Using Gender Pronouns at Work

Create an Inclusive Environment 

In celebration of Pride Month, take some time to ensure your team understands the importance of using correct personal gender pronouns. Everyone, not just transgender or nonbinary individuals, wants to be referred to by the correct pronouns. Understanding that there is a wide range of gender identities and expressions can foster a more inclusive work environment. 


Leaders and managers who encounter various gender identities in their workplace can create opportunities for team development and improved communication by respecting their employees’ preferred pronouns.

What Are Personal Gender Pronouns? 

Personal gender pronouns (or PGPs) are the pronouns that people ask others to use in reference to themselves, according to Harvard Office for Equity, Diversity, Inclusion & Belonging. The most common gender pronouns are she/her/hers, he/him/his, and the gender-neutral pronouns, they/them/theirs. Other gender-neutral pronouns include ey/em/eirs and ze/zir/zirs. Here is a link to a more complete, although not exhaustive, list of the more commonly used gender pronouns.


If you are unfamiliar with a person’s pronouns, don’t hesitate to ask them. There’s no harm in demonstrating regard for someone’s identity. 

Be Respectful

Using the correct pronouns of your colleagues shows them respect, which helps cultivate an inclusive environment. Not only do inclusive environments reduce stress in the workplace, but they also maximize collaboration and increase employee satisfaction. 


If you mistakenly misgender your teammate, simply apologize and correct your error. If someone habitually misgenders a co-worker, it can be viewed as discriminatory. Discrimination based on sex, including sexual orientation and sexual identity, is illegal. 

Lead By Example

Build an environment of inclusivity to help all of your employees feel seen and respected. Including your pronouns in your email signature and when you introduce yourself conveys a sense of alliance. Keep in mind that revealing one’s pronouns may cause anxiety for some LGBTQ+ people, so don’t force your employees to do so. You can also incorporate neutral language when addressing your team. 


For example, instead of “Thanks, guys,” you can say “Thanks, everyone.” 


Ignoring employees who wilfully use incorrect pronouns can lead to workplace anxiety and exclusion. Respectful behavior, including proper pronoun usage, should be a part of employee policies, with workplace culture reflecting those policies. 

Do’s & Don’ts

  • Do say your pronouns when introducing yourself.
  • Don’t ignore mistakenly using an incorrect pronoun.
  • Do incorporate neutral language when addressing the team.
  • Don’t assume a person’s pronouns based on the way they look.
  • Do respect your team members’ privacy and journey.


Cura HR strives to foster a diverse and inclusive workplace. We believe diversity comes in many different forms—from who we are and what we believe to our personal passions and skill sets. We celebrate what makes us unique and are mindful of creating space for every voice in the room. At Cura HR, the pursuit of diversity and inclusiveness is a journey rather than a destination.


If you would like to discuss your HR needs, get in touch with us today, we’d love to learn about your business.

How To Give Effective Employee Feedback

Know How to Offer Constructive Feedback

A great manager knows how to coach their team and provide effective employee feedback on a regular basis. Constructive feedback offers employees solutions and strategies in the areas they need to improve. In fact, a whopping 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs, according to Zippia.


When given properly, feedback can encourage employees to grow and become more engaged in their role, which leads to greater job satisfaction and better communication between parties. At the end of the day, a productive organization is one filled with people who feel passionate about their jobs and supported by their managers.


Knowing how to offer constructive feedback is a learned skill that will benefit your entire organization. In this blog, we’ll give you tips on making your employee feedback more effective. 

Give Feedback Early and Often 

Infrequent feedback sessions may increase employees’ stress when asked to have one-on-one discussions. In addition, waiting for performance reviews can leave employees to repeat mistakes. Over time, small mistakes can lead to significant problems. Instead, informal, weekly feedback can quickly course-correct and drive employee performance.  A more casual work culture can be propagated by including feedback in the everyday work routine. 


Does the Delivery Method of Feedback Matter?

Since “The Great Remote-Work Migration of 2020,” different modalities of relaying employee feedback have become necessary. According to a Western Michigan University study, the delivery method does not significantly increase or decrease performance when objective feedback is given. There is, however, a significant effect on performance when comparing people who receive objective feedback to those who receive no feedback. 


Although employee performance may be unaffected by the modality of feedback delivery, it can be challenging to convey tone or emotion in text messages and emails. For this reason, consider providing constructive feedback in person, via phone, or via video conversation. On the other hand, positive feedback via email, phone calls, video chat, and in-person are appropriate.

