidence and worse skills in handling change and issues, showing how training can help improve their performance.

More Corporate Power Plays

Logos • 19 implied HN points • 14 Aug 23
💼 Business Corporate strategy Leadership Professional development Organizational Behavior Human Resources
  1. To stand out at work, create a Substack and position yourself as a thought leader. Focus on having a catchy title and linking to respected sources to build credibility.
  2. Share weekly updates with your team that show you care and know what you're doing. Include personal touches and insights that make you relatable and approachable.
  3. When hiring, make it personal by saying 'I am hiring' instead of 'the company is hiring.' This shows you're in charge and allows you to express your values and the kind of team you want to build.

Building Codiga: Becoming CEO

Tech Ramblings • 19 implied HN points • 30 Aug 23
💼 Business Startups Leadership Management Entrepreneurship Human Resources
  1. A CEO's main jobs are to communicate a vision, hire and fire the right people, and ensure the company doesn't run out of money. This might sound easy, but many CEOs struggle with these tasks.
  2. It's essential for a CEO to repeatedly share the company's mission and vision. Keeping everyone aligned with the core purpose helps employees feel motivated to work towards common goals.
  3. Hiring well and letting go of employees who aren't a fit is crucial. Quickly addressing performance issues can help maintain a positive culture and keeps the team focused on success.
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"We Only Hire Seniors", And Other Mistakes

Load-bearing Tomato • 7 implied HN points • 16 May 24
💼 Business Management Workplace culture Human Resources Organizational Structure Game Development
  1. Hiring only seniors can create problems because it limits decision-making and leads to too many meetings. New or junior employees can help speed things up by handling tasks while seniors make bigger decisions.
  2. Having a mix of experience levels in a team is crucial for growth. If companies only hire seniors, they won't have new talent coming up, which can lead to challenges in the future.
  3. Good management is important in game development. Issues often come from poor organization rather than from the skill level of individual team members.

So long, and thanks for all the fish.

The Jolly Contrarian • 19 implied HN points • 06 Feb 23
💼 Business Human Resources Workforce management Employee retention Performance Management
  1. A 'reduction in force' (RIF) and natural attrition are lazy ways of managing staff without true consideration and development.
  2. Lateral quitting should be examined closely, as letting good employees leave unchecked can lead to a decline in workforce quality and a 'drift towards mediocrity'.
  3. Effective people management involves developing and retaining good employees, actively managing underperformers, and avoiding reliance on periodic RIFs or passive attrition.

Building CAUSL - Episode 7: Onboarding at Lightspeed

CAUSL Effect • 19 implied HN points • 02 Apr 23
💼 Business Onboarding Management Human Resources Organizational Culture Training
  1. Onboarding at a new company can be really tough. It often takes new employees months to fully understand the business and their role.
  2. It's common for new hires to feel overwhelmed, especially when they have to learn everything quickly. Having a structured process can really help ease this transition.
  3. By creating an efficient onboarding system, employees can get settled in just weeks instead of months. This makes the experience much smoother for everyone involved.

Peak Performance #31 | Leading Through a Downturn

The Leadership Lab • 19 implied HN points • 17 May 22
💼 Business Startups Economy Management Investing Human Resources
  1. A recession impacts startups significantly, affecting growth, fundraising, and hiring - requiring adjustments in strategy and operations.
  2. During a downturn, funding becomes scarce and expensive for startups, necessitating better metrics and more time for fundraising.
  3. Hiring becomes easier for startups during a downturn as talent floods the market, enabling better negotiation on salary and equity demands.

Who is your biggest problem, not what

DruGroup • 19 implied HN points • 07 Dec 21
💼 Business Workplace dynamics Employee Satisfaction Leadership Human Resources Work-life balance Hiring Trends
  1. It's more important to know who you are working with than just what job you do. Strong relationships in the workplace can really boost your success.
  2. Many workers are unhappy and considering quitting their jobs. This trend shows that people are looking for more satisfaction and balance in their work lives.
  3. Companies need to focus on supporting their employees' mental health. Caring for workers' well-being is becoming a major expectation in the workplace today.

#16: Working for an uncertain future

The Uncertainty Mindset (soon to become tbd) • 39 implied HN points • 19 Feb 20
💼 Business Organizational Behavior Human Resources Innovation Management Practices Strategic Planning
  1. Organizations often stick to old hiring methods that don't fit today's changing world. This can be a problem because roles aren't always clear or stable.
  2. A better approach is 'negotiated joining', where new hires help shape their roles through small tests. This makes it easier for them to adapt when situations change.
  3. Flexible organizations are like willows that bend and adapt, rather than rigid oaks. They can adjust better to uncertainties and continue to thrive.

