Your organization probably has an employee experience team. It almost certainly also has a manager everyone knows about.
💡 Not a rumor. A known quantity. The one whose team turns over every eighteen months, whose skip-level feedback gets described in HR meetings as “complex,” whose direct reports have learned to perform fine in engagement surveys because saying the true thing never changed anything. Leadership knows. HR knows. The experience program runs anyway, in a parallel universe where that person’s behavior isn’t the data.
Exit interviews name managers constantly. That data gets summarized, sanitized, and presented in a format where the pattern is visible but the person isn’t. Because the person is a business relationship, a top performer by the numbers, someone’s hire. So employee experience becomes a design problem and the manager becomes someone else’s conversation for later.
Later rarely comes.
👉 Has your org ever actually acted on manager behavior flagged in experience data? What did that look like?
#HRLeadership #ManagerDevelopment #EmployeeExperience #PeopleFirst #FutureOfWork #HRCommunity #WorkCulture #Leadership
🚩 An employee who used to challenge decisions now agrees with everything. Someone who was eager to grow hasn't mentioned a promotion in months. The person who always had ideas barely speaks in meetings anymore.
It's easy to overlook these changes when deadlines are being met, and performance looks fine on paper.
But people can keep doing their jobs long after they've stopped believing things will get better.
And by the time someone tells you they're unhappy, they may have spent months trying to make themselves heard.
👀 Pay attention to who's gone quiet, who's stopped volunteering, and who's no longer asking for anything.
💬 Have you ever reached a point at work where you stopped speaking up because you felt nothing would change? What happened?
🔁 Share this with a leader who needs to recognize the signs earlier.
#Leadership #EmployeeEngagement #WorkplaceCulture #PeopleManagement #HackingHR
🎉 Only 4 days until iSpring AI Days 2026!
The question at the center of the event is: How do we use these capabilities without compromising quality, losing human judgment, or creating more content simply because we can?
📷 The agenda is amazing!
It brings together practitioners exploring AI adoption, course creation, human judgment, learning quality, and more! If you can't attend live, register anyway.
@iSpringPro will send registered participants the full session recordings after the event.
🌐 Free and online
👉 Register for free: bit.ly/4hUAuKS
#LearningAndDevelopment #AIOrchestration #FutureOfLD #AIinHR #ELearning #CourseCreator #ELearningDevelopment
The sweetest words on a Friday: “Meeting canceled.” 😊😃😁
Happy Friday!
#hrmemes #hrlife #fridaymemes #humanresources #hr #HRHumor #hrhumour #HackingHR #officehumor #officememes
Turn a rough project brief into a full plan with AI.
In this FREE 2-day live bootcamp (Nov 3–4, 2026, 6–8 AM PT), Enrique Rubio, founder of Hacking HR, will build a complete AI project management system: AI planning, dashboards, a status engine that drafts weekly updates, a risk radar, and Gmail, Calendar, and Slack integrations.
Free for Hacking HR members, with a diploma and SHRM, HRCI, and IHRIM credits.
Nothing to set up in advance! Just come and build.
👉 Save your free seat: bit.ly/3TPwSkc
#ProjectManagement #HR #HumanResources #AI #AIinHR #AIatwork #HackingHR
ALT Promotional banner for a free Hacking HR AI bootcamp. Text reads: Upcoming free bootcamp. Build Your AI-Powered Project Management Systems. Level: Advanced. 4 hours total, built live, 2 days. November 3–4, 2026, 6:00–8:00 AM Pacific Time. Register Now. A dark navy background with a glowing green grid, chart, target and gear icons, and a tablet showing a project dashboard. Logos for People & Culture Strategy Institute and Hacking HR.
📌 Imagine losing a key employee on Monday and realizing by Tuesday that nobody else knows how to do half their job.
The processes they managed, the relationships they maintained, the decisions they made without needing approval. Suddenly, everyone is trying to figure out who can take over.
Somewhere in the organization, someone could have been prepared for that responsibility months ago.
That's where succession planning often falls apart.
Companies identify potential successors, put their names in a spreadsheet, and revisit the conversation during the next talent review. Meanwhile, those employees keep doing the same work, with little exposure to the decisions or challenges they'll eventually have to handle.
🔎 Here's a question worth asking at your next leadership meeting: If someone on your team had to step into a critical role tomorrow, what have you actually done to prepare them?
A name on a succession chart won't tell you that.
💬 HR and business leaders, what's the biggest obstacle you've encountered when trying to turn succession plans into actual development opportunities?
🔁 Repost this to get the conversation going beyond HR.
#HackingHR #SuccessionPlanning #TalentManagement #LeadershipDevelopment #HRStrategy
55% of HR professionals surveyed by @LatticeHQ had considered leaving the profession, up from 41% in the previous edition.
If you've delivered layoff news, you know the conversation can linger long after work hours.
