Ask HR! with Youseline Poteau-Young

In this episode of #AskHR, I’m sharing powerful insights from my recent EMC Leaders Training (EMCLeaders.com), where the focus wasn’t just on managing conflict, it was also on caring for the people behind it. Leadership isn’t about stepping in only when issues arise, it’s about creating environments where people feel seen, heard, and supported every day.Many leaders spend hours each week navigating workplace tension, often focusing on policies, performance, or quick fixes. What’s often missing is the human side—emotional connection, engagement, and psychological safety.So what could your leadership look like if conflict no longer consumed your time, and instead became a catalyst for trust, collaboration, and growth?Tune in as I break down my key takeaways from the training.If this resonated, share this episode with your network. Have an HR-related questions to [email protected] the Conversation:The full episode is available on Spotify. When you listen, you’re joining our #AskHR (https://www.instagram.com/explore/tags/askhr/)  community.Send your HR-related questions to [email protected] (mailto:[email protected]).Stay Informed: Subscribe to the ⁠Beyond HRNewsletter⁠.Learn More about YPPMC | YP Personnel Management &Consulting at ⁠yppmc.com⁠.#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture#BlendedSolutions #BeyondHR #SharedInsights 

The way we speak as a leader shapes everything- trust,culture, and performance. In this week’s episode, we break down how to replacenegative or reactive communication with language that builds connection and credibility.Since last week’s episode, which toxic phrase(s) did youreplace? This matters because small changes in wording cancreate big shifts in engagement and accountability. If you want better outcomes from your team, start with how you communicate. Here are 7-Phrases to Build Trust Fast! I hear you. → Build acknowledgment, not dismissal I appreciate your work. → Reinforce effort and consistency Here’s what success looks like. → Create clarity and confidence Your well-being matters. → Lead people, not just productivity Let’s talk about what’s working—and what’s not. → Make feedback feel safe and actionable Here’s what we’re going to do next. → Turn input into action I’ll get back to you (and actually do it). → Build trust through follow-through At the end of the day, it’s about being intentional withyour words and your actions, because your words shape the culture of your business. If this resonated, share this episode with your network. Have an HR-related questions to [email protected] the Conversation: The full episode is available on Spotify. Whenyou listen, you’re joining our #AskHR community.Send your HR-related questions to [email protected] Informed: Subscribe to the ⁠Beyond HRNewsletter⁠. Learn More about YPPMC | YP Personnel Management &Consulting at ⁠yppmc.com⁠.#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture#BlendedSolutions #BeyondHR #SharedInsights 

This week, we’re answering a tough and common question: My leader says things that shut people down all the time. Doesn't she realize this hurts morale? How do we deal with language that's demoralizing and just plain mean?Whether you are a leader trying to keep your best talent or an employee navigating a difficult office, this episode gives you a to shift the energy in the room.If you're that leader, please stop using these (and Say This Instead):"Because I said so" * Try: "The context behind this decision is...""That’s not my job" * Try: "To make sure this gets the right attention, let’s look at who is best positioned to lead it.""We’ve always done it this way" * Try: "That’s been our process, but I’m open to hearing how we can evolve it."You don't need a massive budget to fix your culture; you just need to change your script. When we replace negative language with words that build trust, we move from a toxic environment to a thriving one.If this episode resonated with you, try replacing just one toxic phrase this week and notice how your team responds.Join the Conversation:Listen Now: The full episode is available on Spotify. When you listen, you’re joining our #AskHR community.Send your HR-related questions to [email protected] Informed: Subscribe to the Beyond HR Newsletter.Learn More about YP Personnel Management & Consulting (YPPMC) at yppmc.com.#YouselinePoteau #YPPMC #GoodHR #PeopleAndCulture #BlendedSolutions #BeyondHR #SharedInsights

Being trigger happy with write-ups is not leadership. Documentation matters, but it’s not a substitute for coaching.Jumping straight to corrective action without having the hard conversations first can create:ResentmentConfusionDisengagementA coaching conversation today can prevent a formal disciplinary action tomorrow.Key Takeaway:Coach First. Write Up Later. Lead Like A HUMAN!, and with impact. Learn how to balance accountability with development and transform the way your team experiences leadership.When you listen to the show, you’re not just subscribing- you’re joining our #AskHR community.Not yet a subscriber, join the conversation. Send your HR questions to [email protected] to my Beyond HR newsletter: ⁠⁠https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/Learn more about YP Personnel Management & Consulting at yppmc.com#YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #BlendedSolutions #BeyondHR #SharedInsights

Let’s stop casually asking this during interviews:Is there anything in your background we should know about?This role requires a clean background — would that be an issue?”Those questions can violate state and city Fair Chance (Ban the Box) laws.And yes — it happens more than you think.If you’re being asked about your background before a conditional offer (depending on your state), that’s not a “casual” question.It’s a compliance risk.And it’s a potential red flag.People deserve to be evaluated on their skills and qualifications first — not automatically screened out before they even get a fair shot.In this week’s episode of Ask HR, I’m breaking down:What Ban the Box is — and is notWhen background questions are legally allowedHow candidates should respond if asked too earlyWhat recruiters and hiring managers must understand to stay compliantTune in, share with a recruiter or hiring manager, and let’s raise the standard in hiring.While I work closely in compliance, I don’t claim to know every legal nuance here. Legal experts, your perspective is welcome.Related ResourcesEEOC — Fair Chance Hiring & Arrest/Conviction Guidancehttps://www.eeoc.gov/arrestandconvictionThe Equal Employment Opportunity Commission (EEOC) provides detailed guidance on how employers should consider arrest and conviction records under federal anti-discrimination laws. This includes individualized assessments, job-relatedness, business necessity, and compliance best practices.U.S. Department of Labor (DOL) — Fair Chance Act Resourceshttps://www.dol.gov/agencies/eta/reentry/resourcesThe Department of Labor provides implementation guidance on the federal Fair Chance Act, along with reentry employment resources and policy information.Fair Chance to Compete for Jobs Act — Full Legislative Texthttps://www.congress.gov/bill/116th-congress/house-bill/1076/textThe official text of the federal Fair Chance to Compete for Jobs Act, enacted as part of the National Defense Authorization Act (NDAA).What This Means in PracticeThe federal law applies to:Federal executive agenciesThe legislative branchFederal contractorsEmployers covered under the law:Cannot ask about arrests or convictions on job applications or early in the hiring processMay only conduct criminal background checks after a conditional offerMust follow limited exceptions (e.g., law enforcement, national security, access to classified information)The Office of Personnel Management (OPM) oversees compliance and handles violations.Another important note: This federal law does not replace state or local Ban the Box laws. It works alongside them. Because requirements vary by jurisdiction, timing rules and procedures may differ depending on where the role is located.Why These Resources MatterCompliance protects the business. Fairness protects people.Know the law. Raise the standard. Build better workplaces.Listen now on Spotify and if you’re not yet a subscriber, join our #AskHR community. Send your HR questions to [email protected] to my Beyond HR newsletter: ⁠https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/⁠Learn more about YP Personnel Management & Consulting at yppmc.com#YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #BlendedSolutions #BeyondHR #SharedInsights

