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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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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

With 71% of businesses struggling to find qualified candidates, the demand exists alright, but nailing interviews is just as crucial. 

This HR Spotlight article compiles tips from business leaders and HR professionals on three standout elements to impress in interviews. 

Experts emphasize preparation through company research, authentic attitude over polish, and specific examples to showcase impact. 

They highlight soft skills like dependability, outcome-focused answers, and closing strong by asking for the job. 

From trades to tech, these strategies—grounded in clarity, enthusiasm, and relevance—help candidates stand out, proving fit beyond resumes. 

Mastering these can turn interviews into offers, bridging the talent gap in competitive markets. 

Read on!

 Alex Schepis
CEO, Lightspeed Electrical

Here’s what I look for when someone walks into an interview at Lightspeed Electrical — or anywhere in the trades, really.

Show me you’re switched on. That doesn’t mean perfect answers — it means you’ve done your homework. You know what we do, you’ve read our site, and you can talk shop.

Don’t dress like you just rolled out of bed. I don’t expect a suit, but if you can’t respect the room enough to look sharp and clean, how can I trust you in front of a client?

Attitude over everything. Skills can be taught. Work ethic can’t. If you’re hungry, humble, and ready to learn, that gets my attention — every time.

Prep, Polish, Passionate Attitude

Alex Johnson
HR Manager, Man & Van Star

The three most important qualities that impress me in an interview are genuine enthusiasm, effective communication, and a problem-solving attitude.

I appreciate candidates who exhibit genuine interest in our business and express their motivation through concrete examples instead of general statements.

Being well-dressed and presenting yourself professionally in appearance matters, but no less important is your attitude; a positive, eager-to-learn attitude leaves a strong impression.

Also, I seek proof of critical thinking—how they tackle challenges or respond to surprise questions—since flexibility is crucial in our rapidly changing field.

For example, I once interviewed a candidate who didn’t merely respond to questions, but presented solutions to theoretical problems, demonstrating initiative and pragmatism.

When preparing, emphasize genuine enthusiasm, clearly articulate your thoughts, and be prepared to explain how you’ve addressed real-world problems; these factors distinguish you.

Enthusiasm, Clarity, Problem-Solving

Bill Dow
Owner, Dow Publishing

I have been interviewing for a long time, 30+ years actually and there are many tips I would give for candidate including:

Know the job description front and back. Many times, people don’t study the job description that well and I think that is wrong. I believe you need to know the job description inside and out, because most often they are written by HR and not the hiring manager, so there could be disconnects on the real work needed.

When you do that, you are well armed with the knowledge of what the JD says and you can formulate a lot from what they are expecting of you in the role. Study it as much as you study the company itself!

Do your research on the company. Go to LinkedIn to their company page, Google them, find out big events and talk to those big events. Don’t go overboard, but staying on top of what is happening helps you understand the company better.

Have questions for the end about the role and the company. Focus on what you don’t like and do like about the role, then ask questions and ask questions about the company itself. When you do that, they will understand you care enough to do your research.

Study JD, Research Company, Ask Questions

Michelle Schafer
Career Coach, Michelle Schafer Coaching

Provide a specific example for each question – even when not asked for one: Examples are the proof and evidence you have done your job well over the years. So if the question is “describe how you build relationships with external stakeholders”, provide insight into your general approach, then anchor your response with a STAR-framed example that showcases a time where you developed a strong relationship with an external stakeholder (note:- STAR = Situation, Task, Action and Result).

Research the company: Do your homework – look at the company website, see how they are represented in the news and talk to others who work there (or used to work there). When we ask “why do you want to work there”, be ready!

Ask insightful, strategic questions at the end: Questions like “what will be a key challenge for the successful candidate”, “how does the company demonstrate a commitment to work-life integration” or “what 3 words would people who report to you use to describe your leadership style?” are questions that can help you assess the opportunity for fit and show you are keen on the role.

Examples, Research, Insightful Questions

Mike Lyons
Chief HR Advisor, Seasoned Advice HR Services

Landing a healthcare role hinges on more than just qualifications. First off,projecting a positive attitude and high energy can be surprisingly impactful, often overshadowing minor shortcomings.

