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Walking the Transparency Tightrope: Best Practices for Engaging Gen Z at Work

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Walking the Transparency Tightrope: Best Practices for Engaging Gen Z at Work

A fundamental shift is underway in the modern workplace, largely instigated by the new generation of talent. 

With nearly half of Gen Z professionals seeking flexible schedules, as reported by EY, the demand for adaptable operational models is no longer a suggestion—it’s a necessity. 

This call for flexibility encompasses a wide range of arrangements, all aimed at empowering a diverse, multi-generational workforce. 

This presents a complex challenge for leaders: how can they effectively meet Gen Z’s unique needs while ensuring fairness for other generations and, most importantly, achieving critical business objectives? 

This HR Spotlight article compiles expert perspectives from business executives and HR professionals, delving into the forward-thinking policies and digital tools they are using. 

Their collective experiences provide a strategic guide for organizations navigating this new landscape, with the goal of creating an agile, inclusive, and high-performing culture that works for everyone.

Read on!

Colin Potts
Chief Operating Officer, Regenerative Orthopedics & Sports Medicine

Two-Way Communication Builds Trust Within Organizational Limits

Balancing Gen Z’s Transparency Demands with Organizational Constraints

Establishing clear, open communication where Gen Z can voice concerns is one of the best practices I recommend to employers, but these channels should also act as a means of communication where the organization can also explain its limitations and goals.

It’s all about setting clear expectations upfront. For example, we created a monthly “ask me anything” session with leadership at ROSM, where team members can question openly about anything from strategy and challenges to our policies. And we ensure on our part that we deliver information as clearly as possible, while understanding that some information may need to remain confidential for operational reasons.


These kinds of practices are what help build trust while respecting organizational boundaries. Fostering a culture of honest, two-way communication can help companies meet transparency demands without compromising the organization’s needs. But it’s important to remember that it’s all about striking the right balance, not blanket openness.

Fahad Khan
Digital Marketing Manager, Ubuy Sweden

Define Shareable Information to Meet Gen Z Expectations

One best practice I recommend is fostering structured transparency.

I have found that clearly defining what can be shared and why helps balance Gen Z’s expectations with business realities. This generation values openness but also understands boundaries when they are explained respectfully.

I regularly communicate which decisions or metrics can be disclosed, and which cannot due to legal, financial, or strategic reasons. I also create forums where employees can ask questions and receive honest, timely answers within those limits.

Transparency isn’t just about revealing everything. It’s about consistency, clarity, and accountability. By setting clear norms and leading by example, I show that transparency is a priority, not a threat. This approach strengthens employee engagement and improves retention.

Gen Z responds well to honest leadership, even when full disclosure isn’t possible. Structured transparency turns a challenge into an opportunity for deeper workplace connection and mutual respect.

Tom Molnar
Business Owner & Operations Manager, Fit Design

Share the Why Behind Decisions, Not Just Directives

I recommend starting with clarity rather than radical transparency, as Gen Z values honesty that feels more human and less corporate. One effective approach for us has been our design internship, where we focused on sharing the “why” behind our decisions, especially when we face constraints.

Whether it’s budget limitations, choices regarding the tech stack, or changes to the roadmap, we communicate these as part of our larger mission rather than issuing top-down directives. Instead of overwhelming everyone with information, we engage in short, meaningful conversations that feel genuine.

Christopher Farley
Owner, Flippin’ Awesome Adventures

Structured Communication Channels Frame Transparency Boundaries

One best practice I recommend is setting up regular, structured communication channels where transparency is encouraged but framed within clear boundaries. For example, a monthly Q&A or team check-in led by leadership can give Gen Z employees the open dialogue they value while allowing the company to guide the conversation.

In these sessions, be upfront about what you can share and why certain details have to stay internal. This shows respect for their desire to understand the big picture while reinforcing trust. When people feel heard, even if they don’t get every answer, it builds a healthier workplace culture.

Joaquin Calvo
Director, Comligo Spanish

Contextual Transparency Explains Why Without Risking Business

We practice “contextual transparency.” That means we share what we can—like simplified financial dashboards or reasons behind decisions—without disclosing sensitive info.

When we explain the “why,” even tough decisions make more sense.

Gen Z values honesty, and this approach helps build trust without risking the business.

Jake Castro
Founder, White Cacti

Treat Transparency Like A Product; Build It

One best practice I recommend for employers balancing Gen Z transparency demands with internal constraints is to treat transparency like a product: build a minimum viable version.

Start by sharing small but real insights into decision-making—things like how pricing is set, how client feedback impacts service changes, or how internal goals are evolving. Keep it consistent and honest, and let the program grow based on what the team engages with.

Gen Z respects effort, not perfection.

Eliza McIntosh
Account Manager, Lemonade Stand

Behind-The-Scenes Transparency Builds Gen Z Trust

Transparency means a lot to me, both as a Gen-Z consumer and as a marketer.

One of my favorite things to see from companies is the behind-the-scenes (BTS). I follow people on LinkedIn and social media to see what goes on in the background. I want to know processes or parts of the puzzle. And social media is a great way to showcase that.

Certifications are also a great resource. I tend to trust companies that are accredited somehow and show badges on their website, even if I don’t always know the details of the certifying organization.

Getting the right people involved on your team can improve your transparency and build trust quickly.

Olga González
CEO, Pietra Communications

Radical Clarity Builds Trust With Gen Z

One best practice is to adopt a “radical clarity” approach, proactively sharing the why behind decisions, even when you can’t disclose everything. Gen Z values transparency not just in data but in leadership intent.

When constraints exist (legal, structural, etc.), explain what can be shared, what can’t, and what’s being done to advocate for change internally.

Use platforms Gen Z already engages with, like Slack, short-form video, or internal IG-style updates, to humanize leadership and show that transparency isn’t performative, it’s relational.

Rebecca Trotsky
Chief People Officer, HR Acuity

Trust is Built Through Consistent, Honest Transparency

Be transparent when you can.