Listen and Be Empathetic

The intention of feedback is to help each team member reach their full potential, which will create a culture of continuous development. This is done by managers who listen, ask questions, are empathetic, and encourage dialogue. 


Providing feedback with an accusatory tone can make employees feel as though you aren’t on their side and may shut down a conversation. Managers who offer empathy and an openness to hearing what their team member says about the given situation is far more effective. Listening to others may even help you learn about items to change and areas for improvement.

The Benefits of Properly Executed Feedback

Employees are hungry for feedback from their leaders, managers, and even their peers. They want to gain insights that advance their professional abilities and potential. Properly executed feedback corrects problems, improves productivity, and strengthens relationships between employees and their managers. Leaders should offer direct, solution-based feedback that celebrates their employees’ strengths. 


At Cura HR we know that treating employee engagement as a continual effort rather than a one-time event is essential to an engaged workforce. We help businesses cultivate productive employee experiences across stages in the employee lifecycle. 


We’d love to hear about your business so we can understand how to identify and implement the opportunities that will level up your team’s talent!

Outsource Your Compensation Needs

Hiring HR talent with deep experience in all functional areas of HR can be costly and is often unnecessary. Many businesses outsource various HR functions, including compensation, to ensure compliance with state and federal labor laws, minimize liability, and provide knowledgeable and reliable discipline-expertise.

In addition to cost being a potential hurdle, finding compensation professionals with the in-depth technical expertise and breadth of experience businesses need has proven challenging as this skill set is in high demand. Cura’s compensation team is made up of experienced professionals with diverse backgrounds, industry and business experiences. Our team of certified compensation professionals work with organizations of all sizes to deliver creative solutions for the ongoing challenges of compensation administration process and automation, equitable decision-making practices, plan design and modeling as well as training and communications.

What We Do

Cura HR creates custom solutions for every project and client by combining our years of experience with fresh ideas and best-in-class compensation practices. Cura typically initially engages with organizations to complete compensation projects such as:

  • Developing a career architecture
  • Conducting market analysis
  • Performing a pay equity audit
  • Creating salary structures
  • Designing and modeling incentive plans
  • Delivering compensation training and reward communications
  • Establishing a total rewards philosophy

After the project work is complete, clients continue to engage us to solve for ongoing compensation management such as:

  • Annual compensation planning
  • Participation in salary surveys
  • Managing merit cycles and incentive plans
  • Performing job evaluations
  • Tracking and communicating incentive plan results
  • Managing equitable pay practices
  • Coaching and supporting management

The Cura team gives your business access to validated compensation data and benchmarking, metrics, and analysis to assist in managing your compensation programs. We value knowledge and the empowerment that comes with sharing it, and are truly passionate about discussing compensation and best practices.

Outsource Compensation With Cura HR

If you’re looking for project-specific support or considering an outsourced compensation function, we’d love to learn about your business and how we can create a solution that works for you.


How HR Can Support Healthy Workplace Friendships

Did you know that according to Gallup, workplace friendships are linked to increased job satisfaction, better job performance, and higher employee retention?

Many employees also say that having friends at work helps them feel more engaged in the workplace, and as a result, more committed to their organization.

In today’s business world, with more companies shifting towards a hybrid or fully remote work model, a sense of connection amongst co-workers has never been more important. Here are a few ways HR can create a company culture that supports friendships in the workplace.

Foster a Sense of Community Through DEIA

Most of us would agree that people feel better and are more productive when they’re in a welcoming and safe environment. This, in turn, can have a significant impact on how co-workers interact with one another.

For instance, people who feel they are accepted and supported at work are more likely to:

  • Reach out for help when they need it
  • Confide in those around them
  • Offer to help others when they’re able
  • Speak up and add their voice to the company conversation
  • Provide creative insight on projects or tasks

A strong focus on diversity, equity, inclusion, and accessibility (DEIA) doesn’t just improve the overall culture of a company. It can also be the key to helping your employees develop deeper connections with one another by creating a supportive community in the workplace.

Enable Frequent Team Interaction

Face-to-face team interaction is especially important for hybrid and remote teams.

If most of your employees live in the same geographical area, occasional in-person team parties and events are a good option.

