Klaar

What if your next employee relations case isn't actually a surprise? What if the warning signs are already there but... 1) ...hidden in performance reviews. 2) ...buried in 1:1 notes. 3) ...showing up in manager feedback. Most employee relations issues don't appear overnight. They build over time. But the signals are often scattered across conversations, systems, and documentation, making them easy to miss. That's exactly what we'll explore in our next Performance IRL webinar with Rebecca Taylor (AllVoices) and Sharthok Chakraborty (Klaar). We'll discuss: • The manager behaviors that can predict employee relations cases months in advance • How to recognize early warning signals across performance conversations • Why inconsistent manager behavior is often your biggest risk indicator • Practical ways HR can intervene before issues escalate • How AI can help connect the dots before it's too late If you're an HR leader looking to move from reacting to preventing, this conversation is for you. :) 📅 Tuesday, July 21 ⏰ 12 PM CDT | 1 PM EDT Only 4 days to go. Reserve your spot today: https://lnkd.in/dwthQXgH

How many of these have you written? → "Needs to be more strategic." → "Could improve communication." → "Take more ownership." → "Great team player." They're some of the most common phrases in performance reviews. They're also some of the least helpful. Not because they're wrong.  But because employees are left figuring out what they actually mean. In her latest blog, Lana Peters unpacks 6 overused performance review phrases, what managers are really trying to say, and how to replace vague feedback with coaching employees can actually act on. 📖 Read the full blog: https://lnkd.in/dSrM8hgg And before you leave… Which performance review phrase do you think we should retire first?

Being a Modern People Leader isn't about having a calendar full of 1:1s. It's about making those conversations worth having. And you’re already there if you do these 5 things every week: 1) Recognize someone publicly. 2) Ask one difficult question. 3) Follow up on feedback you already gave. 4) Remove one blocker. 5)Talk about someone's future, not just their deadlines. Good leadership is often less about grand gestures and more about not forgetting the basics. Funny how that's also the hardest part. What's one weekly habit you'd add to this list?

Let's be honest: We've all seen a version of this. Performance reviews become stressful when they're expected to capture a year's worth of work in one sitting. They work much better when they're the culmination of regular goals, feedback, 1:1s, and conversations that have been happening all along. That's why we're kicking off a new series: 💬 Slack Messages That Should Never Be Sent. Some will make you laugh. Some might hit a little too close to home. Either way, good performance management deserves better.

The most common mid-year feedback opener: "So… how do you feel things are going?" Three minutes later, nothing real has been said. The manager wraps up. The employee walks out. June repeats itself. HR can't be in every room. But they can make sure managers don't walk in empty-handed. That's what this kit is for. 6 tools to run mid-year conversations that actually mean something... for the people having them and the organization they're happening in. Download the kit → https://lnkd.in/gvHrgHcY

This July 4th, we'd like HR teams everywhere to declare independence from... 🇺🇸 Annual-only feedback. 🇺🇸 Spreadsheet calibrations. 🇺🇸 Managers chasing updates. 🇺🇸 Writing performance reviews from memory. 🇺🇸 Wondering if a conversation happened... or should have. Performance management has come a long way. It shouldn't still rely on manual processes, disconnected systems, and crossed fingers. And… Maybe this is the year HR gets its weekend back. :) Here's to fewer spreadsheets, better conversations, and burgers that are actually worth firing up the grill for!

"We never saw it coming." HR leaders hear that all the time after a workplace complaint. But here's the uncomfortable truth: Most employee relations cases don't come out of nowhere. The warning signs are usually sitting in performance reviews, 1:1 conversations, calibration notes, and manager feedback... months before a formal complaint is ever raised. The challenge isn't that HR isn't paying attention. It's that those signals live in different systems, different documents, and different conversations, making them almost impossible to connect before it's too late. That's what we're exploring in the next Performance IRL webinar with Rebecca Taylor from AllVoices, and Sharthok Chakraborty. We'll discuss: • The manager behaviors that predict employee relations cases months in advance • How to recognize early warning signals across performance conversations • Why inconsistent manager behavior often becomes your biggest risk indicator • Practical ways HR can intervene before issues escalate • How AI is helping HR teams spot patterns that would otherwise go unnoticed The best employee relations strategy isn't reacting faster. It's spotting the pattern before it becomes the problem. 📅 Tuesday, July 21 ⏰ 12 PM CDT | 1 PM EDT Register here → https://lnkd.in/dwthQXgH

Every hot take about Johnny Taylor’s controversial SHRM26 keynote got one thing wrong: the "dying" pile is not the same for everyone. Okay, let’s back up. The head of the world's largest HR body told a room of HR leaders last week that their profession is going extinct and has "lost the plot." This is the same org that just lost an 11.5 million dollar discrimination verdict, from a leader caught on tape calling his own staff sloppy. Easy to dismiss him. But throw out the speech because of who gave it, and you throw out the one idea worth keeping. Part of the HR job is genuinely dying. Part survives, but only if AI does the doing while your people own the judgment. And part is becoming the whole game: designing how work actually gets done across humans and AI. But the "dying" pile is not the same for everyone. Attendance and leave tracking could be a rounding error at a tech company and a mission-critical, legally loaded function at a 5,000-person plant. So, how do you figure out what is dying in your company, what is worth keeping with AI, and what should you own entirely? Full breakdown in this week's Behind HR Lines. Read here: https://lnkd.in/dxWznkjW

Random person: "Oh what does HR even do? I can do it better." HR Leaders: