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.

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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

In this episode of HR in Action, I sat down with Dr. Lisa Marie Lee, Founder and CEO of Linked Results, for a deep conversation on the often-overlooked link between emotion, leadership behavior, and business outcomes.

Dr. Lisa brings a unique perspective as an HR researcher, evaluator, and former U.S. Navy veteran, focused on helping organizations understand the return on investment of their HR initiatives. Rather than relying on surface-level “best practices,” she challenges leaders to look beneath policies, perks, and programs to examine the quality of relationships, trust, and motivation driving performance.

The conversation explores why many organizations over-rely on control, mimic competitors without understanding their own culture, and mistake perks for progress. Dr. Lisa explains why emotions sit behind every action and decision at work—and how leaders can begin to assign tangible value to those human dynamics through thoughtful evaluation.

We also discuss the limits of one-size-fits-all leadership recipes, the tension between speed and patience in large organizations, and why true performance improvement requires slowing down to understand root causes rather than reacting to symptoms. Throughout the episode, Dr. Lisa emphasizes the importance of assuming good intent, observing behavior with curiosity, and designing interventions that align with how people actually work.

This episode is especially valuable for HR leaders, executives, consultants, and researchers who want to move beyond buzzwords and better connect leadership behavior, employee experience, and measurable outcomes.

Looking to help leaders build real skill—not just follow best practices? Check out ProACTr, a leadership conversation simulator designed to help leaders practice difficult conversations and build confidence through evidence-based role-play learning.
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#HRInAction, #HRLeadership, #HumanResources, #PeopleOperations, #LeadershipDevelopment, #WorkplaceCulture, #EmployeeExperience, #FutureOfWork, #HRCommunity, #CommunityOfPractice