Category Archives: Performance

Are you ‘Manager Shaming’? #WorkHuman

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Do you know what’s wrong with companies and organizations?

I know the answer because I go to a lot of conferences and listen to a lot of speakers. All of them will tell you exactly what’s wrong with your organization and every other organization. Turns out we all have the exact same thing wrong! Which is comforting in a way.

Our Managers Suck!!! 

Yay!! We figured it out!! We all agree!! Good for us!!

Can I tell you something? I hate Manager Shaming!! HATE IT!

Almost every speaker, at every conference, who speaks about the employee experience or employee engagement, or just about anything to deal with people blame managers. It’s lazy analysis for the most part. Let’s find someone or something everyone loves to hate and then we’ll blame them for everything, and then I’ll give them some great plan that you can’t possibly pull off, filled with funny little stories about my kids.

Look, I get that we have managers that are struggling, but the reality is we put them in a position to fail and now we just want to shame them and blame them for every single ill we have in an organization.

We have to be better than this. We were the idiots who put these folks in charge, didn’t teach them to properly lead people, or hold them accountable to properly lead people, or actually select them based on who had the right DNA to lead people, and not who is the best individual contributor but truly has no ability to lead people. It’s so stupid.

I want us all to start calling out Manager Shaming at conferences.

Cool tell me all my problems are my terrible managers, but you better be super quick to help figure out how to solve this or we get to throat punch you right on stage! If I hear about one more ‘study’ on how they found out managers suck and this is the ‘real’ problem with helping our organizations be successful I’m going to vomit.

So, how do we stop “Manager Shaming”:

1. Understand we are all part of this problem. It’s not ‘managers’, it’s all of us. We all suck because we all allowed this to happen. Also, most of us are managers.

2. Stop picking people to be managers based on they were the best at something, that has nothing to do with actually managing or leading people!

3. Build a leadership program that not only teaches and mentors employees on how to be effective leaders, but then hold them accountable to be that person.

4. Stop blaming and start fixing. It’s not a ‘manager’ issue. If it’s broke. If you are not successful. That’s an organizational issue. We all own that.

5. Move people out of management roles who are unable to lead people. You know who they are, just make the move.

6. Celebrate, publicly your great managers, and be very specific about the behaviors you are celebrating.

Select, educate, measure, reward, repeat. We aren’t trying to launch the space shuttle. We are trying to do something way, way harder. We are trying to lead people!

Stop Manager Shaming!

How am I Really Doing?

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One of the things that is very important to me as I navigate my professional career in Human Resources is feedback and constructive criticism. I cannot stress enough how important it is for managers and supervisors to communicate with their people frequently. In my opinion, the relationship between a manager and his direct report can be compared to an intimate relationship between a couple.

There are many things that go into a romantic relationship, but two things that are non-negotiable are transparency and communication. Your significant other always expects you to be open and honest with them no matter what the situation. I think that managers owe their employees this same courtesy.

Praising or giving recognition to an employee when he’s doing well is simply not enough. A manager must also have the tough conversations when an employee may be missing the mark in an area. There is nothing worse than having a disconnect on performance between an employee and their manager. Part of the problem is that most companies are not requiring anything additional from managers in regards to feedback and reviews. Companies who place a higher focus on performance management will benefit by changing the culture through feedback and recognition.

Most companies that I have been apart of up to this point follow the typical annual performance review process. However, a manager should be communicating with their subordinates all throughout the year in addition to the formal review. Employees cannot be expected to increase efficiency on a task when the only time they get feedback is at the end of the year.

Companies that implement regular employee feedback have turnover rates that are 14.9% lower than for employees who receive no feedback (ClearCompany). That’s a very interesting statistic to think about. Managers and supervisors could be saving their companies thousands of dollars in turnover costs simply by giving more consistent feedback. 43% of highly engaged employees receive feedback at least once a week (ClearCompany). This feedback does not have to be a half hour- or hour-long formal meeting either.

Ensuring that your employees are highly engaged is critical to the overall company success. Feedback and recognition are imperative to keeping an employee engaged.

Some may wonder what the difference is between an engaged employee and a not engaged employee. In my experience, an engaged employee is one that is going to give 100% effort and then some daily. This person is going to do everything in their power to ensure the company is successful. Which in turn will make them look good in the process. An employee who is not engaged typically is a person that is doing his daily tasks and waiting on the next paycheck. Granted, this person may not have any issues with their performance, but you will always get the bare minimum needed from this person. Don’t expect them to go the extra mile.

