People First

In life, what you resist, persists.

Werner Erhard

There is much talk and reading material on working in a positive team environment and the importance of a healthy team. A team that works well together affects the bottom line of a business. Customers experience first-hand when employees are treating them in a happy, friendly, professional way. When employees are happy in their job, their attitude projects it. Some people may say, “But this only works when you are working together in an office space or store and not remotely.” We can assure you that team building and a positive team environment work in a remote environment just as well as in a physical location....

What Makes A Team Strong There is much talk and reading material on working in a positive team environment and the importance of a healthy team. A team that works well together affects the bottom line of a business. Custom…

What Makes A Team Strong

There is much talk and reading material on working in a positive team environment and the importance of a healthy team. A team that works well together affects the bottom line of a business. Customers experience first-hand when employees are treating them in a happy, friendly, professional way. When employees are happy in their job, their attitude projects it.

Some people may say, “But this only works when you are working together in an office space or store and not remotely.” We can assure you that team building and a positive team environment work in a remote environment just as well as in a physical location. People First has been 100% virtual for several years now. When one of us is prevented from performing our work due to an emergency situation, another team member jumps right in and takes over from where the team member has left off so that the work still gets done and our client does not even notice that another team member worked on their project.

The strong moral and spiritual support that exists within our team is powerful. When one of us deals with a personal or difficult situation, the others provide support through listening, advice, prayers, and positive thoughts. It is a wonderful feeling to know that we can count on each other, no matter what the circumstances are.

A strong team can overcome and master challenges much easier than a weak team. Together, we seek new opportunities, and we learn together. We go through thick and thin, through good and bad times. We live and breathe our motto that “People First begins and ends with people”.

How do you feel about your team? Do you feel you are part of a strong team?

Legal Experts: ‘Right to Disconnect’ Bill Is Disconnected from Business Realities

By Allen Smith, J.D.

California’s “right to disconnect” bill would harm businesses and employees if it is enacted, legal experts say. SHRM opposes the bill.

The bill, AB 2751, would require an employer to establish a workplace policy that provides employees the right to disconnect from communications from the employer during nonworking hours, said Chris Micheli, a founding partner of Snodgrass & Micheli in Sacramento, Calif.

The bill would grant a right for employees to ignore communications outside of work hours except for in an emergency or for scheduling. Under the bill, “emergency” is defined as an unforeseen situation that threatens an employee, customer or the public; disrupts or shuts down operations; or causes physical or environmental damage. “Scheduling” is defined as a change to a schedule that will occur within 24 hours.
An employee would be able to file a complaint of a pattern of violation of the legislation, which would be three or more documented instances of violating the right to disconnect.

“There is little doubt that there are situations in which a limited number of employers abuse their ability to contact employees during nonworking time, but this legislation attempts to address the issue in a manner that would unnecessarily tie employers’ hands and adversely affect business in California,” said Joe Beachboard, an attorney with Beachboard Consulting Group in Palos Verdes, Calif. Employees also would be harmed, other attorneys added.

Compliance Uncertainty

The definition of “emergency” is problematic, Beachboard said, and “fails to recognize the many critical situations in which an employer may genuinely need to contact an employee.” The bill does not state how much an issue must disrupt business operations for an employer to be able to contact an employee outside of work hours, said Eric Akira Tate, an attorney with Morrison Foerster in San Francisco.

“Many minor disruptions may have huge impacts on employers but may not amount to the disruption needed to be exempt from the bill’s forbearance on off-the-clock communications,” Tate said.
In addition, limiting scheduling communications to a tight 24-hour window might impede an employer’s ability to arrange for work coverage, said Michael Kalt, an attorney with Wilson Turner Kosmo in San Diego and government affairs director for CalSHRM.

The 24-hour scheduling limitation “could negatively impact the contacted employee, who might have appreciated 48 hours’ notice,” he said.

Sector and Role Sensitivity

What constitutes an emergency may differ markedly between industries. For example, forbidding employers from contacting employees off-hours could be catastrophic in the medical field, Tate said.
Under the bill, a clinic might not be able to contact a nurse to confirm an unconscious patient’s medical history if the patient’s life is not in immediate peril, even if the information would be helpful to their care, he said.

