Robin Merritt’s Post

CHROs may not last that long when they take on their roles, but their turnover rate is better than it used to be. HR chiefs have an average tenure of around 4.5 years, and their churn rate is about 6% every six months, according to Spencer Stuart’s 2023 Fortune 500 C-Suite Snapshot report. That may seem high, but it’s actually much lower than a few years ago—CHRO turnover hit a record high of 28% in 2020, and is now down to about 11% overall in 2023. Stephen Patscot, lead of Spencer Stuart’s human resources practice, says previous high CHRO turnover was due to the stress of COVID, coupled with a renewed emphasis on the HR function following the murder of George Floyd. Great responsibility is placed on CHROs to navigate employees through intense social challenges, and 2020 proved to be especially difficult. “Stress finds the cracks. I think the stress of COVID cracked a lot of HR people,” he said, adding that CEOs were also quick to change their CHROs during that time. Read more: https://lnkd.in/gG9_aHCe

Consistency in employee experience, focus on culture & brand and connection with leadership proved to be key differentiators among our Kincentric Best Employers this year. Congratulations once again to all the Kincentric Best Employers 2023 in India. We unveiled the winners last week during the glittering Learning Conference & Awards Ceremony with Cornerstone OnDemand as our Knowledge Partner. To learn more about how the Best Employers are staying ahead of their peers, do check out the following article authored by Shephali Karn and Radhika Shah, and published by our media partner, Business Today. #Kincentric #bestemployers #employeeexperience #employeeengagement #culture #employerbrand #leadership

Great insight on the labor market headed into 2024 from John Frehse and Jessica Kriegel. I am seeing a trend of qualified candidates taking 4-6 months to find their next role, a 180 compared to 2021-2022 labor market conditions. This paired with ongoing layoffs / hiring freezes have many concerned (myself Included) for what 2024 will entail.

If you are concerned about what is happening nationally with unions and strikes (if you are not you should be) view this post from my colleague John Frehse our Ankura global expert on labor strategies.

Some companies are just getting rolling into their new fiscal year, some companies are eyeing Q4 coming up fast. Regardless of which situation you might be in if you're a company leader, thought this was an important article worth a share. 👋Beyond half of your workforce looking to quit, I'd like to give a special shout out to my #millennial cohort - on average they leave roles after three years, particularly if they perceive top leaders to be ineffective and don't feel supported in their growth. 🌠If you're an organizational leader not thinking about this - trust that your burned out superstars are. What are you doing to retain them? What will it cost you to replace them? #Coaching has been shown to improve employee communication, performance, and engagement and with that comes retention. #Coaches also help rising leaders articulate their values, demand their worth, and live and work in alignment with what they want most out of life. In short, a #coachingprogram might support your cause -- and change your entire game. #investinyourself #investinyourpeople #leadershipcoaching #millenialleaders #talentdevelopment #careertransitions #employeeengagement

A great lesson on honesty and integrity. Both are necessary attributes in Human Resources - especially for those of us in leadership positions.

In general, resignations often come from individuals with strong profiles who possess a keen understanding of the organization's challenges. It's a common scenario that during times of adversity within a company, ineffective leaders tend to remain in their positions, while many competent employees opt to depart. Unfortunately, underperforming employees frequently linger until they are compelled to leave, often due to termination, yet somehow manage to evade dismissal for prolonged periods. For an organization to reverse its downward trajectory, it must attentively heed the insights of high-performing employees who express a desire to leave. By leveraging this valuable feedback to drive strategic improvements, organizations can undoubtedly chart a course toward meaningful progress.

