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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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Discover the latest HR Tips and trends with our weekly newsletters!

Conquering the Candidate Gap: Expert Tips for Hiring Success

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Conquering the Candidate Gap: Expert Tips for Hiring Success

With 71% of businesses struggling to find qualified candidates amid 2025’s talent crunch, innovative hiring strategies are essential. 

This HR Spotlight article compiles insights from business leaders and HR professionals on beating the odds. 

Experts emphasize building strong workplace cultures, upskilling existing teams, and leveraging global talent pools to attract and retain top performers. 

They highlight outcome-based role definitions, stay interviews for retention, and automation to streamline recruitment, freeing HR for human connections. 

By prioritizing candidate experience, psychological safety, and strategic investments in people, organizations turn hiring challenges into competitive advantages, fostering engaged, skilled teams ready for future demands.

Read on!

Nick Heimlich
Founder & Attorney, NickHeimlichLaw

Businesses must ensure that in order to fight this challenge, they take care of building a powerful workplace culture that can help them pull the right talent into the organization.

Employees should also feel appreciated, hence, they must have a sense of accomplishment through opportunities for professional development and career mobility.

Also better hiring can be connected with a simplified hiring system and collaboration with specialized recruiters who are aware of the specific demands of the company.

Such things as networking and attending local events can also help attract those candidates who share the values of your company.

Once a company creates a reputation that it is a good place to work in, companies are able to stand a better chance of attracting highly skilled people.

In summary, it is about establishing an organizational culture in which employees get a sense of purpose and are encouraged to develop.

Culture Attracts, Retains Top Talent

Nathan Baws
CEO & Founder, Nathan Baws

I share how to optimise both business performance and mood through dopamine optimisation, one of the most powerful levers being the foods we choose to fuel our bodies and minds for peak outcomes.

Finding qualified candidates is a challenge for many businesses, but at Nathan Baws, we’ve taken a proactive approach. We focus on skills and attitude over traditional credentials, which allows us to tap into a wider talent pool.

At the same time, we invest in our current team through upskilling and training, helping employees grow while filling critical roles.

We also use smart recruitment tools and practical assessments to identify the right candidates efficiently.

By combining these strategies, we not only attract talented professionals but also retain them, turning a common hiring challenge into a competitive advantage for our organization.

Upskilling Unlocks Internal Potential

Dr. Cyndi Laurin
Strategic Growth Advisor & Founder, Guide to Greatness

I’ve found the key to finding truly qualified candidates isn’t in listing endless tasks or competencies, but in defining 1-3 powerful, outcome-based deliverables for each functional role.

A deliverable such as, “All projects are completed on time and within budget” for a project manager sets clear, measurable expectations for what’s truly required—in essence, why we are investing in this role in the first place.

With deliverables, you don’t need to watch over someone’s shoulder to assess their capabilities; you can manage the results.
Plus, this level of role clarity attracts candidates who are motivated and able to achieve real impact and inspires innovative thinking on behalf of the candidate.

Hiring for deliverables ensures you’re building a team focused on outcomes and business growth, not just box-checkers.

Outcome Roles Draw High Performers

Ben Schwencke
Chief Psychologist, Test Partnership

Whenever organizations say they are struggling to find qualified candidates, what they really mean is they are struggling to identify qualified candidates.

If you receive 1,000 applications for the role, you will almost certainly have hundreds of qualified candidates in your applicant pool, but organizations just can’t find diamonds in the rough.

This is because organizations design selection processes in strange and idiosyncratic ways, which almost never effectively identify top talent.

For example, most organizations rely on resume sifting for shortlisting, which has been shown to be both highly ineffective and deeply biased against minority candidates.

They use unstructured interviews, which show substantially lower levels of predictive validity compared to structured interviews.

They refuse to use more scientifically robust screening methods, like psychometric assessments and cognitive ability tests, despite a century of evidence supporting their use.

Ultimately, what you want are people who are smart and hardworking. But instead, they ask for candidates from prestigious universities, with 10+ years of overly specific work experience, with the right family name.

The world is full of the former, but you will inevitably struggle if you only hire the latter.

That isn’t a problem with the employment market, it’s a problem with your recruitment processes and the organization’s priorities.

