Stop Throwing “Culture” Around Like Confetti

Everyone loves to throw the word culture around like it's confetti. “Protect the culture.” “Fix the culture.” “We need a culture committee!”

Here’s the truth: culture isn’t a ping-pong table or free snacks. It’s how people treat each other when no one’s watching.

And here’s the kicker — slapping the word “culture” on a slide deck doesn’t change behavior. If your managers avoid tough conversations, if trust is low, if employees are burnt out — no mural, mission statement, or pizza party is going to fix that.

Culture Isn’t Window Dressing

Culture is not an initiative you “launch.” It’s a byproduct — the result of leadership, systems, accountability, and actual human connection.

The data backs it up:

• Companies with strong cultures see 40% lower turnover than those without. (Gallup)

• Highly engaged teams drive 21% higher profitability. (Gallup)

• In organizations with toxic cultures, 77% of employees report burnout and higher intent to quit. (Deloitte)

• Culture and trust are so deeply linked that 79% of employees who trust leadership are motivated to work harder, compared to just 29% where trust is low. (PwC).

  
  

You can’t decorate your way into those results.

The Culture Theater Problem

Too many organizations fall into what I call culture theater:

• Committees that spend months picking the “right” values words but never hold anyone accountable for living them.

• All-hands pep talks about culture, but zero support for managers who need to model it.

• Perks that look good on the careers page but don’t address the real issues employees face. Newsflash: free lattes don’t fix burnout.

What Actually Creates Culture

If you want a culture worth keeping, stop obsessing over the word itself and start managing the things that create it:

1. Leadership behaviors → Do leaders admit mistakes? Do they reward honesty? Do they walk their own talk?

2. Systems & processes → Do your workflows make people’s jobs easier, or harder? (Because clunky tech = culture killer.)

3. Accountability → Do you confront toxic behavior, or do you excuse it because the person is a “top performer”?

4. Connection → Do employees feel seen and heard as humans, not headcount?

That’s it. That’s culture. Everything else is noise.

The Misfit Takeaway

Culture isn’t a slide deck. It’s not a mural. It’s not a committee.

Culture is the ripple effect of a thousand daily choices. It’s the “yes” to hard conversations, the “no” to toxic behavior, and the systems that either support or sabotage people’s work.

Stop trying to “manage culture.” Start managing what creates it.

When Hiring Breaks Down, It's On All of Us

How HR and leadership can better partner to prevent internal ghosting and accelerate great hires.

We’ve all experienced it:

• The job is posted

• The candidates are sourced

• The interviews are booked

• And then… nothing.

No feedback. No decision. No movement.

While we often talk about candidates ghosting employers, there’s another version that hits closer to home: internal ghosting — when hiring managers disengage, panels delay decisions, or HR misses critical follow-ups.

The truth? Hiring is a shared responsibility — and when it breaks down, it’s rarely just one department’s fault. It’s a system failure. And it’s costing us great talent.

The Data Behind the Delays

 Let’s look at the research:

• 52% of hiring managers admit they take longer than they should to make hiring decisions. (LinkedIn Global Talent Trends)

• 63% of candidates say they’ll withdraw from a process if they don’t hear back within two weeks of an interview. (CareerBuilder Candidate Experience Report). I think this window of time continues to shrink.

• The average time-to-fill in the U.S. is now 44 days, and it’s even longer in tech and service industries. (SHRM Talent Acquisition Benchmark Report)

• Only 25% of employers report having consistent internal alignment between HR and hiring managers throughout the hiring process. (Harvard Business Review, 2023)

What’s Actually Going Wrong?

 Delays aren’t always about apathy. Often, they stem from:

• Lack of ownership — no clear decision-maker

• Panel overload — too many cooks, not enough clarity

• Unclear hiring criteria — decisions by gut instead of alignment

• Overengineered processes — multiple interview rounds with little added value

• Miscommunication — feedback gets delayed, misrouted, or watered down

• HR burnout — limited time to chase down every loose end

And sometimes? We in HR don’t close the loop fast enough either — especially when caught between moving targets and shifting priorities.

