Ethena

PACK A BAG, WE'RE GOING TO CAMP! 🏕 From Monday, 7/22 to Friday, 8/30, Ethena will be hosting a 6-week long virtual summer camp filled with activities, advice, and conversation around what goes into a healthy, functioning, and well-trained workforce. We'll tackle major HR pain points like: • Complaints about training • Lack of support • The pressure to be the culture bearer We'll get our hands dirty exploring the icky stuff like burnout, terminations, complaints, and employee investigations, and we'll talk by the fire with our peers about how to approach tricky situations. Still with us? Here's the sched! 👇 🛶 Week 1, Whitewater Rafting: Navigating unexpected circumstances and keeping your teams productive and safe 🎨 Week 2, Arts & Crafts: The art of avoiding training complaints 🐻 Week 3, Wilderness Skills: Building culture when leadership is lost in the woods 🏊♀️ Week 4, Swimming: Drowning in an endless sea of culture problems? We'll teach you how to tread water. 🎭 Week 5, Talent Show: Hear from current Ethena customers about the pains and challenges they experienced with their previous training providers. 🧡 Week 6, Wrap-Up / See Ya Next Summer: Camp highlights, what we've learned, and more! WILL YOU JOIN US? 🎒 Our LinkedIn page is the best place to stay in the loop about each day's activities, so make sure you're following us here! You can even turn on post notifications for Ethena by clicking on the bell 🔔 icon in the upper right hand corner of our profile header. Stay tuned... #hr #humanresources #hrcommunity #peopleops #hrbp

Over the last few weeks, we've talked a bit about training completion rates. 🤔 How do you increase them? 🏃♀️ What motivates employees to complete training? 😩 Is 100% training completion even possible?! Now imagine this nightmare scenario: what do you do when your *CEO* refuses to take the required anti-harassment training? For one Redditor on r/HumanResources, this wasn't a nightmare scenario — this was real life. So we caught up with our VP of People, Melanie Naranjo, to ask a very important question: WWMD? Check out what Melanie had to say below! 👇 ✅ Leverage other leaders: Who on your leadership team does your CEO trust implicitly? Assuming they've completed their training, ask them if they'd be willing to talk to the CEO. ✅ Bring in your GC: Let your in-house counsel know what's going on and ask them to talk to your CEO. ✅ Host a watch party: The most common excuse from CEOs and other leaders is that they don't have time. To avoid this, schedule some time where all leaders can watch the training together in a live session. ✅ Opt for in-person training: If you've exhausted all of the above options with no luck, it might be time to consider in-person training for your executive team. This means all they have to do is show up. #compliancetraining #hr #hrcommunity #hrnightmare #humanresources

🌟 We’re proud to be a gold sponsor at Lattiverse! At Ethena, we believe that compliance training should be smart, engaging, and an integral part of building a people-first workplace. Join us, along with our VP of People, Melanie Naranjo, on October 8 as we explore the evolving challenges and opportunities in talent and compliance 🚀 Register for IRL or virtually (oh, and attending this HRCI and SHRM-certified event is 100% free!): https://lnkd.in/gWv3rmRJ #Lattiverse #Partnerships Lattice

WHAT'S YOUR FEEDBACK LOVE LANGUAGE?

HOW DO YOU GIVE YOUR EMPLOYEES POSITIVE FEEDBACK? TEMPLATE BELOW 👇 We're big fans of #feedback at Ethena — whether we're giving it to a manager or receiving it from a colleague. In fact, "Feedback is a gift" is one of our core values, and showing off the talent and skills of our team is one of our favorite things to do. 💡 If you want to highlight your own team's talent, we've got two ways to do it. 1. Post on LinkedIn*: On your company page, tag the colleague(s), manager(s), or team(s) in a brief post letting them know you appreciate their talent. 2. Post in Slack: We have a channel solely dedicated to feedback, called feedback-is-a-gift. Tag the person to tell the broader team about how they contributed to a project or proactively fixed a problem; it could even just be a shout-out for being themselves. *Always ask the person if they're comfortable receiving feedback on a public forum. EMPLOYEE RECOGNITION SLACK TEMPLATE Hey Team, I want to take a moment to give a shoutout to [name] for the fantastic work [he/she/they] been doing lately. [He/She/They] have really gone above and beyond on [specific project/task], and it’s making a huge difference in [metric/KPI]! [Then, mention a specific accomplishment or quality, like “I'm constantly in awe of their proactive approach towards XYZ.”] Can we all give [name] a virtual round of applause? I'm so grateful you're here! Cheers, [your name] #feedbackculture #hr #hrcommunity #peopleops

Reasonable accommodations might be the grayest of HR's gray areas. We aren't formally trained on them, and for many of us, our first experience with reasonable accommodations comes totally out of the blue — like when an employee inquires about an accommodation request. The reality is, while employees can (and often do) request accommodations directly, it’s also important for us to recognize indirect requests or situations where an accommodation might be needed. Access to docs that help your team navigate medical-related accommodations requests is crucial for an inclusive workplace. And we've got just the thing. 😎 Check out our Reasonable Accommodations Package & Health Care Provider Certification to learn more 👉 https://hubs.la/Q02Lzw850 #reasonableaccommodations #hr #hrcommunity #humanresources

HOW TO SPEAK THE CEO LANGUAGE 👇 We're firm believers that HR should *not* be responsible for driving culture change, enforcing a high-performance culture, or making the leadership team get along with each other. We're not saying that we shouldn’t play a role in these things (of course we should!) but we need to get out of the enforcer mindset. Rather than enforcing things we don’t have authority over, focus on partnering with — and empowering — the person who actually does have the power to drive these initiatives: your CEO.