Onboarding and Retention

How to Up Your Onboarding and Retention Game

How do you up your employee onboarding and retention game amid (yes, it is true) The Great Resignation? The onboarding process often goes overlooked until it’s too late. But with a strong process in place, you can set up new hires for success from day one.

In fact, Glassdoor research says organizations with a strong onboarding process improve new hire retention by as much as 82% and productivity by 70%. Those are big numbers. And in today’s tight talent market, they make onboarding hard to ignore.

So, how can employers make sure onboarding efforts are up to snuff?

Our Guest:  Laura Lee Gentry

On this latest episode of the #WorkTrends podcast, I speak with Laura Lee Gentry, Chief People Officer at Enboarder. At Enboarder, Laura Lee is responsible for talent acquisition and onboarding, total rewards, talent management, leadership development, internal communications, and employer branding.

Let’s talk about onboarding and retention. Why is it so challenging these days? And why does there seem to be a disconnect between candidate experience and employee experience, Laura Lee?

“It’s about communication and perception. The things that aren’t said can lead to a disconnect between expectations and the reality of a new job. Being less than explicit can create the wrong interpretations. Hiring managers and recruiters need to be transparent about the company and the opportunity. They also need to be super clear that business needs might call for a pivot to avoid the whole like, ‘Well, that’s not my job’  conversation.”

Focusing on Retention

It’s clear we need to rethink hiring strategies and focus on retention…

“It’s interesting that people are following the market as opposed to getting out in front of it. For example, recruiting versus retention. It costs a lot more money to hire a new employee rather than retain your best talent. It costs between 50 and 150% of an employee’s salary to replace them. Beyond the cost of losing and replacing an employee, you’ve got all sorts of additional costs, like productivity and team morale. It can even impact revenue if it’s in a revenue-generating function.”

Managing The Great Resignation Challenges

As companies shift focus from hiring to retention, they need a true employer brand. For a company to build an employer brand based on integrity, it’s important to focus on offering a fantastic experience across the entire employee journey. This helps people become more passionate and engaged in their work.

What are HR leaders investing in right now to address hiring and retention challenges during The Great Resignation?

“A lot of HR leaders are turning to technology to support their hiring, onboarding, and employee engagement needs. Trying to not only create a more high-impact experience but also to increase the impact of their HR teams without adding headcount.”

Beyond Onboarding

Onboarding never really stops. Companies must deliver great experiences in the initial onboarding phase and beyond—throughout the employee journey…

“If you think about an employee’s career journey with a company, there are many opportunities around what I call defining moments, focusing on any moment of transition. There are peaks and pits, but also beginnings and endings. We all remember the first and last day of school, the first day of a new job. These are all defining moments or moments of transition, which is why they’re so memorable.”

How can we turn defining moments for employees into absolute peak experiences?

“Transitions inherently carry an element of risk and uncertainty. So they’re often the moments when employees feel the most vulnerable, which is why they’re so powerful. Leaders have the power to turn someone’s defining moments into positive defining moments with the right training, development, and understanding of what best practices look like in those moments.”

Excellent advice from Laura Lee Gentry!

I hope you found this #WorkTrends podcast episode helpful. To learn more about effective onboarding and retention, and how to improve the impact of your people programs, visit Enboarder at:  https://enboarder.com/.

Also, subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher. And be sure to follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram, too, for more great conversations!

 

earned wage access

The Benefits of Earned Wage Access for Employees

Sponsored by: ADP

Financial stress is a real employee concern these days. Prices are higher across the board – gas, food, housing. There is also a looming recession on the horizon. So how can employers help alleviate some of this stress?

As the modern workplace continues to evolve, so should the ways employees get paid. Many employers are now offering employees the option to access their wages at much-needed times through Earned Wage Access (EWA) vs. having access to their pay only at the designated pay cycle. This benefit offers employees much-needed financial flexibility and peace of mind. For employers, it can improve employee retention, satisfaction, and productivity by helping employees redirect their mental focus on work rather than financial stresses.

So, it’s really a win-win for both employees and employers. 

Our Guest:  Michelle Young

On this latest episode of #WorkTrends, I spoke with Michelle Young, Vice President of Operations for ADP’s Employee Financial Solutions Group. Michelle is an innovation expert and a trusted advisor to corporate executives in orchestrating business and fiscal strategies with B2B and B2C models.

Let’s talk about financial wellness. A very hot topic right now. Looking at this through the lens of ADP, how do you define financial wellness in the workplace? Michelle:

That’s a great question and very on point right now. When we at ADP think about financial wellness, we immediately go to the source of pay. That’s where we can promote confidence. We can help our employers offer their employees flexible pay methods that are beyond standard pay cycles. Like earned wage access, which, if you haven’t heard, is a very hot topic right now. It really helps to align unexpected expenses with income.

Reducing Employee Financial Stress

Employees can avoid spending money on overdraft fees, late fees, or even payday loans with earned wage access. And that further increases their ability to save and reduce financial stress. 

Sometimes, when unforeseen expenses don’t align with income, such as a medical bill or a home repair, it can make any employee, even financially responsible ones, feel helpless. And that often directly impacts their performance in the workplace.

What is Earned Wage Access?

What can employers offer employees around earned waged access? Or, EWA for short. Let’s talk more about what EWA actually is and how it works.

Promoting financial wellness ties to our EWA story. So EWA earned wage access is a valuable financial wellness benefit that allows employees to access a portion of their income that they’ve already earned. As opposed to waiting until the next pay cycle.

How Are Employees Using Earned Wage Access?

Employees use their earned wages in various ways, varying by demographic and age segment. 

Employees ages 18 to 24 tend to use it to reduce the stress of not having enough cash until payday. Maybe to buy groceries, pay off a loan, or even rent. As we move up, the 25 to 44-year-olds typically use it for family-related expenses or to pay bills. The 45 to 64-year-olds are also using EWA for emergency-related expenses or paying bills and use it for an emergency medical expense, which typically impacts the Gen Xers and the Boomers with more frequency.

ADP Research Key Takeaways

There were a lot of really juicy findings in the ADP Earned Wage Access Research Study done in December 2021 to January 2021 timeframe, What are some key takeaways? 

There is broad interest in EWA from workers in every age group, every education level. Seventy-six percent of workers across all age groups say it’s important for their employer to offer it. And 82% of employers that don’t offer it are interested in actually offering it. Additionally, 59% of millennials would give priority to a job with an employer that offers earned wage access. And 75% say that the availability of VWA would, in fact, influence their acceptance of a job offer.

I hope you found this episode of #WorkTrends helpful, I know I did. To learn more about the EWA metrics, download ADP’s latest white paper: “Earned Wage Access: Tapping into the Potential of Flexible Pay for Today’s World of Work”

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Hiring

Traditional Hiring Practices Are Inefficient for Hiring Leaders

There hasn’t been a time in recent history when the development and application of smart hiring practices has been more important. Companies are struggling to hire the best and the brightest while facing a unique set of challenges. We’ll explore if we are meeting this inflection point effectively — and what companies can do to improve their response.

Our Guest: Lou Adler

On the last Worktrends Podcast, I spoke with Lou Adler. We discussed hiring practices and how businesses can take it to the next level.

‎Lou Adler is a well-known hiring expert, who turned the recruitment industry on its head through his performance-based recruiting model. With over 40 years in the recruiting industry, Lou’s company, the Adler Group has trained over 40,000 hiring managers and placed 1500 executives for many of the fastest-growing companies.

