Hanna Hasl-Kelchner
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Hanna Hasl-Kelchner grew up with a front row seat to the American Dream, watching her parents build a successful business and running her own before age 30. Those hands-on entrepreneurial experiences blended with decades of practicing business law gives her a unique perspective on what makes successful business cultures tick. It’s culminated in her new, award winning book, Seeking Fairness at Work: Cracking the New Coode of Greater Employee Engagement, Retention & Satisfaction.
Hanna helps organizations gain clarity to make more informed decisions about their business culture by reducing complex concepts into sensible, bite size pieces. She accomplishes this as a business strategist through her writing, speaking, consulting, and popular syndicated podcast, Business Confidential Now, and as President of Business M.O., LLC. Her unique perspective has allowed her to be a trusted advisor to influential decision makers ranging from startups to the S&P 500, Big Tobacco, and the White House; serve on the editorial board of The Journal of Business Ethics Education, and the privilege of being on the faculty at two top-ranked MBA programs: The Duke University Fuqua School of Management and the University of Virginia, Darden School of Business.
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Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction
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Business
This book examines the unwritten rules at work—rules that, when broken, keep employees from doing their best work and companies from reaching their full potential. It’s well known that high employee engagement drives organizational success. But, what’s less understood is the crucial role the implied social contract plays in this process and how unwritten rules betray employees’ legitimate expectations of fairness. Using evidence-based science, academic research, interviews, and real-life stories, business strategist Hanna Hasl-Kelchner analyzes why traditional means of improving employee engagement fail. She also offers a practical five-part strategy to help raise employees’ game instead of their defenses. 
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