Ask HR is back—and we’re starting 2026 with a reminder we all need.Job searching isn’t about chasing every opportunity. It’s about alignment.In this episode, you’ll learn:Why relationship-building is still one of the most powerful career strategiesHow intentional connections create long-term momentum—not just job offersWhat hiring should look like today and what leaders are really prioritizingWhy credentials may open doors, but character keeps them openThis conversation is for anyone tired of applying everywhere, questioning their worth, or wondering if they’ve missed their moment. Spoiler: you haven’t.Key takeaway: Your career isn’t built by collecting titles, it’s built through alignment, presence, and relationships over time.Subscribe, share, and send your HR-related questions to [email protected] to my Beyond HR newsletter: https://www.linkedin.com/newsletters/beyond-hr-newsletter-7345215802112974850/Learn more about YP Personnel Management & Consulting at yppmc.com

More voices. Bolder perspectives. Real HR conversations.I’m inviting you to join Season Two—with yours truly, MOI!I’m back with Ask HR with Youseline Poteau-Young.This season, we’re going deeper- answering your questions and speaking directly with leaders across industries who are doing the work—often with little or no support—while building fair, people-centered practices. Tune in Subscribe ShareAnd join the conversation about people, culture, shared insights, and diverse perspectives- because the healthiest workplaces aren’t built on quiet assumptions — they’re built straight conversations.

This week’s episode takes you back to one of my favorite sessions — where I covered the “quiet trends” reshaping today’s workplaces. From quiet quitting and quiet firing to quiet hiring, quiet promoting, and quiet leading — these patterns aren’t so quiet anymore.During my roundtable at the Workforce Health USA Conference, we explored:·       What these quiet trends really mean and how they show up in daily work life.·       Why they signal deeper cultural, communication, and leadership challenges within organizations.·       How both leaders and employees can address them head-on through open dialogue, empathy, and accountability.You’ll also hear insights from my fellow panelists on thesame topic at the Future Work USA Conference, where we discussed how these trends reflect a changing workforce — and what you can do to prevent silence from taking over your team’s engagement, morale, and productivity.Because the healthiest workplaces aren’t built on quiet assumptions — they’re built on honest and straight conversations.Have a question for the show, email us at [email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment#Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkforceHealth #EmployeeEngagement #QuietQuitting #WorkplaceWellbeing #HRLeadership#CultureShift #SpeakUpCulture #InclusiveLeadership #WorkplaceTrends #PsychologicalSafety #FutureOfWork #Quieteading #QuietPromoting #QuietFiring Episode Collaborators, Resources, and Sponsor- Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.- We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store.- Inside the 'Quiet Quitting' Trend—What's Really Turning Workers Off: https://www.newsweek.com/work-quiet-quitting-trend-psychology-cause-control-2119278- Unpacking Quiet Quitting – SHRM Career Compass Podcast featuring India Forster- Quiet Leading, Quiet Firing, Workforce Disengagement – Read more on SHRM.org- Investing in Organizational Health – Rafael-Cristian Rios, Workforce Health Solutions Conference speakers' page from the conference: https://events.reutersevents.com/healthcare/workforce-health-usa/speakers FOLLOW US ON SOCIAL!·       YouTube: https://www.youtube.com/@yp-pmc·       LinkedIn: https://www.linkedin.com/company/yppmc·       Instagram: https://www.instagram.com/yppmc_·       TikTok: https://www.tiktok.com/@yppmc_·       Facebook: https://www.facebook.com/yppmc·       Twitter/X: https://x.com/yppmc  Learn More About YPPMC and BOOK your FREE consultationtoday:·       https://calendly.com/yppmc⁠·       Website: ⁠https://yppmc.com 

In this episode of Ask HR!, we revisit key insights from Youseline’s panel discussion at the Hacking HRSpeaker Series on what it truly takes to build and sustain high-performing teams.From setting clear expectations to fostering inclusion, the conversation highlights how a blend of tactical and strategic initiatives reinforces alignment, adaptability, and long-term engagement.You’ll also hear the three essential HR actions that separate good teams from great ones:Cultivate a supportive culturePromote continuous learningUse data-driven decisionsAnd for business owners or HR departments of one, discover how the Buy, Borrow, Build Framework can help you maximize resources without going it alone.Episode Collaborators, Resources, and SponsorAsk HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.We’re also excited to collaborate with INSPO. Learn more at ⁠www.inspo.expert⁠ or download the INSPO Experts App today in the App Store.Hacking HR Speaker Series | April 29, 2024! https://hackinghrlab.ioHave a question for the show, email us at ⁠[email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #INSO #LeadershipDevelopment #Coaching #AskHRPodcast #HighPerformanceTeams #BuildGreatTeams #FutureOfWork #CollaborationCulture #LeadershipDevelopment #WorkplaceCulture #InclusionAtWork #ContinuousLearning #DataDrivenHRFOLLOW US ON SOCIAL!YouTube: ⁠https://www.youtube.com/@yp-pmc⁠LinkedIn: ⁠https://www.linkedin.com/company/yppmc⁠Instagram: ⁠https://www.instagram.com/yppmc_⁠TikTok: ⁠https://www.tiktok.com/@yppmc_⁠Facebook: ⁠https://www.facebook.com/yppmc⁠Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultationtoday:https://calendly.com/yppmc⁠Website: ⁠https://yppmc.com

Toxic behavior in the workplace isn’t always easy to define. Is it simple rudeness, or something deeper, like racism or bias? As leaders, we’re often the first line of defense. That’s why the PRO approach and our H.U.M.A.N. Framework matter. Together, they provide a practical roadmap for hearing concerns, understanding context, mobilizing interventions, modeling respect, and normalizing accountability.- point of view, reactions, outcome (PRO)- hear, understand, mobilize, act-action, and to normalize (H.U.M.A.N)This episode/blog shares how leaders can step back, assess situations clearly, and respond with fairness, protecting both mental health and workplace culture. Because strong leaders don’t just react- they set the standard.Have a question for the show, email us at [email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkplaceWellness Episode Collaborators, Resources, and Sponsor· Ask HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - delivering strategic, tactical, and practical HR solutions.· We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store. FOLLOW US ON SOCIAL!· YouTube: https://www.youtube.com/@yp-pmc· LinkedIn: https://www.linkedin.com/company/yppmc· Instagram: https://www.instagram.com/yppmc_· TikTok: https://www.tiktok.com/@yppmc_· Facebook: https://www.facebook.com/yppmc· Twitter/X: https://x.com/yppmc  Learn More About YPPMC and BOOK your FREE consultation today:· https://calendly.com/yppmc⁠· Website: ⁠https://yppmc.com

