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The 2025 Trust Gap: HR Experts on Restoring Faith in the Workplace

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The 2025 Trust Gap: HR Experts on Restoring Faith in the Workplace

The 2025 Edelman Trust Barometer uncovers a concerning shift: only 75% of employees worldwide trust their employers to act with integrity, a 3-point decline from previous years.

This widening trust gap poses a significant hurdle for HR and business leaders, as trust is the foundation of employee engagement, retention, and organizational success.

Factors like economic volatility, rapid technological advancements, and changing workplace expectations have fueled employee skepticism, underscoring the need for genuine leadership and open communication.

To tackle this issue, the HR Spotlight team gathered insights from HR and business leaders on practical ways to rebuild trust and cultivate a thriving workplace culture.

Their recommendations—emphasizing transparent dialogue, accountability, and values-aligned actions—provide a roadmap for organizations to bridge this trust divide.

In a time when employees crave authenticity and purpose, these strategies empower leaders to restore confidence and foster enduring loyalty.

Dive into the expert advice below to learn how forward-thinking leaders are addressing the trust crisis and building stronger, more resilient workplaces in 2025.

Read on!

Louis Costello, MD,
Founding Physician, Dynatech Lifestyle Mind Body Care

Louis Costello

Trust collapses when employees feel like human output machines, not sentient collaborators.

Most companies obsess over purpose statements and culture decks while ignoring the single most predictive trust variable—energy clarity.

I run operations with color-coded energy reporting every 48 hours across my team of 10.

No algorithms, just check-ins built into workflows that cost zero dollars and reduce burnout rates by 35 percent.

Teams do not need more perks—they need to feel that their rhythms are visible, predictable, and respected.

Andrew Peluso
Founder, What Kind Of Bug Is This

Andrew Peluso

Rebuilding trust starts with transparency—sharing what decisions are made and why. When people understand the trade-offs behind layoffs, budget shifts, or policy changes, they’re more likely to stay engaged, even if they disagree.

We hold monthly open Q&A sessions where team members can ask about priorities, financials, or leadership decisions. It’s sometimes uncomfortable but shows we’re not hiding behind spin. That openness builds real trust over time.

Ram Krishnan
CEO, Valant

Ram Krishnan

Organizations should have a clear purpose, mission and vision and try to align everything to those tenets. They have to be real, and companies need to be able to tangibly connect to them.

For Valant, every employee plays a vital role in our organization’s purpose to make the world a mentally healthier place, and we communicate this practice to our employees.

To rebuild trust, leaders must be clear in their vision, for the company, for a division, and even for a job function.

They must be transparent about what they will and won’t do by those guidelines, and they must do what they say they are going to do.

Simon Fabb
CEO, ChiefJobs

Simon Fabb

Rebuilding employee trust starts with being honest and consistent. Leaders should show they understand what matters to their teams by listening carefully and acting on feedback.

Transparency matters too – explaining decisions clearly helps people feel involved rather than left out. It also means following through on promises because trust fades when actions don’t match words.

Creating chances for genuine connection through regular check-ins or informal chats helps people feel valued beyond their work.

Owning up to mistakes and taking responsibility can strengthen trust, showing the organisation is made up of real people, not just rules.

Mauricio Velásquez
President & Founder, DTG

Mauricio Velásquez

Diversity Training Group provides training, consulting and executive coaching to clients and we are often asked to address Psychological Safety and Workplace Trust issues, Emotional Intelligence and dealing with Toxic Behaviors.

Our advice is always:

Be transparent, don’t just make and share decisions without context or explanation. Explain how you came to make said decision and get input ahead of the decision from all parties involved.

Communicate regularly – state of the business, industry, emerging trends – regular “all hands meetings”

Recommit to Mission, Vision and Core Values and hold all to account; none of this “Well this person is a “Senior Leader – they will not be held to the same standards.”

Is your organization Psychologically Safe? Do we have high or low trust teams?
– Are you approachable as a Manager/Leader – do you solicit feedback to improve without getting defensive
– Are people afraid to share contrarian ideas, suggestions and recommendations?
– Do you think your team members are holding back – for fear of retaliation?
– Do you allow bullies, toxic people to “roam free and dominate?”

SMR Covey says “Leadership is getting results in a way that inspires trust”

We ask in our Trust-Psychological Safety workshops what are we doing (as Leaders/Managers) every day to Build Trust and Undermine Trust (behaviorally, might be unintentional)?

Never say “This was need to know and you did not need to know” – destroys trust

Balaram Thapa
Co-Founder & Travel Advisor, Nepal Hiking Team

Balaram Thapa

Emphasizing cultural competency and inclusive narratives can have a powerful impact on rebuilding trust within the workplace. 

When employees see their diverse backgrounds and stories authentically represented and celebrated, it fosters a deeper connection and commitment to the organization. 

Creating spaces where employees can share personal stories related to their cultural backgrounds and experiences can be transformative. This practice encourages open dialogue, breaks down stereotypes, and enhances mutual understanding across teams. 

As people relate on a human level beyond job titles, trust organically grows. 

Support these initiatives with clear actions, like incorporating learnings into company policies and celebrations, demonstrating that the company values every individual’s story.

