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Bridging the Internship Gap: What Top Leaders Wish They Had Learned

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Bridging the Internship Gap: What Top Leaders Wish They Had Learned

What if the internships that shaped today’s top leaders were actually missing the one lesson that matters most? 

As CEOs and HR trailblazers look back on coffee runs and endless photocopying, a provocative pattern emerges: the skills that truly propelled their careers—strategic thinking, client empathy, energy management—were rarely taught. 

This HR Spotlight dares to ask the question every organization should fear: are we still training tomorrow’s leaders with yesterday’s playbook? 

From reverse mentoring to trauma-informed grounding, from system-thinking rotations to owning real projects from day one, these veterans reveal the gaps they once stumbled through—and the radical fixes they’ve built into programs that now produce confident, impact-ready talent in months instead of years. 

In 2025’s race for the next generation of leaders, their stories prove one thing: the best internships don’t create helpers—they create heirs.

Read on!

Ryan Grambart
Founder & President, World Copper Smith

I’ve concentrated on developing a more organized and compelling internship program.

I believe it’s essential to offer interns practical experience that corresponds with their interests and professional aspirations.

We’ve incorporated frequent feedback sessions and mentorship chances, resulting in a significant improvement.

Interns experience greater support and connection with our team.

A fundamental lesson I wish I had learned sooner is the significance of transparent communication.

I think creating a space where interns can express their ideas and inquiries results in a more fruitful experience for all participants.

The focus is on establishing trust and promoting development.

When interns feel at ease expressing their thoughts, we all gain from new viewpoints and creativity.

In general, I’ve observed not only their abilities develop, but also our whole team’s dynamics improve concurrently.

Open Talk Turns Interns into Innovators

Tracey Beveridge
HR Director, Personnel Checks.

Internships aren’t just about getting some free labor – they can be powerful collaborations to help a young person grow, while learning from them and embracing their enthusiasm.

The key thing we have implemented in our internship programs is a real focus on mentors, not only to benefit the internee but also to reignite energy in longer serving employees.

Spending time with a more experienced employee is a great way for the intern to pick up tips and tricks, and learn new perspectives which can help them develop into future roles.

Mentors also report having a renewed sense of purpose, and fresh approach to elements of their job.

Rather than just getting the intern to just sit and staple booklets, make cold calls or do some admin, it’s really valuable for everybody to get them involved, learning and contributing.

Mentors Reignite Passion Both Ways

Derek Emery
CEO, Cash For Cars Los Angeles

Drawing from 40+ years growing my business, I’ve learned that real success for interns comes from genuine team integration and direct impact.

The single most overlooked lesson I wish internships drilled into me early: thriving inside a people-centric, small-team environment, where every hand’s visible and every win or mistake counts. Corporate internships usually keep you on the sidelines, but I found real growth starts when people get tossed into teamwork and business problem-solving from day one.

That’s why I built our internship program to go beyond shadowing.

Every intern here rotates across real roles on multi-generational teams, tasked with meaningful projects and mentored in-the-moment—not just tested at the end.

Reverse mentoring is crucial: interns coach us on fresh tools while learning streetwise business from veterans.

It energizes everyone and leads to process upgrades—last year, 27% of improvements sparked directly from intern-led changes.

Even our feedback is live—after each main task, we all discuss what worked right away, so interns quickly see that their insights matter for real.

Our approach doubled the odds of interns joining us full-time, because they leave not just with a line on a résumé but with hard-earned, adaptable skills for any business setting.

Real Teams, Real Impact from Day One

Yusuf Najat Abolade
Founder, DCMJobConnect

Looking back, I wish my early internships had taught me the power of strategic thinking—how to go beyond ticking tasks off a list and instead, ask why each task mattered.

That lesson was missing, and I often felt like a helper, not a contributor.

Today, as the founder of DCMJobConnect.ng, a growing career platform focused on empowering job seekers and interns, I’ve built our internship program around intentional growth.

Every intern is assigned ownership of a project tied directly to business outcomes.

We guide them to think critically, present solutions, and measure their impact.
Weekly reflection sessions and mentor check-ins make the experience not just task-based, but transformative.

Interns leave not just with experience, but clarity, confidence, and a stronger professional identity.

Project Ownership Sparks Strategic Minds

Emily Demirdonder
Director of Operations & Marketing, Proximity Plumbing

In my early internship days, I wish someone had really emphasized the importance of open communication and being able to adapt quickly to a fast-paced environment.

Back then, I was thrown into roles where I had to manage multiple tasks without being equipped with the right tools or support.

I was left to figure things out on my own, which led to a lot of unnecessary stress and inefficiency.

Now, when I run our internship program at Proximity Plumbing, I make sure interns are constantly supported and encouraged to ask questions.

They get detailed training in communication skills and are paired with a mentor who checks in with them regularly.

We also ensure they understand the full scope of their responsibilities, not just the tasks at hand.

I believe this approach not only helps them perform better but also prepares them for the real demands of a job.

Safe Questions Build Confident Adaptors

Dave Symons
Managing Director, Dashsymons

After building DASH Symons from 2 people to 20 over 15 years, I realized early on that traditional apprenticeships miss the critical connection between technical skills and real-world problem solving.

Most programs teach you to install equipment, but not how to think through complex integrated systems.

I wish my early training had emphasized system integration thinking – understanding how security cameras, access control, electrical, and networking all work together.

Instead of learning trades in isolation, I had to figure out these connections through expensive trial and error on actual client sites.

Now at DASH, our interns rotate through every department for their first 6 months.

When we bring someone on, they spend time with our electricians, then network installation, then system programming.

This way, when they’re troubleshooting a failed camera system, they understand it might be a power issue, network problem, or software configuration – not just the camera itself.

The result is dramatically better problem-solving skills.

Our recent intern identified a client’s recurring access control failures were actually caused by inconsistent power delivery, something a single-trade approach would have missed completely.

Cross-Department Rotation Crushes Silos

Utkala Maringanti
Licensed Marriage & Family Therapist Associate, Revive Intimacy

As a Licensed Marriage and Family Therapist Associate, I’ve seen how early supervision experiences can make or break a clinician’s development.

During my own training, I craved more hands-on practice with real-world scenarios rather than just theoretical discussions.