In this episode of #AskHR, we break down how to assessbehavior, reactions, and outcomes, so you can protect yourself and decide if your workplace is truly worth your energy.Here’s what we cover: The takeaway is that toxic behavior should never benormalized. Step back, focus on your direct experiences, and remember you deserve to work in a place that values respect and equity. Listen now on Spotify or your favorite podcast platform.Have a question for the show, email us at ⁠[email protected]⁠. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #ToxicWorkplace #BiasAtWork #RespectAtWork #HRInsights #WorkplaceWellnessEpisode Collaborators, Resources, and SponsorAsk HR! is proudly sponsored by YP Personnel Management & Consulting (YPPMC) - deliveringstrategic, tactical, and practical HR solutions.We’re also excited to collaborate with INSPO. Learn more at www.inspo.expert or download the INSPO Experts App today in the App Store. FOLLOW US ON SOCIAL!YouTube: https://www.youtube.com/@yp-pmcLinkedIn: https://www.linkedin.com/company/yppmcInstagram: https://www.instagram.com/yppmc_TikTok: https://www.tiktok.com/@yppmc_Facebook: https://www.facebook.com/yppmcTwitter/X: https://x.com/yppmc  Learn More About YPPMC and BOOK your FREE consultation today:https://calendly.com/yppmc⁠Website: ⁠https://yppmc.com

Did you know the way we phrase our questions can significantly influence the outcome of our conversations? This week, we're diving into a powerful coaching skill I've recently learned: asking questions for impact, also known as the framing effect.In this episode, we'll explore why shifting from a "telling" to a"coaching" mindset is a crucial skill for leaders. We'll learn how asking more questions empowers your team to think critically, uncover solutions, and take ownership, making them feel more valued and engaged in their work.I'll walk you through three simple yet powerful techniques to reframe your questions:1.     Reverse the Focus: Uncover blind spots and what might be missing by flipping your question from what you are doing to what you are not.2.     Introduce a Constraint: Spark innovation and cut through the noise by adding a seemingly outrageous limit that forces your team to prioritize high-impact actions.3.     Connect Emotionally to Your Future Self: Tap into wisdom and gain perspective by asking your team to imagine what advice their more experienced self would givethem.By the end of this episode, you’ll have a new perspective on how to lead with questions, not answers, and you'll be equipped with practical tools to transform your conversations and build a more resourceful and confident team.Thank you for tuning in. Have a question for the show, email us at [email protected]. Don’t forget to subscribe, share, engage with us, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #LeadershipDevelopment #Coaching #TeamBuilding #ProfessionalGrowth #TheFramingEffect #HRLeadership #INSPO FOLLOW US ON SOCIAL!- YouTube: https://www.youtube.com/@yp-pmc- LinkedIn: https://www.linkedin.com/company/yppmc- Instagram: https://www.instagram.com/yppmc_- TikTok: https://www.tiktok.com/@yppmc_- Facebook: https://www.facebook.com/yppmc- Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:- https://calendly.com/yppmc⁠- Website: ⁠https://yppmc.comA special shout-out to our episode collaborator, INSPO. I'm so excited to partner with them on this episode. To learn more, visit www.inspo.expert⁠ or download the INSPO Experts app on the app store today.

What If a Person Is Not Right for the Team? Part 3: From Poor Fit to Culture Add, The Future of Thriving Teams! In the final episode of our three-part series, we shift the conversation from what’s wrong to what’s possible. After learning to spot the signs of poor team fit (Part 1) and exploring the ripple effects of ignoring them (Part 2), we now focus on building teams that thrive. In this episode we explore the three pillars of Future-Ready Teams: 1- inclusive collaboration, 2- shared accountability,3- growth through differenceThe intentional inclusion of people who uniquely strengthen a team.Find the complete series here:- Part 1 → What If a Person Is Not Right for the Team? The High Cost of Poor Team Fit: Spot the Early Signs!- Part 2 → What If a Person Is Not Right for the Team? The Ripple Effect of Poor Team Fit and What You Can Do About It- Part 3 → What If a Person Is Not Right for the Team? Part 3: From Poor Fit to Culture Add, The Future of Thriving Teams!Listen to the full 3-part series now on Spotify, YouTube, or your favorite podcast platform.And before you sign off, don’t forget to subscribe, follow, share, and engage with us. #AskHR, #YouselinePoteau, #YPPMC, #HRGladiators #TeamFit, #WhatIf, #HR, #GoodHR, #Leadership, #PsychologicalSafety, #SharedAccountability, #TeamDynamics #PeopleLeaders, #LeadershipDevelopment, #StrategicHR #WorkplaceCulture, #PeopleandCulture, #BuildingBetterTeams, #HighPerformingTeams #CulturalAdd #FutureReadyTeams#TeamBuilding #CultureShiftFOLLOW US ON SOCIAL!- YouTube: https://www.youtube.com/@yp-pmc- LinkedIn: https://www.linkedin.com/company/yppmc- Instagram: https://www.instagram.com/yppmc_- TikTok: https://www.tiktok.com/@yppmc_- Facebook: https://www.facebook.com/yppmc- Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:- https://calendly.com/yppmc⁠- Website: ⁠https://yppmc.com

In this second part of our three-part series, we ask: whathappens when the early warning signs of a poor team fit are ignored? The impact goes far beyond simple awkward moments; it creates a ripple effect that damages productivity, fuels disengagement, and wears down psychological safety.In this episode, you'll learn:· Three critical ripple effects and how to get ahead.· How to move from simply hoping someone "fits in" to actively building a team that is dynamic, resilient, and future-ready.· That, it's about shared accountability among all of us: leaders, HR, and employees.Tune in now to learn how to recognize the red flags beforethey disrupt your team’s rhythm.Next week, Part Three of the series will come to an endwhere our focus will be on how we move forward, shifting from the concept of cultural fit toward a team that values diversity of thought, collaboration, and shared accountability.Have a question for the show? Email us at [email protected] don’t forget to subscribe, share, and leave us a review! #AskHR #YouselinePoteau #YPPMC #HRGladiators #TeamFit #WhatIf #HR #GoodHR #Leadership #PsychologicalSafety #SharedAccountability #TeamDynamics #PeopleLeaders #StrategicHR#LeadershipDevelopment #WorkplaceCulture #PeopleandCulture #BuildingBetterTeams #HighPerformingTeamsFOLLOW US ON SOCIAL!· YouTube: https://www.youtube.com/@yp-pmc· LinkedIn: https://www.linkedin.com/company/yppmc· Instagram: https://www.instagram.com/yppmc_· TikTok: https://www.tiktok.com/@yppmc_· Facebook: https://www.facebook.com/yppmc· Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREEconsultation today:· https://calendly.com/yppmc⁠· Website: ⁠https://yppmc.com

