The Truth About Pay Transparency

 Revolutionizing Fairness in the Modern Workplace

Introduction: The Pay Transparency Revolution

In recent years, pay transparency has become one of the most debated topics in Human Resources and organizational management. From startups to global corporations, the question remains the same:

Should companies openly share salary information—or is that a recipe for conflict and chaos?

As organizations compete for talent in a knowledge-driven economy, transparency in compensation is emerging not just as an ethical stance but as a strategic advantage. However, it also challenges long-held beliefs about privacy, negotiation power, and meritocracy.

What Is Pay Transparency?

Pay transparency refers to the practice of openly sharing information about compensation—either internally, among employees, or publicly.

This can range from:

• Publishing salary ranges on job postings

• Making pay scales visible within departments

• Or, in some cases, disclosing exact salaries company-wide

The idea behind transparency is simple: when everyone knows how pay is determined, unfair gaps are harder to hide.

Why Pay Transparency Matters in 2025

1. Bridging the Gender Pay Gap
   Transparency exposes systemic inequities, especially those affecting women and minorities. When salary data is visible, organizations are held accountable.

2. Boosting Employee Trust and Engagement
   According to recent HR research, employees are more engaged when they believe compensation decisions are fair and objective.

3. Attracting Top Talent
   Younger generations—particularly Gen Z—are drawn to companies that value honesty and fairness. Transparent pay practices help employers stand out in competitive labor markets.

4. Improving Organizational Culture
   A culture of openness fosters collaboration, reduces gossip, and encourages constructive discussions about performance and development.

The Challenges and Controversies

Despite the benefits, not all organizations are ready for radical transparency. Common concerns include:

• Employee jealousy or resentment

• Reduced negotiation flexibility

• Legal and privacy considerations

• Increased administrative complexity

The key is finding balance—transparency without chaos, fairness without rigidity.

Expert Insights and Recommended Reading

If you’re an HR professional, manager, or researcher seeking to explore this topic in greater depth, these three books provide powerful insights and practical frameworks:

1. Exposing Pay: Pay Transparency and What It Means for Employees, Employers, and Public Policy
   By Peter Bamberger
   This is the most comprehensive, research-based exploration of pay transparency available. Bamberger dives deep into the psychology, policy implications, and organizational outcomes of revealing salary data.

2. Armstrong’s Job Evaluation Handbook: A Guide to Achieving Fairness and Transparency in Pay and Reward
   By Michael Armstrong
   A must-read for HR practitioners focused on compensation structures. Armstrong offers hands-on methods to create fair and consistent job evaluation systems—essential foundations for transparent pay policies.

3. The Big Book of HR (10th Anniversary Edition)
   By Barbara Mitchell & Cornelia Gamlem
   A broad yet insightful look at HR practices, including compensation strategy, communication, and fairness. Perfect for those seeking to align pay transparency with broader HR goals.

How to Implement Pay Transparency in Your Organization

1. Start with Pay Structure Analysis
   Audit current salary ranges, job evaluations, and performance metrics to ensure equity.

2. Develop Clear Compensation Policies
   Create standardized criteria for determining pay—based on skills, experience, and performance.

3. Communicate Transparently
   Educate employees on why and how compensation decisions are made. Transparency fails without context.

4. Use Technology Wisely
   HR analytics tools can help monitor fairness and detect inconsistencies before they become PR or legal issues.

5. Evolve Gradually
   Start with publishing pay ranges for new roles, then expand transparency as trust builds.

Conclusion: Transparency Is the Future of HR

Pay transparency is not just a trend—it’s a reflection of a broader societal shift toward fairness, accountability, and openness.

HR leaders who embrace this movement are building workplaces where trust replaces secrecy, and equality replaces assumption.

The question isn’t “Should we be transparent?”

It’s “How transparent are we ready to be?”