Andy Kolodgie
Founder, Sell My House Fast

Andy Kolodgie

To rebuild trust in such a scenario, focus on personalizing professional growth. While companies often emphasize generic career pathways, tailoring growth plans to individual skills and aspirations can make a huge difference.

Engage employees in regular one-on-one conversations not just about performance, but about their career aspirations and personal growth goals. Empower managers to help team members access resources, training, or mentorship opportunities that align with these personal goals.

This approach shows that the company values them as individuals, not just cogs in a machine. When employees feel their unique contributions and potential are recognized, trust grows. This method fosters a stronger, more personal connection between employees and employers, bridging the trust gap effectively.

Zarina Bahadur
CEO & Founder, 123 Baby Box

Zarina Bahadur

Focusing on transparent compensation practices can be an effective way to rebuild trust in the workplace.

When employees have a clear understanding of how salaries are determined, they perceive a fair and equitable work environment.

Sharing information on pay ranges and the criteria for promotions or raises demystifies the process and reduces skepticism. Implementing an open forum or Q&A sessions where employees can discuss their compensation concerns or gain clarity on the company’s financial strategies fosters trust.

This approach, while not as commonly discussed as open-door policies or feedback loops, addresses the fundamental issue of fairness and transparency in the workplace—key factors in building and maintaining trust.

Cindy Williams
Executive Director, WorkLife Partnership

Cindy Williams

Rebuilding trust starts where most leaders don’t look: in the gaps between intention and impact.

Having supported nearly 20,000 workers through personal and workplace challenges, we’ve learned this: trust erodes when HR approaches well-being more like a checkbox for insurance discounts than a core company value.

So, where to start? Lift the hood and listen. Beyond engagement surveys, gather qualitative insights to understand how uncertainty, stress, and available supports are really impacting your people.

Then, equip your team with better data. Push vendors for real-time indicators of well-being – not just utilization rates. Trust grows when HR has the tools to respond meaningfully and employees have the tools to thrive.

Finally, act visibly. As HR takes action, close the loop by communicating how employee feedback is driving decisions.

And don’t forget to share the wins. Employees don’t expect every idea to stick, but they do want to know they’ve been heard.

Shannon Alter
Communications Expert & Founder, Leaders Exceed

Shannon Alter

Trust must be earned and the easiest way to earn trust with your employees is to be open, honest and communicate with authenticity and transparency. As the CEO or team leader, it’s your responsibility to lead by example. To boost trust, optimism and unlock loyalty, senior leaders need to start here:

Think of your organization as a “handshake” kind of business. Employees want to shake your hand and look you in the eye in the process – that’s how you begin to build trust.

In a fast-paced, hybrid working world, communication is more awkward and more transactional than ever. To combat this, leaders must take time to actually talk with their teams. People want to be seen and heard.

Make interactions intentional. Don’t just show up to your office and hope for the best. Instead, actively seek out opportunities to interact with employees. It works at building connection, a sense of belonging and also trust.

Don’t abandon one-on-ones with your team because you’re busy. These are a prime opportunity to really understand what’s going on in the business, from the very people who are helping you build the business. It’s a great opportunity to listen and show your team that you value them.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these 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 Signs You’ve Found the Right HR Leader

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Matthew Ramirez HR Spotlight
Karen Cate Agustin - HR Spotlight
Yongming Song, CEO, Live Poll for Slides
Piotrek Sosnowski - Terkel HR Spotlight
Tony Deblauwe - Terkel HR Spotlight
Matt Grimshaw - HR Spotlight

6 Signs You’ve Found the Right HR Leader

HR leaders may not always come to the forefront and may not always be visible to other stakeholders in the organization but they sure handle some of the most crucial responsibilities. Hiring, recruitment, onboarding, engagement, and retention only skim the surface of all that HR leaders are responsible for at a workplace. This not only makes them one of the most important people in your organization but also means that if you don’t hire the right person for the job, the workings of your organization may falter on several fronts.
So how do you know you’ve landed the right candidate? How do you make a choice when you’re stuck and just can’t decipher who is more suitable for the job? Moreover, what are the elements that immediately tell you that you’ve indeed landed the perfect HR leader for your organization?
Well, we asked a few leaders on how they go about this, and the answers did not disappoint!

From leading with inclusivity to generating a self-building ecosystem, here are six answers to the question, “What are some important signs that show you’ve found the right HR leader for your organization?”

  • Create an Inclusive Culture
  • Display Strong Communication Skills
  • Have Openness to Criticism
  • Share Your Company Values
  • Bring a Diverse Experience
  • Build Systems that Improve Over Time
HR Leader - HR Spotlight

Create an Inclusive Culture

When you find an HR leader who can create an inclusive culture, you’ve found a keeper. Today, employees want to work for a company that makes them feel welcomed and appreciated. HR leaders are the ones who make all of the company policies and procedures that guide the employees. So, if you have an HR leader who can create an inclusive culture, they can create a welcoming environment for all employees, no matter their race, gender, or religion.

Matthew Ramirez, CEO, Rephrasely

Display Strong Communication Skills

Strong communication skills are an essential trait for any HR leader to have. If your HR leader communicates with employees at all levels of the organization and with external partners, such as vendors and service providers, then you’ve found the right HR leader for your organization.

