What’s the quickest way to tarnish your company’s image? Negative Glassdoor reviews and unhappy employees airing their grievances on social media. These can scare off potential hires long before they consider your job listings. However, savvy HR teams can turn employee feedback into a powerful retention and recruitment tool, benefiting both current staff and future prospects or referrals.
With nearly 20 years of experience as a labor and employment attorney and HR/DEI practitioner, Natalie E. Norfus (Founder of The Norfus Firm and host of the “What’s the DEIL?” podcast) is the authority on HR strategies, executive search, conducting internal investigations, and leadership development (coaching and training Boards of Directors and other senior leaders). She joins us to talk about some HR nightmares and how to avoid them.
The Norfus Firm was formed in early 2019 and was born out of nearly two decades of Human Resources & Diversity, Equity, and Inclusion experience that Natalie gained. Today, The Norfus Firm has an alliance of consultants that help bring organizational solutions to clients in various areas
Natalie believes there is no “one-size fits all” approach to HR or DEI initiatives, and on this episode of ClearedCast, she shares with our audience how organizations can better engage with employees, building on their retention numbers, as well as, how to manage conflict within a business environment.
HR practitioners tirelessly strive for innovation in employee engagement and performance management, aiming to cultivate a cohesive, retention-driven culture. Yet, one critical misstep prevails: not heeding employee feedback, and even worse, failing to act on it.
In terms of retention… which is so important for our cleared recruiting audience hoping to keep their contracts fully staffed, leaders are sometimes too late when it comes to engaging with employees, especially if they work offsite at a government customer. With a hybrid work environment, HR teams and leaders, need to make sure their employees feel a part of the team and company mission.
The Norfus Firm follows a data-centered approach – even in the business function of people. HR practitioners need to better leverage data when it comes to every function of their team, including DEI, managing HR workflows, people issues, etc. Utilizing this data and creating a culture of trust and fairness in the workplace can help you avoid some of those HR investigation that are people team’s worst nightmares.