Jonathan Sutherlin is a human resource professional with experience in the engineering and automotive industry. Currently going for his Master’s in Organizational Change Leadership in a hybrid program at Western Michigan University. He is very passionate about reading, philanthropy, basketball, and fitness. You can connect with Jonathan on LinkedIn or through email at jonsutherlin@gmail.com. When Jonathan is not at work trying to impact lives, you can either catch him in the gym or nose deep in a good book!

Hiring Alone – The Biggest Failure of Talent Acquisition!

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It takes a village. That’s what Hillary told us in her famous children’s book. You can’t raise a child by yourself, it takes a village to raise a child fully. At least that’s our hope and ideal.

I think it takes a village to hire correctly as well, and I’m not talking about the village of TA and HR. I’m talking about the village of our entire organization.

My team constantly finds themselves searching for talent for clients who struggle to understand that just because we are third party, it still takes a village to hire the best talent for your organization. We still need the insight from TA and HR on why your organization is the one our candidate will want to work for. We need the hiring manager to tell us why her job and her team are the right fit for our candidate, etc.

The exact same thing has to happen when you do talent acquisition in-house as well.

For me, this starts with the hiring manager and the team that has the need for additional talent. While TA will take the lead on the project and do most of the heavy lifting, the single most critical person in recruiting is the person who will ultimately make the hire decision.

Too many leaders want TA to just hire on their own. To hire alone. This doesn’t work well, if at all. “Just go find me some candidates!”

The best hiring managers I have ever worked with always took ownership of this process and did a few things that set them apart from every other hiring manager:

1. They made sure everyone involved in the process knew exactly what they needed in a candidate. Crystal clear.

2. They made sure that the team had every piece of information needed to do this as quickly as possible. “Oh, the job description is crappy, let’s build a new one, right now!”

3. They got involved in sourcing potential candidates for the position, and got their team involved in doing this as well, and didn’t stop until the position was filled.

4. They made filling the position a priority in their schedule for all things related to filling this position.

5. They crafted a communication strategy to ensure they knew, easily, what was going on with this position on an ongoing basis. No judgement, just facts, and how can they help at each bottleneck.

If we all worked with leaders who did these five simple things, hiring in our organizations would be simple! I could argue hiring would be enjoyable, in this state!

Too often in talent acquisition, we are asked to hire alone. Just go out and fill positions and stop bitching. That is usually coming from leaders who actually don’t know how to help, so their frustration comes out in these types of behaviors. They are feeling the pressure and pain as well.

I find if we can give them these five steps, these five deliverables, they actually become a great teammate in getting the job done. If they understand what their role is, and what your role is, everything can move along rather well, in most cases.

Don’t allow yourself to be put in a position where you are constantly being asked to hire alone. While you might feel like that’s your job, it’s not, your job is to lead a dynamic process that involves many people. The biggest job of TA is to deliver great project management on each position they are working and ensure everyone knows the role they are playing.

 

IN 2025, APPLICATIONS WILL BE accepted for the job of a lifetime—literally!

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Swedish artistic duo Simon Goldin and Jakob Senneby recently announced their next project which they are calling “Eternal Employment”. The project is fully funded and they have even started to write a job description for this ‘artistic’ endeavor.

What is “Eternal Employment“?

“A fair starting salary, with annual wage increases that match those for Swedish government workers, vacation time, even a pension, and the job is yours for as long as you do it. So what’s the job? Anything you want.

Each morning, the chosen employee will punch a clock in Korsvägen train station, currently under construction in Gothenburg, Sweden, which will turn on a bank of bright fluorescent lights. Other than that, “the position holds no duties or responsibilities besides the fact that the work should be carried out at Korsvägen. Whatever the employee chooses to do constitutes the work,” reads the job description. The employee can also choose how publicly visible or anonymous they would like to be while on the clock.”

So, how is this art?

“As Gothenburg’s working class finds itself marginalized, Goldin and Senneby see a job that gives total control to the worker as an act of economic imagination.”

