Lauren Florko's guest appearances

Lauren Florko

HRchat Podcast

Leadership Perspectives

Mind at Work

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The last two years have changed the way we work and has made us reconsider ways of working, both from an employer and an employee point-of-view.  While we know things have changed, data on how this is impacting workplaces is still quite sparse. This episode we hear how the Conference Board of Canada’s Human Capital team is working to fill in the gaps in HR trends and metrics.  We explore: what’s really happening with Canada’s “great resignation”; how to approach employee engagement; why some companies are adjusting their engagement strategies to deal with current and future challenges; and how where you work (remote, onsite or hybrid) is impacting these key metrics. These trends provide critical insights into the workforce and workplace of the future.  The full story:  To access the research:  https://www.conferenceboard.ca/focus-areas/human-resources/canadian-hr-metrics-benchmarking To participate in the survey: https://ca1se.voxco.com/SE/82/hrmetrics2021/About our guest:  Lauren Florko is a Senior Research Associate in the Human Capital and Inclusion research teams. Lauren has an M.Sc. and Ph.D. in Industrial/Organizational Psychology from Saint Mary’s University.She is a talent management and organizational development professional with experience in public, private, for-profit, and not-for-profit organizations working both at a local and global level. She has worked in areas such as diversity &amp; inclusion, organizational development, engagement, performance management, succession planning, and change management.She has led and worked on research on workplace stress, selection testing, gender bias, work-life balance, and psychometrics. Her current research interests include people strategy within a corporate social responsibility framework and inclusive workplace development/design.In her spare time she writes for Psychology Today and is the Vice President of the board for the CoRe Conflict Resolution Society.And access all our research at conferenceboard.ca.

The last two years have changed the way we work and has made us reconsider ways of working, both from an employer and an employee point-of-view.  While we know things have changed, data on how this is impacting workplaces is still quite sparse. This episode we hear how the Conference Board of Canada’s Human Capital team is working to fill in the gaps in HR trends and metrics.  We explore: what’s really happening with Canada’s “great resignation”; how to approach employee engagement; why some companies are adjusting their engagement strategies to deal with current and future challenges; and how where you work (remote, onsite or hybrid) is impacting these key metrics. These trends provide critical insights into the workforce and workplace of the future.  The full story:  To access the research:  <a href="https://www.conferenceboard.ca/focus-areas/human-resources/canadian-hr-metrics-benchmarking" rel="nofollow" target="_blank">https://www.conferenceboard.ca/focus-areas/human-resources/canadian-hr-metrics-benchmarking</a> To participate in the survey: <a href="https://ca1se.voxco.com/SE/82/hrmetrics2021/" rel="nofollow" target="_blank">https://ca1se.voxco.com/SE/82/hrmetrics2021/</a>About our guest:  Lauren Florko is a Senior Research Associate in the Human Capital and Inclusion research teams. Lauren has an <a href="http://M.Sc" rel="nofollow" target="_blank">M.Sc</a>. and Ph.D. in Industrial/Organizational Psychology from Saint Mary’s University.She is a talent management and organizational development professional with experience in public, private, for-profit, and not-for-profit organizations working both at a local and global level. She has worked in areas such as diversity &amp; inclusion, organizational development, engagement, performance management, succession planning, and change management.She has led and worked on research on workplace stress, selection testing, gender bias, work-life balance, and psychometrics. Her current research interests include people strategy within a corporate social responsibility framework and inclusive workplace development/design.In her spare time she writes for Psychology Today and is the Vice President of the board for the CoRe Conflict Resolution Society.And access all our research at <a href="http://conferenceboard.ca" rel="nofollow" target="_blank">conferenceboard.ca</a>.

