She Doesn't Even Go Here

In this engaging episode of "HR Confessions," hosts Rebecca Taylor and Kim Rohrer welcome Rhona Barnett-Pearse, founder of Workfluencer Media, to unravel a fascinating HR mystery. Discover how a consultant, Melissa, seamlessly integrated into a company without formal onboarding, sparking a discussion on the intricacies of HR operations and the importance of vigilance. Key takeaways include: the necessity of cross-departmental collaboration the value of maintaining robust security protocols the art of balancing authority with empathy in HR roles. As always, this episode offers a blend of humor, real-world HR challenges, and actionable insights to enhance your HR strategies. Don't miss out on this thought-provoking conversation that promises to entertain and educate! Email [email protected] with your story! Link to the AI audition Kim references: https://sergiocilli.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

When Shayla returns from six months of parental leave, she's ready to re-engage with the job she loved. Instead, she faces complete silence, discriminatory treatment, and a systematic dismantling of her role. In this episode, Rebecca and Kim are joined by Jessica D. Winder, Chief People Officer and founder of Hidden Gem Career Coaching, to dissect one of HR's most infuriating failures: the botched return from parental leave. From ghost-town calendars to selective return-to-office mandates, from glass cliff assignments to single-person "layoffs," this story reveals how companies weaponize policy to push out new parents. Jessica, who's successfully returned from leave with two sets of twins, shares what good re-entry looks like and why this situation is textbook discrimination. The conversation gets real about why people stay in bad situations, how HR fails to intervene, and what managers and organizations must do differently to support returning employees. If you've ever wondered why parental leave return rates are abysmal, this episode answers that question with brutal clarity. Key Takeaways for People Leaders:  Treat returners like new hires—full re-onboarding required  Front-load support, back-load expectations Single-person layoffs are almost never legitimate  Policy changes that affect only recent returners signal discrimination  Check in at 30/60/90 days minimum If you're an HR professional, people manager, or someone planning for leave, this episode gives you the framework to do better—and the language to call out what's wrong. Resources: Submit your HR confession: [email protected] Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when revenge porn meets the workplace? In this episode, Rebecca and Kim are joined by Stacey Nordwall (host of Toot or Boot and VP of People Strategy at PIN) to discuss a case that blurs every line between personal and professional. An HR executive's Saturday morning email check reveals an anonymous complaint against a senior leader, complete with explicit photos and blackmail accusations. With the company in the middle of an acquisition, leadership must decide whether to support an employee who's the victim of a crime or protect the deal at all costs. This story raises critical questions about risk management, at-will employment, work-life boundaries, and what companies owe employees when their personal lives become workplace liabilities through no fault of their own. Show Notes: The anatomy of workplace extortion When personal matters become HR issues Risk assessment during high-stakes business moments At-will employment vs. wrongful termination Supporting employees who are crime victims Setting boundaries between work and weekend Core HR Themes: Personal vs. Professional Boundaries: Where does an employee's private life become the employer's concern? Risk Assessment Under Pressure: Making high-stakes decisions during critical business moments At-Will Employment Gray Areas: Legal vs. ethical termination decisions Victim Treatment: How organizations respond when employees are targets of illegal activity Crisis Management: Balancing company protection with employee support Lessons for People Leaders: Consult legal counsel before making termination decisions based on personal matters. This situation warranted immediate legal review, especially during an acquisition. Consider alternatives to termination. Administrative leave would have given everyone time to assess the situation properly and allowed the employee to handle the criminal matter. Don't negotiate with extortionists. Firing Bart gave the blackmailer exactly what she wanted and set a dangerous precedent. Support employees who are crime victims. Bart was experiencing revenge porn and extortion. The company could have provided EAP resources and temporary leave instead of termination. Question your assumptions about risk. Leadership assumed investors would react negatively, but many business leaders have faced personal scandals. A story of supporting an employee through criminal victimization could have been more compelling than appearing reactionary. Protect work-life boundaries for yourself. Linda's Saturday email check turned into a weekend crisis. Some fires can wait until Monday. Learn more about your ad choices. Visit megaphone.fm/adchoices

