WORK

I've had a lot of conversations lately with everyone from job seekers to company leaders, about the power of networking.

And in many of those conversations, I heard the same thing: "I am not a good networker." Or even: "I don't have a network."

I wasn't and I didn't either. But over the years, I approached networking less like, well, networking and more like just talking with other people. Having less of a focus on large, name-tag filled networking events, and more on one on one conversations.

If you are stuck like I was, here are some tips:

Start with genuine curiosity: Ask people about their biggest challenges or what's energizing them at work right now. Listen to understand. Relationships are built on caring about others. Start here.

Be the connector: When you meet someone facing a challenge you've seen before, introduce them to someone in your network who solved it. You become a valued and trusted connection by being known for who you know. Being known for what you know comes later.

Show up in the small moments: Celebrate promotions, acknowledge tough transitions, remember personal milestones. A quick "thinking of you" message builds more goodwill than any formal networking event. LinkedIn is great for this - as long as it's genuine. Email, calls, texts, whatever your method of communication also works.

Invest in your current relationships: Reach out to former colleagues before you need a reference. Check in with your current team before you're job searching. Start to build your network with the relationships you already have.

Make it easy for others to help you. When you do need support, be specific. Instead of "let me know if you hear of anything," try "I'm looking for VP of Operations or Supply Chain Director roles at mid-market companies—think $50M-$500M revenue—especially those expanding their distribution footprint or dealing with complex logistics challenges." Clear asks get better responses.

Give before you get: Share an article that made you think of someone, offer your expertise on their project, or simply amplify their good work on LinkedIn. Small, thoughtful gestures compound over time.

Relationships are built in quiet moments over long periods of time. And when you need those people who you've networked with? They will be there for you. And you will be there for them.

Want to chat more about networking? Book time with me here!

Book time with me here!

COMMUNITY

Last week I shared some of my favorite HR-focused newsletters.

This week is a bit different.

I love those HR-focused newsletters. But I also love a newsletter focusing on tips for managers. Coaching tips. And so much more. Here are some of my favorite non-HR newsletters, that are also great reads for HR pros!

Ashley Herd's "Manager Method Minute" - I think the world of Ashley, personally and professionally. Her singular focus of helping managers communicate better should resonate with EVERYONE! And she has such a kind, straightforward way of communicating in her videos, newsletters and other content that I love. She does a lot of things, and has a great website you should really check out. Follow her on all the socials @managermethod too!

Subscribe to "Manager Method Minute"

Dawid Wiacek's "Career Fixer" - I connected with Dawid on LinkedIn awhile back, after he left some very insightful comments on my posts. We had a wonderful conversation shortly after, and I have been a super fan ever since. I look forward to this newsletter every month. If you are interested in being inspired by one of the best career coaches out there, then definitely subscribe and follow Dawid.

Subscribe to "Career Fixer"

Here are a few more of my favorites - the newsletters below are also created with Kit (the platform I use for my newsletter!)

(And while I don't know Jason, I do know Lauren and this is a must-read!)

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I hope you find a newsletter or two you like. I read all of these newsletters regularly, and the creators are all amazing!

On to coffee. But first, a random pic from our trip to the top of Mount Washington this weekend (by guided van tour - my days of long treacherous hikes are over, by a few decades!)

Connect with me on LinkedIn here!

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COFFEE

Dave and I are huge fans of last minute trips.

So this weekend we decided to stay in our home state and drive about two hours for a one night getaway near Mt. Washington.

Of course we forgot to check the weather.

Which wasn't great, but we had an amazing time still. And got a peek at Mt. Washington from the restaurant at our hotel. (No espresso, but they had pretty good iced coffee from Coffee by Design.)

Have a great week ahead!

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YOUR QUESTIONS

I have a lot of conversations with business owners and leaders, often at smaller companies.

One common question?

When should I hire an HR leader?

My general answer - it depends! I work in frontline companies, and the needs may be a bit different there than in startups. So here are things that I think about when I have those conversations:

When compliance becomes a daily worry. HR leaders may not lead with compliance anymore, but it is still important. Safety regulations, wage and hour laws, and workplace protections are requirements that can make or break your business. If you're losing sleep over whether you're handling these correctly, you need someone whose job it is to know.

When your managers are handling people issues poorly or inconsistently because they lack the tools to do it well. Your production supervisors and distribution leads manage performance problems, workplace conflicts, and support employees through challenges. But they shouldn't have to figure out complex legal requirements on their own, make critical decisions in isolation, or avoid necessary conversations because they don't know how to navigate them. When you see managers struggling with the how of people management rather than just the what, or when similar situations are being handled differently across teams, you need someone who can provide the frameworks, training, and specialized support that helps your managers manage confidently and consistently.

When growth outpaces your ability to maintain culture. Maybe you've grown from 25 to 75 people, or you're about to. At some point, the family-like atmosphere and informal ways of doing things start to crack under pressure. An HR leader helps you embed your values into the culture, enabling growth and culture development.

When you're making the same mistakes repeatedly. Struggling with turnover patterns you can't figure out? Losing good people to preventable issues? Having the same workplace conflicts surface again and again? These are symptoms of systems that need professional attention.

The sweet spot? It's really more about complexity than size. A 35-person company with multiple shifts, union considerations, or rapid growth might need HR leadership before a stable 60-person operation. But if you have 50-75 people and have no one responsible for HR, it's probably time.

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Want to chat more about your HR challenges? Want to submit a question that's on your mind? Click the button below!

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Questions and Feedback

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Until next time....... thanks for reading!

Oh one last thing! I'm headed to NYC this week for Modern People Leader Live! If you are going to be there too, let me know!

One last, last thing: Distribution and manufacturing leaders, watch within the next week for your second free resource. And let me know if you found the first one helpful!

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Tracie

My Partner Spotlight High performing teams start with better reviews. WorkStory makes the review process easy - and while maybe not fun, much more human - through using AI. I'm thrilled to continue to partner with WorkStory! Click on their logo to find out more, and watch my LinkedIn for more information on our upcoming webinar, where I'll be sharing the virtual stage with founder Matt Meadows, and my good friend Michelle Strasburger! AND - stay tuned for my upcoming history of performance management, in partnership with WorkStory! ​

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