Now under Heather McPhearson’s supervision at Revive Intimacy, we’ve restructured our approach to include weekly role-playing sessions with actual client scenarios.

Instead of traditional case presentations, supervisees practice difficult conversations—like addressing sexual trauma or navigating LGBTQIA+ affirming care—in real-time with immediate feedback.

The game-changer has been our “cultural competency challenges” where supervisors work through cases involving diverse backgrounds, religious considerations, and non-traditional relationship structures.

One supervisee recently shared how practicing these scenarios helped her confidently support a polyamorous couple when the situation arose with actual clients.

We also implemented peer consultation groups where supervisors learn from each other’s experiences with complex cases involving ADHD, sexual dysfunction, or family dynamics.

This creates the collaborative learning environment I wished I’d had earlier in my career.

Role-Play Therapy Forges Real Clinicians

Adam Krolikowski
Attorney, Krolikowski Law

Dropped: Throwing interns into complex legal research without teaching them how to think like lawyers first.

Early in my career, I was handed case law and told to “figure it out” – which taught me research skills but not legal reasoning.

Adopted: Starting interns with client communication fundamentals before any case work.

I realized from handling employment and personal injury cases that the best lawyers aren’t just researchers – they’re translators who can explain complex legal matters clearly to scared, injured people.

Now our interns spend their first two weeks shadowing client consultations and learning to assess communication skills – the same evaluation process I use when advising people to choose attorneys.

They practice explaining legal concepts in plain English before diving into statutes.

This mirrors how I had to learn to connect with diverse clients across Northern and Southern California.

The result? Our interns contribute meaningfully to cases faster and actually understand why they’re researching specific precedents.

They’re not just finding cases – they’re building arguments that serve real people who need justice.

Client Voice Before Case Law

Jessie Eli
Founder, Dermal Era SPA

While I don’t run a traditional internship program at Dermal Era, I mentor women entrepreneurs through Woman 360, and the biggest gap I see is the disconnect between technical skills and intuitive business sense.

When I built my spa from scratch as a single mom, I had massage therapy training but zero understanding of energy management—both personal and business.

Now when I mentor aspiring women in wellness, I start them with meditation and self-regulation practices before diving into business fundamentals.

One mentee was burning out trying to launch her practice until we implemented daily 10-minute grounding sessions. Her client retention improved 40% within two months because she wasn’t operating from survival mode.

The key lesson I wish someone had taught me early: your nervous system state directly impacts your business success.

I integrate trauma-informed approaches into all my mentoring because you can’t build sustainably while dysregulated.

Every woman I work with learns breathwork alongside marketing strategy.

Calm Nervous Systems, Build Empires

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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Mid-Career Shifts: Handling More Than Just Transitions

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Mid-Career Shifts: Handling More Than Just Transitions

Mid-career shifters bring wisdom and adaptability, yet traditional hiring often overlooks them. 

This HR Spotlight article compiles recruitment strategies from business leaders and HR professionals for organizations targeting these high-impact professionals. 

Experts recommend adjacent-industry sourcing, skills-based challenges, and values-first interviews over rigid experience filters. 

They share success stories of retail managers crushing lead gen and pharma pros mastering compliance, with 40% faster onboarding and 34% higher conversions. 

By offering bridge programs, mentorship, and clear growth paths, companies turn career transitions into competitive advantages in 2025’s talent-tight market.

Read on!

Sarah Williams
Founder & Principal, Recruit Healthcare

As a recruiter working in the healthcare sector, one piece of advice I always offer to organizations looking to hire mid-career professionals is this: expand your hiring pool to include adjacent industries and the potentially relevant experience those candidates can bring.

Mid-career professionals typically don’t make complete industry shifts, but many are open to moving into adjacent roles or companies where their skills transfer naturally.

The key word here is “adjacent” — and it’s doing a lot of heavy lifting.

This doesn’t mean completely opening up the role or lowering standards.

In fact, I often see companies swing too far when they become frustrated with a limited candidate pool.

They overcorrect by dropping experience requirements altogether, which leads to the opposite problem: an influx of applicants who aren’t the right fit.

The smarter strategy is to start your search with an open mind and a carefully expanded view of acceptable experience.

This slight broadening is often enough to tap into a valuable segment of professionals who already have – or are very close to having – the skills your company needs.

Hunt Adjacent Skills, Unlock Hidden Gems

Mike Thompson
CEO, Learner Mobile

For organizations evolving to recruit mid-career professionals, the key is modernizing both their onboarding experience and their training strategy.

The modern mid-career professional is likely still young – in their 30s – and making intentional career shifts.

They bring valuable experience and expect to feel productive right away.

They’re not interested in outdated, one-size-fits-all training, but rather training that’s convenient, and tailored to their new roles.

Organizations need to evolve development paths that are personalized: paths must be fresh, relevant, and immediately applicable.

At Learner Mobile, we’ve seen teams reach readiness 40% faster when onboarding is delivered in digital, bite-sized, on-demand formats – think three-minute chunks accessible in the flow of work.

Mid-career hires want to win, and they want consumable content that will help them achieve their goals.

Organizations need to show these hires that they’ll be supported with modern tools, not stale content that’s been sitting on a shelf for five years.

For mid-career hires, this isn’t about coasting to retirement – it’s about creating impact now.

Show them they made the right move by joining your organization.

Investing in a modernized, convenient training system that offers daily fresh content doesn’t just empower your new hires – it accelerates your business too.

Modern Training Turns Shifters into Stars

Alexei Morgado
Realtor & CEO, Lexawise

I recommend a skills-based, hiring hybrid model with focused communities and data-driven, agile sourcing.

First, partner with niche platforms, such as Stack Overflow Talent for technologists and SEMrush’s Talent Hub for digital marketers—to reach professionals reskilling and actively looking to undertake mid-career pivots.

Use AI-enabled assessments to challenge practical and technical skills beyond a résumé, so candidates demonstrate their skills prior to moving forward.

Second, offer remote work or hybrid roles with clear career paths and mentorship, as part of the 2025 trend for work-life balance and flexibility, as covered by LinkedIn’s Chief Marketing Strategy Officer.

Third, have an ongoing pipeline of candidates through alumni environments and virtual hackathons, building a strong employer brand with mid-career professionals willing to add diverse experience to your company.

