TallSky Talks HR

It’s time we expand the conversation beyond “bullying and harassment” compliance training. This is a minimum standard and while important, it’s not enough. We need to lead with a proactive, values-driven approach grounded in Respect in the Workplace. Respect is the presence of curiosity, empathy, boundaries, and accountability. It’s about how people respond to each other, how power is shared in decision-making, and how conflict is managed early…before harm occurs.

At TallSky Consulting Group, we are frequently approached by business owners and leaders who want to better understand what Fractional HR is, and how this flexible model can support their teams. In this post, we look to answer some of the most common questions we hear and shed light on how a tailored, on-demand HR partnership can help your business thrive, without the commitment or cost of a full-time human resources hire!

The compensation landscape has undergone significant transformation in recent years, shaped by economic uncertainty, evolving workplace values, and changing regulatory frameworks. In the wake of the pandemic, the labor market saw rapid shifts, first marked by a talent shortage that drove wages upward, then by inflation and rising costs of living that have raised employee expectations around pay.

One of the most effective and cost-efficient ways to build a resilient company that can navigate economic uncertainty is by offering mentoring to valued employees.
Whether it is a formal or self-directed program, mentoring helps to increase retention of top talent, keep employee recruitment costs down, cross-train employees, and develop future leaders.

2025 isn’t just another year – it could be your turning point. For forward-thinking leaders it is a chance to adopt a style of leadership fostering increased growth for their employees. By shifting your leadership style from problem-solver to a facilitator of solutions, we help deepen the type of critical thinking and decision-making skills in our team that can have a transformative effect on both the employee and the business.

Recently we’ve been working with organizations on expanding (or establishing) their performance management process to include peer feedback.
This is a valuable piece of the feedback process and encourages continuous improvement in organizations. Where there are matrix reporting structures, employees may not do a lot of their work with their direct supervisor and peer feedback is invaluable in allowing anyone to provide input from their interactions with a colleague.

Organizations are shifting their approach to the performance review process and looking at ways to have feedback be a continuous – and two-way process. This is a valuable way to conduct the review process, allowing for business cycles, and eliminating recency-bias (the tendency to only provide feedback on things that happened most recently, as they are top of mind) in the one and done format.

Hiring is ramping up as Fall has arrived, so we thought this would a be a good time to share some of the processes we have helped our clients implement that have made a real difference for their new employees and teams.

In today’s competitive business environment, effective leadership is crucial for organizational success. At TallSky Consulting, we believe in the value of 360 performance evaluations. These evaluations provide invaluable information to leaders and the organizations, creating a culture of feedback and open communication, helping them to grow, improve, and lead their teams more effectively.

As leaders navigate the challenge of a ‘hustle culture’ in the ever-evolving landscape of professional life, the concept of work-life balance has undergone a significant transformation.