I'm really excited we are a fully remote organization. It's why I get to do the work I do from Hawaii. It does mean I have really early mornings, so be aware of what you're signing up for, but I get to work fully remote. In supporting fully remote organizations, we have to be incredibly intentional about the culture and the way we work. Diana Brown, Head of People, Eco We're Only Human -- Episode 163 Working remote. It's a polarizing topic overall, but perhaps even more so when it comes to HR positions. Should HR be in the office, or is it okay if People professionals work remotely? In this episode, Ben talks with Diana Brown of Eco about how she and her team manage the remote/distributed aspects of creating a connected, employee-focused culture through intentional design, communications, and more. Show NotesConnect with Diana Thanks to Goody for connecting us with Diana! Check out our show archives and sign up for updates so you don't miss an episode  goody ongoody.com https://www.ongoody.com/business

I'm really excited we are a fully remote organization. It's why I get to do the work I do from Hawaii. It does mean I have really early mornings, so be aware of what you're signing up for, but I get to work fully remote. In supporting fully remote organizations, we have to be incredibly intentional about the culture and the way we work. Diana Brown, Head of People, Eco We're Only Human -- Episode 163 Working remote. It's a polarizing topic overall, but perhaps even more so when it comes to HR positions. Should HR be in the office, or is it okay if People professionals work remotely? In this episode, Ben talks with Diana Brown of Eco about how she and her team manage the remote/distributed aspects of creating a connected, employee-focused culture through intentional design, communications, and more. Show Notes <ul><li><a href="https://www.linkedin.com/in/diana-brown-9348b14/" rel="nofollow" target="_blank">Connect with Diana</a></li> <li>Thanks to <a href="https://ongoody.com/" rel="nofollow" target="_blank">Goody</a> for connecting us with Diana!</li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li> </ul> goody <a href="http://ongoody.com" rel="nofollow" target="_blank">ongoody.com</a> <a href="https://www.ongoody.com/business" rel="nofollow" target="_blank">https://www.ongoody.com/business</a>

Can HR Really Work Remotely? How Eco’s Head of People Does It

"One of the things that a lot of our industry struggled with was trying to regulate employees and not let them have their phone in their hand, but we actually encourage it. We ask them to help us do TikToks. Everybody gets involved. It really brings in a sense of camaraderie. We're not constantly saying, 'Get off your phone. Get off your phone. Get off your phone.' We're encouraging them: get on your phone, take the pictures, take the videos, promote the brand." Michele Corkins, Senior Manager, People Solutions, Hawaiian Bros Island Grill We're Only Human -- Episode 162 Think about this research stat: One out of every two frontline workers thinks they aren't treated equitably with corporate staff. In our 2022 Frontline Worker Study that covered thousands of frontline staff around the world, we found so many different insights that are helpful for understanding how to build an employee experience that supports, connects, and engages these critical employees. Today's podcast episode is a replay of a conversation between Ben and three HR leaders at frontline employers: Michele Corkins of Hawaiian Bros Island Grill Gemma Elay of Hawksmoor Ana Ledesma of Just Salad  Listen in to hear what tools they use to support their people, what resources they think are more relevant to frontline staff, and more. Thanks to Harri for connecting us!Show NotesCheck out the frontline research report with additional takeaways Thanks to Harri, one of the world's leading platforms for supporting frontline employers, for hosting the conversation with Michele, Gemma, and Ana! Check out our show archives and sign up for updates so you don't miss an episode

"One of the things that a lot of our industry struggled with was trying to regulate employees and not let them have their phone in their hand, but we actually encourage it. We ask them to help us do TikToks. Everybody gets involved. It really brings in a sense of camaraderie. We're not constantly saying, 'Get off your phone. Get off your phone. Get off your phone.' We're encouraging them: get on your phone, take the pictures, take the videos, promote the brand." Michele Corkins, Senior Manager, People Solutions, Hawaiian Bros Island Grill We're Only Human -- Episode 162 Think about this research stat: One out of every two frontline workers thinks they aren't treated equitably with corporate staff. In our 2022 Frontline Worker Study that covered thousands of frontline staff around the world, we found so many different insights that are helpful for understanding how to build an employee experience that supports, connects, and engages these critical employees. Today's podcast episode is a replay of a conversation between Ben and three HR leaders at frontline employers: <ul><li>Michele Corkins of Hawaiian Bros Island Grill</li> <li>Gemma Elay of Hawksmoor</li> <li>Ana Ledesma of Just Salad</li> </ul> Listen in to hear what tools they use to support their people, what resources they think are more relevant to frontline staff, and more. Thanks to Harri for connecting us!Show Notes <ul><li><a href="https://go.harri.com/frontline-worker-research" rel="nofollow" target="_blank">Check out the frontline research report</a> with additional takeaways</li> <li>Thanks to <a href="https://harri.com/" rel="nofollow" target="_blank">Harri</a>, one of the world's leading platforms for supporting frontline employers, for hosting the conversation with Michele, Gemma, and Ana!</li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

