Ely Johnson

Engagement surveys without follow-up action plans are worse than no survey at all. Listening without action kills trust. Always close the loop with employees.

An HR investigation starts before the first interview. How? By deciding: - Who needs to know - How to avoid retaliation - How to protect confidentiality A strong plan protects both employee and employer.

Job descriptions aren’t job postings. Descriptions = internal, compliance, HR clarity Postings = external, attraction, candidate-friendly Mixing them creates weak hiring pipelines. Write the description first, then re-craft it into a posting.

Retention in 2025 is less about pay and perks— It’s about growth and transparency. Clear career pathways + regular development talks = lower turnover. What’s your #1 retention lever right now?

@hrmagazine With technology use growing rapidly, banning employee use is nearly impossible. Companies should prioritize education for all tools, from messaging apps to AI.

HR Magazine - Why employers can’t ignore WhatsApp risks #Echobox=1756855259" target="_blank" rel="nofollow noopener">hrmagazine.co.uk/content/commen…

Compliance rules are shifting in Ohio. Affirmative action requirements for state contractors will end Sept. 30 — part of a broader rollback at state and federal levels. Explore more to stay ahead of the shifting landscape: shrm.co/tjxf6m.

Many HR teams still confuse headcount vs FTE. Headcount = # of people FTE = # of full-time equivalent hours Mixing them up can wreck workforce planning. Always run both metrics side by side.

A little training for Havasu Falls this September.

Been working on my website. Went through several editors comparing, cost, features, scalability, etc. What I came up with is Wix and their addition of Wix Studio is the best bang for you buck. You can start on Wix then graduate up to Wix Studio all for a relatively low cost.

@RosserJobs This is true. A great example of supply and demand. If you are a business owner and this is happening within your team it creates risk for you. You should: 1. Appropriately compensate that team-member for their efforts. 2. Ensure they are cross training others.

The more people that can do your job… The less leverage you have. Opposite true as well.

So to sum this all up: 1. Go read or listen to Feel Good Productivity 2. When struggling to find motivation just do whatever would make that activity fun. 5/5

...however it is arguably more productive. I will say it has not been as direct of a path, but I have truly been enjoying myself while doing it. As a result I have been able to churn out a much larger volume of content. Even if that is behind the scenes. 4/5

"What would this look like if it were fun?" A quote from @AliAbdaal's new book Feel Good Productivity I have always had a tendency to sort of "geek out" about certain things. When I find something cool it is no problem at all for me to spend hours... 1/5

For anyone looking to upgrade their website game. Start here! How To Make a WordPress Website - 2023 youtu.be/jl8F4WglM3I?si… via @YouTube

@KJSAcct YES...can't stress enough how important the offboarding process is for company culture. Whether the termination is voluntary or not treating the EE with dignity will go a long way. Some people seem to act like they are going to completely disappear once they are out the door.

Encouraging mistakes, learning from them and owning them, and then moving on. Giving EEs reassurance that you won't escort them out if they give 2wks. They are then less afraid to tell you when they are ready to look for something diff. And you get a better hand off. Win win.

Marketing exercise: 1. Identify your ideal buyer. Write down what they want. 2. Ask yourself why they want it. Write that down too. 3. Keeping asking why until you get to their base desire. Go deep. Sell more.

We hear the term "safety culture" thrown around a lot. What are some ways to truly build a certain culture in an organization?