Ep. 22: HR Trends and the Canadian Workforce Outlook with Lauren Florko

The pandemic forced significant changes to the workplace, necessitating many employees work from home. Some of these changes have proven permanent. This highlights the changing workplace dynamics, as employers are evolving to remain attractive to potential employees.Another way to attract and retain top talent is through health benefits, which needs to evolve according to new research from The Conference Board of Canada and TELUS Health.Bill's guest this time is Lauren Florko, Ph.D., Senior Research Associate at The Conference Board of Canada. Lauren joins me to share some of the key findings from the research.Questions include:Can you explain the reason for and methodology used in the recent survey by The Conference Board of Canada and TELUS Health? Up to 83 percent of respondents reported a gap between the health benefits employees have and what they want. Why is this response so big and what are the consequences of not providing employees with the benefits they desire?The top five health benefits reported as most important according to those surveyed are basic dental services 81.9 percent, eye exams 81.8 percent, glasses/contacts 80.4 percent, and both pension and retirement savings plans at 73 percent. These seem like pretty traditional benefits? Were you surprised not to see more 'new benefits' like extra time off for childcare, options to donate to causes etc?Of the employees surveyed who have a personal health spending account, 42 percent do, or would, spend funds to top up on basic dental and vision care, and prescription drugs expenses rather than paramedical services like mental health-related consults. Given the tsunami of mental health issues brought on by the pandemic, was this surprising or does it represent a collective mindset of returning to normality?You also found that employees are more open to seeking out new job opportunities in pursuit of improved or more holistic health and wellness support plans. Why is offering such plans so important for employers looking to attract top talent during The Great Resignation?

The pandemic forced significant changes to the workplace, necessitating many employees work from home. Some of these changes have proven permanent. This highlights the changing workplace dynamics, as employers are evolving to remain attractive to potential employees. Another way to attract and retain top talent is through health benefits, which needs to evolve according to new research from The Conference Board of Canada and TELUS Health. Bill's guest this time is <a href="https://www.linkedin.com/in/lflorko/" rel="nofollow" target="_blank">Lauren Florko, Ph.D.</a>, Senior Research Associate at <a href="https://www.conferenceboard.ca/" rel="nofollow" target="_blank">The Conference Board of Canada</a>. Lauren joins me to share some of the key findings from the research. Questions include: <ul><li>Can you explain the reason for and methodology used in the recent survey by The Conference Board of Canada and TELUS Health? </li><li>Up to 83 percent of respondents reported a gap between the health benefits employees have and what they want. Why is this response so big and what are the consequences of not providing employees with the benefits they desire?</li><li>The top five health benefits reported as most important according to those surveyed are basic dental services 81.9 percent, eye exams 81.8 percent, glasses/contacts 80.4 percent, and both pension and retirement savings plans at 73 percent. These seem like pretty traditional benefits? Were you surprised not to see more 'new benefits' like extra time off for childcare, options to donate to causes etc?</li><li>Of the employees surveyed who have a personal health spending account, 42 percent do, or would, spend funds to top up on basic dental and vision care, and prescription drugs expenses rather than paramedical services like mental health-related consults. Given the tsunami of mental health issues brought on by the pandemic, was this surprising or does it represent a collective mindset of returning to normality?</li><li>You also found that employees are more open to seeking out new job opportunities in pursuit of improved or more holistic health and wellness support plans. Why is offering such plans so important for employers looking to attract top talent during The Great Resignation?</li></ul>

Employee Health Trends with Lauren Florko, Ph.D., The Conference Board of Canada

In this episode, I speak with Lauren Florko, an organizational development consultant with a focus on workplace stress. She specializes in talent management and for over a decade has worked for public, private, for-profit, and not-for-profit organizations, both at a local and global level. We spoke about:  How to have difficult conversations at work How to identify why someone isn’t performing well And how to make meetings constructive   For complete show notes visit: https://www.mindatwork.io/episode/lauren-florko-phd-difficult-conversations-underperformers-constructive-meetings

In this episode, I speak with Lauren Florko, an organizational development consultant with a focus on workplace stress. She specializes in talent management and for over a decade has worked for public, private, for-profit, and not-for-profit organizations, both at a local and global level. We spoke about: <ul> <li>How to have difficult conversations at work</li> <li>How to identify why someone isn’t performing well</li> <li>And how to make meetings constructive</li> </ul> For complete show notes visit: <a href="https://www.mindatwork.io/episode/lauren-florko-phd-difficult-conversations-underperformers-constructive-meetings" rel="nofollow" target="_blank">https://www.mindatwork.io/episode/lauren-florko-phd-difficult-conversations-underperformers-constructive-meetings</a>