3 People Leaders Share Frontline Employee Engagement Secrets

"We have 1700 people at our company. That's 1700 different opinions, needs, journeys. So at Getty Images we create and we measure and we monitor engagement opportunities to strengthen a work culture where people belong and they can do their best work." Marie Potter, Senior Director, Culture &amp; Development, Getty Images We're Only Human -- Episode 161   Defining the problem is a big step towards finding a solution. But what do you do when the problem or challenge is so broad and varied that it's hard to pinpoint what solution might work? That's the difficulty that arises daily for HR leaders looking at how to support the needs of every person in the workforce. In this episode of We're Only Human, Ben talks with Marie Potter from Getty Images about how she and her team are able to listen, identify, and support the needs of their workforce at scale. Show NotesConnect with Marie on LinkedIn Thanks to Quantum Workplace for the connection/introduction to Marie Learn more about HR Summer School and check out the 2023 replay free! Check out our show archives and sign up for updates so you don't miss an episode

"We have 1700 people at our company. That's 1700 different opinions, needs, journeys. So at Getty Images we create and we measure and we monitor engagement opportunities to strengthen a work culture where people belong and they can do their best work." Marie Potter, Senior Director, Culture &amp; Development, Getty Images We're Only Human -- Episode 161 Defining the problem is a big step towards finding a solution. But what do you do when the problem or challenge is so broad and varied that it's hard to pinpoint what solution might work? That's the difficulty that arises daily for HR leaders looking at how to support the needs of every person in the workforce. In this episode of We're Only Human, Ben talks with Marie Potter from Getty Images about how she and her team are able to listen, identify, and support the needs of their workforce at scale. Show Notes <ul><li><a href="https://linkedin.com/in/mariempotter/" rel="nofollow" target="_blank">Connect with Marie on LinkedIn</a></li> <li>Thanks to <a href="https://www.quantumworkplace.com/" rel="nofollow" target="_blank">Quantum Workplace</a> for the connection/introduction to Marie</li> <li><a href="https://hrsummerschool.org" rel="nofollow" target="_blank">Learn more about HR Summer School and check out the 2023 replay free!</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

Listening to the Needs of 1700 People at Once at Getty Images

"I was deleting 24 Google Calendar placeholders one day and manually copy/pasting new hire email addresses into the 17 ones we were going to keep. It was at least 30 minutes of hundreds of just mindless clicks. And I said, wait a minute. I'm gonna figure out how to do this [better]. So I looked at our Google Calendar integration, saw that I could both delete calendar events and add participants to calendar events. It worked so well. I took hundreds of clicks down to two clicks to complete those two actions, which is huge for me. And then I said, what else can I automate? So I just kept going from there."  Ashley Priebe Brown, Onboarding Manager, Zapier We're Only Human -- Episode 160 Onboarding is one of the most critical moments in the employee experience. The latest data from Lighthouse Research &amp; Advisory shows that two out of three new hires know if they will stay at a company within the first week on the job. But that's not all. There are so many transactional, repetitive tasks that it's easy to get bogged down as an HR leader. In this episode of We're Only Human, Ashley Priebe Brown from Zapier talks about how she automated hundreds of hours of onboarding tasks, minimizing busy work and maximizing impact on their new hire cohorts. If you are looking for ideas on how to streamline your onboarding and make it more relevant and useful, this episode is for you. Show NotesConnect with Ashley on LinkedIn Check out our show archives and sign up for updates so you don't miss an episode

"I was deleting 24 Google Calendar placeholders one day and manually copy/pasting new hire email addresses into the 17 ones we were going to keep. It was at least 30 minutes of hundreds of just mindless clicks. And I said, wait a minute. I'm gonna figure out how to do this [better]. So I looked at our Google Calendar integration, saw that I could both delete calendar events and add participants to calendar events. It worked so well. I took hundreds of clicks down to two clicks to complete those two actions, which is huge for me. And then I said, what else can I automate? So I just kept going from there."  Ashley Priebe Brown, Onboarding Manager, Zapier We're Only Human -- Episode 160 Onboarding is one of the most critical moments in the employee experience. The latest data from Lighthouse Research &amp; Advisory shows that two out of three new hires know if they will stay at a company within the first week on the job. But that's not all. There are so many transactional, repetitive tasks that it's easy to get bogged down as an HR leader. In this episode of We're Only Human, Ashley Priebe Brown from Zapier talks about how she automated hundreds of hours of onboarding tasks, minimizing busy work and maximizing impact on their new hire cohorts. If you are looking for ideas on how to streamline your onboarding and make it more relevant and useful, this episode is for you. Show Notes <ul><li><a href="https://www.linkedin.com/in/aepriebebrown/" rel="nofollow" target="_blank">Connect with Ashley on LinkedIn</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

Case Study: How to Automate Hundreds of Hours of Onboarding Tasks

"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves." Travis Windling, Director Talent Acquisition Strategy &amp; Insights, RBC We're Only Human -- Episode 159 Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more. Show NotesConnect with Travis on LinkedIn Check out our show archives and sign up for updates so you don't miss an episode

"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves." Travis Windling, Director Talent Acquisition Strategy &amp; Insights, RBC We're Only Human -- Episode 159 Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more. Show Notes <ul><li><a href="https://www.linkedin.com/in/traviswindling/" rel="nofollow" target="_blank">Connect with Travis on LinkedIn</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