However, for fully remote teams, here are a few creative suggestions:

  • Provide virtual peer-to-peer learning opportunities
  • Host interactive virtual group coaching sessions
  • Provide an informal virtual space for employee communication and celebration
  • Host a work-appropriate book club with regular virtual meetings

Provide Workshops on Conflict Resolution

Along with creating a healthy workplace atmosphere, HR can help maintain it by educating employees on workplace conflict.

Providing workplace conflict resolution training can help employees learn how to deal with tensions in a respectful and productive way that will add to, rather than detract from the company culture.

Beyond that, encourage employees to share their experiences openly and ask employees for input on how the company’s current approach to conflict resolution might be improved upon.

Be a Safe Space for Employee Concerns and Celebrations!

Finally, HR can position itself as a safe space where employees can share both concerns and celebrations.

Maintaining an open-door policy with a respect for employee privacy will encourage better communication, and top-down transparency within the organization will go a long way towards instilling trust.

When it comes to celebrations, make sure there are guidelines in place for employee recognition.

Keep in mind that the celebrations don’t need to be reserved for workplace wins. 60% of organizations help their employees celebrate life events as well, such as weddings and birthdays, which can increase a sense of camaraderie and unity within your company.

Let Cura HR Help Foster Connection Within Your Organization

Creating a company culture that encourages deeper employee connections and fosters a sense of community can have lasting and widespread impacts on your organization. This is especially important in today’s remote and hybrid business world.

Are you ready to learn more about how Cura HR can help support better employee connection in your organization? Get in touch today.


How Employee Reskilling Can Help Future Proof Your Business

It’s no secret that the world of business has undergone drastic changes in the last several years, and it doesn’t appear to be slowing down anytime soon.

With increasing advancements in AI tools, Big Data, and digital platforms, some have begun to suggest that we’ve already moved out of the fourth industrial revolution and are entering the fifth.

While this is exciting, it might also leave you wondering how to make sure your business doesn’t fall behind.

Employee reskilling is one of the best tactics you can use to ensure your business remains adaptable, alert, and ready to embrace the new business world ahead.

What is Employee Reskilling?

Employee reskilling is the process of training employees to move into new positions within their current company.

Traditionally speaking, when technological or industry advancements created the need for a new skill set, businesses would look to hire new employees to fill those roles.

However, as businesses continue to adopt new technology to automate and streamline their processes, many current jobs are becoming obsolete.

In fact, according to the World Economic Forum, more than one billion people in today’s workforce will need to be reskilled by 2030 in order to adapt. Positions that require interpersonal and creative skills are expected to be in particularly high demand.

The Benefits of Employee Reskilling

Now that you know what employee reskilling is and how vital it will be to individuals in the coming years, what are the advantages that employee reskilling can bring to an organization?

Employee Reskilling Can Help Business Stay Current

Implementing a limber employee reskilling program can help ensure that your business evolves with the rest of the world rather than scrambling to adjust after the fact.

Training employees in areas like AI and data, interpersonal skills, specialized human resources, and engineering and cloud computing can help your business stay ahead of the curve.

To get started, Forbes also recommends focusing on core skills that cannot be performed by a computer, like critical thinking and problem solving skills, and looking for current skill gaps in your workforce.

Employee Reskilling Can Have a Dramatic Impact on Retention

Along with staying current on industry-wide trends and advancements, it’s also more vital than ever for businesses to keep up with shifting employee expectations and desires.

In many cases, this means investing in the long-term career development of your employees.

LinkedIn study from 2018 found that 94% of employees would remain at a company longer if that company would invest in helping them learn new skills to advance their careers. Since 2020 and the Great Resignation, this number may be even higher.

Providing employees with the education they need to adapt and flourish will go a long way towards creating and maintaining a healthy and talented workforce.

Employee Reskilling Keeps Your Business Forward Focused

Finally, giving your employees the tools they need to build new skill sets will be a major contributor to keeping your business focused on the future.

Soon, it may no longer be enough to “keep up” with technological advancements—your organization will need to have the tools and expertise to stay ahead of the trends.

Reskilling employees now means investing in a workforce that is capable of that level of intuition and foresight.

What Role Does HR Play in Reskilling?

The human resources function will play a pivotal role in implementing and maintaining employee reskilling programs in organizations of every size.

Cura HR is a team of well-rounded human resources experts with decades of combined experience across all industries. We strive to bring you comprehensive HR solutions tailored to your business needs.