Chances are, you’re being overly conservative about what employees want to hear. And, be equally transparent about what you can’t share, explaining why certain information must remain confidential.

Don’t worry about generational differences. All employees appreciate open communication, which is a key driver in building trust. Lastly, never stop the urgent work to equip leaders at every level so they can confidently engage employees in meaningful dialogue about things that impact their roles and work.

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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Why Post Fake Jobs? Ghost Job Motives That Will Surprise You

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Why Post Fake Jobs? Ghost Job Motives That Will Surprise You

Job hunting has always had its frustrations, but a new, more deceptive trend is making the process even harder: the “ghost job.”

These are listings that look perfectly real but are posted without any genuine intent to hire.

While many assume companies are just building a talent pipeline, the real story is far more complex and, at times, ethically questionable.

The motivations for posting ghost jobs run deep, from strategic maneuvers like benchmarking salaries to internal tactics aimed at pressuring employees.

This HR Spotlight article gathers candid insights from a panel of business leaders and HR professionals.

It pulls back the curtain on the unspoken reasons organizations use this practice and examines the significant risks these tactics pose to a company’s brand reputation and the crucial trust of potential candidates.

Read on!

Philip Ruffini
Co-Founder, Hire Overseas

A Strategic Market Research Tool

Beyond the usual reasons like building a talent pipeline or keeping up appearances, there are some less-discussed drivers behind “ghost jobs.”

In some cases, companies post roles to benchmark salaries and skills in the market, using applicant data to inform future hiring decisions without the immediate intent to hire.

Others do it to appease internal stakeholders—for example, showing a department they’re “addressing” workload concerns, even if there’s no budget approval yet.

Another uncommon reason is testing employer brand visibility—using postings to see how attractive their job descriptions are, how many applications they draw, and which channels perform best.

While these reasons can be strategic, they risk damaging trust with candidates if transparency isn’t maintained, making it a short-term tactic with long-term reputation costs.

Ahmad Faiz
Owner, Achilles Roofing & Exteriors

Testing the Current Talent Pool

In my experience running Achilles Roofing and Exterior, one uncommon but real reason some hiring managers post “ghost jobs” is to test the current talent pool without actually being ready to hire.

I’ve seen it especially in construction and trades. Sometimes you’re on the fence—you’ve got a couple of big jobs possibly closing, and you’re not sure if you’re going to need more guys on the crew next month. So, what do you do? You put out a job post just to see what kind of skills are floating around out there.

Another reason—and it might ruffle some feathers—is to send a message internally.

Sometimes the team’s performance is slipping, morale is low, or one guy thinks he’s untouchable. Management drops a job post not because they want to replace anyone yet, but to let folks know, “Hey, you’re not irreplaceable.” It’s a pressure tactic. Not the cleanest move, but I’ve seen it done in construction circles.

And let’s be honest—some posts are to make it look like the business is booming. It keeps up the appearance of growth. For some, especially those trying to get funding or close a big client deal, the image of “we’re expanding” matters more than the actual hire.

At Achilles Roofing, I don’t play that game. If I post a job, it’s because I’ve got real work lined up and I need real people to get it done. Wasting someone’s time when they’re out there trying to feed their family? That’s not how we do business.

Oliver Morrisey
Founder, Empower Wills & Estate Lawyers

Strategic, Legal Purposes

I have often seen postings that are utilized to create a defense in future employment disputes. The Australian unfair dismissal law applied that a business purporting to provide genuine redundancy would have to show genuine efforts to redeploy. The story can then be supported with a 90-day stream of ads, which can save more than 15 thousand dollars in settlement and legal costs on a single claim.

Moreover, I also see advertisements that are put out to meet the labor market testing requirements on visas even though an internal hire is known. Some groups will release during due diligence as a growth signal to shift valuation by 5 to 10 percent. Others will use them to map competitors’ talent pipelines and find two or three target salaries of approximately $120,000 without blowing the game.

Mircea Dima
CEO, CTO, Founder & Software Engineer, AlgoCademy

Stress Testing and Systems Checks

One thing I have witnessed is that ghost jobs are to stress test internal pipelines, particularly in tech.
Others will utilize them to monitor the volume flow through their ATS or how their hiring groups can screen in stressful circumstances.

It is not only to discover talent, but a systems check in the guise of opportunity.

Our learners will frequently apply to positions that do not lead to anything and only realize that the position was on hold or not available anymore even though it is still live on the site.

Such testing may assist the firms to optimize their processes, but it silently undermines the trust of candidates who are in fact trying to enter the industry.

Misty Knight
Human Resource Consultant, Red Clover HR

They Harm Trust, Miss Talent

In my experience, companies will post a job without an actual position for the purpose of creating a pipeline of candidates for future roles.

There may also be circumstances where a job will be posted publicly for compliance purposes, but the plan was always to fill the role with an internal candidate.

Personally I disagree with this approach, it is inconsiderate to the candidate pool which could impact the employer brand. Additionally this strategy could lead a company to overlook an ideal candidate.

Jeffrey A. Hensel
Broker Associate, North Coast Financial

Risking Trust for Strategy

The act of posting ghost jobs is not merely based on the notion of the creation of a talent pipeline or producing an enhanced corporate image. Some of the rather rare drivers are:

Internally satisfying compliance or policy requirements–in some cases there is a need to post jobs publicly even when jobs have been promised to internal applicants.

Measuring the current market in terms of salary demands or candidate quality without any real intention to hire, which assists companies to align in terms of competitive compensation.

Implication of help coming or of their jobs being dispensable may be ways to keep employees alert and motivated, although no hiring is in the offing.

Trial hiring on various job descriptions or outreach text to identify what works best to get the best applicant pools and then dedicating resources to actual hiring.

These can be strategically sound tactics, but can also serve to undermine trust with candidates and employer reputation, a factor I warn clients regarding as a financial advisor. Openness tends to be more effective in the long-term than these less apparent, occasionally ethically dubious, strategies.