What If a Person Isn’t the Right Fit for the Team? Credentials may get you in the door, but competence and collaboration keep you on the team.In this episode of Ask HR, our question is: What if a person just isn’t the right fit for the team, even when their resume shines?This is Part 1 of a 3-part series exploring how misalignment impacts team success and why accountability in these situations isn’t a one-way street. It’s a shared responsibility for the health and performance of the entire team.We’re unpacking three early warning signs to watch for:· Persistent interpersonal conflict or lack of collaboration· Resistance to feedback, stalling growth and agility· Ongoing underperformance despite support, clear expectations, and trainingYou’ll learn how to spot these signals early, often within the first 90 to 180 days and how proactive leaders can build a simple “team fit warning system” to prevent long-term friction.Tune in now to learn how to recognize the red flags before they disrupt your team’s rhythm.Next week: Part 2 explores how ignoring these signs impacts productivity, morale, and innovation.Have a question for the show? Email us at [email protected] don’t forget to subscribe, share, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #WhatIf #PeopleandCulture #WorkplaceCulture #PeopleFirst #StrategicHR #TeamDynamics #BuildingBetterTeams #HighPerformingTeams #OrganizationalHealth#WorkplaceInsights #LeadershipDevelopment #TeamCulture #HRGladiators FOLLOW US ON SOCIAL!· YouTube: https://www.youtube.com/@yp-pmc· LinkedIn: https://www.linkedin.com/company/yppmc· Instagram: https://www.instagram.com/yppmc_· TikTok: https://www.tiktok.com/@yppmc_· Facebook: https://www.facebook.com/yppmc· Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREEconsultation today:· https://calendly.com/yppmc⁠· Website: ⁠https://yppmc.com⁠

In this After-Hours edition of Ask HR, these are our confessions — the disconnect between what employeessay and what leadership actually hears. From culture misalignment and DEI fatigue, to trust gaps and broken promises of promotion, this episode unpacks a few exit statements (including my own).What you’ll hear in this episode:• Why people leave even “good” jobs with potential• What leaders think they’re hearing vs. what’s actually being said• The hidden truths behind workplace flexibility, inclusion, and internal mobility• How broken promises, silence, and leadership gaps push talent away• A simple but powerful framework to shift culture — not just fix turnoverWhy it matters:Most resignations are preventable — but only if someone is really listening. This isn’t just about exit interviews. It’s about missed stay conversations, burnout masked as passion, and values that no longer feel aligned. The workplace whisper turns into a decision to walk out. And sometimes? That decision starts after hours.My challenge to you: rethink the exit statements we shared — and consider a few of your own. • Apply the framework: What can you do to change someone’s mind before they walk away?• Share your thoughts in the comments or email us at [email protected] don’t forget to subscribe, share, and leave us a review! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #WorkplaceCulture #PeopleFirst #StrategicHR #HRGladiators #WhatIf #ListenToUnderstand#CultureMisalignment #EmployeeRetention #Trust #Burnout #Belonging #LeadershipDisconnect #WhatTheyHeard #ExitInterviews FOLLOW US ON SOCIAL!· YouTube: https://www.youtube.com/@yp-pmc· LinkedIn: https://www.linkedin.com/company/yppmc· Instagram: https://www.instagram.com/yppmc_· TikTok: https://www.tiktok.com/@yppmc_· Facebook: https://www.facebook.com/yppmc· Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREEconsultation today:· https://calendly.com/yppmc⁠· Website: ⁠https://yppmc.com⁠

Great episode this week! This conversation is your roadmap from day one to a hundred. Whether you're building an HR department from the ground up or stepping into an existingstructure, these first few months can truly define your path forward.We'll break down a 5-step, people-first strategy to help you assess, act, and align your efforts, all while staying human-centered, data-informed, and purpose-driven. This conversation is inspired by real insights from our HR Gladiators, serving as a powerful reminder that while HR can be a complex space, it's also one of deep purpose and immense influence.Remember, influence doesn't come from being popular; it comes from being a reliable, trusted resource and a trueally. Engage early and regularly with everyone at all levels to listen and offer support. Be available, approachable, and consistent, always encouraging collaboration across the entire teamHave HR questions for the show? Send them to: ⁠[email protected]⁠, and don’t forget tosubscribe, like, and share! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #HRLeadership #First100Days #LeadershipDevelopment #CareerGrowth#WorkplaceCulture #PeopleFirst #StrategicHR #HRGladiators FOLLOW US ON SOCIAL!·       YouTube: https://www.youtube.com/@yp-pmc·       LinkedIn: https://www.linkedin.com/company/yppmc·       Instagram: https://www.instagram.com/yppmc_·       TikTok: https://www.tiktok.com/@yppmc_·       Facebook: https://www.facebook.com/yppmc·       Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREEconsultation today:·       https://calendly.com/yppmc⁠·       Website: ⁠https://yppmc.com⁠ 

As people leaders, learning to coach high-energy employees is crucial for meaningful growth conversations. How can managers effectively guide those eager for new projects that don't quite fit their current role or team's immediate needs? Instead of jumping straight to solutions, we encourage leaders to step back and ask: What's truly driving this interest? What are they hoping to learn or contribute? These fundamental questions open the door to meaningful dialogue, signaling your investment in their professional growth, not just their output.In this episode, you'll learn actionable strategies for these vital discussions, including:Why your word choice matters more than you think (hint: it's about 'and,' not 'but'!). How to find the perfect "stretch" opportunities that align employee ambition with team goals.The power of Individual Development Plans (IDPs) to strategically align career goals with business needs.When employees express a desire to grow, it's a compliment to your leadership. It means they trust you enough to share their goals. Our job isn't to say yes to everything; it's to help them grow in ways that strengthen both the individualand the team. This is our chance as people leaders to shape,not silence, employee ambition.Have HR questions for the show? Send them to: [email protected], and don’t forget to subscribe, like, and share! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #Leadership #EmployeeDevelopment #HR #Coaching #AmbitiousEmployees #FutureOfWork #IndividualDevelopmentPlan #GrowthConversations #WorkplaceCulture FOLLOW US ON SOCIAL!YouTube: https://www.youtube.com/@yp-pmcLinkedIn: https://www.linkedin.com/company/yppmcInstagram: https://www.instagram.com/yppmc_TikTok: https://www.tiktok.com/@yppmc_Facebook: https://www.facebook.com/yppmcTwitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:https://calendly.com/yppmc⁠Website: ⁠https://yppmc.com⁠ Episode Resources:Research from SHRM and Deloitte shows that IDPs improve engagement, retention, and alignment withbusiness goals. 1) Deloitte recognizes the importance of linking individual development to performance management. They suggest that performancemanagement should focus on clearly defined purposes, potentially decoupling developmental conversations from assessments and embedding them in the flow ofwork, according to Deloitte research. IDPs can be usedwithin overall performance reviews to identify high-performers, reward achievements, and address development needs. 2) SHRM Ramp Up Professional Growth with Individual DevelopmentPlans

