Hello, HR Leaders! ๐ Weโve got a bigger plot twist than a summer blockbuster: managers turn out to be HRโs biggest risk. Grab your popcorn and weโll dive in before morale gets a sequel.
On todayโs agenda:
โ Savings benefits confuses staff
โ๏ธ Outburst vs. retaliation
โ CULTURE CUE
Checking in on Energy๐โ Have everyone drop their Monday energy level (1-5) and adjust workloads so low-battery days still get things done.
โ THE HR SPOTLIGHT
Untrained Managers: HRโs Biggest Risk
Employees donโt always leave companiesโthey leave managers. Gallupโs research found 42๏ผ of employees who voluntarily left said their manager or organization could have done something to prevent their departure, while further proving that manager quality shapes team performance and retention.
The untrained manager risks & what HR can do โ An outstanding employee can become a retention risk, performance problem, or flight risk when their manager lacks the skills to coach, communicate and lead. Itโs estimated that managers account for 70๏ผ of the variance in team engagement, while just two in 10 employees strongly agree their performance is managed in a way that motivates them to do outstanding work.
Train them before they manage: Give newly promoted managers practical coaching, feedback and conflict-management skillsโnot just a new title and a calendar full of meetings.
Require documentation: Written records of performance conversations, DAs, and accommodation discussions are your primary protection when issues arise.
Measure manager effectiveness: Use pulse surveys, 360 feedback and retention data to spot weak points before they become exit interviews.
Make coaching routine: Encourage regular conversations around goals, development, strengths and roadblocks.
Hold managers accountable: Include people leadershipโnot just individual resultsโin manager reviews and rewards.
โ THE HR PULSE - Whatโs shaping the workplace
๐ฎ 2,000 Gamers as Air Traffic Controllers โ FederalNewsNetwork
Whatโs unfolding: The FAA has hired more than 2,000 candidates through a gamer-focused recruitment push, reaching 94๏ผ of its hiring goal amid a persistent controller shortage.
Why it matters: HR can take the cue to look beyond traditional candidate profiles and identify transferable skills that may open overlooked talent pools.
๐งโ๐ป AI Jobs Apocalypse Not Happening โ FastCompany
Whatโs unfolding: Upwork CEO Hayden Brown says AI-related work on its platform is growing 22๏ผ year over year, while 23๏ผ of clients have already moved work from AI back to humans.
Why it matters: HR should prepare for job redesign rather than an โAI vs. humansโ showdown by building AI skills and pairing employees with tools that augment their expertise.
โ Staff Donโt Fully Understand Savings Benefits โ HR Magazine
Whatโs unfolding: Recent research finds that 62๏ผ of employees do not fully understand their workplace savings benefits, highlighting a communication gap around a key part of total rewards.
Why it matters: HR should treat benefits education as an engagement tool, simplifying explanations and using timely, plain-language reminders to help employees get more value from what they already receive.
โ FLASH VOTE - The community weigh-in
Whatโs the biggest manager mistake HR keeps having to fix?
LAST WEEKโS POLL:
โ COMPLIANCE CORNER - As HR laws evolve
๐ H-1B & OPT Fees Could Rise โ BusinessStandard
Whatโs unfolding: DHS is weighing new H-1B and OPT fees, including a proposed $100,000 OPT fee.
HR implications: Global employers should review sponsorship budgets and hiring plans; a $4,000 H-1B fee for certain employers takes effect September 9.
โ๏ธ Employee Outburst Not Grounds for Retaliation โ JD Supra
Whatโs unfolding: A Fourth Circuit ruling found that an angry, profane outburst after a harassment complaint doesnโt automatically defeat a retaliation claim.
HR implications: Before disciplining employees who make heated complaints, HR should assess the underlying issue and apply conduct rules consistently.
๐ ESOP Ruleโs Costly Compliance Trap โ NationalLawReview
Whatโs unfolding: Section 409(p) requires S-corp ESOPs to continuously monitor ownership and equity arrangements, with serious tax consequences for violations.
HR implications: Benefits leaders should coordinate with legal advisers before changing equity or compensation arrangements, as compliance is an ongoing requirement.
โ HR TREND WATCH - Something to keep an eye on
Tech Trap: Standalone Tech is Draining Productivity
Digesting the data: A global survey of 6,100 professionals found that 82๏ผ spend significant time copying information between systems, while 43๏ผ feel busy without being genuinely productive. One in five loses more than seven hours a week to manual integration, revealing how disconnected AI tools can create the administrative burden they claim to eliminate.
27๏ผ of organizations have fully embedded AI into core workflows, while integrated AI delivers substantially better results: 60๏ผ of employees in these organizations report saving at least 25๏ผ of their time.
Outlook for HR: HR leaders should look beyond adding more AI tools and assess whether their systems actually talk to one another, especially across recruiting, payroll, compliance, and employee data. The goal isn't more techโit's fewer digital handoffs, less duplicate work, and AI that fits naturally into existing workflows.
๐See the full scoop ยป
โ BREAKROOM - Your virtual watercooler
โ SMART READS - Worth bookmarking
๐ช When an Employee Resigns
๐ How to Create a Training Plan
๐ค From Micromanagement to Trust-Based Leadership
โCreated with care by Vivienne Ravana.
P.S. More HR minds, one feed. Follow HRAddict on LinkedIn.