Duman Zhumagulov
Owner, Box Star Movers

An Unspoken Strategy Behind the Listings

Companies may make job listings in a very visible marketplace during a supposedly weak hiring climate to appear as if they are growing in technology, attracting fund-raising or M&A interest, or building a competitive advantage by reputation.

Others use ghost listings to stress-test internal teams, comparing how outsiders value the same role for purposes like raises or restructuring.

I’ve seen hiring managers keep posts active simply because they’re unsure about budgets or future departmental needs, and don’t want to lose time once the decision to hire is finalized. Although this may seem misleading, from another angle, ghost posts can be seen as defensive maneuvers in fast-changing industries dealing with uncertainty.

Oryna Shestakova
Head of Communications & Lead of the Research Group, Papers Owl

Masking Strategic, Deceptive Motives

While many ghost job postings stem from pipeline-building or internal policy, there are lesser-known motivations behind this practice.

In some cases, companies post roles to appear as though they’re growing — an effort to attract investors or boost internal morale. Others may use these listings to test the market, gauging interest or salary expectations without committing to hiring.

In rare cases, a ghost job may be posted to frighten current employees into working harder as if to say “Everyone is replaceable.”

I’ve also seen firms leave jobs up to create the illusion of competitiveness, especially during economic slowdowns.

Brett Bennett
Director of Operations, PURCOR Pest Solutions

A Waste of Job Seekers’ Time

I tend to dislike when companies post “ghost jobs,” which is why we don’t. 

I’ve personally talked to a handful of new hires in the past few years who have expressed dealing with these, and I’ve even talked to colleagues at other companies who have expressed that they do in fact post these fake job openings. 

It’s one of those practices that may not be illegal necessarily, but that doesn’t mean it’s not wrong. The job market is so hard for job seekers already – all this does is just waste their time.

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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Trust in Trouble: How to Rebuild Employee Loyalty in a Skeptical Era

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Trust in Trouble: How to Rebuild Employee Loyalty in a Skeptical Era

In an era of rapid change and economic uncertainty, employee trust has become one of the most critical, yet fragile, assets for any organization. 

The global dip in trust, as evidenced by recent surveys, serves as a sobering warning that the traditional social contract between employers and employees is quietly eroding. 

This new reality presents a pivotal challenge for leaders and HR professionals: how do you not only rebuild that trust, but also cultivate a culture of transparency, accountability, and psychological safety that makes an organization more resilient? 

This HR Spotlight article compiles invaluable insights from business executives and HR professionals, revealing practical, actionable steps for restoring confidence. 

From strategic communication and ethical leadership to fostering genuine partnership, these experts offer a blueprint for building a trusting workplace that thrives on honesty and shared purpose.

Read on!

Natalie Renee Parker
Founder, Natalie Parker Enterprises

Authenticity, Reciprocity Build Trustful Workplaces

In the AI era, employers must prioritize authenticity. Many recruitment and branding materials showcase idealized experiences, creating unrealistic expectations. Companies should be transparent about challenges and opportunities—authenticity is the currency of this era.

Employers must stop being “the bad boyfriend.” They demand notification of additional jobs and become indignant when high performers leave, yet take no accountability for contributing to employee stagnation or the need for multiple income streams. Wanting loyalty without reciprocity is unrealistic. Instead, foster growth for all and keep doors open for employees pursuing their interests, even if that means leaving.

In uncertain times, companies should proactively partner with employees for mutual growth. Jobs are changing rapidly—engage employees to co-actively address future product and service needs. These investments build trust and belonging while preparing both parties for tomorrow’s challenges.

Clay Plowman
Executive Vice President, InCorp Services

Transparency, Inclusion Boost Employee Trust

Treat your people like you would your shareholders; exercise transparency and inclusivity. Inform them of the company’s strategic objectives, systemic financial milestones, and prospective risks, as you would in an investor briefing. Doing so would demonstrate that you respect your employees’ intelligence and empower your people with the information to understand their role in the organization’s success or in helping the company navigate current challenges.

Encourage participation by soliciting their input on core initiatives and involving them in the decision-making processes. When workers feel appreciated as stakeholders, it improves their sense of ownership, which leads to greater commitment, trust, and engagement.

Trust is built and sustained through healthy dialogue and recognition of each employee’s efforts toward the organization’s goals.

Seamus Nally
CEO, TurboTenant

Inclusive Decisions Build Trust, Better Outcomes

As a business leader, something I do to establish and maintain trust with my employees is rope them into the big decisions we make.

I understand that when big decisions are made, your employees can often be significantly impacted by them. I also understand that sometimes as leaders, we aren’t able to see things from all angles when making these decisions.

So, by including employees in the conversations, we not only gain better, more well-rounded perspectives which allow us to make better decisions, but we also allow our employees to be honest with their opinions so that we don’t disadvantage them unintentionally.

Josué Moëns
Chief Strategic Partnerships Officer & Co-founder, LumApps

Intranet Hubs Foster Trust, Engagement

Winning employee trust and turning engagement into a shared mission is one of today’s biggest business challenges. It’s not just about defining an inspiring strategy—it’s about connecting every individual to it.

One powerful lever companies often overlook is their intranet.
When reimagined as a true employee hub, the intranet becomes a driver of alignment, culture, and belonging. Done right, it’s far more than a communication channel. Integrated AI helps reduce time spent on low-value tasks, empowering employees to focus on what they do best. Micro-apps enable deep personalization, ensuring better adoption. And embedded micro-learning fosters continuous development, showing real investment in people’s growth.

A well-designed intranet becomes a daily touchpoint—proof that the company is not only communicating but caring. It reconnects people to the company, their role, and their purpose. That’s how trust is rebuilt: not through promises, but through meaningful, empowering tools that make people feel they truly belong.