When three teenage employees at a pizza restaurant decide to investigate a rumored hole in the ceiling above the women's restroom, what starts as reckless curiosity ends with one of them crashing through the ceiling onto their assistant manager. Hosts Rebecca Taylor and Kim Rohrer are joined by Claire Schmidt, founder of All Voices, to dissect this early 2000s workplace disaster. This episode explores inadequate management training, workplace safety violations, and the complete absence of proper employee relations protocols at small businesses. Learn why documenting incidents matters, how to support employees who experience workplace trauma, and why firing people in the heat of the moment often backfires. Perfect for HR professionals, people leaders, and anyone managing employees in environments where formal HR doesn't exist. The dangers of lax management oversight and blurred boundaries Why workplace safety violations create cascading liability How to properly investigate and document workplace incidents Supporting employees who experience traumatic workplace events Differentiating levels of culpability when multiple employees are involved Small business HR challenges and practical solutions The role of social media in modern workplace accountability Guest: Claire Schmidt, Founder at All Voices Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Rebecca, Kim, and special guest Mita Mallick (author of "The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses") for a wild ride through workplace dysfunction that'll make you question everything you know about good employees and bad managers. When an office manager's dedication to recycling leads to a written warning for "theft of company time," you know you're in for a story that's equal parts infuriating and unbelievable. But wait until you hear the twist that involves missing checks, embezzlement, and the most satisfying ending we've ever shared. Perfect for HR leaders who need real-world examples of how to spot talent hoarding, recognize invisible labor, and turn crushing employee spirits into career growth opportunities. The Setup: Mid-size company with "we're family" culture, dedicated employee sorting trash for $1,500 monthly recycling rebate The Problem: Manager issues final written warning for "theft of company time" without understanding the employee's contribution Key Leadership Lessons: Don't crush employee initiative without investigation Channel above-and-beyond energy into strategic work Invisible labor often affects specific demographics disproportionately Good managers ask questions before making assumptions The Plot Twist: Manager had been pocketing the rebate checks for years, thinking they were personal bonuses The Resolution: Senior leader demonstrates proper recognition, offers promotion and additional compensation Practical Takeaways for HR Leaders: Create systems to recognize unseen contributions Have regular conversations about employee initiatives Channel self-directed energy strategically Distinguish between going above-and-beyond vs. working on the wrong things Build processes to catch financial irregularities Guest Expert: Mita Mallick, author of "The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses" Red Flags Discussed: Talent hoarding by insecure managers Pet-to-threat phenomenon Control issues in leadership Final warnings without progressive discipline Management Archetypes: Janine: The controlling, potentially fraudulent manager Ken: The supportive, investigative leader who rewards results Bottom Line: Be a Ken, not a Janine. Look for your Rileys and channel their energy strategically while ensuring financial oversight prevents embezzlement. More about Mita's book: The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses is a must read guide on how not to become that bad boss for anyone on their journey to be a better leader. Mita reminds us that a good leader can be the difference maker: ensuring we are recognized and valued for our contributions in our organizations. So remember that the devil emails at midnight. Let's make sure that devil doesn't become you. Order your copy here: https://www.amazon.com/dp/1394316488 Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Rebecca Taylor and Kim Rohrer with special guest co-host Hebba Youssef (Chief People Officer at WorkWeek) as they return to Vegas for another wild leadership retreat story. When a charismatic regional director goes missing on day two of a company offsite, his concerned colleagues stage an impromptu search mission that leads to a shocking discovery. What starts as a wellness check quickly becomes a lesson in crisis management, workplace liability, and the cultural gaps that exist when HR isn't in the room. This episode tackles serious questions about employee safety, incident documentation, and how leadership teams handle (or mishandle) unexpected situations. Show Notes  Episode Highlights: The anatomy of a leadership retreat gone wrong Why "adults being adults" isn't a risk management strategy The real cost of not having HR at company offsites How to handle employee incidents during business travel HR Takeaways: Always send an HR representative to leadership retreats Create clear incident response protocols for off-site events Document everything - even embarrassing situations need paper trails Establish boundaries between company liability and personal choices Consider location impact on employee behavior and safety Discussion Points: Would this situation be handled differently if the employee was female? The importance of emotional intelligence in leadership teams When does personal conduct become a company concern? Building psychologically safe reporting cultures Featured Voices: Rebecca Taylor - Host, HR leader and storyteller Kim Rohrer - Co-host, HR expert Hebba Youssef - Guest, Chief People Officer at Workweek & creator of "I Hate It Here" newsletter Submit Your Stories: [email protected] Learn more about your ad choices. Visit megaphone.fm/adchoices

