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Hiring a Fractional CMO: 11 Leaders Share Insights

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Hiring a Fractional CMO: 11 Leaders Share Insights

Celeste Levitt
Project Manager, ECA Partners

At ECA Partners, we’ve seen firsthand the positive impact that hiring a fractional CMO can have on a company’s overall marketing strategy and long-term growth.

Hiring part-time C-suite talent in general is an economical solution for companies navigating rapid change, managing major projects, or filling a leadership gap. But cost-efficiency is far from the most persuasive reason to hire a fractional CMO.

Instead, companies should consider how these executives offer a unique blend of agility and specific expertise that can be tailored to their particular needs and challenges in the moment.

Companies can opt to hire fractional CMOs not solely for their general experience, but for their specialized knowledge, niche industry connections, and expertise in field-specific data analytics.

This hiring strategy can therefore allow marketing teams to maximize the potential benefits of a CMO.

Jim Kreinbrink
CEO, Hyper Dog Media

As the president of an SEO agency, I understand the value of a fractional CMO, especially for businesses operating on a tight budget or in their growth phase. Hiring a fractional CMO provides the benefit of gaining high-level expertise without the long-term commitment or cost of a full-time executive.

However, the primary drawback rests in their lesser involvement in daily operations compared to an in-house CMO. This means a potential lack of understanding of the company’s vision, culture, and team dynamics. I believe the decision to hire a fractional CMO needs to be influenced by company size, business growth phase, and most significantly, the specific marketing needs of the business.

Anna Parvatova
Brand Manager and Creative Director, SNS Nails

I can see how a fractional CMO can be valuable in specific cases. In particular, it would make so much sense in a startup that’s starting to dip its toes into scaling and expansion but doesn’t have the resources yet to hyper-specialize. A fractional CMO can fill in the void left by a non-existent marketing team to make sure the organization’s marketing goals are strategized and delivered.

However, I don’t think of a fractional CMO as a permanent solution. Eventually, the organization will have to think of building its internal marketing team that’s fully committed to the organization’s goals and voice. Any company that gets stuck with a fractional CMO for an indefinite time is either not growing or getting itself stuck in a bottleneck.

That doesn’t take away from the immense value that a CMO brings to the table, however. As is the case with the fractional CFO, a fractional CMO allows an organization to leverage industry-leading expertise for a fraction of the cost of hiring an internal team.

Ryan Keiffer
CEO, Track 2 Consulting

Most smaller companies (less than $20M) and non-profits of all sizes don’t have the budget to hire a full time CMO. But they’re at a distinct disadvantage to larger competitors if they have no C-level marketing insight to guide them. A fractional CMO engagement gives them that critical strategic leadership, whether the need is for 10% or 75% of a full time CMO.

Our Fractional CMO clients get tremendous value from our work leading their strategy, optimizing their marketing staff and vendors, avoiding costly missteps, and maintaining focus and energy on the bigger picture: purpose, effectiveness and results.

And, as a Fractional CMO, our clients can trust that we are focused purely on their best interests because we have no interest in encouraging them to spend more money on marketing. We receive no financial incentives or kickbacks from any vendors or other marketing expenditures.

Joy Bian
Sales and Marketing Manager, RELYIR

As the Marketing Manager for a globally recognized artificial grass manufacturer, I see the potential value in hiring a Fractional CMO. The strongest influence on this perspective is the potential for obtaining high-level guidance and expertise without the full-time investment.

For instance, in the dynamic and competitive artificial turf market, having a Fractional CMO ensures we benefit from top-tier marketing strategies and innovation, while also maintaining financial prudence. Plus, it holds the possibility of bringing an external view into existing processes, which can prove beneficial in identifying improvement areas or untapped opportunities.

Therefore, in scenarios where the company is expanding or transitioning, this hire could provide key strategic insights with the flexibility to scale back when necessary.

Lens Watson
Public Relations Manager, ELEHEAR

The idea of hiring a fractional CMO can be highly beneficial for businesses like ours at ELEHEAR, where innovation drives us. When we deal with niche technology like hearing aids, the need for specialized marketing insight is paramount.

A fractional CMO brings diverse industry experiences to the table, contributing to a fresh perspective that helps in strategizing our marketing efforts. They offer tailored advice, focusing exclusively on areas that need improvement. That being said, businesses need to be ready for a high degree of adaptability that this position demands, due to its very nature of offering fractional time and attention.

