In this episode of HR in Action, Aaron Robbins sits down with Russell Lookadoo, president of HR Architecture and “HR Guy for Small Business,” for a candid and practical conversation about performance management, motivation, and leadership in small organizations.

Drawing on decades of experience spanning government, Fortune 500 compensation strategy, and entrepreneurial consulting, Russell shares what he’s learned about aligning people, pay, and performance — especially in organizations that don’t have three floors of HR support.

A central theme of the conversation is clarity of expectations. Russell introduces his memorable “E-I-E-I-O” framework — Expect, Inspect, Expect, Inspect, Operate — emphasizing that performance problems often stem not from poor effort, but from unclear communication and inconsistent follow-through. The discussion explores how small business owners frequently assume employees think like they do, and why that assumption can quietly derail performance.

Contact Russell at answers@TheHRGuy.biz or his website: theHRguy.biz

Aaron and Russell also dive into:
-The difference between performance evaluation and true performance management
-Why you can’t coach “attitude” — only observable behaviors
-The importance of adult-to-adult conversations instead of parent-child dynamics
-Delegation as a leadership skill (and why entrepreneurs struggle with it)
-The nuanced relationship between pay, fear, motivation, and lifestyle expectations
-Why compensation conversations and performance conversations must be connected — but not conflated

Throughout the episode, Russell reinforces a core belief: people want to be successful. When leaders hire intentionally, set clear expectations, provide tools and training, and communicate consistently, performance improves — not through pressure, but through alignment.

This episode is especially valuable for small business owners, leaders scaling their organizations, and HR professionals working without large internal infrastructure — anyone trying to build clarity, accountability, and engagement without unnecessary bureaucracy.

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#HRInAction #HRLeadership #SmallBusinessLeadership #PerformanceManagement #LeadershipDevelopment #WorkplaceCulture #EmployeeExperience #HRCommunity #CommunityOfPractice

In this episode of HR in Action, Aaron Robbins sits down with Amanda Zeidman, founder of A to Z Human Resource Consulting, for an in-depth conversation on performance management as both a reflection of culture—and a lever to shape it.

Drawing on 25 years of HR experience across high-growth tech organizations, including nearly a decade at Meta, Amanda shares what it’s like to scale performance systems in rapidly evolving environments. From supporting massive organizational growth to redesigning performance programs, she offers a behind-the-scenes look at how companies rethink ratings, goal cycles, and calibration to better align with business strategy and culture.

A central theme of the discussion is balance. Amanda explores the tension between continuous feedback and milestone-based reviews, and why stepping back periodically to examine trends and themes is just as important as frequent check-ins. The conversation also dives into the importance of clear expectations, stretch goals, manager calibration, and how performance systems can unintentionally become “games” if not thoughtfully designed.

Aaron and Amanda also tackle the often-debated link between compensation and performance. They discuss formulaic pay systems, market-based compensation, bias mitigation, and the motivational impact of tightly coupling ratings with salary decisions.

This episode is especially valuable for HR leaders, executives, and people managers who are rethinking how performance programs influence culture, engagement, fairness, and long-term growth.

Looking to build real leadership capability through practice?
Check out ProACTr, a leadership conversation simulator designed to help leaders develop confidence and skill through evidence-based role-play learning. 👉 https://proactr.com

#HRInAction, #HRLeadership, #HumanResources, #PeopleOperations, #LeadershipDevelopment, #PerformanceManagement, #WorkplaceCulture, #EmployeeExperience, #HRCommunity, #CommunityOfPractice

In this episode of HR in Action, Aaron Robbins is joined by Alfredo Martin, founder of LOA Mindset Solutions, for a deeply practical and human conversation about leave of absence and workplace accommodations—one of the most complex, emotional, and misunderstood areas of HR.

With more than a decade of experience specializing in leave and accommodations, Alfredo shares why this work is far more than a compliance exercise. From intake forms and case management to leadership education and consistency, the conversation highlights how the absence of clear processes can create chaos, risk, and unintended harm for employees and organizations alike.

A central theme of the episode is the human side of leave and accommodations. Alfredo shares powerful real-world stories illustrating what can happen when leaders aren’t trained, processes aren’t clear, or responsibility is handed off to people without the right experience. These moments underscore why this work requires empathy, structure, and thoughtful decision-making—not shortcuts.

Aaron and Alfredo also explore:
-Why intake and request forms matter more than most organizations realize
-How oversharing medical information creates risk—and how to prevent it
-The role of managers in the interactive process (and where boundaries matter)
-When in-house programs work best—and when technology or external support is necessary
-Why consistency and documentation protect both employees and employers

This episode is especially valuable for HR leaders, people managers, executives, and small business owners who want to improve employee experience, reduce risk, and approach leave and accommodations with both rigor and compassion.

To learn more about Alfredo’s work, visit www.LoaMindsetSolutions.net