Skills Challenges Crush Resume Myths

Dave Brocious
Sky Point Crane, Executive Leader

After 30+ years building teams across energy and automotive industries, I’ve learned that mid-career hires often outperform traditional candidates when you focus on one thing: their proven ability to build relationships under pressure.

At Sky Point Crane, we’ve had incredible success hiring professionals from completely different industries who understand that business is fundamentally about solving customer problems.

The game-changer is phone-screening candidates based on real scenarios rather than resume keywords.

I ask them to walk me through how they handled a difficult customer situation or tight deadline in their previous role.

The best mid-career hires always describe building trust and finding creative solutions—exactly what we need in crane operations where safety and responsiveness are everything.

We’ve hired former automotive managers who became exceptional project coordinators because they understood the “rinse and repeat” mentality of consistent execution.

One of our strongest team members came from manufacturing and now handles our 3D lift planning because he could translate complex technical requirements into clear customer solutions.

The secret is being responsive during your own hiring process.

Answer their calls quickly, provide detailed feedback, and show them the same urgency you expect from customers.

Mid-career professionals have options—they’ll choose companies that demonstrate the values they want to work for.

Scenario Screens Reveal Real Pressure Pros

David P. Fritch
Founder, Elite Tax Strategy Solutions

After 40 years running my own law firm and CPA practice, I’ve learned that mid-career professionals actually deliver faster ROI than fresh graduates.

When I transitioned from Arthur Andersen to launching my own practices, I brought Big 8 methodology but applied it with small business urgency.

Focus your recruitment on professionals facing major life transitions—divorce, relocation, industry disruption. These candidates are highly motivated and bring desperate energy that entry-level hires lack.

At Elite Tax Strategy Solutions, our best hires came from completely different industries but understood client service pressure.

Skip the lengthy onboarding programs everyone recommends.

Instead, pair mid-career hires with your existing top performers for 30-60 days maximum.

I’ve seen accountants become exceptional business strategists and former retail managers excel at client retention because they already understand customer psychology and time management.

The secret weapon is compensation flexibility.

Mid-career professionals often value schedule control and profit-sharing over base salary increases.

When I hire seasoned professionals, I offer equity participation and flexible hours rather than competing on pure salary—it’s cheaper for you and more valuable to them.

Life-Shift Candidates Bring Rocket Fuel

Christian Strange
Founder, Strange Insurance Agency

Having transitioned from 15 years in commercial banking to founding Strange Insurance Agency in 2020, I’ve learned that mid-career professionals bring irreplaceable wisdom that entry-level hires simply can’t match.

Focus on skills transferability over direct experience.

When I hired my first team members, I prioritized candidates who demonstrated process improvement and client relationship skills from other industries rather than just insurance experience.

One of my best hires came from retail banking – her customer service instincts and financial acumen translated perfectly to helping families protect their assets.

Create accelerated onboarding that respects their experience.

Mid-career professionals don’t need hand-holding on professional basics, but they do need industry-specific knowledge fast.

I developed a 30-day intensive program that gets new hires quoting policies within two weeks while leveraging their existing business acumen.

Offer equity or partnership pathways early.

Unlike younger employees, mid-career switchers often have families and mortgages – they need to see clear financial upside.

I structure compensation packages that include performance bonuses and growth opportunities because these professionals are investing their prime earning years in your vision.

Transferable Skills Unlock Instant Wins

Meghan Calhoun
Co-Founder, Give River

After two decades in high-pressure roles—from TV hosting to selling cemetery plots to grieving families—I’ve learned that mid-career professionals excel when you focus on emotional intelligence over technical skills.

These candidates have real-world resilience that entry-level hires simply can’t match.

The game-changer is creating “culture-first” interviews that reveal how candidates handle stress and connect with people.

When I was selling in grief-stricken situations, I developed skills that translate perfectly to employee relations and conflict resolution. Look for these human-centered competencies.

At Give River, we’ve seen 80%+ engagement rates because mid-career hires bring perspective on what actually motivates teams.

They’ve experienced bad workplace cultures and know what good looks like. They become your strongest culture champions because they’ve lived through the alternative.

My biggest tip: Ask candidates about their worst workplace experience and how they’d fix it.

Mid-career professionals will give you actionable insights that reveal both their values and problem-solving approach—exactly what growing companies need.

Emotional Intelligence Wins Culture Crown

Dr. Rosanna Gilderthorp
Clinical Psychologist & Founder, Know Your Mind Consulting

Focus on values alignment over traditional credentials.

Mid-career shifters often have transferable skills that aren’t obvious on paper.

When I transitioned from NHS clinical work to founding Know Your Mind Consulting, employers who understood my core motivation—helping parents thrive professionally—saw the connection between my clinical expertise and workplace wellbeing.

Create interview processes that reveal problem-solving approaches rather than industry-specific knowledge.

I’ve seen companies like Bloomsbury PLC succeed by testing how candidates think through real workplace scenarios.

A parent returning from career break might not know your specific software, but they’ve mastered complex project management juggling family logistics.

Offer structured onboarding with clear 90-day milestones.

Mid-career professionals need to prove themselves quickly to feel confident.

In my consulting work, I’ve noticed the highest retention rates come when companies set specific, achievable goals that let new hires demonstrate their value within three months rather than expecting them to “figure it out.”

Values-First Hiring Sparks Magic Fit

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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Winning Attributes: Elements That Make for a Perfect Candidate

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Winning Attributes: Elements That Make for a Perfect Candidate

Nailing interviews separates top talent from the rest, with 71% of employers citing preparation as decisive per LinkedIn 2025. 

This HR Spotlight article compiles three standout tips from business leaders and HR professionals across industries. 

Experts emphasize authenticity over polish, mission alignment over generic answers, and self-awareness paired with impact stories to catch attention. 

They highlight quantifiable achievements, thoughtful questions, and cultural fit signals that boost hire rates 40%. 

From financial acumen to strategic curiosity, these insights reveal what truly impresses in 2025’s competitive market, turning interviews from gatekeeping to opportunity showcases.

Read on!

TJ Hughes
Consultant, Red Clover

Be Authentic: Present yourself in a polished and professional manner, but do so in a way that genuinely reflects who you are. 

Demonstrate Your Ability to Serve the Customer: While HR knowledge is important, success as an HR consultant hinges on your ability to serve the client. 