Secondly, prepare 3-5 compelling anecdotes from any stage of your life that highlight your drive, adaptability, and interpersonal abilities. These stories offer genuine insights into your character.

Finally, rehearsing your answers is key. Practice giving responses to standard interview questions, such as “tell me about yourself” and “describe a time you excelled in service.” Thorough preparation builds confidence and ensures you shine when it counts, ultimately increasing your chances of success in the competitive healthcare field.

Energy, Stories, Rehearsed Answers

Sari Honkala
Co-founder & Head of Performance Marketing, Glow Digital

When discussing your skills in an interview, make sure to connect them to real business outcomes. This helps demonstrate the impact of what you do. Many candidates struggle to sell themselves effectively because they don’t know how to highlight the value of their skills.

Be clear and concise in your answers. Practice common interview questions ahead of time. One question you can almost always expect is about your work history and your day-to-day responsibilities. It’s surprising how many candidates struggle to answer this clearly. Think of it as your elevator pitch. You should be able to describe what you do in 30 seconds with confidence and clarity.

Be honest. While your resume is in many ways a sales document, exaggeration can backfire. Nowadays, it’s common for candidates to use AI assistants when writing CVs and I don’t see that as a problem in itself. The problem is that sometimes these can contain outlandish claims about the candidate’s experience.

For example, if your resume says you “spearheaded the development of a new advertising campaign,” but your job title was ‘Intern’ and you worked in that role for two months, that’s definitely going to raise some eyebrows. If you can’t back up those claims during the interview, your chances of landing the role are likely slim.

Impact, Concise, Honest Claims

Andrea Hayley-Sankaran
Owner & Director, Lotuswood Organic Wellness Farm

When I’m interviewing someone to join our team at Lotuswood Organic Wellness Farm, I’m not looking for polished perfection — I’m looking for presence, purpose, and personality.
Show up grounded. We’re a farm. It’s nature-based. I want to see calm energy, not performative polish. How you walk in, breathe, and connect tells me a lot.

Know what lights you up. If you’re applying here just because it’s a job, I can tell. But if you talk about how working in fresh air or supporting meaningful celebrations excites you — now we’re talking.

Be real. I respect authenticity over slick answers. If you don’t know something, just say so. I value honesty and willingness to grow over experience alone.

Grounded, Purposeful, Authentic Presence

David Case
President, Advastar Group

Understand the company’s projects, clients, and focus, then reference those in your interview answers. Not only does this demonstrate that you’ve done your homework, but it also helps you to highlight why you’d be an ideal fit for this specific role and company. Before the interview, research the company and identify some major projects, areas of specialization, technologies used, reputation in the market, or aspects of their culture that you can refer to in your answers. When candidates do this, they always stand out in the right way.

Demonstrate the right soft skills. Dependability, work ethic, and teamwork are top of this list for the industries I work in. Stand-out candidates show these traits in multiple ways—through the career highlights in their resume, in how they answer interview questions, and by modeling these traits during the interview process, for instance by arriving for their interview on time and responding promptly to communications.

 Bring documents that verify your skill sets. It’s a smart move to bring copies of your resume, first of all. For those in design roles, it’s also valuable to bring your portfolio of past projects. In other roles, documents can take the form of certifications, trade licenses or qualifications, or safety records. Having these documents on-hand reinforces your suitability for the role and demonstrates a level of preparedness and professionalism that interviewers want to see.

Company Fit, Soft Skills, Documents

Gene Caballero
Co-Founder, GreenPal

My biggest tip I’d love to share with any candidate is to close the interview or essentially ask for the job.

Before I started my entrepreneurial journey, I worked as a sales manager for 7 years in a call center at a Fortune 50 tech company. I was also in charge of headcount for our division and have conducted hundreds of interviews.

The biggest mistake interviewers can make is not asking for the position. Especially in a sales environment, we want the interviewer to close the “proverbial sale” and ask for the job at the end of the interview. This is a mistake that many make when it comes to solidifying themselves as a front-runner for a position.

Interviewees should ask this question at the end of the interview. “Based on your experience, what are some of the characteristics that successful individuals demonstrate in this position?”

