🌱 Retention Refresh, 150+ HR Templates, Talent Growth with AI - Aug 13, 2025

Hey, People Pros!☕ Before autumn churns hits like pumpkin spice season, give your retention strategy a latté love. Re-engage, re-reward, and remind your best people why they stay.

On today’s agenda:

🌱 Rebooting retention

🗃️ 150+ HR power-up templates

 🌟 Growing talent with AI

🛠 Tesla lawsuit

THE HR SPOTLIGHT

🌱 Retention Refresh Before the Fall Turnover: 4 Re-engagement Tactics

Summer fun may be over, but the post-vacation hangover might linger. Many employees even return from summer break rethinking their career. HR pros, it’s time to reboot your team’s mojo and re-board before fall turnover kicks in. 

🚨 The situation: Post-vacation reality check

• Nearly 51％ of U.S. employees are actively watching for—or seeking—new job opportunities. (Gallup)

• A whopping 42％ of turnover is preventable, often due to missed check-ins from managers. (Gallup)

• With quitting costing up to 200％ of an employee’s salary, the stakes are sky-high. (Gallup)

• Employees returning from vacay have had time to reflect—and maybe rethink their role.

✅ What HR can do: Re-engagement tactics

• “Welcome-back huddles”: Quick re-onboarding huddles with light snacks (or at least coffee) can reset connection.

• Pulse surveys + one-on-ones: Ask, “How was your break—and what stretches your ambition next?”

• Refresh development paths: Employees stay when employers invest in their growth, drop in fresh opportunities or micro-training.

• Flexible snacks—er, schedules: Forced in-office mandates are outdated; hybrid perks can slash turnover when done right.

Think of this as your team’s summer-return “we’re glad you survived the sunburn” strategy.

🎯 Ready to score more loyalty than SPF 50? Jumpstart your Retention Refresh Strategies 👉

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Promo ends August 15 midnight EST.

🏃 At-Will Firing - HR Grapevine

• What’s unfolding: Scott Kupor, Director of the White House’s Personnel Management, has endorsed making federal employees “at-will,” meaning they could be dismissed without cause—eroding decades of civil service protections.

• Why it matters: Although merely an opinion, this signals a potential change in federal HR and employee stability. HR leaders should monitor proposed regulations, prepare for morale impacts, and consider bolstering communication strategies to preserve trust among staff.

• What’s unfolding: Trump’s HR chief is pushing a bold overhaul of the federal workforce, moving swiftly to impose larger structural changes across HR functions.

• Why it matters: Large-scale reorganization often brings uncertainty—and resignation waves. HR professionals should stay informed, support managers through transparency in change, and offer clear FAQs outlining how these reforms affect employee roles and careers.

• What’s unfolding: ICE raids have disrupted a $20M recreation project in Alabama, causing roughly half the workforce—mostly immigrant labor—to stay away, triggering delays and potential penalty costs.

• Why it matters: For HR teams, this underscores how policy enforcement can destabilize staffing and timelines. HR leaders should diversify sourcing strategies, cross-train existing teams, ensure legal compliance, and advocate for policies that protect both projects and people.

COMPLIANCE CORNER

• What’s unfolding: Former Tesla HR professionals say they were penalized or pushed out for raising concerns about racial bias—a lawsuit now underway brings renewed scrutiny to the automaker's handling of discrimination reports.

• HR implications: HR leaders must reevaluate retaliation safeguards and ensure employees—especially those reporting sensitive issues—feel protected, or risk compliance failures and reputational damage.

• What’s unfolding: The Fifth Circuit overturned an NLRB ruling that Apple violated labor law by coercively interrogating an employee and removing union literature, ruling the evidence insufficient.

• HR implications: HR teams should revisit employee relations protocols, ensuring investigations and questioning are documented carefully and free from coercive overtones to avoid future complaints or rulings against the company.

• What’s unfolding: Rhode Island has become the first U.S. state to require employers to provide menopause-related accommodations, and mandates notices by October.

• HR implications: HR professionals in RI must update policies, post required notices by October 2025, train managers to treat menopause like any other medical need, and launch a good-faith interactive process for accommodation requests.

BREAKROOM

📬 Missed Monday’s issue ‘Payday Anyday’? Read it »