Karen Cate Agustin - HR Spotlight

Good HR leaders listen actively and attentively to others and fully understand their perspectives and needs. They present ideas and information in a way that is easily understandable to others.

Karen Cate Agustin
Business Analyst, Investors Club

Good HR leaders listen actively and attentively to others and fully understand their perspectives and needs. They present ideas and information in a way that is easily understandable to others. In addition, the ability to write well, including the ability to compose clear and professional emails, memos, and other written communications, makes an HR leader perfect for any organization.

Karen Cate Agustin, Business Analyst, Investors Club

Have Openness to Criticism

One sign of a good HR leader is having an open mind and a readiness to adapt to change. They listen to other people when criticism arises and objectively consider their opinions. They will take criticism and make improvements where necessary, especially in managing people.

A good HR leader allows others to take the spotlight in departments where people take accolades. As to them, it is the results and progress that matter. They face situations head-on and deal with the issues raised without expecting individual rewards, but for the benefit of the entire organization.

Yongming Song, CEO, Live Poll For Slides

Share Your Company Values

Investigating the personal values of a candidate is a process that I never skip during interviews, especially with HR experts. In fact, I believe that a candidate’s values aligning with those of your company are a promising sign that they would be a good fit as an HR leader in your organization.

First, shared values can create a sense of cultural fit and make it more likely that the candidate will be happy and motivated in their role. When HR leaders share the same values as the rest of the organization, they are more likely to make decisions that are in line with the company’s overall goals and mission. Without that, the company would not live by the values they preach.

Piotrek Sosnowski - Terkel HR Spotlight

Finding an HR leader who shares the values of your company matters in ensuring they do not become empty words without real consequences.

Piotrek Sosnowski
Chief People & Culture Officer, HiJunior

This is absolutely crucial to people like me, who believe that companies should always uphold their principles. Overall, finding an HR leader who shares the values of your company matters in ensuring they do not become empty words without real consequences.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Bring a Diverse Experience

An HR leader who has broad experience in different industries and business sizes, and a demonstrated track record of developing and implementing various types of people initiatives, is a sign of a strong leader. The diverse exposure typically ensures the person is flexible, adaptable, and can pivot based on changing business circumstances.

Tony Deblauwe, VP, Human Resources, Celigo

Build Systems that Improve Over Time

The best HR and people leaders are the ones who can build data-led systems that improve over time. Historically, HR has been too focused on delivering individual projects, initiatives, and applications, but these things only deliver lasting value if they’re part of a bigger people management system.

Matt Grimshaw - HR Spotlight

The best HR and people leaders are the ones who can build data-led systems that improve over time. Historically, HR has been too focused on delivering individual projects, initiatives, and applications, but these things only deliver lasting value if they’re part of a bigger people management system.

Matt Grimshaw
Founder & CEO, Youda

If you’re not joining things up properly in HR, it’s a bit like having all the components of a car, but not fixing them together—you won’t get very far! The best people leaders see their employees as “users,” and they look to build a system that creates a coherent, seamless employee experience. They do this using HR tech that enables them to test and learn so they can generate the data they need to improve business performance.

Matt Grimshaw, Founder & CEO, Youda

So Go Ahead and Make the Right Choice!

Now that you have a list of great insights to refer to, you know you can make a far better choice when hiring your HR leader. Remember, more than anything else, the ideal candidate must understand how important their job is and how they will be leading the most important resources in your organization. As long as they’re willing to commit themselves to the good of the organization and the workforce and have the experience and expertise to match, your organization will be in good hands.

Do you have a best practice or tip you think will provide added direction to leaders hiring their next HR leader? 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.

6 Reasons Why Employers Scan a Candidate’s Online Behavior

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Matthew Ramirez HR Spotlight
Max Schwartzapfel - HR Spotlight
Anjela Mangrum - HRSpotlight
Archie Payne - HR Spotlight
Seth Newman - Terkel for HR Spotlight
Yongming Song, CEO, Live Poll for Slides

6 Reasons Why Employers Scan a Candidate’s Online Behavior

Our behavior on social media has a real impact on our lives, personal as well as professional. And if you don’t believe this to be true, you can ask anyone who has been fired over their comments on their social media channel to confirm just how true this is.
The opposite is equally true too. There are so many cases where someone’s positive social media behavior has been rewarded at the workplace. Ask any of those large-hearted waitresses who have received wholehearted support from the brands they work for when they’ve gone the extra mile to treat their customers well.

The examples are many, and they play out either way too, but there’s really no denying that your behavior online certainly has an impact on your professional life too. So is this scanning of your online persona limited to your role as an employee? Or does it play out behind the scenes even when you’re seeking employment?

Ask any HR or hiring manager and they’ll tell you that reviewing your online behavior is indeed part of the process. But what do they expect to verify by doing this? What are the reasons that drive them to go through your online persona and see what you’re made of beyond the resume you’ve presented?

From checking for company fit to learning private integrity, here are six answers to the question, “Most employers now scan the online/profile behavior of potential candidates. What are your reasons for this practice?”

