Jorn Waterschoot

What happens when transparency makes fairness visible? Yesterday I gave a talk at the HR Expo. 10 minutes is a short time, so my focus was more philosophical - about the strive for fairness in the time of transparency. Being treated unfairly upsets us. Even animals react to unfairness - it’s in our DNA. And that feeling grows stronger once the situation becomes visible. At work, pay is one of the clearest measures of fairness. But it has not been visible. The upcoming shift to transparency will change that. The better we prepare, the more ready we’ll be. So start the conversations now: how is pay defined, decided and reviewed in your organisation? What factors do you include and what do you leave out? And remember that exceptions will remain - they always have. Working in HR, I’ve often felt the need to be a gatekeeper for fairness. But it is stressful and can wear you out. Now is the time for managers to take accountability for their decisions. Thank you Helo and Eesti HR Selts / Estonian HR Society for organising it. You’ll find the video I referenced during the talk in the comments.

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I’m delighted to share our latest Randstad global report - the Gen Z workplace blueprint: future focused, fast moving. It’s often said that Gen Z is a generation of “job-hoppers.” But our latest research tells a different story. As CHRO, I see this not as a lack of loyalty, but as a clear sign of ambition. They aren't hopping; they are actively growth-hunting. This report, based on our global survey of over 11,000 talent and over 126 million job postings, reveals a generation forging its own path in a changing world. 📈 The paradox of progression: Gen Z is the most future-focused generation, with 85% considering long-term career goals when making job decisions. Yet, the career ladder they want to climb is missing rungs. Almost half say they've been rejected for a role due to a lack of skills, despite a strong belief that they can learn new skills quickly. This highlights a crucial disconnect: a desire for growth that is not yet fully connected to continuous learning and development. 🤖 Embracing AI, expecting training: While 75% of Gen Z use AI to learn new skills, there’s a growing concern about its impact on their jobs. This highlights a crucial point: AI fluency can't be limited to a few. We must ensure equitable access to training to bridge the skills gap and build trust. ➕ The rise of the "side hustle": With fewer traditional entry-level jobs available, only 45% of Gen Z hold a single full-time role. Among those who do, nearly a third would prefer a side hustle to build experience and gain more control over their careers. This report is a powerful reminder for all of us in HR and business leadership. To attract and retain this dynamic generation, we must move beyond traditional models. We need to design roles that are stepping stones for growth, offer opportunities for continuous upskilling, and create cultures where people truly feel they belong. When we meet their ambition with our support, we build both a more engaged workforce and more resilient businesses. ➡️ Download and explore the Gen Z workplace blueprint here:  https://lnkd.in/eTMgMprq

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Functional Competence assessment tool for HR Professionals #hrfunctionalcompetencetool #hrcoe #hrcompetenceassessment Dear Friends   Many years ago, I developed a functional competence assessment tool for HR professionals. This was born out of my belief that HR professionals need to be very strong in their functional fundamentals and first principles so that they are able to form a view of their own, have and take an informed position and be able to evaluate ideas and proposals critically, keeping these first principles in mind. As a part of my 25th anniversary celebration as an HR Consultant, I am happy to gift it to the HR community for their use. Kindly use the link to download it. https://lnkd.in/gDRT8ajF Here is how it is designed: You review the competencies and based on which part of HR you are current working in, set the desired proficiency levels in each of the functional specializations within HR. Then assess where you are against that proficiency level. Based on this overall assessment, create your own plan for development. As AI begins to beat professionals in matters of knowledge and information, there is an urgent need for professionals to elevate their game and be in a position to offer contextually appropriate guidance and insights. This is true for HR too. I hope you find this useful. Of course, there might need and scope for additions, updations, modifications and improvements and that may itself be an interesting task! I must acknowledge the great contribution of Aarthi Sivaramakrishnan who worked with me to develop this. Your work is not just remembered but also put into the universe for posterity.  

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💶 Why labour costs are so high in Belgium? If you’ve ever worked in Belgium, you know it’s one of the most complex (and expensive) payroll systems in Europe. Between employer social contributions, end-of-year bonuses, double holiday pay, meal vouchers, eco-cheques, mobility plans, indexation and legal benefits… the total cost of employment can easily reach 2 to 2.5 times the net salary. And that’s before adding any extra benefits. In a market where company cars, group pensions and private insurances have become standard, staying competitive as an employer often means going even further. Each additional benefit designed to attract or retain talent represents a significant extra cost on top of an already heavy payroll structure. What makes it so high? 1. High employer social charges (often 25–30% of gross salary) 2. Mandatory benefits such as the 13th month and double holiday pay 3. Automatic indexation, salaries that rise with inflation 4. Strong social protection, providing stability but limiting flexibility 5. Guaranteed salary during sick leave, up to one month fully paid by the employer For international companies, it can be surprising to see how much of HR strategy in Belgium revolves around optimizing total cost while maintaining employee engagement. From an HR perspective, it’s not only about managing costs, it’s about finding creative ways to stay attractive and fair in a market where the bar is already very high. 👉 And you, how do you manage payroll complexity and competitiveness where you work? #HumanResources #Payroll #Belgium #LabourCosts #HRStrategy #PeopleAndCulture #HospitalityIndustry #CompensationAndBenefits

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❇️ Every Leader Needs a Coach During my podcast with coach Dagmara Asbreuk, we discussed what makes coaching work: ✅ The right connection & "click" ✅ A feeling of total acceptance and provide unconditional acceptance ✅ A safe, confidential environment where you can be relaxed and open up We need to normalize leaders having coaches. It's a strategic tool, not a secret. To my fellow senior leaders and executives: investing in a coach isn't a sign you're struggling. It's a sign of your strength and commitment to excellence 💪 #ExecutiveCoaching #Leadership #FutureOfHR #PeopleDevelopment #Mentorship #Wellbeing #MentalHealth #PeopleAndCulture

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What if I told you that the real team building starts after the workshop? Think about it. Those brief, intense sessions are just the beginning. As leaders, we face a rollercoaster of emotions. • The excitement when everyone pulls together. • The frustration when tension bubbles up. • The satisfaction when a project is flawlessly executed. But here's the thing: The emotional journey isn't confined to those few hours of workshops or getaway retreats. Team building is an ongoing, everyday job. It's about nurturing relationships and maintaining that synergy. 🎢 Emotional Waves in Leadership Creating and maintaining team chemistry is akin to surfing. The ocean of corporate life is vast and unpredictable. There’s a thrill as you ride the wave of team cohesion. And sometimes, the wave crashes and you tumble into chaos. How do you stay on top? 1️⃣ Consistent Communication: After the workshop glow fades, consistently check in with your team. Use simple, genuine conversations. "How are you today?" can open more doors than a formal survey. 2️⃣ Empathy Over Efficiency: In moments of tension, remember: empathy drives stronger connections than directives. Acknowledging your team's feelings enhances trust and loyalty. 🌊 Actionable Insight: Surf the Emotional Sea To navigate your team's emotional rollercoaster: • Be present daily: Start with morning huddles, no longer than 15 minutes, to discuss priorities and concerns. • Celebrate small wins: Regularly acknowledge contributions, big and small, to foster a positive and motivating atmosphere. • Embrace continuous feedback: Make it a habit, not a ritual. Use feedback to strengthen bonds, not just performances. #TeamBuilding #Leadership #EmployeeEngagement #ContinuousImprovement #CorporateCulture

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