#12: True diversity

The Uncertainty Mindset (soon to become tbd) • 19 implied HN points • 22 Jan 20
💼 Business Diversity Innovation Organizational Human Resources Change Management
  1. True diversity is about having a rich mix of different types of information and perspectives. It's not just about meeting certain quotas based on traditional categories like race or gender.
  2. Organizations need to adapt to constant change, and diversity helps them innovate. The more diverse the team, the more ideas and solutions they have to deal with unexpected challenges.
  3. To promote true diversity, companies should create flexible roles, encourage employees to define what makes them unique, and train staff to understand the value of difference. This approach makes a company stronger and more innovative.

Movers, Shakers, & Money Makers (7/1)

Human Capitalist • 0 implied HN points • 02 Jul 24
💼 Business Job Market Corporate strategy Human Resources Leadership Changes Talent Acquisition
  1. There were ten notable job changes last week, reflecting shifts in leadership across industries. These moves could impact company cultures and strategies.
  2. Key individuals like Helen Russell and Nick Hupka transitioned to important roles in different companies, suggesting new opportunities and growth areas. Their previous experiences will likely enrich their new teams.
  3. The job market is dynamic, with many professionals finding new positions that can lead to exciting developments, both for the individuals and the companies involved.

Movers, Shakers, & Money Makers (4/22)

Human Capitalist • 0 implied HN points • 22 Apr 24
💼 Business Employment Job Market Corporate changes Leadership Human Resources
  1. Several leaders are changing jobs this week, especially in the AI field, showing how fast the industry is evolving.
  2. Big companies like Visa and Google are attracting top talent, and this could reshape their strategies in AI and other technologies.
  3. Job monitoring services are becoming important for folks wanting to keep track of talent moves and industry changes.

Movers, Shakers, & Money Makers #6

Human Capitalist • 0 implied HN points • 15 Apr 24
💼 Business Employment Career Change Corporate strategy Human Resources Leadership
  1. There were many job changes last week, with 10 notable ones mentioned. These updates give insight into shifts in major companies and sectors.
  2. Some high-profile moves include leaders from companies like Shopify and Spotify taking new roles at OpenAI and a new startup. This shows how talent is moving towards AI and innovative platforms.
  3. The competition for top talent is increasing, especially in tech and SaaS companies. Companies need to pay attention to these trends to stay ahead.

What "Ownership" Means at Work

Kartick’s Blog • 0 implied HN points • 27 May 25
💼 Business Entrepreneurship Management Human Resources Startups Work Culture
  1. Being an owner at work means taking responsibility and being proactive. It's not just about doing what you're told; it's about caring about the company's success.
  2. True ownership involves having a say in decisions. If you have no authority to influence outcomes, you're not really an owner, just someone helping out.
  3. Not being an owner can actually be beneficial. It allows you to focus on your strengths without getting into conflicts over business decisions, making it easier to do a good job.

Engineering Manager Interview Questions and Answers

Better Engineers • 0 implied HN points • 31 Jul 23
💼 Business Management Leadership Human Resources Team Dynamics Performance evaluation
  1. Understanding your management style is important. Being flexible and adapting to your team's needs can lead to achieving goals effectively.
  2. Motivating your team through celebrations and clear growth plans can boost performance and morale. When team members see their future, they feel more driven.
  3. Handling conflicts and making tough decisions requires clear communication and a focus on long-term goals. Discussing options and prioritizing what's best for the team can lead to better outcomes.

The Amazon Pivot Program

Splattern • 0 implied HN points • 12 Sep 23
💼 Business Corporate culture Employee Relations Performance Management Human Resources
  1. The Amazon Pivot Program offers employees a tough choice: you can either accept a severance package and leave or try to improve performance in a month.
  2. Feedback about performance comes from managers and peers, but it can be unclear how it specifically affects the decision to enter the Pivot Program.
  3. Deciding whether to stay and fight or take the severance depends on personal goals, learning opportunities, and the work environment you want.