Nebel Crowhurst
Chief People Officer, Reward Gateway

Consistent Honesty Rebuilds Trust in Change

Moments of change and uncertainty within the economy or a business’ trajectory can significantly impact employee trust. That sentiment can particularly resonate for employees during big structural changes, like acquisitions, mergers or brand transformations. These moments in time can spark uncertainty; people start to ask what’s going to shift, what might be lost, and whether the values they care about will be upheld. It’s a vulnerable time, and trust can be affected quickly.

Rebuilding that trust isn’t about making grand promises or overly polished statements. It’s about showing up consistently with honesty, being transparent about what’s changing and what’s staying the same, listening with real intent, and then acting on what we hear. It takes time, consistency and showing up for employees with authenticity.

A major moment in time that drives uncertainty is a perfect opportunity for business and HR leaders to reiterate their commitment to their employees and foster a work environment that repeatedly builds and retains that trust.

When people see that their voices still matter, that leadership is still aligned with the culture they love, and that business decisions reflect shared values, trust starts to come back, stronger, and more rooted than before.

Sarah Chen
Founder & Principal, Recruit Engineering

Honest Accountability Rebuilds Employee Trust

The stat from the 2025 Edelman Trust Barometer doesn’t surprise me one bit. As a recruiter in the engineering sector, I’ve seen firsthand how trust between employers and employees has quietly eroded. In many cases, distrust has become the default. Candidates often enter conversations assuming the company won’t follow through — and that’s something hiring managers rarely factor into their approach.

Companies need to understand they’re starting from zero. Even if they believe they’re doing things the right way, they’re now competing with the broken promises and bad press of the broader business world. Every time a major company backs out of a commitment or fails to live up to their own standard, it casts a shadow on the smaller players, too.

The solution is wide and genuine accountability from leadership to every tier of workers.

Leadership must be willing to acknowledge mistakes, not just behind closed doors with shareholders or within the C-suite, but on the floor, directly to employees.

This kind of transparency is foundational. That means making time and speaking candidly, even when it’s painful. Employees don’t expect perfection. What they do expect is honesty, accountability, and a recovery plan that feels grounded in the actual work being done, not PR spin.

Acknowledging mistakes in a clear, human way shows that leadership is listening, evolving, and not above the same level of accountability expected from everyone else. Done right, this approach doesn’t weaken leadership — it strengthens it.

Keith Kakadia
CEO, Sociallyin

Transparency, Action Rebuild Employee Trust

Rebuilding employee trust starts with transparency, followed closely by follow-through.

At Sociallyin, we focus on over-communicating during uncertain times and inviting employee input before making key decisions.

Trust erodes fastest when people feel left out or blindsided. We also prioritize showing—not just telling—by aligning leadership actions with company values. That could mean reevaluating policies that no longer serve your team or acknowledging mistakes openly and correcting courses. The goal isn’t perfection, but accountability.

Finally, we make one-on-one check-ins meaningful by listening more than we speak—because rebuilding trust starts with understanding what broke it.

Aaron A Winder
Owner & Personal Injury Attorney, The Winder Law Firm

Trust Is Built Through Daily Consistency, Transparency

Be Consistent, Rebuilding trust starts with consistency.

Leaders often overestimate how clear their intentions are. At my firm, we make transparency the default, sharing not just what decisions are made, but why. We also involve staff early in change processes and give space for anonymous feedback.

Lastly, we make sure recognition isn’t reserved for wins alone; we acknowledge effort, growth, and accountability.

Trust isn’t restored with grand gestures; it’s built, day by day, through follow-through, respect, and honesty.

Corina Tham
Finance & Sales Director, Cheap Forex VPS

Transparency, Dialogue Rebuild Workplace Trust

As an innovative Business Development Director with expertise in forex and trading solutions, I suggest focusing on open and honest dialogue to restore confidence in the workplace. Begin by addressing employee concerns and frustrations, expressing sincere understanding and actively making an effort to hear them out. Provide regular and transparent updates on company decisions and policies to minimize speculation or confusion.

Cultivating a culture of responsibility is just as vital—leaders should set the standard by admitting errors and demonstrating a dedication to progress.

Facilitating team-building activities can help strengthen connections and foster mutual trust among staff.

Moreover, support professional training initiatives to show commitment to employees’ development and future achievements.
Finally, recognizing small achievements and showing gratitude can uplift morale and help rebuild trust across teams.

Luca Dal Zotto
Founder, Convert Bank Statement

Openness and Communication Rebuild Employee Trust

As the founder of Convert Bank Statement, I’ve established a company culture from scratch, learning the ins and outs of crafting a unified and trusting workforce. As someone who has gone through creating a technology solution, I must possess a sensitive understanding of internal dynamics, so I know the practical steps to establish employee trust.

The 2025 Edelman Trust Barometer’s result of a 3-point drop to only 75% of employees trusting their employers is a sobering warning. To close this critical trust gap, I support two non-negotiable pillars:

Radical transparency and Full two-way communication.

At Convert Bank Statement, we actively fight distrust by having weekly “Open Forum” meetings where leadership discusses company performance, strategic changes, and even failures, without hesitation. This dedication to raw honesty and a dedicated anonymous feedback system has been revolutionary.

By six months into these practices, our internal employee sentiment surveys had a 15% boost in employees reporting being “fully informed” on company direction and a 10% boost in those strongly reporting that leadership “acts with integrity.”

Trust is not bestowed; it is painstakingly restored and maintained through demonstrable, consistent openness, showing that employee voices are genuinely heard and part of the company’s journey, not merely its day-to-day operations.

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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When I Was An Intern: What I Wish My Internship Company Knew

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When I Was An Intern: What I Wish My Internship Company Knew

Internships are often painted as mere stepping stones—a brief chapter before “real” work begins.

But ask any former intern, and you’ll see: these months carry the power to shape careers, confidence, and sense of belonging.

Yet, what makes an internship truly transformative?

In this article, you’ll hear firsthand from voices who’ve lived it, sharing what they wish their companies understood: connection matters, growth needs support, and inclusion isn’t just a nice-to-have. It’s essential.

Their insights offer a blueprint for turning internships from ticking-off tasks into launching pads for potential.