Are you a leader facing the challenge of retaining top talent when a direct salary increase isn't an option? Compensationconversations can be tough, but what if you could offer something equally valuable?This episode focuses on creative compensationalternatives that go far beyond the traditional paycheck. We're talking about building a comprehensive system that attracts, motivates, and retains your most valuable asset: your people! It’s all about taking a holistic approach to total rewards and development, genuinely showing you care.Learn how to build an impactful total rewards system, boost morale, and retain top talent even in tight financial times. Our topics covered:Total Rewards Strategy: Discover how awell-rounded strategy can transform your compensation approach.Non-Monetary Employee Perks: Explorevaluable benefits that go beyond cash.Flexible Work Options: Learn howflexibility can be a powerful retention tool.Growth and Development Investments:Understand the long-term benefits of investing in your team's skills.Skills-Based Pay: And more innovativecompensation ideas!What do you do when a raise isn't feasible? Share and send your HR questions to: [email protected], and don’t forget to subscribe, like, and share! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture#TotalRewards  #CreativeCompensation#HRLeadership #EmployeeRetention #PeopleLeaders #WorkplaceWellbeing FOLLOW US ON SOCIAL!YouTube: https://www.youtube.com/@yp-pmcLinkedIn: https://www.linkedin.com/company/yppmcInstagram: https://www.instagram.com/yppmc_TikTok: https://www.tiktok.com/@yppmc_Facebook: https://www.facebook.com/yppmcTwitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:https://calendly.com/yppmc⁠Website: ⁠https://yppmc.com⁠ Episode Resources: Society of Human Resources Management [shrm],  https://www.shrm.orgPoeplethriver, https://peoplethriver.com/do-benefits-help-retain-employees/#:~:text=Salaries%20still%20undoubtedly%20play%2C%20and,helping%20organizations%20retain%20top%20talent

In this episode, we’re talking all things compensation: fromhow to ask for a raise to mastering the art of self-advocacy in the workplace. Learn how to build a compelling, fact-based case using data, feedback, and strategic timing. We’ll walk you through understanding your total compensation package and exploring alternatives like title promotions or contract work when a raise isn’t immediately possible.Pay discussions can be uncomfortable, but they don’t have tobe. Use this episode as your guide to prepare thoroughly, practice your delivery, and present your request with professionalism and confidence. A respectful, well-prepared approach will put you in a position to win. By grounding your ask in facts, market data, and business value, you’ll empoweryourself to navigate the conversation with clarity and purpose. Got a question for the show? Email us at: [email protected]’t forget to subscribe, follow, and engage with us! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #TotalRewards #CompensationTalk#SalaryNegotiation #NegotiationTips #CareerGrowth #KnowYourWorth #ProfessionalDevelopment FOLLOW US ON SOCIAL!• YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: ⁠https://yppmc.com⁠Episode Resources:• https://www.shrm.org 

Are you empowering your team or just watching over their shoulder?In our previous episode, we explored why employees may meddle in others’ work, ranging from overconfidence and insecurity to poor leadership and cultural differences. This week’s #AskHR episode, we’re drawing a clear line between leading with intention and micromanaging without realizing it. From unclear roles to low-trust cultures, we break down how leadership gaps create confusion, frustration, and workplace interference and how to shift toward true empowerment.  What Leadership Gaps Might Look Like As leaders we might think we're helping. In many ways we are, but we can also be getting in the way without realizing it. We’re also sharing actionable tools to help you lead and manage, not monitor while leaning on your HR leadership team for support. We discussed how to encourage collaboration without taking over, and how to remind employees that good intentions need good timing and sometimes, permission, in an empowering way.Our Key Takeaways As shared in our last episode, encourage ownership by letting go. Mel Robbins calls it the Let Them Theory: let people lead in their own way, even if it’s not your way. And as Jay Shetty reminds us: It’s not just about setting boundaries, it’s about respecting them.Listen now on Spotify or your favorite platform. Share this episode with anyone who needs to hear it! Got questions? Send them to [email protected]. Don’t forget to subscribe, follow, and engage with us! #AskHR #YouselinePoteau #YPPMC #PeopleandCulture #WorkplaceCulture #HRLeadership #Boundaries #ManagementSkills #Leadership #Micromanagement #EmployeeEngagement #GrowthMindset #LetThemTheoryFOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc • LinkedIn: https://www.linkedin.com/company/yppmc • Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_ • Facebook: https://www.facebook.com/yppmc • Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today: • https://calendly.com/yppmc⁠ • Website: ⁠https://yppmc.com⁠

Is today the day your well-meaning coworker finally stops telling you how to do your job and starts focusing on their own?Ever feel your focus drain when helpful colleagues or micromanagers overstep? You're not alone! In this episode of Ask HR!, we're discussing this common situation, discussing the behaviors around minding your own job and how recognizing certain patterns can help you manage and respond better. From overconfidence to weak leadership and even misguided helpfulness, here's the good news: we're not just talking about problems, we're sharing solutions! Learn how to recognize these patterns and respond effectively, drawing inspiration from thought leaders like Mel Robbins and Jay Shetty. Plus, discover our unique framework to reflect, realign, and stay laser-focused on your individual genius. Your lane is powerful,  it's time to own it. Listen now on Spotify or your favorite platform. Share this episode with anyone who needs to hear it!Got questions? Send them to [email protected]’t forget to subscribe, follow, and engage with us! #AskHR #YouselinePoteau #YPPMC #PeopleandCulture#MindYourOwnJob #WorkplaceBoundaries #ProfessionalBoundariesFOLLOW US ON SOCIAL!• YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: ⁠https://yppmc.com⁠

Culture Check: Are You Modeling the Right Message?Are your employees showing out or simply reflectingwhat you modeled?In this leadership-focused episode of Ask HR!, we are talking about what it truly means to show up as a leader with emotional maturity, cultural awareness, and consistency.From coaching vs. criticism to using curiosity over control.Tune in to learn:- How your behavior sets the tone for team culture- Why coaching with emotional maturity beats correcting with ego- The difference between public embarrassment and teachable moments- How cultural intelligence drives inclusive leadership- What it takes to lead with empathy when perspectives clashReady to reflect, reset, and re-engage? Listen now on Spotify, YouTube, or your favorite podcastplatform.Got a question? Email us at: [email protected] Don’t forget to subscribe, follow, and engage with us! #AskHR #YouselinePoteau #YPPMC #LeadershipDevelopment #PeopleAndCulture #EmotionalIntelligence #InclusiveLeadership #ProfessionalPresence #SafeSeenSupported #RespectingOurDifferences #ShowUpWithRespect#SafeSeenSupported  FOLLOW US ON SOCIAL!• YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultationtoday:• https://calendly.com/yppmc⁠• Website: ⁠https://yppmc.com⁠ 

