Diversity, equity, and inclusion (DEI) are crucial for any workplace to thrive. A diverse workforce brings diverse perspectives and ideas, and helps companies create products and services that better serve their customers. However, simply having a diverse workforce is not enough. A company must also foster a culture of equity and inclusion to fully realize the benefits of diversity. One effective way to do this is by establishing a DEIB (Diversity, Equity, Inclusion, and Belonging) committee within your small business.

The world of work is changing faster than ever before. With each technological breakthrough and shifting economic landscape, the skills needed to succeed in the workforce evolve at an unprecedented pace. As the half-life of skills continues to shrink, organizations must take proactive steps to ensure that their employees remain competitive and capable of meeting the demands of an ever-changing environment.

Quiet quitting is a new term used to describe an old phenomenon: workplace disengagement. What are the symptoms of quiet quitting? And if you spot the signs of quiet quitting, do you have a plan for how to prevent employee disengagement? Here are some tips from the pros.

Moving to a 4-day work week can be a great way to improve employee satisfaction, productivity, and life-work balance. But before making the switch, it's important to carefully plan and execute your transition so that it goes as smoothly as possible.

Quiet quitting is a new term used to describe an old phenomenon: workplace disengagement. What are the symptoms of quiet quitting? And if you spot the signs of quiet quitting, do you have a plan for how to prevent employee disengagement? Here are some tips from the pros.

There’s a lot of buzz about companies switching to a 4-day work week. But how do you decide if a 4-day work week right for your business? Or—since we’re a fan of people-first framing here at Hello HR—how do you decide if a 4-day work week is right for your people?

How do you create a great onboarding experience? Companies that haven’t figured out onboarding end up wasting a lot of time and money. People quit inside their probation period and they’re forced to re-hire, or they spend time on the wrong ramp-up tasks. Fortunately, there are ways to avoid these mistakes…

When people don’t feel like they are being invested in, or that there’s no plan, the grass on the other side starts to look a whole lot greener. But when their manager references a tangible plan and helps them develop in line with it, we see retention go way up.

Why do traditional performance reviews no longer work? Learn how re-centering them on your people will increase three very important stats: productivity, employee engagement, and retention.

This post explores key topics you’ll want to address in creating the talent portion of your people-first HR plan.

How to transform HR strategy from a compliance list into a driving force of employee engagement and retention.