That means consistently delivering excellent service and offering honest, critical feedback—even when it’s not what they want to hear. 

Our role is to support their people while helping them manage risk effectively. 

Be Open-Minded and Willing to Learn: Consulting exposes you to businesses of all sizes, across various industries, with different stakeholders—each bringing unique styles, challenges, and priorities. 

The ability to adapt quickly, shift gears, and embrace learning opportunities is a vital trait you can demonstrate in an interview.

Authenticity Wins HR Consulting Hearts

Lydia Lightfoot
Technical Recruiting Team Lead, Carex Consulting Group

Be Curious, Not Just Prepared – Of course you should know the company and the role, but what really stands out is genuine curiosity. Bring thoughtful questions that show you’re already envisioning yourself in the work.

Own Your Story – Confidence doesn’t mean perfection. Be real about your path—what you’ve learned, how you’ve grown, and what excites you next. A clear, authentic narrative makes you memorable.

Follow Through with Intention – A thoughtful thank-you note goes a long way. Mention something specific from the conversation that stuck with you—whether it was a shared value, a project you’re excited about, or just a great moment of connection. It shows you were fully present and that you care about the opportunity.

Curiosity Sparks Hiring Manager Magic

Elena Pascullo
Director of Marketing, Westside Nannies

Our first tip is that preparation MATTERS. Know the job description inside and out. Be prepared to speak specifically to your relevant experience.

Our second tip is to present the most polished version of yourself. Think clean, professional attire with a well-groomed appearance.

The domestic staffing industry, though professional, can feel innately intimate. Presenting as the professional you are not only shows respect for the family and job at hand, but also that you are familiar with what becoming a professional member of a household truly means.

Our third tip is to be mindful of the energy you’re bringing to the table. Is the way you present in an interview reflective of the type of person a family would like in their home?

Candidates who are calm, warm, and grounded are always in high demand. Skills matter, but your demeanor is just as important in building trust with high-profile families.

Polished Warmth Seals Nanny Deals

Jon Hill
Chairman & CEO, The Energists

Demonstrate your current industry trends and relevant technological advancements:- Like many industries, the energy sector has been evolving rapidly in recent years, and the skills and knowledge required for roles 10 or even 5 years ago may no longer be as relevant.

Show that you are equipped to navigate the landscape of the present and can adapt to changes in the future by showcasing your knowledge of current trends, best practices, and technologies.

Quantify your accomplishments and impact:- When a candidate can show the measurable outcome of their past work, I am much more likely to sit up and take notice than if they just give me a laundry list of skills. Bring notes to the interview so you can cite specific cost savings, production increases, uptime improvements, or other tangible indicators of your performance.

Ask strategic and insightful questions:-When the candidate asks meaningful, thoughtful questions, this shows me they’ve thought critically about the role and why they’d be an ideal fit for it.

This is particularly important in leadership roles, but can help you to stand out in interviews at any level.

If a candidate does all three of these things in an interview, it makes me feel very confident sending them along to a client as a strong fit for their role.

Quantify Impact, Steal the Show

Emily van Eyssen
Founder, Remote Recruitment

In a hiring landscape where hybrid and remote interviews are now the norm, the candidates who stand out tend to show three things: they’re prepared, present and proactive.

Doing your research properly – understanding the company’s values, tone and current challenges – can really set the tone. It shows you’ve put in the effort and that you’re already thinking about how you’d fit in.

How you show up on screen matters too. That means dressing like you would for an in-person meeting, checking your tech setup, and making sure you’re in a quiet, well-lit space.

The strongest candidates also come with a proactive mindset. They ask thoughtful questions, talk confidently about what they’ve delivered, and make it clear how they’d contribute from day one.

And while it might sound small, a warm tone and steady eye contact – yes, even through a webcam – can help you leave a lasting impression.

Remote Pros Shine with Prep Power

Dror Liwer
Co Founder, Coro

First and foremost: Do your research and come prepared – know the company and learn about the interviewer.

Show them that you are serious, that you read articles they published/were mentioned in, share their point of view (or argue against it!) as they expressed it on social media, etc. Make the connection real by turning the interview into a meaningful conversation.

Prepare good questions. A huge turnoff is when at the end of the interview I ask the candidate if they have any questions, and they shrug and say not really.

Seriously? You have no questions about the job, the company, the culture, my leadership style? Do you really care so little about the company you think about joining?

Think about the first impression – are you communicating seriousness?

If the interview is on zoom – pay attention to the background, and wear a top that shows you took the interview seriously.

If in person – be on time, dress appropriately for the job, use a firm hand shake and look the interviewer in the eyes when speaking.

I know this sounds so basic, but I am always shocked at the percentage of candidates that forget the basics.

Research Deep, Connect Real

Nicole Martins Ferreira
Product Marketing Manager, AI Resume Builder

There are things to keep in mind in an interview.

First, acknowledge every person in the call or room. Don’t choose to connect with one person and ice out another.

Also, smile a lot as it helps you connect with people positively.

The last thing to remember is to relax your shoulders and make the conversation casual instead of formal; it’ll allow you to connect better with your hiring managers.

Smile Big, Relax Shoulders, Win

Rachel Tuma
Director, HR & Payroll Services, CESA 6

Confidence, a firm handshake and discussing your qualifications with confidence always makes a great impression.

Practice answering interview questions before so you feel prepared, it will show.

Avoid commonly used self descriptions i.e. I am a fast learner, I am efficient, I am a good listener.

Instead provide examples of your skills and how those skills can benefit the organization.

This is your time to showcase your superpowers and how the employer can benefit.

Ditch Clichés, Unleash Superpowers

Monique Farmer
Founder & CEO, Avant Solutions

Connect the Dots. It’s not enough to list achievements. I want to hear how your work moved the needle. Did your campaign drive engagement?

Did your strategy shift public perception? Walk me through the why and the impact—not just the what.

Mirror the Mission. Show me you’ve done your homework.

The most memorable candidates find a way to weave our mission and values into their answers.

When you can speak to how your purpose aligns with our work, I know you’re not just looking for a job—you’re looking for this job.

Lead With Self-Awareness. Confidence is great, but what I’m really listening for is insight.

Candidates who are honest about their growth edges—who can say, “Here’s where I’m strong, and here’s where I’m still learning”—earn my respect every time.

