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Early Career Lessons: Enduring Experiences That Shaped Leaders

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Early Career Lessons: Enduring Experiences That Shaped Leaders

The path from entry-level roles to leadership positions is often paved with invaluable lessons learned along the way. 

Our early career experiences, even those seemingly insignificant at the time, can profoundly shape our perspectives, values, and approaches to work. 

To explore the transformative power of those early jobs and learnings, we asked a diverse group of leaders from our HR Spotlight community to reflect on their journeys and share the one lesson from their early career that continues to resonate with them today. 

Their insights offer a glimpse into the foundational experiences that shaped them into the leaders they are today.

Read on!

William Hoggarth
CEO & Co-Founder, Chexperts Ltd

Trust Your Intuition and Enjoy the Journey

One of the most valuable lessons I learned early in my career is to trust my intuition and focus on doing work that I truly enjoy, even if it wasn’t part of the plan I initially envisioned for myself.

Fourteen years ago, fresh out of university, I joined a local company while searching for what I thought would be my “real” professional job. I quickly became immersed in the work and the niche industry, and I stopped looking for that so-called perfect role. 

Fast-forward 10 years, and I became the youngest director in the company’s history at the age of 28.

That experience taught me that career paths don’t always follow a straight line, and that’s okay. 

If you find joy and fulfillment in what you’re doing, lean into it. 

Opportunities often emerge naturally when you’re fully invested in your work and pursuing something you’re passionate about. 

Plans can change, but trusting yourself and enjoying the journey can lead you to incredible, unexpected destinations.

Peter Hunt
Director & Physiotherapist, The Alignment Studio

Listen Carefully and Treat Patients as Partners

Early in my career, while working in a busy sports physical therapy clinic, I learned the importance of listening carefully to patients and treating them as partners in their recovery. 

One memorable case involved a semi professional rugby player recovering from a serious shoulder injury. He had been through multiple rounds of rehabilitation but felt frustrated and unheard by previous therapists. 

Rather than focusing solely on the clinical presentation, I took the time to understand his goals and daily challenges, building a rapport that allowed him to fully articulate his concerns. 

By combining this patient-centered approach with my knowledge of musculoskeletal anatomy and rehabilitation techniques, I was able to tailor a treatment plan that aligned with his specific needs. 

The result was a quicker recovery, reduced risk of re-injury, and a player who not only returned to the field but felt more confident in his performance.

This experience taught me that technical expertise is only part of the equation. Strong communication and empathy are equally vital in achieving successful outcomes. 

This lesson has carried through my 30 years in the profession and is embedded in the culture at The Alignment Studio. 

By fostering a collaborative approach and empowering patients to take ownership of their health, we’ve helped countless clients, from athletes to desk workers, achieve long-term results that go beyond just pain relief. 

It’s this balance of technical skill, active listening, and patient education that continues to define my practice and my philosophy.

Amaury Ponce
Business Owner, Ponce Tree Services

Pay Attention to Detail and Customer Needs

One of the most valuable lessons I learned early in my career came from working alongside my father when I was just starting out in the tree service industry. 

I quickly realized the importance of paying close attention to detail and understanding the unique needs of each customer. 

For example, I remember working on a tree pruning job for a client who was very particular about preserving the natural shape of their oak tree while ensuring the branches didn’t interfere with power lines. 

My father taught me to slow down, assess the tree’s health, its growth pattern, and the client’s specific requests before making any cuts. 

By combining technical skill with customer collaboration, we delivered results that exceeded expectations, and that customer referred us to three of their neighbors. 

That experience instilled in me the value of thoughtful planning, precision, and great customer service, which remain the foundation of my business today.

As a certified arborist and TRAQ certified professional with over 20 years in the field, this early lesson has shaped the way I lead my team and interact with clients. 

Whether we’re handling hazardous tree removals or providing routine maintenance, I always emphasize a customer-first approach, ensuring that their priorities guide every decision. 

My qualifications and years of hands-on experience allow me to evaluate trees holistically, balancing safety, aesthetics, and the client’s vision. 

That ability to merge expertise with personalized care is something I learned as a kid and carry with me to every project today.

Ronald Osborne
Founder, Ronald Osborne Business Coach

Solve Problems at Their Root Cause

Early in my career, while running my first telecommunications business, I learned the importance of solving problems at their root cause instead of just addressing the symptoms. 

I recall a moment when one of our biggest clients was frustrated with recurring service disruptions. My team was working overtime to patch issues as they arose, but the complaints kept coming. 

Instead of focusing on quick fixes, I decided to step back and deeply analyze the situation. 

After days of reviewing systems and engaging directly with both clients and technicians, I discovered that the issue stemmed from outdated processes in how we maintained critical infrastructure. 

By investing in streamlined protocols and retraining my team, we not only resolved the client’s concerns but also reduced our downtime across the board by over 30%. 

That experience taught me that sustainable solutions come from identifying and addressing core inefficiencies.

This lesson has stayed with me throughout my career and is something I pass on to every business owner I coach. 

Many businesses struggle with surface-level fixes, whether it’s in operations, staffing, or customer relations. 

My MBA in finance helped me refine this problem-solving approach by teaching me how to break down complex systems and identify where the true bottlenecks lie. 

Today, when I work with businesses in turnaround situations, one of the first things I do is look beyond the visible problems and uncover the hidden ones. 

This principle has led to some of my most successful transformations, from increasing profitability in struggling companies to helping organizations scale more efficiently. 

Solving problems at the root is a timeless strategy that every leader should master.

Daniel Oringel
Founder, Party With A Twist

Understand Every Role in a Team

One of the most powerful lessons I learned early in my career was the value of understanding every role in a team. 

It wasn’t just about doing the job—it was about appreciating the challenges and opportunities each role brings.

Back in high school, I worked part-time at a bakery. It was fast-paced, with early mornings, long lines, and constant multitasking. 

One day, I was asked to handle the cash register—something I hadn’t done before. It seemed simple at first, but as customers piled in and orders got complicated, I realized how much skill and focus it took to keep things running smoothly. 

That experience stayed with me.

Fast forward to today, and I run my own business. That early lesson of stepping into another person’s shoes is something I still apply every day. 

When I’m hiring for a role—whether it’s a balloon artist or an operations assistant—I spend time doing the job myself first. It helps me write better job descriptions, ask the right interview questions, and set clear expectations.

For example, when I was preparing to hire someone to manage inventory, I thought it was just about keeping stock levels up. 

But after spending a month juggling inventory myself, I realized how much attention to detail it required—balancing supplies, tracking orders, and preparing for the unexpected. It made me appreciate the role on a deeper level, and it changed how I hired for the position.

The takeaway? Never underestimate the value of firsthand experience. 

By rolling up your sleeves and stepping into someone else’s shoes, you gain empathy, insight, and a stronger connection to your team. 

That lesson from my bakery days is something I’ll carry with me for the rest of my career.

Andrew Osborne
Owner, Ozzie Mowing & Gardening

Listen to Clients and Understand Their Vision

One of the most important lessons I learned early in my career was the value of listening to clients and truly understanding their vision before taking any action. 

I remember working for a small landscaping company when I was just starting out, and we had a client who was very particular about their garden design. Instead of rushing into the project, I took the time to sit with them, listen carefully to their ideas, and ask detailed questions about the look and feel they wanted to achieve. 