He is a top LinkedIn influencer and author, known for The Essential Guide for Hiring and Getting Hired and the Amazon top 10 best seller Hire With Your Head, Using Performance-Based Hiring to Build Great Teams, translated into multiple languages.

Hiring Decisions: Are We Making Progress?

You contend that hiring results haven’t improved much in the past 25 years. What is the basis for this claim after tens of billions have been spent on new HR tech?

Well, the biggest claim is… I look at the Gallup satisfaction report, which comes out monthly and it hovers around 30 to 33% of people who are actually satisfied with their jobs. And that number hasn’t changed in 25 years since they started taking it.

So as far as I’m concerned, things have not only not gotten better, they have gotten worse. And I contend, I know the reasons why, but that’s least sufficient proof to say, “Hey, maybe we do have a problem.”

The Great Resignation & Job Satisfaction

Let’s talk about the great resignation. In all of the implications, what are you seeing here? And do you have suggestions for companies, recruiters, and job seekers around this?

To me, and it goes back to the underlying problem of why people are dissatisfied and it really comes down to the point that people take jobs and they don’t really know what the work is. And they don’t know what the style of the manager is, they don’t know the quality of the team, and they’re not a hundred percent sure of what the expectations are.

The satisfaction is driven by the work itself, the people, the company, the manager, the projects, the impact they’re making, and people give that to a shrift. They focus too much on the start date, not enough on the actual work they’re doing.

So to me, that’s the underlying problem of dissatisfaction. And it’s gotten worse because people are now trying to hire faster for more money. So now you have the great resignation, et cetera, et cetera, et cetera.

The Solution: Recruiters Need to Understand the Roles

Recruiting, with no understanding of the role, won’t help us recruit and retain the contributors. It’s time to change the mindset about how we approach discussions with candidates. Quick hiring, without deep consideration of the roles, is fueling negative outcomes. 

I have the knowledge that I believe is correct, but I think you have HR leaders and companies that have a strategy designed, “Hey, let’s fill jobs as fast as we can.”

And yet I believe the process of making that decision, “Should I hire this candidate?” And from the candidate’s perspective, “Should I take this job?” That is a much more detailed, thorough evaluation. That’s an investment on the company’s standpoint in hiring this person and an investment on the candidate, “Hey, should I invest my time in this company?”

And I don’t think the tools that both sides use to make that decision are evaluated properly. I think people have competency models. They’ve got behavioral interviewing. I think that’s a band-aid solution, and I don’t think they’ve really addressed the core problem.

The Solution: Take the Time to Define the Work

There are steps to improving hiring. However, more time on the front end of the process is necessary. This requires a close look at critical performance objectives — and incorporating these into a method, a “scorecard”, that can direct the entire recruiting process.

If you want to implement performance-based hiring, you have to only do two things. Number one is you don’t take a requisition filled with skills, experience and competencies. Instead, you take a requisition that lists the five or six key performance objectives the person taking that job needs to do over the course of the year to be considered successful.

We call that a win-win hiring outcome. Meaning the candidate says, “I’m so glad I had this job over the year and I’m enjoying this work.” And hiring manager says, “I’m so glad I hired that person.” So, defining the work is that core thing.

The other bookend is, don’t accept or don’t hire anybody unless they meet the standards on a tool. We call it the Quality of Hire Talent Scorecard, which determines the 10 best predictors of on the job success. If you just put those two bookends in, don’t hire anybody who doesn’t meet these performance requirements and define those performance requirements up front, you’ll figure out what you’ve got to do in the middle to get there.

In Summary: When Hiring, Emphasize Key Performance Indicators & Consistently Apply That Strategy

Overall, we cannot hope to improve hiring decisions without taking the time to understand the specifics of the role. The ensuing process should not be a race to hire, but a race to capture the important aspects of the role and communicate this effectively to candidates.

The issue to get to that though, requires a lot more work. It’s not just, “Will you take this offer at this point in time?” I have to understand the job, I have to understand the environment, the candidate has to understand, “Is this the right career move? Is it work that I’m intrinsically motivated to do? Can I work with this team? And can I work with a manager’s style?”

I hope you found this episode of #WorkTrends helpful. I know that I found the discussion fascinating.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Also, for more great conversations, be sure to follow #WorkTrends on LinkedIn, Twitter and Instagram!

Agility

Want to Fuel Agility? Understand Employee Skills

Sponsored by: Empath

In today’s world of work— agility matters — and how we enable our own employees to meet our company goals, is vital. This isn’t possible without a mechanism to understand the held skill & experiences among our own contributors. In today’s world, seeking talent externally could be considered an outdated and ineffective response to fulfilling talent needs. 

The future of work demands that we explore the weaknesses of this strategy.

Our Guest: Carlos Gutierrez

On the latest Worktrends podcast, I spoke with Carlos Gutierrez, the co-founder, and CEO of Empath, a SaaS technology platform that uses machine learning to transform the way talent is managed and grown internally. Previously, he served as chair of Albright Stonebridge Group, a global strategic advisory firm. Carlos spent nearly 30 years with Kellogg, a global manufacturer of well-known food brands.

Let’s open the conversation about the relationship between agility and skills. First, there is no doubt that organizations need to embrace agility. However, if a foundational strategy isn’t in place to respond to rapidly changing internal and external environments, achieving agility will remain elusive.

Agility Requires a Different Mindset

The thing about agility is that it’s sort of the opposite of the way companies used to run where you develop a plan and you stick to the plan. Agile, an agile methodology or agility, is just the opposite. You don’t stick to a plan because you know that your environment will be changing very rapidly. And what we can do is change departments, change teams, move around, redeploy people and do that very quickly if you have a skills inventory of all your employees. So you can do an agile methodology even quicker than it would if you weren’t able to measure skills.

Powering Agility & Upskilling

As the saying goes: Information is power. To manage & deploy the skills to carry out vital initiatives, organizations must know what skills are actually present and those that are missing:

…So you need to have the information of the employee skills, proficiency levels, and the skills required to go to other jobs. And that’s where you get the gap that you need to fill, the upskilling gap. And we do that for every employee in a company.

A Solution: An AI-Powered Internal Skill Library

Capturing existing skills within your organization is critical. People evolve much more quickly than their resumes — and so do the roles they hold. A more sensitive, dynamic mechanism to capture this is required. Applying cutting-edge technology simply makes sense. Moreover, companies that fail to take people skills into consideration when projecting future business needs will inevitably fall short. 

Companies can create more accurate plans if they understand the skills they seek could already exist internally.

…What we tell companies and what companies have found who use skills, who have accurate skills inventories, that the person they’re looking for is already inside the company. They just don’t know it because they don’t have visibility into, say, 20,000 people.

The Wave of the Future: Machine Learning to Establish Skills

Resumes simply aren’t enough to help organizations understand skills and become agile. The language is much more complex than we realize. We need to be less subjective and listen with more powerful tools.

…I hear sometimes about, well, are you going to have machine learning and AI determine the skills of a person or infer? I can assure you that we will be more accurate in companies in this business than the subjectivity of human nature. So our algorithm, our machine learning algorithm captures signals…The machine can infer what the skills are. It’s actually a very complex technology, but you will never notice it. It’s like picking up a phone and calling, you don’t know what’s behind the call.