Read on!

Beverlyn Tsai

I wish more companies held structured opportunities for interns to build connections, whether that is with other interns, school alumni at the company, or higher-level employees, to create a community where everyone feels heard and a strong sense of belonging.

For me, team lunches have been very helpful. I always sat next to someone new every day, and by doing so, I was able to form authentic relationships as I learned about my peers’ interests outside of work. During my remote internships, in-person meetups where possible, typically in the bigger cities, and virtual office hours have offered me similar bonding experiences.

“Speed networking” during onboarding, where all the interns have the opportunity to quickly chat with others in the company, has been another game-changer. From day one, the ice was broken, and it was much easier to feel known and included in the company, much like my experience joining college clubs.

Having weekly guest speakers, especially former interns who have found career success, has also been deeply inspiring and a great addition to have in the program. It gave all the interns the chance to learn from now-experts once in their position and also a glance at the possibilities post-internship.

What truly elevated my intern experience were anonymous weekly feedback forms, a chance for interns to share what was and was not working well about the internship in terms of mentorship, culture, and workload. This way, it was evident to all the interns that the company valued and respected our opinions and inputs, and it was easy for them to make any adjustments to suit our needs, which I highly appreciated.

About Beverlyn Tsai

Beverlyn Tsai is a rising sophomore and a Presidential and Viterbi Scholar at the University of Southern California majoring in Computer Science and Business Administration with an AI Applications minor. She co-leads AthenaHacks, Southern California’s premier women-centric hackathon, supports corporate outreach for the Society of Women Engineers as an officer, and works as a Learning Assistant for an AI programming course. At USC Information Sciences Institute’s HUMANS Lab in the AI Department, Beverlyn leverages GPT-4o and OpenCV to detect AI images and identify superspreaders, and she applies web scraping, tweetNLP, and the Mann-Whitney U test to analyze emotional sentiment in AI versus non-AI political image tweets, research crucial to understand how AI-generated political media influences public opinion, trust, and election integrity.

Madeline Gupta

I wish companies knew that moving to a new place for an internship, even just for the summer, can be scary! Programs and activities that help interns explore the area, meet friends close by, and get settled in their new city are essential. 

This is especially true for interns who are from communities that are smaller, far-away, or close knit. To support diverse engineers, it’s also to provide diverse kinds of support, including guidance on moving to a new place. 

About Madeline Gupta

Madeline Gupta is a recent graduate from Yale University where she studied how digital tools can increase community wellness around the globe. Her most recent projects are a virtual reality video game focused on land re-creation for her tribal nation, the Sault Ste. Marie Tribe of Chippewa Indians, and a statistical exploration into how large language models can contribute to Indigenous language education and preservation.This fall, she is starting as a software engineer at Google. She has worked as an intern at Zillow, Apple, and Kode with Klossy and her work has previously been featured by TEDx, NBC, and the United Nations.

Angela Cao

Allow your interns to grow, but also allow them to fail sometimes. Mistakes aren’t signs of incompetence, but rather they’re signs that someone is learning, stretching, and doing something they haven’t done before. Especially for interns who are stepping into their first industry role, patience is key. They’re probably navigating a professional environment for the first time, and they’re most likely working on projects that are way more complex than anything they’ve done in school or on their own. Bumps in the road are normal as they’re part of the process. As an experienced employee, it’s your job to help them succeed, not expect them to have everything figured out from day one. 

When assigning projects, be realistic about scope and timeline. For instance, don’t give them a 6-month project and expect them to finish in 10 weeks; rather, give them something meaningful, but achievable. 

I’m currently mentoring an intern, and it reinforced how important mentorship really is for a successful experience. As a mentor, don’t only provide technical or career development or project guidance. Treat your intern like a full member of the team through checking in with them (e.g. 1:1 with your interns), making sure they’re adjusting okay. The gap between an academic environment and industrial environment is way more significant than most people acknowledge. 

Also, while school tends to put a lot of emphasis on technical skills, make space for soft skill development as well such as communication, teamwork, and navigating feedback. Many interns will be neurodivergent or don’t fit the usual mold of what’s considered “professional.” Thus, the way they navigate communication, teamwork, and receiving feedback may not fit the “norm” or “expectation.” Check in and figure out what actually helps them succeed. Not everyone thrives under the same expectations, and sometimes, leaning into a person’s strengths (even if they’re not conventional) is what unlocks their best work. 

Finally, don’t forget to encourage your interns to have a life outside of work, company lunches and happy hours. Encourage exploring the city, hanging out with friends, or even taking time for themselves. Many interns come straight from a hectic academic year, and may need time to decompress as well. Burnout is not just exclusive to full-time employees. Creating balance and reminding them that rest is part of success and achieving their best performance as possible makes the whole experience healthier and more sustainable as well.

About Angela Cao

Angela Cao is a Rewriting the Code (RTC) member based in Houston and a data scientist at Memorial Hermann Health Systems, where she leads high-impact AI and analytics projects to drive data-informed decisions in healthcare. She also holds a Masters of Data Science from Rice University and double Bachelor of Science degrees in Computer Science and Mathematics from the University of Texas at Austin. Angela is also a co-founder and board member of Women Who Do Data (W2D2) since its inception in 2024, where she leads initiatives to support and advance women and underrepresented minorities in Data and AI.

Monica Para

One valuable insight I’ve gained through my internship experiences is the importance of making expectations and workplace norms transparent and accessible to interns from day one. 

Often, much of what shapes the day-to-day culture, like communication styles, decision-making approaches, and unwritten “rules,” remains unspoken, which can create unnecessary confusion or hesitation for new team members.

I believe companies can improve their internship programs by documenting these key expectations in a clear, approachable guide or handbook tailored specifically for interns. This not only levels the playing field but also empowers interns to contribute confidently and feel truly integrated into the team.

Creating an environment where open dialogue is encouraged around these norms further supports learning and growth, helping interns navigate the nuances of professional culture while focusing on delivering impact.