This approach not only built trust but also ensured the outcome exceeded their expectations. The experience taught me the power of communication and attention to detail, which I now prioritize in every project I take on at Ozzie Mowing and Gardening.

Over the years, as I’ve gained more knowledge and qualifications, including becoming a certified horticulturist, this lesson has only deepened in importance. 

With over 700 projects under my belt, I’ve seen firsthand how tailored solutions that align with a client’s vision make all the difference. 

For example, I once helped a client who wanted to transform their garden into a native oasis that attracted local wildlife. By listening to their specific goals and combining them with my expertise in plant selection and design, we created a thriving, sustainable space that brought their dream to life. 

That early lesson on listening and understanding continues to guide me, ensuring every project is not just a job completed but a space my clients love.

Jamie Frew
CEO, Carepatron

Practice Active Listening for Better Solutions

Active listening. 

In one of my first roles, I realized that truly understanding people’s concerns, ideas, or feedback often required more than just hearing their words but meant paying attention to the bigger context and the underlying needs they might not explicitly express.

At Carepatron, this lesson has been invaluable. Whether it’s engaging with customers or working with the team, I make a point to fully understand their challenges before jumping to solutions. 

For example, when users provide feedback on a feature, we don’t just act on the surface request but dig deeper to understand the core problem they’re trying to solve. This approach has helped us design solutions that align more closely with their real-world needs.

Active listening has also taught me the value of patience and empathy in leadership. 

It’s a skill that strengthens trust, improves collaboration, and leads to better decision-making. It may be a simple practice but it has made a lasting impact on how I approach both work and relationships.

Megan Dias
Career Services Coach, Parsity

Be Helpful and Find the Right Answers

A lesson I learned at a job early in my career was the importance of ACTUALLY being helpful. 

Many times when asking for advice, guidance, or support, people might not know how to tangibly provide specific recommendations and the conversation begins circular without a clear and actionable next step. 

What I’ve learned is if you do not know the “answer”, it’s best to say “I’m not sure but I will find out for you.” 

This actually goes a long way because it shows the person is invested in problem solving to help you be successful. 

Whenever I encounter anything I am not certain of, I always reassure the person that I will provide the answer after doing due diligence to determine how to best support.

Gary Edwards
Owner, Voceer

Embrace Mistakes as Learning Opportunities

One lesson I learned early in my career that has stuck with me is the importance of embracing mistakes as learning opportunities. 

In my first job, I remember being terrified of making errors, thinking they would surely spell disaster. However, after a particularly challenging project where things didn’t go as planned, my mentor helped me see that each mistake was a chance to improve and refine my approach. 

This mindset shift transformed the way I handle challenges. 

Now, I actively learn from each misstep, using them to build resilience and enhance my problem-solving skills. 

This approach has not only made me more effective in my work but also more open to taking on new and challenging projects.

Alex Morgan-Jones
Operations Manager, Optima Self Store

Communicate Clearly and Set Expectations

Early in my career, I learned the importance of clear communication and setting expectations. 

While managing a small project, I assumed everyone was on the same page about deadlines and deliverables, which led to delays and confusion. 

Since then, I’ve made it a priority to clearly outline goals, timelines, and responsibilities at the start of any project. 

This lesson has been invaluable in fostering collaboration, avoiding misunderstandings, and ensuring smoother operations—something I apply every day in my current role.

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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Pillars of Onboarding: Key Actions for New Employee Success

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Pillars of Onboarding: Key Actions for New Employee Success

What are the defining elements of a best-in-class onboarding program? 

How can organizations ensure that new hires feel welcomed, supported, and equipped to succeed from day one? 

To answer these critical questions, we turned to the experts. 

We asked the HR Spotlight community of HR and business leaders to share their insights, specifically focusing on the three most important actions their HR teams take during the initial onboarding period. 

Their responses offer a blueprint for creating an onboarding experience that not only facilitates a smooth transition but also fosters a strong sense of belonging and sets new employees up for long-term success.

Read on!

Regina Sheridan
Executive Vice President, Libra Group

Building connections: At Libra Group, new employees are encouraged to foster connections with individuals both within and beyond their immediate team. By facilitating relationship-building from the outset, this helps create a sense of belonging and deeper understanding of the wider ecosystem.

Experiencing the ethos: We schedule opportunities for new employees to interact with leadership directly to learn about our history and vision for the future. For instance, through our internship program, our leadership team will set time to have off-the-record meaningful conversations with our interns. Observing these sessions is a clear window into our ethos for new hires.

Personalized approach: We aim to get to know each individual on a personal level – whether it’s celebrating a special life milestone or spending one-on-one time discussing their professional development goals. There are frequent check-ins at the beginning of their onboarding which continue for several months to ensure a smooth first year.

Kellie Warner
Director of People Operations, Jobot

Immersing new hires in our culture and values: We introduce employees to our guiding principles of kindness, respect, innovation, and connection. Through interactive sessions, new hires connect with key team members and discover how Jax – our proprietary AI platform – drives our mission of creating good jobs for good people, fostering a deep sense of belonging and purpose.

Providing training and mentorship: We ensure new hires receive hands-on training, a deep dive into Jobot’s methodologies, and meaningful mentorship opportunities. By equipping employees with the tools and guidance they need to succeed, we lay the foundation for professional growth and long-term impact.

Maintaining ongoing connections: Regular check-ins ensure employees feel supported, heard, and equipped to thrive. By fostering open communication and providing actionable feedback, we create an environment where employees can grow in a culture built on transparency and collaboration.

Alissa Durbin
VP of HR, IGS Energy

Each new hire is sent a welcome package to their home which includes a welcome message, items introducing them to our culture, our values statements and IGS swag. We also include a Grubhub gift card to cover the cost of a lunch with their leader or members of their team, which we schedule and organize.

Each new hire also has a fantastic opportunity to hear directly from our co-founder and CEO Scott White and VP of Sales Doug Austin. Regardless of a new hires’ position or location, this dedicated time with our leaders immediately upon joining the team, is very “IGS.” It sets the tone for how we do things here, working as a team and putting emphasis on collaboration and idea-sharing, as opposed to hierarchy.

In the first week, new hires are also invited to join a cohort of new-hire peers to take part in our BetterYet program, which is focused on 12 skills that support personal and professional growth, together. This has proven to be a great way to make connections from across the company.

Carr Lanphier
CEO, Improovy

To welcome and acclimate new employees, the first thing we always do is introductions. Though of course we want new hires to be ready to go as soon as possible, we recognize the value in letting new hires get to know our team before training them. It helps them to feel more welcome, and it also lets them learn who they can go to for different kinds of questions in the future. 

Another thing we always do is provide them with a welcome manual. In this manual, we include everything from an explanation of our history and values, to a breakdown of their employee benefits, to instructions on how to utilize various systems. It’s a big manual, but it is used as a reference by our employees all the time. 

A third thing we always do is give them an office tour.

Cheney Hamilton
CEO, The Find Your Flex Group

A Tailored Onboarding Journey: We don’t do cookie-cutter onboarding. Every new hire receives a personalised introduction to their role and access to the tools and resources they need to hit the ground running.

Focusing on Outcomes: From day one, we make it clear that success here isn’t about clocking hours.. it’s about the impact you make. This focus on results helps new team members feel trusted and empowered to work in a way that suits them best.