Talent Intelligence is the Future of Hiring

"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you.  It's gonna get worse.  When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer.  And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce." Ben Eubanks, Chief Research Officer, Lighthouse Research &amp; Advisory Excerpt from 2022 RPO Association Conference Keynote   We're Only Human -- Episode 158   In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more.  To learn more about the conference: https://www.rpoassociation.org/event-5062642  To see the full RPO research report: https://rpoassociation.org/2022-RPO-Research-Report/ Learn more about the RPOA: https://rpoassociation.org/  

"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you. It's gonna get worse. When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer.  And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce." Ben Eubanks, Chief Research Officer, Lighthouse Research &amp; Advisory Excerpt from 2022 RPO Association Conference Keynote We're Only Human -- Episode 158 In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more.  <ul><li>To learn more about the conference: <a href="https://www.rpoassociation.org/event-5062642" rel="nofollow" target="_blank">https://www.rpoassociation.org/event-5062642</a> </li> <li>To see the full RPO research report: <a href="https://rpoassociation.org/2022-RPO-Research-Report/?hsCtaTracking=928ed336-6ef0-44d8-82c9-ca8ebc7843e3%7C9e354d7d-eca6-428a-99ac-0daeb4ff36ff" rel="nofollow" target="_blank">https://rpoassociation.org/2022-RPO-Research-Report/</a></li> <li>Learn more about the RPOA: <a href="https://rpoassociation.org/" rel="nofollow" target="_blank">https://rpoassociation.org/</a> </li> </ul>

Recruitment Process Outsourcing Research: Value and Impact

Fannie Mae

"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish? Mike Trusty, VP of Talent and Learning, Fannie Mae We're Only Human -- Episode 157   Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes!  Show NotesConnect with Mike on LinkedIn Check out HR Summer School, our biggest virtual livestream event of the year! Check out our show archives and sign up for updates so you don't miss an episode

"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish? Mike Trusty, VP of Talent and Learning, Fannie Mae We're Only Human -- Episode 157 Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes!  Show Notes <ul><li><a href="https://www.linkedin.com/in/michael-trusty/" rel="nofollow" target="_blank">Connect with Mike on LinkedIn</a></li> <li>Check out <a href="https://hrsummerschool.org" rel="nofollow" target="_blank">HR Summer School</a>, our biggest virtual livestream event of the year!</li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

From Talent Transformation to L&D Fundamentals with Mike Trusty of Fannie Mae

There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work. Ben Sieke, Director of Talent Development and Learning, Delta Dental We're Only Human -- Episode 156 When training is the answer to a problem, it can improve performance, satisfaction, and results.  When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs.  In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you.  Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.Show NotesConnect with Ben on LinkedIn Check out our show archives and sign up for updates so you don't miss an episode

There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work. Ben Sieke, Director of Talent Development and Learning, Delta Dental We're Only Human -- Episode 156 When training is the answer to a problem, it can improve performance, satisfaction, and results.  When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs.  In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you.  Note: This episode is a replay from HR Summer School 2022. <a href="https://hrsummerschool.org" rel="nofollow" target="_blank">HRSS 2023</a> is now open for registration.Show Notes <ul><li><a href="https://www.linkedin.com/in/bensieke/" rel="nofollow" target="_blank">Connect with Ben on LinkedIn</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out our show archives and sign up for updates so you don't miss an episode</a></li></ul>

When Training Isn’t the Answer with Delta Dental’s Head of Learning

 "So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us." Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners We're Only Human -- Episode 155 One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment.  In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you. Show NotesConnect with Lisa on LinkedIn Check out the recruitment marketing episode with Kelby Tansey from Southwest Airlines Check out the show archives and links to subscribe on Spotify, Google, Amazon, and more

"So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us." Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners We're Only Human -- Episode 155 One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment.  In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you. Show Notes <ul><li><a href="https://www.linkedin.com/in/lisa-brignall-94708833/?originalSubdomain=uk" rel="nofollow" target="_blank">Connect with Lisa on LinkedIn</a></li> <li><a href="https://onlyhumanshow.com/e/how-southwest-airlines-promotes-internal-career-opportunities-on-we-re-only-human/" rel="nofollow" target="_blank">Check out the recruitment marketing episode with Kelby Tansey from Southwest Airlines</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and links to subscribe on Spotify, Google, Amazon, and more</a></li></ul>

How Coca Cola Europacific Exposes External Candidates to Internal Culture Champions

 "The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot's got to take control. And then everybody's life's in that pilot's hands. I think autopilot turned off for compensation people 18 months ago." Bryan Briscoe, VP Global Compensation at Marriott International   We're Only Human -- Episode 154   There's not a company in existence that hasn't needed to take a fresh look at compensation in the last year. The general consensus? "Wages are up." But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today's episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful.  Show Notes Get a copy of Ben's new book Talent Scarcity, a #1 bestseller on Amazon: https://amzn.to/3XbCFw4  Connect with Bryan Briscoe: https://www.linkedin.com/in/bryan-briscoe-76584b5  Listen to our show archives: https://lhra.io/were-only-human-podcast/ 

"The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot's got to take control. And then everybody's life's in that pilot's hands. I think autopilot turned off for compensation people 18 months ago." Bryan Briscoe, VP Global Compensation at Marriott International We're Only Human -- Episode 154 There's not a company in existence that hasn't needed to take a fresh look at compensation in the last year. The general consensus? "Wages are up." But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today's episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful.  Show Notes Get a copy of Ben's new book Talent Scarcity, a #1 bestseller on Amazon: <a href="https://amzn.to/3XbCFw4" rel="nofollow" target="_blank">https://amzn.to/3XbCFw4</a> Connect with Bryan Briscoe: <a href="https://www.linkedin.com/in/bryan-briscoe-76584b5" rel="nofollow" target="_blank">https://www.linkedin.com/in/bryan-briscoe-76584b5</a> Listen to our show archives: <a href="https://lhra.io/were-only-human-podcast/" rel="nofollow" target="_blank">https://lhra.io/were-only-human-podcast/</a>

Pay Transparency and Compensation Trends with Marriott’s VP of Global Compensation

A human resources podcast focused on blending research and practical advice to help today's HR, talent, and learning leaders improve business outcomes.