Career advice from 4 Chief People Officers ⬇️⬇️ ____ 1. Embrace your authenticity sooner "You'll be much happier if you embrace your authenticity sooner. I'd also say to trust your values. If you have the right intent, a good work ethic, and you co-create, magic will happen. I'm not here because I'm great at what I do. I'm here because I was fortunate enough to work with amazing human beings that have given me freedom, courage, and support. And I was wise enough to listen." - Pat Wadors, Chief People Officer at UKG 2. Ask questions, learn new things, and try a different approach to HR "I used to think that because I was surrounded by an HR team, I had all the connections I needed. I operated in a silo and didn't bother to network on LinkedIn or learn from other perspectives in the field. If I could go back, I'd tell myself to get out there, ask questions, learn new things, and try a different approach to HR." - Melanie Naranjo, VP of People at Ethena 3. Just go with it "I would say anything goes, and go with anything. What might appear as a really silly career or personal decision, sometimes means you're getting really clear on what you don't want. There's always a reason, so just go with it." - Hannah Yardley, Chief People Officer at Achievers 4. Stop people pleasing and do what you want "Even if it doesn't seem like you're doing what the "smart people" are doing, don't be afraid to do the thing you want to do. I could have gone straight into HR consulting at the beginning and it would have all worked out pretty similarly. And those first few years I would have just spent more time doing what I actually loved. 22-year-old me also wanted to please so many people. So, I would say, worry less about that and focus more internally." - Vanesa Cotlar, VP of People & Culture at PolicyMe Want more HR tips and insights like these? Sign up for our weekly newsletter in the comments. #CHRO #chiefpeopleofficer #vppeople #careeradvice #modernpeopleleader

HR Chiefs are rising in power........ excellent, mmmuhahahahahaha (ie evil laugh)! I love this article. It points to the C-Suite's need to leverage the influence and understanding an HR Chief can bring.  Why is it important? “The days of people issues being some kind of secondary [issue]—those just are long gone.” Empowered HR Chiefs are table stakes for companies that want the best talent.  Strategic HR support is necessary not only for large public companies but also for businesses of every size.  The CHRO position is not the first leadership position hired; for most startups and small businesses, it is usually the last leadership hire. At Nate & Co, before you are ready for a full-time resource we are your CHRO. We specialize in bringing strategic CHRO leadership to your team. Whether we are solving an HR problem or developing your total rewards program, we provide the expertise to deliver the appropriate strategy for your stage and growth.   —————————————— Nate & Co is an HR and People Operations consultancy. We help you articulate your strategy. We help you gain confidence in your programming and HR. Follow Nate (me, I am writing) and us if this strikes a nerve with you. Watch for the upcoming newsletter, “I Feel Like I Am Taking Crazy Pills? A look at HR today.” https://lnkd.in/eBrrHyiZ   

📊 Stat Check: In the world of Talent Acquisition and HR, 73.1% of specialists are women, while 26.9% are men. 🌐 Are organizations hesitant to hire or promote male HR/TA leaders due to concerns about potential power shifts? In this dynamic landscape, success isn't defined by gender but by the impact we make through our leadership. As male professionals in these fields, embracing servant leadership has proven to be a powerful key to my success. Here's why: ✨ **Empathy and Understanding:** Servant leaders excel in empathy, a cornerstone of effective HR. By truly understanding the experiences and needs of our predominantly female colleagues, we create inclusive environments where every voice matters. ✨ **Support and Empowerment:** Servant leaders prioritize supporting and empowering team members. By unwaveringly supporting our female colleagues, we foster environments where they can flourish and contribute their best. ✨ **Active Listening:** Effective communication is the heart of HR. Servant leaders are exceptional listeners. By actively listening to unique perspectives, we promote open dialogue, better decisions, and stronger collaboration. ✨ **Barrier Breakers:** Servant leaders are dedicated to removing obstacles. In fields where women may face unique challenges, we champion inclusivity, making a difference for our teams and organizations. ✨ **Long-term Growth:** Servant leadership is about nurturing long-term growth. It's about investing in individuals and our profession's future. By adopting this approach, we empower our teams and contribute to a more inclusive and successful HR landscape. To my fellow Talent Acquisition and HR leaders, let's celebrate the power of servant leadership. Together, we can bridge gaps, foster collaboration, and empower our teams to reach new heights. Success knows no gender, and with servant leadership, we illuminate the path forward. This is me at SourceCon with a bunch of wonderful female recruiting professionals. In one week, we built a friendship and bond that will last a lifetime. I am still #opentowork and would love to network and connect! Tory Fedel, SPOC Michelle Krebs Mindy Wozniak Trish Wyderka, CPC, CIR, ACIR 😺🦞🍣🦪🧶🐿 💻 Erica Almgren Steffenson Misty D. Dunsmore (Durham) 🚀🌟 #TalentAcquisition #HRLeadership #ServantLeadership #DiversityandInclusion #opentowork #hr #recruiter #leadership