u/Emergency-Bison-672

We'd run the engagement survey regulalry. And nothing alarming has ever come so far. But last week, three people from the same team resigned. And exit interviews pointed out to nothing alarming again.

Yesterday, I went and had coffee with someone from that team informally. And she told me everything about what the manager had been doing for since the last appraisal cycle, what the team had been carrying, why nobody said anything in the survey.

That's when I realized that surveys failed because the people filling it in didn't believe anything would change if they answered honestly. And thus, psychological safety isn't something you measure. it's something you either have or you don't and you usually find out which one when it's already too late.

Yes, the interview process is your first product. Everything about how you run your hiring process tells a candidate something about your organization before they've met a single person they'll actually work with how coherently you support them through the process.

I've seen strong candidates decline offers because the process itself told them something they didn't like. And that's why you need well-rounded HRs. Agree?

Have stopped trying honestly. People need to watch Grave of the Fireflies and find out for themselves. Or any other that you can suggest for them...

Used to be the fittest guy around in my circle.
But the new job is mentally and physically consuming.
Leaves me no time for a dedicated routine to workout or even have meals at the right time.

I need to get out of this and get back into my best shape that I was in, 1.5 years back.

I tried motivation and dedication and all of that. But when you are too tired after a consuming day, you just want to lay down.

Please help, if anyone can

When PTO is unlimited it also becomes socially ambiguous. How much is too much? And the manager is taking eleven days a year because they're also watching their manager. Unlimited PTO is a benefit that works better as a recruiting line than as an actual policy. Most people in these companies would be better off with a mandated minimum. But that costs money so here we are.

Agreeable managers are not necessarily the same as trustworthy ones. The best relationships i've had in this career involved real disagreement, real pushback, and real follow through. And when you look back, those really helped you groom. The ones who smiled through every conversation, pretending to care, and then ignored everything we had a heart to heart discussion about, those were the ones who eventually created the situations I had to boil my blood about.

Took my years to be comfortable with a lot of things in corporate, and this is one of them

Been 15 years in the industry ans the AI wave is getting me too. As I can foresee. How do I upgrade folks. Any suggestions?

1. Stopped defending policies I didn't believe in. "That's the policy" is not an answer, it's a surrender. If I can't explain why, I push to change it.
2. Stopped doing PIPs as termination paperwork. If the decision is already made, be honest. A PIP should be a rescue mission or it shouldn't exist.
3. Stopped hiring for "culture fit." Fit gets you ten copies of the same guy. I hire for culture add now.
4. Stopped treating exit interviews as the feedback source. By the time someone's leaving, it's archaeology. Stay interviews. Every quarter. Non-negotiable.
5. Stopped pretending I don't have favorites. Everyone does. The skill isn't not having them, it's making sure it never shows up in a decision.

Number 2 will get me flamed by half this sub. Bring it.

After 15+ years in HR, the last several as an HR Director, I've seen that most people I know in HR didn't plan to be here. They stumbled in through a recruitment role, an admin job that evolved, or some XYZ degree that needed somewhere to land.

What I've also realized is that there's usually a moment, sometimes early, sometimes years in, where you consciously decide to stay, but because something about the work got you.

For me it was realising that HR done well is one of the few functions that can actually change how a person experiences their working or so called "Corporate Life". That is seriously something. No?

So, what was yours?