I hope you found this episode of #WorkTrends helpful. I know that I found the discussion fascinating.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Also, for more great conversations, be sure to follow #WorkTrends on LinkedIn, Twitter and Instagram!

recruiting challenges

Recruiting Challenges for Fast Growing Startups and How to Overcome Them

Sponsored by: RocketReach

Recruiting challenges face every organization — one that is particularly daunting for smaller companies and fast-growing startups. As agility is often a make-or-break for these organizations, sourcing high-quality candidates quickly is vital.  

Yet, connecting with the right candidates with the right skill sets, at the right time is often elusive.  

Recruiters have the very difficult task of finding these candidates, while simultaneously verifying that they possess the right skills to fulfill the role and its responsibilities. Ensuring this is often key to an organization’s ability to grow, develop and scale. 

A less than “good fit” hire — can disrupt workflow, damage an organization’s work culture, and waste valuable resources.

Our Guest:  Julia Kimmel

On this latest episode of #WorkTrends, I spoke with Julia Kimmel from RocketReach. For her entire career, Julia has embraced the fast-paced and multi-faceted environment of the startup world. Managing people and processes and helping companies and teams grow across organizations. Since last year, she has overseen the growth of RocketReach from 15 people to over 100. And sorry, no, she’s not related to Jimmy Kimmel. 

Let’s talk about recruiting work-from-home talent for fast-growing startups, the challenges, and how to overcome them.

Startups need to work hard to avoid costly mistakes. Julia:

…it’s hard for startups to plan far in advance. Things change constantly. And if you asked anyone planning to scale a startup and asked them what you could plan for even a year in advance, it’s tough to make those types of decisions. Often I think one of the things that startups have a tough time with is that there isn’t a great hiring strategy, and a lot of startups hire way too quickly.

Overcoming Recruitment Challenges

It’s no mystery why sourcing top talent is an obstacle for many businesses. There is a ton of competition, and getting to know a candidate is a skill of its own. In job interviews, you want candidates who are passionate about curiosity, creative problem solving, and communication. But the true key to finding talented people? Putting in the work.

I think ultimately no one wants to hear it, but it really comes down to sourcing. It’s how you initially get strategic about where you’re looking for people. What are the cues that are constantly going off for the recruiting team to go after certain areas of the market or certain industries? Certain companies are an easy one, but I think you really need to fine-tune and get your team into a place where they feel empowered about sourcing.

Startups vs. Large Companies

There are obvious perks of working for a large, established brand. Many people are drawn to work for large companies because they feel more secure regarding hiring freezes or layoffs. While working at a big brand has its perks, startups can offer more autonomy and hands-on experience.

…one of the things that really stands out to me is that startups really can dig into more and actually market a little bit more – at large companies, you typically work on a very small piece of a project, and your work sometimes goes unnoticed. It’s unclear if what you’re doing is really making a difference, and many people at those companies are doing exactly the same role as you. I think small companies need to sell how much ownership and impact people get to have on the business.

The Future of Startups and Talent

From an HR perspective, will startups and young companies gain a hiring advantage over large companies in the next decade?

Large companies come with a lot of policies, protocols, and regulations. The world is changing, and people want to have more flexibility. I think startups will be popular because there is just a ton of flexibility. If the startup is running the right way, you get to structure your schedule, your day, and your work in a way that makes sense for you. There’s a lot more autonomy, and people are looking for ways to grow, learn, and be challenged. A smaller company can provide this easier than a large company.

I hope you found this episode of #WorkTrends helpful. To learn more about recruiting based on data, visit https://rocketreach.co/

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Financial Health

Minimize Worry and Maximize Employee Financial Health

Sponsored by: Nationwide

With 2022 shaping up to be much more economically challenging for many people, more so than in 2021, folks are doing what they can to get by. A recent study performed by Nationwide said that a whopping 90% of consumers are concerned about inflation and their financial health. Do you blame them? 

Some employees are even starting to reduce their 401(k) plan contributions. The economic downturn has employees feeling worried and insecure – rightfully so.

Another study I just read shows that 70% of employees believe they need help from employers to achieve long-term financial security. Employers and employees may not realize all the tools available to help promote financial wellness and help to alleviate worry and insecurity.

Let’s look at some ways organizations and individuals can ease their worries about retirement plans and lifelong financial health.

Are you ready to help your employees thrive?

Our Guest: Amelia Dunlap

On our latest #WorkTrends Podcast, I spoke to Amelia Dunlap, Vice President of Retirement Solutions Marketing at Nationwide. Her focus is on solving the complex challenges of the financial services industry. She leads retirement solutions and marketing and is responsible for connecting with participants to plan for and live in retirement. She says:

Many people may not realize the full scope of what Nationwide does and that they offer much more than just home and auto insurance.

The Big Picture

We need to focus beyond the here and now. While many people know they have to save as much as possible for retirement, they are often unsure of what retirement will look like when it comes. About one in five people are delaying their retirement date because they feel insecure about how much income they will need to live on comfortably.

Amelia shares some solutions from Nationwide, such as in-plan guarantees, a way to put money into an investment that guarantees retirement income. A recent macrotrend related to pensions should be of some concern:

Rewind decades ago, a lot of companies had pensions for those of us in the corporate or private sector. That provided you, as an employee, with a paycheck in retirement. Well, throughout the past number of years, pensions have started to reduce. That ownership of preparing for your retirement and living in retirement has transitioned from a company providing it to an individual’s responsibility. That’s what a 401(k) is.

The Future of Retirement

 Economic security is of great concern for everybody, whether nearing retirement or just entering the workforce. There may be legislation from Capitol Hill that could help here, but in the nearer term, there are options and ways to educate younger generations. 

We in the industry often say, “If only everyone knew that your retirement plan is the best option for saving that you’re going to have.” It gives you the most access to investments. It’s the lowest cost. If you have a retirement plan, you should absolutely be taking advantage of it. We in the industry know that. Unfortunately, I don’t know if that is always effectively communicated to employers and ultimately to employees.

Educating younger workers on the benefits of investing earlier in their careers can make a huge difference. 

Lessons Learned

The turbulence in the last year has been a wake-up call for many people who had previously been in a stretch where things had been just ticking along well for a number of years. So what have we learned? 

This really underscores the need for employees to understand that adversity is going to happen and that you need to be thinking about your financial wellness plans long term. Putting your money in your retirement plan, continuing to save, and diversifying your investments are all good keywords you hear. Right now is a really unique time for employers because they’ve got the attention of their employees.

I hope you found this episode of #WorkTrends helpful and inspirational. To learn more about employer-sponsored retirement programs and the changes needed to help secure employee financial wellness, visit Nationwide.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Leadership

Why Empathy is the New Brand of Leadership

Sponsored by: Dell Technologies

When it comes to the people who work for your company, is there anything more important than understanding them and their needs? For leaders, this means seeing things from their perspective. We call this Empathetic Leadership. 

Empathetic leaders can create a space where employees feel heard, valued, and understood – and when employees feel like this, guess what happens? They’re more engaged and productive at work, making them more committed to their work and your organization. 

A recent Dell Technologies Study found that creating an empathetic culture helps companies succeed in today’s do-anything-from-anywhere economy. Leaders need to put people front and center and equip them with the right technology to innovate.

Our Guest: Jennifer Saavedra

On our latest #WorkTrends Podcast, I spoke with Jennifer Saavedra, Chief Human Resources Officer at Dell Technologies. She leads the company’s Global Human Resources and Facilities through the dynamic lens of culture and, most importantly, people. She has a doctorate in Industrial and Organizational Behavior from Tulane University. Jennifer has also served on the executive boards for many of Dell Technologies’ employee resource groups and is currently the executive sponsor for the Black Networking Alliance. 