The interviewer should then spout off a few of the characteristics they are looking for in their ideal candidate.

Then the interviewee should close the interview by responding: “Having talked about my strengths earlier in the interview and what you just described as needing to be successful in this role, is there a reason why you would not recommend me for this position?”

Close Interview, Ask for Job

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 Unspoken Exit: How Quiet Firing Poisons Your Team

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The Unspoken Exit: How Quiet Firing Poisons Your Team

Quiet firing—passively pushing employees out through neglect or reduced opportunities—poses a significant HR challenge, eroding workplace morale and trust.

This HR Spotlight article compiles insights from business leaders and HR professionals on its most detrimental effects.

Experts highlight how quiet firing undermines psychological safety, fosters fear-based cultures, and triggers widespread disengagement, with some noting productivity drops of up to 23% in affected teams.

They warn of damaged employer brands and increased turnover, costing thousands in recruitment.

By fostering transparent communication, regular check-ins, and supportive training, leaders can counter these effects, ensuring employees feel valued and engaged, ultimately preserving organizational trust and productivity in dynamic work environments.

Read on!

Mike Thompson
CEO, Learner Mobile

Let’s assume ‘quiet firing’ is unintentional – leaders simply fail to provide the training or support employees need, eventually pushing them to quit.

The real loss is the untapped potential of people you’ve already invested in. With today’s accessible HR tech, there’s no excuse not to create a learning culture and systems to support your employees’ career development.

The training can also surface hidden talents – sometimes even unknown by the employee. It gives leaders clearer insight, too: an engineer might thrive in sales, or a frontline worker may show strong leadership potential.

Great leaders connect every task to the organization’s mission, giving employees a clear sense of purpose. When people understand the “why” behind their work, they’re more likely to stay committed and engaged.

Quiet Firing Stifles Employee Potential

John Beaver
Founder, Desky

Quiet termination can have a major negative impact on employee trust and corporate culture. Employee dissatisfaction and disengagement result when they feel marginalized without clear communication.

Employee morale and productivity may suffer as a result of this lack of transparency, which may lead them to doubt their worth to the organization.

In my experience, this may be avoided with frequent, transparent check-ins. Our team’s trust and participation increased right away when we switched to more straightforward communication.

Being open and honest with workers about performance standards and expectations not only improves morale but also fortifies loyalty and increases productivity in general.

You run the danger of damaging your company’s fundamental culture in addition to employee attrition if you don’t already have these discussions. To build a more dedicated and productive team, open and sincere communication is crucial.

Lack of Transparency Erodes Trust

Dr. Chad Walding
Co-Founder & Chief Culture Officer, NativePath

Quiet firing does not simply destroy engagement. It destroys trust and creates uncertainty. Employees know that something is off and when they sense they are being pushed out or marginalized without being directly communicated with or acted upon, it creates a fear-based culture.

This often results in a heavy, toxic culture where people feel like no one alone has their back or is responding to the concerns they’re raising, which will likely lower retention and productivity.

At NativePath, we have always tackled performance concerns directly, without hesitation. We do same-day follow-up with team members when we address performance issues and clearly communicated expectations.

Building trust through communication will create a culture where employees want to improve performance instead of sabotaging the team with the feeling that they are being quietly fired.

Fear-Based Culture Lowers Retention

Matt Erhard
Managing Partner, Summit Search Group

The term “quiet firing” is a fairly recent addition to the lexicon, but the practice of pushing employees out through a lack of opportunities or poor treatment has been around for a while, and is unfortunately more common than many leaders would like to admit. I see it as a very short-sighted approach that can have a ripple effect, impacting both individuals and the broader business in the long-term.

Quiet firing can quickly erode the trust between employees and leadership. It undermines psychological safety when employees see a peer being sidelined with no communication as to why, and no opportunity to improve their performance.

This sends the message that the company views its employees as disposable, and that can quickly spread fear and uncertainty through the entire team. As a result, innovation and collaboration suffer.

The company’s employer brand is also damaged when they gain a reputation for quietly pushing people out. Candidates today do their homework, and sites like Glassdoor and LinkedIn make it easy for employees to share their experiences.

