Your Talent Playbook is Obsolete: Data & Trust Build Tomorrow's Workforce.

“So a good change management process requires a communications campaign, plain and simple. It's gotta be steady, it's gotta be repetitive, but it, that's what you have to do in order to ensure it sinks in over time. There's no one and done.”

This quote highlights the critical, often underestimated, role of consistent communication in successful organizational change.

“It's not just about pay, it's about career development, the work-life integration the candidate is striving for. It's about the culture. You have to have really good quality, thoughtful answers to these questions and continue to step up your game year over year while ensuring that your leaders remember that culture is and always has been a team sport...”

Simmons outlines the multifaceted expectations of modern employees, shifting the focus beyond salary to holistic employee value proposition.

“Using data, there's so much data available to us. So you use it as a way to tell a story, whether that's overall people analytics, survey data, what you have available to you when you're doing workforce planning. You have to show leaders how retention and engagement impact the organization's ability to achieve its goals.”

This emphasizes the strategic importance of data in HR to connect people metrics directly to business outcomes and gain leadership buy-in.

“You've gotta know the business. You have to learn what drives your company's flywheel deeply. So when you connect with business leaders, it's not just an opportunity to learn more about the people priorities and how people are doing. That's an opportunity to get business updates too...”

Simmons stresses the necessity for HR to be deeply immersed in overall business strategy to effectively partner with and influence leaders.

“The best and most sustainable workplace relationships are built on trust, transparency, and follow-through always. A genuine interest in the person, in their teams, in their business. When it comes down to it, those soft skills everyone's talking about, like, that's really the make or break, right?”

This quote distills the foundational elements of strong workplace relationships and elevates the value of interpersonal skills.

“As the world gets inevitably more and more chaotic, your people will search for stability and more clarity at work, which isn't something we can ever guarantee, but it is definitely a reality of the year that is happening before our eyes. So let's do what we do best and find ways to solve for the business and for our people at the same time, while always ensuring we take extra, extra care of ourselves.”

Simmons concludes with timely advice on HR's role in providing stability amidst chaos, balancing business needs with employee well-being.