Ultimately, a little clarity and intentional communication can turn an internship from just a learning opportunity into a truly enriching experience for everyone involved.

About Monica Para

Monica Para is a tech content creator and an early career member of Rewriting The Code. She is very passionate about diversity and sharing accessible resources in the tech and startup sectors. Her project, ChiMaps, is an AI-powered map that highlights startup and venture capital firms across the Chicago tech ecosystem. She aims to make tech more inclusive and navigable for all through content, community, and data-driven tools.

Chahana Dahal

From my experience, the best internship programs are the ones where you’re trusted with meaningful work, not just small tasks to pass the time. 

Having a mentor or someone to check in with regularly made me feel supported and helped me learn so much faster. 

I also really valued when companies gave interns the chance to meet people from other teams. This opened my eyes to roles and paths I hadn’t considered. 

Feeling included and knowing my input mattered, even as an intern, made a huge difference in my confidence and internship experience. 

Companies should focus on creating an inclusive and welcoming environment for their interns.

About Chahana Dahal

Chahana Dahal is a Computer Science graduate with a Data Science minor from Westminster University, where she completed her degree in just three years. She was selected for the Google Computer Science Research Mentorship Program (CSRMP), which started her research journey in AI/ML. Her work on knowledge graph completion with RelatE is under review for NeurIPS 2025, and she is currently developing a Federated RAG framework using large language models. She also presented her independently proposed AI-powered education framework at AAAI 2024 and previously served as a Machine Learning Engineer at Omdena, contributing to adaptive AI tutors for refugee education. She plans to begin her graduate degree in ML in fall 2025.

What Legacy Does Your Company’s Internship Experience Aim to Build?

If there’s one thread weaving these stories together, it’s this: internships aren’t just about what’s learned; they’re about what’s felt.

Structure, trust, honest feedback, and meaningful connection are the pillars that turn a temporary opportunity into a lasting impact.

As companies look to shape their next wave of talent, listening to these voices won’t just improve internship programs; it will help build workplaces where everyone, intern or executive, truly belongs.

The future of work is crafted bell by bell, lunch by lunch, check-in by check-in.

What will your legacy be for the next intern who walks through your door?

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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Keeping It Ethical: Tricks to Master Positive Workplace Influence

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Keeping It Ethical: Tricks to Master Positive Workplace Influence

In the complex landscape of modern organizational behavior, leaders and HR professionals often employ techniques to positively influence employee actions—from gamification and wellness challenges to motivational framing.

However, the line between constructive encouragement and unethical manipulation is a thin one, easily crossed when the intent or transparency behind a tactic is compromised.

This pivotal challenge demands a new framework for ethical engagement.

How can HR teams and business leaders ensure their strategies are both effective and genuinely aligned with organizational values, without risking employee trust or morale?

This HR Spotlight article compiles invaluable insights from industry leaders, revealing their go-to strategies for navigating this delicate balance, ensuring that every influencing technique is rooted in transparency, fairness, and a deep commitment to employee well-being.

Read on!

Eugene Mischenko
President, E-Commerce & Digital Marketing Association

Transparency Keeps Workplace Influence Ethical

Positive manipulation in the workplace can easily slip into unethical territory if the intent or transparency behind those tactics is compromised.

In my work consulting global e-commerce companies and advising HR leaders through the E-Commerce & Digital Marketing Association, I have seen that the key to staying ethical is to ensure that every influencing technique is both transparent and rooted in genuine alignment with organizational values.

One practical approach is to make intent explicit: whenever HR introduces a program or incentive designed to shape behavior, it is critical that employees understand both the purpose and the expected outcome. For example, if an HR team is using gamification to boost engagement or productivity, the rules, rewards, and reasoning should be communicated clearly.

Employees should never feel that recognition or feedback is being used to steer them in a direction that is hidden or manipulative. When I helped a multinational retailer launch a recognition program, we made it clear how achievements would be measured and why certain behaviors were being highlighted. This transparency removed any suspicion of hidden agendas and fostered trust across teams.

Another safeguard is to regularly test these tactics against the organization’s core values and code of conduct. HR should ask: if every employee saw the inner workings of this tactic, would it still feel fair and respectful? In my experience, the moment a tactic relies on withholding information, exaggerating benefits, or creating artificial competition, it risks undermining morale and long-term engagement.

Finally, ongoing feedback from employees is essential. At ECDMA, when we advise firms on cultural transformation, we recommend structured, anonymous feedback loops so that leadership can hear directly if people start to feel manipulated rather than supported. Adjustments can then be made quickly before trust erodes.

Ethical boundaries in positive manipulation are best upheld by ensuring transparency, genuine intent, and consistent feedback. HR teams that practice open communication and align their tactics with authentic values will not just avoid ethical missteps – they will build stronger, more resilient organizations.

Julie Collins
Marketing Director, The FruitGuys

Clear Intent Makes HR Tactics Ethical

One simple but effective way is transparency with intent.

If HR is using strategies like gamification, nudges, or framing incentives in a certain way, they should make sure the purpose behind it is clear and fair.

For example, if you’re nudging employees to complete wellness challenges or take part in upskilling programs, don’t hide the business motive—like improving productivity or reducing healthcare costs. Be upfront about how it benefits both sides.

That balance—between employee value and company goals—is what keeps the tactic ethical. The second it feels one-sided or deceptive, it crosses the line.

Brittney Simpson
HR Consultant, Savvy HR Partner

Transparency Preserves Ethics in HR Strategies

One critical way HR teams can avoid crossing into unethical territory is to maintain complete transparency about their motivational strategies. If you’re implementing gamification, wellness challenges, or recognition programs to boost performance, tell employees exactly why you’re doing it.

Don’t disguise business objectives as purely employee benefits. For example, when introducing a peer recognition system, openly explain that it’s designed to increase engagement and retention while also making work more enjoyable. Employees can then choose to participate with full knowledge of both what they’ll gain and what the company expects to achieve.