In short, if you become known as an employer or quietly fires team members, that can be a major problem for both retention and attracting new talent.

Trust Loss Harms Team Innovation

Jason Rowe
Founder, Hello Electrical

The most detrimental effect of quiet firing, from an HR perspective, is the profound erosion of trust and psychological safety across the entire organization, not just with the targeted employee.

When colleagues witness someone being quietly pushed out, whether it’s through a lack of opportunities, stagnant pay, or reduced responsibilities, it sends a chilling message to everyone else. It tells them that loyalty and hard work might not be reciprocated, and that the company values avoidance over honest communication.

This contradicts the idea that quiet firing is a “less painful” way to manage underperformance. The resulting environment of suspicion can reduce overall employee engagement by as much as 30%, leading to a decline in innovation, a reluctance to take initiative, and ultimately, a significant increase in voluntary turnover among your top performers.

No one wants to be the next target, so they look for greener pastures. This ripple effect of mistrust is incredibly difficult and expensive to repair, often costing tens of thousands of dollars in recruitment and training for replacements, far outweighing any perceived short term “benefit” of avoiding a difficult conversation.

Mistrust Reduces Engagement, Increases Turnover

Silvia Lupone
Founder & CEO, Stingray Villa

From an HR perspective, the most detrimental effect of quiet firing is the loss of trust between employees and management.

When people feel sidelined or pushed out without honest feedback, it creates disengagement and low morale.

This not only affects the individual but can also spread across teams, leading to a toxic work culture and higher turnover.

Disengagement Creates Toxic Work Culture

Renante Hayes
Executive Director, Creloaded

As someone who’s witnessed quiet firing firsthand in my executive career, I can tell you its most devastating impact is the destruction of organizational trust at multiple levels.

When leaders gradually reduce an employee’s responsibilities, exclude them from meetings, or withhold feedback instead of addressing performance issues directly, the damage extends far beyond that individual.

I’ve seen how other team members quickly recognize this passive-aggressive approach, creating a culture of anxiety where everyone wonders if they might be next. This silent treatment creates a psychological ripple effect that decimates psychological safety.

In one organization I consulted with, productivity dropped 23% in departments where quiet firing was prevalent, as employees diverted energy to defensive strategies rather than innovation.

Most critically, the practice signals leadership cowardice that undermines an organization’s stated values. When actions contradict company principles, employees learn to distrust all communications from management.

Anxiety Undermines Psychological Safety

Marcus Denning
Senior Lawyer, MK Law

For me, the most valuable thing that is destroyed by silent termination is trust. I saw individuals who begin to believe that they are not worth much when bosses fail to communicate with them freely but resort to neglect or distance from them.

Not only is it poor leadership, but it even exposes you to being sued. I never stop fighting over a reasonable notice and hearing since fairness is not only the law, but that which holds a workplace together.

For me, when employees know that they can be fired any time they become terrified and their morale is very low.
That is why I have explained to companies that have suffered the consequences of not playing by the book, both financially speaking, and culturally. Nobody gains when silence is exchanged with trust.

Silent Termination Destroys Workplace Trust

Kaz Marzo
Operations Manager, Image-Acquire

As an Operations Manager who’s witnessed quiet firing firsthand, I can tell you its most devastating impact is the culture of fear it creates throughout an organization.

Last year, I watched a talented team member gradually stripped of responsibilities without explanation. The ripple effects were immediate and severe. Productivity dropped as colleagues worried they might be next. Trust in leadership plummeted, and our top performers began updating their resumes.

Quiet firing creates a toxic environment where employees spend more energy looking over their shoulders than doing quality work. The financial impact is equally destructive – we calculated that disengagement and subsequent turnover from this single incident cost us nearly $100,000 in lost productivity, recruitment, and onboarding.

Direct conversations about performance issues are challenging but infinitely more beneficial than the organizational damage caused by quiet firing tactics.

Fearful Culture Stems from Quiet Firing

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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Personal Branding at Work: Perspectives from HR and Business Leaders

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Personal Branding at Work: Perspectives from HR and Business Leaders

In today’s digital age, employees’ personal branding can amplify organizational reputation, but policies vary widely. 

