The department that turned firing into a growth opportunity.
A formal document outlining performance deficiencies and required improvements, theoretically offering support but practically serving as termination paperwork. The corporate 'we need to talk' that never ends well.
Using statistical models and historical data to forecast HR outcomes like turnover, performance, or hiring needs. It's HR pretending to be data science, with varying degrees of actual predictive power and ethical implications.
A colloquial and often derogatory term for a junior or insignificant employee, typically used behind closed doors by managers discussing organizational hierarchy. Not to be confused with a Performance Improvement Plan, though the employees might be headed for one.
A manager who still does individual contributor work while managing others, essentially two jobs for slightly more than one salary. It sounds empowering but usually means you're understaffed.
The unwritten expectations and obligations between employer and employee beyond the formal employment agreement. The real deal that nobody discusses until it's violated.
The practice of ensuring employees receive equal compensation for equal work regardless of gender, race, or other protected characteristics. What should be obvious common sense but somehow requires entire departments, audits, and legal mandates.
A formal document outlining an employee's deficiencies and expectations for improvement—basically a 30-90 day grace period before termination.
A mythical perfect candidate who meets every single requirement on an impossibly specific job description. Recruiters hunt for them despite knowing they don't exist outside of HR fever dreams.
A role, job title, or status within an organization; also, your strategic stance on a market, competitor, or issue (as in 'what's our position on price increases?').
The nerve-wracking trial period when a new employee must prove they're competent enough to keep their job permanently, or when a convict must demonstrate they won't immediately reoffend. During this anxious timeframe, performance is scrutinized more closely than a reality TV contestant's Instagram feed. One major screw-up and you're out—no second chances, no appeals, just a box for your desk plants.
An initial employment phase, typically 30-90 days, during which both employer and employee evaluate fit with reduced job security. Corporate dating before commitment, except you're already living together.
A structured approach to correcting employee behavior through escalating consequences—verbal warning, written warning, suspension, termination. The corporate equivalent of 'three strikes you're out,' but with more paperwork.
The collection of non-salary benefits and amenities companies offer, from gym memberships to free snacks. Often used to distract from below-market compensation with ping pong tables and kombucha on tap.
An informal HR approach to quickly checking in with someone or tapping them for information or work.
Positions that disproportionately impact organizational success, deserving extra investment in talent quality and retention. It's HR's way of admitting some jobs matter more than others, despite everyone being 'valued team members.'
Gradually reducing work hours or responsibilities as employees transition toward full retirement, theoretically enabling knowledge transfer. It's the professional equivalent of easing into cold water instead of diving in.
When another company hires your good employees away. Considered unethical unless your company does it.
Scientific evaluation using tests to measure personality, intelligence, or job fit; supposedly objective but often validates whatever bias you already had.
The ongoing process of setting goals, monitoring progress, and documenting reasons to fire people later, usually disguised as 'development conversations.'
Accumulated time that employees can take off while still being paid, provided they don't actually use it out of fear of being perceived as uncommitted.
When salary differences between experience levels become too small, creating frustration among senior employees earning barely more than new hires.
An annual or semi-annual evaluation where managers document what they forgot about your work since last review, often contradicting the praise they gave in real-time.
In HR context, diversity initiatives that appear progressive but lack meaningful structural change—looking good without actually fixing anything.
A workplace environment where employees feel safe taking interpersonal risks without fear of negative consequences—the foundation for effective teams that Google's research made HR care about.