It’s an interesting concept, even more so as we move into the world of A.I. knowing so many tactical jobs we do now will go away and many economists are already talking about these concepts of people being given a living wage to basically just live, but not work.

This is truly art potentially mimicking life. We can already foresee a time when we don’t need most of the workers we have today, yet we still have to provide for the population and understand a new kind of productivity when ‘work’ isn’t apart of the equation.

So, what would you do in this job?

It’s a great question to think about. If you didn’t have to worry, every, for the rest of your life, about finances, and you couldn’t be fired. What would you do in this train station each day on your shift?

I want to hope that I would find ways to brighten the day of others. To welcome them to the day, to wish them the best on their way home, and everything in between, but it’s such a far-out concept it’s really hard to even imagine.  It kind of reminds me of the movie with Tom Hanks, The Terminal. While he had to stay in the airport and couldn’t leave, he basically had to figure out how to spend his time in this pass-through public space.

I have a feeling this ‘job of a lifetime’ would probably get super boring for most people. Most of us would start out with the best intentions, but eventually, fall into the trap of not really doing anything productive. Maybe that’s part of the “art” to select someone who actually would take full advantage of this opportunity. I would love to be on the selection committee!

What would you do if you were given this job? Hit me in the comments.

 

Career Confessions from Gen Z: Texas Tops List for Women Entrepreneurship!!

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Did you know that, currently, there are more CEOs named “John” than all women CEOs combined? But fear not! There is hope on the horizon. Texas has recently been named the best state for women entrepreneurs based on several scoring categories.  All your exes live in Texas, and they might be entrepreneurs!

When I first saw the rankings, I expected to see New York and California at the top of the list, yet neither of those states was even in the top three! So, how did our great Lone Star State receive the number one spot? The rankings were measured by the following factors: general business climate, opportunity for women in business, economic and financial health, and livability for women. Not only did Texas score the highest average on these factors, but thanks to Texas’ generally low cost of living, paired up with exponential startup growth, Texas beat out New York and California (Focus).  Additionally, Texas has a progressive political climate in its capital and no corporate income tax.

While this is great news, it also opens the conversation of how we can improve the climate for women in business even more. Women in business, whether they live in Texas or Maine still face challenges. For instance, did you know that on average, women receive 45% less capital than men when applying for business loans? (fitsmallbusiness.com) Consider this, of all the investing decisions from venture capitalist firms, 94% of these decisions were made by men- one of whom probably is named John. So, while the business environment for women is improving, we still depend mainly on men to invest in our ideas and pursuits.

Recently, I attended a presentation hosted by Suzi Sosa, co-founder, and CEO of Verb Inc., a leadership software company. In her presentation, Ms. Sosa discussed her struggles as a woman in the business world. She told us when she was looking for funding for her company, her mentor suggested she change her hair, put more makeup on, and dress more “femininely”. She also disclosed that several married men who invested in her company propositioned her romantically afterward. She told us she felt pressured to change the way she looked and acted in order to “fit in” to man’s perception of business. In response to this, Sosa brought to light the fact that women need to help each other out more in order to shift this perception.  Sosa described her attempts to find new investors through her female connections in the Austin area, all of whom politely declined for fear it might make them look unprofessional in their respective business circles.

To clarify, I am not writing this as an attack on men, quite the contrary. I am writing this as a call to action to women. The business climate is changing for us, and for the better. However, if we truly want to be on par with men, we need to start by being more confident in our own abilities.

As a junior in college, I have started to notice not only fewer women in my classes but also less participation from them; we don’t ask as many questions and we don’t give our input as much as our male peers do. College should be a healthy environment for women to learn to trust their business guts and to question the status quo. But, whatever the reason might be, we as women are less participative in business classes, which then transfers into the greater business world. While this may sound like a bit of a bummer, the good news is we have the power to change it. It is time that we, as women in business, start speaking up, ask more questions, and learn to trust our guts.

The climate is shifting in our favor, and self-confidence is key. However, self-confidence alone is not enough for us to break through the glass ceiling. It seems that women in business are continually pitted against each rather than encouraged to help one another. If we want to be seen as true equals in the business sphere, we need to invest in each others’ ventures, bring fresh faces into our business circles, and not be afraid to advocate for our own ideas. I’m grateful for Texas and its opportunities for women in business, but there’s always room for improvement and for more women CEOs.