We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace.  George Rogers, Chief Culture Officer, Lighthouse Research &amp; Advisory We're Only Human -- Episode 153   There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case.  In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.    Show Notes This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib  Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/  Listen to our show archives: https://lhra.io/were-only-human-podcast/ 

We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace.  George Rogers, Chief Culture Officer, Lighthouse Research &amp; Advisory We're Only Human -- Episode 153 There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case.  In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.  Show Notes This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: <a href="https://hrsummerschool.org/deib" rel="nofollow" target="_blank">https://hrsummerschool.org/deib</a> Connect with George Rogers: <a href="https://www.linkedin.com/in/thegeorgerogers/" rel="nofollow" target="_blank">https://www.linkedin.com/in/thegeorgerogers/</a> Listen to our show archives: <a href="https://lhra.io/were-only-human-podcast/" rel="nofollow" target="_blank">https://lhra.io/were-only-human-podcast/</a>

New Research on the Impact of Employee Belonging

"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role." Allison Lee, Chief People Officer, Persado   We're Only Human -- Episode 152   When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable.  As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.    Show Notes Connect with Allison on LinkedIn Learn more about Bryq Watch the whole replay for the State of DEIB event Check out the show archives and get free updates for new episodes

"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role." Allison Lee, Chief People Officer, Persado We're Only Human -- Episode 152 When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable.  As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.  Show Notes <ul><li><a href="https://www.linkedin.com/in/alileenyc/" rel="nofollow" target="_blank">Connect with Allison on LinkedIn</a></li> <li><a href="https://www.bryq.com/talent-acquisition/" rel="nofollow" target="_blank">Learn more about Bryq</a></li> <li><a href="https://hrsummerschool.org/deib" rel="nofollow" target="_blank">Watch the whole replay for the State of DEIB event</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates for new episodes</a></li></ul>

Chief People Officer Perspective: How Persado Uses Bryq to Debias Hiring Decisions

"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer."  Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines We're Only Human -- Episode 151 Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead! In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.    Show Notes Connect with Kelby on LinkedIn Watch the YouTube video Kelby mentioned on the show Check out the show archives and get free updates for new episodes

"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer."  Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines We're Only Human -- Episode 151 Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead! In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.  Show Notes <ul><li><a href="https://www.linkedin.com/in/kelbytansey/" rel="nofollow" target="_blank">Connect with Kelby on LinkedIn</a></li> <li><a href="https://youtu.be/2Yl3zK-qpIU?t=68" rel="nofollow" target="_blank">Watch the YouTube video Kelby mentioned on the show</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates for new episodes</a></li></ul>

How Southwest Airlines Promotes Internal Career Opportunities on We’re Only Human

"One day he challenged me and he said, 'Listen, I want you to help our 477 store directors be great. But listen, I don't want you to go and teach them about engagement. They don't need like a history lesson. But I want you to teach them how to be engaging.' As I've navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance." Kamaria Scott, Manager Enablement Expert at Accenture We're Only Human -- Episode 150   During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles.  Yet most companies still don't have a structured way to identify, select, and equip managers to be capable professionals.  In today's conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about: Some of her favorite methods for helping to create more openness around manager performance enablement Supporting open dialogue with "manager circles" Carefully applying training where it needs to go instead of wielding it as a weapon.  This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.    Show Notes Connect with Kamaria on LinkedIn Check out the show archives and get free updates for new episodes

"One day he challenged me and he said, 'Listen, I want you to help our 477 store directors be great. But listen, I don't want you to go and teach them about engagement. They don't need like a history lesson. But I want you to teach them how to be engaging.' As I've navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance." Kamaria Scott, Manager Enablement Expert at Accenture We're Only Human -- Episode 150 During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles.  Yet most companies still don't have a structured way to identify, select, and equip managers to be capable professionals.  In today's conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about: <ul><li>Some of her favorite methods for helping to create more openness around manager performance enablement</li> <li>Supporting open dialogue with "manager circles"</li> <li>Carefully applying training where it needs to go instead of wielding it as a weapon.</li> </ul> This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.  Show Notes <ul><li><a href="https://www.linkedin.com/in/kamaria-scott-41350a5/" rel="nofollow" target="_blank">Connect with Kamaria on LinkedIn</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates for new episodes</a></li></ul>

