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It looks like you're new to Safe Space. If you haven't yet, make sure to sign up for our New Member Meetup. It’s the best way to find your people, say hello, and get the support you need right from the start.
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Hiiii, Happy Wednesday, and honestly just…how are we all holding up out there? 👀
Between feeling like the world is on fire and a report telling us that AI skills are officially the hardest to find on the planet, I’m tired in a way that a single cup of coffee cannot fix. 🫠
And yet here we are, showing up, doing the work, still trying to build great teams and functional workplaces! Go us, for real! Gold stars all around.
This week, I've got a data drop that should make every HR leader rethink their internal development strategy like yesterday, a harassment stat that is going to sit with you in the best and most uncomfortable way, and a conversation with the person who is genuinely the reason I function as a professional human being. She deserves the flowers and I'm handing them out today. So take a few deep breaths, and let's dig in! |
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✨ Don't forget: You can always vent, celebrate a win, or find support in Safe Space |
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✨ Don't forget: You can always vent, celebrate a win, or find support in Safe Space |
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😮 AI skills surpass IT, engineering as the most difficult to find, report says
The TL;DR: AI skills have officially dethroned IT and engineering as the hardest skills to find globally, with 72% of employers reporting hiring difficulties.
Traditional IT skills fell all the way to seventh place as companies scramble to find people who actually know how to work with AI. Employers are responding by doubling down on internal development and flexibility, because finding this talent externally is, apparently, a nightmare.
My POV: The talent crisis deff isn't new, but this particular shift should be making HR leaders pay very close attention to their internal development strategies right now. If you're still designing your workforce plan around the skills that were hard to find two years ago, you're already behind, I’m afraid!'
The orgs that will win this are the ones building AI literacy from the inside before it becomes an emergency hire. |
“I think a lot of people at some point in their career have somebody that they always will look back on and be like, this person really shaped me.” |
On the mic this week: Madison Montgomery is a core operator at Workweek and my direct report, aka the person who keeps the trains running while I’m off having what we’ll call visionary thoughts. She’s been in the startup/creator-operator world since the early days of Workweek, including joining as one of the earliest employees outside the founders. She’s equal parts calm and chaos-proof, plus she’s the reason I’m now watching Bravo like it’s professional development.
Pin this: -
Building People Ops from scratch is a cheat code if you prioritize fundamentals like structured hiring and ongoing feedback early.
- Great management is less “do it my way” and more “here’s the outcome, here are the expectations, now go be brilliant.”
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Trust and transparency are the infrastructure that keeps teams functioning when things get stressful or chaotic.
- Not every working relationship is going to be loveable or easy, and sometimes the lesson is accepting you won’t get closure, but you will get growth out of it.
My H*ly Sh*t Moment: Realizing how much a single manager can shape someone’s confidence and career trajectory made me take the responsibility of leadership waaay more seriously, because you’re leaving fingerprints on people.
▶️ Press Play
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📊 Data Is My Love Language: |
Stat: A third of workers say they would only report harassment anonymously.
My spiral: The first word that came to my head when I read this stat was “trust.”
A third of your workforce has already decided that going through the official channels don't feel safe enough, and that's happening inside orgs where over three-quarters of employees say leadership treats harassment prevention as a top priority.
Unfortunately, I'm realllly not surprised. Too many people (myself included) have been burned by reporting something. I'm always a big advocate of having an anonymous option. Yes, it can make intervention more complicated, but if that's what it takes for employees to feel safe enough to say something then so be it! BTW: HR teams should also have a clear process that they follow when a report is made! |
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Somewhere right now, a great candidate is ghosting your hiring manager, a req has been open for like 90 days, and leadership is asking why you can't just move faster! 🫠 If that sentence hit a little too close, this month's HR Therapy was made for you. We're getting into all of it: - Why hiring feels like organized chaos
- Why your timeline is so dang slow
- What it looks like to finally run a clean process that candidates and orgs alike can enjoy
Consider this your opportunity to reset and get it right! |
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Most CEOs think they know what it feels like inside their org because they built it.
But the version of culture they experience and the version your employees experience every single day are often two completely different realities! Which leads me to my question: “What do you wish your CEO actually understood about culture?” |
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As we know, HR moves extremely fast, and the best managers I know are the ones who are visibly still learning. Anyone who knows me knows how important curiosity is to me! There's something impactful about letting your team see that you're figuring things out in real time too.
So tomorrow, try this: “Share one thing you learned this week, as opposed to last quarter.” |
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👂 OVERHEARD IN SAFE SPACE |
Ah yes, my favorite…strangers appointing themselves the HR department of a company they don't work for and expecting us to act on it immediately.
Read what members had to say here.
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I hope you enjoyed this, please let me know what you think and what other topics you'd love for me to cover. I'm allll ears. Reminder: Take care of yourself and know that I support you. |
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