Reach out today to learn more about what we can do to help your organization stay current and future-ready.

Recruiting New and Upcoming Talent

Every year, millions of college students graduate and enter the workforce. Even with unemployment levels at record lows, some graduates are still struggling to find careers in their chosen fields after graduating.

Entry-level positions are a vital part of any company. Being able to fill these roles with talented, hard-working candidates is just as important as hiring qualified executives and leaders. Especially because many of these entry-level graduates will eventually become high performers and leaders within their industries.

Are you struggling to recruit talented upcoming employees? Don’t make the mistake of passing up a competent candidate solely due to their lack of experience. Here are a few tips and tricks for scouting out and identifying new talent.

Recruit Directly from Colleges

Most colleges have job boards, career platforms, and internship programs available. These opportunities can prove fruitful for soon-to-be graduates and employers looking for new talent. Contact a local university or community college and ask if you can promote careers on their job boards or careers page. If there is an upcoming college job fair, consider sponsoring and participating.

If you’re hesitant to hire a recent graduate, consider offering a seasonal internship opportunity. Internships provide college students with hands-on experience and possibly an income, as well. This is a great opportunity to receive additional support, and determine if the intern is a good longer-term asset for your team.

Make Your Messaging Clear

A study done by LinkedIn found that employees are 67% more engaged when companies talk about their culture regularly. More than ever, younger candidates are seeking companies whose messaging resonates with and is aligned with their beliefs. For example, if your company culture values knowledge sharing and strong commitment to clients, emphasize this in your job postings and on your careers page.

Your mission and vision statements should also be very clear. For example, if your company’s mission is to provide the best possible affordable clothing while also being eco-friendly, state that in your job postings and on your company website to find interviewees who resonate and align with your values.

Finally, make it clear in your job postings that the job is entry-level. If a job is entry-level, it should typically require 0-3 years of experience.

Up Your Social Media Game

College Pulse performed a survey that found that 48% of college students used LinkedIn as their primary social media platform for job searching. Using LinkedIn to promote your entry-level job listings is an effective way to reach recent college graduates.

Here are a few tips for writing effective LinkedIn job postings to appeal to recent graduates:

  • Use standard job titles rather than jargon-laden ones
  • Be as detailed as possible about job functions
  • Clearly list requirements (experience level, education, etc.)
  • Outline your values and company culture
  • Include details about your total rewards package (benefits, compensation, time off, etc.)
  • Offer opportunities for growth

LinkedIn also has features like InMail where you can contact potential candidates directly. Reaching out to recent or soon-to-be graduates allows you to connect with talented individuals on your own. If you see someone who fits the description of an outstanding candidate, reaching out directly allows you a chance to hire them before someone else. Keep in mind that InMail is a paid feature.

Know What New Talent Looks Like

Once you’ve found qualified candidates, it’s time to start interviewing. First and foremost, you should consider your company culture. Look within your company and consider the employees who are currently excelling. What traits do they have? What value do they bring to your business and teams? Consider these traits when interviewing potential employees, and look for them in responses to interview questions. We have a few interview tips prepared if you’re stuck.

Ideally, you’ll want to look for the following traits:

  • Invested in your company’s mission, vision and values
  • Highly motivated and willing to learn
  • Collaborative and team-oriented
  • Receptive to feedback
  • Ability to problem solve

Keep in mind, these candidates may have less experience than candidates in upper-level positions. Look for leadership experience in college clubs, internships, and part-time work opportunities.

Hire Up and Coming Talent With Cura HR

Between discerning who will be a good fit and getting your message to the right people, hiring new talent can be difficult. Cura helps companies build and nurture their greatest asset—their employees. Your people are your value center. Healthy, diverse, and productive work environments are conducive to attracting new talent and retaining existing teams.

We’d love to learn about your business and how we can leverage best-in-class HR practices to help you attract and retain upcoming talent.


Developing Managers

Management serves functions beyond decision-making and bringing expertise to your business. Leading by example, managers set the tone of the workplace for all employees. Despite this, a study done by West Monroe found that 43% of new managers had not received any formal management training.

Creating effective development strategies for leadership at your company is essential for promoting best-in-class management practices. If you’re not sure where to start, the Cura team has effective training suggestions to help you develop your managers so they can optimize their leadership skills!

