Key Insights from H2R's August 2025 Lunch & Learn Webinar: Employee Engagement Strategies, Performance, and Development Trends

Written by: The H2R Team

H2R Business Solutions’ monthly Lunch & Learn webinar series offers small and medium-sized business leaders a free opportunity to gain actionable insights on leadership, HR, and people management. Their recent session featured Jackie Lauer, an executive coach and workplace culture expert helping organizations enhance engagement and align HR strategies with business goals, and Brad Ratz, Director of Growth, Strategy & Client Experience at H2R, specializing in people strategy, leadership development, and coaching-driven HR initiatives. This interactive session focused on performance management, employee engagement strategies, HR’s strategic role, and trends in employee development, providing practical guidance and real-world examples for business leaders looking to strengthen their teams.

Q&A Highlights

When should a small business introduce formal performance reviews?

Performance conversations should be normalized from the start of employment, ideally before an employee’s first three months. Feedback should be part of onboarding and can follow a quarterly or annual schedule. A more formalized system becomes important when business owners can no longer manage all operational details themselves and must rely on leaders to run departments effectively. Early and consistent conversations reduce surprises, set clear expectations, and build a culture of open feedback.

How do you know when it’s time to implement a formal feedback system as a business owner?

A formal feedback system becomes essential when the business owner can no longer oversee every operational detail. At this point, leaders need trusted managers to handle departments independently. Having a structured performance and feedback system ensures consistency and alignment as the organization grows, even if it doesn’t require a full one-year appraisal process.

How can leaders identify early signs that an employee might be thinking of leaving?

Key indicators that an employee might consider leaving include decreased engagement, lower participation in meetings, and increased absenteeism. Implementing employee engagement strategies can proactively address concerns. Also, if an employee shifts from discussing long-term goals to focusing only on short-term milestones, this may signal decreased commitment. Monitoring these behaviors allows leaders to address concerns proactively, provide support, and retain valuable employees.

Can technology help identify potential retention risks?

Some organizations have experimented with AI tools to track employee activity, such as monitoring LinkedIn profile updates. While this may provide signals about engagement or potential exits, it should be approached cautiously, as it raises ethical and privacy considerations.

How do you influence leaders to embrace training and coaching for themselves and their teams?

Leaders are more likely to engage when the value of training is demonstrated with data, case studies, and measurable outcomes. Providing a variety of tools, like assessments, 360-degree feedback, and safe spaces for reflection, helps leaders understand their growth opportunities. Approaches should be tailored for emerging leaders as opposed to seasoned leaders to ensure the learning is meaningful, relevant, and actionable.

How can HR professionals elevate their role to become strategic partners in the organization?

HR can demonstrate strategic value by aligning initiatives with business goals, proactively presenting leadership insights, and showcasing measurable impacts such as improved retention, enhanced productivity, and stronger engagement through effective employee engagement strategies. Building strong relationships with leadership and creating repeatable success stories helps HR earn credibility, secure a seat at the strategic table, and show how their work drives organizational results.

What trends in employee development should organizations prepare for in the next five years?

  1. Personalized Learning Paths – Development programs tailored to individual career goals and learning styles.
  2. Digital and Microlearning Platforms – Bite-sized, on-demand learning that integrates into the workweek.
  3. Soft Skills Focus – Emphasis on resilience, empathy, and compassion as core leadership competencies.
  4. Horizontal Learning Paths – Upskilling employees who may not pursue managerial roles but still need growth opportunities.
  5. Generational Adaptation – Training designed to suit different generations, from traditional longer-format sessions to short, tech-driven modules for younger employees.

How should learning programs account for generational differences in the workforce?

Effective learning considers generational preferences. For example, older employees may be accustomed to full-day workshops, while Gen Z employees may prefer shorter, interactive modules of 10–15 minutes. Designing programs to accommodate different learning styles ensures maximum engagement and retention across the workforce.

What is Fractional HR and when should a business consider it?

Fractional HR provides businesses with part-time or outsourced HR expertise, ideal for small or growing companies that need strategic HR guidance without hiring a full-time HR team. It’s especially useful for compliance, policy development, performance management, and leadership coaching, allowing businesses to access expert advice on demand.  Brad notes that once a business reaches an “inflection point” where the owner or leader can no longer manage all operations personally, relying solely on Fractional HR may no longer be sufficient, and a more integrated, full-time HR function could be needed.

How can business leaders effectively implement Fractional HR?

Clearly define priorities and expectations with the Fractional HR provider. Use their expertise to set up systems and processes, then integrate those solutions into daily operations. Fractional HR should complement the existing team, providing guidance, coaching, and support where it’s needed most.

 

Stay Connected and Keep Learning with H2R

This H2R Lunch & Learn offered practical insights on employee engagement strategies, performance management, HR strategy, and leadership development. Attendees walked away with actionable strategies to strengthen feedback systems, identify retention risks, and implement personalized learning and development programs for their teams.

To stay connected and get more valuable information and updates on upcoming webinars and events, follow H2R Business Solutions on social media and join the monthly email newsletter. Share this post with others who would benefit from these insights. If you have questions or want to learn more about our services, contact us. We’re here to help your business succeed.

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