Scientific Selection Methods Find Hidden Qualified Candidates

Gearl Loden
Leadership Consultant & Speaker, Loden Leadership + Consulting

Retention Over Recruitment: The Strategic Advantage of Stay Interviews
Talent shortages won’t be solved by hiring alone. HR leaders who prioritize retention now are building tomorrow’s workforce.

Talent shortages dominate today’s headlines: 71% of businesses report struggling to find qualified candidates. The natural response is to recruit harder, expand searches, raise compensation, or add sign-on incentives. Yet recruitment alone cannot solve what is fundamentally a retention issue. Organizations that excel create environments where people want to stay.

Jeff Weiner, former CEO of LinkedIn, summarized it perfectly: “Start the retention process when the person is still open to staying and not after they’ve already told you they’re leaving.”

One of the most effective tools for achieving this is the stay interview. Unlike exit interviews, which arrive too late, stay interviews uncover what keeps employees engaged and what might tempt them to leave. They allow HR and leadership teams to address issues before it is too late.

The Strategic Benefits of Stay Interviews

Proactive Retention – Concerns surface early, giving leaders time to act.

Engagement and Trust – Employees feel valued and supported.

Cultural Clarity – Insights highlight systemic strengths and weaknesses.

Financial Impact – Retention avoids the high cost of replacing top talent.

Putting Stay Interviews into Practice
Effective stay interviews are structured, consistent, and action-oriented.

Conduct them twice a year with direct reports. Ask questions such as:

What parts of your role keep you engaged?

What might prompt you to consider leaving?

What support or growth opportunities would increase your commitment here?

Equally important is follow-through. When employees see leaders respond, and visible change, trust deepens and turnover decreases.

The future of talent strategy will be defined less by who organizations can recruit and more by who they can retain, grow, and promote from within. Demographic shifts, evolving employee expectations, and the rising cost of turnover make retention an imperative, not an option.

Organizations that embed stay interviews into HR and leadership practices today will stabilize their workforce and build the talent pipelines required for tomorrow’s success.

In today’s environment, where talent is the ultimate differentiator, proactive retention is the strategy that helps organizations to thrive.

Stay Interviews Beat Exit Interviews for Retention

Philip Ruffini
Co-Founder, Hire Overseas

We’ve been able to beat the odds by expanding our talent search beyond local borders and tapping into global talent pools. Instead of competing for the same limited pool of candidates, we focus on hiring overseas professionals who bring both the skills and the dedication businesses are looking for.

Another factor has been investing in the candidate experience—clear communication, quick feedback loops, and making sure people feel valued throughout the process. That alone helps us attract stronger talent and reduce drop-offs.

The biggest lesson: finding qualified candidates isn’t just about looking harder, it’s about looking smarter and wider—leveraging technology, global hiring channels, and building a reputation as an employer people want to work with.

Global Talent Pools Solve Local Hiring Challenges

Yan Courtois
CEO, Flexspring

We’ve addressed the talent shortage by strategically automating our recruitment and onboarding processes. For example, our team integrated our Applicant Tracking System with candidate assessment tools, which has significantly improved our ability to identify qualified candidates quickly.

This automation allows our recruiters to spend less time sorting through applications and more time building meaningful connections with promising candidates.

We let tech handle the initial screening while our people focus on what matters most – evaluating cultural fit and long-term potential.

We’ve also automated onboarding with simple data connectors to share new hire data with payroll. Automation frees HR professionals to focus on the human side of human resources—and that boosts recruiting qualified candidates.

Automation Frees HR to Focus on People

Rob Dillan
Founder, EVhype

Recruiting people is a problem, but I have found that when you bring people into a passion space like EV, sometimes passion is even more wonderful than a perfect resume. At EVhype, we’ve hired people who were just super curious about EVs and willing to learn quickly. A big part of those technical abilities can be taught, but that willingness to join a growing industry – you can’t teach that.

We’ve also doubled down on creating a place where people feel they’re actually part of something larger. It’s easier to attract and keep someone when they feel like they’re helping shape the future of EV adoption. That clear sense of purpose matters a lot.

The other thing has been flexibility. We don’t have a lot of tight job definitions, so we have people wear a lot of hats. It allows us to grow together, and people learn along the way. It’s actually one of our biggest hiring advantages, to be honest.

Passion for EVs Outweighs Perfect Resumes

Jeremy Golan
HR Manager, Virtual HR Hub

The modern job market is fueled by gigs and short-term opportunities, not exactly a landscape that promotes loyalty. To counter this, we capitalize on our brand, promoting our internal succession plan and show—not just say—that hard work pays off.