Her work helps us understand the psychology of human behavior so that individuals and organizations alike can be their best. 

Jennifer says the last two years have redefined work:

One of the things at Dell Technologies that we’re really focused on is defining work as an outcome, not as a specific time and place. We know that employees value freedom and flexibility, and it’s really about helping everybody make an impact.” She says, “not every individual has the same way they work or the same needs. And we have a history of doing this. At Dell, we’ve been doing this for over ten years.

Flexibility is Key

Everybody wants to know what the “new normal” will look like. After two years of the global pandemic, Jennifer says Dell polled their team members on the company’s practice of hybrid work. A notable 86% of their team members said they feel Dell is leading the way. The current world of work is an opportunity to make things more inclusive.

It’s a great equalizer. We have learned a lot about how to be inclusive and make things more accessible to people. And keeping an eye on the partnership between human resources, the business needs, our team members, facilities, and IT, I think these are things that give us a lot of hope and a lot of promise.

What the Data Says

Success is a goal shared by all, from employees to executive leadership. Employees need their companies to be there and support them. While the future of work develops and takes form, it needs to be understood that agility will play a key factor. As new ideas and possibilities for work come to light, they should be carefully considered. An astounding 91% of Dell’s team members reported that they could easily adapt to the work preferences of others, whether it’s timezone, means of communication, or other.

As other companies are thinking about building their strategy, it’s really important to look at the business needs. How does the work need to get done, and how can you consider personal choice? I think you need to assess roles. Some roles need to be done in certain locations or co-located. Once you know that, you can then support your team members by understanding what works best for them.

I hope you found this episode of #WorkTrends helpful and inspirational. Learn more about leadership and putting people front and center with Dell’s Breakthrough Study.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Gamification

How Gamification Can Build Inclusive High-Performing Teams

A productive team is essential if we want to have any success at work. Engaged teams lead to successful endeavors, while a dysfunctional team may force us back to the drawing board, cause layoffs, and high turnover. Unfortunately, building a good team isn’t easy, and the hybrid/remote work culture can make communication and engagement even more difficult. 

At the same time, entry-level to executive employees are wondering how they can better connect with others at work. Gallup shows that $1 trillion is lost due to voluntary turnover. This illustrates that there are still too many employees who are disengaged and unfulfilled at work. The majority say their organizations could have done more to keep them.

Our Guest: Lauren Fitzpatrick Shanks

Lauren Shanks is an entrepreneur, award-winning engineer, tech leader, mother of two, founder and CEO of KeepWOL, and much more. She is the first black woman to graduate from the University of Kansas’ Aerospace Engineering Department, a recipient of the Women in Technology Rising Star Award, and more fabulous accomplishments. 

So, what is gamification, and how important is it for companies to gamify their training and engagement initiatives? Lauren explains: 

So the importance is high, but it’s also important to understand what it all means and make sure that we use the terminology in the right way. With gamification and simulation in games, there’s a continuum. They cross over, but there are still bits of nuances. With gamification, we can think about it as game elements and mechanics of things from games being added to situations that weren’t meant to be a game.

Boost Morale, Gauge Productivity and Development

As humans, we want to win. Some people are not competitive, but they still don’t want to lose or fail. Games hack the human brain and tap into its reward center. Games typically require quick thinking that can disarm individuals and get more into a competitive mindset. It is important to be mindful before implementing gamification, but the possibilities are big:

We’ve worked with teams of all different complexities. That’s what’s really amazing about games and gamification because they can be used to bring people from different generations and different cultures together. We’ve all played games before in our life. We all have that innate desire to not fail. So we’ve worked with matrix-based teams, C suite teams, and multidisciplinary teams. Teams of all makes and molds are utilizing KeepWOL’s game suite to develop exceptional teams.

Future of Gamification

Gamification is not exactly new, but it certainly holds potential for workplaces in the future. Lauren shares a story from the KeepWOL team’s recent booth at the world’s largest conference for talent development:

…on our banner, we had the words, game-centric, and play. People were flocking to our booth because their companies had sent them there on a mission of how do you incorporate some of these new trends, these new things that are going on. Gamification is not new. But it takes a little more time to get things into the enterprise space. And so they’re coming to us, they’re flocking. And they’re like, how do we incorporate this into our talent development initiatives? And just for the future of work, if we’re thinking about this, KeepWOL, we’re using games to bridge that gap between learning and doing.

I hope you found this episode of #WorkTrends helpful and inspirational. To learn more about Lauren Fitzpatrick Shanks and game-centric talent development, please visit https://www.keepwol.com.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Engage and Motivate

Work Sucks, But It’s Our Fault

Burnout and dissatisfaction at work are nothing new. In fact, a recent Gallup study found that more than one-half of American workers feel disengaged at their jobs. Too often we look at work as a necessary evil. We have to do it to pay the bills, but it’s not really something we’re passionate about. 

Meanwhile, business owners and leaders are left scratching their heads wondering why their employees are unhappy and unengaged. The business suffers as a result. So what’s the solution? How can businesses create a culture that engages and motivates employees where productivity and creativity actually thrive?

Our Guest: Dr. Tiffany Slater

On our latest #WorkTrends podcast, I spoke with Dr. Tiffany Slater, CEO and Senior Human Resources Consultant for HR TailorMade. Dr. Slater believes that the people you work with are the single most important element to building a thriving future for your business. Happy people make the world a better place.

What does it mean that people suck and why should we blame ourselves? Dr. Slater explains:

I know that sounds crazy as an HR person for me to say that but you have to say the whole thing together.  People suck and it’s our fault. As leaders, it is our responsibility to make sure that our team has everything that they need to be successful. And when they’re not successful the first thing we have to do is look at ourselves and ask if we did all that we could to make sure that they were successful. So that’s why people suck because a lot of times we don’t do our part.

Employee Performance

There are so many factors that play into a person’s ability to perform at their best. So how can business owners or leaders identify those factors and ensure that people are performing at the highest levels? Dr. Slater:

Make sure the work environment is conducive to being successful as a team member. I think the most important thing is that we create an environment that people actually love. The days are gone when people are just happy to come to work for a paycheck. People want to like what they do and where they do it.

Dr. Slater adds:

Make sure that people understand what value they add to the organization. Making it very clear what an individual’s role is in the overall success of the organization motivates people to want to work at their highest level.

Hiring People Who Don’t Suck and Firing People Who do

Hiring the right people can be challenging, time-consuming, and expensive. Equally as challenging is knowing when to fire someone vs investing the time to discover ways to help them perform at a higher level. So how do we hire people who don’t suck? Dr. Slater:

We hire people that don’t suck by making sure that we ask the right questions up front, and making sure that upon their onboarding we have a plan already designed to support their success.

And when do we fire people who do? Dr. Slater adds:

We shouldn’t just fire people that suck. So obviously there will be times when it’s necessary but that should not be our first response. We should always look to discover what we can do to help that individual to perform at a higher level. And if we’ve done that once or twice then we should start considering if it’s the right fit and if they truly just suck.

Joy in the Workplace

Bringing joy into the workplace leads to better business results and higher employee performance. Dr. Slater explains.