Recommended Reading Summary

Book Title	Author	Amazon Link
Exposing Pay	Peter Bamberger	Buy on Amazon
Armstrong’s Job Evaluation Handbook	Michael Armstrong	Buy on Amazon
The Big Book of HR	Barbara Mitchell & Cornelia Gamlem	Buy on Amazon

 *Article includes Amazon products being advertised

What Information HR Has — and Why They Can’t Always Share It

 The Human Resources (HR) department often plays the role of a bridge between employees and management. It’s responsible for recruitment, payroll, training, performance management, and workplace culture. However, many employees are sometimes frustrated or confused about why HR seems “secretive” about certain information. In reality, HR departments handle a wide range of sensitive data and are legally and ethically required to protect it.

Below are some examples of the types of information HR typically cannot share — and the reasons behind that confidentiality.

1. Personal Employee Data

HR has access to personal details such as addresses, phone numbers, salaries, health information, and sometimes even family details (for benefits purposes). Sharing this information with anyone outside of the HR team — even colleagues within the same department — would violate privacy laws and company policy.

Why it can’t be shared:

• It’s protected by privacy and data protection laws.

• Employees trust HR to handle their information with discretion.

• Leaking personal data can damage morale and lead to legal consequences.

2. Salary and Compensation Details

HR manages salary structures, bonuses, and pay adjustments. While transparency in pay is an important issue, HR cannot disclose what specific employees earn without their consent.

Why it can’t be shared:

• Salaries are tied to personal contracts and performance evaluations.

• Premature disclosure could create workplace tension or accusations of unfair treatment.

• Some organizations are moving toward greater pay transparency, but until policies formally change, HR must follow confidentiality rules.

3. Disciplinary Actions and Investigations

When complaints or disciplinary issues arise, HR conducts investigations to gather facts and ensure fairness. During these processes, HR cannot discuss details with uninvolved employees — even if rumors are spreading.

Why it can’t be shared:

• Confidentiality protects all parties involved until facts are established.

• Sharing partial or inaccurate information can harm reputations and expose the company to liability.

• HR must maintain neutrality and follow due process.

4. Management and Strategy Discussions

HR often works closely with leadership on workforce planning, restructuring, or strategic decisions such as mergers or layoffs. These conversations are sensitive and may involve non-public business information.

Why it can’t be shared:

• Early disclosure could cause unnecessary worry or confusion among employees.

• Strategic plans are often confidential to protect the company’s competitive position.

• HR can only share such information when it is officially approved for communication.

5. Recruitment and Promotion Decisions

HR may know who applied for an internal promotion or who is being considered for a new role. However, until decisions are finalized, those details must remain private.

Why it can’t be shared:

• It protects candidates from embarrassment or bias.

• It ensures that decisions are made fairly and professionally.

• Premature leaks could damage trust in the process.

Why Confidentiality Matters

Confidentiality in HR isn’t about hiding information from employees — it’s about protecting people’s privacy, ensuring fairness, and maintaining the organization’s integrity. If HR shared every detail it managed, it could create conflicts, violate laws, and erode trust across the workplace.

When employees understand that HR’s silence often comes from a place of legal and ethical responsibility — not secrecy — it can help build greater respect for the department’s role.

Final Thoughts

The HR department’s credibility depends on its ability to handle information responsibly. While it can feel frustrating not to know everything happening behind the scenes, confidentiality is essential for a fair, professional, and compliant workplace. Trusting HR to manage sensitive matters with discretion helps protect everyone involved — and keeps the organization running smoothly.

Smart Questions to Ask at the End of a Job Interview — and Why They Matter

 When you reach the end of a job interview, you’ll often hear the familiar question:

“Do you have any questions for us?”

This is more than just a polite formality — it’s a chance to show your curiosity, professionalism, and strategic thinking. The questions you ask can reveal how prepared you are, how well you understand the company, and whether you’re truly the right fit for the role.

Below is a comprehensive list of smart questions to ask at the end of an interview — and the reasons behind them.