Mirror Mission, Own Growth Edges

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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Beyond the Annual Review: Simple Rituals To Make Employees Feel Seen

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Beyond the Annual Review: Simple Rituals To Make Employees Feel Seen

Feeling seen fuels engagement, yet 79% of employees cite lack of recognition as a quit driver per Gallup 2025. 

This HR Spotlight article compiles specific practices, rituals, and gestures from business leaders and HR professionals to make staff feel valued. 

Experts recommend public shout-outs tied to impact, mentor spotlights, and personal check-ins that celebrate effort beyond metrics. 

They share rituals like “Ranking Hero” Slack posts, cultural awards, and investor-call highlights boosting morale 30-50%. 

In hybrid 2025 workplaces, these low-cost habits foster belonging, cut turnover, and turn recognition into retention’s secret weapon.

Read on!

Aaron McGurk
Managing Director, Wally

It hit me during one of our weekly SEO updates that highlighting individual winslike a sudden jump in keyword rankingsreally energized the team.

We turned it into a fun ritual where we post a ‘Ranking Hero’ spotlight in Slack, complete with client feedback when possible, and the whole team rallies around it.

My playbook for keeping remote employees feeling seen almost always starts with these public, specific acknowledgments that tie directly back to their impact.

Ranking Heroes Ignite Team Fire

Mike Wall
Founder & CEO, We Buy Gulf Coast Houses

In my experience managing crews on renovations, small gestures matter even more than formal awards.

I’ll never forget when I bought lunch for the team after an especially long dayit wasn’t about the food, it was about saying, ‘I see the effort.

We also do quick feedback huddles at the end of bigger projects, where each person shares one win they noticed in another teammate.

Simple, consistent gestures like these create a culture where people feel both valued and respected.

Surprise Lunches Spark Pure Gratitude

Dr. Edward Espinosa
Owner, OptumMD

In medicine, I’ve found that recognition has the most impact when it feels directly tied to the patient outcomes staff help create.

For example, after a nurse guided a patient through an effective diabetes management plan, I highlighted her role in front of the whole team and called her a ‘Wellness Champion”.

Watching her colleagues applaud was more meaningful than any gift card I could have given.

My advice is to make recognition very patient-centered and to frame it around how the staff’s dedication translates to care and healing.

Wellness Champions Save Lives Daily

Yoan Amselem
Managing Director, German Cultural Association of Hong Kong

In multicultural education teams, recognition needs to reflect cultural nuances, and we’ve seen cross-cultural mentorship make this powerful.

Celebrating mentors who help newcomers integrate by sharing their language and customs not only inspires others, but also builds stronger team bonds.

We measured before and after implementing cultural competency awards, and team engagement improved overnight.

Even day-to-day, greeting colleagues in their native language or acknowledging the extra effort they put into bridging language gaps helps them feel truly seen.

Cultural Mentors Bridge Hearts Fast

Runbo Li
CEO, Magic Hour

Creative teams thrive when they know their contributions aren’t going unnoticed.

At Magic Hour, we highlight real-time wins in a shared channel, whether it’s a video going viral or a new collaboration launching it instantly sparks encouragement across the team.

For larger moments, like securing media partnerships, we schedule virtual shoutouts that give the entire group time to reflect on the effort behind the success.

This approach is now baked into how we build culture, ensuring recognition is both timely and inclusive.

From my experience, pairing structured shoutouts with casual gestures like a quick note of thanks keeps morale consistently strong.

Viral Wins Get Instant Cheers

Campbell Hunt
Partner, Caldera Royalty Company

In this work, details matter. When a teammate pulls county records late at night or clarifies terms with a landowner, I call it out right there. A simple “that was sharp work” makes sure the effort isn’t missed.

A quick text goes a long way. “You handled that negotiation cleanly” or “thanks for driving out to meet that family.” Short, direct, noticed.

I close team calls with a round of appreciation. Each person names one colleague who helped them that week. It ends with people, not numbers.

I track the personal side too. If someone’s kid has a ball game or they’re rehabbing a knee, I ask. Those small check-ins show they matter beyond the work.

These actions set a tone where effort gets recognized and people feel they belong.

Sharp Work Deserves Instant Praise

Bennett Maxwell
CEO, Franchise KI

One practice I recommend is tying recognition directly to the growth journey, because that’s what motivates our franchise teams.

For example, we created a visual wall that shows each new location alongside the individuals who helped launch it becomes a living celebration of progress.

Another ritual we use is the “mentor spotlight,” where we honor team members who guided new owners to profitability, awarding them a Growth Catalyst badge.

Employees don’t just feel thanked, they’re given new opportunities for leadership.

If you can blend recognition with career progression, you’ll find people stay more engaged and invested.

Growth Catalysts Earn Leadership Badges

Sandro Kratz
Founder, Tutorbase

Leading a remote SaaS team, I learned that feeling seen often comes from consistency in feedback.

For example, during one product sprint, I highlighted a developer who streamlined onboarding through a clever code update, and simply naming that achievement during our Friday call boosted morale across the board.

Problem-solver shout-outs really pulled me out of jams when team members felt exhausted by deadlines they reminded everyone their creativity mattered.

I also make it a point to send quick Slack notes celebrating milestones, so praise isn’t limited to formal reviews.

My suggestion is to balance structured rituals, like monthly awards, with spontaneous appreciation that feels authentic and timely.

Problem-Solver Shout-Outs Lift Spirits

Brooks Humphreys
Founder, 614 HomeBuyers

I’ve found that people feel seen when their contributions tie back to real impact.

For instance, when one of my project managers handled a tricky tenant situation, I shared the story on our weekly investor call highlighting not just the result but their judgment in handling it.

We sometimes rotate who walks investors through property updates, which gives newer team members a bigger platform.

Recognition, in my view, sticks best when it’s public enough to inspire others but still personal to the individual being recognized.

Investor Spotlights Celebrate Real Impact

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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Pivot or Persevere? Leaders on Your Next Move After a Layoff

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Pivot or Persevere? Leaders on Your Next Move After a Layoff

Layoffs force tough choices: pivot industries or refine current paths? 

This HR Spotlight article compiles guidance from business leaders and HR professionals for the recently unemployed. 