  • Determines Company Fit
  • Shows the Real Candidate
  • Filters Out Troublemakers
  • Controls Your Online Reputation
  • Exposes Red Flags
  • Uncovers the Candidate’s Private Integrity

Scan Candidate Online Behavior - HRSpotlight

Determines Company Fit

Scanning online behavior can be a great way to see if a candidate is a good fit for the company culture. I’m not talking about seeing their interests or following other companies merely, but rather about how they use their online platform.

Are they posting about going to the gym and eating well, or are they complaining about work or the people they work with? Online profiles are windows into a person’s life, and employers are using them to determine if candidates are the right fit for their company.

Matthew Ramirez, CEO, Rephrasely

Shows the Real Candidate

Employers want to get a fuller idea of what the person they’re hiring is like. Social media can allow them to understand what a person’s behavior represents when they aren’t acting on a script. It provides a more natural view of a candidate than they might see during an interview.

Max Schwartzapfel - HR Spotlight

If understanding a candidate before hiring saves a company from having to deal with behavior troubles or legal liabilities of any sort, then it’s already worth the effort.

Max Schwartzapfel
CMO, Schwartzapfel Lawyers

If understanding a candidate before hiring saves a company from having to deal with behavior troubles or legal liabilities of any sort, then it’s already worth the effort. It will always be better for a company to reject an unsuitable candidate than it will be to fix any issue caused by them in hindsight.

Max Schwartzapfel, CMO, Schwartzapfel Lawyers

Filters Out Troublemakers

I’ve learned the hard way how important it is to conduct candidate background checks, especially their social media profiles.

Five years ago, I hired an apparently perfect candidate for a role, only to have the HR department bombarded with complaints about inappropriate remarks and insensitive behavior towards other employees. Later, I discovered this was the norm for him; his Facebook profile was full of problematic status updates, racist quotes, and shockingly sexist remarks.

Anjela Mangrum - HRSpotlight

With challenging times ahead for businesses, I think it’s better to deep-dive into whatever candidate information is available instead of risking hiring them, only to terminate them and rehire someone else in a month.

Anjela Mangrum
President, Mangrum Career Solutions

Sometimes, online profiles can also provide clues about the legitimacy of applications that seem too good to be true. With challenging times ahead for businesses, I think it’s better to deep-dive into whatever candidate information is available instead of risking hiring them, only to terminate them and rehire someone else in a month. As it is, with the current challenges of running a business, office drama is the last thing we need!

Anjela Mangrum, President, Mangrum Career Solutions

Controls Your Online Reputation

The things that an employee posts or does online don’t just impact their individual reputation; they can also influence how people view or think about your company, even when someone is posting on their personal social media.

Many customers today want to do business with companies that share their values, and job seekers feel the same way about employers. If you hire someone who’s an online bully or regularly posts offensive content, this could lead to people associating these behaviors with your company, and your online reputation as a business can suffer.

Archie Payne - HR Spotlight

If you hire someone who’s an online bully or regularly posts offensive content, this could lead to people associating these behaviors with your company, and your online reputation as a business can suffer.

Archie Payne
CEO, CalTek Staffing

This is aside from the potential impact on your team, culture, and morale from hiring someone who’s hostile, prejudiced, or otherwise toxic, although that’s something else that’s important to consider. Scanning the profiles and posting behavior of candidates before they get through the interview process is an easy way to check for red flags and avoid hiring someone who will cause you these kinds of headaches.

Archie Payne, CEO, CalTek Staffing

Exposes Red Flags

People always warned us in college that employers would search through our social media. It’s true because, as I am in charge of gathering candidates for new openings, the first thing I do when someone applies is look over their social media profiles. We do this to see if they will be a good fit with our company culture.

Obviously, you want employees who will show up on time and get along with others. When I see people who have their profile photos as themselves flipping off the camera and smoking drugs, those are red flags that they probably wouldn’t do well in our culture. With social media, you are supposed to put your best foot forward or show the best side of yourself. Make sure it truly is the best side you are showing others.

Seth Newman, Director, Sporting Smiles

Uncovers the Candidate’s Private Integrity

Social identity online is vital for employers to determine the integrity of potential candidates. Candidates with a dirty online identity can damage the reputation of the brand and link it with associated behaviors, such as racism or sexism.

Online scanning can validate the information that potential candidates provide and help gauge the intangible aspects of trust and integrity. It is also vital for security to avoid hiring candidates involved in illegal activities such as money laundering and cybercrime. It is also a way to eliminate unconscious bias through objective scanning of potential candidates.

Yongming Song, CEO, Live Poll For Slides

Scanning a Candidate’s Online Behavior Does Make a Lot of Sense!

Pick up any of these points shared by workplace leaders and you’ll know there are plenty of valid reasons to review a candidate’s online behavior and determine if they’d be a good fit or not. So the next time you post something or leave a comment without thinking twice, remember that your potential employers will get to it, review it, and probably use it as enough reason to reject you.

Do you have a valid pointer to add to this list? Or is there another topic you’d like to start a conversation around on the HR Spotlight platform?