If you will create a joyful work experience for your team they want to stay. They want to work in your organization. Additionally, they want to help the organization to be successful because they understand that the organization’s success is also their success. So creating joyful work experiences is truly the key to a successful business. And I would be willing to bet that it is the key to making the world a better place because happy people make the world a better place.

I hope you found this recent episode of #WorkTrends informative and inspiring. To learn more about Dr. Tiffany Slater and HR TailorMade, please visit https://www.hrtailormade.com/.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Skills Development

Skills Development: Now or Later?

Podcast Sponsored by: Cornerstone

Research from PWC shows that upskilling puts companies at a great advantage. The research found that companies realize an extra 10% to 15% of the benefit of large-scale transformation initiatives and up to 40% reduction in workloads on individual roles, as well as a 5% improvement in workforce retention when they integrate upskilling. These benefits lead to more output, opportunities to reduce cost, and higher customer satisfaction

Our Guest: Katie Ballantyne

On our latest #WorkTrends podcast, I spoke with Katie Ballantyne, Cornerstone’s VP of Product and Customer Experience. She has years of experience achieving industry-leading employee engagement programs across organizations.

Katie Explains the already large gap we are seeing in skills development from 2020 to 2022

“Well,  from 2020 to 2022, what we’ve found out through research is that employee confidence that their employer is effectively developing their skills has gone down. And we found that the gap has grown wider. There’s now a 35 percentage point difference between that employer and employee confidence in skilling.

“What this really means, is that only about 55% of employees feel like their employer is effectively developing their skills.”

High Performing Organizations VS Low Performing Organizations

What differentiates these high-performing organizations from organizations that are just not excelling? Is it money? Type of employee? There has to be a definitive answer. Lets see what Katie thought:

“Here’s what we found out. The high performing organizations, they only had a nine percentage point skills confidence gap, whereas the laggard organizations had a 42 percentage point skill confidence gap.”

Katie goes further into the analysis:

“So what that means is that these laggard organizations, so the organizations that aren’t performing as well financially or with their customer retention, this means that only 18% of those employees feel like skilling and development is a high priority for their company. Let’s compare that in contrast to the high performing organizations, this was the only one with that nine percentage point gap, 88% of employees that these organizations feel like there is a priority in their development, in their learning, in their growth.”

The Lure of Learning Development

With a stat from 2021- Katie Explains:

“There was a survey that was done between Amazon and Gallup, it was back in 2021, and that survey uncovered that skills training is one of the top perks that people look for in their jobs. And with about 61% of the respondents in this study saying that upskilling opportunities are also important for staying at their jobs.”

How does technology play a role in the learning development process?

“People know that skilling is important, but sometimes they’re not quite sure where to start. This is big. It’s not like going and picking maybe eight competencies, which is still important and that’s still huge work to even do that and to narrow down that selection, but it can be really, really intimidating.”

I hope you found this recent episode of #WorkTrends informative and inspiring. To learn more about Cornerstone and Skills Development, please visit https://www.cornerstoneondemand.com/ 

Subscribe to the #WorkTrends podcast on Apple Podcasts, Spotify, or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Background Screening – What you Need to Know

Podcast Sponsored by: Accurate Background

How is background screening impacted in an increasingly remote-first world of work? No doubt, the pandemic has reshaped the workplace. And in many ways, it’s here to stay. A report by Ladders revealed that by the end of this year, 25% of all jobs in North America will be remote. With that in mind, employers need to adapt their background screening practices to the new normal of remote work.

Our Guest: Chief Compliance Officer at Accurate Background

On our latest #WorkTrends podcast, I spoke with an experienced industry professional and SME on background screening, drug testing, and HR Technology from our special guest, Accurate Background. We asked him to tell us the basics every employer needs to know about background checks. He explains:

The best way to open the conversation today is to remind employers that background screening is heavily regulated. We’re talking about federal laws, the Fair Credit Reporting Act, and state laws. These are in addition to the responsibilities that employers have under their federal FCRA and even local laws.

The Range of Background Screening

Both employers and candidates must understand the background screening basics and the different types of background checks.

There’s a wide variety of things that employers utilize throughout the screening process. Criminal history information is one. A subset that we call verifications is another. Verifications range from professional life license verification, employment verification, and education history. And then there are things like drug tests, credit reports, and driving records.

Consent – Yes or No?

Background checks are employers’ principal means of securing information about potential hires from sources other than the applicants themselves. Therefore, we asked if obtaining consent from the candidate is required before conducting a background check.

Oh, it’s required, and it’s required, and it’s required again. So employers, beware. Your disclosure is really a critical piece of the background screening process. If you’re going to do a credit report, tell them you’re doing a credit report. In some states, you also have to tell them why. Criminal history checks, personal or professional reference checks…all need consent.

What if a candidate refuses?

Most employers are conducting background checks contingent on an offer. If the candidate doesn’t want to authorize the background check, they don’t move forward with the process. And employers are well within their rights to leverage that, but they should certainly state it in their policy.

Social Media

Social media sites may seem like easy-to-access information about a potential job candidate. But is it acceptable or ethical for companies to scrutinize social media? What are some of the pitfalls that employers need to avoid?

Employers, hear me now, do not go on Facebook or Instagram or TikTok or even LinkedIn and look at your candidates yourself. That’s a big mistake. You want to engage with a professional organization that is doing this in a manner that is consistent with EEOC guidelines.

A professional social media screen will bring back information about whether or not a person is engaged in activities that could potentially present a risk to the organization. Information to help you make a decision that is ultimately about the true risk to the company and not just a personal opinion or unconscious bias.

The Marijuana Culture Shift

Recent years have seen a significant culture shift in how the use of marijuana is viewed. It’s legal in some states and becoming legal in many others. So what should employers be cautious of here?

There are still federal laws and federal mandates in place for drug testing, where it doesn’t matter what the state law is. Under any law where marijuana is legal, an employer does not have to accommodate use in the workplace. There are a lot of emerging state laws or laws currently in place related to whether or not you can test for marijuana pre-employment. Or whether you can use a positive test result for marijuana in an employment-related decision. But each one of those also has exemptions.

Adapting to the Remote Climate

Background screening shouldn’t take a back seat in this remote work climate. It’s important to understand the risk profile of someone who will be generally unsupervised yet still representing your company.

Take some additional due diligence to ensure that you know who your candidates are, that they’ve done what they say they have done, and that there’s nothing within their risk profile that will be destructive to your company’s reputation.

I hope you found this recent episode of #WorkTrends informative and inspiring. For more information on candidate screening and background check solutions, visit Accurate Background.

And, please mark your calendars! On Wednesday, May 25th from 1:30pm – 2:00pm ET, our #WorkTrends Twitter chat focuses on Background Screening in the Hiring Process, sponsored by Accurate Background.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Mentoring

Mentoring and the Employee Connection

Podcast Sponsored by: Together

According to a recent Harvard Business Review article, experts believe that high levels of loneliness and disengagement at work caused by the pandemic could be addressed by mentoring. Additionally, surveys have shown that more than 90% of professionals who work with first-generation college students through mentoring and career development programs believe their experience as a mentor has helped them become better leaders or managers at work.

Our Guest: Matt Reeves

On our latest #WorkTrends podcast, I spoke with Matt Reeves, CEO of Together, a software platform focused on enabling companies to run best-in-class internal mentorship programs. Together Software helps organizations run internal mentorship programs that intelligently match every employee with the best person for them to learn from. We asked Matt to tell us what a mentorship program is. He explains:

A mentorship program within an organization is where you’re pairing two colleagues together, usually a more junior employee who’s the mentee with a more senior employee who’s the mentor, for career development and career guidance. Typically, these employees meet on a particular cadence like once a month over a year or even more.