Elena Moeller is currently junior at the St. Edward’s University and Intern of all trades for Proactive Talent in Austin, Texas. Being born and raised in Minnesota I grew up playing hockey, riding snowmobiles, and fishing. One thing you should know about me is that I have never been labeled as shy- I live for getting to know new people and learning new things. This has enabled me to travel the world, become fluent in Spanish, and live in Milan, Italy where I learned a bit of Italian! I find I am happiest at work when I am able to spark my creativity and create something that is useful for our company but is also an entertaining read.

Your Weekly Dose of HR Tech: @Trakstar_hr Employee Evaluation Software Simplified

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Today on The Weekly Dose I review the employee evaluation technology Trakstar. Trakstar is a dynamic end-to-end performance management software built for SMB employers who are looking to move their paper process to the cloud and modernize their performance practices across their organization.

The biggest mistake employers make in driving great performance is setting great goals for individual employees to achieve. The core of Trakstar is built around this understanding that great goal setting leads to the potential for great employee performance.  Trakstar is built around three core products: Performance management (evaluations), 360 reviews, and goal setting.

The difficulty we all face in HR around performance management is getting our leaders to follow the process and deliver great feedback to employees that drive higher performance and higher engagement. Trakstar has built an intuitive technology that makes this process easy for our leaders and allows us to hold them accountable to the process as well.

What I like about Trakstar: 

– Super clean UI and an easy to use UX, which actually makes it intuitive for our leaders to drive better performance through the process without even thinking about it. Within a very short period of time, your leaders won’t even realize they’re actually working in a platform as this will become a business tool they rely on to manage their teams.

– Super easy to use 360 feedback tool that allows you to request feedback from anyone within the organization, so get more robust feedback across the organization and the real impact an employee is having.

– Goal setting that is bi-directional between employee and leader and tracked continuously throughout the year. As well as easy to set automated reminders, so that both sides can stay on top of these goals and not let them slip to the side.

– A succession planning tool that is built around a 9-box grid that I love! Gives your leaders an instant view of high performers and up-and-comers across the organization in an instance.

Trakstar has built a performance management tool for SMB that rivals many of the enterprise level performance management technologies. Cloud-based with an open API that allows you to integrate it into any HRIS system you might be using now. Trakstar is designed for organizations where employee performance and increased performance of the organization is a priority.

Well worth some time to look at a demo, especially if performance management is a priority within your organization. Trakstar is the best end-to-end performance management technology for SMB that I’ve seen on the market.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Dark Horses – Being Successful When You Shouldn’t!

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Just got done reading a really good book recently by Todd Rose and Ogi Ogas, titled, “Dark Horses: Achieving Success Through the Pursuit of Fulfillment“.

The main author, Todd Rose, had a unique journey to becoming a Harvard Professor and graduate. He was a high school drop out with a pregnant girlfriend and no real ambition in life, going down a complete path to failing at life.

He found out you could actually go to community college without having graduated high school and decided he was interested in psychology and just started taking classes while working full-time dead-end jobs. So, when he writes about ‘dark horses’ he’s writing from something he knows very well. He was the ultimate dark horse!

We all know people, or have met people, that when you hear their story there is no reason in the world they should be successful. They didn’t have the breaks they needed. They weren’t overly talented in any one thing. But somehow they made it go through and ended up on the other side to become successful.

Rose and Ogas did a bunch of research to find out why. Why do these dark horses become successful? What is it they do differently from others in similar positions to achieve success? They found four main behaviors and traits that set dark horses apart:

1. They know very specifically what motivates them. 

It might be some video game, or weed, or stars, or sneakers, etc. It doesn’t actually matter what the ‘thing’ is that motivates them, but the clearly understand they are motivated by this one thing and they are going to follow through on it until the end.

2. They know their choices and make choices that will allow them to do more of what motivates them. 

If you’re motivated by sleep and choose to sleep constantly, well, you’re just an idiot. If you’re motivated by getting a perfect night sleep and you start really researching what makes a perfect night sleep, and then you start a mattress company to build the perfect night’s sleep. Well, then, you’re a dark horse. We all have choices. Dark horses make the choice that keeps them chasing what motivates them, every time. They don’t get pulled off course.