Saugat Adhikari
Co-Founder, Magical Nepal

Drawing from my digital marketing background, I’d assert that hiring a Fractional CMO can be an excellent strategy depending on a company’s needs.

The most significant advantage is the wealth of experience brought to the table. Fractional CMOs often come with years of diverse experience across industries, enabling them to develop and execute versatile strategies effectively. They provide startups and SMEs access to top-tier marketing expertise that may be financially unviable to maintain full-time.

Conversely, the critical drawback is the lack of full-time availability. This limited engagement may result in less commitment and fewer contributions to the culture and inner workings of the organization.

Therefore, whether or not a Fractional CMO is a good fit largely depends on the specific needs, budget, and long-term goals of the company.

Greta Maiocchi
Head of Marketing & Admissions, OPIT

As the Head of Marketing and Recruitment at OPIT, I see significant advantages in hiring a Fractional CMO, especially for start-ups and mid-sized companies.

The most compelling point in favor is access to top-tier marketing expertise at a fraction of the cost. A fractional CMO can bring industry insights, strategic direction, and a vast network without the full-time commitment. This means companies benefit from the strategist’s knowledge and experience, which can efficiently drive marketing efforts and facilitate growth.

However, it’s important to ensure the CMO understands the company’s vision and culture, as alignment here is crucial for success.

So, while the cost efficiency is a major pro, the potential lack of cultural understanding could be a con to consider.

Sarah Mitchell
Marketing Director, Relyir

From my perspective, one key factor shaping my view is the access to high-level expertise that may otherwise be financially strenuous for small to mid-sized businesses.

By hiring a Fractional CMO, companies can tap into a wealth of knowledge and experience to implement strategic marketing goals without having to bear the full-time executive salary.

However, the potential downside could be a lack of deep understanding of the company’s unique culture and objectives because of their divided attention between multiple clients.

It’s essentially a balancing act between acquiring top-tier expertise and maintaining an in-depth understanding of your business.

Peter Lewis
CEO, Strategic Pete

One thing they often appreciate is the ability to get high-level marketing expertise right when they need it, without the full-time commitment.

For example, a client of mine needed to overhaul their go-to-market strategy for a product launch but didn’t have the budget or need for a full-time CMO. We worked together for six months, nailed the launch, and then they scaled back once they were on solid ground.

On the flip side, a potential downside is ensuring everyone’s on the same page. If the company’s goals aren’t crystal clear, or if the team’s not aligned, it can create some disconnect.

I’ve seen this happen when the objectives aren’t well-defined—suddenly, you’re not sure if you’re rowing in the same direction. That’s why upfront clarity and regular check-ins are non-negotiable.

David Sides
PR Marketing, Gori Law Firm

In my experience, the strongest pro for hiring a Fractional CMO is the access to high-level marketing expertise without the full-time cost. As a law firm, we need sophisticated marketing strategies, but we don’t always need (or can’t always afford) a full-time CMO. A Fractional CMO brings a wealth of experience from various industries, which can lead to fresh, innovative ideas for our firm’s marketing.

They can help us stay current with digital marketing trends and provide strategic guidance on our overall marketing approach. This is especially valuable in the competitive legal field where standing out is challenging. We’ve found that a Fractional CMO can give us the strategic oversight we need while allowing our in-house team to handle day-to-day execution.

However, it’s important to find someone who can truly understand the unique aspects of legal marketing and our firm’s specific needs. The right Fractional CMO can significantly boost a law firm’s marketing efforts, providing expert guidance without the need to hire a full-time executive.

This approach offers flexibility and specialized knowledge that can really make a difference in how we reach and engage potential clients.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing their insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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6 HR Best Practices to Cater to the Global Workforce

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Matthew Ramirez HR Spotlight
Natalia Brzezinska, Marketing & Outreach Manager, PhotoAiD
Piotrek Sosnowski - Terkel HR Spotlight
Grace He - HR Spotlight

6 HR Best Practices to Cater to the Global Workforce

Global Workforce Challenges HR Spotlight

Translate Your Brand Effectively

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Matthew Ramirez HR Spotlight

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Matthew Ramirez, CEO, Rephrasely

It also means knowing how to adapt your brand identity to different mediums. For example, your website may need to look different in China than it does in the United States, and your social media posts will need to look different in both countries as well. Getting the details right will help you reach a wider audience and grow your brand in new markets.