Mentorship programs are becoming more and more in demand by employees who crave a better employee experience and career guidance. In addition, mentorship programs can help companies with employee retention, which helps drive bottom-line results. But, programs are evolving as the workforce changes. Matt:

We’ve seen companies breaking the mold and experimenting with different types of mentorship programs with the common thread being helping their employees learn from their colleagues through conversations.

The Flavors of Mentorship

There are different types of mentorship approaches. Some are more traditional, and some are more out of the box. The best match for a company depends on the needs of the employees.

The traditional approach is a one-on-one program. You have a more senior mentor mentoring a more junior mentee for a specific period. Certainly, peer programs are very common, as well as reverse programs where you have a less senior employee who’s perhaps more experienced in a particular topic mentoring a more senior employee. And then where we see many organizations have a lot of success in breaking the mold is on the duration piece of the program and adding flexibility for the participants.

Benefits for the Mentor and Mentee

Both mentor and mentee have different reasons for wanting to participate in a mentorship program. Matt explains:

I think most people understand why a mentee would want to participate – to learn, develop and progress in their career. I think they want to participate on the mentor side because they are more senior. When you’re more senior in an organization, you are expected to be a people developer and culture carrier.

This is also something participants can bring to performance reviews and use in conversations around promotion and compensation as part of a company’s overall performance assessment of their employees.

Technology and the Mentorship Experience 

Our final question to Matt – we asked him his thoughts on using technology to keep mentors and mentees connected. He answered:

From an administrative standpoint, it significantly reduces the workload. From the employee standpoint, there is a much-improved employee experience. For example, a manual program can take time to match mentor and mentee. Not a great experience if you’re paired with someone who has left the organization. Something easily avoidable if you’re using technology.

I hope you found this recent episode of #WorkTrends informative and inspiring. For tips and ideas on what a mentorship program could look like for your organization, go to togetherplatform.com.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Forecasting the Future of Work

Forecasting the Future of Work

Podcast Sponsored by: QuantumWork Advisory

According to McKinsey, the pandemic has accelerated existing trends in remote work, e-commerce, and automation. As a result, up to 25% more workers than previously estimated could potentially need to switch occupations. Both employees and leaders are being driven to upskill. A recent study from the Sloan Management Review found that only 7% of respondents were led by digitally competent teams. So what does the future of work hold? How can we ensure that we’re prepared for it?

Our Guest: Mark Condon

On our latest #WorkTrends podcast, I spoke with Mark Condon, managing partner and founder of QuantumWork Advisory. He is a pioneer in the talent and workforce sector with over 20 years of global experience with both startups and multinationals.

There are maturity traits found in good digital leadership. Mark explains:

Leaders need to engage and protect their organization. When developing new business models, those need to be protected from the broader business. Another is the culture of inquisitiveness and trust, but you have to balance it with rigor. You want your organization to be curious, to have an exploration culture, and one where no one gets fired for experimenting, but you also need the discipline behind that.

Young Leaders in the Digital Age

Companies are balancing the use of technology implemented and used by people. So when we talk about young leaders, what are they facing when it comes to leading in the digital age? Mark:

It’s confusing out there. There are so many great technologies that appear to be wonderful in their own right. But there’s a problem in that digital transformation is really about technology. The technology in a lab looks wonderful, but we have to use it in our businesses. And our businesses are full of people, policies, and processes, which may not help the technology work. So how to make the tech work in practice is a people-centric issue.

Mark also explains:

People used to choose technology on the basis of functionality, but without it being a great user experience, it’s kind of a waste of time. People need to be able to want to use that technology and it has to be easy to use.

Diversity, Equity, and Inclusion – The Role of Technology

Technology plays a significant role in DEI and talent acquisition and retention strategies. Mark confirms:

This is a huge topic. Around 2020, about $50 billion was going to be spent on the DEI tech vendor space and would grow to around $110 billion by 2024. This is a massive investment.

Technology has its advantages and disadvantages. 

AI is a great enabler of matching, but it also can have a dark side in that if it’s not fed the right data, it can actually make the bias worse. So the problem with AI is it can make things a lot more efficient, but it also can magnify the problem.

The Gig Economy

With the rise of the gig economy, remote work, and flexible work arrangements, the future of work has taken a fork in the road. So where are we going with all this? Mark explains:

A lot of people suffered burnout through COVID, and this is continuing. The burnout rate has been quite damaging for people. People have had enough. I think they’re asking themselves, “Why am I working so hard.” I think a few people are getting off the merry-go-round, not to say all, but I think some are, certainly.

I hope you found this recent episode of #WorkTrends informative and inspiring. To learn more about QuantumWork Advisory and digital transformation in the field of talent and workforce strategy and delivery, please visit https://www.quantum.work/advisory.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Unification of HR Systems

Unification of HR Systems – Set Up for Success

Podcast Sponsored by: Tydy

Considering a new HR system for your company? Finding the right HR system has become a critical piece to a successful, thriving business. In order to support a company’s talent strategy, there are several distinct types of HR systems available. It might seem difficult to select which one is best for your organization. This is a critical choice because HR systems that contribute to a good employee experience are 1.3 times more likely to perform better. And, who doesn’t want their business to perform well? 

Our Guest: Kiran Menon

In this episode of the #WorkTrends podcast, we unpack the important topic of HR systems with Kiran Menon, the CEO, and co-founder of Tydy. Tydy is an employee experience solution that connects, unites, and automates HR processes and technologies. During his 17 years of experience in consulting and sales, he has worked across multiple locations, leading teams in Europe, the US, and Asia. Kiran states:

“Tydy actually started from an onboarding perspective. What we are doing is we really went out there and reimagined onboarding and redefined what onboarding meant for large enterprises. Our focus is on employers with about 5,000 plus employees. Tydy moved them from cumbersome weeklong processes to quick, simple, and verified onboarding in seconds.”

How Has Technology Impacted the Way HR is Managed?

In the last two years, companies have faced an increased need for better software and improved processes throughout the digital space. With many work teams working remotely from a variety of places, there has been a surge of software options to optimize and manage complex HR procedures across businesses. Kiran explains:

“There’s been a huge proliferation of multiple apps in the workplace. Suddenly post-April 2020 companies globally scoured everywhere to look for different types of applications that could digitize processes and deliver a digital-first experience. What’s really happened is there’s been a sudden influx of too many apps and too many systems. This overcomplicates the process. Technology has impacted HR pretty massively, but also, it’s brought about a lot of concerns, issues, and frustrations.”

HR Systems and Onboarding

One of the most crucial functions of an HR system is the onboarding process. The importance of this process going smoothly directly correlates not only to a company’s success but also to its financial health. Kiran states:

“We work with companies where day one of an individual joining and getting started is billing day, right? This means that the moment the person starts, you actually want them to get onto the floor and start becoming productive. That’s billing hours in whatever that industry may be. Now, if your onboarding system does not enable them to do that, you are actually losing revenue when your assets like your laptops are not ready until day five, or day 10 in some cases.”

With all the benefits of a unifying HR system, are there any drawbacks? Kiran explains some of the challenges:

“One of the biggest questions from an ownership perspective is when you’re thinking about onboarding, who owns asset allocation. Is it HR? And until you understand the plan that ticks off all these boxes, it becomes very tough to think about unification. 