Experts advise testing both routes via 90-day experiments, auditing transferable skills, and prioritizing passion over safety. 

They share stories of monetizing networks, repackaging expertise, and using value audits to avoid regretful jumps. 

By documenting energizing moments, seeking adjacent roles, and validating demand through conversations, professionals uncover clarity amid uncertainty. 

In 2025’s volatile market, these strategies transform disruption into deliberate reinvention, boosting fulfillment and income without blind leaps.

Read on!

Tim Johnson
CEO, BIZROK

I’ve been laid off before and made the mistake of thinking it was purely a financial problem when it was actually a direction problem.

I left my registered investment advisor role not because of money, but because I felt completely unfulfilled helping small business owners with traditional financial planning. That misalignment was costing me more than any paycheck could fix.

Here’s what changed everything: I stopped asking “which path pays better” and started asking “which problem am I obsessed with solving?”

For me, it was watching my dad miss every out-of-town tournament because his business trapped him. That clarity led me to build BIZROK around scalability instead of going back into finance.

The pivot made sense because the problem consumed my thinking anyway.

My specific test: spend one week documenting what frustrates you most about your previous industry versus what excites you about a potential new one.

I filled an entire notebook with scalability problems I noticed everywhere–that’s when I knew pivoting wasn’t risky, it was obvious.
If you can’t stop thinking about problems outside your current field, that’s your answer right there.

One warning though–pivoting to “anything different” fails just as hard as staying in the wrong industry out of fear.

I’ve seen dentists leave clinical work to open restaurants and regret it within months. The question isn’t stay or go, it’s whether you’re running toward something specific or just running away.

Solve Obsessive Problems Post-Layoff

David Fritch
Attorney, Fritch Law Office

I’ve been through career transitions from multiple angles–Big 8 accounting firm to running my own law and CPA practices for 40 years, plus 20 years as a registered investment advisor.

The pattern I’ve seen work best is what I call the “adjacent move” rather than a complete pivot or staying put.

Look at what you already know deeply, then shift the application rather than starting from zero.

When I left Arthur Anderson, I didn’t abandon tax and accounting knowledge–I just moved it into serving small business owners directly instead of through a corporate structure.

That preserved my expertise while giving me a completely different lifestyle and income model.

Here’s what I tell coaching clients facing this: spend two weeks documenting every problem you’ve solved in your current role, then research which industries are desperate for those exact solutions but can’t attract talent.

A procurement specialist might find construction companies dying for supply chain help. A corporate trainer could find medical practices that need patient communication systems. You’re not pivoting–you’re repackaging.

The biggest mistake is treating this as binary. Take a bridge role that pays bills while you spend 10 hours weekly building credibility in the adjacent space–write LinkedIn posts, do free consultations, join industry groups.

I’ve watched too many people either jump blindly or stay frozen. Test your pivot hypothesis with real market feedback before you commit fully.

Repackage Skills Adjacent Industries

Dr. Elizabeth Barlow
Founder & CEO, Kinder Mind

I’ve worked with dozens of clients in this exact situation–recently laid off, stuck between familiar and new.

What I’ve learned from supervising clinicians nationwide and teaching in the UK is that the real question isn’t about the path itself, it’s about why you’re hesitating.

Most people I see are drawn to pivot because they’re running from something (burnout, toxic culture, feeling undervalued) rather than running toward something meaningful.

One client switched from finance to real estate after a layoff, only to recreate the same stress patterns in a new industry because we hadn’t addressed what was actually broken. Six months later, they were back in my office more anxious than before the change.

Here’s what works: spend two weeks documenting when you feel energized versus depleted in your current skillset.

I had a client track this and realized she loved the client-facing parts of marketing but hated the analytics.

She stayed in marketing but pivoted to a consultancy role focusing only on strategy sessions. Her income dropped 15% initially but her reported life satisfaction jumped significantly, and within a year she’d matched her old salary.

Test before you leap. Take a contract gig in your field while spending evenings volunteering or freelancing in the new space you’re considering.

At Kinder Mind, we’ve had interns find they actually hate clinical work once they’re in it–better to learn that through a practicum than after a costly degree pivot.

Give yourself permission to gather real data instead of making a fear-based decision during financial stress.

Track Energy, Test Options

Gerald Michaels
Owner, Adept Construction

I’ve been running Adept Construction since 1997, and here’s what I learned after nearly going under twice in my first five years: don’t abandon what you’re good at just because the market shifts–find a new angle on it instead.

When residential roofing work dried up during one recession, I didn’t jump ship to another industry.

I pivoted to commercial property management clients while keeping my core roofing expertise. That move actually became 40% of our business and brought stability through the next downturn. Same skills, different customer base.

The best indicator? Look at what former clients say when they refer you.

Our customers kept mentioning “Gerry explains everything clearly” and “no surprises on the bill”–that told me communication and transparency were my real product, not just shingles.

Those skills transfer anywhere, but they’re most valuable where you’ve already built credibility.

If you’re getting callbacks and referrals in your current field, that’s your answer. Stay and adapt your approach to serve a different segment.

If you’re hearing crickets after years of effort, that’s when pivoting makes sense.

Adapt Core Skills New Markets

Maxim Von Sabler
Director & Clinical Psychologist, MVS Psychology Group

I’ve worked with hundreds of people navigating transitions like this, and the pattern I see most often is people rushing the decision because unemployment feels uncomfortable.

From a psychological standpoint, this discomfort actually clouds judgment–your brain is in threat mode, which narrows your thinking rather than expanding it.

Here’s what I recommend: implement rigid structure first, worry about direction second.

When I helped clients through COVID unemployment, those who maintained daily routines–exercise at 8am, skill-building from 10-12, networking after lunch–reported 60% less anxiety within two weeks.

Structure creates the mental space to actually evaluate your options clearly instead of just reacting to panic.

Use this forced pause to test both paths simultaneously in small ways. Spend one week doing a side project in your current field, the next week exploring the pivot through online courses or informational interviews.

Your emotional and energy response will tell you more than any pros-cons list.

I’ve seen people realize they were burned out on their job, not their career–or find the opposite.

The real question isn’t pivot versus stay–it’s what gives you flow and meaning.

Go back to my framework from managing COVID depression: when did you last feel fully engaged and stretched in a good way?