Don’t Teach Managers About Engagement: Teach Them to Be Engaging

"What I've seen over the last six to 12 months is that companies are literally craving this information to understand: are they still competitive? Because they've made so many moves, whether it was with pay or benefits, they want to understand where they stack as it relates to their competition."  Terry Terhark, Founder and CEO, NXTThing RPO We're Only Human -- Episode 149 If you want to be an Olympian, you'd look at what Olympians do and learn from their approach. If you want to achieve that same world-class level of success in hiring, you should look at what world-class organizations are doing in hiring.  NXTThing RPO is a recruitment process outsourcing partner for innovative companies that desire support in their hiring operations. The leader of NXTThing is Terry Terhark, a veritable legend in the RPO industry and a wealth of information about what creates successful hiring outcomes.  In today's discussion, Ben talks with Terry about how hiring is evolving, what's next for the economy, and how cultural alignment between employers and service providers plays a role in success of outsourcing relationships.  Show Notes Connect with Terry on LinkedIn See the report on how the modern candidate is evolving Check out the show archives and get free updates for new episodes

"What I've seen over the last six to 12 months is that companies are literally craving this information to understand: are they still competitive? Because they've made so many moves, whether it was with pay or benefits, they want to understand where they stack as it relates to their competition."  Terry Terhark, Founder and CEO, NXTThing RPO We're Only Human -- Episode 149 If you want to be an Olympian, you'd look at what Olympians do and learn from their approach. If you want to achieve that same world-class level of success in hiring, you should look at what world-class organizations are doing in hiring.  NXTThing RPO is a recruitment process outsourcing partner for innovative companies that desire support in their hiring operations. The leader of NXTThing is Terry Terhark, a veritable legend in the RPO industry and a wealth of information about what creates successful hiring outcomes.  In today's discussion, Ben talks with Terry about how hiring is evolving, what's next for the economy, and how cultural alignment between employers and service providers plays a role in success of outsourcing relationships.  Show Notes <ul><li><a href="https://www.linkedin.com/in/terryterhark" rel="nofollow" target="_blank">Connect with Terry on LinkedIn</a></li> <li><a href="https://info.nxtthingrpo.com/the-modern-candidate.html" rel="nofollow" target="_blank">See the report on how the modern candidate is evolving</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates for new episodes</a></li></ul>

This RPO Firm Hires Thousands of People a Year-Here’s How Hiring is Changing

And so we experimented and said, let's have a trial run at being a manager. We took about 25 people that wanted to be a manager as a cohort.  We said, okay, for a period of six to nine months, we would give you a small team you'd be responsible to learn how to interview and make hiring decisions. Then you get to decide whether or not you want to continue the manager path or not. Pat Wadors, Chief People Officer, UKG We're Only Human -- Episode 148 Managers are an essential part of getting work done. But many times managers and talent leaders end up butting heads, having mismatched expectations, or simply not getting along. In this episode, Chief People Officer Pat Wadors shares her experiences and advice for creating stronger manager relationships and outcomes that benefit not just HR and line managers, but their teams as well. Pat also dive into belonging and what it means in the modern workplace, giving each of us some ideas on how to make it a part of what we do every day.  Links and Show Notes Connect with Pat on LinkedIn Check out the show archives and get free updates

And so we experimented and said, let's have a trial run at being a manager. We took about 25 people that wanted to be a manager as a cohort.  We said, okay, for a period of six to nine months, we would give you a small team you'd be responsible to learn how to interview and make hiring decisions. Then you get to decide whether or not you want to continue the manager path or not. Pat Wadors, Chief People Officer, UKG We're Only Human -- Episode 148 Managers are an essential part of getting work done. But many times managers and talent leaders end up butting heads, having mismatched expectations, or simply not getting along. In this episode, Chief People Officer Pat Wadors shares her experiences and advice for creating stronger manager relationships and outcomes that benefit not just HR and line managers, but their teams as well. Pat also dive into belonging and what it means in the modern workplace, giving each of us some ideas on how to make it a part of what we do every day.  Links and Show Notes <ul><li><a href="https://www.linkedin.com/in/patwadors/" rel="nofollow" target="_blank">Connect with Pat on LinkedIn</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates</a></li></ul>

Better Managers, Better Support, Better Results

"I guarantee there is a direct correlation between a fantastic culture to business success.  They are always together. I would say that the strong culture is the insurance policy of every business." Ronni Zehavi, CEO, HiBob We're Only Human -- Episode 147 What if we had a way to shield our businesses from unnecessary turnover, disinterested staff, and other similar challenges? It turns out that we do. It's called culture. In some new research, we found that just 52% of HR leaders say their technology supports the employee-focused culture they desire. That's a big gap.  In today's interview with Ronni Zehavi of HiBob, Ben dives deep with Ronni into culture, why it matters, and how HR technology helps to support an employee-focused culture in practical ways. Ronni talks about transparency, teamwork, flexibility, and other tangible examples based on his experience as a business leader.    This episode is sponsored by Workplace from Meta.     Links and Show Notes Learn more about Workplace from Meta at workplace.com/future Learn more about HiBob and the Bob platform Check out the show archives and get free updates

