Right now, even the greatest minds in HR can’t predict with full accuracy what team members will need from employers in a matter of months. Welcome to the COVID reality. But what we do know, however, is employee voices should be the compass for building an effective people operations plan – both in the short term and for the long haul. 

Ah, the employee handbook. Some employees pour over them and know each word by heart. Others are like, “We have a handbook? No way!” and then go back to their emails, never to take a single look.

For most conversations around HR, I inevitably compare the topic-at-hand to parenting (of which I have no experience) or dating (of which I have some good and some not-so-good experiences to pull from). Well, this article is no exception… you’ve been warned!

Growing up, my entire family went to Dr. Kelly. From 1979 until around 2014, he was the one family doctor we knew and trusted. I had no clue most kids went to a pediatrician. But, like with so many other things in life, I’ve come to realize my family did things differently. (Other kids were allowed to have soda in the house?!) This whole-family medical care was possible because Dr. Kelly was a doctor of osteopathic medicine (D.O.).

1. What is people operations? 2. How is people operations any different from human resources?

I, Katherine Daniel, am a concert fanatic. Seriously, if I could attend a show every single weekend, I would. Now that I think about it, there were some months (pre-COVID) when this was the case. Ah, the good ole days.