Matthew Ramirez, CEO, Rephrasely

Be Flexible With Policy

When you’re catering to a global workforce that’s multinational and culturally diverse, you need to come to terms with the simple truth that people can differ greatly from one another. Rules that work within one culture might not work at all in another, and vice versa. You need to be flexible with your policies and adapt well to the working realities of different cultures and the rules that define them.

Natalia Brzezinska, Marketing & Outreach Manager, UK Passport Photo

Prioritize Diversity and Inclusion

This is important for catering to a global workforce because it helps create a work environment that is welcoming and respectful of all employees, regardless of their background or identity.

We need to consider that global teams are often made up of employees from a variety of different cultures and countries, each with their own unique experiences, perspectives, and needs. We have to cater to such a diverse group to increase employee satisfaction and productivity.

Piotrek Sosnowski - Terkel HR Spotlight

When you are trying to cater to a global audience, you need to translate your brand effectively. This means knowing the cultural nuances of your target markets and communicating your brand identity in a way that resonates with them.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

In addition, prioritizing diversity and inclusion can also help companies better serve their customers and clients by being better equipped to understand and meet the needs of a diverse customer base. It can also help companies build a positive reputation in the community and attract top talent.

Overall, prioritizing diversity and inclusion can lead to a range of positive outcomes for the company and its employees, and is overall a highly ethical stance.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Avoid Culture-Specific Language

As a leader in a global workforce and a transplant worker myself, I understand the importance of avoiding colloquialisms in company communications.

Grace He - HR Spotlight

In a remote setting, it can be difficult for multicultural coworkers to feel connected and included. By avoiding colloquialisms, I strive to create an environment where everyone feels comfortable and respected.

Grace He, People & Culture Director, Teambuilding.Com

In a remote setting, it can be difficult for multicultural coworkers to feel connected and included. By avoiding colloquialisms, I strive to create an environment where everyone feels comfortable and respected. I want to ensure that our company’s communications are clear and accessible to all, regardless of background or culture.

I believe that by taking this extra step, we can create a more inclusive and welcoming environment for all of our coworkers.

Grace He, People & Culture Director, Teambuilding.Com

Keep Recognition in Mind

Peer-to-peer recognition makes a vast difference in engaging employees. Recognition helps people find purpose and motivation. This can be delivered through a formal recognition platform, but we can also do recognition by highlighting what a person did in an email or team meeting.

Tony Deblauwe, VP, Human Resources, Celigo

Invest in Staff Cultural Education

Investing in staff integration programs is one of the greatest challenges for a globalized workforce. Keeping staff from feeling isolated is essential, even in a remote workforce, as people can risk feeling as if their specific local needs are not being considered in company growth.

Kristina Ramos - Terkel HR Spotlight

Investing in the opportunity for staff to experience how a co-worker lives in his/her city or country can help to breed team solidarity and communication, which furthers innovation and productivity.

Kristina Ramos, Reverse Recruiter, Find My Profession

Investing in the opportunity for staff to experience how a co-worker lives in his/her city or country can help to breed team solidarity and communication, which furthers innovation and productivity.

Kristina Ramos, Reverse Recruiter, Find My Profession

Undoubtedly, each of these best practices play a crucial role in welcoming a global workforce and helping your organization dip into the unique set of advantages they bring with them.

More importantly, it also helps these employees feel at home in an organizational setup they’re probably experiencing for the first time in their career.

Do you have a best practice or tip you think will provide added direction to an HR team handling a global workforce? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Connecting Workforce Development to Leverage Empowerment in 2023

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Connecting Workforce Development to Leverage Empowerment in 2023

HR Spotlight - Polina Kovaleva

Empowerment Beyond Marketing

Empowerment has been recently seen and used as a tagline or marketing ploy, especially in a recruiting manor for more employees or customers.

It is important to be sure you and your organization foundationally understand that there need to be 3 things involved for empowerment to be present in a moment and that is Authority, Power, and People.

A corporation or organization is not part of that equation based on the definition of empowerment which is the authority and power connected to people.