So What Can We Do Differently?

This is where collaboration becomes critical. Here’s what both sides can bring to the table:

What HR Can Own: 

• Set decision deadlines and share drop-off metrics to create urgency

• Pre-align on salary bands and role scope to avoid offer delays

• Simplify the process by limiting interviews to what's essential

• Coach leaders on interviewing, feedback, and candidate experience

• Treat recruiting like a campaign, not a checklist

What Leadership Must Own: 

• Treat hiring like a business-critical priority, not an HR task

• Make timely decisions and stand by them

• Be present and prepared during interviews

• Understand the cost of inaction — unfilled roles create risk, delay revenue, and stretch teams thin

• Provide feedback that is honest, fast, and actionable

The Shift We Need

Hiring isn’t just a function — it’s a leadership behavior.

And if we want to compete for top talent, we need to act like it.

That means aligning early, committing to speed, and holding everyone accountable — not just HR. We can’t keep saying “people are our greatest asset” and then leave hiring decisions to lag in inboxes for weeks.

When we fix the internal disconnect, we don’t just hire better — we build a culture of clarity, trust, and execution.

 Final Thought

Let’s stop ghosting our own process.

The talent market won’t wait — and neither will your next great hire.

Riding the Waves of Change – Top HR Trends for 2024-2025

Hey Misfits!

If you're anything like me, you're constantly trying to keep a pulse on the ever-evolving world of HR. The past few years have been a whirlwind, and 2024-2025 are shaping up to be no different. We're not just reacting to change anymore; we're actively designing the future of work. So, what's buzzing in the HR world right now? Let's dive into the top trends that are redefining our roles and demanding our strategic attention.

1. The AI Revolution in HR: From Automation to Augmentation

I know I posted recently on this topic but it's here to stay my fellow misfits, so let's embrace the topic - i's already transforming how we operate. This isn't just about automating repetitive tasks; it's about augmenting human capabilities and making data-driven decisions that were previously impossible.

• Recruitment and Onboarding: AI-powered tools are streamlining everything from resume screening to initial candidate communication. We're seeing "blind screening" technologies to mitigate bias and predictive analytics to identify successful candidates and even predict retention. A simple tool like Book with Me or Calendly can automate the task of scheduling interviews (among other more robust tools).

  
  

• Employee Experience and Development: AI is personalizing career development plans, identifying skill gaps, and even acting as a coaching tool by providing real-time feedback. Imagine AI-driven insights that help managers transform from taskmasters to strategic talent enablers. I see this as phase II of AI tool implementation after a focus in the TA space where quick hits can really impact productivity.

  
  

• Workforce Planning & Analytics: AI-powered analytics can predict workforce trends with impressive accuracy, helping us forecast skills gaps and optimize staffing. This means HR can be more proactive, reducing hiring costs and improving overall efficiency. If your HR department is new to incorporating AI into your processes, predictive analytics is not where you'll start, but you must start.

  
  

The Misfit Takeaway: AI is not a threat to HR; it's an opportunity. Embrace it, learn it, and leverage it to free up your time for more strategic, human-centric initiatives. But remember, the ethical and responsible use of AI, including bias mitigation, is paramount.

2. Employee Well-being Takes Center Stage (Still!)

This isn't a new trend, but its importance continues to escalate. The pandemic highlighted the critical link between employee well-being and organizational success. In 2024-2025, we're seeing a more holistic and integrated approach.

• Burnout is Real: A significant portion of the workforce is experiencing persistent burnout, particularly Gen X, senior managers, and those working onsite. Employers are recognizing the need to understand its root causes within their organizations and address workload and manager expectations.

  
  

• Holistic Support: Beyond mental health, the focus is broadening to include financial health, physical health, and social connection. We're seeing increased support for women's well-being across their lifespan and a proactive approach to prevent burnout through structured downtime and recovery strategies.