Let’s talk about the difference between authenticity andattention-seeking. What does it really mean to bring your whole self to work and when does that cross the line into disruption or performing for validation?When we talk about showing up authentically at work, we’retalking about professional presence, navigating tension, and building respect. This episode explores why some employees “show out” and how leadership behaviors might be contributing to it. We dive into the difference between helping someone grow and embarrassing them, how to create a culture of realrespect, and how to stay calm and thoughtful in tough moments. We also look at how different cultures and generations communicate and what it means to bepresent without putting on a show.Key TakeawaysPresence MattersRespect Matters Leadership sets the toneCatch up to the latest episodes on:·       YouTube: youtube.com/@yp-pmc·       Spotify: https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5 Episode Resources:- 14 Ways to Build Authentic Relationships Across Differences: https://www.shrm.org/topics-tools/news/14-ways-to-build-authentic-relationships-across-differences-in-the-workplac-0- The Psychological Toll of Covering at Work: https://www.shrm.org/topics-tools/news/inclusion-diversity/the-psychological-toll-of--covering--at-workMore Authentic Workplaces Lead to Better Retention: https://www.shrm.org/topics-tools/news/employee-relations/authentic-workplaces-lead-to-better-retention-productivityGot a question for the show? Email us at: [email protected] the show: Subscribe, follow, and engage with us! #AskHR #YouselinePoteau #yppmc #PeopleAndCulture#RespectingOurDifferences #ShowUpWithRespect #SafeSeenSupported #ProfessionalPresence #ShowUp FOLLOW US ON SOCIAL!• YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: https://yppmc.com

It all boils down to process and systems! In this week’s #AskHR episode, I’m sharing key insights from my session at last year’s ICABA Entrepreneur Jumpstart Series. Whether you're an entrepreneur, solopreneur, orleading a growing business, sustainable growth starts with structure. And that structure begins with people, process, and systems- all designed for profit.Catch the episode on:- YouTube: youtube.com/@yp-pmc- Spotify: Click to ListenLearn how to:- Operate like a big business, even on a small budget- Access legal support and mitigate risk- Build policies and people systems that actually work- Leverage tech tools and platforms wiselyYou may not have a full HR department or legal team, butthat doesn’t mean you can’t operate like a high-performing organization. From labor law essentials to creating scalable systems, these actionable tips will help set your business up for long-term success.Got a question for the show? Email us at: [email protected] the show: Subscribe, follow, and engage with us! #YouselinePoteau #yppmc #People #Process #Systems #Entrepreneur #Solopreneur #ProcessDrivenProfit #ICABAEntrepreneurJumpstart#ICABA #HRForEntrepreneursFOLLOW US ON SOCIAL!• YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_• TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: https://yppmc.com

Discipline isn’t just about policies; it’s about people, culture, and the courage to act even when it’s uncomfortable.In this week’s episode, we’re continuing our real-talk conversation on leading with fairness and accountability, diving into:The unintentional roots of doublestandards in disciplineHow shielding high performers or peers chipsaway at team trustWhy true accountability must flow fromthe top downWhat consistent, courageous leadership actuallylooks likeThe full episode is now available on Spotify, YouTube, and your favorite podcast platform:• YouTube: https://www.youtube.com/@yp-pmc• Spotify: https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5Submit your questions for the show: ⁠⁠⁠[email protected]⁠⁠⁠Support the show by subscribing, following, andengaging with us! #askhr ⁠⁠⁠ #YouselinePoteau #yppmc #PeopleAndCulture#DisciplineDoubleStandard #FairnessAtWork #HRMatters #LeadershipAccountability #FairLeadershipFOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_ • TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: https://yppmc.com

Why do some employees get coached while others getpunished for the same mistake?In this week’s episode of #AskHR, our question is: Why the double standard in workplace discipline? It’s a topic many experience but few want to admit. We’ll talk through:• Why unequal discipline happens• The hidden biases and blind spots in enforcement• What fair and consistent accountability should look like• How employees can speak up without fearFrom favoritism to fear-based decisions and HR blind spots, we’re calling out the uncomfortable truths behind inconsistent practices. Whether you're an employee navigating unclear consequences or someone who's witnessed the double standard firsthand, this episode gives you tools, perspective, and language to advocate for fairness that doesn't depend on your title.Fairness is a leadership standard. And every voice, including yours, deserves it.Listen and watch on Spotify, YouTube, and your favoritepodcast platform:• YouTube: [https://www.youtube.com/@yp-pmc]• Spotify: [https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5]Submit your questions for the show: ⁠⁠⁠[email protected]⁠⁠⁠Support the show by subscribing, following, and engaging with us. #askhr ⁠⁠⁠ #YouselinePoteau #yppmc #PeopleAndCulture #DisciplineDoubleStandard #FairnessAtWork #HRMatters #LeadershipAccountability #SpeakUpAtWork FOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_ • TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmc Learn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: https://yppmc.com

In this episode, we explore why role clarity isn’t just an HR formality, it’s a leadership strategy. As people leaders, we can use job clarity to drive trust, empower growth, and ensure every team member understands their purpose and how it connects to the biggerpicture. And for the love of people, commit to regular reviews.Discover how clearly defined roles and responsibilities foster accountability, reduce burnout, and build high-performing teams.Your mission- if you accept it (I've always wanted to say that!) is to lead with clarity, compliance, and consistency. My challenge to you is take a moment to revisit how your team's job description is structured, because again, clarity creates confidence.Watch the full video on Spotify, YouTube, and listen on yourfavorite podcast platform.👉[https://www.youtube.com/@yp-pmc] 👉[https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5]Got HR questions? Submit your questions for the show:⁠⁠⁠[email protected]⁠⁠⁠.Support the show by subscribing, following, and engagingwith us. #AskHR⁠⁠⁠ #YouselinePoteau #yppmc #PeopleAndCulture #JobDescription #KnowTheWhy #LeadingWithClarity #UnderstandTheWhatFOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_ • TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultationtoday:• https://calendly.com/yppmc⁠• Website: https://yppmc.com Resources Mentioned:SHRM | Society for Human Resource Management: https://www.shrm.org

Are you clear on the difference between your role andyour responsibilities at work? In Episode 14 of Ask HR!, we’re walking through breaking why understandingyour why, what, and how isn’t just helpful, it’s a careergame-changer.  Inspired by a real-world conversation with political strategist Tezlyn Figaro, this episode dives deep into how role clarity can boost your motivation, prevent burnout, and fast-track your leadership growth.We also share practical strategies you can start applying today, including a simple framework (definition, scope, focus, importance) to rethink your job description and take more ownership of your career growth and path.In this episode you’ll learn:·      Why role clarity matters now more than ever·      How to separate your role (why) from yourresponsibilities (what and how)·      Two career strategies backed by SHRM to level upyour career instantly·      How to use the RESPEN framework to make your jobdescription work for youStop guessing, and start leading — whether you're leading yourself, a project, or a team!Watch the full video on Spotify, YouTube, and listen on your favoritepodcast platform.👉 [https://www.youtube.com/@yp-pmc] 👉[https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5] GotHR questions? Submit your questions for the show: ⁠⁠⁠[email protected]⁠⁠⁠.Support the show by subscribing, following, and engaging with us.⁠⁠⁠#AskHR⁠⁠⁠ #YouselinePoteau #yppmc #ClarityAtWork #PeopleAndCulture #JobDescriptionFOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc• Instagram: https://www.instagram.com/yppmc_ • TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today:• https://calendly.com/yppmc⁠• Website: https://yppmc.com 

