Ricky The HR Guy

Ricky The HR Guy HR Consultant / Marine Corps Veteran / College Professor / Star Wars aficionado At Baezco Learning we love connecting with people.

We have a passion for helping HR professionals step up their game in the world of business. Our training initiatives focuses on strategically aligning HR competencies to business goals with a down to earth, common sense approach that is evident to both executives and front line employees. All training programs are delivered in both “in classroom” as well as "online" teaching platforms, and are approved for recertification credit through the Human Resources Certification Institute (HRCI).

I just found out we lost one of my favorite people last week.Dr. Don Rogers passed away on August 28.Dr. Rogers ran the ...
09/03/2026

I just found out we lost one of my favorite people last week.

Dr. Don Rogers passed away on August 28.

Dr. Rogers ran the Master's of HR program at Rollins College. I graduated from it in 2010.

Every time I gave a presentation in his class, he'd joke that he could already see me teaching the program one day. On my way out the door after graduation, I joked back and told him, "If you ever need a professor, just give me a call."

Six years went by.

We hadn't talked since graduation.

Then one day my phone rings and it's Don.

Out of nowhere. He asks if I'm still interested in teaching. He wanted to meet the next day at the Burgerfi on Park Ave to go over the details. When we sat down, he told me he remembered that comment I made at graduation. Six years later, when the opportunity opened up, he thought of me.

I had honestly forgotten I ever said it.

That's just who he was. He paid attention to the little things people said, then acted on them years later, without ever telling you he was keeping track.

He showed me that behind every policy is a person trying to get through their day. Behind every paycheck is a family counting on it. He made sure I never forgot that, in the classroom or anywhere else.

Folks, THAT'S the H in HR. He put it there. I've spent every year since trying to live up to it.

Rest easy Don.

Thank you for the call.

https://www.degusipefuneralhome.com/obituaries/donald-p-rogers

08/31/2026

Pay your employees what they are worth, even if they don’t know what that worth is👏

Let’s say you’re looking for an HR Generalist. You interview several candidates, but none of them have the skills you ne...
08/31/2026

Let’s say you’re looking for an HR Generalist. You interview several candidates, but none of them have the skills you need.

Then you find someone solid.

She has four years of experience, a Master’s degree in HR, and her SPHR certification. She communicates clearly and builds strong relationships. Your entire interview panel wants to hire her.

But when you ask about salary expectations, she says $50,000 a year.

You know from her interview performance she’s worth $80,000.

Your CFO pushes to offer $40,000.

You do it anyway.

It turns out to be a costly mistake. Why? Blog link in the bio.

Your best salesperson will probably be a bad sales manager. And that is not their fault.You promoted them because they w...
08/28/2026

Your best salesperson will probably be a bad sales manager. And that is not their fault.

You promoted them because they were excellent. They earned it. And promotion was the only reward you had.

Six months later, sales are down, the team is frustrated, and they look miserable. Now you have lost a manager AND your best producer.

Here is why. Being great at the work and leading people who do the work are two unrelated jobs.

Producing rewards personal ex*****on. You control it, you do it, you win. Managing rewards the opposite. You produce nothing. Your whole output is other people’s output.

So we take someone who won through personal control and hand them the one job where they have to give it up.

Ask this before your next promotion: am I promoting them because they will lead well, or because I have no other way to reward them?

Full breakdown on the blog. Link in bio.

Recruiting gets them to say yes. Onboarding decides whether they meant it.You spent three months finding this person. Be...
08/27/2026

Recruiting gets them to say yes. Onboarding decides whether they meant it.

You spent three months finding this person. Beat two other companies for them. Then Monday came and the computer was not ready, nobody knew they were starting, and their manager was in meetings until three.

Your new hire spends week one deciding one thing: did I make a mistake?

Everything is evidence. Was the equipment ready. Did my manager clear real time. Did anyone know I was coming. Did anybody explain why this job exists.

First-year turnover is the most expensive kind. You paid the whole cost of hiring and got almost none of the productivity. And it is usually about a person who never felt like they landed anywhere.

Free diagnostic: ask your last three hires what their first week was really like. Same failures will repeat.

Full breakdown on the blog. Link in bio.

08/26/2026

Exit interviews are a waste of time. I said what I said.

That resignation that blindsided you? It was not sudden.By the time someone tells you they are leaving, that decision is...
08/26/2026

That resignation that blindsided you? It was not sudden.

By the time someone tells you they are leaving, that decision is months old. They already interviewed. Already negotiated. Already told their spouse. You are not in a conversation, you are getting an announcement.

That is why counteroffers rarely work. And why exit interviews are the most useless meeting in business. You are collecting perfect data about a person you already lost.

So flip it. Ask your best people why they stay, while they are still here.

Best question in the set: if you woke up tomorrow and decided to job hunt, what would have pushed you there?

One rule though. Do something with the answer. A stay interview where nothing changes is worse than none at all, because now they told you the problem and watched you ignore it.

Full set of questions on the blog. Link in bio.

“My door is always open.”Cool. When was the last time somebody actually walked through it with something you did not wan...
08/25/2026

“My door is always open.”

Cool. When was the last time somebody actually walked through it with something you did not want to hear?

Employees do not judge your open door by what you said. They judge it by what happened to the last person who used it. If speaking up feels risky and staying quiet feels safe, silence wins every time. That is not disengagement. That is math.

And silence costs you. The complaint nobody escalated. The broken process nobody names. The resignation that shocked you and surprised nobody else.

The fix is not a better announcement. Go to them. Ask specific questions. Thank the messenger out loud. And close the loop even when the answer is no.

An open door is not a policy. It is a conclusion your team reaches by watching you.

Full breakdown on the blog. Link in bio.

08/24/2026

Have you ever applied for a job and heard nothing for months and then one day you get a cold rejection email? 

Picture this: You’re filling a crucial Director of Sales position. Twenty interviews. Three finalists.Tomorrow you make ...
08/24/2026

Picture this: You’re filling a crucial Director of Sales position.

Twenty interviews.

Three finalists.

Tomorrow you make three phone calls.

The first one is the fun one. She earned it. That call makes itself.

The other two calls are the ones I want to talk about. Two excellent people who made it all the way to the end are going to hear that they did not get the job.

From you.

On the phone.

Promptly.

They put in the time. They deserve to know where they stand.

Thank them for what they invested. Send something small based on what they mentioned during the process, because someone was actually listening. And tell them their resume stays on file. Not as an exit line. Because YOU mean it, and because every experienced recruiter knows your second-place finisher is often your next hire.

Someone always pushes back on the gift. Finance calls it a waste of money on people we are not even hiring.

It is not a waste. It is marketing, and it is the cheapest marketing in the budget.

Go quiet on those two and you end up with one happy person and two upset people telling your industry what it was like to be ghosted. Spend forty dollars and ten minutes instead, and you have one happy person and two living, breathing, walking advertisements for your workplace culture.

We already pay for job boards, recruiter fees, and careers page copy about how much we value people. A phone call and a small package do not convince anyone. They prove it.
Full breakdown on the blog. Link in bio.

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