data? never heard of her
Helloooo,
Happy Wednesday to the only group that can survive chaos, smile politely, and fix everyone else’s problems before fixing our own! Proud of us.
Gather ‘round, because the HR universe is once again testing our patience, our resilience, and our ability to smile through the absolute nonsense! 😅
Truly, what a time to be alive.
This week’s tea? The government shutdown finally ended, but the Bureau of Labor Statistics may as well be on annual leave until further notice. October’s jobs and inflation data? Vanished. Unemployment numbers? In the upside-down.
And now folks are expected to do workforce planning with…vibes??? Okay!
But don’t worry, we also have an insanely good podcast moment breaking down how AI can actually help us (finally) and a spicy stat about change management.
Let’s talk about it!
🗞️ Here’s the Tea:Copy anchor linkCopied
😬 The government shutdown may be over, but don’t expect to see missing BLS data anytime soon
The TL;DR: The government shutdown is over, but the BLS basically said “LOL good luck” because October’s jobs and inflation data is never coming back.
Ummm what???
We’ll get half of the October jobs report, but the unemployment numbers... gonzo. And because the shutdown dragged on forever, data delays and quality issues will possibly linger into 2026, leaving some of us flying blind at the worst possible time.
My POV: As a general rule of thumb, we are supposed to make data-informed decisions… except the data is literally missing.
Talent planning, forecasting, compensation decisions, and hiring strategies can all be impacted when you're lacking info about the market.
A lot of folks leverage that data to better understand the market and hiring decisions. I personally use the report to get a sense of what's going on to reinforce what I'm already experiencing and hearing. I find the report incredibly helpful, not only for HR but for the general workforce that is wondering WTF is going on. Right now, the general consensus is that things are not good. People are really struggling to find roles and are staying unemployed, possibly longer.
That data can reinforce that it's NOT the people (which we know), it's actually the market.
🎙️ Mic Drop Moment:Copy anchor linkCopied
“We should be thinking about AI as a capacity multiplier.”Copy anchor linkCopied
On the mic this week: Jeet Mukerji is a seasoned HR and people operations leader known for translating complex organizational challenges into practical, human-centered solutions. His career spans work across fast-growing companies where he’s focused on building scalable systems, elevating employee experience, and coaching leaders through high-stakes change. Jeet brings a grounded, thoughtful perspective to the conversation rooted in real-world experiences.
Pin this:
- AI in HR is about killing the 10,000 tiny “paper cuts” (repetitive questions, manual paperwork, chasing managers) that keep HR stuck in reactive mode instead of doing real strategic work.
- Jeet frames AI as a junior HR coordinator: it can sit in Slack/Teams, answer policy questions, update HRIS, generate letters, push reminders, and escalate sensitive stuff to a human with full context when needed.
- When HR uses AI to give employees faster, clearer answers (instead of just using it to write docs), it becomes a true capacity multiplier for the whole business instead of just a cute productivity hack.
- When it's used well, AI can actually support equity and inclusion by standardizing workflows, reducing human error in high-stakes processes (like promotions and pay changes), and democratizing access to information that used to depend on who you knew.
My H*ly Sh*t Moment: The moment Jeet casually floated, “What if every employee had their own HR person?” and explained how AI agents could act like a personal HR partner while we manage the humans and the hard stuff, I could suddenly see a version of this job where we’re not buried in admin, but actually spending our time on trust, growth, and the moments that matter.
▶️ Press Play
📊 Data Is My Love Language:Copy anchor linkCopied
Stat: 1 in 3 US employees say workplace changes aren’t worth the effort
My spiral:
63% of employees experienced change, but only a quarter felt their company managed it well?!
This sounds like an issue that stems from leadership.
It’s also a reminder that HOW we roll out change matters just as much as what we’re changing.
Do people burn out from change itself, or do they burn out when no one gives them time, context, or a voice in the process?
Food for thought!
🗣️ UNMUTE YOURSELF
Is it just me, or is HR, like…full of buzzwords?
For example, we throw around words like “alignment” and “engagement” like confetti, but half the time, no one even agrees on what they mean!
So with that being said:
“What’s one HR buzzword you never want to hear again, and why?”
🛠️ TRY THIS TOMORROW:
Some days feel like déjà vu with the same meetings, same fires, and same Slack pings!
The monotony can blur the fact that what we do actually matters.
So tomorrow, before the chaos hits, try this:
“Start your morning by asking, ‘What would make today feel meaningful?’”
👂 OVERHEARD IN SAFE SPACE
What you’re feeling is common, and for the record…you’re not Toby, you’re the backbone of that place, and if leadership can’t see that yet, that’s an indictment of them, not a reflection of your value.
Read what members had to say here.
That's all for this week! I hope you enjoyed this, please let me know what you think and what other topics you'd love for me to cover. I'm allll ears.
Reminder: Take care of yourself and know that I support you.