When sales incentives go wrong, they can go REALLY wrong. Join HR veterans Rebecca Taylor and Kim Rower as they share a jaw-dropping confession from an IT manager who stumbled upon a secret sales team ritual that would make any compliance officer's head spin. This episode explores the dark side of SPIFFs, workplace favoritism, and what happens when leadership turns a blind eye to frat-house behavior in the office. Plus, get practical advice on designing fair incentive programs and knowing when to speak up about workplace misconduct. Show Notes: The Setup: IT manager "Owen" discovers sales managers running a secret operation in unused office space SPIFF Basics: Sales Performance Incentive Fund - understanding what they are and how they should work Red Flags in This Story:  Managers playing favorites with direct reports Creating unofficial "bonus" opportunities outside official channels Power dynamics and potential coercion Complete lack of accountability Best Practices for Sales Incentive Design:  Align incentives with company values Ensure equitable opportunity for all participants Focus on behaviors you want to encourage Consider collaborative elements alongside individual goals When to Escalate: Advice for non-HR employees who witness misconduct Culture Check: Signs your workplace culture might be toxic Key Takeaway: If leadership doesn't care about culture, HR can only do so much Learn more about your ad choices. Visit megaphone.fm/adchoices

In another jaw-dropping episode of HR Confessions, Rebecca and Kim tackle a Vegas offsite gone wildly wrong. When a general manager decides to "enhance" a sales training with an unexpected performance artist, HR is left to navigate the fallout. Join us for a masterclass in what NOT to do at company retreats, plus actionable advice on vendor vetting, protecting your team, and standing your ground when leadership crosses the line. Warning: This episode contains discussions of inappropriate workplace conduct. Show Notes The Setup: Mid-size company celebrates crushing their year with a week-long Vegas retreat Day 3 Drama: External "sales training facilitator" arrives with suspicious props The Incident: Professional presentation turns into inappropriate performance art Key Players: Dana (HR hero), Rick (the GM who orchestrated it), and traumatized managers The Fallout:  Multiple managers walk out No apologies or acknowledgment Company culture permanently damaged Lessons Learned:  Always vet external vendors through HR Document everything immediately Create clear event/vendor policies Partner with other executives for support Check in with affected employees (carefully) Never Again Rules:  Don't plan retreats in Vegas Run all content by someone different from you Have vendor vetting policies in place Consider the "Rick Rule" - make first violations count as three strikes Learn more about your ad choices. Visit megaphone.fm/adchoices

When an employee's volunteer presentation takes an unexpected turn, HR must navigate the aftermath of an all-hands meeting no one will forget. Join Rebecca Taylor and Kim Rohrer as they break down a masterclass in empathetic crisis management, discuss the realities of accidental oversharing in the age of Zoom, and explore how to balance "no harm done" with "never again." Plus, learn why controlling your all-hands content becomes crucial as your company grows. Key Takeaways: Empathy First: When employees face mortifying situations, check on their wellbeing before addressing policy Rapid Response: Have someone monitor public channels during all-hands to quickly address inappropriate reactions Clear Boundaries: Separate personal device use from company presentations Growth Indicators: Embarrassing incidents often signal when informal processes need formalization Professional Maturity: Employees need to act like adults about accidental personal revelations Documentation: Write down cultural milestones and inflection points as your company grows Practical Actions: Review your all-hands meeting structure and content control Create templates for volunteer/personal presentations Establish clear autoplay settings guidelines Develop crisis communication protocols for unexpected incidents Consider centralized content management for company meetings Learn more about your ad choices. Visit megaphone.fm/adchoices

In this jaw-dropping episode of HR Confessions, Rebecca and Kim unpack a story that will make every HR professional immediately change their passwords. When a meticulous HR manager discovers someone has been redirecting her paycheck, she uncovers a web of identity theft, pharmaceutical side hustles, and company devices being used for... let's say "extracurricular activities." Join us for a wild ride through one employee's audacious attempt to literally become their HR manager, plus actionable advice on protecting your organization from internal threats. Warning: You'll never look at password resets the same way again. Key Takeaways: Understaffed HR departments create significant security vulnerabilities Password security training and two-factor authentication are essential Background checks only reveal documented incidents Document everything when dealing with employee misconduct Know when to stop trying to convince someone and just take action Company devices are heavily monitored – the opposite of burner phones HR professionals need time for strategic work, not just paperwork Action Items for HR Leaders: Enable two-factor authentication on all HR platforms Implement regular password security training Ensure adequate HR staffing to maintain organizational oversight Create crisis response procedures for security breaches Never let anyone watch you type passwords Consider reference checks beyond background checks Learn more about your ad choices. Visit megaphone.fm/adchoices