You explain severance while someone tries to process losing their income. Then have to support the colleagues who stayed, and they are afraid they'll be next. Later, you're home, still thinking about how that person will tell their family. Many times, you find yourself explaining a decision you challenged behind closed doors.
People expect you to stay composed, even when you need a moment yourself.
That work takes time and emotional energy.
It belongs in the change plan, alongside deadlines and deliverables.
Executives, CHROs, and people managers can take specific actions and make decisions to protect HR's team capacity and wellbeing.
Here are five ways to support HR through change, with a clear role for everyone involved.
👉 What would make the biggest difference for you during the next round of change?
💬 And are there others you would add to this list? Please share in the comments!
#HRLeadership #HRWellbeing #OrganizationalChange #ChangeManagement #WorkplaceCulture
ALT Infographic from Hacking HR titled “Who Supports HR Through Change?” with the subtitle “How to Protect HR Teams’ Capacity and Wellbeing.” Five rows show a decision, action, and responsible parties: 1. Make the workload fit by reviewing responsibilities, pausing projects, moving deadlines, and arranging coverage. Responsible: HR leader and executive sponsor. 2. Share difficult work by assigning communication and follow-up and preparing managers. Responsible: executive sponsor and people managers. 3. Give HR decision authority and escalation routes. Responsible: executive sponsor and HR leader. 4. Provide confidential support outside the situations HR manages, including external counseling or professional peer support. Responsible: organization and support provider. 5. Plan recovery and follow-up by building breathing room and reviewing overtime, deferred work, and team feedback. Responsible: HR leader, backed by the executive sponsor.
A few years ago, Snitcher was a team of four people working in a basement in the Netherlands. Then they hit their first $1 million in ARR.
They used a Notion document and a table to track leave days.
To keep up with the growth they expected, they needed to hire fast, but the Netherlands became a limitation. The people they wanted were out there; they had the experience and the knowledge of Snitcher’s competitors and markets.
But they just happened to live in different countries.
Hiring internationally created another problem: setting up a legal entity in every country where they found great talent. The costs and admin work were too much to absorb.
Then they found out they could hire people without establishing their own entities in each country.
An Employer of Record (EOR) opened the door to:
🔸 A staff engineer in Brazil.
🔸 Business leadership in the United Kingdom.
🔸 Sales professionals in Serbia.
🔸 Customer success managers in the Philippines.
Snitcher also adopted an HR Management solution to bring its processes together as the team expanded.
The team grew 300% in one year.
Some hires moved from interview to contract in as little as two days.
And despite the headcount increase, Snitcher's part-time HR manager supported the larger team without spending additional hours on administration.
🌟 Hiring strategy shapes workforce strategy.
But you must understand which hiring model best supports the workforce you want to build.
👉 Read Snitcher’s success story: remote.sjv.io/2R9OQ7
#WorkforceStrategy #GlobalHiring #TalentAcquisition #WorkforcePlanning @remote
Some people switch off the news to protect their peace. Others keep refreshing their feeds, hoping the next update will help them make sense of things.
These people work alongside each other. Sometimes, we move between both habits ourselves.
Pew Research Center's 2026 report found that 52% of U.S. adults felt worn out by the amount of news. 60% said they had reduced their news intake at some point.
A quieter colleague may be trying to get through the day. Someone who keeps bringing up the headlines may be looking for reassurance. We cannot know without listening.
For leaders, that means making room for different responses while paying attention to what people need at work.
🔸 Can they ask for support privately?
🔸 Do they know what matters this week?
🔸 Will saying they are struggling lead to something helpful?
Here are five ways to make work more manageable when the world feels unpredictable.
👉 What would help your team now?
#HR #HumanResources #Managers #Leadership #psychologicalsafety #workplaceculture
$660 MILLION.
That's how much the U.S. Equal Employment Opportunity Commission (EEOC) recovered for victims of employment discrimination in fiscal year 2025.
The agency also received 88,201 new discrimination charges.
And those figures capture only part of the cost. Workplace problems can also damage trust, weaken teamwork, silence employee voices, and affect performance and employer brand.
So, how can HR identify warning signs before problems escalate?
Last week, @Emtrain released its 2027 Workplace Culture Report. It draws on responses from up to 695,107 employees across more than 385 organizations, and reveals concerning patterns around workplace conflict, speaking up, fairness, and leadership accountability.
Today, we examine what these findings mean for organizational risk and share three practical ways HR leaders can spot emerging concerns.
👉 Check out our latest post: bit.ly/4z8xj8E
#workplaceculture #organizationalculture #HRLeadership #Leadership #workplaceinvestigations #employeeclaims #casemanagement #management #employeeexperience #workplacediscrimination #Workplaceharrasment
🎉 Only 7 days until iSpring AI Days 2026! This free virtual conference on October 28 will gather L&D specialists and consultants, instructional designers and curriculum developers, HR and talent development professionals, eLearning developers, educators and eLearning enthusiasts, and business leaders to explore the next step in AI adoption: moving from individual AI tools to AI orchestration.