Building Connections: We pair every new hire with a mentor who can answer questions, provide guidance, and make key introductions. It’s our way of ensuring no one feels like they’re navigating a new environment alone.

Julie Nielsen
President & Chief Human Capital Officer, Oyster Organizational Development

Recognize that changing the name of “orientation” to “onboarding” does not make it become onboarding. 

Orientation is, “Here are your forms… Sign your Handbook acknowledgement… See you later.” We find that a lot of companies do this. 

Whereas onboarding is the process of onboarding new employees to the culture and making sure they are equipped and settled. 

And that means having a plan in advance that stretches over at least the first six months to communicate, educate (soft and hard skills), and culturize. 

This doesn’t mean you have to talk to them every day, or even every week. But there must be a preplanned schedule that keeps HR in touch and aware of any hiccups or needs.

Make opportunities for new employees to make friends. Gallup found this in their research – one of the top things that engages employees and keeps them in place is having a friend. We have learned that making it clear it’s a friendly place goes a long way, too. 

So, plan a team event in the employee’s first week where everyone can laugh and kick back. Personalities will come out and the new employee will see who he/she can connect with.

Help managers have a strong relationship with the new employee. Marcus Buckingham talks about people leaving their managers, not companies, and it’s so true. A bond with a manager is career-altering. 

Some managers may establish a relationship naturally, but many won’t, so HR needs to help make it happen. For example, ensure that managers take new employees to lunch on Day 1. Have coffee on the following Friday and talk about the week – what went well, what surprised them? And then repeat.

George Fironov
Co-Founder & CEO, Talmatic

At Talmatic, we’ve found that a strong start really makes all the difference in someone’s journey with us.

Here’s what we do: 

First, we create a personalized roadmap for each new person, matching it to what they want to achieve in their career. You’ll get regular check-ins, specific training for your role, and we’ll pair you with a mentor to help you build relationships right away.

We also love getting new folks immersed in our culture quickly. You’ll meet your teammates through virtual coffee chats, join fun sessions about what makes us tick, and get the inside scoop on where we’re headed as a company.

Plus, we make sure you have everything you need from day one – all the guides, tech support, and HR contacts are right at your fingertips, so you can dive right in.

Damon J. Gray
Senior Software Engineer, Anvil Corporation

HR covers the obvious stuff, legal paperwork, benefits matters, safety training and general onboarding. 

As a hiring manager, I’m looking at the less obvious things, and what I have found to be most appreciated by new hires is, first, a clean desk, wiped down, drawers vacuumed and wiped clean, a comfortable chair and the “must have” – some company swag. 

The other most appreciated welcoming ambassador task that seems appreciated is a brief tour of the campus that includes noting which teams are doing what in each building, and most importantly, where the bathrooms are!

James Allsopp
CEO, iNet Ventures

At iNet Ventures, we’ve transformed onboarding into a memorable and impactful experience. Here’s how we ensure our new hires thrive:

– “Mission First” kick-off: The first day takes a deep dive into how their role fits into the overall mission. This goes beyond tasks and spells out purpose. The employees get introduced to the organization’s vision for the future and it’s a shared vision across the board.

– 30 Day Success Blueprint: Different employees are assigned a plan that they can follow for their first few weeks. This plan states goals that they can attain in the course of their first month making sure to build momentum and confidence.

– Culture Passport Program: New employees are walked through our values by completing team challenges, going to lunches with their colleagues or even hearing stories that build connection and membership that are taken from behind the spotlight.

We believe onboarding isn’t just about acclimating—it’s about inspiring. By making every step intentional and energizing, we set the stage for long-term success.

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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Influenced by 2024: HR Playbook in 2025

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Influenced by 2024: HR Playbook in 2025

What was the single most profound HR lesson that emerged from the experiences of 2024? And how will that lesson shape HR strategies and practices in 2025? 

These are the questions we explored with the HR Spotlight community of insightful business and HR leaders, seeking to understand the most impactful takeaways from a year of unprecedented change. 

This post compiles some of their reflections, offering a glimpse into how the challenges and opportunities of 2024 are informing a new era of HR leadership in 2025. 

Every insight provides valuable guidance for organizations looking to thrive in the year ahead.

Read on!

Ronald Osborne
Founder, Ronald Osborne Business Coach

Align Culture With Employee Expectations

One of the most profound HR lessons I learned in 2024 is the critical importance of aligning team culture with the evolving expectations of modern employees. 

I worked with a business in the tech industry that was experiencing high turnover rates and low engagement among its workforce. 

After conducting a detailed assessment, I discovered that the company’s rigid structure and lack of flexibility were creating a disconnect between leadership and employees. Employees wanted more autonomy, clearer pathways for growth, and a workplace that valued diversity and inclusion not just in words but in actionable policies. 

My years of experience in team optimization and understanding organizational behavior helped me craft a strategy to address these issues directly.

We implemented flexible work arrangements, launched mentorship programs, and introduced a structured employee feedback system to give team members a voice. These changes were supported by regular training for leaders to ensure they could adapt to this shift. 

Within six months, we saw an improvement in retention and a noticeable increase in employee satisfaction scores. This experience reinforced my belief that HR is not just a function, it’s the core of a company’s ability to innovate and stay competitive. 

Moving into 2025, I will continue to prioritize helping businesses create environments where employees feel valued, engaged, and empowered to contribute their best work.

Silvia Angeloro
Executive Coach, Resume Mentor

Employee Well-Being Is Strategic

2024 taught me that employee well-being is more than just a phrase; it is a strategic requirement. 

Witnessing the burnout pandemic firsthand, I realized that traditional engagement strategies are inherently flawed. 

During a major talent retention initiative, I realized that flexibility is more than just remote work regulations; it is also about knowing particular human rhythms. 

We redesigned performance management, shifting away from rigid measurements and toward holistic growth conversations that recognize each team member’s distinct professional journey. 

What is the key takeaway? Empathy is our most effective talent approach. 

In 2025, I intend to create workplace experiences that respect employees as multidimensional individuals, not just resources. This entails building circumstances in which psychological safety is not an ambition but a reality. 

By focusing on actual human connection, we may shift company culture from transactional contacts to meaningful professional relationships that foster true cooperation and innovation.

Angela Heyroth
Principal, Talent Centric Designs

Address Burnout And Disengagement

The most profound lesson I take from 2024 is that people can only tolerate so much before they become burned out, detached and disengaged. 

In 2024, we saw people psychologically leaving their companies but physically staying due to the economy. 

This is devastating to company performance because people who are detached decrease their productivity, increase their absenteeism, often show lack of initiative and little interest in learning or growth, can give off a poor attitude towards colleagues and customers, display low levels of energy and commitment, and may make careless mistakes. 

Burnout, disengagement, and detachment are dangerous and so as HR leaders head into 2025, this must be addressed. 

HR leaders will need to take action to listen to their people to understand what they are feeling and why, and then need to address the feedback. This is the way to re-engage your workforce, rebuild trust, and re-establish organizational loyalty. 

Otherwise, 2025 risks large potential turnover.

Theresa White
Career Clarity Coach, Career Bloom Coaching

Flexibility And Empathy Are Crucial

The most profound HR lesson that 2024 taught was the critical importance of flexibility and empathy in the workplace. 