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

13 Tips to Create a Happy Work Environment

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13 Tips to Create a Happy Work Environment

“To win in the marketplace, you must first win in the workplace.” ~ Doug Conant
A happy work environment undoubtedly has a significant positive impact, and these effects extend beyond employee happiness and even positively affect the company’s reputation.
A happy work environment spreads, and you never know how these little ways of maintaining a good workplace environment can significantly impact the growth of the team, the employees, and ultimately the business as a whole!
And do you know what the best part of it all is?
Contrary to common belief, building a positive environment is a relatively easy task to accomplish. It can be as simple as a pleasant smell permeating the office, proper ventilation, and a comfortable space to move around.
There are many ways to foster a happy work atmosphere, but to get things started, here are 11 ideas.
  • Employee Recognition
  • Make Employees Feel Valued
  • Employee Appreciation
  • Provide Employees with Growth Opportunities
  • Balancing Personal and Professional Development
  • Prioritize Work-Life Balance
  • Give Importance to Employee Wellness
  • An Effective Remuneration System
  • Employee Involvement in Decision Making
  • More Face to Face Meetings
  • Encourage Two-Way Feedback
  • Set Goals for the Next One Year
  • Avoid Micromanagement

HR Spotlight Happy Workforce

Employee Recognition

Acknowledging and appreciating employees for their achievements and contribution goes a long way. Recognizing the effort of the employees shows that you have noticed their work, which may inspire them to work even harder on the following project and increase their commitment to the company’s future success.

When workers feel seen and appreciated, they voluntarily want to do more and more for the company. They adopt the organization’s mission and goals as their own, which subsequently helps the company succeed. They might even discover the abilities they never knew they had! That’s the power of recognition!

Make Employees Feel Valued

It is crucial for employees to feel trusted and respected because they are the foundation of any firm. Employees who do not believe their contributions are valued in their workplace have reported lower happiness levels. Those with higher job satisfaction have a greater desire to excel at their jobs.

It is essential to make your employees feel valued because their thinking affects their performance. The relationship is reciprocal; employees who believe their organization values them will also appreciate their organization.

Employee Appreciation

Appreciating the employee for their worth to the organization is very important, much like we did when we talked about the significance of employee recognition, which is recognizing them for their work. It extends beyond the specific job they have completed and includes things like their morals, punctuality, and technical expertise.

Everything helps, even just saying “thank you,” giving birthday presents, awarding employees of the month, best team awards, writing thank-you notes, and other such gestures can help your staff members feel loved and recognized by you.

Provide the Employees with Growth Opportunities

Unexpectedly, the areas that receive the least attention are closely related to employee satisfaction, such as a sense of purpose, fulfilment, and contentment. Employees feel satisfied with their work when it aligns with their mission or what they are intrinsically inspired to perform.

The lack of opportunity for advancement at work leads many employees to quit, and they aren’t happy with their jobs and need to understand why they do what they do. Employees who believe their work matters and receive proper training and development opportunities sense improvement in themselves and are, therefore, more devoted to their organization.

Balancing Personal and Professional Development

If people desire to advance in their careers, professional growth is critical. Providing proper training and growth opportunities for employees will raise the caliber of their output. Great employees will be developed by encouraging them to finish a course that would benefit them or providing them with career development advice.

Personal development is as vital to professional progress. It is inevitable that if a person lives up to their potential and is the finest version of themselves, it will show in their work. A good work environment can teach the employees how to be more organized, on time, better handle their stress, etc.

You can encourage personal growth by starting your day by encouraging each employee to create a gratitude list. Such routines would help them feel rested and energized at the start of the day and enhance their awareness of themselves as individuals.

Prioritize Work-Life Balance

Work-life balance is equally crucial to getting the most work done by the employees. Set boundaries that divide an employee’s personal and work lives. Their emotional and physical health would also improve, enabling them to be more present at work.

Gender is not a factor in the requirement for work-life balance; both men and women need it. Numerous studies have found that people who don’t have a healthy work-life balance are the least productive and experience significant levels of stress.

Refrain from forcing staff to work or attend meetings when they are on vacation or at home. It’s crucial that employers acknowledge that their staff members lead lives outside of work.

Give Importance to Employee Wellness

Most employment includes sedentary work that keeps workers still for long periods, which is bad for both their physical and mental health. Physically and psychologically fit employees are much more enthusiastic and joyful than those who always feel ill and exhausted. Employee health has an impact on both their productivity at work and the effectiveness of the company.

For the firm as a whole, making an effort to encourage employees to adopt healthy lifestyles is an investment. Setting customized goals for each employee based on their current state of health and working toward them could help each person become a better version of themselves.

Focus on employee well-being in ways such as offering exercise memberships, access to one-on-one counseling sessions, giving healthy snacks in the office, etc.

An Effective Remuneration System

Any employee’s most significant source of motivation is the compensation they receive for their efforts. A reasonable remuneration system is a fundamental and crucial element that a good organization must possess for its people to be happy and content.

Remuneration includes base pay and additional benefits like commissions, bonuses, and overtime pay. It strengthens the relationship between employees and their employer and the level of dedicated employees have to their jobs. A fundamental benefit that an organization requires is that employees who are more satisfied with their jobs are more motivated to work harder.

