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Jessica Donahue
I help startups and small businesses implement HR strategies designed to attract, develop, engage, and retain the best talent.
Jessica Donahue is the Founder of Adjunct Leadership Consulting, specializing in HR solutions for startups and small businesses, focusing on team engagement.
With a Bachelor's of Science in Human Resources from Marquette University, Jessica has over a decade of experience in corporate HR, excelling in talent acquisition, associate relations, and leadership development.
Prior to establishing Adjunct, Jessica held key positions at notable companies like Continental Properties, Rexnord Corporation, and The Bon-Ton Stores, Inc.
Her expertise lies in designing and implementing HR solutions that foster team engagement and efficiency for startups and small businesses, aiming to create highly engaged and thriving work environments.
To learn more about Jessica and her work, visit her website at https://www.adjunctleadership.com/
Highlights
As a kid, my home life was marked by addiction and dysfunctional relational patterns born from generations of unprocessed trauma. I learned to find safety in the only place I could: at school. Achievement became my primary strategy for feeling safe and seen, first in the classroom and then in the workplace.
And while it all looked kinda perfect on the outside, I'll let you in on a little secret—which is that no amount of "success" will ever fill the void of a sense-of-self built solely upon "what you can do for someone else" vs. "who you are at your core."
Inevitably, the day will come when you make a mistake or do not measure up to someone else's expectations of you. And, when that happens, the trauma responses programmed deeply into your nervous system will run at you full-steam ahead and knock you clear off your foundation. At least, it did for me.
Now that I'm on the other side of a whole lot of work on myself, I can look back and see so clearly that my trauma responses were running the show at work.
I quit jobs because of them. I failed to set boundaries because of them. I let career opportunities pass me by because of them. I prioritized people-pleasing above all else because of them.
When I think back on the different employers I've worked for throughout my career, it's clear that some of them were trauma-informed and helped me along in my healing, while others were far from it and kept me stuck.
To be clear, building a trauma-informed workplace is not about asking people to share their trauma histories with you [although, yes, most of us have them.]
It's about making sure your entire team is educated on the pervasiveness of trauma, the various trauma responses [think fight, flight, or freeze] and how they might show up at work, and intentionally promotes ways of working that contribute to an environment of healing and recovery rather than engaging in practices or interactions that inadvertently retraumatize people and perpetuate harm.
Building trauma-informed workplaces starts with awareness and education, so I'm excited to have signed on as a partner to The Wounded Workforce™'s Trauma-Informed Workplace Practitioner Certification, developed by Stephanie Lemek, SPHR, MBA, CTSS.
If you're an HR, Talent, or People Ops professional and want to help lead this change, this certification is one you should consider. We've only got a few months left in the year, and I know most of you probably have L&D budgets just waiting to be spent! Plus, it's pre-approved for 10 recertification hours through HRCI and SHRM.
Use my code "20PERCENT-JESSICA" to get 20% off the self-paced online certification. We'll donate 10% of sales to The Loveland Foundation - an organization dedicated to bringing opportunity and healing to communities of color, especially Black women and girls.
Everyone deserves to work for a trauma-informed employer, and it starts with us, People people!
#traumainformed #humanresources #people #culture #psychologicalsafety
"I work in HR; of course I know that everyone hates us."
After this article was shared, Josh Bersin, who has since 𝚎̶𝚍̶𝚒̶𝚝̶𝚎̶𝚍̶ deleted his original post, was quick to call the article click-bait and dismiss the very valid points several People people were quoted as making.
I don't have 900,000+ followers, nor do I research HR; I work in the field as an actual practitioner. So, while fewer people will see this post, I have some opinions on the concerns he was quick to dismiss.
The article perhaps painted things a bit too dark, but the concerns practitioners shared here are valid. It's no coincidence that HR had the highest turnover rate of any job Linkedin tracked in 2022.
The part I want to focus on is what Hebba Youssef said: "People in HR tend to be very compassionate, very empathetic, but a lot of employees look at us as inherently evil."
Yes, employees generally hate us. And yes, that does take a toll on our spirits because we know this, and we've 𝘬𝘯𝘰𝘸𝘯 this.
And yet, we're showing up and doing the work anyway. Because, believe it or not, most of us care way more about the employees we support than we'll ever get credit for.
It might surprise everyone who hates HR to know that, behind the scenes, 𝘸𝘦'𝘳𝘦 usually the ones pushing for things like paid parental leave when most executive teams would otherwise never consider it.
Or that 𝘸𝘦'𝘳𝘦 calling out pay equity issues to ensure marginalized communities aren't being paid less.
Or that 𝘸𝘦'𝘳𝘦 practically begging leaders to focus on building trust with their teams, some of whom won't even bother to respond to us.
Instead, managers all too often take the easy way out, conveniently blaming us for unpopular decisions that we never had the power to make to begin with because they're too cowardly to stand firmly behind sharing bad news.
So they throw us under the bus, telling their people that, "HR said no." They move along unscathed while we're left to do damage control for a decision we had nothing to do with and probably never agreed with anyway.
After all, they already know everyone hates us. What's the harm in giving employees one more reason to perpetuate our already bad reputation, right?
So yes, many of us are tired and that came across in the article. And yes, some of the best People people are leaving their in-house roles in droves because we never want to work for leaders who disrespect 𝘶𝘴 the same way they've probably been disrespecting 𝘺𝘰𝘶 for years.
Most employees hate us because someone they worked for burned them in the past, and that makes sense. It doesn't matter that it wasn't 𝘮𝘦 who did it; 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 burned them, and HR will forever represent that. Those feelings are also valid and should not be dismissed!
We're not "just complaining," and we don't expect anyone to feel sorry for us; our good days still generally outweigh our bad—most weeks.
But you might as well know the truth.
#humanresources #careers #futureofwork #culture #hr