If that’s been absent from your recent work regardless of the layoff, that’s your signal. Most people already know the answer; they just need permission to admit it.

Structure First, Decide Later

Jodi McConnell
CEO, Uniform Connection

I’ve owned Uniform Connection for 27+ years, and here’s what nobody tells you about career uncertainty: the skills you already have are more transferable than you think.

When I started in healthcare retail with my marketing degree, I had zero apparel experience.

But my BBA skills in customer relationship building became our foundation–now we do on-site group fittings for entire medical facilities because I understood how to serve organizations, not just sell products.

Here’s my actual framework: write down three problems you solved really well in your last role, then find industries desperately needing those specific solutions.

I was good at making purchasing decisions easy for busy people. Medical professionals are insanely busy and hate shopping for work clothes. That match created our “personal shopper” model that drives our business today.

One concrete move that worked for me: I talked to people in adjacent industries before committing.

When we expanded into culinary apparel, I spent weeks just listening to restaurant managers complain about their uniform headaches. Those conversations showed me the gap was real before I invested a dollar.

Do 10 of those conversations in any field you’re considering–you’ll know fast if there’s a fit.

The biggest mistake I see is people waiting for perfect clarity before moving.

I started small, tested with one hospital group, learned what worked, then scaled.

Your next role doesn’t have to be your forever role–it just needs to teach you something valuable while paying bills.

Transfer Skills, Test Demand

Christian Daniel
Video Editor & Web Designer, Christian Daniel Designs

I got laid off from a stable corporate gig early in my career and faced this exact decision.

I had video editing skills but was unsure whether to chase another in-house position or gamble on freelancing and eventually running my own studio.

I chose to pivot–not to a totally different field, but to a different structure.

I went independent, started Christian Daniel Designs, and focused on hospitality and dining clients where my storytelling skills had the most impact.

That pivot led to projects like the Park Hyatt video that generated $62,000 in bookings from a $6,000 ad spend, and eventually a NYX Video Award for The Plaza Hotel.

Here’s what helped me decide: I asked myself where my current skills could create the most value and give me control over my career.

For you, that might mean staying in your industry but switching to consulting, or taking your expertise to a sector that’s underserved.

The key is finding the intersection of what you’re good at and where there’s genuine demand–not just chasing what feels safe or trendy.

If you’re unsure, test both paths simultaneously. Take a contract role in your field while exploring side projects in a new area.

I did that early on–client websites during the day, passion video projects at night–until one path proved itself. You don’t have to burn bridges to explore new territory.

Test Both Paths Simultaneously

Charles Blechman
Founder & Coach, Manhattan Coaching Associates

I coach tech leaders through exactly this crossroads, and here’s what I’ve learned: the decision isn’t about the market or the role–it’s about alignment with your values.

I use a three-step process with clients: uncover what matters most by looking at moments you felt alive in your work, distill those into 4-5 core values, then map those against your current path versus potential pivots.

I worked with a Director who felt stuck and came in thinking she needed a new job.

Through values work, we found autonomy and mentorship were non-negotiables for her.

She ended up staying in her role but restructured how she led–took on cross-functional projects, started mentoring junior engineers.

Six months later, she got promoted to senior leadership without changing companies.

The layoff gives you something rare: forced permission to reassess without the pressure of daily firefighting.

Before updating your resume, spend time identifying what you actually need from work–not just what sounds good or pays well.

One client realized he valued craft over scale, which led him from a FAANG to a boutique consultancy where he’s thriving.

If you’re genuinely drawn to solving different problems in a new industry, that pull is data.

But if you’re just exhausted or bitter about the layoff, changing industries won’t fix what’s actually broken–your relationship with how you define success and worth.

Align Values Before Pivoting

R. Couri Hay
Co-Founder, R. Couri Hay Columns

I’ve reinvented myself multiple times over 40 years–from Andy Warhol’s Interview magazine to becoming a publicist, then royal commentator, and now columnist.

Each shift happened because I followed what excited me rather than what felt safe.

When you’re laid off, you have something most employed people don’t: permission to experiment.

I started writing my column not because I planned it strategically, but because I had stories nobody else could tell from four decades of front-row access. That authentic expertise became my differentiator.

Here’s what matters: Can you monetize your relationships rather than just your job title?

When I transitioned from magazine editing to PR, I wasn’t selling skills–I was selling my rolodex and reputation. Your network from your old industry is worth more than any resume update.

Test both paths simultaneously for 90 days. Pitch three companies in your field as a consultant while exploring one completely different opportunity that genuinely interests you.

Whichever generates either money or genuine enthusiasm first–that’s your answer.

I’ve watched too many people at galas who stayed in soul-crushing roles because they theorized instead of tested.

Experiment Both Paths 90 Days

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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From Doubt to Trust: Practical Steps for a Stronger Workplace

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From Doubt to Trust: Practical Steps for a Stronger Workplace

The 2025 Edelman Trust Barometer signals a trust crisis, with only 75% of employees believing employers “do the right thing,” down 3 points, amid rising disengagement. 

This HR Spotlight article compiles practical steps from business leaders and HR professionals to bridge this gap. 

Experts advocate radical transparency, regular Q&A forums, and anonymous surveys to foster accountability. 

They stress auditing communications, empowering managers with 1:1s, and involving employees in decisions for genuine inclusion. 

By owning mistakes, aligning actions with values, and addressing “open secrets,” leaders can rebuild psychological safety, boost morale, and drive retention. 

These strategies transform trust from a buzzword to a measurable driver of performance in uncertain times.

Read on!

Dr Alison Edgar
Motivational Speaker, Alison Edgar Ltd

Trust is the foundation of every high-performing team. When it breaks down, so does performance.

The biggest culprit is broken promises. If you say you are going to do something and don’t deliver, you chip away at trust.

That is why I always say: know your own boundaries. It is better to say no upfront than to overpromise and underdeliver.

Building trust means being reliable, consistent, and clear. As leaders, we need to role model that.

When everyone in the business follows through on what they say they ll do, that is when trust is built and results follow.

Consistency Builds Reliable Trust

Alina Samchenko
COO, Roof MySpace

I’ve witnessed just how quickly employee trust can break down when leadership prioritizes numbers and loses sight of the humans behind them.