Employee Involvement in Decision Making

Employees or teams involved in the decision-making or planning process have higher self-esteem and believe their thoughts and contributions are valued by their superiors and the organization. They will feel empowered and compelled to work more and make more significant contributions to the organization if they believe they can make a difference.

A significant advantage of integrating the staff in decision-making is that they will no longer perceive a hierarchy in the planning process and a need to do what they are told. The sense of belonging and feeling valued is a complete game changer!

Have More Face to Face Meetings

It is always better to have more in-person meetings and gather the staff in one location because doing so automatically contributes to the development of trust and improves the employer-employee relationship. Since most meetings took place remotely during the covid era, there needed to be more employee involvement.

Face-to-face communication makes it easier for coworkers to understand each other’s thoughts and opinions. It helps prevent misunderstandings, which are more likely to occur when information or orders are relayed to employees from higher-ups without having first-hand contact.

Besides, it feels nice to have everyone together in one space, and it is quicker and more effective to hold meetings where everyone feels heard.

Encourage Two-Way Feedback

Two-way feedback is one of the best healthy and effective communication approaches. Since employers and employees can express their opinions, employees are less likely to feel intimidated.

Feedback meetings are held to reflect on the work and determine what areas need improvement and what work has been appreciated and should be continued. Therefore, it is much preferable to involve the employee directly and get their opinion on it, whether it be regarding their work, rather than just the employer pointing out everything they have to say.

Employees can also be asked to fill out surveys about their employers so that they can make improvements in any areas where they feel the workplace is lacking.

Two-way feedback will assist the parties involved in developing trust, and since everyone has a chance to express their opinions, they feel satisfied and heard. This results in contented workers, who, in turn, have higher job satisfaction.

Together, Set Goals for the Next One Year

When an organization thinks of their employees not only from the perspective of what they can gain from them but also towards their individual growth, it boosts their motivation to stay loyal to their jobs.

Have meetings where you discuss what goals you are planning to achieve as a team for the organization and what everyone’s individual goals are. For example, one employee might say he wants to get fit; the other person might want to earn double what he had been making the current year, and so on.

This helps everyone know what are everyone’s individual goals and can support and motivate each other to achieve that. You can also conduct weekly meetings to reflect on the week and whether you’ve taken steps that bring you closer to your goals. This way, employees feel happy that their needs are being taken care of!

Avoid Micromanagement

Employees are discouraged from doing their best when their employers constantly monitor and regulate everything they do. Because let’s admit it, no one likes to be told what to do continually, and it’s uncomfortable to work under a supervisor who is always watching you.

Employees may question their skills and become highly pessimistic about their jobs. If every minor error is called out, they could become less motivated to complete their work. Employees would constantly feel anxious, lowering productivity and drastically reducing the likelihood of thinking creatively.

Therefore, one strategy that an organization should avoid using is micromanagement.

These are just a few of the many ways that, with regular practice, you could create a happy workplace.

Employees are more likely to stay aware, engaged, and satisfied with their work in a favorable and happy environment.

Remember, a happy work atmosphere results in content employees, creating a wonderful organization!

Do you have a unique solution to create a happy work environment you think should be a part of this list 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.

6 Warning Signs to Weed Out Wrong Candidates

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Trey Ferro - Terkel for HR Spotlight
Seth Newman - Terkel for HR Spotlight
Lydia Mwangi - Terkel for HR Spotlight
Matt Erhard - Terkel for HR Spotlight
Lindsey Hight - Terkel for HR Spotlight

6 Warning Signs to Weed Out Wrong Candidates

Ask any HR team and everyone on it will tell you that weeding out the wrong candidates is as important as picking out the right ones.
For one, taking unsuitable candidates out of the equation during early screening takes quite a load off the recruitment process, allowing an HR team to concentrate on the ones that actually suit the role.
Secondly, if there are any red flags raised, HR personnel can make note and highlight these candidates in their system. This way, even when these candidates approach the organization for employment by any other means, the team will receive a timely notification to thwart any such attempt.
Red Flags that Help Detect Unsuitable Candidates
From vague answers to grammar errors, here are six answers to the question, “There’s a long list of warning signs that help weed out wrong candidates. Which one do you count on?”. Some of these are too serious to ignore, while others need a little work and they can very well be corrected.
  • Vague Answers to Interview Questions 
  • Lack of Preparation
  • Poor Representation on Social Media
  • Punctuality Problems
  • Negativity
  • Punctuation and Grammar Errors

Vague Answers to Interview Questions

From my experience as an interviewer, the biggest candidate red flag is responding vaguely to questions I ask.

I’ve noticed competent candidates are eager to continue the conversation and provide elaborate answers to interview questions. Their specific, in-depth responses are often enough to prove their credibility. Underqualified candidates or those who have exaggerated their resumes often cannot answer many basic queries, exposing themselves as bad choices for the role.

Anjela Mangrum - HRSpotlight

Underqualified candidates or those who have exaggerated their resumes often cannot answer many basic queries, exposing themselves as bad choices for the role.

Anjela Mangrum, President, Mangrum Career Solutions

For instance, if there’s a certain software critical to their field of work, a suitable candidate will tell me about their experience using it, where they learned how to use it, and what they think about the distinct features. The wrong applicant might name a few features and know their functions, but they usually won’t be able to say anything that proves they have hands-on experience with it.