Authority is centered around how people feel empowered and the confidence that they have but also all the way that they care for themselves. Authority-driven items usually produce that boss-like mentality you get from being empowered. It can be very emotionally driven, and it is usually hard to track an honest answer.

See your nearest supervisor feedback review scores that paint a different opinion than the turnover rate is telling you. How does it make you feel to provide the rideshare car driver with a 5-star rating?

That process is all tied to the authority portion of empowerment. All things in this world either raise or lower someone’s authority of empowerment. The emotional side of empowerment can often have different answers to the same exact question because it is based on people’s perceptions.

On the other side of these parts of empowerment is the power side, and that portion is where all the data and numbers live.

Do you have a take on why an HR team is important, even if it’s a one-person team? Or is there another insight you’d like to share with readers across the globe?

Write to us at contribute@HRSpotlight.com, and our team will help you share your insights.

Power in Empowerment

Power in empowerment is where people usually get caught up in trying to acquire these intrinsic items. The tangible measured items like money and all its derivatives, functional power like energy, and the most powerful of all the power items, which is time, are some examples.

Most of the power items can be captured, grown, and invested, except time which is only exactly what you get but also how much time you devote to something and collectively as an organization how many resources you use to impact change or produce a profit margin.

Tracking the impact of these power items in your leadership and workforce development programs should be inherently easy because they all involve some sort of measurable number tied to each of them.

Often organizations are the only ones attempting to track these items and the successes of the DEI program. They are looking to provide an impactful number of promotions or pay equity of the organization among other metrics.

Where we can create more change for 2023 through our people is by helping them better understand how to measure and track their own empowerment this year. And that is why people are the final part of empowerment and they must be involved to connect your program to empowerment.

People in Empowerment

People will always play a critical role even with machine learning and artificial intelligence. They are all a part of your workforce, and all can be collectively working together to track the impact that they each make this year.

To track authority accurately in 2023 you are going to have to teach your employees more about empowerment by connecting it to your leadership and workforce development programming. By measuring the authority each person has within themselves will help your employees develop by understanding how they feel about their own commitment to your organization.

Then remember the power items can be easily tracked since they all contain a measurable component to them, but the key element is teaching your people to also track their power items as well which they contribute to the organization.

If your people are truly empowered in 2023, then they should be able to provide their empowerment report at the end of the year. This report can showcase all of their successes personally but also how they connected to other people through authority, as well as the power numbers of their business results.

DEI programs are only successful when they ultimately tie back to business and if your people are empowered then they should be able to communicate exactly why they are instead of it just being a blanket statement.

Development that Aligns with the Empowerment Shift

Having served for 6 years as the VP of DEI for 60,000 people at PNC Bank I saw how empowerment moved and was received through DEI and community driven programming. This is what led me to finish my research on empowerment and create a world class leadership development organization.

I get the pleasure of helping great organizations become better by connecting my research on empowerment of people as well as measuring how empowered your people are across the differences that we have as humans.

Remember that empowerment is felt differently across all our top differences so our groundbreaking empowering differences assessment helps to provide data surrounding which differences need the most empowerment in your organization as well as providing recommendations on which leadership actions people can do to drive more empowerment faster.

For 2023 you can create a leadership development for your entire workforce based on each person’s intersectionality and that can help truly empower all differences.

 

Ashley T. Brundage HR Spotlight

All About Our Guest

More about Ashley

She transformed from homelessness and being an out woman of transgender experience to gain a job as a part time bank teller in 2010, then became the national vice president of Diversity Equity and Inclusion at PNC Bank in 4.5 years. After being featured in several media outlets she left her job running DEI and publishing an award winning empowerment and leadership book/program. Now she runs her own transformational leadership development organization traveling the world sharing her insights while also serving for several nonprofit organizations and sharing her research on how to drive empowerment faster though all of our differences we have as humans.

About Empowering Differences

International award winning leadership and empowerment expert Ashley T Brundage shares her insight into numerous especially tracking DEI efforts through what she calls Empowering Actions with the APP of Empowerment. Her leadership development program teaches people how to track the DEIB work they do for organizations by measuring the authority driven items through human capital surveys as well as tracking the power driven items through their natural measurement and tracked nature since they are all easily accountable. The power items are like actual power, monetary instruments, and time as 3 common examples. The authority driven items are more people centric placed surrounding feelings like confidence, learned skills, and wellness. Her program focuses this tracking effort as the APP of empowerment deeply rooted in the foundational definition of empowerment which is authority and power connected to people. She also professionally advises several other corporation and meeting organizations on inclusive practices for meetings to address LGBTQ+, Disabled, and other marginalized communities to make access to programs more equitable for all.