This encourages current workers to invite their social circle to apply and makes it clear to all stakeholders that we are diverse not only in rhetoric but in everything that we do. In other words, people do not need to check who they are at the door.

Internal Promotion Drives External Recruitment 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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Adapting to the Future: Policies and Challenges in a Multigenerational Workforce

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Adapting to the Future: Policies and Challenges in a Multigenerational Workforce

With 46% of Gen Z prioritizing flexible schedules per EY’s 2025 report, organizations are adapting to retain this talent amid multigenerational workforces. 

This HR Spotlight article compiles insights from business leaders and HR professionals on their strategies. 

Experts describe hybrid models with core collaboration hours, asynchronous tools like Asana and Slack, and role-specific flexibility to balance autonomy with accountability. 

They highlight challenges like generational perceptions and communication gaps, addressed through clear deliverables, regular check-ins, and inclusive policies. 

By fostering trust and focusing on outcomes over hours, these approaches enhance productivity, retention, and innovation, ensuring Gen Z’s needs align with business goals and other generations’ preferences for structure.

Read on!

Daniel Vasilevski
Owner & Director, Pro Electrical

At Pro Electrical, we understand the growing demand for flexibility, especially among Gen Z. I have seen how important work-life balance is for younger generations, and it’s something we embrace.

We’ve implemented flexible schedules where possible, offering our team the option to adjust work hours based on personal needs while ensuring critical tasks are completed on time. However, balancing this with our business goals is a fine line to walk.

We make sure to maintain open communication across all generations on the team, setting clear expectations and being transparent about deadlines and responsibilities. It’s a challenge, but I believe it strengthens the team dynamic.

As an owner, I see flexibility as a way to retain talent, especially when combined with our focus on integrity, reliability, and keeping quality service a top priority. It’s all about striking that balance.

Flexible Hours Boost Team Retention

Mimi Nguyen
Founder, Cafely

We’ve fully embraced flexible schedules especially to support our Gen Z team members as a way to build on our commitment to retention and upskilling. We operate asynchronously across time zones, which means deliverables matter more than hours worked.

Gen Z thrives with this autonomy and we’ve seen how they bring fresh energy when trusted with flexibility. We then use tools like Asana and Slack to keep everyone aligned without micromanaging.

It’s difficult though and takes a lot of effort to balance flexibility with structure, so we still set clear guidelines, set core collaboration hours and make sure everything is documented so that young or old, no one gets left behind.

Our goal is to have mutual respect across generations, so Gen Z gets freedom while the business still gets accountability.

Async Tools Enable Gen Z Autonomy

Mike Chappell
Co-Founder & CEO, FormsPal

As we are a fully remote team with team members working from all over the world, flexibility is not just something we implemented out of the growing trend, but even more so out of necessity. Therefore, our company has always been attracting Gen Z workers, and along the way, they have been also teaching us how to adjust and improve further.

Right now, we’re leaning into flexible work schedules and focus more on outcomes rather than fixed hours. We use cloud-based project management tools that are suitable for asynchronous work, so people can contribute when they’re most productive and when their timezone is best for working hours.

It’s also important to ensure everyone is comfortable working like this and everyone respects different time schedules. So we make sure to communicate our work plans every day and adjust if there is a collaborative task, or there’s a strong dependency from one task on another.

It’s honestly complicated only in the beginning, but when your team members feel the ownership over how they manage their work time, it boosts morale and productivity, and the adjustments once in a while don’t create any pressure.

Remote Work Drives Global Productivity

Corina Tham
Finance & Sales Director, CheapForexVPS

As a Business Development Director specializing in forex and trading technology, we’ve embraced the shift toward flexible schedules to cater to the needs of Gen Z while maintaining organizational efficiency. 

Recognizing the importance of this generation’s desire for adaptability, we implemented hybrid work models that allow team members to alternate between remote and in-office work. 

Using tools like Slack and Zoom ensures seamless communication and collaboration across different locations. For the trading industry, where timing is everything, we’ve also introduced staggered work hours to align productivity with peak market schedules. 

Balancing Gen Z’s needs with other generations has meant fostering a culture of inclusivity by collecting regular feedback and hosting cross-generational training programs to encourage mutual understanding. 