The question at the center of the event is: How do we use these capabilities without compromising quality, losing human judgment, or creating more content simply because we can?
✨ The agenda is amazing! It brings together practitioners exploring AI adoption, course creation, human judgment, learning quality, and more!
If you can't attend live, register anyway.
iSpring will send registered participants the full session recordings after the event.
📅 October 28
💻 Free and online
👉 Register for free: bit.ly/4hUAuKS
#LearningAndDevelopment #AIOrchestration #FutureOfLD #AIinHR
ALT Promotional banner for iSpring AI Days, a free virtual conference on October 28. On a purple background, the iSpring logo sits above the headline “iSpring AI Days: From AI Tools to AI Orchestration,” with the tagline “Put AI to work for L&D – without losing the human center.” On the right, a photo collage shows conference attendees smiling in a seminar, a woman presenting to camera, a man in glasses smiling at a laptop, and an abstract wave of glowing particles, with labels reading “AI In Practice,” “People,” and “Learning.”
HR leaders know what is changing. The data is everywhere.
What gets less attention is the capability question underneath each force. Knowing 82% of boards plan workforce reductions means nothing if your employee relations function only activates when something goes wrong.
🔍 Five forces. Five domains. Five actions worth taking this week.
Each slide in this carousel is grounded in the GCF research built by 100+ experts across 18 countries. Not trends to monitor. Capability gaps to close.
💡 The framework tells you which ones to prioritize for your industry, size, region, and maturity level.
Which of the five is your function least prepared for right now?
Explore the HR GCF at globalcapabilityframework.ha…
#HR #HRStrategy #HRLeadership #FutureOfWork #HackingHR
A workforce plan approved in January is often obsolete by the end of Q1.
Today, we dig into why workforce planning is becoming a living capability. When AI shifts the work, priorities change, or skills get scarce, how can our organization adapt in real-time and pivot with the business?
Very timely, Cornerstone has just launched Cornerstone Workforce Planning, an AI-native, agentic solution within Cornerstone Workforce AI™ built to help organizations plan for a world that won't sit still.
👉 Check out our latest post: bit.ly/4yAJH02
#workforceplanning #workforcereadiness @CornerstoneInc
📌 “Do you know anyone who’d be a good fit for this role?”
Hiring managers ask this question every day. And sometimes, the answer leads to an excellent hire.
But what happens when referrals become the preferred way to fill positions because the regular hiring process takes too long, screens out qualified people, or consistently fails to deliver?
The same candidates keep circulating through familiar networks. People without the right connections struggle to get noticed. And the underlying recruitment problems remain untouched.
Employee referrals can be incredibly valuable. They can also make it easier for organizations to ignore the parts of their hiring process that desperately need attention.
🔎 Here’s something worth examining: Are referred candidates succeeding because they’re better suited for the job, or because they’re receiving a level of consideration other applicants never get?
💬 HR and talent acquisition professionals: Have you noticed differences in how referred candidates and external applicants are evaluated in your organization?
🔁 Repost to bring more perspectives into this conversation.
#HackingHR #TalentAcquisition #Recruitment #HiringPractices #HRLeadership
📄 A job description asks for five years of experience, proficiency in eight different tools, a specific degree, and a career path that looks remarkably similar to the person who held the position before.
Somewhere, a candidate who could do the job exceptionally well reads that list and closes the tab.
And the hiring team never knows they existed.
We’ve become very good at describing the people we think we need. But how good are we at recognizing someone who could surprise us?
Consider a candidate who has never held the exact title you’re hiring for but has already solved the problems your team is struggling with.
Would your hiring process recognize their experience? Would they even make it past the initial screening?
🎯 Job descriptions serve a purpose. The question is whether we’ve become so attached to our requirements that we’ve stopped questioning which ones actually matter.
💬 Hiring managers and recruiters: What’s one requirement you’ve removed from a job description that helped you discover better candidates?
🔁 Share this with someone who’s rethinking how their organization hires.
#HackingHR #TalentAcquisition #Recruitment #Hiring #HRLeadership
🧡 You know that colleague who always stays late to help someone finish a project? Or the one who quietly takes on extra work when the team is overwhelmed?
When was the last time someone acknowledged what they did?
We spend so much time discussing workplace culture, yet some of the things that shape our daily experience at work happen in conversations, meetings, and ordinary interactions that nobody thinks twice about.
Giving someone credit when they’re not in the room. Respecting a colleague’s time off. Noticing when someone has gone unusually quiet. Making space for the person who keeps getting interrupted.
None of these require a leadership title, a budget, or anyone’s permission.