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Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide

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Employee and Organizational Well-being: A Burnout Prevention Strategist’s Guide

Companies everywhere are looking for innovative ways to improve workplace health and wellness. An epidemic of burnout and quiet quitting have companies searching for solutions that support employee well-being and, ultimately, the organization’s health. 

Here are 3 practical and efficient solutions to help you tackle burnout and promote employee and organizational well-being.

1. Create a psychologically safe environment to talk about stress and burnout

Fear is the primary reason employees do not talk to their manager about the stress and burnout they’re experiencing. Fear of losing their job. Fear of losing respect. Fear of losing the next big promotion.

Fear is a powerful motivator. Even though employees are stressed, worn out, and burnt out, they’re afraid to talk about it. Rather than finding long-term solutions to their health and productivity challenges, they give as little as possible as they work on fumes.

The first step toward building a sustainable workplace health and wellness plan is to develop a psychologically safe environment to discuss stress, challenges, and burnout.

So how do we do this? By modeling from the top. Leaders must demonstrate that it’s not only safe to talk about stress but encouraged. Here are a few ways leaders can model appropriately.

  • Update your out-of-office reply and email signature to clearly state your working hours. Perhaps include a statement, such as, “I will respond to your email within my working hours. There is no expectation to reply until you are at work.”
  • Send an email to employees at the end of the day, saying, “I’m heading home from work now to be with my family. I hope you enjoy your evening as well.”
  • Post as much on your social media channels about your rest life as your work life. Make work-life balance something to celebrate.

2. Train managers to have emotionally intelligent conversations with direct reports

Most managers care for those they supervise and want to see them succeed. Part of doing so is having conversations about productivity, effectiveness, and stress management.

During a recent workshop I presented to leaders of a national, multi-site corporation, a leader mentioned having gone to counseling to help with her stress levels. I asked what made her feel safe to not only access her benefits package counseling resources but share having done so with colleagues. She said her manager shared a story of a time of great personal stress and the impact a counselor had on her well-being. When her manager admitted reaching out to a counselor, she felt it would be ok to do so herself, which was a life-changing decision.

Here are a few recommendations for how managers can authentically open the wellness conversation while prioritizing effective work practices and employee well-being.

  • Help employees understand expectations, discuss which tasks are high, medium, and low priority, and train employees to manage their day and week based on importance. While workloads may be high, acknowledging them and helping employees prioritize their work can create a huge advantage.
  • Ask those you manage how they are doing, and genuinely listen. Respond with empathy to show you truly care. Ask what you can do to help.
  • Authentically share how you deal with stress, including the resources that have helped you most.
  • You will build trust by seeking to understand your direct reports’ struggles and responding with empathy. When employees trust your intentions, they are more likely to engage with resources provided by the company.

3. Implement quarterly burnout assessment checks to improve employee wellness and productivity.

A challenge of workplace wellness programs is collecting data on the plan’s efficacy. For example, how do you know what is causing employees the most significant workplace stress and which initiatives are making a difference?

Research shows six factors create burnout in an organization:

  • Overwhelming workload
  • Lack of control
  • Lack of reward
  • Lack of community
  • Lack of fairness
  • Conflicting values

These factors speak to company culture and cannot be fixed with a simple day off. Organizations often do not see a significant return on investment with their workplace wellness plans because initiatives do not address the root causes of employee stress.

By identifying and understanding the six factors affecting employees, organizations can manage workplace stress with short-term resource solutions and long-term culture design.

Why burnout is relevant now

I have created the most comprehensive Burnout Assessment available and offer it free to companies worldwide. The assessment provides both a Professional Profile based on the six factors noted above and a Personal Profile, evaluating the effects of burnout on a person’s health.

Companies across sectors use the Burnout Assessment, including corporate, non-profit, healthcare, and educational institutions. It provides a free, people-focused, data-driven assessment to evaluate critical cultural factors causing workplace stress.

Start with leadership

Download the free Burnout Assessment. 