Soft Skills Training

Soft skills are essential for anyone in a leadership role. Soft skills training allows managers to better connect with employees in order to provide effective feedback, set goals and expectations, and build trusting and productive relationships. A manager with effective soft skills can promote a healthier work environment, which is good for your employees’ mental health.

Soft skills training should focus on:

  • Communication skills
  • Building trust
  • Giving and receiving feedback
  • Active listening
  • Recognition and engagement

You can promote soft skills development through either online or in-person courses. If you aren’t sure how to go about this, team Cura offers various training programs for managers and employees alike.

Conflict Resolution Techniques

Soft skills create the foundation for managers to be able to effectively handle and ideally, resolve conflict. Situations such as conflicts between employees can create disharmony in the workplace and can escalate quickly if not resolved. Training managers to both mediate conflict and identify when they need assistance from an HR partner to navigate the situation is important.

Take action to prevent conflict before it starts. Outline clear expectations for behavior, and educate both managers and employees on these practices regularly. Ensure company policies and practices are clear on how to address conflict if it does arise, and that they are followed consistently throughout the organization. Clearly outline the procedures for reporting an issue and consider using an anonymous reporting system allowing employees to inform leadership if they are not comfortable sharing with their manager.

Finally, know when to involve HR in workplace conflicts. More serious issues such as harassment, discrimination, and workplace violence should all be handled in partnership with an HR professional. If you are unsure about how to handle an issue, it’s best to consult with an expert.

Performance Evaluation and Feedback Standards

Effective performance reviews are a great way to show employees how well they are doing. Train managers to address performance evaluations in a thoughtful and productive way. Encourage regular and sincere constructive feedback, and celebrate when they are doing well. Conducting performance reviews and providing feedback should be done face to face when possible to build strong relationships and trust.

Also, partner with your team to establish goals and performance expectations for the upcoming review period. Consider what they are doing well, and the steps that can be taken to improve areas where they’re struggling. Don’t forget to offer support and resources to help them reach these goals.

Company and Legal Knowledge Training

Educate managers on all company policies and programs. It’s critical for them to know about everything from the Code of Conduct, to the Attendance Policy and everything in between. It’s important to be familiar with this information to help support, communicate and enforce policies and practices when needed. Additionally, ensure managers know how to deal with violations of company policies and the appropriate steps to take.

Managers should also be familiar with your products and services, company processes, mission, vision, and business model. The greater their knowledge of your organization, the better they can help advise customers and employees.

Finally, ensure that managers are familiar with state and federal employment laws and regulations. While these are generally overseen by HR experts, it’s important for all managers to be aware of regulations such as the Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), and the Equal Employment Opportunity Commission (EEOC) laws, among others. Awareness of these laws and regulations is especially important because violating them can lead to serious repercussions for your business.

Create a Management Development Program with Cura HR

Manager training is an ever-evolving topic that needs to align with each organization’s unique needs. A new or experienced employee transitioning into management needs guidance and resources to set themselves and your company up for success.

Cura HR helps our clients identify and implement opportunities to level up their talent. We are certified in the most widely used and reputable people assessment tools, offer extensive manager and employee training, and facilitate effective team-building and development programs. We’d love to learn about your business and how we can help you to develop your team!

Ageism in the Workplace

Hiring top talent is something every business strives for. After all, experienced and dedicated employees are always excellent to have on your team. As people gain experience, they develop and deepen their skills and competencies. Despite this, many older employees state that they face discrimination in their workplace due to their age. A survey done by the American Association of Retired Persons (AARP) found that 61% of respondents had experienced or witnessed discrimination based on age in their workplace.

This number is especially concerning since the workforce is getting older and working longer in their careers. This means that hiring and keeping experienced talent is more important than ever. Making sure that your workplace is accepting of people of all ages will ensure that you keep older employees satisfied with working at your company. If you’re not sure how to foster an age-inclusive company culture, here are a few suggestions to help.

What is Workplace Ageism?

Despite how common ageism is, many people do not know it exists. Ageism is a type of discrimination or prejudice that consists of treating an employee poorly compared to others because of their age. Age discrimination is prohibited by the U.S. Equal Employment Opportunity Commission (EEOC), which forbids discrimination and harassment of people over the age of 40 based on their age.

Combating Ageism in Your Workplace

Preventing age-based discrimination from happening at your company starts with implementing practices to raise awareness of biases and behaviors associated with ageism. Start by creating a training program to address unconscious biases. Unconscious bias training is an important part of promoting a diverse and inclusive workplace for everyone, which is something that Cura HR values within our organization.