Throughout the year, as organizations navigated ongoing challenges related to remote work, mental health concerns, and a shifting economic landscape, it became evident that traditional rigid HR policies were often inadequate. 

This insight has reinforced the need for HR practices that prioritize employee well-being and adaptability, recognizing that each employee’s circumstances can significantly impact their work and overall life.

In 2025, this lesson will influence my perspective and practices by driving a more human-centered approach to HR. 

Additionally, I will focus on enhancing mental health support within the organization, providing resources and training that foster a supportive work environment. 

This shift towards more empathetic and flexible HR practices is aimed not only at increasing employee satisfaction and retention but also at boosting overall organizational resilience and productivity.

David Frost
CEO, fassforward

AI’s Transformative Impact

The most profound HR lesson of 2024 was the rapid adoption of AI and its transformative impact. 

I think it will be remembered as the year AI transitioned from “wave of the future” to practical applicability in the workplace. It is revolutionizing workflows, decision-making, and leadership development. 

For HR, the opportunity was clear: AI amplifies impact, allowing teams to scale solutions, improve talent development, and enhance employee experiences. 

In 2025, I believe the key challenge will be balancing all of the increased efficiencies that AI provides, without losing the human touch.  HR leaders need to focus on how to integrate AI as a partner, not a replacement. 

Successful AI integration will balance technical innovation without losing the “human” in human resources; ensuring leaders and HR teams drive meaningful outcomes while maintaining personal connection.

Magen Gicinto
SVP of People, Strategy and Culture, Nisos

HR’s Role in Protection Against Fraud

In 2024, I learned just how prevalent, complex and damaging employment fraud can be. The scope of fraud has evolved beyond an embellished resume and can impact companies of all sizes and industries.

Some common types of employment fraud I’ve seen include:

Identity Fraud: Candidates using fake or stolen identities to secure roles.

Credential Fraud: Inflating qualifications, certifications, or job experience.

Remote Work Fraud: Foreign operatives, like North Korean remote workers, infiltrating companies for malicious purposes, such as stealing intellectual property.

Polywork Fraud: Working multiple jobs without disclosing them to their employer, leading to “double dipping” and conflicts of interest.

Fraud doesn’t just affect business operations—it undermines trust, engagement, and workplace culture.  

This realization has underscored that employment fraud requires HR to have a security mindset and strong partnership with their security teams.  

HR teams can play a critical role in protecting the integrity of the workforce by enhancing hiring practices, strengthening background checks, and fostering deeper integration with security experts.

Jason Lioy
Chief People Officer,  Dawn Foods Global

Stretch Goals Beyond Success

2024 has taught me that success can breed comfort, and comfort can be more stressful than navigating a crisis. In comfort, we risk stagnation, lose our problem-solving edge, and miss opportunities for growth. 

Through some opportunities of self-discovery as well as strategic planning I’ve realized the importance of creating “productive discomfort”—environments that challenge the status quo and push us to grow beyond what feels safe.

In 2025, this will guide my approach by setting stretch goals that encourage innovation, questioning established processes to uncover blind spots, and prioritizing leadership development to build resilience. Intentional discomfort fosters adaptability and prepares teams to navigate change with confidence.

Success is not a destination but a platform for growth. This perspective will drive our HR strategies in 2025, ensuring that we evolve, innovate, and inspire, even in the absence of crisis.

Kathleen Lin Hurtubise
CEO, Aloha Hospitality Professionals (AlohaHP)

Nurture Entrepreneurial Mindsets

Team empowerment by fostering radical self-awareness: In 2024, AlohaHP required every team member to participate in an experiential course designed to uncover and address limiting beliefs through over 50 activities. This cultivated immediate self-awareness, empowering individuals to make aligned choices now—not someday.

How It Shapes 2025: With heightened self-awareness, our team operates as a self-managing unit where roles align with natural strengths and passions. They embody curiosity, responsiveness, and resourcefulness, driving personal growth and organizational success. 

This shift has positioned AlohaHP to expand into continental U.S. markets with a team that embraces ownership, delivers results, and evolves alongside the company.

In 2025, our HR focus is clear: nurture entrepreneurial mindsets and create opportunities for employees to thrive as architects of their own growth—and the company’s future.

Seamus Nally
CEO, TurboTenant

Promoting HR’s Role in Change Management

2024 has been the year of change, especially where technology adoption is involved. 

Like a lot of other companies, we have tried adopting various tech tools and learned that some simply don’t work well for us. 

What we’ve also learned is that HR is really helpful with this. 

They can be really helpful with figuring out what tools might be best according to the needs of our employees, and they are also helping with training employees on how to use any new tools. 

They excel when it comes to change management.

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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Onboarding Success: Key Actions for Integrating New Employees

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Onboarding Success: Key Actions for Integrating New Employees

Beyond the standard paperwork and orientation sessions, what are the most impactful actions HR teams can take to truly welcome and acclimate new hires? 

To uncover best practices and actionable strategies, we requested a panel of seasoned HR leaders from the HR Spotlight community to help, asking them to identify their top three priorities during the initial onboarding period. 

Their answers provide a practical roadmap for organizations looking to enhance their onboarding processes, offering valuable insights into how to create a more engaging, supportive, and effective experience for new employees.

Read on!

Jenni Stone
HR Director, InfoMC, Inc.

Conduct Comprehensive Virtual Orientation

InfoMC embraces a fully remote workforce across 8 states. Being a “remote first” workplace, we prioritize three key actions to integrate new remote employees effectively. 

First, we conduct a comprehensive virtual orientation that includes live sessions with leadership and team members across departments, helping new hires understand our company culture and cross-functional workflows. 

Second, we implement a structured 30-60-90 day onboarding plan with clear milestones and regular check-ins, pairing each new hire with both a direct supervisor and a peer mentor to provide diverse perspectives and support. 

Third, we provide a curated “welcome kit” that includes company-branded items, office supplies, and technology resources, accompanied by personalized welcome messages from team members, which helps create a tangible connection to our remote culture from day one.

Brett Ungashick
CEO, OutSail

Create Personalized Onboarding Plans

Our HR team’s three key actions to welcome and acclimate new employees during onboarding are personalized onboarding plans, fostering connections, and providing structured training. 

These steps ensure new hires feel supported, connected, and prepared to succeed in their new roles.

We create a personalized onboarding plan tailored to the individual’s role and responsibilities. This includes a clear schedule for their first week, introductions to key team members, and access to all necessary resources and tools. A welcome kit reflecting our company culture is also provided to help them feel valued and included from day one.

We arrange introductions with their immediate team and key stakeholders to foster connections. Each new hire is also paired with an onboarding buddy or mentor who guides them through the initial weeks, answering questions and providing support as they acclimate. Regular check-ins with their manager further reinforce their sense of belonging and engagement.

Finally, we offer structured training programs to equip new employees with the skills and knowledge needed for their roles. This includes role-specific training, an overview of company policies, and access to tools and platforms they’ll use daily. These efforts ensure new hires feel confident and ready to contribute, fostering a smooth transition and setting them up for long-term success.

Lawrence Guyot
President, ETTE

Emphasize Cybersecurity and Digital Inclusivity

One crucial action our HR team takes during onboarding is emphasizing cybersecurity and digital inclusivity. 