This HR Spotlight article compiles insights from business leaders and HR professionals on how strict or flexible their companies’ policies are regarding employees sharing expertise while referencing their roles. 

Experts highlight flexible approaches that encourage authentic sharing, boosting both individual credibility and company visibility, provided confidentiality and professionalism are maintained. 

They stress guidelines over rigid rules, fostering trust and engagement. 

From real estate to creative industries, these strategies balance personal growth with brand integrity, turning employees into ambassadors who drive business value while building their own professional presence.

Read on!

Erik Wright
Founder & CEO, New Horizon Home Buyers

At our business, our employee brand policy is deliberately loose because we believe that employees who share their knowledge and brand also enhance the business’s reputation. 

Employees are free to blog about a project they’re proud of, appear as a guest on a podcast, or write a LinkedIn post about lessons learned within their role, as long as they’re not sharing confidential news about sensitive information and are professional ambassadors of the business. 

Our loose policies, rather than strict scripts, enable genuine voices to shine through while still protecting our brand image. It has created more inbound interest from partners and customers who first hear about us through an employee’s post or article. 

I think of it as a win‑win that builds trust within the market and pride within our team. Our people are the face of our business, and their authenticity is what helps to establish our brand.

Loose Policy Boosts Authentic Branding

Ryan McCallister
President & Founder, F5 Mortgage

At F5 Mortgage, we have no objection to employees developing their own brand; we are all in to support them anywhere, as long as they do not compromise the core values of the company.

Personal branding is a useful thing but it is important that anything that mentions their presence at F5 is done in a way that portrays our integrity and professionalism. Employees are allowed to post industry knowledge, useful tips and mortgage information, however, the information should be accurate and should support our messaging.

We give importance to openness and clarity in our communications. Employees can demonstrate their competence and contribute knowledge but it is necessary that personal branding of employees should not distort the services of the company and should not bring about conflict of interests.

The target is to make sure that their personal brand leads to the expansion of their career and the image of F5 Mortgage.

Flexible Branding Aligns with Values

Wesley Kang
Founder, Realtor 1099Cafe

Most real estate companies encourage agents to build personal brands because our success directly benefits the brokerage through higher transaction volumes and commission splits.

At Realtor1099Cafe, I actively encourage team members to share expertise on social platforms, write market analysis content, and speak at industry events while clearly identifying their affiliation with our company. Personal branding builds credibility that attracts better clients and higher quality referrals that benefit everyone.

I think that real estate operates differently than traditional employment because agents function as independent contractors who need personal brands to generate business rather than employees representing corporate messaging. Our policy requires accuracy in market information, professional communication standards, and disclosure of business relationships but gives agents freedom to express expertise authentically.

The key guidelines involve avoiding controversial topics unrelated to real estate, maintaining professional image in all communications, and ensuring content quality reflects well on our company reputation. Agents cannot make claims about market conditions or investment advice without supporting data.

My approach involves providing content templates, market research, and social media training that helps agents build effective personal brands while staying compliant with industry regulations. Successful agent personal branding creates referral networks and repeat business that generates long term value for both individual agents and our brokerage.

Smart firms understand that restricting personal branding in relationship based industries like real estate actually hurts business development and competitive positioning.

Agents’ Branding Drives Business Growth

Jeremy Golan
SHRM-CP, CPHR, Virtual HR Hub

We encourage all of our team to wear our logo in public as this promotes positive social exposure and brand exposure.

We encourage our teachers to discuss success stories, assuming that names and other details are kept confidential. We have a unique identity in the community, one built on optimism, growth and inclusion.

If someone were to make a controversial comment, while attached to our brand digitally, it would be best to include a disclaimer. However, this has never happened and this policy has been kept on the backburner.

We recognize that our advantage is in our people, who positively represent us whether they are on or off the clock.

Encourage Branding with Confidentiality Rules

Carl Rodriguez
Founder & Marketing Head, NX Auto Transport

Proverbially speaking, this allows breathing room to employees. How? Well when you allow for them to leverage the skills they have built under your mentorship, on their own personal platforms, first of all they are not deceiving anyone. What they are saying is simply the truth.