Operational Agility

AB 2751 could also hurt businesses’ ability to serve customers. Suppose a small business owner runs a computer repair shop. One employee fixes some parts of a customer’s computer during work hours and then clocks out. But the employee forgets to report which parts of the computer they fixed and which need further work. The employee was the only person to work on the computer, and the only way to confirm the status of the computer is to contact the employee.

Without AB 2751, the solution to this minor issue would be straightforward: Send the employee a short text, email, or similar message and ask, Tate said. “The enactment of AB 2751 would turn this molehill—which happens every day, multiple times a day, in every industry—into a proverbial mountain,” he said.
Under AB 2751, the employer would be left with three options, Tate said:

• Pay another employee to check the computer again to determine which parts were fixed, which would not only be inefficient but ultimately could force the employer to charge higher prices for the service.
• Delay getting the computer to the customer, and ask the employee when they are back on the clock.
• Break the law and contact the employee.

“Any of these options would harm the business owner,” Tate said.

Work Hours Flexibility

AB 2751 might restrict the natural flow of work that occasionally necessitates overtime, according to SHRM. Tate said the bill also raises the question of whether an employer or work team could “cc” an off-work team member on an email with information that is important for the off-work team member to know when they return to work.

“The statute presumably can be read to say no, the off-work team member cannot be cc’d unless there was an emergency as defined in the bill,” Tate said. “While well-intentioned, this bill arguably takes the wrong approach,” Kalt said. California already requires that nonexempt employees be paid for all hours worked, so communications during nonworking hours become working hours. “This financial implication should dissuade any nonemergency communications.”

Administrative Considerations

The bill would raise several administrative challenges. It would require a written agreement, and setting up these agreements could be burdensome. Because the bill precludes off-hour employer communications but has a vague definition of employer, “HR will then have to notify presumably at least the supervisor but potentially others about the periods of time when each employee is able to ignore work communications,” Kalt said.

International Complexities

In addition, because many employers have multiple locations and are in different time zones, this may require spreading the word broadly throughout the company about an employee’s nonworking hours.
AB 2751 ignores a key element of today’s 21st-century workplace: It’s global, Tate said.
“Companies operate and teams are comprised of workers across the world, in different time zones, which require flexibility, including checking an email or taking a call outside of the normal workday,” he said.

By Allen Smith, J.D. California’s “right to disconnect” bill would harm businesses and employees if it is enacted, legal experts say. SHRM opposes the bill. The bill, AB 2751, would require an employer to establish a workplace policy that provides employees the right to disconnect from communications from the employer during nonworking hours, said Chris Micheli, a founding partner of Snodgrass & Micheli in Sacramento, Calif....

Legal Experts: ‘Right to Disconnect’ Bill Is Disconnected from Business Realities By Allen Smith, J.D. California’s “right to disconnect” bill would harm businesses and employees if it is enacted, legal experts say. SHRM opposes the bill. The bill, AB 2751, would require an…

It’s surprising how much you can accomplish if you don’t care who gets the credit.

Abraham Lincoln

What Does an HR Consultant Do?

An HR (Human Resources) Consultant plays a critical role in enhancing the efficiency and effectiveness of an organization's HR practices. Their responsibilities can vary widely depending on the needs of the client, but generally, an HR Consultant performs the following tasks:

1. HR Strategy and Planning

• Developing HR Strategies: Formulating long-term HR strategies aligned with the organization's goals.
• Workforce Planning: Analyzing current workforce capabilities and forecasting future staffing needs.

2. Recruitment and Talent Management

• Talent Acquisition: Designing and implementing effective recruitment strategies to attract top talent.
• Onboarding: Creating onboarding programs to ensure new hires are effectively integrated into the company.
• Performance Management: Developing performance evaluation systems to ensure employees are meeting their goals and receiving constructive feedback.

3. Employee Relations

• Conflict Resolution: Addressing workplace conflicts and promoting a harmonious work environment.
• Employee Engagement: Implementing initiatives to boost employee morale and engagement.

4. Compliance and Legal Issues

• Policy Development: Creating and updating HR policies to comply with labor laws and regulations.
• Risk Management: Identifying and mitigating potential legal risks related to employment.

5. Training and Development

• Training Programs: Designing and delivering training programs to enhance employee skills and competencies.
• Leadership Development: Coaching and mentoring managers and executives to improve their leadership abilities.