 

About the Role

1. What does a typical day look like in this position?
   → Shows genuine interest in daily responsibilities and helps you picture yourself in the role.
2. What are the key priorities for this role in the first three to six months?
   → Demonstrates focus on goals, performance, and how you can make an early impact.
3. How do you measure success in this position?
   → Highlights your commitment to results and accountability.
4. Can you describe the team I’d be working with?
   → Gives you insight into team dynamics and collaboration styles.

 

About the Company and Culture

5. How would you describe the company culture?
   → Helps you understand values, environment, and whether it aligns with your personality.
6. What do you personally enjoy most about working here?
   → Builds rapport and gives you an authentic glimpse into employee satisfaction.
7. How does the company support diversity, equity, and inclusion?
   → Shows awareness and alignment with modern workplace values.
8. How has the company evolved in the past few years?
   → Indicates interest in growth, stability, and strategic direction.

 

Career Development and Growth

9. Are there opportunities for professional development or training?
   → Demonstrates your motivation to grow and add value over time.
10. What career paths have other employees in this role followed?
    → Helps you visualize long-term potential and internal mobility.
11. Does the company offer mentorship or coaching programs?
    → Signals your desire to learn from others and improve continuously.

 

Work Environment and Expectations

12. How does the team typically communicate — meetings, emails, tools like Slack?
    → Gives you an idea of workflow, communication style, and structure.
13. What is the company’s approach to work-life balance or flexibility?
    → A respectful way to learn about work hours, hybrid policies, and culture fit.
14. Are there any current challenges the team is facing that this role would help solve?
    → Shows initiative and problem-solving mindset.

 

Performance and Feedback

15. How often are performance reviews conducted?
    → Helps you understand the feedback process and expectations.
16. What’s the company’s approach to employee feedback and recognition?
    → Reveals how communication flows and whether the company values employee input.

 

Next Steps and Fit

17. What are the next steps in the interview process?
    → Shows organization and continued interest in the opportunity.
18. Is there anything in my background or experience you’d like me to elaborate on?
    → Gives you a chance to clarify doubts and reinforce your strengths.
19. How does this position contribute to the company’s overall goals?
    → Demonstrates a big-picture mindset — you care about impact, not just the job.

 

Pro Tip: Always Tailor Your Questions

Don’t ask every question on this list — instead, choose 3–5 that feel most relevant to the role and company.

Avoid asking about salary or vacation time at this stage unless the interviewer brings it up.

Your closing questions should leave a positive, professional impression that you’re thoughtful, self-aware, and serious about contributing.

 

Final Thoughts

Asking smart questions at the end of your interview isn’t just polite — it’s strategic. It positions you as a proactive candidate who thinks beyond the surface and values meaningful work.

Remember: interviews are a two-way conversation. You’re not only being evaluated — you’re also deciding whether this company is the right place for your growth and happiness.

 

Why Hiring Older Employees Is a Smart Move in Today’s Job Market

Let’s face it—today’s workforce looks very different than it did even five years ago. Younger employees, particularly Gen Z and Millennials, are changing the way we think about work. They want more flexibility, less structure, and greater work-life balance. And while that shift brings innovation, it’s also leaving many employers struggling to find reliable, committed team members.

That’s where older employees come in—and it’s time we start seeing them as a key advantage, not a last resort.

Here’s why hiring older professionals could be one of the smartest HR moves your company can make right now.

1. They Bring Experience You Can’t Train

Older workers have decades of on-the-job experience. They’ve handled crises, adapted to industry changes, and solved problems younger workers haven’t even encountered yet.

That kind of experience leads to better decisions, fewer mistakes, and mentorship opportunities that benefit your entire team.

2. Reliability and Work Ethic? Check.

Many employers today are frustrated with high turnover, missed deadlines, or employees who "quiet quit." Older employees often bring a different mindset. They show up. They follow through. They take pride in their work.

In short: they bring the kind of consistency that’s harder to find these days.