Integrating data analytics has allowed us to track workflow effectiveness and strategically adjust our policies for continued growth. 

Ultimately, I believe that listening to employees and leveraging technology not only helps meet evolving demands but also gives us a significant edge in the fast-paced world of trading.

Hybrid Model Balances Trading Demands

Seamus Nally
CEO, TurboTenant

We try to be as flexible as possible. We already have a hybrid workplace, so that alone helps our employees be more flexible when they need it.

Also, though we do follow regular business hours, it’s okay if an employee needs to temporarily make some adjustments there to accommodate things they have going on.

I find that being flexible like this really helps our Gen Z workers feel like they have a place on our team and that their needs are being met.

Hybrid Flexibility Attracts Young Talent

Samuel Huang
CEO, Tele Ads Agency

I remember when the concept of a “9-to-5” felt like the only path, but today, flexibility is the currency of a thriving workforce.

We use tools like Asana and Slack to keep projects on track, while ensuring regular check-ins foster connection across generations.

Balancing Gen Z’s flexibility preferences with business needs has been an ongoing dialogue. We’ve had to rethink performance metrics, emphasizing accountability and impact over visibility.

One challenge is maintaining team cohesion when schedules vary widely, so we’ve introduced optional co-working sessions and virtual social hours.

Ultimately, our goal is to build a culture where flexibility fuels creativity, collaboration, and growth across all age groups.

Async Tools Foster Cross-Generational Flexibility

Sheraz Ali
Founder, HARO Agency

I have managed multi-generational teams for over eight years and implemented flexible working practices that have increased employee retention by 78% without reducing productivity levels.

Our organization catered to Gen Z’s work schedule requirements by embracing “core collaboration hours” between 10 AM and 2 PM so that members could organize other work hours around personal requirements.

We embraced asynchronous project management tools and results-oriented performance metrics instead of time tracking. The biggest challenge was ensuring smooth communication amidst different work routines.

We addressed this by establishing clear response time expectations and tweaking meeting schedules to operate across different time zones and requirements. This shift reduced turnover among younger employees by 52% while actually shortening project delivery times for all.

Core Hours Reduce Turnover 52%

Edward Hones
Founder, Hones Law

Flexibility with Structure Builds Trust Across Generations
At our firm, we’ve responded to the rising demand for flexible schedules, especially from Gen Z, by introducing core hours, remote options, and results-focused benchmarks rather than rigid 9-to-5 expectations.

Flexibility doesn’t mean chaos, it means clarity with autonomy. We emphasize trust and transparency, using collaborative tools like Slack and cloud-based document systems to keep everyone aligned regardless of where or when they work. This approach has helped us attract younger legal talent while still meeting the expectations of more traditional team members who prefer structure.

Balancing Generational Needs Through Communication
The key challenge is creating a unified culture across different work styles. We’ve found that frequent one-on-ones, clear deliverables, and shared calendars help bridge generational gaps and prevent resentment or miscommunication.

Our strategy is to focus on outcomes, not optics. By defining what success looks like for each role, and staying flexible on how it’s achieved, we’ve been able to meet the evolving expectations of younger workers without compromising professionalism or client service.

Clear Deliverables Bridge Generation Gaps

Mark Sanchez
Founder, Gator Rated

At Gator Rated, I’ve seen firsthand how Gen Z’s preference for flexible schedules is reshaping the workplace dynamic across our real estate team and contractors.

To meet this demand, we moved most of our operations to cloud-based platforms and adopted an asynchronous communication policy—allowing team members to log tasks, updates, and feedback on their own schedule.

We use tools like Slack and Notion to encourage collaboration without enforcing strict office hours, which works well for Gen Z agents balancing client calls and personal time. At the same time, our veteran staff prefers some structure, so we ‘anchor’ a few weekly live check-ins to bring everyone together.

The biggest challenge has been making sure that flexibility doesn’t lead to communication gaps, so we’re extra proactive about regular, transparent updates.

Async Tools Bridge Flexibility Gaps

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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The Daily Art of Recognition: Gestures That Drive High Employee Engagement

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The Daily Art of Recognition: Gestures That Drive High Employee Engagement

Creating a workplace where employees feel valued is essential for engagement and retention. 