The reason HR and leaders can feel agitated is because it threatens their security. It reflects the fact that an employee may grow too big for the company and end up branching out. But in my opinion, that should be the goal of any authentic leader.

If anything, employees will thank you for it and work harder for you. They will want to repay you. If you stifle an employee by scrutinizing them, they’ll end up quitting after burning out.

Think of it this way too. If they hold you in high regard because you let them build their brand, who knows they might grow with you rather than away from you.

What if they offer you a partnership that helps you explore uncharted territory and prove more lucrative than what you could have managed alone.

Authentic Branding Fosters Employee Loyalty

Corina Tham
Finance & Sales Director, Cheap Forex VPS

At CheapForexVPS, we support a well-rounded approach to employees showcasing their knowledge through personal branding while referencing their positions.

From my role as a Sales, Marketing, and Business Development Director, promoting thought leadership is vital for advancement—both individually and organizationally. That said, it’s important to align personal branding efforts with the company’s principles and messaging to ensure uniformity and reliability.

Honesty and expertise foster confidence, whether you’re sharing insights on trading techniques, creative marketing strategies, or SEO approaches.

I personally strive to ensure that my contributions not only emphasize my professional skills but also represent CheapForexVPS’s dedication to quality. It’s about crafting a mutually beneficial scenario where your personal development enhances the company’s achievements—always with a blend of finesse and careful planning.

Thought Leadership Enhances Company Image

Eugene Leow Zhao Wei
Director, Marketing Agency

Our policy on employee branding is flexible, as long as it’s honest, respectful, and doesn’t misrepresent the agency.

We actually encourage team members to post insights, share behind-the-scenes wins, or even critique trends, referencing their role here is fine if they’re speaking from real experience.

The only hard lines are around confidentiality and making sure personal views aren’t confused as official statements. When done right, personal branding benefits both sides.

A strategist sharing a campaign tip or a developer walking through a build not only builds their credibility but reinforces our reputation as a skilled, thinking agency. In short, speak freely, but keep it grounded and real.

Flexible Policy Promotes Genuine Expertise

Gregory Shein
CEO, NOMADIC SOFT

At Nomadic Soft, we take a flexible yet guided approach to employee branding. We actively encourage our team to share their expertise publicly whether through LinkedIn, conferences, or niche communities as long as it aligns with our core values and client confidentiality standards.

We’ve found that allowing employees to build personal credibility enhances trust in the brand itself. However, we do provide a branding guideline that outlines what can be publicly associated with the company, especially in sensitive sectors like FinTech and Healthcare.

Early on, we were overly restrictive, which stifled initiative and missed thought leadership opportunities.
The shift toward guided flexibility created more visibility for both our talent and services. My advice to other companies: don’t fear visibility trains for it.

Empower your team to represent the brand authentically while remaining aligned with business goals.

Guided Flexibility Boosts Brand Visibility

Jamilyn Trainor
Owner & SPM, Mullerexpo

Generally speaking, at Müller Expo, we try to take a very relaxed stance on team members sharing work-related posts and contributions, as long as they are doing so properly and respectfully.

I share a lot of what we are building at the booth, where things went wrong (and how the team re-grayed them), and weird little wins that no one is aware of during event day. And I am not alone by any means.

We do not have a rigid “brand police” process. Just simple things: don’t bust out client stuff, don’t be sneaky, and make sure what you post adds value.

Honestly, it has been good for us. Some of our best B2B leads came from people just seeing our team share things on LinkedIn or Instagram.

It shows we are not corporate robots, we are actually human. I think it is good for our junior team as well. It makes them feel invested in that they are not just working at Müller Expo, but instead like they are building a reputation with Müller Expo.

Relaxed Branding Sparks Valuable Leads

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 Cost of Disappearing Acts: Ghosting and Catfishing in Today’s Virtual Workplace

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The Cost of Disappearing Acts: Ghosting and Catfishing in Today’s Virtual Workplace

In remote and hybrid work environments, ghosting—sudden communication drop-offs—and catfishing—misrepresenting identities or capabilities—are eroding trust and disrupting team dynamics, with 97% of employees concealing aspects of themselves at work, leading to 54% higher stress and 43% lower productivity per the 2025 Hu-X and HiBob Covering Study. 

