Christopher Rainey's Linkedin Analytics

Knowing everything won’t get you far. That’s the part no one tells you: Being smart isn’t enough. If you’re difficult to work with, no one cares. But no one talks about that. People think success comes from: • Having all the answers • Always being right • Never backing down Reality? The best leaders ask more than they tell. The smartest people: • Stay teachable • Admit when they’re wrong • Learn from everyone around them How to become the person people want to work with: 1/ Listen more than you speak. ↳ Ask questions instead of proving a point 2/ Be open to feedback. ↳ It’s not an attack, it’s an opportunity 3/ Admit when you're wrong. ↳ Confidence isn’t about being right. It’s about learning fast 4/ Give credit freely. ↳ The best teams thrive on shared wins, not solo egos 5/ Stay teachable. ↳ The fastest learners always outrun the know-it-alls Ego kills growth. Curiosity fuels it. The smartest person in the room? They’re the one asking the best questions. 💬 Agree or disagree? Comment below! ♻️ Repost if you believe in this. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY

"We measure results, not hours." - Google Sounds great. But here’s the truth: Most companies say this. Few actually mean it. If you still track: ⛔ Online status. ⛔ Hours worked. ⛔ “Time at desk” metrics. Then you don’t measure results. You measure control. 5 Reasons Why Results Beat Hours Every Single Time 1️⃣ More hours ≠ More productivity ↳ 60-hour weeks lead to burnout, not better work. 2️⃣ Impact matters more than effort ↳ The best employees find smarter ways to get things done. 3️⃣ Creativity doesn’t run on a clock ↳ Innovation happens when people work at their best, not when they “should.” 4️⃣ Autonomy fuels engagement ↳ People perform better when they’re trusted, not monitored. 5️⃣ Great work speaks for itself ↳ No one asks how many hours it took to build something brilliant. You don’t need longer hours. You need smarter work. The companies that focus on results, not time, will win. The ones obsessed with control? They’ll keep losing their best people. 💬 Agree or disagree? Comment below! ♻️ Tag a leader who understands this. ♻️ Repost this if you believe performance > hours. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY Image Credit: Lukas Stangl

5 Reasons Culture Beats Salary Every Time (And how to build it) Ever noticed this? A salary increase makes you happy once a year.  But a healthy culture keeps you happy every day 😊 Yes, salary is important.  But real joy at work comes from the culture around you. Not convinced? Here's the data: ↳ 65% of people would accept less money to work for a better boss ↳ Companies with great culture grow revenue 4 times faster ↳ A toxic culture makes people quit over 10 times more than low pay does A healthy workplace isn’t built overnight.  It takes effort.  Every single day. So, how do you build it? 1️⃣ Start with honest conversations  → Encourage open, two-way communication 2️⃣ Recognize people often  → Celebrate effort, progress, and wins, big or small 3️⃣ Support well-being  → Prioritize mental health and work-life balance 4️⃣ Build real trust  → Create space for teamwork, not just tasks 5️⃣ Invest in growth  → Give your people the tools and chances to grow I've seen companies throw money and perks to win talent. And those same companies lose them to better offers. I've seen startups that couldn't compete on salary. But have built world-class teams that stayed for years. Top salaries don't guarantee top talent stays. You can't buy commitment with a paycheck. You can't buy innovation with bonuses. You can't buy loyalty with stocks. But you can create a space where people WANT to work. 💬 Would you choose culture over compensation? Let me know in the comments ⬇️ ♻ Repost to help your network.  And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter.  Join 120,000+ HR professionals who receive weekly tips via email and social  https://lnkd.in/eAdb6ydY

Most companies are failing at leadership. Here’s what they are getting wrong: They promote the wrong people. They ignore power skills. They fear AI instead of using it. Then they wonder why trust, engagement, and retention are dropping. Leadership isn’t a “nice-to-have.” It’s the #1 HR priority for 2025. Here’s what companies are getting wrong: ↳ They promote based on tenure, not ability. ↳ They overlook adaptability and emotional intelligence. ↳ They see AI as a threat, not a tool. What great companies do instead? On the latest episode of the HR Leaders Podcast, I had an inspiring discussion with DJ Campbell, CHRO at Sanford Health, to talk about how leadership must evolve to keep up with workforce transformation. 📌 Key Takeaways: 📌 Leadership Development is Now a Business Priority → The best companies invest in leaders who drive retention, engagement, and innovation. 💡 AI is a Tool, Not a Threat → Leaders must position AI as a colleague that enhances efficiency, not a replacement. ⚙️ Employee Experience Drives Retention → Employees demand transparency, flexibility, and real support, HR must listen and adapt. 🚀 Power Skills Are the Future of Leadership → Emotional intelligence, adaptability, and curiosity separate great leaders from the rest The companies that get this? They build high-performing, resilient teams. The ones that don’t? ❌ Employee trust crumbles. ❌ Engagement plummets. ❌ Retention becomes a nightmare. If leadership development isn’t your top priority, you’re already falling behind. 💬 Agree or disagree? Comment below! ♻️ Repost if you believe leadership must evolve. And follow Christopher Rainey for more. 👇 Watch the episode below