Anjela Mangrum, President, Mangrum Career Solutions

Lack of Preparation

One warning sign to help weed out wrong candidates is a lack of preparation. If a candidate comes to the interview unprepared, it could be a sign that they are not genuinely interested in the position or that they are not taking the interview process seriously.

Trey Ferro, CEO, Spot Pet Insurance

Poor Representation on Social Media

In college, they always told us to be careful what we posted on social media, and that still holds true. Now that I am in the position of weeding out candidates for open positions at our business, once I see someone apply who has the ideal skill set, the first thing I do is search their social media profiles.

Seth Newman - Terkel for HR Spotlight

The first thing I do is search their social media profiles. Sometimes I find some pretty interesting stuff, like them bashing their former employers or bosses. Other times, I find profile pictures of them flipping the camera off or smoking drugs. Those are just red flags right away that they wouldn’t be a good fit for our company.

Seth Newman, Director, SportingSmiles

Sometimes I find some pretty interesting stuff, like them bashing their former employers or bosses. Other times, I find profile pictures of them flipping the camera off or smoking drugs. Those are just red flags right away that they wouldn’t be a good fit for our company.

Social media gives you the easiest way to present your best self. Make sure you’re presenting yourself in a presentable fashion; otherwise, companies will look elsewhere.

Seth Newman, Director, SportingSmiles

Punctuality Problems

Punctuality problems persist. If a candidate is late for an important interview, this reveals a lack of planning. This will not only reflect on the time they arrive at the office each day, but also on how promptly they complete their tasks, and their ability to plan and organize work-related tasks.

If a person can’t plan their morning well, I don’t see how you can expect them to plan a work event, serve customers on time, or even come up with a working strategy at work.

Lydia Mwangi, Content Writer, Barbell Jobs

Negativity

It’s human nature to complain about work from time to time, but there is a time and place to do so. A job interview definitely isn’t the place to air grievances from past jobs.

I want to see candidates focusing on their strengths and value, not using their interview time to complain about other people, and this can also be a red flag of a potentially toxic employee who would be detrimental to your team’s morale and culture.

Matt Erhard - Terkel for HR Spotlight

It’s human nature to complain about work from time to time, but there is a time and place to do so. A job interview definitely isn’t the place to air grievances from past jobs. 

Matt Erhard, Managing Partner, Summit Search Group

Similarly, I am wary of candidates who bring work drama into their social media feeds. Again, there’s nothing wrong with a post or two complaining about a hard day. What flags me is when they regularly post workplace gossip, get into arguments with coworkers, or have similarly immature online interactions with colleagues.

This kind of behavior can both affect team morale and reflect poorly on your company and is a definite red flag for me when I’m considering candidates.

Matt Erhard, Managing Partner, Summit Search Group

Punctuation and Grammar Errors

One of the major warning signs we look for to help weed out wrong candidates is punctuation and grammar errors in their cover letters and resumes. Poor punctuation, grammar, and spelling errors are a sign that the applicant is not detail-oriented and may not be the right fit for our department.

Lindsey Hight, HR Professional, Renue Commercial

It’s All About Keeping Your Eyes Open

There are multiple criteria that help decide if a candidate is right for the job or not, but when it comes to warning signs, all you need is one to weed out a wrong candidate. All you have to do is keep your eyes open.

Of course, even more important is to ensure that the rest of your team is quickly made aware of the problem. Once you have a manager’s approval, you can update the candidate’s details in your red flag section, so that the next time the candidate approaches your organization, everyone on the HR team receives an alert.

Do you rely on warning signs to help you weed out wrong candidates? 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.

7 Leaders on Why Working from the Office is Better than Remote

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Matthew Ramirez HR Spotlight
Logan Mallory - Terkel HR Spotlight
Aviad Faruz
Shaun Connell - Terkel HR Spotlight
Seth Newman - Terkel for HR Spotlight
Jonathan Duarte HR Spotlight
Tali Ditye, PhD - Terkel HR Spotlight

7 Leaders on Why Working from the Office is Better than Remote

The general line of thought suggest that employers prefer an in-office work environment, which is why the call to return to the office is getting louder, while employees prefer the freedom they’ve experienced and only just discovered in the form of remote work options.
Even as the debate rages and the tug of war continues, we asked 7 leaders why an in-office work environment is better than a remote work structure, and while the reasons varied, it did indeed seem like workplace leaders have several valid reasons.

Why an In-Office Work Environment is Better Than Remote

From having camaraderie and friendships to reducing your meeting count, here are seven answers to the question, “Remote work may make all the waves, but there are plenty of reasons office work environments work better than remote. What are your reasons?”

  • Camaraderie and Friendships
  • Leveraging Team Energy
  • Group Brainstorming Sessions
  • Establish Culture and Community
  • Instant Feedback
  • Mentorship for Young Professionals
  • Not Everything Needs to Be a Meeting

Camaraderie and Friendships

Many people are opting for office work environments over remote work, which is understandable, but there are so many reasons office work environments work better than remote.

