Review of Seeking Fairness at Work

[Kelsey Roy]

[Following is an official OnlineBookClub.org review of "Seeking Fairness at Work" by Hanna Hasl-Kelchner, MBA, JD.]

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5 out of 5 stars

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Seeking Fairness at Work by Hanna Hasl-Kelchner, MBA, JD, is a guide to corporate leadership. The author provides a framework for addressing common issues in management, the five steps towards good faith and fair dealing: trust building, relationship chemistry, genuine accountability, cultural safety net, and structural safety net. Employees in today's job market are not looking to sell their souls to corporate America. They are seeking a safe environment where they can grow and where their ideas and contributions are appreciated and rewarded. It is time for managers to address this shift and start building a culture that promotes employee retention through these five steps.

The author provided several eye-opening statistics to back up their call to action. The statistic I found the most compelling was about having accurate job descriptions and clear employee expectations. The author stated that one survey found that 25% of employees felt they were underinformed about their job before accepting the position, 40% of employees felt management accurately described their position during the interview process, and 64% of employees quit when they realized their job isn't what they expected based on the description and training they received. I find that it is daunting to hire in today's economy. Applicants have many choices, and it can be challenging to positively set your company apart from the competition that attracts candidates. However, managers who lie or omit information to attract employees will lose money and sully their reputation.

Another statistic referenced in the book is about the cost of low engagement and re-hiring. Employees with low engagement will cost their employer ~34% of their annual salary due to low productivity and have a 48% chance of leaving their job, which increases the cost of hiring due to employee turnover. Managers must create an environment where staff feels valued. There are so many fantastic topics in this book. I found nothing to dislike. I appreciate the author's writing style, as they sum up their key points at the end of each chapter. This reiteration helps to keep the reader on point. The writing is clear and organized, as the topics build on each other and relate to the framework.

I rate this book 5 out of 5 stars. I found no errors within the book. The text was exceptionally well-edited. I cannot recommend this book enough to managers of all experience levels. As a relatively new manager myself, I took many of these recommendations to heart and intend to put them into practice. However, the author writes to experienced managers about the need to adapt to the changing workforce. The author also keeps the information broad so that managers in any area of the workforce may apply it individually to their staff. I work in healthcare, and most of the author's topics apply to my setting and any business industry.

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Seeking Fairness at Work
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[Kayiwa Martin]

Seeking Fairness at Work is a practical, research-backed leadership guide that challenges managers to evolve with the modern workforce by fostering trust, transparency, and accountability. With no notable flaws and clear real-world value, this book is a must-read for managers across all industries.

[Kiran Yadav 8]

Thank you for such a thoughtful and insightful review of Seeking Fairness at Work by Hanna Hasl-Kelchner. Your summary beautifully captures the essence of the book and highlights the relevance of its message in today’s evolving workplace. The emphasis on transparency, trust, and genuine accountability is more important now than ever, and your reflection on how these concepts apply across industries—including healthcare—demonstrates the book’s broad practical value.

[Harshit kashyap 1]

In a world where corporate loyalty is fading and employee turnover is rising, Seeking Fairness at Work stands out as a timely, much-needed guide for modern leadership. Hanna Hasl-Kelchner doesn’t just write another management manual—she delivers a blueprint for building integrity, trust, and long-lasting relationships in the workplace.

What struck me immediately about this book was its human-centered approach to leadership. Hasl-Kelchner introduces a five-step framework that feels not just practical, but deeply rooted in empathy and emotional intelligence: trust building, relationship chemistry, genuine accountability, cultural safety net, and structural safety net. These pillars are more than buzzwords—they are actionable tools that speak directly to the kind of leadership today’s workforce craves.

The statistics shared in the book are as alarming as they are eye-opening. One that really hit home was how 64% of employees leave a job because the role didn’t match the description they were given. That’s not just poor communication—it’s a betrayal of trust. Hasl-Kelchner doesn’t just highlight the problem; she urges leaders to face it head-on with honesty, clarity, and respect. Her emphasis on accurate job descriptions and setting realistic expectations is a simple fix with massive impact.