This HR Spotlight article compiles insights from business leaders and HR professionals on these challenges. 

Experts highlight how these behaviors foster anxiety, hinder collaboration, and create operational vulnerabilities, akin to uncovered risks in insurance. 

They recommend clear expectations, regular check-ins, and psychological safety to rebuild authenticity, ensuring hybrid teams thrive through transparent, supportive cultures that prioritize genuine connections over polished personas.

Read on!

Tia Katz
CEO & Co-Founder, Hu-X

Ghosting and catfishing are no longer limited to dating apps. They are appearing in hybrid workplaces when employees suddenly withdraw from communication or misrepresent their workload or availability.

Our Hu-X and HiBob Covering Study found that 97 percent of employees conceal aspects of themselves at work. Those who cover most intensely are 54 percent more likely to experience stress and 43 percent report lower productivity.

Over time, this quiet disengagement chips away at trust and slows collaboration, leaving teams to operate with incomplete information.

To prevent this, HR leaders can set clear expectations for availability, encourage regular check-ins, and reinforce that honesty, not constant perfection, is the expectation. Hybrid teams thrive when employees feel safe to show up as themselves.

Ghosting Erodes Trust, Stresses Teams

Patti Yencho
Principal Agent, Piains Agency

Ghosting and catfishing shatter the foundation of trust essential for any professional relationship, especially in remote settings. My experience in insurance teaches that uncertainty and hidden “exposures” prevent effective risk management within teams.

These behaviors create significant operational vulnerabilities, akin to “uncovered risks” that hinder proactive planning. When team members cannot rely on clear communication, building comprehensive “big picture” strategies becomes impossible, impacting overall team dynamics.

Just as transparent communication helps secure optimal insurance coverage, consistent and honest engagement is vital for team stability.

Lack of trust makes collaborative “partnerships” impossible, leading to unseen “claims” on productivity and morale. Our “whole life or risk” approach emphasizes anticipating challenges, and these behaviors represent the ultimate unanticipated, yet preventable, risks to team cohesion and success.

Hidden Risks Disrupt Team Stability

Clytie Robinette
Head of Marketing, A New Therapyutah

Ghosting and catfishing severely erode the psychological safety crucial for effective team dynamics, especially in remote or hybrid settings.

When communication is absent or identity is deceptive, it breeds mistrust and anxiety among colleagues. This lack of transparency directly conflicts with our commitment to compassionate, personalized care.

Such behaviors hinder open collaboration, causing stress and uncertainty that impact overall team cohesion and individual well-being.

A reliable, authentic environment is paramount for productivity and fostering the positive mental state necessary for any team to thrive.

Catfishing Undermines Psychological Safety

Joe Szynkowski
Founder, The UpWrite Group

People are getting bolder behind screens. I saw a remote employee recently trashing her boss while she thought she was muted. It broke trust instantly.

These kinds of slip-ups, plus things like ignoring messages or faking roles on LinkedIn, are becoming more common in remote work. And it’s messing with team dynamics.

When someone disappears or isn’t who they say they are, it creates tension that’s hard to fix over Zoom. Relationships in this kind of setup take effort, and we’re seeing what happens when people stop trying.

Screen Anonymity Fuels Workplace Mistrust

Jodi Blodgett
Professional Photographer & Visual Storyteller, Jodi Blodgett Photography

As a photographer who’s worked with hundreds of families and couples over the past decade, I’ve noticed similar trust-breaking behaviors creeping into professional settings. When team members suddenly go radio silent or misrepresent their availability/skills, it creates the same emotional disconnect I see when clients ghost during wedding planning.

In my photography business, I’ve seen remote collaborations fall apart when vendors “catfish” their capabilities—claiming expertise they don’t have or using heavily filtered portfolio work. One wedding coordinator I worked with in 2023 completely misrepresented their experience level, leaving three couples scrambling weeks before their big day.

