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Nature remains a source of inspiration in various spheres of life, and human resources are no exception. Simon Crawford Welch, Leadership & Executive Development Coach, highlights intriguing behaviors in wild geese that can be applied to team dynamics. For example, geese achieve more together than apart. By flying in a V formation, each bird's wing flapping creates lift for those behind, resulting in a 72% greater flying range for the flock compared to flying solo. This demonstrates that when we share a common direction and sense of community, we can reach our goals more efficiently by working together and supporting each other. Here are a few more interesting facts from nature: Collective Responsibility. "Geese understand that they all have a responsibility to take their turn to lead the formation. When the lead goose tires, it moves back into formation and another goose flies to the front to take its place. Like geese, we depend on each other’s skills, capabilities, gifts, talents and resources and this shows us that when everyone plays their part and shares the challenges of leadership and work, it is to the benefit of every individual." The Power of Positivity. "When in flight, the team of goose honk to encourage those at the front to keep up their speed. This positive reinforcement is a reminder to us all of the importance of giving praise and showing kindness to one another, particularly when things become difficult or the pressure is on". Have you observed any animal behaviors that could be applied to teamwork and leadership? Share your ideas!

Evaluating employee satisfaction is vital for any organization. A simple formula can help gauge this, involving seven key factors: salary, leadership, benefits, colleagues, growth path, skillset, and overall enjoyment. Assign a score from 1 to 10 for each factor, then add up the scores and divide by 7 to get the average happiness score. This formula can reveal areas needing improvement and guide efforts to enhance overall job satisfaction. Regularly evaluating these factors helps identify weak spots and create targeted strategies to boost employee engagement and retention. To interpret the score, use the following scale: 1️⃣: Extremely Unhappy 5️⃣: Neutral 8️⃣: Very Happy 🔟: Completely Fulfilled Scores between these points represent varying levels of satisfaction or dissatisfaction. Of course, it's always best to start with yourself. Determine your own happiness score and see where improvements can be made. Source: Talent Spotlight. What's your happiness score? Do you think this method works? Share your thoughts 🗯 ✍

OMG, have you seen these hotshot guys? 🔥🕺🕺🔥 If people don’t believe HR can be fun, fiery, and super creative after this, I don’t know what will convince them. HR folks can take a joke, right? 😉 Let’s prove it! Share your favorite jokes, memes, hilarious real-life situations, or stereotypes about the profession, and let’s end this week on a high note. I’ll kick things off with a couple of classic jokes: · How many HR professionals does it take to change a light bulb? 💡 None, they’ll just create a policy for light bulb changing and let the employees handle it! · Why did the HR manager cross the road? To tell the chicken about its benefits package! 🐥 Your turn! 🤪 P.S. And my favorite Ben... sorry, meme. But I really do adore Ben ♥

Hey HR Professionals, I need some advice. We have a newer supervisor in the customer service department who's been having trouble with her teaching methods. All her team members have complained that her approach is far from the positive learning environment we aim for. She's been disciplining and using a condescending tone in front of everyone. She’s especially hard on one new female employee, who's only been with us for a few weeks and is still learning. Instead of fostering a positive learning environment, she’s been treating this new employee disrespectfully, making her feel dumb and unintelligent. This behavior has been confirmed by multiple team members. Some specific instances include yelling at her in front of everyone, embarrassing her, and treating her like a toddler. When the new employee shares ideas in meetings, the supervisor shuts her down. The team also says she's micromanaging them. As a result, none of them respect her. Normally, we would coach and develop the supervisor, but given the risk of employees leaving because of her behavior, I'm wondering if we should consider pulling her from the position. We usually try to coach and mentor first, but this seems urgent. Any advice would be greatly appreciated! 🙏