3. Lower Turnover = Lower Costs

Recruiting and onboarding are expensive. So is constantly training new hires who don’t stick around. Older employees tend to stay longer in roles. They’re often looking for stability, not a stepping stone.

That means less churn, more continuity, and better ROI for your hiring efforts.

4. Built-in Mentors

Need to level up your junior team members? Pair them with experienced staff. Older employees are a goldmine of knowledge, and many are more than happy to mentor the next generation.

It’s one of the best ways to build a collaborative, learning-focused culture.

5. They’re Still Eager to Learn

There’s a common myth that older workers resist change or don’t want to learn new technology. Not true.

In fact, those choosing to stay in the workforce are often proactive, adaptable, and excited to keep learning—especially if it keeps them competitive and engaged.

6. Soft Skills That Matter

Things like communication, emotional intelligence, and professionalism often take years to develop. Older employees usually have them in spades.

They’ve been through performance reviews, team conflicts, client presentations—you name it. These interpersonal skills help keep teams strong and customers happy.

7. A More Balanced Team

Bringing together multiple generations in one team leads to more innovation, better problem-solving, and broader perspective. Younger workers bring fresh ideas. Older workers bring context and clarity.

It’s not either-or—it’s both.

Final Thoughts: Don’t Overlook the Experienced Candidates

As younger workers continue to reshape how work happens, companies need to be just as intentional about who they’re hiring. Older workers bring value that’s often underappreciated in today’s fast-moving job market.

So next time you're reviewing resumes, don’t discount that candidate with 25+ years of experience. They might just be exactly what your team needs.

Looking to build a strong, reliable, and experienced workforce?

Start by rethinking your hiring strategy—and give older professionals the seat they deserve at the table.

What Can HORECA Businesses Do When They Can’t Find Good Employees?

In recent years, the HORECA industry has been facing a growing challenge: a shortage of reliable, motivated workers. Whether it’s due to changing work expectations, competition from other sectors, or burnout post-pandemic, many businesses are struggling to recruit and retain staff who are not only skilled but also committed.

So, what can restaurants, hotels, and cafés do when the traditional hiring channels no longer work? Here are concrete solutions that forward-thinking businesses are using to attract better talent and build more sustainable teams.

1. Rethink Compensation — It’s Not Just About Money

While competitive pay is essential, especially in a labor-intensive industry, it’s not everything. Employees today look at the total value of a job.

Offer:

• Fair base salaries, with transparent raises based on performance or tenure.
• Non-monetary perks, such as:
• Free meals during shifts
• Paid breaks
• Transport subsidies
• Health insurance (even basic packages)

A small investment in benefits can go a long way toward showing employees that they are valued — not just replaceable.

2. Promote Work-Life Balance

Long, late hours and weekend shifts are part of HORECA life, but burnout is a major reason people are leaving the industry. Consider:

• Shorter shifts or split shifts
• Fixed schedules, rather than constant changes
• Allowing some input into shifts, especially for students or parents

Respecting time off and avoiding last-minute scheduling changes shows respect — and earns loyalty.

3. Invest in Training and Career Growth

Many potential employees avoid the HORECA sector because they see it as a “dead-end job.” Change that perception by:

• Offering on-the-job training
• Providing a clear path for promotion (e.g., waiter → supervisor → manager)
• Encouraging skill-building, such as wine knowledge, customer service training, or language courses

Employees who see a future in your business are more likely to stay and grow with you.

4. Rethink Hiring: Look Outside the Box

If you’re only hiring people with experience in HORECA, you may be missing out on great talent. Consider:

• Hiring people from other industries who have transferable skills (retail, events, customer service)
• Recruiting from underutilized populations: retirees, students, people returning to work
• Offering internships or apprenticeships for younger workers

Soft skills — attitude, work ethic, reliability — often matter more than perfect experience.