Most companies are stuck in outdated hiring. Let me be honest with you: They post ads. They sift through piles of resumes. They scramble for talent. They cling to old HR methods. How do I know? I used to chase traditional recruitment. "Fill the position" was my battle cry. But that doesn't work. Here's what changed: I focused on ONE thing that transformed our hiring process. Not ten strategies. Not five strategies. ONE strategy. And something incredible happened... The more I committed, the less old-school tactics mattered. Those endless job boards? Those generic resumes? Those tedious interviews? They stopped being important. In the latest HR Leaders Podcast, I had an inspiring discussion with Jean Pelletier, VP of Digital Talent Transformation and Global Talent Acquisition at Schneider Electric, about how AI is reshaping talent mobility, workforce planning, and career development. In this episode, Jean discusses: 📌 AI is Changing Talent Retention → AI-driven marketplaces help employees find internal opportunities, reducing turnover 💡 HR Must Be Data-Driven → AI insights enable smarter workforce decisions, replacing guesswork ⚙️ Fixing Broken Internal Hiring → AI removes barriers, making career growth more accessible 🚀 Skills Over Job Titles → Prioritizing skills creates agile, future-ready organizations Because here's the hard truth: People may forget your old recruitment methods. They’ll remember how you transformed talent. Great leaders build people, not just fill positions. And that legacy lasts forever. 💬 Agree or Disagree? Drop your thoughts below! ♻️ Repost if you agree. And follow Christopher Rainey for more. Know a great leader? 👇 Tag them below and show you appreciate them!

AI is taking over hiring. Here's everything you need to know in 2025: Resumes? Job boards? Manual screenings? All becoming obsolete. By 2025, hiring won’t look the same. Here’s what’s coming: On the latest episode of the HR Leaders Podcast, I sat down with Jonathan F. Kestenbaum, Managing Director of Technology Strategy at AMS, to talk about the future of hiring, AI’s impact on HR, and why skills, not resumes, will define workforce success. Here’s what you need to know: 📌 AI will control the hiring process. ↳ It will screen, assess, and match candidates faster than ever 💡 AI agents will replace HR admin work. ↳ Scheduling, job matching, candidate engagement, automated ⚙️ Skills will matter more than job titles. ↳ Companies will hire based on capabilities, not resumes 🚀 Performance will dictate pay. ↳ HR software will shift to outcome-based pricing models The best companies will adapt fast. The rest? They’ll get left behind. Because AI won’t just change how companies hire. It will change who gets hired. Companies that stick to outdated hiring methods? They’ll lose the best talent before they even realize. The ones that evolve? They’ll build stronger teams, faster, and smarter than ever. 💬 Agree or disagree? Comment below! ♻️ Tag a leader who needs to hear this. And follow Christopher Rainey for more. 🔗 Watch the full episode here ⬇️

Success isn’t luck. It’s survival. Most people give up after one setback. One rejection. One failure. The ones who win? They’ve failed hundreds of times. But they show up again. They weren’t "born talented." They weren’t "given an opportunity." They earned it, through every mistake, every loss, every painful lesson. So, how do you build the same resilience? 1️⃣ Detach from failure → It’s a lesson, not a label. 2️⃣ Take more shots → If you try 100 times, you’ll get “lucky” once. 3️⃣ Expect setbacks → Every success story is built on failures. 4️⃣ Reframe rejection → The best in the world hear “no” more than anyone else. 5️⃣ Keep showing up → Because most people won’t. No one is coming to hand you success. No shortcut will save you from the work. No amount of talent beats the person who refuses to quit. So ask yourself: Are you willing to fail more than anyone else? Or will you sit back and call others “lucky”? 💬 Agree or Disagree? Comment below! ♻️ Repost this if you believe resilience beats luck. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY

For the First Time in a Decade… We're taking the HR Leaders Podcast on the road. First stop? The Big Apple! To visit our friends at Gloat LIVE on March 10-12th. Where the brightest minds in HR will be coming together to explore the transformation of work, the workforce, and the workplace of the future. Attendees and speakers include: ↳ Josh Bersin, Global Industry Analyst ↳Ben Reuveni, CEO & Co - Founder, Gloat ↳ Patricia Frost, Chief People and Places Officer, Seagate ↳ Federico Cohen Freue, SVP of AI, Mastercard ↳ Susan Podlogar, Former CHRO, MetLife ↳ Amy Goldfinger, Former SVP Global Talent, Walmart ↳ Johanna Bolin Tingvall, Global Head of L&D, Talent Growth, Spotify ↳ Lucrecia Borgonovo, Chief Talent and Organizational Effectiveness Officer, Mastercard ↳ Santhana Sankaramurthy, Director, Modern Work & Partner Incubation, Microsoft ↳ Kathryn van der Merwe, People, Culture and Communications Group Executive, Telstra ↳ Femmie Schippers, Head of HR Business Technology, Takeda ↳ Eliana Barbiero, Head of Learning US & Americas, HSBC ↳ Watson Stewart, Global Head of Talent, Standard Chartered 🔴 This is an invitation only event. 🔗 Click here to apply to attend: https://lnkd.in/e5_-xys5 NYC, see you next week! 🚀 ♻️ Tag an HR leader who needs to be in this room. And repost this to help your network.

