From Overwork to Overcome: HR Best Practices to Address Employee Burnout (Prt 1)

Recently, I attended a social gathering and networking event where I met a woman named Emma. I thoroughly enjoyed sitting with her and listening to her reasons for wanting to resign from her current job.

Moving Beyond Policy: HR and Accommodation Issues

In the realm of Human Resources (HR), the concept of accommodation extends beyond mere policy adherence; it embodies a commitment to inclusivity and the recognition of individual needs within the workplace. In Ontario, the legal framework surrounding accommodation is robust, shaped by various statutes and court rulings that underscore the importance of equitable treatment for all employees. This content delves into the practical implications of accommodation issues, highlighting notable cases and examples that illustrate the challenges and responsibilities faced by HR professionals.

Designing Employee Engagement Strategy with TQMS

As a certified management consultant and strategic human resources practitioner, I worked with a client to design their employee engagement strategy. The HR Director was impressed with the alignment of the strategy with the business strategy. They were particularly amazed at how I implemented the Total Quality Management System and Prosci Change Management methodology in the employee engagement initiatives. Today, I want to share the primary foundation of using TQM to design an employee engagement strategy.

Managing New Hires During Organizational Transformation

A major organizational transformation can be an exciting but challenging time for any company. It often involves significant changes in processes, structure, and culture. During such transitions, managing new hires becomes crucial to ensure smooth integration into the transformed organization.

Common Reasons for Failure in DIEB Strategies

Building a diverse, inclusive, equitable, and belonging (DIEB) workplace is a goal that many organizations strive for. However, despite good intentions, these strategies sometimes fall short of their intended impact. In this post, I want to explore three common reasons why DIEB strategies fail, using real-world examples from organizations. By understanding these pitfalls, we can learn valuable lessons and enhance our efforts to create truly inclusive workplaces.

Layoffs: The First Thing or The Last Thing To Do?

I was having a conversation with colleagues about the role of HR during company layoffs when someone turned to me and asked, "Olu, what should HR do when the business is struggling and management is considering layoffs? And what if layoffs are not the first and only option?" I have decided to share my opinion on this matter in this post and I hope you find it helpful.

3 Signs Your HR Function Needs Transformation

During a conversation with the Managing Director of an IT company, we discussed his interest in transforming his organization. He asked for my opinion on three signs that indicate the need for HR transformation. In response, I mentioned that HR transformation should be based on identified gaps, stakeholder feedback, or business results. I also highlighted three basic indicators that suggest the need for HR transformation in an organization. It's worth noting that Human Resources is a crucial component of any successful business.