Every new hire undergoes comprehensive training on our multifactor authentication systems and cybersecurity protocols, using real scenarios like handling employee data and safeguarding PII. This ensures they start with a robust awareness of the digital responsibilities crucial for maintaining our company’s security posture.

Another key focus is accessibility training. 

New employees engage with ongoing awareness sessions and inclusive design thinking, learning how these principles are integrated into our services. This immersion fosters an understanding of how ETTE supports diversity and user-friendly IT solutions, preparing them for our client-centered approach.

We also excel in creating a community through the designation of a single point of contact in our team. 

This individual not only guides new hires through the company’s IT structure but also facilitates connections with seasoned staff. This supportive structure encourages new employees to engage actively with our culture of collaboration and technical expertise from day one.

Vaibhav Kamble
CEO, CloudOptimo

Provide Comprehensive Orientation Program

A strong onboarding process is essential to help new employees integrate smoothly into an organization. Here are three critical actions our HR team takes during this phase:

Comprehensive Orientation Program: We provide a detailed orientation covering company values, culture, and key policies. This ensures employees feel aligned with organizational goals from day one.

Personalized Mentorship: Pairing new hires with experienced mentors fosters relationships and offers a support system for questions and guidance.

Regular Check-Ins: Frequent touchpoints during the initial months help identify challenges and ensure continuous engagement and productivity.

These steps set the foundation for long-term success and employee satisfaction.

Peter Hunt
Director & Physiotherapist, The Alignment Studio

Assign Mentors for Guidance

Welcoming and acclimating new employees to The Alignment Studio is a process we take very seriously, as it sets the foundation for their success and integration into our team. 

The first key action we take is providing a structured orientation program. This includes a comprehensive introduction to our clinic’s values, culture, and multidisciplinary approach, as well as detailed training on our systems and processes. We make sure every new team member understands how their role fits into our mission of delivering holistic care to clients. 

Second, we assign a mentor or buddy from within their discipline to guide them through the first few weeks. This person serves as a point of contact for questions, helps build confidence, and fosters connections within the team. Third, we ensure regular check-ins during the onboarding period to address challenges, celebrate wins, and provide constructive feedback. 

One standout example of this process in action occurred when we onboarded a Pilates instructor who was transitioning from a traditional fitness studio to our integrated clinic. 

With over 30 years of experience in the industry, I understood how crucial it was to bridge the gap between their previous approach and our clinical model. Through personalized mentorship and consistent communication, we helped them adapt their methods to align with our focus on rehabilitation and performance. 

The result was not only a smooth transition but a thriving team member who now plays a key role in delivering exceptional outcomes for our clients. This experience underscored how a well-executed onboarding process can unlock a new employee’s potential while reinforcing our commitment to excellence.

Max Shak
Founder & CEO, Zapiy

Tailor Onboarding Experience

At Zapiy.com, we place a strong emphasis on creating a welcoming and supportive environment for new hires. From my experience as a founder, I know how crucial the onboarding process is for setting the tone and helping new employees integrate smoothly into the company culture. Our HR team focuses on three key actions to ensure new employees feel supported and ready to contribute from day one.

Personalized Welcome and Onboarding Program: Our HR team tailors the onboarding experience to each new hire’s role, ensuring it’s relevant and engaging. From the start, new employees receive a welcome packet that includes essential information about the company’s values, mission, and the tools they’ll be using. 

This personalized touch helps new hires understand how their specific role fits into the bigger picture and gives them a clear sense of purpose. Additionally, they’re introduced to key team members and departments, fostering early connections that will make their integration smoother.

Comprehensive Training and Mentorship: We believe that a new hire’s success is rooted in the right training and support. Our HR team organizes a series of role-specific training sessions in the first few weeks. This includes everything from learning our systems to understanding company processes and expectations. 

To ensure that employees feel guided through the transition, we also assign them a mentor or buddy from within their team. This mentorship helps new hires feel more comfortable asking questions and getting feedback, while also promoting a sense of camaraderie early on.

Frequent Check-ins and Feedback Loops: We understand that the first few weeks can be overwhelming, so our HR team emphasizes regular check-ins. These check-ins aren’t just about tracking progress but also about creating a safe space for new employees to express concerns or share their experience. 

By proactively asking for feedback, we show that we value their opinions and are committed to making their transition as seamless as possible. It also helps us identify potential challenges early and address them before they become bigger issues.

By focusing on personalized onboarding, structured training, and regular feedback, we set up new employees for long-term success and create a work environment where they feel truly supported from the moment they join Zapiy.com.

Brayn Wills
HR Manager, ProProfs Training Maker

Offer Structured Orientation Program

As HR Manager at ProProfs, I specialize in talent acquisition, employee engagement, and performance management. Fostering a positive workplace culture and creating environments where employees feel motivated and empowered to excel is something I’m very passionate about.

Our HR team takes the following three most important actions to welcome and acclimate new employees during their initial onboarding period:

Structured Orientation Program: We begin with a detailed orientation session, meant to welcome new employees into the company’s mission, vision, and core values. This includes:

– Organizational policies and procedures walkthrough.

– Overview of their department’s role in contributing to overall goals.

– Introduction to key team members, which helps them understand their support network.

Personalized Onboarding Plan: Each new employee is given a customized onboarding plan that includes:

– Role-specific onboarding training to prepare them with any tools and knowledge required to succeed.

– Defining expectations, goals, and timelines for the first 90 days.

– Being matched with a mentor or buddy for both formal and informal aspects in the role.

Create Connection and Engagement: We provide ways through which our new hires can connect and feel welcome part of the team through:

– Regular meetings with HR and their managers to discuss any issues or concerns.

– Team-building activities or informal meet-and-greet sessions.

– Access to company resources, such as collaboration tools and communication platforms, to be integrated into the workflow.

These actions collectively create a supportive environment that helps new employees transition seamlessly, feel valued, and become productive members of the team.

Dre Thompson
Full Cycle Talent Acquisition Specialist, Innomotics

Engagement, Planning, and Transparency

As a Full Cycle Talent Acquisition Specialist at Innomotics (formerly a Siemens business), my company is doing the following to onboard new employees:

#1 – Facilitate direct engagement with key leadership personnel, including the CRO, Head of Finance, and Head of HR, via Microsoft Teams. 

The Benefit: Allows new employees to gain comprehensive insights into our organization structure and gives them the opportunity to ask pivotal questions from the outset

#2 – Managers not only assign a work body but have co-workers submit a 3 week introductory plan. 

The Benefit: Plan includes scheduled one-one meetings with essential stakeholders, fostering personal relationships through an understanding of the business.

#3 – New hires receive consistent updates through text, phone, and email, coupled with monthly check-ins by the Talent Acquisition partner who manages their hiring process, ensuring their ongoing success and adjustment within the company.

The Benefit: Transparency into the process and next steps upon joining the organization. Allows employee to be seen and heard on all fronts.

Allison Neptune
People and Culture Strategist, BARR Advisory

Emphasizing Relationships, Clarity, and Ongoing Dialogue

BARR’s approach to onboarding is guided by our focus on meaningful connections, clear communication, and empathetic support.

First, we organize a personalized welcome session where the new employee meets key team members, fostering an immediate sense of belonging.