The ethical line gets crossed when you manipulate people without their awareness, but transparency preserves their ability to make informed choices about participation.

Shakira M. Brown
CEO, Incumbent Worker Training

Authentic Storytelling Boosts HR Influence

Let’s be honest with ourselves, most teams across a myriad of industries are inherently dysfunctional. HR teams poorly executing positive manipulation tactics will, of course, add to existing team dysfunction. Being intentionally authentic and influential is the leading ethical way to move employees to action in a positive way.

Storytelling is a powerful tool in HR communication. Find ways to use storytelling to get points across quickly. Using narratives, HR professionals and managers can create authentic connections that employees will relate to because stories evoke emotions, making messages more relatable and memorable.

When trying to influence employees to accept a task or do something you need them to do, share relevant personal anecdotes to make employees more receptive to your recommendations. Such storytelling fosters a sense of community and belonging, reminding individuals that they are part of something larger than themselves while also motivating them to action.

Jake Castro
Owner, White Cacti

Ethical Influence Prioritizes Transparency, Fairness

When it comes to positive manipulation in the workplace, intent and transparency matter most.

HR teams should keep checks in place to make sure any influence strategy—whether it’s motivational framing or goal setting—is aligned with the employee’s best interest, not just the company’s.

One approach: set up internal review systems where tactics are pressure-tested by multiple perspectives (managers, employees, compliance). This helps eliminate bias and maintain ethical standards.

Bottom line: if you’re using psychology to nudge behavior, make sure it’s for everyone’s benefit—not just bottom lines.

Sayak Moulic
Founder, Abroad For Better Future

Ethical HR Prioritizes Transparency, Consent

One effective way HR teams can remain ethical is by prioritizing transparency and informed consent.

Positive manipulation, such as incentivizing behavior or guiding decisions, should never involve deceit or withholding critical information. For instance, companies like Google emphasize open communication and employee autonomy even when using motivational strategies, ensuring employees understand the intent behind certain initiatives.

By fostering an environment of trust and empowerment rather than control, HR can ethically harness positive influence. Regular ethics training and clear guidelines also help in maintaining these boundaries.

Diana Babaeva
Founder & CEO, Twistly

Ethical AI Nudges Boost Productivity

Nudges are effective until they become invisible.

We have developed AI nudges to remind users to finish certain tasks, celebrate small victories, or suggest improvements in real-time. One such popular feature is the progress bar for document completion, which surprisingly increased productivity during internal trials.

We draw a clear line at emotional nudging. No guilt-trips. Nothing about “others are doing better.” Every nudge must be opted in to, easily disabled, and clearly explained. The instant a nudge becomes invisible or feels as if it is watching without permission, it is no longer helpful but starts manipulating.

People really get their moral strength from support, rather than from silent pressure.

Guillermo Triana
Founder & CEO, PEO Marketplace

Transparent HR Persuasion Ensures Ethical Clarity

If HR wants to use persuasion without crossing the line, they need to pressure-test the tactic with a single question: Does this give the employee more clarity or more confusion?

Positive manipulation can be framed as encouragement or nudging, but the second it muddles someone’s understanding of their options or reality, it goes sideways. You are no longer helping; you are gaming the outcome. That line is thin. It is the difference between telling someone “this will help your career” and “this will look good to the execs.” One is honest incentive. The other is bait.

The fix is simple: add transparency to every tactic. Say what you are doing and why. If your influence method cannot survive daylight, it probably should not be used at all.

Every message should pass the “could this be said in a public Slack thread” test. If the answer is no, scrap it. You can steer behavior without hiding the wheel. The intent matters, but the clarity matters more.

Magda Klimkiewicz
Senior HR Business Partner, Live Career

Ethical HR Prioritizes Employee-Centric Benefits

One way an HR team can avoid crossing into unethical territory when using positive manipulation is by asking a simple question: Would this still benefit the employee even if the company gained nothing from it? This will help them stay focused on the well-being of their staff, not just company goals.

For example, HR might offer flexible working hours. If the real goal is to reduce stress and help employees balance work and life better, even if productivity doesn’t increase, then it is an ethical move. But if the flexibility is only there so they can be available longer or work outside normal hours, it becomes a selfish tactic disguised as support.

This mindset helps HR stay on the right side of ethics. When any strategy still adds real value to the employee, whether or not the company profits, it shows that the intent is honest. Positive influence becomes harmful only when it hides pressure behind kindness.

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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Paying an Unseen Toll: Valuing Tech Skills Over Emotional and Creative Smarts

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Paying an Unseen Toll: Valuing Tech Skills Over Emotional and Creative Smarts

In a world increasingly driven by technical proficiency, a critical paradox is emerging: an overemphasis on hard skills like coding or data analysis at the expense of human attributes like creativity and emotional intelligence can lead to significant and often-overlooked costs.

Organizations that sideline these “soft skills” risk building teams that are technically brilliant but culturally fragile—teams that can execute tasks flawlessly but struggle to solve the right problems, inspire a vision, or connect with their customers.

This HR Spotlight article compiles invaluable insights from business leaders and HR professionals, revealing the hidden costs of this technical-only trap.

They explore why cultivating creativity and emotional intelligence is not a luxury, but a strategic imperative that amplifies technical skills, drives true innovation, and ultimately ensures long-term organizational health and success.

Read on!

Kristie Griffin
Vice President, Guild

Wisdom Workers Drive Meaningful Outcomes

One of the biggest risks of over rotating on technical skills is that we lose wisdom. Not just knowledge, but the learned experience, discernment, and empathy that drive better decisions, stronger teams, and more meaningful outcomes.

Creativity, empathy, and judgment need to be cultivated as the critical skills they are. Without them, we get speed without direction.

I was just at an event hosted by the Guild with CHROs, academics, and futurists, where we got candid about what’s breaking across our systems. As we wrestled with AI, automation, and demographic cliffs, one truth stood out: If we don’t give people the opportunity to grow into “wisdom workers”, to develop these critical “soft” skills, we are robbing them of the experiences that they need to not only propel their own careers, but to effectively support the business moving forward.