6. Compensation and Benefits

• Salary Benchmarking: Analyzing market data to ensure competitive and equitable compensation packages.
• Benefits Administration: Managing employee benefits programs, such as health insurance and retirement plans.

7. Organizational Development

• Change Management: Assisting organizations in managing transitions and transformations.
• Cultural Development: Promoting and fostering a positive organizational culture.

8. HR Technology

• HRIS Implementation: Advising on the selection and implementation of Human Resources Information Systems (HRIS).
• Data Analytics: Utilizing HR data analytics to inform decision-making and improve HR processes.

9. Diversity and Inclusion

• D&I Programs: Developing strategies and programs to promote diversity and inclusion in the workplace.
• Bias Training: Conducting training to reduce unconscious bias and foster an inclusive environment.

10. Exit Strategies

• Offboarding: Designing exit strategies to ensure smooth transitions for departing employees.
• Exit Interviews: Conducting exit interviews to gather feedback and identify areas for improvement.

Key Skills and Qualities of an HR Consultant

• Communication Skills: Ability to clearly convey information and build strong relationships with clients and employees.
• Analytical Skills: Proficiency in analyzing data to make informed decisions and recommendations.
• Problem-Solving Skills: Capability to identify issues and develop effective solutions.
• Project Management Skills: Expertise in managing multiple projects and deadlines simultaneously.
• Ethical Judgement: Commitment to maintaining confidentiality and acting with integrity.

HR Consultants work either independently or as part of consulting firms, providing their expertise to various organizations across different industries. Their goal is to help clients optimize their human resources to improve overall business performance.

An HR (Human Resources) Consultant plays a critical role in enhancing the efficiency and effectiveness of an organization's HR practices. Their responsibilities can vary widely depending on the needs of the client, but generally, an HR Consultant performs the following tasks: 1. HR Strategy and Planning Developing HR Strategies: Formulating long-term HR strategies aligned with the organization's goals. Workforce Planning…...

What Does an HR Consultant Do? An HR (Human Resources) Consultant plays a critical role in enhancing the efficiency and effectiveness of an organization’s HR practices. Their responsibilities can vary widely depending on t…

Employers Planning Lower Pay Raises in 2025

By Kathryn Mayer

As inflation and the job market continue to cool down from their previous red-hot pace, U.S. employers are giving more conservative pay raises in 2024—and they expect to go even lower in 2025, according to new reports.

Roughly half (47%) of U.S. organizations report that their salary budgets for the 2024 cycle are lower than the previous year, according to a new report from consulting firm WTW, which surveyed roughly 31,000 organizations. The overall median pay raise for 2024 fell to 4.1%, compared with 4.5% in 2023. Meanwhile, preliminary data from Empsight, a New York City-based human resource consulting firm specializing in compensation, found that salary increase budgets for 2024 are 4%, while median merit budgets are 3.5%.

Employers—at least so far—are pe***ng overall salary budget increases even lower, WTW found, with organizations predicting a 3.9% jump in 2025. Empsight similarly projects that total salary increase budgets will be 4% for 2025, while median merit budgets are projected to be 3.5% for 2025.

A stabilizing U.S. economy is a primary reason many employers have begun to tighten their purse strings: While around two-fifths of employers (38%) report having trouble attracting and retaining talent in 2024, that figure has dropped almost 20 percentage points from two years ago (57%), WTW found. Overall, the economy is cooling after a period of significant job resignations and turnover during the past few years.
Sydney Ross, junior economic researcher at SHRM, said earlier this month that the most recent Consumer Price Index from the U.S. Bureau of Labor Statistics—which found that annual inflation eased to 3% in June—along with the bureau’s June 2024 Jobs Report, which found that the labor market is starting to balance out, provide evidence that the economy is returning to what it looked like before the pandemic. “The labor market is beginning to stabilize and is not as tight as it was at the beginning of the year,” Ross said.

Inflation can impact salary budgets in both directions, WTW said. Organizations that lowered salary budgets cited concerns related to cost management, weaker financial results, and inflationary pressures as the leading causes, while those that raised salary budgets this year cited inflationary pressures and a tight labor market.

Long-Term Changes

Despite declining since 2023, salary hikes still remain fairly high when compared to pre-pandemic levels. (The average salary increase in 2018, for instance, was 3%, according to WTW.) The deceleration isn’t expected to significantly hurt talent, said Jeremy Feinstein, managing director at Empsight.