💬 What’s one small gesture from a colleague that you’ve never forgotten?
🔁 Share this with someone who makes your workday a little better.
#HackingHR #WorkplaceCulture #KindnessAtWork #EmployeeExperience #Leadership
Where Should HR Invest in AI? Practical Frameworks from Our Chicago Workshop, in partnership with @kinfolkhq and Marsh Agency.
linkedin.com/pulse/where-sho…
AI can make the work easier. But does easier mean better?
In 2025, researchers at Microsoft and Carnegie Mellon University found that greater confidence in GenAI was associated with less critical thinking.
In L&D, teams now use AI to assist with tasks that used to be time-consuming, like generating ideas, structuring content, and drafting course materials and assessments.
While AI does some of the heavy lifting that once kept us busy, it creates more opportunities to apply our knowledge and critical thinking. We can invest more of our expertise in designing human-centered learning experiences and improving the learning journey based on evidence.
This simple framework captures where human expertise matters across the learning workflow.
🌟 The shift from AI tools to orchestration will be the theme of iSpring AI Days 2026, a free virtual conference on October 28.
The event will gather L&D specialists and consultants, instructional designers and curriculum developers, HR and talent development professionals, eLearning developers, educators and eLearning enthusiasts, and business owners.
What you'll learn:
- Why culture determines whether AI adoption actually succeeds
- How to build ethical, secure, and compliant AI practices into your L&D processes
- Practical ways to keep pace with changes in AI without burning out your team
- How to evaluate AI-generated course content
- Why expertise gained through hands-on experience remains essential to using AI well
👉 Register for free: bit.ly/4ebrBKp
💬 What would you add to the framework?
#LearningAndDevelopment #AIOrchestration #FutureOfLD #AIinHR #HumanResources #employeetraining #GlobalHR
ALT Infographic titled “Human Expertise in L&D in the Age of AI Orchestration,” presenting four areas where human expertise matters when working with AI: Learning Architecture, including shaping structure, considering examples, calibrating challenge, and validating assessments; Responsible Judgment, including verifying outputs, protecting information, disclosing AI use, and owning outcomes; Learning Quality, using the SURE framework: Simple, Useful, Resonates, and Easy; and Evidence of Learning, using learner feedback, learning outcomes, analysis, and improvement to understand impact. The infographic promotes iSpring AI Days 2026, a free virtual conference on October 28.
When an organization wants to engage talent in another country, the employment model itself is a workforce-design decision.
Today, in partnership with @remote, we explore how to make that decision and when to revisit it: bit.ly/4hGMzmM
#workforcestrategy #workforceplanning #globalhiring #skillsgap #talentmanagement #talentacquisition #HRLeadership
How much time are people spending “helping AI” save them time?
Glean’s 2026 Work AI Index surveyed 6,000 digital workers across the US, UK, and Australia, and they estimated that they spend 6.4 hours a week “botsitting”:
🔸 → 2.3 hours spent on supplying context
🔸→ 2.2 hours spent supervising its outputs
🔸→ Finally, 1.7 hours spent debugging AI mistakes
With better tools and integrations, it is possible to reduce repeated context-setting and avoidable errors. However, checking accuracy, applying judgment, handling exceptions, and taking responsibility for the result remain human work. It can't be delegated to AI.
The same study found that employees who improved both quality and productivity spent a greater share of their AI time on these activities.
This brings us to a question leaders should focus on:
Which parts of this work can we reduce, and which must be planned into the workflow?
Next week, we are kicking off Women Leading AI Transformation, a 5-week Micro Certificate Program, led by @MalvikaAtvis . We will examine these questions alongside other decisions organizations are facing:
You will walk away with:
🔸 An understanding of whether your organization is ready for AI transformation
🔸 Frameworks to help you redesign workflows, roles, and decision rights for human+AI collaboration
🔸 Ways to measure the capacity AI creates, but also the cognitive load it puts on people
🔸 Strategies to address bias, employee monitoring, workplace surveillance, and responsible governance
Starts October 14
📅 Five live classes, Live & Online
🗓️ Wednesdays, 8:00–10:00 AM PT
🎓 Included with Hacking HR Premium and Premium+
After completing the course, you will get a digital diploma, a Pearson badge, and 10 HR Credits (SHRM + HRCI+ IHRIM)
👉 Learn more and enroll: bit.ly/3UhjsNX
#AI #HR #FutureOfWork #AITransformation #HRLeadership #WorkRedesign #AIinHR
ALT Graphic titled “The Hidden Work AI Time Savings Miss.” It identifies five types of human work that remain across an AI-supported workflow: setting context, verifying outputs, reviewing and reworking, supervising actions, and handling exceptions. These activities require context, judgment, quality control, oversight, and accountability. The graphic asks which effort can be reduced and what doing the work well still requires.