One of my favorite reasons is the camaraderie and friendships that are formed in an office. There is nothing better than walking into your office on a Monday morning and catching up with your coworkers. You learn about their weekends, their kids, and their significant others. This is something that is just not possible in a remote work environment.

Matthew Ramirez HR Spotlight

There is nothing better than walking into your office on a Monday morning and catching up with your coworkers. You learn about their weekends, their kids, and their significant others.

Matthew Ramirez,
CEO, Rephrasely

Also, you have access to all of your coworkers at all times in an office. If you need help with a project, you can just walk over to their desk and ask for help. This is not possible in a remote work environment. In remote work environments, you can feel you are all alone and don’t have anyone to turn to if you run into a problem.

Matthew Ramirez, CEO, Rephrasely

Leveraging Team Energy

There’s something about the energy created when you’re sitting near and with your team. Brainstorming sessions go better, people collaborate more effectively, not to mention the fun and inside jokes that get created. You can’t replace those in a remote situation. Leveraging that energy absolutely has a positive business impact.

Logan Mallory, Vice President of Marketing, Motivosity

Group Brainstorming Sessions

For many employers, the office provides a unique space for employees to come together and work collaboratively. Office environments offer group brainstorming sessions, collaborative problem-solving, and an opportunity to have meaningful conversations in person that may not be as easy to communicate via text or video call.

This can help spur creativity and innovation within teams. In addition, office work environments can create a sense of camaraderie and team spirit, which makes employees feel connected.

Aviad Faruz, CEO, Faruzo

Establish Culture and Community

An office work environment promotes a sense of culture and community among employees. Working together in an office space allows employees to build relationships, collaborate on projects more effectively, and foster a sense of teamwork and camaraderie. 

Shaun Connell - Terkel HR Spotlight

Working together in an office space allows employees to build relationships, collaborate on projects more effectively, and foster a sense of teamwork and camaraderie. 

Shaun Connell,
Founder, Writing Tips Institute

The office can be a great place to socialize and develop relationships with colleagues, which can help to increase job satisfaction and productivity. It also encourages open communication and creative problem-solving, which can be difficult to achieve when working remotely.

Shaun Connell, Founder, Writing Tips Institute

Instant Feedback

There’s nothing like getting that instant feedback on a project or an idea. Our owner and I are constantly in each other’s offices bouncing ideas or thoughts off each other.

When you work remotely, it’s nearly impossible to get that camaraderie between us. There’s something about an in-person flow that develops into potential ideas, and this sometimes disappears over online communication. The instant feedback between ideas and thoughts helps push projects to the forefront or sweep them under the rug.

Seth Newman, Director, Sporting Smiles

Mentorship for Young Professionals

While hybrid and remote work has a lot of efficiencies for managers and seasoned professionals, it’s not always an empowering experience for young professionals. 

Jonathan Duarte HR Spotlight

For younger professionals, working hand-in-hand, or in a real “team” setting, is invaluable for knowledge and career growth, and mentorship.

Jonathan Duarte,
Founder & CEO, GoHire

Early in my career, I was lucky to work on some consulting projects where I worked hand-in-hand with very experienced team members who I could lean on, ask quick questions of, and ‌absorb and learn from. A couple of months later, I realized I still needed that team support, and I still need it today, but now I know where to get it. 

For younger professionals, working hand-in-hand, or in a real “team” setting, is invaluable for knowledge and career growth, and mentorship. I’ve never seen mentorship like this work in a remote/hybrid work environment.

Jonathan Duarte, Founder & CEO, GoHire

Not Everything Needs to Be a Meeting

We have found that achieving a good balance between remote and in-person work, such as three days in-person and two days remote, is best for productivity and morale.

Tali Ditye, PhD - Terkel HR Spotlight

Communication is key, and there is no substitute for being in the same room. On the morale side, we find that in-person work is better for avoiding miscommunications during chats and virtual meetings.

Tali Ditye, Ph.D,
Editor-in-Chief & Co-Founder, Mommyhood101.Com

On the productivity side, we find that in-person work is better for quickly resolving minor issues that arise during the workday without scheduling and attending lengthy virtual meetings. Not everything needs to be a meeting, and we can resolve many questions that arise during the day with a quick in-person chat.

Communication is key, and there is no substitute for being in the same room. On the morale side, we find that in-person work is better for avoiding miscommunications during chats and virtual meetings.

Not everyone is a great communicator over chat or email, and it can be very difficult to perceive subtle non-verbal cues that can help you correctly interpret someone’s intent. Did Jane really intend to use that tone in her chat message? Probably not, and likely avoidable through in-person communication.

Tali Ditye, Ph.D, Editor-in-Chief & Co-Founder, Mommyhood101.Com

The Reasons Seem To Add Up, Alright!

While the debate is set to continue, each of these reasons put forth by leaders at the workplace are indeed valid enough to warrant the call to return to the office. Of course, employees have their own reasons to battle it out and stay put on their decision to choose the remote work environment instead.

What every company and its workforce need is an honest review of specific work requirements and a decision that helps both parties reach an agreement.

Do you have a take on why an in-office work environment works better than remote? Or do you have an opinion that goes against this line of thought? 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.