The Surprising Ways Employees React to Advice

Voohy Leadership Insights • 0 implied HN points • 25 Jul 24
💼 Business Management Human Resources Organizational Behavior Employee engagement Workplace culture
  1. Unsolicited advice is often seen negatively because people might think the giver is showing off. It's better to wait for someone to ask before sharing your thoughts.
  2. When people ask for advice, they view it more positively. They believe the advisor really wants to help, which makes them more likely to use the advice effectively.
  3. Creating a trusting environment where it's okay to ask for help is important. Managers should encourage open communication to ensure people feel safe seeking advice.

How to Foster a Knowledge-Sharing Culture within Engineering Teams

The Healthy Engineering Leader • 0 implied HN points • 17 Jul 23
💼 Business Management Leadership Teamwork Organizational Culture Human Resources
  1. Fostering a knowledge-sharing culture helps engineers stay updated with new skills and technologies. Regularly sharing insights can keep the team learning and growing.
  2. Knowledge sharing involves team members exchanging expertise and information with each other. This collaboration can lead to better problem-solving and innovation.
  3. Creating opportunities for sharing, like workshops or regular meetings, encourages more open communication. It helps build trust and strengthens relationships within the team.

Your job as a CEO: Hire and Fire

Tech Ramblings • 0 implied HN points • 12 Mar 23
💼 Business Management Human Resources Leadership Corporate strategy Organizational Behavior
  1. Hiring is really tough because it's hard to know if a candidate has the right skills, work ethic, or fits into the company's culture. The best employees often show curiosity and a willingness to learn, which are more important than just having the right experience.
  2. Firing someone is not about difficulty; it’s about the emotional pain it causes. It’s important to handle it with care since it can be distressing for everyone involved and can help the affected employee move on to a better opportunity.
  3. Keeping your team lean is crucial for a company to run efficiently. If there are underperformers, it's better to let them go to ensure the company can move faster and be more productive, while also remembering not to cut too many key employees.

Writing Useful Performance Reviews: Making A Raise Recommendation

It Depends / Nimble Autonomy • 0 implied HN points • 02 Jun 24
💼 Business Management Human Resources Leadership Compensation
  1. Performance reviews are really important for discussing raises. Managers need to be fair and thoughtful about how they recommend salary increases.
  2. Salary decisions usually have to fit within a company's budget. Managers should understand how their recommendations affect the overall budget and be realistic.
  3. Different companies have various systems for raising salaries. Some use fixed models to reduce bias, while others have more flexibility based on performance.

Writing Useful Performance Reviews: Evaluating the data and writing the review

It Depends / Nimble Autonomy • 0 implied HN points • 19 May 24
💼 Business Management Performance Leadership Human Resources Data Analysis
  1. Collect all relevant data before writing a performance review. This includes past reviews, feedback, and notes so you have a complete view of the person's performance.
  2. Be clear and honest when writing the review. Avoid vague language or trying to balance out negatives with positives; it’s important for the person to understand their true performance.
  3. After writing the reviews, check for patterns or biases. Make sure each review makes sense and supports your conclusions about each person's performance.

Protecting your team from layoffs

It Depends / Nimble Autonomy • 0 implied HN points • 29 Jan 24
💼 Business Management Leadership Human Resources Workplace culture Employee Relations
  1. Focus on what's important for the company. Always align your team's work with company priorities to stay relevant.
  2. Make sure your top performers get recognized. Highlight their achievements to boost visibility and keep your team strong.
  3. Don't hesitate to let go of low performers. It benefits both the team and the individual, and helps to maintain a positive environment.

Delivering Performance Reviews

It Depends / Nimble Autonomy • 0 implied HN points • 22 Jan 24
💼 Business Management Leadership Human Resources Workplace culture
  1. Performance reviews are crucial conversations in a person's career, so it's important to deliver them effectively. The way feedback is given can deeply affect how the employee feels and reacts.
  2. Prepare for the review by having all relevant data and allowing the employee time to read their review beforehand. This helps reduce stress and makes the conversation more meaningful.
  3. After the review, follow up with a note summarizing key points and agreed-upon growth plans. Regular check-ins can help maintain focus on goals and improvements.

Movers, Shakers, & Money Makers (9/9)

Human Capitalist • 0 implied HN points • 10 Sep 24
💼 Business Job Market Employment Trends Leadership Changes Human Resources
  1. Ten notable job changes happened recently. These moves show the dynamics in different industries.
  2. People are switching roles to centers of innovation, like tech and engineering positions at major companies.
  3. Job changes reflect personal growth and new opportunities, with many professionals taking exciting next steps in their careers.