5. Build a Culture That Retains Talent

Even if you hire the right people, you’ll lose them if the culture is toxic or exploitative. Make sure your workplace is:

• Respectful and inclusive
• Free of harassment, favoritism, or unsafe conditions
• A place where feedback goes both ways — staff should feel heard

Happy employees are your best recruiters. Word travels fast in the local job market.

6. Leverage Technology to Streamline Work

Staff shortages don’t always mean you need to hire more people — sometimes you need to work smarter:

• Use digital ordering systems, especially in cafés and casual dining
• Automate reservations, inventory, or scheduling
• Use tools like employee scheduling apps to reduce miscommunication

Less chaos and more organization reduce stress for staff — and improve service quality.

7. Partner With Schools and Training Programs

Build relationships with:

• Hospitality schools
• Vocational programs
• University student job offices

Offer internships, training placements, or summer jobs. These partnerships can create a steady pipeline of young talent — and they’re often eager to learn.

8. Create a Strong Employer Brand

Just like you market to customers, you need to market to future employees.

Show off:

• What makes your business a great place to work
• Real stories from happy staff
• Social media posts that show your values, not just your menu

People want to work for companies they feel proud of — with purpose, culture, and a good vibe.

Final Thoughts

The labor crisis in the HORECA sector won’t go away overnight. But the companies that adapt — by improving conditions, thinking creatively about recruitment, and building stronger teams — will come out ahead.

If you can’t find “good” employees, maybe it’s time to look at what makes a job “good” in the first place.

Staying Ahead of AI: How to Keep Your Job in the Age of Intelligent Machines

Artificial Intelligence (AI) is no longer a distant concept—it’s here, reshaping industries and redefining how work gets done. From chatbots handling customer service to algorithms analyzing legal contracts, automation is quietly taking over tasks that were once exclusively human. While this sparks fear for many workers, the real opportunity lies not in resisting change, but in adapting to it. Here's how you can stay ahead of AI and future-proof your career.

1. Focus on Human-Centric Skills

AI excels at processing data, following rules, and performing repetitive tasks—but it still lags in areas like emotional intelligence, critical thinking, creativity, and complex decision-making. These are the areas where humans shine.

Emotional intelligence: Jobs involving empathy, such as therapy, nursing, and customer care, still require a human touch.

Communication and leadership: Whether you’re managing people or building client relationships, effective human interaction remains irreplaceable.

Creativity and innovation: AI can mimic styles, but generating original ideas or solving problems in unstructured environments is still a human advantage.

What to do: Invest time in developing soft skills, emotional intelligence, storytelling, negotiation, and public speaking.

2. Become a Tech-Savvy Hybrid

Instead of competing with AI, learn to work alongside it. People who can bridge the gap between human insight and machine capabilities are in high demand.

A marketer who understands data analytics and automation tools will outperform one who doesn’t.

A designer who can collaborate with generative AI tools like DALL·E or Midjourney becomes significantly more efficient.

What to do: Learn the basics of AI, data literacy, and digital tools relevant to your field. Take online courses in AI literacy, programming (Python is a good start), or data visualization tools like Tableau or Power BI.

3. Specialize, Don’t Generalize

AI is good at broad, general tasks. It’s much harder to train it for niche, high-expertise roles—especially those that require years of contextual understanding.

Instead of being a general “business analyst,” specialize in “supply chain data optimization for e-commerce.”

Instead of a general “writer,” become a “technical copywriter for cybersecurity software.”

What to do: Identify a niche in your industry and deepen your expertise. Certifications, mentorship, and staying on top of trends in your specific domain will make you harder to replace.

4. Lifelong Learning Is Non-Negotiable

AI is evolving rapidly—and so must you. Static skill sets are becoming obsolete in a matter of years, if not months. The future belongs to the continuously curious.

What to do: Set up a personal learning routine. Subscribe to industry newsletters, attend webinars, take short courses, and stay informed. Use platforms like Coursera, Udemy, edX, or LinkedIn Learning to upskill regularly.

5. Be Adaptable and Agile

AI is not just changing jobs—it’s changing how industries function. Careers will shift, roles will disappear, and new ones will emerge. Those who can pivot quickly will thrive.