Managing HR in the Future

With all of these quick shifts regarding HR systems, will there be any more major changes in the way that HR is managed in the future? Kiran gives us his prediction:

“You still have about a good decade to two decades of innovation in front of you. We haven’t even touched the tip of the iceberg when it comes to how data could be used. Or, how you could potentially automate verification systems, or automate even career mapping from a data perspective. So I think there’s a lot more that needs to be uncovered and developed from a future perspective.”

I hope you’ve found this recent episode of #WorkTrends helpful when considering an HR system to elevate your company’s onboarding and overall organization. To learn more, contact Kiran Menon on LinkedIn.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

The Everywhere Workplace

The Everywhere Workplace – Prioritizing Employee Experience

Working remotely is something that many of us have experienced during the pandemic. If you look at your social media feeds, you will notice multiple surveys asking people what types of work arrangements they prefer. COVID-19 has changed the way we view work and the workplace. Now with so many people working remotely, we’re taking a closer look at the benefits and the challenges of The Everywhere Workplace.

Our Guest: Melissa Puls

On our latest #WorkTrends podcast, I spoke with Melissa Puls, Senior Vice President, and CMO at Ivanti. She brings decades of experience with a strong track record of fueling growth through customer-centric approaches and integrated marketing strategies.  

Ivanti’s Everywhere Workplace survey reveals insights into the remote workforce. The Report was written using Ivanti expertise, independent third-party research, and global future of work experts to showcase the workplace evolution and how the pandemic has shaped the way organizations need to think about their workforce.

More than half of employees surveyed report working more hours outside of the office since going remote. Despite working more, they’re actually happier. Melissa states:

“The data says that only 13% of employees would like to permanently get back to an office. This was from the report we did around the Everywhere Workplace. We did just a survey with our own employees and found 1% of Ivanti’s employees say they want to go back to the office full time and 71% of employees would choose to work from anywhere over being promoted.”

The Power of Choice

Flexible work arrangements offer numerous benefits to both employers and employees including boosted productivity, improved morale, and competitive talent acquisition and retention strategies. Melissa:

“Employees are in control of their work environment, which I think is a really positive thing for us, as a community globally. The option of flexibility in the workforce has become an influential factor when employees are making a decision whether to stay with a company or not.”

 Melissa also states:

“The remote work has improved employees’ sentiments and increased productivity, but there were some concerns. We heard that 51% said the lack of interaction with their colleagues and in-person connections was a concern. Additionally, 28% said they’re not able to collaborate and communicate as effectively.”

The Future of Work

What will the Future of Work look like? This is a question we ask ourselves all the time. It’s hard to predict based on the massive amounts of change that have happened just in the last 24 months. Melissa confirms:

“I think companies have to change their fundamental mindset and methodology on talent. That includes not only the flexibility of the environment that they work in but also the technologies that we use to enable employee experience. Having technology that supports and secures all the environments an employee wants to work in will no longer be a differentiating factor, but the norm.”

I hope you found this recent episode of #WorkTrends informative and inspiring. To learn more about The Future of Work and the 2022 Everywhere Workplace Survey, download the report.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

The Urgency Epidemic: Prioritization & Productivity

The Urgency Epidemic – Prioritization & Productivity

When was the last time you were placed in a situation at work where the sense of urgency to complete a project was overwhelming due to unreasonable timing and expectations? Yesterday? The day before that? This scenario is way too common in today’s workplace. In this episode, we will be discussing a common phenomenon that businesses across all industries are struggling with currently — the urgency epidemic.

Our Guest:  Brandon Smith

On our latest #WorkTrends podcast, I spoke with Brandon Smith, an expert in leadership communication and a curer of workplace dysfunction. Brandon is a sought-after executive coach, TEDx speaker, author, and award-winning business school instructor. He has been featured in the Wall Street CNN, and many other publications for his expertise. His book, The Hot Sauce Principle: How to Live and Lead in a World Where Everything Is Urgent All of the Time, helps readers master urgency, so they can more effectively lead others.

The most precious resource in the work world today isn’t money, it’s time. When everything at work is “always urgent all the time,” it can create, in Brandon’s words “a Petri dish for anxiety.” If employees and managers aren’t careful, it can lead to a decline in the overall efficiency and quality of work over time. Due to the continued disruption of the pandemic and current inflation, time management has become even more of a critical challenge for companies and organizations of all types. 

As Brandon states:

“So overall, if I had to put my stake in the ground and say, ‘What’s my purpose in life?’ It is to eliminate all workplace dysfunction everywhere forever. That’s my purpose. So I’m gainfully employed with plenty of job security. The reason why I wrote this book was because this was one of those many flavors of workplace dysfunction that everyone I was talking to was feeling. It didn’t matter if they were working. They were just dealing with this sense of hot sauce being poured on everything. Hot sauce is the analogy I use for urgency. And so I wanted to try and write a book that would be at least somewhat of a help, somewhat of a cure for that particular dysfunction.”.

When Does a Sense of Urgency Become A Problem?

Most managers use urgency as a motivator. Teams can collectively and quickly align toward a common goal in order to reach a business benchmark within a short timeline. But if urgency becomes the daily standard, this can lead to an environment of workplace chaos. This can result in serious missteps or worse. Brandon states:

A little bit of urgency is a good thing, we need urgency. Urgency motivates us. So urgency can motivate us just like hot sauce. A little bit of urgency, a little bit of hot sauce gives focus, gives flavor, creates priority. It’s a good thing. But just like hot sauce, if there’s too much urgency, I mean if everything that comes out of the kitchen is doused in hot sauce, the appetizer and the salad and the entree and the brownie, we’re going to be curled up in a ball wanting relief. We won’t taste anything. So a little bit of it using the right doses and the right times is a really healthy thing for us. It keeps us moving forward. But too much does the exact opposite effect, overwhelms us, confuses us, and that can lead to burnout.”

The Urgency Trap

What worked in the past for companies and organizations may no longer apply when it comes to keeping teams motivated and effective. Cultivating a sense of urgency as a motivational tool is something most managers and team leaders have been taught they are supposed to do. As Brandon states:

“Leaders are taught really early on, yeah, if we need people to change, we’ve got to start with urgency. And there is so many organizations right now needing to go through transformations, whether it’s technology transformations or whatever it happens to be. And so what leaders are doing is running around making everything urgent and then patting themselves on their back, going back to their office, closing the door, and saying, ‘I did a great job today.’ And all they did was just create confusion and chaos because they didn’t prioritize the urgency. They just said, ‘It’s all urgent right now, go.”

Escaping the Urgency

So how do managers and business leaders prioritize projects so that everything isn’t urgent all the time? Brandon explains:

Limit what you can make urgent at a time. My recommendation is no more than five. The best teams, the best departments, the best organizations are executing off of three to five priorities. So use urgency on those things. Use hot sauce on those things, but let everything else just be relief from the heat.”

As companies and organizations are pushed to evolve in order to move forward, how will work itself change, and more importantly, how will that affect the way we prioritize projects for a more productive and focused work culture? Brandon gives us his forecast:

“The future of work is going to be a really exciting time. When I look at my crystal ball, I see it’s going to be an exciting time and place where more of our personal lives are going to be factored into the equation. There’s going to be more flexibility and I’m sure this is nothing different than what you’ve been hearing before from others. But I will say that there’s going to be a lot more burden on us to set and keep our boundaries because there’s going to be no clear breaks between work and home life.”

