Dear Affogato Friend,
I am so happy to introduce Suzanne Adler, who will join me in sharing her thoughts on HR Management Consulting.
Jonna
Have you ever read the article “Why I Hate HR?” I did about 15 years ago, and it remains one of the most honest critiques of how HR can sometimes fall short. At its worst, HR can become a bottleneck, inflexible in applying policies without understanding business practices. At the very worst, it can even create its own weather.
For those clients who have not worked with me yet, I have been with Affogato for three years and have a perspective shaped by knowing and understanding how HR can fail. My core focus, along with the team at Affogato, is to build great HR functions because small and medium-sized companies deserve great HR, too. Here is a small window into my mindset and an introduction to my core principle on what employees really want from a company.
Core Principle #1: Employees Want a Fair Exchange
One of the most common misconceptions in workplaces—especially among small and mid-sized companies—is the belief that employees want their workplace to feel like a “family.” While this language is usually well-intentioned, it misses the mark. Employees don’t need another family. They need a fair exchange for their time, energy, and talent.
What does that look like in practice? It means employees want to be compensated fairly, supported clearly, and treated consistently. They want to work hard during the day and leave work with enough mental and physical energy left to be present for their actual families—or themselves. They don’t want their value tied to how long they stay or how “loyal” they appear. They want to know: Am I respected? Am I paid equitably? Do I have what I need to succeed?
It’s easy to confuse perks with value. Yes, a nice coffee drink or birthday balloon can be appreciated, especially an Affogato—but those are bonuses, not the foundation. Morale doesn’t come from ping-pong tables or casual Fridays. It comes from clarity, fairness, and the sense that what I give to the company is being returned meaningfully.
In other words, the transactional nature of employment doesn’t have to mean cold. It can mean honest, mutual, and intentional. When companies understand this, they stop trying to build a “family culture” and start building a culture of accountability, consistency, and respect.
That’s what drives retention. That’s what fosters engagement. And that’s the kind of culture Affogato helps clients create. Because at the end of the day, employees aren’t asking for more cake in the break room. They’re asking for fairness—and that starts with a mindset shift.
One last compliance note… there’s an updated I-9 form, although there are two editions dated 08/01/23 that remain valid:
Employment Eligibility Verification | USCIS
Use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States.
www.uscis.gov
Minor Changes to Form I-9 and E-Verify Updates – USCIS
I-9, Employment Eligibility Verification; I-485, Application to Register Permanent Residence or Adjust Status; I-765, Application for Employment Authorization
www.uscis.gov
To your success,
Jonna, Suzanne, Lisha, Lisa, Karen and Linda