"I guarantee there is a direct correlation between a fantastic culture to business success.  They are always together. I would say that the strong culture is the insurance policy of every business." Ronni Zehavi, CEO, HiBob We're Only Human -- Episode 147 What if we had a way to shield our businesses from unnecessary turnover, disinterested staff, and other similar challenges? It turns out that we do. It's called culture. In some new research, we found that just 52% of HR leaders say their technology supports the employee-focused culture they desire. That's a big gap.  In today's interview with Ronni Zehavi of HiBob, Ben dives deep with Ronni into culture, why it matters, and how HR technology helps to support an employee-focused culture in practical ways. Ronni talks about transparency, teamwork, flexibility, and other tangible examples based on his experience as a business leader.  This episode is sponsored by Workplace from Meta.  Links and Show Notes <ul><li>Learn more about Workplace from Meta at <a href="https://workplace.com/future" rel="nofollow" target="_blank">workplace.com/future</a></li> <li><a href="https://www.hibob.com/" rel="nofollow" target="_blank">Learn more about HiBob and the Bob platform</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates</a></li></ul>

Positioning Culture as ”Business Success Insurance” on We’re Only Human

"When we select leaders, what we have found is leaders may have great, innovative ideas. They may be very driven to achieve. But if they're not inspiring people, if they're not demonstrating those interpersonal qualities that people see them as servant leaders, we've noticed that people are not willing to follow them. So we really emphasize that [serving] is exactly the quality that we want to see in leaders." Ji-Yun Kang, Leadership Assessment and Selection, Mayo Clinic We're Only Human -- Episode 146   All of the data indicate that a leader can make or break someone's experience at work. In this episode of We're Only Human, Ben talks with Ji Yun Kang, head of leadership assessment and selection at Mayo Clinic. Ji-Yun shares the key attributes the organization looks for in its leaders, including the things that push someone into the "no" pile when under consideration.  Ms. Kang also suggests how to evaluate if leaders are actually successful or not, offering examples that help to make this conversation very practical for companies that want to use their leaders to engage, develop, and retain their workforce.    This episode is sponsored by Workplace from Meta.     Links and Show Notes Thanks to SHL for putting us in touch with our guest for this episode! Learn more about Workplace from Meta at workplace.com/future Connect with Ji Yun Check out the show archives and get free updates

"When we select leaders, what we have found is leaders may have great, innovative ideas. They may be very driven to achieve. But if they're not inspiring people, if they're not demonstrating those interpersonal qualities that people see them as servant leaders, we've noticed that people are not willing to follow them. So we really emphasize that [serving] is exactly the quality that we want to see in leaders." Ji-Yun Kang, Leadership Assessment and Selection, Mayo Clinic We're Only Human -- Episode 146 All of the data indicate that a leader can make or break someone's experience at work. In this episode of We're Only Human, Ben talks with Ji Yun Kang, head of leadership assessment and selection at Mayo Clinic. Ji-Yun shares the key attributes the organization looks for in its leaders, including the things that push someone into the "no" pile when under consideration.  Ms. Kang also suggests how to evaluate if leaders are actually successful or not, offering examples that help to make this conversation very practical for companies that want to use their leaders to engage, develop, and retain their workforce.  This episode is sponsored by Workplace from Meta.  Links and Show Notes <ul><li>Thanks to <a href="https://shl.com" rel="nofollow" target="_blank">SHL</a> for putting us in touch with our guest for this episode!</li> <li>Learn more about Workplace from Meta at <a href="https://workplace.com/future" rel="nofollow" target="_blank">workplace.com/future</a></li> <li><a href="https://www.linkedin.com/in/ji-yun-kang-ph-d-pcc-95a525a/" rel="nofollow" target="_blank">Connect with Ji Yun</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates</a></li></ul>

How Mayo Clinic Selects Leaders: A Case Study

"The first thing is 100% look for difference [when mentoring]. If you are only looking for more of the same, you are hurting yourself. Cloning was bad in Star Wars, and cloning is bad in real life. The second one is related: get away from the rock stars and the duds when you are mentoring." Lt. Col. Chaveso "Chevy" Cook, PhD, Executive Director, MilitaryMentors.org   We're Only Human -- Episode 145   Mentoring has been a bigger conversation in the last year as more companies are looking for ways to develop women leaders, move diverse professionals up the ranks, and support the workforce in a more tangible way. But employers often look at just the top 10% and bottom 10%, according to today's guest, missing the chance to connect with the 80% of employees who are typically excluded from mentoring opportunities. In this conversation, Ben speaks with Lt. Col. Chevy Cook about key ideas in successful mentoring based on research and practice. They not only tie in the science of mentoring but also the art of relationship dynamics and more.    This episode is sponsored by Workplace from Meta.     Links and Show Notes Learn more about Workplace from Meta at workplace.com/future Connect with Chevy Check out the show archives and get free updates

"The first thing is 100% look for difference [when mentoring]. If you are only looking for more of the same, you are hurting yourself. Cloning was bad in Star Wars, and cloning is bad in real life. The second one is related: get away from the rock stars and the duds when you are mentoring." Lt. Col. Chaveso "Chevy" Cook, PhD, Executive Director, <a href="http://MilitaryMentors.org" rel="nofollow" target="_blank">MilitaryMentors.org</a> We're Only Human -- Episode 145 Mentoring has been a bigger conversation in the last year as more companies are looking for ways to develop women leaders, move diverse professionals up the ranks, and support the workforce in a more tangible way. But employers often look at just the top 10% and bottom 10%, according to today's guest, missing the chance to connect with the 80% of employees who are typically excluded from mentoring opportunities. In this conversation, Ben speaks with Lt. Col. Chevy Cook about key ideas in successful mentoring based on research and practice. They not only tie in the science of mentoring but also the art of relationship dynamics and more.  This episode is sponsored by Workplace from Meta.  Links and Show Notes <ul><li>Learn more about Workplace from Meta at <a href="https://workplace.com/future" rel="nofollow" target="_blank">workplace.com/future</a></li> <li><a href="https://www.linkedin.com/in/chaveso-chevy-cook/" rel="nofollow" target="_blank">Connect with Chevy</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates</a></li></ul>