  • Engage the leadership team, which, depending on your organization, may mean the C-Suite, Directors, or senior management team. Explain that the company is looking to strengthen its workplace health and wellness plan and will use the Burnout Assessment to evaluate employee stressors and risks. The leadership team will be the first to complete the assessment to create an authentic and psychologically safe process for all.
  • Ask leaders to complete the assessment, and be prepared to share their results during the next leadership team meeting.
  • During a leadership meeting, ask questions about what it felt like to complete the assessment, what the outcomes represent, and how to have psychologically safe and emotionally intelligent conversations with direct reports once the Burnout Assessment is implemented company-wide.

Implement the Burnout Assessment company-wide

  • Have managers send the Burnout Assessment to those they oversee, explaining the company’s vision to strengthen workplace health and wellness.
  • Invite direct reports to complete the assessment and prepare to discuss the results in a one-on-one meeting. I recommend asking employees to disclose their Professional Profile only, which will give you the data you’re looking for, as the Personal Profile may feel too personal and private.
  • Ask employees thoughtful questions, such as, “What did you notice?”, Do you have any concerns?” and “What changes would help you?”
  • Offer support and resources to address the challenges exposed by the assessment. Point to company workflows and automation, benefits packages, and employee assistance programs.
  • Re-evaluate quarterly and compare results to see where improvements have been made and what cultural shifts need to happen.

Over time, you will notice themes and patterns emerging as you implement the Burnout Assessment across your organization. You may find that certain factors arise in specific departments within the company, allowing you to address issues specifically and accurately. Because ultimately, happy, healthy employees create healthy organizations that thrive.

About Bonita Eby

Bonita Eby is a Burnout Prevention Strategist and CEO of Breakthrough Personal & Professional Development Inc., specializing in burnout prevention and wellness for organizations and individuals at the intersection of health and leadership development.

Download your free Burnout Assessment today.

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Simple and Efficient Wellness Initiatives: The Biz Latin Hub Story

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Simple and Efficient Wellness Initiatives: The Biz Latin Hub Story

We asked HR and business leaders around the world the all-important question of how their workplace wellness initiatives are impacting their workforce. Among our responses, we received this wonderful piece of insight from Craig Dempsey, and we just had to share all that Craig had to say about their simple and efficient wellness initiatives at Biz Latin Hub!

At Biz Latin Hub, we make every effort in order to ensure our employees feel comfortable whilst working in the office. For the past few years, we have constantly been implementing and improving these processes for the benefit of all our staff.

Clean, tidy and well-decorated offices

Firstly, we believe it is essential to maintain a high level of cleanliness at all times. We have someone in charge of that mission throughout the working day. 

We also keep the office bright and colorful, which has an important impact on morale. There are paintings spread around the office and plants for additional color. As well as being decorative, plants improve air quality, are a source of well-being, and also improve the productivity of employees.

In addition to our efforts to boost morale, we provide our employees with high-quality technology and working materials so they can provide a top-class service to our clients.

Balanced and healthy diets

Regarding nutrition, I believe a healthy and balanced diet is essential in order to be proactive and energetic. 

The majority of employees start working by 9 am, so they should have time to get up a little early and have a good breakfast (the most important meal of the day?)

At the workplace, we then provide fruit baskets daily to keep everybody in good spirits and full of energy (citrus fruits, bananas, apples). 

We also provide several types of tea and coffee (as any good office should) to stay alert throughout the day and a water cooler, so everyone stays hydrated. In addition to the pleasure that hot drinks provide, they can also boost intellectual and physical capacity.

Like most companies, we have a small lunch room with cutlery, plates, cups, microwave and many other things that could be useful for our employees and their well-being.

Everyone is free to have snacks or eat outside in the sunshine. Our employees have the freedom to take their breaks when they so desire and are therefore not forced to have a heavy lunch to keep them going through the day.

A united team goes the extra mile

In relation to corporate culture, our devoted HR team is constantly adding more and more events to the staff calendar. 

We organize team-building events to strengthen bonds and improve team cohesion so all employees can get to know their co-workers more deeply. 

In addition to this, we celebrate milestones with enthusiasm and with the whole team. For example, we recently celebrated the company’s 8th anniversary, and the atmosphere was amazing. These events allow the team to spend lots of pleasant time together whilst at work.