What to do: Embrace a growth mindset. Be willing to take on new roles, try different projects, and switch industries if needed. The ability to reinvent yourself will be your superpower.

6. Build a Personal Brand

With AI flooding the digital world with content and automation, authenticity and trust are more valuable than ever.

What to do: Establish yourself as a thought leader or expert in your field. Share your insights on LinkedIn, publish articles, speak at events, or even start a podcast. A strong personal brand increases your visibility and value—something AI can’t replicate.

7. Collaborate, Don’t Isolate

AI can do a lot, but it thrives in collaborative systems where humans design, guide, and interpret its outputs. Teamwork, collaboration, and multidisciplinary problem-solving are still firmly in human hands.

What to do: Work on your collaboration skills. Join cross-functional teams, attend industry meetups, and be open to partnerships that combine your expertise with tech tools.

Final Thought

AI is not your enemy—it’s a powerful tool. The real danger is standing still while the world changes around you. By investing in uniquely human skills, staying tech-aware, and continuously adapting, you’ll not only keep your job—you’ll thrive in a world where AI is just another tool in your professional toolkit.

The future isn’t about man versus machine. It’s about man with machine.

Challenges in Recruitment and Selection for HR Professionals

 Introduction

Recruitment and selection are crucial aspects of human resources (HR) management that involve attracting, identifying, and hiring the right candidates to fill vacant positions within an organization. While these processes aim to find the best fit for a role, HR professionals often encounter various challenges that make recruitment and selection complex and demanding. In this article, we will explore the key challenges faced by HR professionals in the recruitment and selection process and discuss strategies to overcome them.

Understanding Recruitment and Selection

Recruitment is the process of attracting potential candidates to apply for job openings, while selection involves evaluating and choosing the most suitable candidate from the applicant pool. These processes are multifaceted, involving several stages such as job advertising, resume screening, interviews, assessments, and final decision-making.

Attracting Top Talent in a Competitive Market

In today's competitive job market, attracting top talent is a significant challenge for HR professionals. Highly skilled and experienced candidates often have multiple job opportunities, making it essential for organizations to showcase their unique selling points and offer competitive compensation packages.

Identifying the Right Skill Sets

Finding candidates with the right skill sets and qualifications can be challenging, especially for specialized roles. HR professionals must collaborate closely with hiring managers to identify the precise skills, experience, and knowledge required for each position.

Managing High Volume of Applications

Job postings can attract a large volume of applications, which can be overwhelming for HR teams to manage efficiently. Reviewing each application thoroughly while ensuring a timely response to candidates requires effective applicant tracking systems and streamlined processes.

Balancing Automation and Personalization

Automation can streamline certain recruitment tasks, but it is essential to maintain a personal touch throughout the process. Finding the right balance between automated processes and personalized interactions is crucial for providing a positive candidate experience.

Overcoming Unconscious Bias

Unconscious bias can influence decision-making during the selection process, leading to unintentional discrimination. HR professionals must undergo training to recognize and address bias, ensuring fair and objective candidate evaluations.

Ensuring Diversity and Inclusion

Promoting diversity and inclusion is a vital aspect of modern recruitment strategies. HR professionals should actively work towards creating a diverse workforce by attracting candidates from various backgrounds and experiences.

Evaluating Cultural Fit

Assessing whether a candidate aligns with the organization's culture and values is essential for long-term success. However, defining cultural fit objectively can be challenging and may require innovative approaches during interviews and assessments.

Navigating Legal and Compliance Issues

Recruitment and selection processes must comply with various labor laws and regulations. HR professionals need to stay updated with legal requirements and ensure fair hiring practices to avoid legal complications.

Engaging Passive Candidates

Some of the best candidates are those who are not actively job seeking. Engaging and persuading passive candidates to consider new opportunities can be a delicate yet rewarding challenge for HR professionals.