Wellbeing is now a talent strategy. 91% of employees stay or leave based on: 91% of employees say workplace wellbeing impacts their decision to stay or leave. But most companies still don’t get it. ↳ They call it an HR initiative. ↳ They throw in some wellness apps. ↳ They offer PTO, but make people feel guilty for taking it. Then they wonder why burnout is skyrocketing. On the latest episode of the Work Life Wellness Series, I sat down with Marni McDowell, PhD, Senior Director of Global Wellbeing & Experience at Micron Technology, to break down why wellbeing is now a core part of talent strategy, and what leaders must do to make it work. Key Takeaways: 📌 Wellbeing Is a Business Strategy, Not an Initiative → Companies that embed wellbeing into work see higher engagement & retention. 💡 Prevention Is More Effective Than Reaction → The best companies address burnout before it happens, not after. ⚙️ Leadership Drives Employee Wellbeing → A bad boss does more damage than a heavy workload, leaders must model self-care. 🚀 Wellbeing & Performance Go Hand-in-Hand → High-performance cultures don’t burn people out, they support them to do their best work. The companies that get this? They build high-performance cultures. The ones that don’t? ❌ Burnout skyrockets ❌ Morale tanks ❌ Turnover explodes If wellbeing isn’t a business strategy, you’re already losing talent. 💬 Agree or disagree? Comment below! ♻️ Repost this if you agree. And follow Christopher Rainey for more.

I don't believe in dream jobs. But here's what I do believe in: I've spent 20 years in HR. I've seen what makes organizations thrive. And what makes them toxic. I've seen both the best and the worst sides of workplaces. The worst workplaces: ❌ Drain you. ❌ Break trust. ❌ Kill creativity. ❌ Ignore feedback. ❌ Promote toxicity. ❌ Micromanage talent. ❌ Discourage growth. ❌ Create constant stress. ❌ Prioritize profits over people. ❌ Foster political game-playing. ❌ Make empty promises about change. The best workplaces: ✅ Put people before profits. ✅ Practice real inclusion. ✅ Promote transparency. ✅ Welcome feedback. ✅ Encourage growth. ✅ Celebrate success. ✅ Offer flexibility. ✅ Value diversity. ✅ Show respect. ✅ Trust you. ✅ Listen. Here's the uncomfortable truth: Your workplace culture isn't just about ping pong tables  and casual Fridays. It's about dignity.  Respect.  Growth. If your leadership team isn't creating this environment,  they're not just failing their people... They're failing their business. The future belongs to companies that understand this. The rest will become case studies in what not to do. 💬 Agree or Disagree? Drop your thoughts below! 👇 Tag that person who makes your workplace a better place. Show them you appreciate the difference they make every day. ♻️ Share this to help your network. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY Kudos to Mike Leber for inspiration.

Most companies lie about their culture. I've seen it firsthand. The awards, the values, the perks. All just for show. You know what defines culture? When you mess up big time and that coworker you were sure would throw you under the bus doesn't. It's that boss who credits you in a room of higher-ups. I left the "best place to work" because I saw: ↳ Senior leaders tearing down junior staff ↳ High performers backstabbing each other ↳ HR sweeping toxic behavior under the rug to protect sales Stop being fooled. Culture isn't catchy slogans, ping pong tables, or free lunches. It's what goes on behind closed doors. And if you're in charge and think turning a blind eye is okay... If you let 'rainmakers' play by different rules... You're the problem. Strong cultures aren’t built with policies and HR initiatives from a fancy consulting firm. They’re built by leaders who: ↳ Call out toxic behavior ↳ Reward collaboration ↳ Choose integrity over short-term gains I've seen incredible companies fall apart at the seams because their leaders ignored a toxic culture until it was too late. Don't let yours be one of them. P.S. What’s the most toxic workplace behavior you've seen? ♻️ Repost this if you agree. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY Image Credit: Simon Sinek

Your boss shapes your career more than your job does. (Most managers get it wrong) Most bosses manage. Great leaders make you better. Your boss shapes your career more than your job does. Some push you forward. Others hold you back. Here’s how you know the difference: ➟ A toxic boss makes you question yourself. ➟ A selfish boss limits your growth. ➟ A weak boss avoids hard conversations. But the best leaders? ➟ They challenge you when you doubt yourself. ➟ They open doors, not just approve tasks. ➟ They protect you from the noise so you can focus. A great leader doesn’t just want results. They want you to succeed. Because leadership isn’t about power. It’s about impact. Who’s had your back in your career? Tag them below. ♻️ Repost if you agree leadership is about lifting others. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social: https://lnkd.in/eAdb6ydY Image Credit: Adam Grant