Edward Hones
Founder, Hones Law

Balance Technical, Human Skills for Success

The Human Cost of Overvaluing Technical Skills: In my work as an employment lawyer, I’ve seen firsthand how organizations that over-prioritize technical skills often miss the subtle, yet critical, contributions of creativity and emotional intelligence. When these human traits are sidelined, communication breaks down, teams fracture, and innovation stalls. You can’t code your way out of interpersonal conflict or automate trust.

Emotional intelligence, in particular, plays a vital role in managing conflict, leading with empathy, and navigating complex workplace dynamics, areas where many technically gifted professionals struggle without support.

Creativity Drives Adaptation and Inclusion: Creativity isn’t just about “thinking outside the box”, it’s how organizations adapt, grow, and respond to change. When it’s ignored, companies often become rigid and less inclusive, especially in how they manage diverse teams and solve unfamiliar problems. In the legal world, for example, creative problem-solving is often what separates a good outcome from a great one.

My advice to employers is to intentionally cultivate these softer skills through training, hiring practices, and leadership modeling. It’s not a choice between technical chops and emotional depth, you need both to build workplaces that endure.

Razvan Badea
Founder, Artone Studio

Creativity, EQ Define Standout Design

In the design field especially, creativity and emotional intelligence are not just nice-to-haves, they’re crucial for building something people actually connect with.

While we care deeply about the technical side (clean handoffs, dev-friendly systems, scalable components) I’ve noticed a shift where creativity gets deprioritized. And the result? Everything starts to look and feel… the same.

That’s a big missed opportunity, especially for early-stage startups. At Artone, we work closely with founders who are trying to stand out. If their product just blends in with the sea of SaaS clones, it’s a problem. A creative approach to UX, or even something small like a unique interaction or delightful UI detail, can make someone stop and think, “Why hasn’t anyone done this before?”

It’s also about how things feel. Emotional intelligence plays a huge role in designing with care and making products that feel genuinely thoughtful. In a world where AI is everywhere and sameness is the norm, it’s that human touch, through creative choices and intentional design, that gives products soul.

Keith Kakadia
CEO, Sociallyin

Creativity, EQ Drive Resonance, Innovation

When we prioritize technical expertise at the expense of creativity and emotional intelligence, we risk building solutions no one actually connects with.

The biggest cost? Irrelevance. Brands become technically flawless but emotionally flat, missing what truly moves people.

I believe that creativity and EQ fuel storytelling, user-centric design, and team cohesion, especially in fast-moving industries like social media. I’ve seen brilliant campaigns fall flat because they lacked cultural empathy or emotional nuance.

Without creativity and EI, we don’t just lose innovation but resonance.

Deepak Shukla
CEO, Pearl Lemon

Empathy, Courage Outweigh Technical Prowess

As an employer, I handle over 50 applications in a single day and 350 in a week. My team and I once hired a developer who could rewrite Google’s core algorithm but couldn’t handle a Monday morning group call without sounding like he’d been waterboarded.

So I’d say technical ability’s no use when your team burns out from zero empathy, and ideas die because no one’s brave (or emotionally aware) enough to speak up.

Anton Malyutin
CEO, Tips GG

Creativity, EQ Fuel Innovation, Connection

It’s possible to lose the qualities that make work truly important when we put technical skills ahead of creativity and emotional intelligence.

Technical know-how is important to keep things going smoothly, but creativity is what leads to new ideas and big steps forward, especially in teams of less than 20 people.

On the other hand, EI keeps teams linked, motivated, and ready to change things when they need to. When they’re not there, workspaces can feel cold and transactional, and even the best ideas might not connect with real people. You could build something useful, but will it motivate you? Does it connect?

The biggest cost is being efficient without caring about people. That can slow things down longer than any technical gap ever could in my experience.

Sreerag P
SEO Analyst, Acodez IT Solutions

Creativity, Empathy Drive Innovation, Collaboration

In today’s fast-paced industry, prioritizing technical skills alone comes at a heavy cost: it stifles innovation, undermines workplace culture, and can seriously hamper collaboration.

When creativity is pushed aside, teams miss out on fresh problem-solving approaches and unique perspectives essential for navigating complex challenges.

Sidelining emotional intelligence, meanwhile, weakens communication, erodes trust, and often leads to higher turnover as teams feel less valued and understood.

True, technical chops help execute, but it’s creative vision and empathy that spark breakthroughs and unify teams. Fostering these qualities isn’t just a “nice to have” it’s crucial for long-term adaptability, resilience, and growth.

Kira Byrd
Entrepreneur, Chief Accountant & Compliance Strategist, Curl Centric

Creativity, EQ Foster Connection, Growth

The largest price to pay, in my view, by sidelining creativity and emotional intelligence is the loss of human contact and creativity. 

Technical skills are essential but creativity enables one to think out of the box and also be flexible in solving problems that are inevitable along the way. Emotional intelligence enhances healthy relationships, trust, and teamwork, which are essential to a healthy team dynamic. In the absence of these attributes, organizations run the risk of being too transactional, where their engagement with customers and employees lacks a real connection. 

This may become an obstacle to long-term success because the mixture of tech and emotional intelligence leads to sustainable growth and experience that matters to the customer. Both of these are crucial to a successful business.

Samuel Huang
CEO, TeleAdsAgency

EQ, Creativity Drive Meaningful Marketing

The real danger of sidelining creativity and emotional intelligence in favor of technical skill is that we start solving problems that don’t matter to people. In marketing especially, technical execution without emotional resonance leads to campaigns that are polished but ineffective.

Emotional intelligence helps leaders connect, understand customer pain points, and navigate change with empathy, which is where real strategy lives. Creativity brings adaptability, fresh perspectives, and problem-solving under uncertainty.

Without both, you risk building impressive systems that no one relates to, or scaling processes that lack soul. And in a world increasingly run by AI, those human traits will become even more valuable, not less.

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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