In this week's #AskHR episode, we’re diving into a real leadership crisis: what actually happens when HR is left out of key decisions. Spoiler alert—it’s not just inconvenient. It’s chaotic. We're talking about:• The culture, compliance, and communication breakdowns that follow• Real-life stories and leadership fails• The Ron Swanson effect (yes, Parks & Recreation fans!). Watch the clip here: Ron Swanson’s Disregard for HR: https://youtu.be/DemeythwnzU?si=9NtoHgiwXv4x7zEV• How HR provides the direction, context, and clarity that every organization needs• What it really takes to go from procedural HR to strategic partnershipHR isn’t just a checkbox. We are your internal GPS. Without HR, you're driving without directions.Watch the full video on Spotify, YouTube, and listen on your favorite podcast platform.👉 [https://www.youtube.com/@yp-pmc] 👉 [https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf?si=7151548d600342e5] Got HR questions? Submit your questions for the show: ⁠⁠⁠[email protected]⁠⁠⁠.Support the show by subscribing, following, and engaging with us. ⁠⁠⁠#AskHR⁠⁠⁠ #YouselinePoteau #yppmc #LeadershipGap #PeopleAndCulture FOLLOW US ON SOCIAL! • YouTube: https://www.youtube.com/@yp-pmc• LinkedIn: https://www.linkedin.com/company/yppmc • Instagram: https://www.instagram.com/yppmc_ • TikTok: https://www.tiktok.com/@yppmc_• Facebook: https://www.facebook.com/yppmc• Twitter/X: https://x.com/yppmcLearn More About YPPMC and BOOK your FREE consultation today: ⁠https://calendly.com/yppmc⁠Website: https://yppmc.com

This week’s #AskHR, we dive deep into one of the most common—but misunderstood—workplace tensions: when managers and employees feel unheard. Are your expectations unclear, or are they just not listening?Is your employee struggling or simply disengaged? In this episode, we unpack how to create psychologically safe spaces for mutual understanding and why it’s rarely justabout performance—it’s about alignment.Watch the full video on Spotify, YouTube,and listen on your favorite podcast platform.Support the show by subscribing, following, and engaging with us.Got HR questions? Submit your questions for the show: ⁠[email protected]⁠. ⁠⁠#AskHR⁠⁠ #YouselinePoteau #yppmc

Bad HR isn’t just a people problem—it’s a profit problem. In this episode of Ask HR!, I dive into the silent, hidden costs of poor HR practices and how they affect your organization's bottom line. From inconsistent onboarding and high turnover to toxic cultures and legal pitfalls, you’ll learn:1. The true financial and cultural impact of “bad HR”2. What warning signs to look out for in your organization.3. Simple shifts that can boost morale, engagement, and profitability.Whether you're a small business owner, people manager, or HR professional—this episode is a must-listen for anyone who wants to build sustainable workplace success. Tune in now—and let’s keep the conversation going! New episodes every week.Got HR questions? Submit your questions for the show: [email protected] our show by subscribing, following, and engagingwith us.  ⁠#AskHR⁠ #YouselinePoteau #yppmcConnect or Book a Free HR Consult: yppmc.com

Are you feeling stuck in your career or wondering how tolevel up professionally? In this episode, we break down the best practicesfor professional development, including how to reduce turnover, increase productivity, and foster loyalty using the Commitment-Action-Routine (CAR) concept for self-development and skill-building.Whether you're focused on learning new skills to supportemployee growth or enhancing your leadership abilities, thisconversation will give you the tools to thrive.Topics Covered:Practical strategies for continuous learningThe role of mentorship and sponsorship in career growthWhy investing in yourself is the key to long-term success🎧 Tune in now—and let’s keep the conversation going! What’s your biggest career goal this year? Connect and tag me on LinkedIn and share your thoughts!Got HR questions? Send them to [email protected] our show by subscribing, following, andengaging with us. New episodes every week. #AskHR #YouselinePoteau #yppmc

This Week’s #AskHR, we're addressing the negative workplace dynamics. In this episode, we’re discussing: ✅Identifying a Toxic Workplace – What red flags should you watch for? ✅ Navigating Through It – Maintaining your sanity and confidence (and honestly, why should we have to?) ✅ Best Practices to Protect Your Well-being ✅ How HR Can Support Employees in These SituationsIt's all too common to hear employees say they're leaving their jobs due to a harmful work environment. But these issues don't develop overnight—how can you spot the warning signs early? A difficult work environment, whether due to workplace bullying, excessive micromanagement, or a culture of negativity—can take a serious toll. As employees, it's crucial to recognize these challenges and know how to seek support early. If you’re facing a toxic work environment, taking proactive steps will protect your well-being and help keep your career on track. We all deserve a healthy workplace.Support our show by subscribing, following, and engaging with us. Send your HR questions to [email protected].#AskHR #YouselinePoteau #yppmc

New #AskHR Podcast Episode! 🎙When Workplace Safety Goes Wrong: What NOT to Do!This week, we’re diving into workplace safety fails because nothing highlights what not to do better than TV’s funniest HR disasters! Watch the chaos unfold here: The Office, Season 5 – Dwight’s Fire Drill Chaos [https://youtu.be/gO8N3L_aERg?si=BwLTQ0nRqqEuGQBI]While it’s hilarious on screen, in real life, it creates liability and panic, not preparedness.Ask yourself:✅ Do you know what to do in an actual emergency?✅ Would your team know what to do?Workplace safety is no joke. We can laugh, but let’s also learn!Let’s stay compliant—and let’s NOT be a Dwight.Send your HR questions to [email protected], and don't forget to subscribe, share, follow, and join us every week for insightful HR conversation. #AskHR #YouselinePoteau #yppmc

Join me, Youseline Poteau-Young, as we dive into all things HR-related!Ask HR is your external human resources department, answering your workplace and HR-related questions with candid conversations about celebrating small wins, compliance people, culture, tackling challenges, leadership insights, and workspace trends. This podcast is for everyone—whether you’re an employee seeking support or an entrepreneur, solopreneur, or business leader needing expert HR guidance. We’ve got you covered!Here’s how it works & What to Expect [Audio and Video]: Tune in weekly, 1. Ask HR – Your direct line to expert workplace and HR-related advice. Send in your HR questions to [email protected]—we’ll answer them in upcoming episodes with expert insights.2. Blog Series – Insights on leadership, compliance, and workplace trends.Gain expert insights and practical strategies to elevate your day-to-day HR practices. Subscribe now on Spotify and all major podcast platforms! Don’t forget to like, share, follow, and tag someone you know!#AskHR #YouselinePoteau #yppmc