Next, we provide structured orientation materials and hands-on training, ensuring roles, responsibilities, and organizational policies are thoroughly explained. 

Finally, we schedule regular check-ins during the new hire’s initial weeks on the job to address questions, gather feedback, and maintain open communication. 

This proactive engagement helps new hires feel supported as they learn our culture and processes. 

By emphasizing relationships, clarity, and ongoing dialogue, we ensure every newcomer quickly adapts and thrives.

Casey Cunningham
CEO and Founder, XINNIX

An Award-Worthy Warm Welcome

At XINNIX, we believe onboarding should feel like a warm welcome, not just the typical paperwork. It’s about making every new team member feel like they belong here from the day they accept joining the company.

We start by getting to know them as a person—things like their favorite candy, their pets, and where they’re from. It’s not just about the role they’re filling; it’s about who they are.

Next, everyone in the company reaches out in a scheduled cadence with a welcoming call to make them feel like part of the family as they are waiting to arrive for their exciting new adventure/job/role.

Finally, we send them a custom welcome box filled with things we know they’ll love—snacks, something for their kids or pets, or even a little nod to their college. It’s our way of saying, ‘You matter, your family matters and we’re excited you’re joining our team/work family.’

It’s part of why we believe we’ve won over 25 culture awards—because even though they’re stepping into serious roles, they are first valued as a person.

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.

Recent Posts

Breaking Down Barriers: Moving Beyond the 15% to Support Employee Mental Well-being

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Breaking Down Barriers: Moving Beyond the 15% to Support Employee Mental Well-being

“With only 15% of workers comfortable discussing mental health at work, how does your HR team foster a workplace culture where employees feel safe and supported in addressing their mental well-being?”

This was the question we posed to the HR Spotlight community of business leaders and HR experts, and received in return some insightful advice on nurturing an environment of practical care and support at the workplace.

From how peer-support groups help to normalizing conversations around mental health, every piece of advice in here speaks of just how far today’s leaders go to ensure that mental health remains a priority.

Read on!

Julia Yurchak
Senior Recruitment Consultant, Keller Executive Search

Wellness Wednesdays and Mental Health Days

At Keller Executive Search, we’ve reimagined our approach to mental health through targeted initiatives that create real impact. 

Our “Wellness Wednesday” program, for instance, brings in mental health professionals monthly for interactive sessions on stress management and resilience building. 

We’ve also implemented a “No Questions Asked” mental health day policy where we allow team members to take up to six mental health days annually without requiring documentation.

Our initiatives also extend to our leadership team. In fact, we hold the “Leadership Conversations” series, where we give our company executives the space to tell personal stories about their mental health journeys. We’ve noticed that these conversations sparked meaningful dialogue across all levels.

Our quarterly anonymous pulse surveys show that these initiatives have increased comfort in discussing mental health from 15% to 47% in the past year. 

We complement these programs with comprehensive mental health coverage and 24/7 access to virtual therapy through our enhanced EAP, making support accessible whenever our team needs it.

Alexandra Huber
Psychotherapist & Counsellor, Alexandra Integrative Therapy

Create a Culture of Trust

As a psychotherapist, I’ve seen how fear of judgment—even losing their job—can prevent employees from opening up about mental health struggles. 

In high-pressure corporate cultures that value ambition and constant growth, it’s easy for employees to feel like admitting they’re struggling might make them seem replaceable. 

HR teams can help shift this mindset by creating a culture of trust, where mental health is seen as part of overall well-being, not a weakness. 

Managers could be trained to approach these conversations with empathy, and offering confidential support options—like anonymous wellness check-ins or mental health days—can make a huge difference. 

When employees feel supported rather than judged, they’re more likely to thrive both personally and professionally.

Tamica Sears
HR Consultant, Sears Coaching

Leadership Sets the Tone

Creating a culture where employees feel safe discussing mental health starts with leadership setting the tone. 

Your HR team can drive this by ensuring leaders actively demonstrate empathy, normalize mental health conversations, and prioritize psychological safety. 

One thing that I’ve done was intentionally move to a health insurance plan that covered outpatient mental health services at 100%. When announcing the change, I made sure to let everyone know that this was done on purpose to help remove the stigma of discussing mental health among the team. 

Offering other benefits like coaching and mindfulness programs can reinforce the company’s commitment to being more open about mental health and to reduce stigma even more. 

HR can make sure to regularly train managers to recognize and respond to signs of distress. This will help to encourage open, non-judgmental communication to further build trust between managers and their teams.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Gratitude and Recognition Foster Mental Health

Give River’s foundation is rooted in creating healthier, more fulfilling workplaces by addressing mental well-being as a core element of our mission. I’ve learned from my diverse career experiences that a thriving work environment is one where employees feel psychologically safe and supported. 

At Give River, we incorporate wellness and emotional intelligence into our platform via the 5G Method, which prioritizes employee well-being through gamification and recognition. Our platform encourages open dialog and community building, which naturally extends to discussions around mental health.

One example of fostering mental well-being is our Gratitude feature, which transforms workplace culture by normalizing appreciation and recognition, creating an environment of trust and safety that supports mental health. 

Our gamified challenges and recognition tools help teams engage with mental wellness initiatives without feeling pressured, making the process enjoyable and non-intrusive. We’ve seen that when employees are regularly acknowledged and appreciated, their mental well-being improves significantly, adding to overall productivity and job satisfaction.

Data-driven insights from our platform guide companies in making informed decisions that support mental health. For instance, our surveys help gauge employee sentiment, providing actionable insights to leaders on how to bolster a supportive environment. 

We couple this with expert guidance to ensure leaders can handle discussions about mental health comfortably and effectively. 

Emphasizing gratitude and recognition helps create a culture where employees feel valued and comfortable discussing their mental well-being.

Michael Hurwitz
President/Co-Founder, Careers in Government

Embed Psychological Safety in Workplace Culture

Creating a workplace where employees feel safe discussing mental health is essential in today’s evolving professional landscape. At Careers in Government, fostering a culture of trust and support is integral to our mission of empowering both individuals and organizations.

We believe mental well-being is as important as professional growth. Our approach centers on embedding psychological safety into workplace culture, ensuring employees feel valued and heard without fear of stigma. Open communication and proactive support systems are the foundation of this effort.

For instance, we implemented monthly wellness check-ins where employees can discuss challenges in a confidential setting. These sessions, paired with access to professional mental health resources, have significantly improved engagement and trust within the team. Feedback surveys consistently show increased comfort in discussing sensitive topics.

To build a safe environment, prioritize open dialog, offer professional support, and train leaders to model empathy and understanding. Proactively address stigma and create spaces for employees to share without judgment. 

Mental health support is an investment in your team’s resilience and long-term success.

Jason Plevell
Personal Coach, The Obstacle Remover

Peer-Supported Small Group Discussions

In my work as a life and change coach, I’ve seen how pivotal it is to foster a safe and supportive culture around mental health at work. 

I leverage my personal journey of overcoming alcoholism and depression by sharing my experiences openly with clients, which encourages them to discuss their struggles without fear of judgment. It’s that authenticity that helps create a space where real conversations can thrive.

We also implement strategies from our Intrinsic Value Blueprint at The Obstacle Remover, focusing on self-worth and routine while tying these practices into daily work culture. For instance, integrating small group discussions led by team members—not just HR—helps create a peer-supported environment. 