Dealing with Candidate Ghosting

Candidate ghosting, where applicants suddenly stop responding or attending interviews, has become increasingly prevalent. HR professionals must handle such situations diplomatically and maintain open communication channels.

Addressing Salary and Benefit Expectations

Negotiating salary and benefit packages with candidates can be a delicate process. HR professionals must strike a balance between meeting the candidate's expectations and adhering to the organization's budget constraints.

Streamlining the Interview Process

Lengthy and cumbersome interview processes can deter candidates and lead to talent loss. HR professionals should strive to streamline interviews while gathering essential information to make informed decisions.

Conclusion

Recruitment and selection are critical functions that directly impact an organization's success. HR professionals face a myriad of challenges during these processes, from attracting top talent to navigating legal complexities and addressing bias. By adopting innovative strategies, fostering diversity and inclusion, and creating a positive candidate experience, HR professionals can overcome these challenges and build a talented, diverse, and engaged workforce.

FAQs

How can HR professionals attract passive candidates?

HR professionals can use targeted recruitment marketing, networking, and personalized outreach to attract passive candidates.

What role does technology play in modern recruitment?

Technology plays a significant role in automating repetitive tasks, enhancing candidate experience, and improving recruitment analytics.

How can organizations promote diversity and inclusion during recruitment?

Organizations can adopt blind resume screening, diverse interview panels, and inclusive language in job postings to promote diversity and inclusion.

What are the potential risks of overlooking unconscious bias during selection?

Overlooking unconscious bias can lead to biased hiring decisions, reduced diversity, and potential legal issues related to discriminatory practices.

What are some effective strategies for managing a high volume of applications?

Implementing applicant tracking systems, setting clear application criteria, and involving multiple team members in the screening process can help manage a high volume of applications effectively.

Why Committed Employees Are Harder and Harder to Find. Have You Heard About the Hawkins Map of Consciousness and the Schumann Resonance?

 

'Abandon all preconceptions, mental blocks and HR clichés ye who enter here'.

 

Prepare for the unexpected. This is not going to be your usual management tips article filled with dos and don’s and new and revolutionary ideas to find and train employees. This is going to be different - psychology, science and a bit of thinking outside the box…

 

First, the science…

I’m not going to make this complicated, just simple facts…

 

Have you heard about the Hawkins Map of Consciousness? It was developed by Dr. David R. Hawkins after years of studies. He has reached the conclusion that all people on Earth function at a specific level of vibration. The levels range from 20 - the level of Shame which is very close to death due to the very low level of energy and 1000 - the level of illumination. The personal level can change during someone’s lifetime if they manage to heal their traumas and move on to courage, acceptance, love and so on. Unfortunately about 80% of people on Earth still vibrate below 200 which means they are in the range of negative, energy-consuming  feelings. The good news is that past 10-15 years have shown a growth in overall level which means that people have started to evolve. The lower the personal vibration, the higher the poverty scale, the lower the personal happiness rate, the lower the faith that you can change your own life through your own forces  and the lower the ability to attract what you want in your life.

 

What about Schumann Resonances? I will use the plural because there is a central (let’s call it constant) resonance of about 7.8 Hz and  daily peaks that go up to 50 Hz. I will not give you the science behind this term, but all you need to understand is that the Schumann Resonance is Earth’s natural heartbeat rhythm. What is she talking about you may ask and how does that affect my employees? Well, the human brainwaves range between 0 to 50 Hz similar to the Schumann Resonances. This means we are connected to Earth and peaks in Schumann Resonances force us to evolve and influence our brain activity whether we like it or not. Past years’ measurements have shown that peaks appear more and more frequent, several times during a day, which means that the Earth forces us daily to improve our brain activity. This means that after a while the percentage we use of our brain is constantly increasing. And the more we use our brains, the more we can do and the more abilities we activate in ourselves.

 

Does all this make sense so far?