  
  

• Leadership's Role: Leaders are increasingly expected to foster a culture of well-being, encourage open dialogue, and be trained in emotional intelligence and stress management. My friend Liesel Mertes has an incredible program called Handle with Care focused on empathy in the workplace and it's SO GOOD. This isn't just fluffy stuff - it's super impactful for our employees (reach out and I can make an introduction if you want one).

  
  

The Misfit Takeaway: Employee well-being isn't a perk; it's a strategic imperative. Invest in comprehensive programs, empower managers to prioritize well-being, and most importantly, listen to your employees.

3. Skills-Based Hiring: Shifting from Credentials to Competencies

The traditional resume is becoming less relevant as organizations increasingly prioritize what candidates can do over where they went to school or what titles they held.

• Focus on Competencies: In 2025, 85% of companies are using skills-based hiring, a notable increase from last year, with a corresponding decrease in resume usage. This approach focuses on the actual competencies and skills required for a role, leading to more objective and effective hiring decisions.

  
  

• Upskilling and Reskilling: As technology evolves rapidly, companies are heavily investing in upskilling (teaching new skills) and reskilling (helping employees transition to new roles) to address the growing digital skills gap. This not only benefits the organization but also boosts employee retention and job satisfaction.

  
  

• AI's Role in Skills Assessment: AI is proving invaluable in identifying skill gaps, predicting future workforce needs, and personalizing development paths to align with business goals.

  
  

The Misfit Takeaway: It's time to redefine your hiring processes. Move beyond traditional qualifications and build a skills-first framework. This also means investing in continuous learning and development for your existing workforce to ensure they remain competitive.

4. Diversity, Equity, and Inclusion (DEI): Beyond the Buzzwords

While DEI initiatives have faced scrutiny in some areas, the overwhelming sentiment in HR remains strong: DEI is critical for innovation, resilience, and attracting top talent.

• Hiring Strategies: Companies are increasingly using data and analytics to enhance their DEI strategies, track progress, and identify areas for improvement. This includes analyzing applicant pools, conversion rates for underrepresented groups, and retention/promotion rates. It's not about the targets or quotas - it's about diversifying candidate pools to ensure equal opportunity for all including minorities, women, veterans and those with disabilities.

  
  

• Systemic Change: HR leaders are gearing up for systemic changes to combat discrimination and ensure workplaces are safe and inclusive for everyone. This includes reviewing policies, practices, and fostering a culture of belonging.

  
  

The Misfit Takeaway: DEI is not a trend to abandon, but one to deepen. It requires a mindset shift, genuine commitment from leadership, and continuous evaluation to ensure authenticity and impact. Focus on embedding DEI organically into all HR practices.

5. Flexible Work Models: The New Normal

The hybrid work model continues to solidify its position as the preferred way of working for many organizations and employees. This isn't just about where people work, but how.

• Balancing Act: Companies are still finding the right balance between remote, hybrid, and in-office work to maximize productivity and employee experience. Flexibility is a key differentiator in attracting and retaining talent.

  
  

• Four-Day Work Week: While not mainstream yet, the four-day work week is gaining traction as a competitive advantage for attracting talent and improving work-life balance. I'm not sure I am a fan of this (for me) but I appreciate that companies are looking at flexibility overall. Personally, the hybrid schedule of three days in office and two days at home is a sweet spot for me. I must have time in office to engage with coworkers and peers.

  
  

The Misfit Takeaway: Flexibility is no longer a "nice-to-have" but a core component of employee well-being and a crucial factor in talent attraction and retention. HR needs to lead the way in designing and implementing flexible work policies that are equitable and effective.

Conclusion

The HR landscape in 2024-2025 is dynamic, challenging, and incredibly exciting. From the pervasive influence of AI to the unwavering commitment to employee well-being, HR professionals are at the forefront of shaping workplaces that are productive, inclusive, and human-centered. As HR Misfits, our ability to adapt, innovate, and champion these trends will define our success and the success of our organizations. So, let's keep learning, keep challenging the status quo, and keep making HR less of a "department" and more of a strategic partner in building thriving cultures.

Stay Misfit,

Ami Graves