transferrable skills > titles
Heyheyhey,
It’s me again, just over here trying to make your Wednesday a little groovy with another ✨mood boost!✨
It might be too early to ask…but have you thought about Halloween costumes yet?? 👻
I’m torn between a few options, but honestly, they all require emotional labor I didn’t budget for.
So now that I have you thinking about your look, here’s the normalized chaos brewing this week:
The Supreme Court’s back in session, transferable skills are having their main character moment, and apparently over half of employees would still work even if money didn’t matter (absolutely wild).
Let’s dig in before someone calls another meeting that could’ve been a Slack message, shall we?
🗞️ Here’s the Tea:Copy anchor linkCopied
👀 What HR should watch as the Supreme Court begins its new term:
The TL;DR: The Supreme Court’s new term could reshape key areas of employment law. Two cases already on the docket involve executive power over agencies like the EEOC and NLRB, and how multiemployer pension plans calculate withdrawal liability. Several other petitions covering arbitration, religious exemptions, and disability protections could also redefine how HR teams navigate compliance, employee rights, and federal vs. state authority.
My POV: I know, this might sound like total lawyer brain material, but here’s what it means in plain English: the Supreme Court could shake up who gets the final say on workplace rules.
If presidents can more easily fire agency heads (like at the EEOC or NLRB), HR teams could see big swings in guidance every time political winds change.
Think new rules, reversed rulings, and a lot of “wait, didn’t we just update that policy?” moments.
The bottom line…stay close to your legal and compliance folks, cuz things might get a bit more chaotic before they get clear!
🎙️ Mic Drop Moment:Copy anchor linkCopied
“There is nothing more difficult than pleasing people.”Copy anchor linkCopied
On the mic this week: Ash Hynie is the Founder & CEO of Manage Up, a platform reimagining HR through the lens of culture, data, and equity. Her non-linear path of chef → engineer → HR Leader → Founder gives her a rare, cross-functional POV on how companies actually work. She helps teams build workplaces people want to join and stay in.
Pin this:
- Transferable skills are real. Hire for core capabilities and teach the nuance, and stop copy-pasting pedigrees.
- Curiosity wins! Asking better questions exposes bias, sharpens decisions, and accelerates pivots.
- Calibration can work if your culture supports honest challenge and structured interviews, otherwise it amplifies bias.
- Problems are universal, but context isn’t. Design practices that are specific to your org.
My H*ly Sh*t Moment: The problem set is basically the same everywhere TBH, and the job is choosing the right recipe for your context, not worshiping someone else’s playbook.
▶️ Press Play
📊 Data Is My Love Language:Copy anchor linkCopied
Stat: More than 50% of employees would be likely to continue to work even if they didn’t need the money
My spiral: I feel like this stat paints a very clear picture that purpose, pride, and connection are doing a lot of heavy lifting.
That means engagement at work is as much about identity as it is about compensation!
People don’t just want jobs…they want to feel like what they do matters.
If we can tap into that, retention stops being a fight and starts being a byproduct of meaning.
🗣️ UNMUTE YOURSELF
We’ve all experienced having to shrink ourselves at work just to keep the peace or seem “reasonable.”
This is especially true in HR, where we’re expected to be the calm center while everything around us is implodes.
So that leads into my question:
“What would you do differently if you weren’t scared of being seen as ‘too much’?”
🛠️ TRY THIS TOMORROW:
Do you have a place where people can hype each other up for the small stuff and the big wins?
It takes five minutes to set up and instantly reminds everyone that good work, in fact, does get noticed.
If you don’t, here is your sign:
“Start a ‘brag channel’ where teams post peer wins (and watch morale lift).”
👂 OVERHEARD IN SAFE SPACE
Ah yes, the classic “ignore it ‘til it’s HR’s problem” strategy. A leadership favorite since forever!
Read what members had to say here.
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See ya on Friday!