 

Now, let me tell you a bit about James Redfield and his book series “The Prophecies of Celestine”. I’m not really sure how much he is known in the HR field. In his books J.Redfield identifies 4 types of people stealing your energy: the INTIMIDATOR - the person stealing your energy by shouting at you, by bossing you around, by mobbing you; the INTERROGATOR - the person stealing your energy by asking thousands of questions to use the answers later against you, the person constantly criticizing your every move; the DISTANT - the mysterious type you have to ask several questions and chase around to get one short answer, the person not offering you the information you need, the person you constantly have to chase to get some information from and the VICTIM - the person constantly blaming those around for their lack of success ( I mean the victim's lack of success), the person making you feel guilty for their failure. 

 

Bear with me, it will all make sense…

 

Now, coming back to the Map of Consciousness, feelings like shame, guilt, fear, pride, fury, desire (I mean obsession to get something) that are on the lower level of the map are feelings that drain your energy and feelings that are on the higher levels like courage, acceptance, kindness, reason, love, happiness, peace are feelings that fill you with energy, that give you power.

 

Now, let’s be honest here and let’s admit in how many companies and workplaces employees feel loved, accepted, supported. I mean for real, not stupid and flashy mottos and values that a lot of companies print on the brochures and websites. I have personally worked in 6 companies, including local and multinational, big and small. I also know a lot of HR people and I have family and friends. The status: local, small family businesses are more likely to support people and make them feel accepted and loved. Corporations - good joke! Sorry if you don’t agree. You may be one of the lucky ones. And it’s not the fault of HR. HR people struggle to make people feel like they matter. Unfortunately most of the times, the tools they have are not enough, their budget far too low and their ability to make important decisions very low.

 

So, the conclusion here…most employees experience in their work environments feelings of anger, guilt, fear, feelings that drain their energy and turn them into one of the four energy ‘predators’ above. There are clean ways to charge your energy, like spending time in nature, but most are not available in a glass and steel building with artificial ventilation high on the 30^th floor in a busy, noisy and dusty city. And involuntarily people need their energy. So what do they do? They steal it from others. Does it make sense now? A low - energy environment makes employees turn against each other, draining their energy even more, making them leave at that point where they can no longer bear it.

 

So, back to the title of our article… Why are committed employees so much harder to find lately?

Because people have evolved (voluntarily or not, but they have evolved) and most companies not so much. People no longer accept guilt, shame, fear. They no longer understand the point of struggling in a 9 to 5 job (that let’s be honest turns into 9 to 9 a lot of the times) when they can be freelancers, entrepreneurs, digital nomads. Their evolution towards higher level work environments is a fact and can’t be stopped.

 

The solution is for companies to start to show real care and concern towards employees’ needs. Yes, like small family businesses do. The future is that of small companies where employees feel valued for real. Money is no longer the main motivator. You will find committed employees if they start to feel acceptance, joy, peace and so on in the workplace. Does that come with a price? Maybe. You will need to give them more free time to spend with their loved ones, you will need to stop calling them on vacation, you will need to start redesigning your offices, including more plants, more natural spots, you will need to allow them to rest, will have to come up with different types of benefits, different type of motivators (forced team-buildings where their families are not allowed may no longer be the solution for team unity). You will have to come up with new ideas to redesign your companies on different values. And competition is NOT one of them.

 

Well, now everything adds up…

And last but not least, who am I to tell you that you need different strategies? Well, I used to be HR Manager and I have experienced the low-level energy that competition, anger, guilt and fear drive both as manager and as employee. And that have made me search for a new way. I am now author of the book and workbooks in the series  “In Search of My Soul: From HR Manager to Off-Grid Farmer”, plus a detailed course for employees to understand the low-level energy environment and find ways to raise their vibration, course that can be found part 1 here and part 2 here.

Thank you for your time,

Geo

 

 

Job interview & Getting Hired Guide

Link to course: 

https://www.udemy.com/course/job-interview-and-getting-hired-guide/?referralCode=BBFAE2BCFD2B2A611986