Mentoring the 80% - Avoiding the Rock Stars and Duds

"The more that we could be pushing that on the business side to say beyond revenue and profitability, what is the quality metric? What is the wellbeing metric? Obviously, employee engagement many companies measure. Are we measuring the investments in learning that we're putting out there for our people, even if they are people that end up leaving, if we're improving the future employability of a workforce, surely that's a good business and  society metric." Bhushan Sethi, People &amp; Organization Joint Global Leader, PwC We're Only Human -- Episode 144 In the last 24 months, HR and People leaders have been in the spotlight more than ever before, and this has given birth to opportunities to influence and change the workplace for the better. But how do you know which priorities to set, where to put your focus and effort, and what to do first?  In this episode, Ben talks with Bhushan Sethi, a global people leader from PwC, to understand how he makes these decisions. Using a blend of research and practical perspectives, Bhushan offers helpful advice to people leaders at every company that is proven to drive employee retention and the organization's employer value proposition.  This episode is sponsored by Workplace from Meta.     Links and Show Notes Learn more about Workplace from Meta at workplace.com/future Connect with Bhushan Download the new hiring research report Check out the show archives and get free updates

"The more that we could be pushing that on the business side to say beyond revenue and profitability, what is the quality metric? What is the wellbeing metric? Obviously, employee engagement many companies measure. Are we measuring the investments in learning that we're putting out there for our people, even if they are people that end up leaving, if we're improving the future employability of a workforce, surely that's a good business and  society metric." Bhushan Sethi, People &amp; Organization Joint Global Leader, PwC We're Only Human -- Episode 144 In the last 24 months, HR and People leaders have been in the spotlight more than ever before, and this has given birth to opportunities to influence and change the workplace for the better. But how do you know which priorities to set, where to put your focus and effort, and what to do first?  In this episode, Ben talks with Bhushan Sethi, a global people leader from PwC, to understand how he makes these decisions. Using a blend of research and practical perspectives, Bhushan offers helpful advice to people leaders at every company that is proven to drive employee retention and the organization's employer value proposition.  This episode is sponsored by Workplace from Meta.  Links and Show Notes <ul><li>Learn more about Workplace from Meta at <a href="https://workplace.com/future" rel="nofollow" target="_blank">workplace.com/future</a></li> <li><a href="https://www.linkedin.com/today/author/bhushansethi/" rel="nofollow" target="_blank">Connect with Bhushan</a></li> <li><a href="https://lighthouseresearch.lpages.co/2022-talent-acquisition-trends-report/" rel="nofollow" target="_blank">Download the new hiring research report</a></li> <li><a href="https://lhra.io/podcast" rel="nofollow" target="_blank">Check out the show archives and get free updates</a></li></ul>

Making ”No Regrets” Changes as People and Business Leaders

Ben is clearly a wellspring of knowledge and experience in the HR field, and his guests shed light on issues and questions plaguing the minds of any organization. Grab a pen and paper and get ready to learn and take notes! This is a great show to aid in your own immersion and personal development in your career.

Can’t miss for HR & I/O

We're Only Human

Employee paid leave is often overlooked because it has been around for what seems like forever. It's fairly standard, and the biggest advancement in recent history has been moving from a split vacation/sick model to a paid time off or "PTO" model, where employees can use the leave flexibly for illness, vacation, or other personal needs as they see fit.  The problem, though, is that people still don't use that time as they should. They carry heavy leave balances, which creates liability for their employers. They don't take the time off because they feel like they can't be away from the office. Whatever the case, it's not serving the purpose that it should. Research shows that people return from time away from work with better mental health and reduced anxiety (even when they have an overflowing inbox), so how can we solve this?  In today's discussion, Ben talks with Rob Whalen of PTO Exchange. Rob shares some sobering statistics on PTO usage by employees and how much is forfeited annually, failing to serve the employee population it was designed to help. Rob also explains how PTO Exchange is helping employers to help employees by converting PTO into retirement savings, emergency funds, charitable donations, and more. It's time to start thinking strategically about paid leave benefits to help employees with a diverse set of needs.    Contact Rob or PTO Exchange:  https://www.linkedin.com/in/rob-whalen-1287077/   https://www.ptoexchange.com/contact  Resource: 4 ways to get employees to use more vacation time 