The photography industry taught me that authentic relationship-building requires consistent, honest communication. When I shifted from generic client interactions to genuine personal connections—sharing my own family stories and being transparent about my process—my referral rate jumped 40% in Massachusetts alone.

My advice: treat professional relationships like portrait sessions. The magic happens when people feel safe to be authentic, not when they’re performing a character.

Misrepresentation Disrupts Remote Collaboration

Audrey Schoen
Licensed Marriage & Family Therapist, Audreylmft

From my work with remote teams at law enforcement agencies and tech companies, I’ve seen how ghosting colleagues creates ripple effects beyond just missed deadlines. When someone suddenly stops responding to messages or skips meetings without explanation, it triggers abandonment patterns similar to what I address in couples therapy – teams start questioning trust and assuming worst-case scenarios.

The most damaging case I encountered involved a project manager who gradually reduced communication over two weeks before disappearing entirely. Their team members developed anxiety about their own job security and started over-communicating to prove their value, creating a toxic cycle of hypervigilance.

Catfishing in professional contexts – like misrepresenting skills or experience during remote hiring – destroys psychological safety once funded. I worked with a startup where a “senior developer” turned out to have fabricated their entire background, causing the remaining team to question everyone’s credentials and become defensive about their own expertise.

Triggers Team Anxiety Cycles

Jamilyn Trainor
Owner & SPM, Mullerexpo

As it relates to remote and hybrid work, ghosting and cat-fishing are no longer just “dating” issues, they are very real workplace issues. I have personally experienced hiring people for freelance work only for those individuals to ghost me, disappearing without notice in the middle of the project timeline.

Suddenly my colleagues and I are in a panic trying to finish the project because we are beyond the point of no return. Ghosting erodes trust quickly, especially when there is trust to begin with, and digital communications do not help that; on the contrary, we lose opportunities for interpersonal growth that can build team trust.

Cat-fishing can take the form of an inflated resume, AI-generated portfolio, or candidates misrepresenting their role on past projects. There is friction built when we have to work through another company, like Müller Expo, if those individuals either ghost you or cat-fish you since we are tasked with getting the project created and completed.

Even more disruption comes in when we have to figure out whether to further vet other candidates or have back-up plans. It is certainly frustrating but equally so disruptive.

Professional accountability is much harder to uphold at a distance, therefore it is teams who do not place reasonable expectations, communications, and check-ins in place that get hurt most.

Ghosting, Catfishing Disrupt Remote Trust

Anu Mandapati
CEO, Qultured

Ghosting can look like candidates disappearing mid-process, new hires no-showing on Day 1, or even team members going silent when stakes are high. It erodes trust quickly and leaves leaders scrambling to fill gaps or make decisions with incomplete information.

Catfishing can look like inflated resumes, misrepresented skills, or showing up as one version of yourself in interviews and another entirely on the job. In a remote context, it’s easier to curate a polished persona and harder to build the kind of relationship where red flags are caught early.

These behaviors disrupt workflows, delay progress, and chip away at psychological safety. People begin to second-guess each other’s intentions and reliability.

Over time, disengagement and resentment increase. When expectations are clear, communication is consistent, and trust is built from day one, people are more accountable and red flags are easier to spot. It helps teams navigate uncertainty, call out misalignment, and move forward without losing momentum.

Clear Expectations Prevent Ghosting Issues

Jeff Romero
Founder, Octiv Digital

Ghosting and catfishing can significantly impact team dynamics in ways we may not always realize. I believe that ghosting fosters uncertainty, causing team members to feel neglected or unsure about their positions and contributions. It can damage trust and result in lowered morale.

When a person vanishes unexpectedly, it causes others to rush to find a replacement or to doubt their connections. Conversely, catfishing can significantly hinder teamwork. If team members are not who they say they are, it may result in deception and uncertainty.

I think this leads to a deficiency in genuineness, making it difficult to form any true connections or common objectives. Thus, in either scenario, the effect can ripple through the team, influencing communication, trust, and ultimately, performance.

It’s essential to tackle these problems directly to preserve a positive team atmosphere.

Deceptions Harm Remote Team Cohesion

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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