This week’s #AskHR discussion is all about promoting the right talent—because promoting an unqualified individual could mean losing your best employees. When employees see unqualified individuals getting promoted, it leads to disengagement and low morale. Having the right people in the right roles is crucial for business success.What makes a great promotion strategy?• Strong performance and proven skills.• Alignment with company values—not convenience, or favoritism.How can we help top talent grow and stay motivated?• Use language that emphasizes growth and opportunity to build a strong leadership pipeline.My HR method for guiding the process: • Train up a leader in the way they should go, and when they are ready, they may not depart from you… MAYBE!Keep your HR questions coming! Send them to [email protected]

This week's #AskHR conversation comes from a recent conversation with one of my mentees, who expressed her frustration with the job search and application process and the lack of responses from companies in her own job search journey. This is a common frustration to many of us. And honestly? She’s not alone. We’re breaking it down and sharing expert strategies to navigate job applications effectively. But here’s the thing—both candidates and employers have a role in making the process better.Got HR questions? Email [email protected] and tune in weekly for expert insights!

This week’s #AskHR explores Reasonable Accommodation—what it is, when to request it, and how HR supports employees through the process. We’re covering key federal accommodation laws, hidden disabilities, when to inform your employer, and whether an employer can refuse a request. Plus, we’ll share essential resources like the Job Accommodation Network (JAN). Every accommodation request is unique, so having an open, early conversation with HR is key to finding the right solution.Key Federal Accommodation Laws:Americans with Disabilities Act (ADA) – Prohibits discrimination and requires reasonable accommodations for qualified individuals with disabilities.Rehabilitation Act of 1973 (Sections 501 & 504) – Similar to the ADA but applies to federal employees and contractors.Pregnancy Discrimination Act (PDA) – Protects employees from discrimination due to pregnancy-related conditions and may require reasonable accommodations.Family and Medical Leave Act (FMLA) – Provides eligible employees with unpaid leave for serious health conditions that may require accommodations upon return.Genetic Information Nondiscrimination Act (GINA) – Prohibits discrimination based on genetic information, which may impact accommodation requests.Resources:EEOC - U.S. Equal Employment Opportunity Commission: https://www.eeoc.govJob Accommodation Network (JAN): https://askjan.org

This week, we’re diving into one of our key business processes: a transformative approach to HR through Reflecting, Exploring, Shifting Paradigms, and Embracing New Narratives.It all started with a simple "What if?" and has evolved into more than just a strategy- it’s a movement toward re-engineering #HR for a more adaptive, responsive, collaborative, and impactful workplace. By challenging the status quo, exploring new possibilities, and driving meaningful progress, The RESPEN Framework is reshaping the way we approach HR, starting with our daily processes.I’d love to share more about our work with the #RESPENFramework, but I encourage you to first read the full blog on our website: yppmc.com, It’s a process worth sharing!🎧 You can now listen to our audio #AskHR here on Spotify → https://open.spotify.com/show/13gBPAZwT4og8IGQ4bSQxf, and all of you favorite and major podcast platforms!📌 Also available on YouTube! Subscribe now → https://www.youtube.com/@yp-pmcRemember to keep your HR questions coming by sending them to: [email protected]📌 Don’t forget to like, share, subscribe, and follow!#yppmc #AskHR #YouselinePoteau

This week, we’re continuing the conversation around the EEOC. In my HR role, I’ve often seen EEOC resources framed negatively- only mentioned when an employee needs to file a complaint. But these resources are also proactive tools that help you understand your rights before an issue arises.As your #HR partner, my role goes beyond policies and compliance. I’m here to educate and provide you with the resources that support you.Understanding the EEOC matters and benefits everyone. - Employees: Know your rights.- Employers: Foster a fair and inclusive workplace.Stay informed, use available EEOC resources, and address workplace concerns proactively!- Learn more: https://www.eeoc.govKeep your HR questions coming by sending them to: [email protected]📌 Remember to subscribe, like, share, and follow for expert insights!#yppmc #AskHR #YouselinePoteau

This week audio blog is about HR technology and thriving through the transition of technology and how YPPMC is addressing the resistance to the change oftechnology.  So how much do you love technology, or do you just understand it enough to get through your day?  Even if you are in love to hate technology user. Technology is the major resource for businesses today.  Successful digital transformation and HR isn't just about adopting to the new technologies. It's about empowering our employees to embrace the change. Not only must you and I adapt to new technologies like AI and automation. H R I S to stay ahead. These advancements offer significant benefits but also do require a human centered approach. To ensure we are successful.  Change is never easy and technology can make it even more challenging. Resistance is natural and digital transformation often brings hurdles like skill gaps, steep learningcurves and cultural pushbacks. By actively and proactively involving our employees.  You and I, as HR professionals, can ease resistance and encourage buy-in for a transformation. Maybe even reduce some resistance.  Here is how YPPMC is addressing resistant to technology change.  Through our RESPEN framework, we are prioritizing and organizing efficiency. While we are keeping the human element at the core.  Our approach is, to enhance the employee experience and small stages. For example, when implementing an HRIS we should think about introducing one module at a time. This phase approach showcases improvements while preventing a personalized human centric workplaceexperience.Gradually implement digital learning and development programs.  If we introduce tailored learning initiatives, which is fostering continuous growth, our employees may feel more empowered to adapt to technology advancement with more confidence.  At Y PPMC, we are preparing your workforce for change and HR technology and it is critical that you and I, as HR professionals and our teams adapt to the evolving landscape to stay ahead.  I'll go ahead and stop here and encourage you to check out the full blog on our website and don't forget to check out our other blogs. Like, share, and subscribe for more insight. Thank you for listening.

This week’s #AskHR discussion tackles a common question: How can HR be seen as an ally rather than an enemy in the workplace? Many employees hesitate to engage with HR, fearing they’ll be unheard or dismissed. It’s a common misconception that HR exists solely to protect the business and enforce rules—but that couldn’t be further from the truth.While compliance is a key part of our role, our broader purpose is to support people, shape workplace culture, and foster a safe, fair environment. HR may not have all the answers, but we are here to guide solutions, bridge gaps, and ensure fairness. Sometimes, maintaining balance requires a neutral voice—and that voice is HR.That being said, our effectiveness depends on company culture, policies, and the individuals representing HR.How Can You Partner with HR?- Approach HR as a collaborator, not an obstacle.- Bring ideas and solutions, not just problems.- Keep an open mind and respect the balance HR maintains.- Leverage HR for career growth and workplace success.HR is not your enemy—I AM NOT THE ENEMY! We may not be your best friends, but we are not your adversary. We are your HR partner. We are your ally and your resource at work.