This HR Spotlight article compiles insights from business leaders and HR professionals on specific recognition practices, feedback rituals, and day-to-day gestures to help employees feel seen. 

Experts emphasize personalized, timely acknowledgment, such as customer-linked praise, struggle validation, or real-time shoutouts. 

They advocate for rituals like dedicated chat channels, meeting spotlights, and handwritten notes to foster a culture of appreciation. 

By tying recognition to specific contributions and personal milestones, these strategies ensure employees feel noticed and connected, enhancing trust and morale across teams in any work environment.

Read on!

Mark Harrell
Owner, Scrubs of Evans

Running Scrubs of Evans for 16+ years taught me that recognition is different when it’s tied to customer impact. I don’t just say “thanks for organizing inventory”—I tell my team exactly which healthcare worker found their perfect fit because of that organization.

My most effective practice is the “customer story share.” When a nurse tells me our Maevn scrubs helped her through a 12-hour shift comfortably, I immediately text that feedback to whoever handled her fitting. Real customer names, real impact stories.

I also track which team member’s recommendations lead to repeat purchases. When someone’s suggestion about Healing Hands scrubs results in a customer buying three more sets, I announce those numbers publicly.

Our sales jumped 31% once people saw their advice generating actual revenue.
The magic happens when employees see their daily work creating genuine value for healthcare heroes in our CSRA community.

Numbers and names make recognition stick—vague praise disappears.

Customer Stories Highlight Team Impact

Dr. Bambi Rattner
Founder, Intensive Therapy Retreats

After 30+ years treating trauma and running therapy retreats, I’ve learned that feeling “unseen” at work creates the same psychological wounds as other forms of neglect. The most powerful recognition practice I recommend is what I call “process witnessing”—acknowledging not just results, but the emotional labor behind them.

At my intensive retreats, I’ve seen how transformative it is when someone’s struggle gets acknowledged before their breakthrough. The same applies at work. Instead of only celebrating the closed deal, recognize the resilience it took to handle three difficult client rejections first.

Create “struggle acknowledgment moments” in team meetings. When someone steers a frustrating system or handles a difficult customer, name that effort specifically: “I saw how you stayed patient through that entire technical meltdown with the client.”

This validates their emotional investment, not just their output. The employees who feel most seen are those whose internal experience gets recognized—their persistence, their patience under pressure, their willingness to help teammates.

These moments of acknowledgment heal the daily micro-wounds of feeling invisible.

Acknowledge Emotional Labor in Recognition

Michael Weiss
Partner, Lerner & Weiss

As an employment attorney with 40+ years defending employers, I’ve seen countless wrongful termination cases that started with employees feeling invisible before performance issues escalated. The most effective gesture I recommend is the “documentation appreciation note”—when managers document good performance just as thoroughly as problems.

I had a client avoid a $135,000 discrimination lawsuit because their supervisor regularly sent brief emails acknowledging specific contributions: “Your contract review caught the liability clause that saved us $50K” or “The client specifically mentioned your thoroughness in yesterday’s presentation.”

When the employee later claimed bias, we had months of documented recognition showing consistent positive feedback. The key is making recognition legally protective while being genuinely meaningful.

Instead of generic praise, tie recognition to measurable business impact. This creates a paper trail that protects employers while making employees feel valued for concrete contributions.

I also advise clients to implement “feedback documentation” where positive conversations get brief follow-up emails: “As discussed, your handling of the Johnson account exceeded expectations.” This simple practice has helped multiple clients successfully defend against retaliation claims.

Documented Praise Builds Legal, Emotional Value

Campbell Hunt
Partner, Caldera Royalty

I’ve found that one of the simplest but most powerful ways to help people feel seen is to notice the small wins in real time. Not just when a big project wraps up, but when someone handles a tough client call with patience, or stays late to help a colleague.

I’ll often send a quick text or Slack message that night to acknowledge it. It takes less than a minute, but it shows them I’m paying attention even when no one else is.

Over time, those small gestures create a culture where people know their efforts won’t go unnoticed. Employees don’t just want formal recognition once a quarter – they want to feel like the little things they pour into the business actually matter day-to-day.

Real-Time Texts Boost Daily Recognition

Matt Short
LPC-Associate, Tactical Counseling

I am thrilled that you are joining our team. To get everything ready and better know you, I have a few quick questions (or not so quick if you like to overthink).