Another point that resonates is the financial drain of disengaged employees—costing roughly 34% of their salary due to lack of productivity and poor morale. These numbers aren’t just corporate losses; they’re reflections of broken trust, neglected people, and missed opportunities.

What I loved most about this book was the clarity and rhythm of the writing. Each chapter ends with a summary that ties key points together, making the book easy to follow and retain. It reads like a thoughtful conversation, not a lecture. It’s clear that the author has deep experience but doesn’t rely on jargon or complicated models—just straightforward advice that speaks to managers of every level.

As a new manager myself, I found this book incredibly encouraging. It helped me reflect on my own leadership style and gave me tools I can apply immediately—without needing a massive budget or fancy training. Yet, the book is equally suited for seasoned leaders who are ready to evolve with the changing workforce.

In short, Seeking Fairness at Work is not just a leadership book—it’s a call to action. It invites us to build workplaces where fairness isn’t a goal but a foundation. I would recommend this book to anyone in a leadership position, regardless of industry. Whether you’re managing a team in healthcare, tech, education, or beyond, the insights here are universal.

[Harshit kashyap 1]

In a world where corporate loyalty is fading and employee turnover is rising, Seeking Fairness at Work stands out as a timely, much-needed guide for modern leadership. Hanna Hasl-Kelchner doesn’t just write another management manual—she delivers a blueprint for building integrity, trust, and long-lasting relationships in the workplace.

What struck me immediately about this book was its human-centered approach to leadership. Hasl-Kelchner introduces a five-step framework that feels not just practical, but deeply rooted in empathy and emotional intelligence: trust building, relationship chemistry, genuine accountability, cultural safety net, and structural safety net. These pillars are more than buzzwords—they are actionable tools that speak directly to the kind of leadership today’s workforce craves.

The statistics shared in the book are as alarming as they are eye-opening. One that really hit home was how 64% of employees leave a job because the role didn’t match the description they were given. That’s not just poor communication—it’s a betrayal of trust. Hasl-Kelchner doesn’t just highlight the problem; she urges leaders to face it head-on with honesty, clarity, and respect. Her emphasis on accurate job descriptions and setting realistic expectations is a simple fix with massive impact.

Another point that resonates is the financial drain of disengaged employees—costing roughly 34% of their salary due to lack of productivity and poor morale. These numbers aren’t just corporate losses; they’re reflections of broken trust, neglected people, and missed opportunities.

What I loved most about this book was the clarity and rhythm of the writing. Each chapter ends with a summary that ties key points together, making the book easy to follow and retain. It reads like a thoughtful conversation, not a lecture. It’s clear that the author has deep experience but doesn’t rely on jargon or complicated models—just straightforward advice that speaks to managers of every level.

As a new manager myself, I found this book incredibly encouraging. It helped me reflect on my own leadership style and gave me tools I can apply immediately—without needing a massive budget or fancy training. Yet, the book is equally suited for seasoned leaders who are ready to evolve with the changing workforce.

In short, Seeking Fairness at Work is not just a leadership book—it’s a call to action. It invites us to build workplaces where fairness isn’t a goal but a foundation. I would recommend this book to anyone in a leadership position, regardless of industry. Whether you’re managing a team in healthcare, tech, education, or beyond, the insights here are universal.

[Kibet Hillary]

Indeed, lying will definitely lead to losses, both financial and human resources and reputation. It is shocking, though, that someone would lie when making a job advert and then decide to give an employee KPIs that are different from what was in the job description. I would like to read this; thank you, @Kelsey Roy, for the review.

[Onyemuwa-dave]

Indeed, lying will definitely lead to losses, both financial and human resources and reputation. It is shocking, though, that someone would lie when making a job advert and then decide to give an employee KPIs that are different from what was in the job description. I would like to read this; thank you, @Kelsey Roy, for the review.

This is what we face even in modern jobs. I believe it's very exploitive and should be stopped. I am an advocate for a healthy workspace, and detest toxic workspace. I will be giving the book a try.