Sometimes, after certain events or by the request of an employee, we will organize team meals that everyone is invited to after a day at the office.

We also provide access to workshops such as language classes, photography classes, and sports events.

Our employees have access to training throughout the year and the possibility to progress to more important positions within the company, especially management positions.

Thanks to all of this, everybody’s sense of belonging becomes stronger and our offices at Biz Latin Hub offer a great social climate.

Hybrid work to satisfy everyone

This highlights a very topical subject that, since the Covid-19 pandemic, has affected many workplaces.

I think it is important for everyone to be able to balance their family and professional life. Remote working or hybrid work allows for more flexibility and suits many people.

According to a recent study, about 80% of employees worldwide have found a better balance between these two important parts of their lives since starting hybrid/remote work agreements. 

This can also generate better productivity in some cases and even reduce levels of stress. 

As it often is in big cities, a significant part of our team lives a fair distance from the office. Travel time is greatly reduced by working remotely, and it allows them to save money on top of that. This time and money can then be used for other parts of their lives, further improving their work/life balance. This is an excellent compromise and many of the team have expressed positive opinions on our recently developed hybrid work strategy. 

This being said, some people prefer to work from the office, which is fully understandable, whether it is for social reasons, communication, or something else. In our case, most of the employees come in 3 days a week to the office and then work from home for the rest of the week. Obviously, there are some exceptions depending on the needs of the employee. On Fridays, we usually ask everybody to come into the office as we often hold important meetings and/or celebrations at the end of the working week.

I personally prefer to be working in the field with my collaborators. It saves me from being on my computer all day. At the office, our computers are programmed to change color after 5:30 pm, so our employees don’t work overtime and it prevents eye strain. 

To Sum It Up

In conclusion, we understand that there is a strong correlation between productivity, motivation, and well-being at work. Therefore, we do our best to repeatedly improve our health and well-being initiatives and enact them to form a workforce that consistently improves their state of mind and their ability to thrive at work.

Craig Dempsey is the co-founder and chief executive officer of Biz Latin Hub Group

About Craig Dempsey

Craig Dempsey is the co-founder and chief executive officer of Biz Latin Hub Group, an organization dedicated to assisting investors in Latin America and the Caribbean via the likes of company formation and tax advisory, as well as through recruitment and payroll outsourcing. 

Craig holds a degree in mechanical engineering, a master’s degree in project management, and other certifications covering logistics, personal management, and government administration. Craig is an Australian military veteran and has been deployed overseas on numerous occasions. He is also a former mining executive with experience in Australia, Canada, Colombia, and Peru.

Craig is based at the BLH head office in Bogota, Colombia.

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6 Tools and Platforms to Make an HR Team’s Life Easier

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Linda Scorzo CEO, Hiring Indicators
Hilary Kozac VP of Marketing, LivSmooth
Laura Martinez, Consultant, PersonalityMax
Yongming Song, CEO, Live Poll for Slides
Amer Hasovic, Content Writer, Love & Lavender
Brett Ungashick CEO & CHRO, OutSail

6 Tools and Platforms to Make an HR Team’s Life Easier

An HR team has a lot to do even on a day that does not have them lining up and conducting interviews, meeting with hiring managers to understand their requirements, or putting to work retention strategies that keep their workforce engaged. And without the right list of tools and platforms backing them up, it would indeed be difficult for any HR team to get any work done, let alone create impact.

6 Tools and Platforms Recommended by Leaders

Here are six tools and platforms these leaders set up to make things easier for their HR teams

  • Reveal 
  • A Good Communication Tool
  • Workday
  • Human Resources Management System
  • Google Drive
  • BambooHR

Reveal

In order to improve hiring, HR teams should be making use of reliable pre-hire assessment tools that can give their companies a definitive edge when it comes to employment recruiting. So, in my opinion, an HR team that isn’t taking advantage of the best pre-employment testing software, like Reveal, is truly missing out.

Linda Scorzo CEO, Hiring Indicators

Reveal is a dependable, accurate assessment platform that puts companies in the best position to identify high-potential employees and fill open positions with them.

Linda Scorzo, CEO, Hiring Indicators

Reveal is a dependable, accurate assessment platform that puts companies in the best position to identify high-potential employees and fill open positions with them. What’s more, pre-employment testing can help HR teams improve employee retention rates. The benefits of pre-hire assessment tools speak for themselves!