“Although salary budgets are expected to normalize back to pre-pandemic levels, companies aren’t projecting high employee discontent and turnover,” he said. Many organizations are also looking at nonmonetary rewards to attract and retain employees, especially in light of lower salary hikes.
“Many companies have permanently adopted hybrid and more flexible remote work policies and motivational engagement programs, where greater flexibility and worker satisfaction is projected,” Feinstein said.

The WTW data found that organizations are taking actions to address current market conditions and employee needs, particularly providing more workplace flexibility (52%) and improving the employee experience (52%).

“In light of cost management concerns, employers are taking more of a holistic approach to their reward programs, factoring in bonuses, long-term incentives, and health and wellness benefits,” said Lesli Jennings, North America leader, work, rewards, and careers at WTW.

However, she added that a more targeted review of specific employee groups could allow for greater support for those with in-demand skills or those in lower salary ranges. “Pay equity is top of mind for employers, and giving a big-picture view of what employees are offered ensures the salary increase process is clear and emphasizes the connection to business performance,” Jennings said.

By Kathryn Mayer As inflation and the job market continue to cool down from their previous red-hot pace, U.S. employers are giving more conservative pay raises in 2024—and they expect to go even lower in 2025, according to new reports. Roughly half (47%) of U.S. organizations report that their salary budgets for the 2024 cycle are lower than the previous year, according to a new report from consulting firm WTW, which surveyed roughly 31,000 organizations....

Employers Planning Lower Pay Raises in 2025 By Kathryn Mayer As inflation and the job market continue to cool down from their previous red-hot pace, U.S. employers are giving more conservative pay raises in 2024—and they expect to go even lo…

All empowerment exists in the present moment.

Ken Blanchard (The Heart of a Leader)

Why HR Consulting Is Important

Introduction

Human Resources (HR) consulting plays a crucial role in the growth and development of businesses by providing expert advice and strategies for managing a company's workforce. This service has become increasingly essential in today's complex and dynamic business environment. Below, we explore the various reasons why HR consulting is important for organizations of all sizes.

1. Expertise and Specialized Knowledge

HR consultants bring specialized knowledge and expertise that may not be available internally. They stay updated on the latest HR trends, laws, and best practices, ensuring that the organization remains compliant and competitive.

Key Points:
• Access to specialized skills and knowledge
• Up-to-date with current HR laws and regulations
• Insights into industry best practices

2. Strategic Planning

HR consulting helps in aligning the HR strategy with the overall business strategy. This alignment ensures that the human capital contributes effectively to the achievement of business goals.

Key Points:
• Alignment of HR strategy with business objectives
• Enhanced organizational performance
• Effective workforce planning

3. Cost Efficiency

Hiring an in-house HR team can be expensive, especially for small and medium-sized enterprises (SMEs). HR consultants provide a cost-effective solution by offering flexible services tailored to the organization’s needs.

Key Points:
• Cost-effective HR solutions
• Flexible service offerings
• Reduced overhead costs

4. Recruitment and Talent Management

HR consultants assist in optimizing the recruitment process to attract and retain top talent. They provide strategies for talent acquisition, employee engagement, and retention, which are vital for business success.
Key Points:

• Improved recruitment processes
• Strategies for employee engagement and retention
• Access to a wider talent pool

5. Employee Development and Training

Investing in employee development is crucial for maintaining a skilled and motivated workforce. HR consultants design and implement training programs that enhance employees' skills and competencies.

Key Points:
• Customized training and development programs
• Enhanced employee skills and productivity
• Improved job satisfaction and retention

6. Conflict Resolution and Employee Relations

Effective conflict resolution and management of employee relations are vital for maintaining a positive workplace environment. HR consultants provide impartial mediation and strategies to resolve workplace conflicts.

Key Points:
• Impartial conflict resolution
• Improved employee relations
• Enhanced workplace environment

7. Compliance and Risk Management
Ensuring compliance with labor laws and regulations is critical to avoid legal issues. HR consultants help businesses navigate complex regulatory environments, reducing the risk of non-compliance.

Key Points:
• Ensuring legal compliance
• Minimizing legal risks
• Protecting the organization’s reputation

8. Organizational Development
HR consultants assist in organizational development initiatives that improve efficiency, culture, and overall performance. They provide insights into organizational structure, change management, and performance improvement.