Promoting an Inclusive Company Culture

When looking at your team, are there people of all different age groups? Or is your company dominated by people of a certain age group? Having a team of all ages promotes inclusivity and different perspectives, which helps employees and teams think creatively.

Ensure that managers and employees know that it’s not okay to make jokes about or comment on someone’s age. Remarks such as “OK Boomer or OK Snowflake,” “You are so young,” or “When are you going to retire?” are never appropriate in the workplace. Use age-inclusive language on your company’s website and social media channels, and include a statement about how promoting diversity in age is an important value to your company.

Be Conscious of Ageism Throughout the Employee Lifecycle

Hiring is another place to be aware of potential biases. Subconscious bias can cause hiring managers to hire people very similar to themselves. Unfortunately, this can lead to a workplace made up of very similar people. If you have two qualified candidates, and only hire one of them because they are younger, that is a form of age discrimination.

Some other forms of age discrimination throughout the employee lifecycle include:

  • Passing up people for promotions based on their age
  • Not providing salary increases to older employees
  • Laying off only older employees
  • Encouraging older employees to retire early

Cura HR Can Help You Promote an Age-Inclusive Workplace

Are you unsure about how to create a work environment that is inclusive for employees of all ages? At Cura HR we offer outsourced HR partnership and support at the level you need. Whether you need help developing an ageism prevention training program or want to create a more inclusive hiring process, Cura HR has your back!

We’d love to learn about your business and how we can leverage best practices to elevate your HR!

Outrider Case Study

Ingenuity is the name of the game at Outrider–the pioneer in autonomous freight yard operations for logistics hubs. The only software and development company exclusively focused on automating all aspects of yard operations, Outrider eliminates manual tasks that are hazardous and repetitive while driving efficiency, safety and sustainability.

At Outrider ingenuity doesn’t stop at the yard. The company is committed to on-going progress and growth throughout all facets of the business. This commitment starts with its people. That’s why Outrider teamed up with Cura as its HR consulting partner—not out of necessity, but a proactive desire to continually cultivate a thriving workforce and vibrant work culture.

Projects accomplished

  • Job architecture & compensation structure
  • Company policies & programs
  • Team & manager training
  • People-first best practices

Outrider Vitals

  • Headquarters: Golden, Colorado
  • Team Members: 125+
  • Website:
  • Mission: To drive the rapid adoption of sustainable freight transportation by deploying zero-emission systems.

Embracing a Culture of Continuous Feedback

One of Outrider’s primary goals in partnering with Cura was to upgrade its internal performance management approach. Outrider leadership saw this as an opportunity to lay the tracks for future company advancement and success. Outrider engaged Cura for its People Operations and performance management expertise to assist in developing the right strategy for their business.

  • Performance Management is the strategy organizations use to manage, measure, and improve employee performance.
  • Continuous Feedback is the practice of regularly exchanging productive feedback between managers and employees as well as peer to peer.

Feedback for Thought


After a thorough internal assessment, Cura identified continuous feedback as a key opportunity area for Outrider to create a performance management process that would deliver high value to its employees and business. Cura’s role was to equip Outrider with the tools needed to build a culture open to proactively giving and seeking feedback.

A recent Gallup survey found that only 26% of employees strongly agree that the feedback they get actually improves their work.

Giving and Receiving Feedback Well


To support the Outrider team in learning how to give and receive feedback, Cura trained their people managers on this concept using a 4-part formula for giving continuous feedback and best practices for effective management.

Continuous Feedback: 4-Part Formula

1 – The Micro Yes

  • Ask them if it’s acceptable to provide feedback
  • Pace the conversation
  • Create buy-in


2 – Data Point

  • Share specifics about what you saw or heard
  • Remove any blur words (not-specific, may be perceived different than you mean)
  • Be detailed and precise – clearly address what needs to increase or diminish
    Important for positive feedback too – call out behaviors that need to be repeated


3 – Show Impact

  • Provide information on how the data point(s) impacted you, their peers, the team, the customer, etc.
  • Give a sense of purpose
  • Connect the meaning and logic of the data points


4 – End on a Question

  • Gain buy-in by closing out feedback with a question
  • Create commitment not compliance
  • Focus on problem-solving conversations
  • Ask for feedback regularly

Best Practices for People Managers

Cura shared the 4-Part Continuous Feedback Model to enable Outrider’s people managers to be as effective as possible when sharing feedback with their teams.