It’s a simple step that boosts feeling valued and mentally supported.

Moreover, using frameworks like the S.T.E.A.R. Cycle allows individuals to actively dismantle negative beliefs and replace them with positive outlooks. 

By aligning daily workplace practices with these methodologies, employees feel empowered to address their mental health openly, knowing there’s a structured process behind the support they receive.

Lydia Valberg
Co-President, Merchant Payment Services

Open and Trusting Relationships

Creating a supportive workplace culture where employees feel safe discussing mental health is crucial. 

At Merchant Payment Services, fostering open and trusting relationships has been fundamental to our approach, as reflected in our focus on community and integrity. We’ve found that the same transparency and trust we offer to our clients are equally important within our team. 

One practical step we’ve implemented is regular, informal “tradition talks,” where employees can share their concerns and ideas openly, without the pressure of formal meetings. 

This aligns with our company’s values of transparent practices and provides space for genuine dialogue, echoing our commitment to integrity and community. 

Moreover, we always emphasize the importance of responding to our employees with the same attentiveness we give our customers. 

This means offering flexible schedules and mental health days to support staff well-being, much like how we tailor our payment solutions to meet the unique needs of our clients.

Dr. Britt Lindon
Ph.D. Clinical Psychologist, Sens Psychology

Normalize Mental Health Conversations

Building a supportive work environment for employee mental health involves both maintaining professional boundaries and actually showing interest in the well-being of individuals. 

Only 15% of employees feel at liberty to discuss mental health matters at work, yet that can be changed through action on the part of the HR teams involved.

At its essence, mental well-being in the workplace is about feeling safe, valued, and understood. HR teams can help break down fears by consistently speaking to the fact that a mental health issue is a priority and that seeking support is strength, not vulnerability. 

Normalizing conversations about mental health in the workplace throughout the organization, such as leadership openly sharing their experiences and company-wide events raising awareness about resources, can actually make employees more likely to seek help when they need it.

Another area that HR can support the mental well-being of an employee through policy and benefits indicating a concern for employees’ wellness, like broad mental health coverage, EAP accessibility, and support for utilizing mental health days or flex time.

Creating a culture of mental well-being calls for sustained effort and true commitment at all levels within the organization. 

HR teams are best able to create this kind of environment by first approaching the subject with empathy, openness, and focus on actual support.

Jose Gomez
Founder & CTO, Evinex

Leadership Shares Mental Health Experiences

Creating a culture where employees feel comfortable discussing mental health starts with leadership setting the tone.

We encourage open dialogue by having leaders share their own experiences with mental health, which helps normalize these conversations. Regular mental health workshops and training sessions are part of our strategy, equipping employees with the tools to manage stress and recognize signs of burnout.

We also offer confidential counseling services and mental health days, signaling that taking care of one’s mental well-being is a priority. 

By fostering an environment of empathy and understanding, we make it clear that mental health is as important as physical health.

Mayank Singh
Director of Human Resources, Coordinated Family Care

Holistic Approach to Mental Health

It’s important for employers to take a holistic approach when considering the mental health needs of their employees. 

It begins with open and transparent communication about how the organization intends to support its employees as it relates to mental health. This should be evident to prospective candidates from the onset when they are looking at a company’s website or job posting. 

Also, on an ongoing basis, there should be consistent reinforcement about the resources that are available to employees. Here are a few things that employers can consider to create a supportive and transformative work culture:

– Open Door Policy (to all levels of management)

– Mental Health Wellness Days

– Employee Assistance Program (EAP) Services

– Group Counseling Sessions, either periodically or after a stressful period of time, at no cost to employees (some EAP vendors will provide a Mental Health Professional to do these sessions at reasonable costs)

– Initiatives to inform and recognize various things that may be impacting people’s mental health. 

At our organization, during certain days or months, we’ll make informational posts about certain topics and then do something to recognize said day or month. 

For example, during World Day of Bullying Prevention in October, we asked employees to wear blue and took a group picture that was posted, along with information on what this day was all about, on our various platforms. 

In November, we had employees have their pictures taken with fake mustaches for Movember (bringing awareness for men’s health issues) and again posted these pictures (along with information on this subject) on our various platforms.

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

While all these insights resonate with the needs of today’s workforce, we advise you to carefully develop the ones you think work best for your work environment and move forward accordingly. Of course, we also advise that you do so under the guiding hand of a mental health professional.

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.

Recent Posts

EAPs in the Modern Workplace: Leadership Perspectives on Value and Measurement

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EAPs in the Modern Workplace: Leadership Perspectives on Value and Measurement

How do leaders view the role of Employee Assistance Programs (EAPs) in today’s workplace? 

Are they seen as a vital resource, a mere compliance requirement, or something in between? 

And more importantly, how are leaders ensuring their EAPs are not just available but truly effective in supporting employee well-being? 

To answer these questions, we reached out to a diverse group of executives from the HR Spotlight community and asked for their views on the essentiality of EAPs, the key factors they’ve implemented to drive program efficiency, and the methods they employ to gauge program effectiveness. 

Their responses offer valuable insights into the evolving role of EAPs and the leadership commitment required to make them successful.

Read on!

Stacie Baird
Chief People Officer, Community Medical Services

Refine EAP Based on Key Metrics

Supporting employee mental health is more critical than ever. 

We continuously refine our EAP/Mental Health Support offerings based on key metrics such as program consumption, engagement, and feedback. Selecting a vendor that provides dashboards for ongoing engagement and true partnership for employee education has been key to increasing utilization.

According to a recent market research report, 79% of businesses offer an EAP while, on average there is between 11-14% engagement in these programs.

Looking to elevate utilization, we started with survey feedback, devising a quarterly campaign to educate staff and family members. We measured program engagement, satisfaction, and service utilization trends. After two quarters, we refined our messaging and campaign for the third quarter. 

An end-of-year survey helped us further refine our offerings for the following year. For example, based on counseling service utilization, we added more visits and streamlined provider coordination through our health insurance.

Overall, employee demographics, societal factors, and business challenges require regular review and refinement of our offerings.

Lawrence Guyot
President, ETTE

Integrate EAP with IT Services

As someone deeply involved in IT consulting through ETTE, I’ve seen how integral an Employee Assistance Program (EAP) can be in promoting a healthy work culture and enhancing productivity. 

We prioritize mental wellness and continual professional development, adopting initiatives like stress management workshops and flexible work arrangements. Our approach isn’t just about deploying technology solutions but ensuring our teams are mentally equipped to handle dynamic environments.

In terms of measuring the program’s effectiveness, we use a combination of employee feedback and productivity metrics. 

For instance, after launching our cybersecurity awareness training, we’ve observed a measurable decrease in security incidents, which directly correlates with an uptick in employee engagement with learning modules. 

This improvement is a testament to the program’s impact on both professional acumen and personal well-being.

To drive an efficient EAP, we’ve embedded it into our organizational framework by aligning it with our core IT services. 

For example, integrating EAP resources with onboarding processes helps new employees smoothly transition into their roles, providing them with the support they need from day one. This has not only improved morale but fostered a sense of community and trust within our company.

Ronald Osborne
Founder, Ronald Osborne Business Coach

Normalize Seeking Support in EAP

I consider Employee Assistance Programs (EAPs) absolutely essential for fostering a productive and resilient workplace. 