When is your birthday? Just the month and day; I heard you turn 29 next year. What’s your favorite holiday? What are other important calendar dates in your life? What are your hobbies? What is your favorite food or restaurant?

If you had $20, what is your favorite self-care act? For example, my wife goes to the movies; my brother likes relaxing candles; my sons would buy a new football or disc for golf; my stepdaughter treats herself to Dutch Bros or Starbucks; my best friend enjoys trying different whiskeys. What do you do to take care of yourself?

Is there anything else you’d like to share? I’m optimistic about having you on the team. I can’t wait to introduce you to the rest of the team and get you plugged in.

On Monday, I’ll be in the office to help with the onboarding process. I also want to go to lunch with you if you’re available. I’m also working on a few assignments to get you integrated into our team.

I expect you’ll push our program forward. I can’t wait to begin discussing our mission and vision and integrating your views, expressions, and opinions into the group. There is so much great work we can do.

Personal Onboarding Questions Build Connection

Christine Reynolds
Management Director, DoThings

Too many organisations rely on recognition portals, or gimmicks like “free coffee” vouchers. Real recognition is human. It should be easy to do (no separate portal) and built into the flow of everyday work.

One powerful practice I’ve used in my own HR teams and rolled out across Divisions I support is a dedicated “Shout Outs” channel in your team’s chat platform be that Teams, Slack, WhatsApp etc. This democratises recognition.

Managers post and staff soon jump in with peer recognition as well. It creates invaluable collateral for reinforcing praise in 1:1s and for recognising a full year of highlights at performance reviews.

Another ritual is starting every team meeting with a “Spotlights Session” where anyone can take the floor to recognise a team member. This ritual is sticky as each meeting starts on such a positive note.

Both practices build a culture of visibility, feedback and provide genuine appreciation at all levels.

Shoutout Channels Foster Team Appreciation

Christopher Migliaccio
Founder, Warren & Migliaccio

As a founder, I’ve come to understand that the power of recognition lies in its specificity and personalization. A “good job” is nice, but it loses its impact very quickly.

Conversely, taking the time to communicate the specific value of someone’s effort “Your extra effort with that client saved the deal!” or “Your research really opened our minds to the direction of our strategy!” creates an impact that is more valuable and lasting.

I have a weekly short check-in where the team can take a moment to share wins; however, I specifically want the team to highlight someone’s contribution that might otherwise go unnoticed.

The rituals leave the impression that we are building a culture where people do not just feel thanked, they feel like they are beholden to the mission. Recognition is not about being formal, it is about being sincere.

It is apparent to employees when things are disingenuous!

Specific Praise Strengthens Mission Connection

Kristie Tse
CEO, Uncover Mental Health Counseling

To help employees feel seen, it’s essential to practice consistent and intentional recognition. Start by acknowledging individual contributions during team meetings—call out specific actions or achievements that made a difference.

Regular one-on-one check-ins are also important; ask about their challenges, goals, and how you can support them. Feedback rituals, such as ending weekly meetings with a round of peer appreciations or kudos, create a positive culture.

Simple gestures, such as remembering birthdays, sending a thank-you note, or celebrating personal milestones, show that you value them as individuals.

Most importantly, listen actively and validate their emotions, letting them know their voice matters. These consistent, genuine efforts can greatly enhance their sense of belonging and appreciation.

Peer Kudos Enhance Team Belonging

Stephen Huber
President, Home Care Providers

After two decades of working with teams in both the military and healthcare industry, I have found that seeing people can be both easy and difficult, but it is always possible-if you put in the effort.

The most important thing that helps is mentioning individual wins at our weekly meeting. Not just ‘great job everyone,’ but actually saying something like ‘Maria, the way that you dealt with that family matter that day showed great compassion.’ People light up when you see the little things of what they do well, not just the big stuff.

I also go around the formal review riggishness for most feedback. If a person does something that’s worth mentioning, I’ll start the week and pull that person to the side and tell them. Or when they’re having problems with something, we discuss it before it becomes an issue.

It makes no sense to anyone to wait months to provide feedback. Handwritten Notes This sounds old fashioned but it works.

I have a collection of cards on my desk and write quick notes to people if they do something really good. This takes thirty seconds, but they are usually keeping those notes for months. It’s the micro, done right stuff that builds trust, not the fancy company-wide programs.

Handwritten Notes Create Lasting Trust

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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