One action that significantly impacted us was having regular “unfiltered check-ins” where team members were able to speak candidly about what’s working, and not working, to anyone, without disruption or defending anything.

At first, it was difficult, but where even small pieces of feedback were followed up upon, trust began to be rebuilt.

Human beings anticipate consistency, not perfection. If you promise to listen, do it. That straightforward cycle—listen, act, follow up—is what rebuilt trust faster than any training or HR program could have done.

Unfiltered Check-Ins Restore Morale

Belize Hans Polloso
Vice President, Dog Academic

Last year, I witnessed firsthand how trust impacts workplace dynamics when our remote team’s engagement scores dropped unexpectedly. This challenged me to completely reimagine our approach to transparency and communication.

We implemented three key changes that transformed our trust metrics within six months: First, we established ‘Open Book Fridays’ where we share detailed company performance data and upcoming decisions with all employees.

Second, we created anonymous feedback channels that actually lead to visible changes – every suggestion gets a public response and action plan.

Third, we introduced ‘Shadow a Leader’ days where team members can observe executive meetings, understanding how decisions are made.

The results were remarkable: employee trust scores rose 27%, and voluntary sharing of concerns increased by 64%.

The key lesson? Trust isn’t built through grand gestures, but through consistent, visible demonstrations of transparency and accountability.

Open Book Fridays Boost Scores

Steven Rodemer
Owner & Attorney for Law Office, Criminal Defense Attorney

Trust in the workplace depends on consistency and accountability. When workers question the honesty of leadership, doubt spreads. To establish trust again, there needs to be transparent communication. Avoid vague messages. Explain decisions and their impacts directly to your team.

Accountability drives trust. Own mistakes openly and provide a clear plan for correction. One organization improved trust by holding weekly forums where leadership answered tough questions without deflecting.

Another implemented an anonymous reporting system, ensuring employee concerns received prompt responses.

Leading by example sets the tone. If employees see leaders ignoring rules or breaking promises, trust erodes quickly.

Demonstrating integrity through consistent actions rebuilds confidence. Rebuilding trust demands effort and time, but starts with clear communication, accountability, and leadership that follows through.”

Transparent Communication Drives Accountability

Dr. Chad Walding
Co-Founder, NativePath

With my professional background in physical therapy and nutrition, I have a solid understanding of how small actions and consistent habits contribute to predetermined outcomes, or overall wellness, of an individual, encompassing many things including company culture and organizational trust.

Transparency is the first step to rebuilding trust.

When leaders communicate frequently and honestly about organizational goals, challenges, and decisions, people feel included and appreciated.

I do this by providing weekly updates to my company so that we are all on the same page, knowing what is happening and why. This eliminates guessing and uncertainty, as well as further connecting the team as people feel included as we all learn from the same source.

Consistency is also important.

Trust is deepened when an organization can show up consistently in a similar way every day and frequently and consistently follow through on its commitments.

I often explain this in terms of building a fitness regimen – when people see someone consistently demonstrate the actions required together over time, change sticks.

I would encourage leaders to show up as far as making commitments, even small commitments, so that people are engaged and feel like there is a solid structure, and the integrity resides in those people.

Weekly Updates Eliminate Uncertainty

Laura Bouttell
Managing Director, Quarterdeck

Rebuilding employee trust requires deliberate actions that demonstrate integrity rather than mere statements of intent.

Start by practicing radical transparency—share both successes and challenges openly, involving employees in problem-solving.

Active listening is crucial; create psychological safety where concerns can be voiced without fear of repercussion.

Consider implementing regular “trust pulse” surveys to measure progress objectively.

Leaders should focus on developing emotional intelligence to understand employee perspectives (seeking first to understand before being understood).
Consistency between words and actions is non-negotiable—employees observe behavior, not intentions.

Address trust issues through adult-to-adult communication, avoiding parent-child dynamics that breed resentment.

Remember that trust is built in small moments: keeping commitments, acknowledging mistakes, and celebrating contributions authentically. These micro-interactions, not grand gestures, create the foundation for sustainable trust.

Radical Transparency Fosters Inclusion

Moattar Ali
VP of Marketing, HARO Link Builder

After rebuilding trust in three crisis-ridden institutions, I’ve found these counterintuitive approaches are most effective:

Radical Pay Transparency. We have every pay grade and promotion standard. This removed 87% of pay grievances and boosted internal movement by 40%.

“Failure Forums”. Weekly sessions where leaders visit to discuss their biggest mistakes. When our CEO admitted that a losing product bet would cost us $2M, employee trust scores rose by 22 points.

Two-Way Performance Reviews. Employees now rate managers quarterly. We fired two toxic managers after repeated poor ratings, showing we listen. Surveys don’t rebuild trust – they are built on brutal honesty. Our current eNPS score of 82 shows that this is effective.

Pay Transparency Cuts Grievances

Dr Enya Doyle
The Harassment Doctor, Enyadoyle

Accountability is the number one way to increase trust. People are bored and let down by the 100th rewrite of the zero-tolerance policy, and the eLearning module, that doesn’t reflect the reality within your business.

People need to see that their reports when things go wrong – including bullying and harassment – are going to be handled well. They need to see a lack of retaliation for reporting.

They need to know that the senior leaders and Board are investing in listening to their people – and not just for PR.

Colleagues want proof that everyone from intern on month 3 to senior leader in their 18th year will be held accountable.

Employers ought to be more curious about what “open secrets” are driving down trust in the company values and culture.

Ask yourself: “Which colleague would not surprise me to hear had been reported for harassment or violence?” Go from there.

Accountability Tackles Open Secrets

Abhishek Shah
Founder, Testlify

To rebuild trust, start by auditing your internal communication, employees lose trust when they hear company news externally first. Share business goals, metrics, and tough decisions in real time, and explain the “why” behind them.

Set up quarterly leadership Q&A sessions where no topic is off-limits. Make managers the frontline of trust: train them to have regular 1:1s focused on employee growth and concerns, not just performance.

Give employees a say, form cross-functional trust councils or involve them in decision-making on policies that affect their work. Implement anonymous pulse surveys monthly, and publish follow-up action plans to show you’re listening.

Finally, fix inconsistencies, if leadership says one thing but rewards another, trust erodes. Trust isn’t built through perks, but through clarity, consistency, and shared accountability.

Pulse Surveys Show Listening

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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