Melanie Abrahams CHRL

🔁 Employee turnover draining your team? The right HR policies can cut turnover by up to 50% — or more. It’s not just about perks. It’s about: ✅ Clear onboarding ✅ Career growth opportunities ✅ Flexible work options ✅ Fair pay and recognition ✅ Inclusive, supportive culture When people feel valued and empowered, they stay. Smart HR isn’t a cost — it’s your retention strategy. Business Enablers #HRStrategy #EmployeeRetention #WorkCulture #PeopleFirst #Leadership #FutureOfWork #Pune #Mumbai #Hyderabad #Bengaluru

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HR is the Only Function That Touches Every Moment of the Employee Lifecycle. From the first interview to the final exit conversation and every promotion, conflict, and quiet check-in in between... HR is there. It’s the only function that travels the entire arc of an employee’s experience. That’s not an admin function. That’s a strategic mandate to shape how people experience work. So the question is: Are we just moving people through processes? Or are we designing experiences that leave a mark? -------- 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝗻𝗲𝘅𝘁 𝘀𝘁𝗲𝗽𝘀 𝗛𝗥 𝘁𝗲𝗮𝗺𝘀 𝗰𝗮𝗻 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿: > Map the lifecycle from the employee’s perspective, not just HR’s. Where are the moments that feel cold, confusing, or inconsistent? > Embed “experience design” into every touchpoint, from onboarding to performance reviews to exit interviews. > Train leaders on emotional milestones like promotion disappointment, role changes, or team conflict. These are often turning points in engagement. > Use data to connect the dots. Attrition, absenteeism, and feedback scores are signals, not statistics. > Never stop asking: How does this moment make someone feel about working here? -------- 𝗛𝗥 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗮𝗻𝗮𝗴𝗲 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗜𝘁 𝗰𝘂𝗿𝗮𝘁𝗲𝘀 𝘁𝗵𝗲 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 𝘁𝗵𝗮𝘁 𝗱𝗲𝗳𝗶𝗻𝗲𝘀 𝗵𝗼𝘄 𝗽𝗲𝗼𝗽𝗹𝗲 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂. #DrJaclynLee #PeopleExperience #HRDesign #StrategicHR #FutureOfWork #EmployeeJourney

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Early on in my HR career I had no idea that being able to own & manage compensation was like a superpower. It truly earns that executive seat when you're talking the same language. But in those earlier days, I built pay practices off compensation reports like everyone else.   In hindsight, it was crazy.   The funniest part was, the companies I was copying were copying the same spreadsheet...   Later in my career it dawned on me: if you pay the same as everyone else, you'll get the same results.   Duh.   If you're a Head of People, and trying to be seen as more commercial... then do this and stop letting your companies largest investment be dictated by an anonymised spreadsheet.   First up:   One of the hardest truths to accept in compensation  Your pay should attract the right people, and repel the wrong ones.   To do this, your approach needs to be 'market informed', not 'market led'.   A market-led approach: - Outsources judgment calls that YOU should be making. - Budgets for pay increases based on everyones else, not what your company needs. - Can't explain how it serve the business' goals.   I’ve said this a bunch of times: let data inform, not decide.   Here’s the switch: Be market‑informed.   Start with your business model and goals, then choose your place in the market — on purpose: - Define your posture (lead, meet, or lag) by function, not company‑wide. - Tie bands to value‑creation (MRR, gross margin, payback), not vibes. - Pre‑commit walk‑away points for offers; exceptions require a written business case. - Budget equity by cohort and outcome, not by peer FOMO. - Pressure‑test affordability: revenue per FTE and unit economics before approval.   This all gets unpacked in a new article (featuring yours truly and my friends at Ravio) — How to use market pricing for compensation: Market-driven vs market-informed approaches.   https://bit.ly/3JXMEEa   Comp is a strategic choice.   You should be using the market as a map, not a steering wheel.   Have you seen companies differentiate their approach to pay?

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Here’s a tip I give to every candidate job hunting… The interview isn’t just about you proving you can do the job. It’s also your chance to figure out if the job is truly right for you. I’ve seen candidates walk out of an interview feeling uneasy, but push that aside because “it’s a good opportunity.” Six months later, they’re back on the market, often burnt out, frustrated, and wondering why it didn’t work out. In your next interview, ask questions like: ⭐ “How do you measure success in this role?” ⭐ “What’s the team culture like day-to-day?” ⭐ “What challenges is the team currently facing?” ⭐ “What is the attrition of the team?” These aren’t just nice conversation fillers - they’re clues to whether you’ll thrive in that environment. A great job isn’t just about the work you’ll do. It’s about the people you’ll do it with, the values you’ll share, and whether you can see yourself growing there. The right fit works both ways. #CareerAdvice #JobSearchTips #LegalCareers #AccountingCareers #ConnectedPeople

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