3. Dark horses are great at trial and error as it relates to finding the strategy that will lead them to success. 

There are a million ways to skin a cat, as the saying goes. Turns out there isn’t one right way to do anything. Dark horses will keep trying to new strategies to achieve what motivates them, eventually finding the strategy that fits them perfectly. It might not fit you or I, but it does fit them. The key is to keep testing strategies until you find the one that fits you.

4. Ignore the destination. 

Dark horses don’t focus on an end. In fact, they probably don’t even realize there is an end. They love ‘something’ and they just want to keep doing that something. There isn’t this mythical end where they cash out and retire. In their mind, they are doing what they love and they are just making the next decision to keep doing what they love, or chasing after what they love, perfecting knowing perfection will never be met.

This is who I am. This is what matters to me. This is what I’m doing next. 

That’s a super powerful mantra to life!

We are told constantly to begin with the end in mind, but for many people that approach isn’t satisfying. If I love what I’m doing and it matters deeply to me, why would I focus on an end?

Well worth the read, go check it out.

Welcome to the Real-World Tesla Employees!

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You probably saw this last week but it came out that Tesla employees fear for their jobs more than any other technology company, of over 8000 tech workers surveyed:

A survey by workplace chat app Blind shows that out of all the major tech companies, Tesla’s employees most fear being laid off.

Blind surveyed 8,230 tech workers over a week at the beginning of this month. Overall, 35.9% of users surveyed said they were worried about layoffs at their current company, while 64.1% have job security.

Tesla had the highest percentage of fearful employees, with 77.2% saying they are concerned about job cuts. It was followed closely by eBay and Snapchat, with 71.9% and 71.3% respectively.

I’m not sure if you know this or not, but Tesla isn’t a ‘tech’ company. Tesla is a manufacturing company. They make cars and other stuff that has to be built in factories.

For the millions of other employees who work for manufacturing companies, the fear of being laid-off is super real!

Why?

  • Sometimes we design and market stuff that doesn’t sell.
  • Sometimes the Chinese steal our designs and tech and make our stuff cheaper and sell it back to us.
  • Sometimes economic conditions make it so people don’t have enough money to buy our stuff.

Layoffs happen.

The big joke here is that the company who did the survey actually thinks Tesla and Google are the same type of company. They aren’t. They are both super hot ‘brands’, but they are both not technology companies.

Sure the Tesla is loaded with technology, but so it every other vehicle on the planet right now, and it’s increasing in every model from every manufacturer.

Also, fear of layoff is real in every company, in every market, in every industry. Sure many technology companies are hot right now and need workers desperately and it looks like that will be the case for a long time, but that’s isn’t a guarantee. Blackberry was on top of the world for a hot minute, then they weren’t. (Oh, I loved my first Blackberry!)

Turns out, if you make crap no one wants to buy, or can’t afford to buy, jobs will be lost! I think people who buy Tesla’s love Teslas! I hear nothing but great things. Also, for many, a full electric car just isn’t practical, yet. And, they are super expensive. And quite frankly, Tesla isn’t very good at being a manufacturing company. Tesla is not Toyota.

After the Great Recession we have an entire Generation coming into the workforce that will place job security much higher than the generations before them. None of us wants our employees to be fearful for their jobs, when it’s not performance related. It’s an awful feeling and a culture killer.

It’s also part of business. Capitalism isn’t perfect, but I prefer it to the alternatives.

3 Ways to Increase Employee Productivity that Doesn’t Entail Pain or Torture!

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The holy grail of great leadership is simply getting the most positive productivity for an extended period from your team. That. Is. It.

If I take your current team and I get them to do more work that is of the same or higher quality, I am a better leader than you are. “Yeah, well, they don’t like you as much as they like me!”

I wasn’t hired to be friends. That’s a different game that I can also win if you want to play!

Productivity is the ultimate measure. It leads to better business outcomes. Highly productive employees stay at their jobs longer and have higher rates of job satisfaction. While that end measure of productivity is a great measuring stick, actually getting increased productivity in a positive way is super hard!

I’ve found three ways to get increased productivity where both the leader and the employee feel good about the outcomes:

  1. Deliver career value to the employee. 

An employee that truly believes you have their best career interest at heart will run through walls for you, but they really have to believe you are helping their career. That means you have to be very transparent about how this increase in productivity will lead to what they want, not what you want and the organization wants.