Employee paid leave is often overlooked because it has been around for what seems like forever. It's fairly standard, and the biggest advancement in recent history has been moving from a split vacation/sick model to a paid time off or "PTO" model, where employees can use the leave flexibly for illness, vacation, or other personal needs as they see fit.  The problem, though, is that people still don't use that time as they should. They carry heavy leave balances, which creates liability for their employers. They don't take the time off because they feel like they can't be away from the office. Whatever the case, it's not serving the purpose that it should. Research shows that people return from time away from work with better mental health and reduced anxiety (even when they have an overflowing inbox), so how can we solve this?  In today's discussion, Ben talks with Rob Whalen of PTO Exchange. Rob shares some sobering statistics on PTO usage by employees and how much is forfeited annually, failing to serve the employee population it was designed to help. Rob also explains how PTO Exchange is helping employers to help employees by converting PTO into retirement savings, emergency funds, charitable donations, and more. It's time to start thinking strategically about paid leave benefits to help employees with a diverse set of needs.  Contact Rob or PTO Exchange:  <a href="https://www.linkedin.com/in/rob-whalen-1287077/%C2%A0" rel="nofollow" target="_blank">https://www.linkedin.com/in/rob-whalen-1287077/ </a> <a href="https://www.ptoexchange.com/contact" rel="nofollow" target="_blank">https://www.ptoexchange.com/contact</a> Resource: <a href="https://upstarthr.com/4-ways-to-get-employees-to-use-more-vacation-time/" rel="nofollow" target="_blank">4 ways to get employees to use more vacation time</a>

WOH 75: What if Your Employees Could Use PTO For Anything They Want

We hear all the time that HR needs to be more financially minded. It's too soft. The problem is when Ben asks audiences how many get into HR because they like ROI, numbers, and data, two hands go up. The rest got into it because of the people.   In this interview, Ben speaks with Steve Watson who is a combination of CFO and CHRO, bringing a unique perspective to the conversation on how HR can be more business-oriented and bridge the gap for finance on how to support the people side of the business through better benefits administration and data analysis.   To learn more about Steve Watson please visit TrendBreakers.com or connect with him on LinkedIn: https://www.linkedin.com/in/steve-watson-cpa .

We hear all the time that HR needs to be more financially minded. It's too soft. The problem is when Ben asks audiences how many get into HR because they like ROI, numbers, and data, two hands go up. The rest got into it because of the people. In this interview, Ben speaks with Steve Watson who is a combination of CFO and CHRO, bringing a unique perspective to the conversation on how HR can be more business-oriented and bridge the gap for finance on how to support the people side of the business through better benefits administration and data analysis. To learn more about Steve Watson please visit <a href="http://TrendBreakers.com" rel="nofollow" target="_blank">TrendBreakers.com</a> or connect with him on LinkedIn: <a href="https://www.linkedin.com/in/steve-watson-cpa" rel="nofollow" target="_blank">https://www.linkedin.com/in/steve-watson-cpa</a> .

WOH 68: How to Approach HR Like a CFO

Remote

Today, almost every company has workers that are either remote, telecommuting, or virtual. There is incredible value in this for businesses and for workers, but the challenge comes in engaging these people that you rarely (if ever) see face to face.  In today's conversation, Ben interviews Beth Hearn, an HR leader with PeopleStrategy who has a variety of experience working at technology firms with remote staff. She shares a great set of ideas, from the simple ways to say you care (think templates and employee gifts) to the more challenging (and more valuable) methods like culture books that capture the key moments in time for your people.  If you want to connect with Beth, check her out on LinkedIn: https://www.linkedin.com/in/bethhearn/ This episode is sponsored by PeopleStrategy

Today, almost every company has workers that are either remote, telecommuting, or virtual. There is incredible value in this for businesses and for workers, but the challenge comes in engaging these people that you rarely (if ever) see face to face.  In today's conversation, Ben interviews Beth Hearn, an HR leader with PeopleStrategy who has a variety of experience working at technology firms with remote staff. She shares a great set of ideas, from the simple ways to say you care (think templates and employee gifts) to the more challenging (and more valuable) methods like culture books that capture the key moments in time for your people.  If you want to connect with Beth, check her out on LinkedIn: <a href="https://www.linkedin.com/in/bethhearn/" rel="nofollow" target="_blank">https://www.linkedin.com/in/bethhearn/</a> This episode is sponsored by <a href="https://peoplestrategy.com" rel="nofollow" target="_blank">PeopleStrategy</a>

WOH 64: How to Engage Remote Teams and Virtual Workers

As a business grows we hire more people, but how do you manage the growth of the HR team? What roles do you hire for? How do you align with the business?   In this conversation, Ben interviews Kellee Webb about the firm's growth from 80 to 500+ in the last 10 years, including key details about what HR Roles they hired, when they hired them, and how the HR team aligns closely with business strategy.   To learn more about Kellee Webb or Cenikor please visit the following: Linkedin: https://www.linkedin.com/in/kelleewebb Twitter: @PurposefulHR Email: kwebb@cenikor.org Website: www.cenikor.org

As a business grows we hire more people, but how do you manage the growth of the HR team? What roles do you hire for? How do you align with the business? In this conversation, Ben interviews Kellee Webb about the firm's growth from 80 to 500+ in the last 10 years, including key details about what HR Roles they hired, when they hired them, and how the HR team aligns closely with business strategy. To learn more about Kellee Webb or Cenikor please visit the following: Linkedin: <a href="https://www.linkedin.com/in/kelleewebb" rel="nofollow" target="_blank">https://www.linkedin.com/in/kelleewebb</a> Twitter: @PurposefulHR Email: <a href="mailto:kwebb@cenikor.org">kwebb@cenikor.org</a> Website: <a href="http://www.cenikor.org" rel="nofollow" target="_blank">www.cenikor.org</a>

WOH 71: How to Scale HR with a Growing Business

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