Employees perform their best when they feel supported, both professionally and personally. 

One key factor I’ve adopted to ensure the efficiency of EAPs is creating a culture where seeking support is normalized. This means offering confidentiality, promoting the program regularly, and integrating mental health and well-being into the core of the company’s values. 

By tailoring the program to specific workplace challenges such as stress management, financial planning, or conflict resolution, employees feel that the support is relevant and actionable.

A great example comes from my telecommunications business. When I noticed rising absenteeism and burnout among team members, I implemented an EAP designed to address workplace stress and provide access to counselors. Leveraging my background in team efficiency and leadership, I analyzed root causes like unbalanced workloads and introduced both the EAP and workload management training. 

Within six months, absenteeism decreased and staff productivity increased significantly, confirmed by performance metrics and employee feedback surveys. 

My MBA in finance and business operations expertise helped me set clear KPIs to measure the program’s success, including employee retention rates and anonymous satisfaction scores. 

The results demonstrated not just the program’s value but also the immense trust it built within the team.

Peter Hunt
Director & Physiotherapist at The Alignment Studio, The Alignment Studio

Holistic Approach to EAP Success

The Employee Assistance Program is absolutely essential to our operations at The Alignment Studio. 

With over 30 years of experience in physical therapy and health management, I’ve seen firsthand how workplace stress and poor physical health can impact productivity and employee well-being. 

Our EAP is designed to support our team both physically and mentally, ensuring they have access to the resources they need to perform at their best. Key driving factors for its success include a focus on open communication, regular feedback, and tailored support. 

For instance, we provide access to ergonomic assessments, personalized wellness plans, and on-site Pilates sessions to address physical strain, while also offering mental health resources such as counseling referrals. 

This holistic approach ensures we’re not only addressing immediate concerns but also helping our employees build resilience for the future.

One example of the program’s effectiveness is when a team member was struggling with recurring lower back pain due to prolonged desk work. 

Leveraging my expertise in musculoskeletal health and postural correction, we implemented a personalized rehabilitation plan that included physical therapy, strengthening exercises, and regular check-ins. We also adjusted their workstation ergonomics and encouraged them to participate in our Pilates classes. 

Within three months, their pain had significantly reduced, and their overall productivity and job satisfaction had improved. 

We measure the program’s success through employee feedback surveys, reductions in absenteeism, and improved team performance metrics. These results reinforce the value of integrating physical and mental health support into our workplace culture.

Tamar Blue
Chief Executive Officer, MentalHappy

Data-Driven Insights for EAP Effectiveness

Our Employee Assistance Program (EAP) focuses on mental health accessibility and emotional support, aligning with the core mission of my company, MentalHappy. 

We integrate virtual support groups into our EAP to address major challenges employees face, such as social isolation and stress, offering a secure platform for peer support and professional guidance. 

By utilizing our HIPAA-compliant platform, we’ve observed a 30% improvement in emotional well-being reported by participants.

One key factor in making our EAP effective is leveraging data-driven insights to tailor our support groups, like the journaling group, which increased participant retention by 25%. This data-centric approach ensures our EAP remains relevant and impactful by responding proactively to emerging employee needs.

To measure effectiveness, we track health outcomes, participation rates, and qualitative feedback. 

For instance, we’ve seen attendance rates exceed 90% in remote group sessions, indicating strong engagement and value perceived by users. 

This method lets us adapt our strategies continuously, maintaining a responsive and beneficial EAP.

Marie Carroll
VP of People & Culture at Social Factor

Active Propagation and Conversations

Yes, EAP is an additional resource/benefit we can provide to support our employees in all aspects of their life. Due to the nature of our industry and type of work we do, offering an EAP allows us to provide resources to various employee types to cover tough topics. 

We make a point to talk about it, market it, make sure managers know about it as well. Our (HR) team is a big proponent of it and we all offer it as a resource in conversations with employees. If no one knows how it works or it exists it is a waste of money.

We actively provide the information to the team when we know employees have expressed a tough life event and some have acknowledged their use or awareness of the resources in passing. 10/140 is our best guess of usage.

Jean Chen
COO & CHRO, Mondressy

Beyond Participation Rates

An Employee Assistance Program (EAP) can really uplift a workplace, but to keep it efficient, focusing on accessibility and communication is crucial. 

Making sure employees know the EAP exists and how to use it is half the battle. Engaging staff through regular, informal updates about available services helps demystify the program and shows that mental health is a priority. 

One practical tip is to incorporate brief wellness check-ins during team meetings. These aren’t full-blown therapy sessions, just short moments to remind everyone of available support and encourage open dialogue.

To gauge the program’s effectiveness, look beyond just participation rates. Pay attention to employee feedback and changes in workplace culture or morale. Surveys can offer insights into how the program impacts stress levels or job satisfaction. 

When people feel supported, it shows increased collaboration and reduced absenteeism. That’s when you know the EAP is working its magic.

John Wilson
Owner & CEO, Wilson Plumbing and Heating

Regular Surveys and Usage Tracking

I consider our Employee Assistance Program (EAP) essential for fostering a supportive work environment. 

We focus on making it efficient by ensuring that employees are aware of the available resources and by providing easy access to counseling and support services. 

To measure the program’s effectiveness, we conduct regular surveys to gather feedback from participants about their experiences. 

We also track usage rates and look for improvements in employee morale and retention. This data helps us gauge the program’s impact and make necessary adjustments. 

A strong EAP not only supports our employees but also enhances overall productivity, which is crucial in our fast-paced industry.

Oliver Morrisey
Owner and Director,  Empower Wills & Estate Lawyers

Anonymous Feedback and Regular Check-Ins

I’ve found our Employee Assistance Program (EAP) to be a vital resource for supporting our team’s well-being. It’s an important part of fostering a positive work environment and ensuring our staff feel valued.

To make the program effective, we offer a variety of services, including mental health support and financial guidance, while ensuring these resources are easy to access. We also encourage an open culture where employees feel comfortable utilizing these services.

To measure its success, we track participation rates and gather anonymous feedback from employees about their experiences. We also look at overall employee engagement and retention, as a supported team is generally more productive and satisfied. 

Regular check-ins help us make necessary adjustments to ensure the program continues to meet our team’s needs.

Lyle Solomon
Principal Attorney, Oak View Law Group

Holistic Approach and Regular Communication

Yes, Employee Assistance Programs are key to a healthy workplace. 

From my experience effective EAPs have 3 key components: confidentiality protocols that go above and beyond the law, comprehensive services, and continuous improvement through data.

Strong confidentiality builds trust and increases program use. A comprehensive service package should include mental health counseling, financial planning, legal support and work-life balance support. This holistic approach covers all the employee stressors that impact performance in the workplace.

We measure program success through multiple metrics while maintaining individual privacy. Key indicators are 45% annual utilization, 30% reduction in absenteeism and 85% satisfaction from anonymous feedback surveys. Healthcare costs typically go down 15% for stress related claims and departments with high EAP engagement see a 20% improvement in productivity metrics.

Regular communication about benefits, removing access barriers and refining programs based on anonymized usage data drives sustained success. Leadership visibility is key to reducing stigma and promoting preventive care use. 

This data driven approach means EAP is a worthwhile investment in employee well being and business performance.

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?

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