Also, if you lie about this and don’t deliver, you’ll lose this employee forever. You need to put in the time and work to put yourself in the position to start acting like their career mentor, it just doesn’t happen overnight. Be clear of the path and process you’ll be taking them on.

  1. Acknowledge individual productivity increases in a public way, especially to the senior most leaders of the organization. 

Appreciation is paramount in getting and extending productivity increases in your employees. One way I love to support the leaders in the organization is to manage-up to those leaders by giving them information on specific individuals that I want to have them give appreciation to.

I will send the leader a message that states specifically the person, their email address or phone number, and what they did that was above and beyond. Then, I go one more step! I will tell the leader specifically what I expect them to do with this information!

It sounds like a bit of micro-managing but in reverse. What I’ve found is leaders are busy and they love that I give them all the information and what specifically I expect them to do with that information. They know that the employee will love getting the appreciation, and they love giving the appreciation, and in how I’ve delivered this to them makes it super easy for the leader to execute!

  1. Define, specifically what ‘extra’ is and what the employee will get in return. 

Too often, I find, employees believe they are going above and beyond when the leader only sees them doing the job they were hired to do. Great performance management is about defining what is expected in the role, and specifically what it takes to thrive in the role.

Once you do this as a leader, getting more is just a function of seeing which employees want to reach that next step and rewarding that effort. No yelling. No kicking and screaming. Just acknowledgment of great work done by employees who want to be successful in their chosen job.

To learn more about Increasing Productivity in your Workforce check out the great resources at Trakstar!

Career Confessions of Gen Z – The Holy Grail of Benefits

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Welcome to the reboot of Career Confessions of Gen Z! I started this in 2018 with my Gen Z son, Cameron, and the response was off the charts. So, in 2019 I found 8 great Gen Z HR, TA, and Marketing pros to continue the Gen Z content. Enjoy! 

The early members of Generation Z have entered the workforce and the rest of the 61 million Gen Z’s are on their way. A big question that employers have been asking regarding this generation is, “What do we offer to attract them to our company?”.

To attract and retain this generation, many companies have been altering their benefits and internal culture to be more appealing. More and more companies are now offering things like a flexible work-life balance schedule, remote work days, casual dress codes, a 401k match, advancement and rotational opportunities, and etc.

While those benefits are appealing, only 4% of companies are offering the most attractive benefit that will not only attract Gen Z candidates, but will generate major employee loyalty. That benefit is Loan Forgiveness Assistance.

CNBC reported that eight in 10 workers with student loans say they would value in working for a firm that provides extra dollars for student debt repayment.  I find it hard to believe that number isn’t 10 out of 10!

In the U.S, people collectively owe $1.5 trillion in student debt. Most of that student debt belongs to Millennials and early Gen Z’s. An additional $1.27 trillion in new federal student loans is estimated to be added between now and 2028 by Gen Z. This generation is going to find themselves in the same debt situation as Millennials as tuition rates continue to rise.

Student debt is a real, growing problem that employers can help reduce and that we want them to help us reduce.

Not only is contributing toward student loan debt a major perk for employees, but it also ensures employee loyalty and retention. By offering this benefit, employers are giving their employees an awesome reason to never leave their company and to want to work their asses off for them.

I have a few Gen Z friends that are in companies that have some sort of student loan repayment assistance in place and I can tell you that they never plan on leaving those companies. The fact that the companies make contributions towards their student loans was also one of the major reasons they chose to work at their companies. They scored the holy grail of benefits when they accepted their jobs!

There are a few different ways in which employers can offer loan forgiveness assistance. To learn more about what other companies are doing and how student loan repayment assistance programs have been mutually beneficial for employers and employees, consider reading the following links:

A 401(k) Twist on Student-Loan Aid

Student Loan Repayment Is The Hottest Employee Benefit Of 2018

How Student Loan Debt Impacts Your Employees

Student Loan Repayment: The Job Perk Of The Future

Hallie Priest is a digital marketer for HRU Technical Resources, a leading engineering, and IT staffing firm based in Lansing, MI, using her skills to create content to serve all involved in the job seeking/hiring process. When she is not strategizing campaigns, going over analytics, or talking about her dog you can find her at the nearest coffee shop fueling her creativity. Connect with her on LinkedIn: www.linkedin.com/in/halliepriest