Linda Scorzo, CEO, Hiring Indicators

A Good Communication Tool

The right mix of tools and platforms can make a big difference for an HR team. Having the right tool or platform the team can always depend on can be extremely helpful. One tool or platform that an HR team can always depend on is a good communication tool. Communication is essential for HR teams, as they need to be able to communicate with employees and managers.

Hilary Kozac VP of Marketing, LivSmooth

Communication tools can help the team stay organized and efficient and make better decisions about HR-related matters.

Hilary Kozak, VP of Marketing, LivSmooth

A good communication tool will allow the team to stay organized and efficient. The communication tool is one essential tool that the team can always depend on. These tools can help the team stay organized and efficient and make better decisions about HR-related matters.

Hilary Kozak, VP of Marketing, LivSmooth

Workday

It is a cloud-based platform that can help organize, simplify and ease the tasks of HR personnel. It is a provider of enterprise cloud applications for finance, HR, and planning. It has many features and functionalities. With the right tools, it can help save unnecessary costs, time, and effort.

Laura Martinez, Consultant, PersonalityMax

Workday can help change the HR staff’s daily experience. It will help them focus on tasks that need more urgent attention. It simplifies work processes and policies.

Laura Martinez, Consultant and Content Writer, PersonalityMax

Workday can help change the HR staff’s daily experience. It will help them focus on tasks that need more urgent attention. It simplifies work processes and policies. It can enhance performance and help the organization in achieving its set goals.

Laura Martinez, Consultant and Content Writer, PersonalityMax

Human Resources Management System

The HRMS is a one-stop shop for human resource management to store, retrieve and manage human resource data and processes while still remaining compliant to changing tax laws and labor regulations. Rather than having to organize data in physical files, HRMS allows the human resource department to access employee profiles, schedules and attendance lists.

Yongming Song, CEO, Live Poll for Slides

The HRMS is a one-stop shop for human resource management to store, retrieve and manage human resource data and processes while still remaining compliant to changing tax laws and labor regulations.

Yongming Song, CEO, Live Poll for Slides

The HR team can always depend on a HRMS to save time when accessing employee data, generating payrolls and planning workforce. HRMS is the HR team’s best friend because it makes it easier to manage employee benefits, efficiently manage overtime and arrange employee training and development.

Yongming Song, CEO, Live Poll for Slides

Google Drive

For me, it’s Google Drive. I’ve used it for everything from creating a new document to uploading files to sharing them with my team members. The best part about Google Drive is that you can access it from anywhere – and it’s totally free!

Amer Hasovic, Content Writer, Love & Lavender

Google Drive is great for sharing files because it’s so easy to use. You can access your files from any device and they’ll be there when you need them. You can also share those files with anyone you like.

Amer Hasovic, Content Writer, Love & Lavender

Google Drive is great for sharing files because it’s so easy to use. You can access your files from any device and they’ll be there when you need them. You can also share those files with anyone you like. It’s perfect for distributing documents or newsletters, as well as collaborating on projects with colleagues and clients. Another thing I like about Google Drive is how much space you get for free 15 GB! That’s more than enough room to store all of your documents and photos (or even videos) in one place.

Amer Hasovic, Content Writer, Love & Lavender

BambooHR

Having worked at a few different startups, the technology stacks always change from company to company, but one platform that I find tremendous value in everywhere I go is BambooHR.

Brett Ungashick CEO & CHRO, OutSail

It may not be a perfect system for larger, more complex companies, but at the smaller startups I’ve worked in, BambooHR provides a lot of user-friendly functionality at a great price point and backs it up with great support.

Brett Ungashick, CEO & CHRO, OutSail

It may not be a perfect system for larger, more complex companies, but at the smaller startups I’ve worked in, BambooHR provides a lot of user-friendly functionality at a great price point and backs it up with great support.

Brett Ungashick, CEO & CHRO, OutSail

The right tools and platforms can make all the difference to an HR team’s performance

While this lineup is a favorite with these leaders, there are plenty of other tools and platforms out there that help an HR team increase efficiency, save time, enhance resource mileage, and provide more value to their functions. 

Does your HR team have a favorite tool or platform that makes their work easier? Let us know if you have one that you think should absolutely make this list! 

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.