Key Points:
• Organizational structure optimization
• Change management strategies
• Performance improvement initiatives

Conclusion

HR consulting is an invaluable asset for organizations looking to optimize their human resources functions. By leveraging the expertise of HR consultants, businesses can improve their HR practices, align them with strategic goals, and ultimately enhance their overall performance and growth.

Introduction Human Resources (HR) consulting plays a crucial role in the growth and development of businesses by providing expert advice and strategies for managing a company's workforce. This service has become increasingly essential in today's complex and dynamic business environment. Below, we explore the various reasons why HR consulting is important for organizations of all sizes. 1. Expertise and Specialized Knowledge…...

Why HR Consulting Is Important Introduction Human Resources (HR) consulting plays a crucial role in the growth and development of businesses by providing expert advice and strategies for managing a company’s workforce. Thi…

4 in 10 Job Candidates Would Lose Interest In A Job That Doesn’t List a Salary Range

By Kathryn Mayer

New data provides more evidence that employers looking to attract talent will want to post salary ranges in their job descriptions or else lose out on potential hires.

In a recent survey of more than 1,000 workers by talent firm Robert Half, 41% of professionals said they would lose interest in a position if the organization didn't list a salary range in the job description. Another 37% said they’d lose interest in a job if the organization required them to work onsite with no potential for remote work.

The survey is the latest to find that employees are increasingly expecting pay transparency from potential and current employers. Rising employee expectations, as well as a host of new laws requiring pay transparency, have resulted in more employers disclosing salary information over the past couple of years.

“In the era of the 'Big Stay,' employers need to take into consideration what workers want and come to the table with competitive offers,” said Dawn Fay, operational president of Robert Half. “With skilled talent at a premium and workers feeling satisfied in their current role, employers can't afford to make mistakes that could deter prospective candidates from applying to their open positions.”

Overall, the Robert Half survey reiterated the importance of pay among current employees as well. Competitive salary with regular merit increases is the top factor contributing to overall job satisfaction, the survey found. We rounded up additional news on pay transparency and other salary-related topics from SHRM Online.

The Real Effects of Pay Transparency in Business

Employee compensation has traditionally been shrouded in secrecy. Salaries were rarely discussed in polite company, and employers did not disclose their compensation for job openings until making an offer.
But a series of rapidly expanding laws requiring employers to post salary ranges and prohibiting questions about salary history are offering more pay transparency than ever before, creating a foundational challenge—and opportunity—for company leaders.

Recent SHRM research indicates that more than 80% of U.S. workers are more likely to consider applying for a position if the pay range is listed in the job posting. Companies likewise report positive outcomes from posting salary ranges. SHRM research found that 70% of organizations that list pay ranges on their job postings say doing so has led to more applications, and 66% say the quality of their applicants has increased.

Half of Job Ads Now Contain Salary Information

In fall 2023, global jobs board Indeed reported that 50% of U.S.-based job listings on the site now include some employer-provided salary information, the highest share yet recorded. The percentage of job ads with salary information was near 10% in 2019 before the pay transparency movement took off. In a spectacular trajectory, job ads with salary information began to proliferate during the pandemic and accelerated from around 30% of listings in 2022—when more states began to adopt pay transparency regulations—to the current number.

Despite Progress on Pay Equity, 1 in 3 Employers Don’t Have a Strategy In Place

A new report indicates that while a majority of employers are working toward pay equity, there is still work to be done. Nearly three-quarters of employers (70%) said they have analyzed their compensation strategies and shared existing gender pay gap statistics with employees and/or external stakeholders, according to new data from compensation firm beqom. That has led to a number of problems being uncovered, according to beqom’s survey of 875 salary and compensation decision-makers in the U.S. and the U.K., including wage discrimination (cited by 64% of respondents), promotion disparities (57%), below-market salary ranges (54%), pay compression (53%), and gender pay gaps (48%).
In response to some of the pay problems they’ve uncovered, most companies have reported taking steps to close existing wage gaps and foster transparency, the beqom report found.

Those strategies include listing salary ranges within new job descriptions (81%), increasing salaries due to inflation and economic standard-of-living costs (68%), implementing a process for continuous feedback (67%), increasing pay to correct existing pay gaps and salary inconsistencies (65%), providing clear structure for bonuses and performance review processes (65%), and increasing salaries based on performance (65%).