Key Practices

  • Conduct regular 1:1’s
  • Acknowledge and recognize your team
  • Consider individual work preferences and appreciation languages
  • Create growth and professional development plans
  • Adopt a growth mindset

The Impact

“Cura HR is fantastic. As soon as we engaged with them, they worked with us to establish a process first to review our existing HR functions, policies and procedures and establish new services to help our growing organization.”


-Alisande Rozynko, VP, General Counsel, Outrider Technologies

See how Cura can advance your organizational growth.

Training: Interviewing for the Right Talent

Hiring new employees who are not only talented but interested in staying with the company for a period of time is important for any successful company. However, despite the importance of hiring talented employees, recruitment is often where some companies struggle to succeed.

Interviewing processes can feel like a chore to potential candidates and employers alike. Not only that, but recruitment can be an expensive process due to time spent on interviewing, onboarding, and training costs. In 2020 and 2021, companies spent more than 92 billion dollars on training alone. This emphasizes the importance of hiring successfully as each new hire who ends up being a poor fit and leaves the organization costs you a great deal of money.

Are you struggling to interview the right candidates? No need to worry! We compiled a few tips and tricks in this post to help you create a more productive hiring process.

Know What You’re Looking For in Ideal Candidates

Before hiring a new candidate, there’s one question you should ask: What would the ideal candidate for that role look like? Ask this question for each job opening, because every position will have different qualifications, and what you need in a new hire may vary as your business grows.

Other questions to ask include:

  • What are the technical skills required for the position?
  • What key competencies are essential for success?
  • What are the preferred qualifications such as certifications, specific industry experience, or exposure?

Be sure to also factor in the position’s required level of experience. The ideal traits and skills will vary greatly for an entry-level position compared to intermediate or senior-level roles.

Consider Your Company Culture

Skills and experience are important, but so are your company’s values. If you value things like teamwork and collaboration, you’re going to want to find a candidate who is a cooperative team player rather than a lone wolf. Make sure that a candidate’s values align with your own before hiring them. An interview focused specifically on culture is a great way to determine if an individual’s values align with what is important to your organization.

Here are several interview questions to gain insight into a candidate’s values:

  • Describe your ideal company culture.
  • What role do you typically take in a team setting? Provide an example.
  • How do you manage conflict with others?
  • Tell us about your favorite supervisor, and why/how did you work successfully together?
  • Which of our company values do you find yourself most/least aligned with? Why?

Promote Inclusivity in Your Branding

Speaking of values, inclusivity is very important to consider as a company value. Be sure to promote diversity and inclusion within your workplace and on your website. You can do this by adding a statement about diversity and inclusion and posting pictures of diverse teams collaborating and spending time with one another.

It’s also important to evaluate your job postings. Are you using inclusive language? Here are important things to consider when writing inclusive job postings:

  • Are you using gender-neutral language?
  • Is the job posting accessible for people with disabilities? For example, consider adding image descriptions to pictures, using clear language, using dyslexia-friendly fonts, and adding an audio transcript.
  • Is your company website’s UX design clean and easy to navigate?
  • Do you encourage candidates to apply even if they don’t meet 100% of the qualifications listed?
  • Do you include an inclusivity and non-discrimination statement about your company?

Marketing the Role

Now that you’ve determined what your ideal candidate looks like, you can advertise the role. You’ll want the job description, qualifications, and responsibilities to be very clear. When interviewing candidates, give them a sense of what an average “day in the life” of their role looks like. The clearer you are about what the position is, the more likely you’ll be able to find a good, long-term fit.

On websites like LinkedIn or Indeed, you can browse potential candidate profiles. When reaching out to candidates, be sure to introduce yourself and the company you work for. Let them know how you found their profile, and what stood out about it as well as the position that you’d like them to apply.

Find Your Ideal Candidate Using Cura HR

Developing an interview process that helps hire successfully takes time and effort. If you need help establishing or improving your talent acquisition strategy, Cura HR has the skills and experience you’re looking for.

We help companies build and nurture their greatest asset- their employees. Your people are your value center. Healthy, diverse, and productive work environments are conducive to attracting new talent and retaining existing team members. We’d love to learn about your business and how we can leverage best-in-class HR practices to help you attract and retain top talent.

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