{if first_name}

Hi {first_name},

{else if name}

Hi {first(name)},

{else}

Hiii,

{/if}

Thank you for signing up for yesterday's HR Therapy!

So many of you said that you felt seen / relieved / supported during the conversation, which is exactly what HR Therapy is for.

If you missed the convo or want to re-visit it, catch the replay here.

Also, huge thank you to Tara Turk-Haynes and Ashlynne Valdez for spending an hour with us, and to Mitratech for making this conversation possible.

Here are a few favorite moments from yesterday:

• The feedback villain origin story I literally stopped to write down: For Gen X, feedback wasn't professional development, it was the annual receipt for why your bonus got docked.
• Turns out Gen Z isn't the problem: They're not checked out, they're ambitious and starving for feedback. The real question is who was supposed to teach them in the first place?
• This 10-second recruiter screen habit: Tara's been doing it for years. It costs nothing. And it changes the entire manager/employee dynamic before day one.
• “Academy Award for Best Supporting Actress”: The most unconventional feedback I've ever given…and it worked
• "I'll just build my own": Lack of feedback doesn't just cost you morale. It costs you real people.
• HR is not your bad cop. We said what we said: When it comes to feedback, whoever witnessed it is responsible for delivering it.

Until next time!

Hebba

PS: If feedback at your org is a mess and you want to actually fix it, my friends at Mitratech are building tech to make the whole process lightweight and manageable for your managers. Curious? Take the survey and get a demo.

PPS: Several of you asked about resources for training managers and peers to give better feedback. Yes, I have you covered in Safe Space:

• 🗓️ Feedback Friday Template — the exact 4-question template we use at Workweek for biweekly feedback that goes both ways (upward and downward in one conversation).
• ♟️ Game of Chess: Leadership Exercise — a leadership exercise to help managers think more strategically about their teams and feedback dynamics.

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