The report finds that “employers are making meaningful progress and taking action,” said Tanya Jansen, co-founder and chief marketing officer of beqom. But it also uncovers a big gap: About 1 in 3 employers (34%) still don’t have a pay equity strategy in place.

The Lowest Salary Employees Would Accept for a New Job Jumps to Record High

Employers looking to hire new talent may have to shell out more money than they have in years.
The lowest average pay that people would be willing to accept to take a new job—also known as the reservation wage—has jumped significantly over the past year, reaching $81,822 as of March. That’s a big jump from November, when, on average, people said they’d need an offer of $73,391 to accept a new job.

The numbers come from the Federal Reserve Bank of New York's March SCE Labor Market Survey, which explores the reservation wage and other employee expectations in the labor market. It's the highest level since the survey series began in 2014. Results are published every four months.

By Kathryn Mayer New data provides more evidence that employers looking to attract talent will want to post salary ranges in their job descriptions or else lose out on potential hires. In a recent survey of more than 1,000 workers by talent firm Robert Half, 41% of professionals said they would lose interest in a position if the organization didn't list a salary range in the job description....

4 in 10 Job Candidates Would Lose Interest In A Job That Doesn’t List a Salary Range By Kathryn Mayer New data provides more evidence that employers looking to attract talent will want to post salary ranges in their job descriptions or else lose out on potential hires. In a recent …

If God had wanted us to talk more than listen, He would have given us two mouths rather than two ears.

Ken Blanchard (We are the Beloved)

What is HR Consulting?

Human Resource (HR) consulting is a professional service that provides advice, guidance, and support to organizations on various aspects of human resource management. HR consultants help companies improve their HR practices, enhance employee performance, and ensure compliance with labor laws and regulations.

Key Functions of HR Consulting

1. Recruitment and Staffing
o Talent Acquisition: Identifying and attracting skilled candidates.
o Job Description and Role Definition: Crafting clear and precise job descriptions.
o Interviewing and Selection: Developing effective interview processes and criteria for candidate evaluation.
2. Employee Training and Development
o Training Programs: Designing and implementing training modules to enhance employee skills.
o Leadership Development: Providing programs to develop future leaders within the organization.
o Performance Management: Establishing performance evaluation systems and feedback mechanisms.
3. Compensation and Benefits
o Salary Structure: Designing competitive and fair compensation packages.
o Benefits Programs: Creating benefits programs that include health insurance, retirement plans, and other perks.
o Incentive Plans: Developing performance-based incentive schemes.
4. HR Policies and Compliance
o Policy Development: Creating and updating HR policies and procedures.
o Legal Compliance: Ensuring compliance with labor laws and regulations.
o Employee Relations: Handling employee grievances and fostering a positive workplace environment.
5. Organizational Development
o Change Management: Assisting with organizational changes and restructuring.
o Culture Building: Developing initiatives to strengthen company culture.
o Strategic Planning: Aligning HR strategies with overall business goals.

Benefits of HR Consulting

• Expertise: Access to experienced HR professionals with specialized knowledge.
• Cost-Effective: Reduces the need for a large in-house HR department.
• Efficiency: Streamlines HR processes and enhances operational efficiency.
• Compliance: Ensures adherence to legal and regulatory requirements, reducing the risk of legal issues.
• Talent Management: Improves recruitment, retention, and development of employees.

Types of HR Consulting Firms

1. Generalist HR Consulting Firms: Provide a wide range of HR services across various industries.
2. Specialist HR Consulting Firms: Focus on specific areas such as recruitment, training, or compensation.
3. Boutique HR Consulting Firms: Offer personalized services tailored to the unique needs of smaller companies or specific sectors.

HR Consulting Process

1. Assessment: Conducting a thorough analysis of the company's current HR practices and identifying areas for improvement.
2. Planning: Developing a customized plan with strategies and solutions to address identified issues.
3. Implementation: Executing the plan through training, process changes, and other interventions.
4. Evaluation: Monitoring and assessing the effectiveness of implemented strategies and making necessary adjustments.

Conclusion

HR consulting plays a crucial role in helping organizations manage their workforce effectively. By leveraging the expertise of HR consultants, companies can enhance their HR practices, foster a positive work environment, and achieve their strategic objectives.
and achieve their strategic objectives.