I hope you found this recent episode of #WorkTrends informative and inspiring. To learn more about improving time and project management at work, contact Brandon Smith on LinkedIn.

Subscribe to the #WorkTrends podcast on Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Security and Experience

Balancing Security with Employee Experience

Over the past 24 months, IT teams have been burdened with many unprecedented challenges. Most notably, a rising number of security concerns. But enhancing security shouldn’t come at the expense of efficiency or employee experience.

Our Guest: Denis O’Shea

On the latest #WorkTrends podcast, I spoke with Denis O’Shea, founder of Mobile Mentor; a company that has helped millions of people unlock the full potential of their technology.

When we hear the word “security,” we think of things like passwords and data encryption. But there is more to it. It’s also about creating a work culture where employees feel safe and protected in addition to ensuring that systems and data are secure. Technical security is critical, but so is work culture and morale.

​​How do we balance the need for security with the need for employee welfare, productivity, and satisfaction? We invited Denis to help us think through this question. Denis explains:

“It is something we can aspire to. It has not been easy in the past because employers often had to make compromises and either put security first or put the employee experience first. But now the technology is mature enough that we can actually be secure and still have a great experience without compromising one or the other.”

Where Security and Experience Collide

People are used to being able to communicate in real-time on any device. This means being able to respond to company emails from a mobile device from any location, at any time of the day or night. As a result, companies sometimes compromise security in order to improve the employee experience and aid in communication. Denis  further explains:

“The one that is probably most common is the use of personally owned devices. So we see this very common in healthcare, education, even in government nowadays, where employees are using personal laptops, personal iPads, certainly personal smartphones. Initially, that presented a huge security challenge to the organization. How can data possibly be secure on the device owned by an employee?”

However, with advances in technology and security, it’s less of a risk to allow employees to work on a personal device. Denis:

“Nowadays companies can actually secure the data and still allow the employee to use their personal phone or tablet or laptop. So we’ve come a long way, and of course what that enables people to do is to work from home, use personal devices, access their company’s resources, be productive, and have a great experience using the technology they choose to use rather than technology that’s kind of forced upon them by their IT department.”

BYOD – Bring Your Own Disaster?

The term BYOD should mean “Bring Your Own Device”. There are circumstances where companies have to allow employees to use their personal devices – smartphones, laptops, tablets.  For example, the recent global chip shortage made it difficult for companies to procure phones and laptops.  But what happens when those devices aren’t set up properly? Denis:

“Then you can have a disaster. Instead of BYOD, bring your own device, we call it bring your own disaster. And they end up in a situation where company information, such as healthcare records, student records, and financial information is on an unmanaged laptop or an unmanaged tablet.”

Add personal downloads of unapproved apps to the mix. Denis further explains:

“And now they’re using an unmanaged app on an unmanaged device to do their work. And so their data is effectively out in the wild, the company data is out in the wild.”

The Balancing Act

There is a balance between security and experience. Companies need security, but they also need to provide the best employee experience possible. Denis:

“Companies should listen to their remote employees and involve them in the decision-making process around technology and process. If they [companies] get it wrong, remote workers are the first to break the rules and find workarounds. If you ask those remote workers for feedback on the next generation of tools, technology, or processes that will empower them,  they will give that feedback.”

There is also a balance between security, employee privacy, and how it’s communicated. If employees feel as if their personal privacy will be compromised by added device security measures, this will have a negative impact on the employee experience. And let’s face it, the younger generation of workers brings an uncompromising set of priorities to the table making it even more challenging to find the sweet spot for employee experience. 

I hope you enjoy this episode of #WorkTrends. To learn more about mobile security, contact Denis O’Shea on LinkedIn. Get the 2022 Endpoint Ecosystem study and learn how people are actually using devices in high-risk and highly regulated industries. The Endpoint Ecosystem

Subscribe to the #WorkTrends podcast in Apple Podcasts or Stitcher. Be sure to follow our #WorkTrends hashtag on LinkedIn and Facebook, too, for more great conversations!

Building a Courageous Work Culture: Why it Matters

Sometimes, the biggest threat to an organization isn’t the most visible one. Emotions drive behavior, not logic. One of the most potent emotions is fear. As a result, one of the most significant challenges and responsibilities of leaders – at every level – is combatting fear and fostering courage. In themselves, in others, and across their entire organization.

 

 

Our Guest:  Karin Hurt, CEO, Let’s Grow Leaders

On the latest #WorkTrends podcast, I spoke with Karin Hurt, CEO of Let’s Grow Leaders; a training firm focused on human-centered leadership development. They help leaders resolve workplace ambiguity to drive innovation, productivity, and revenue without burning out employees. 

Mental health and wellness in the workplace has been a trending topic for several months. Psychological Safety sits at the core –  defined as “the belief that one can speak up without the risk of punishment or humiliation.” 

After working with both leaders and supervisory level employees at the same companies, it became clear to Karin that there was a lack of Psychological Safety in the workplace. As a result, Let’s Grow Leaders partnered with the University of North Colorado for a research study to understand when employees were holding back ideas, what kind of ideas they were holding back, and what was preventing them from speaking up.

When asked more about what inspired the study on Psychological Safety and innovation, Karin had this to say:

“We were working with leaders across a variety of industries all around the world, and we were having conversations at the senior-most levels of these organizations. And we were hearing things like, Why don’t more people share their ideas? Why don’t people speak up? And then we would be doing training at the supervisor level of these same organizations. And we would hear things like, No one wants my ideas. Nothing ever happens anyway so why bother? And we thought, are you working for the same company?”

Why Employees Don’t Speak Up?

It’s important that leaders are trained to be exceptional listeners. It’s also important for leaders to create an environment of trust. Why do employees hold back? Karin further explains:

“When we dug underneath and found out why they were holding back these ideas, 50% said nothing will ever happen anyway. 49% said they weren’t regularly asked for their ideas. 67% said my manager operates around the notion of this is the way we’ve always done it. 40% said they lacked the confidence to share. And this one was really the most surprising. 56% said they don’t share ideas because they’re afraid they won’t get the credit.”

Steps to Building a Courageous Culture

An employee’s lack of confidence can stem from many experiences and roles. The result – trust and confidence barriers. As a leader, steps can be taken to break through these barriers:

“So it starts with navigating the narrative. And that is really getting very clear about how you feel about speaking up at work. And then, it’s creating clarity that you really do want people’s ideas. Third, cultivate curiosity, which is where you proactively go out and ask people for their ideas.

It’s not enough to ask. Karin further explains:

“So we talk about responding with gratitude, thanking people for their ideas, information, telling them what’s going to happen next or not happen next and why.”

Building an infrastructure of courage starts from the top down. Don’t just change the narrative; live it. 

I hope you enjoy this episode of #WorkTrends. To learn more about building a courageous culture at work, contact Karin Hurt on LinkedIn.

video interviewing

Myth Busting Common Video Interview Concerns

Video interviewing—whoever has gone on one knows that it is a different beast, both for the candidate and the recruiter. Aptitude Research reported less than 60% of US companies used or planned to use video interviewing in their HR processes. At the height of COVID-19, a Gartner study revealed that 89% of organizations have used video interviews to hire talent. This number is expected to rise even more as video interviews become increasingly popular. For this reason, it’s important for employers to understand the benefits of video interviewing and get more comfortable with it.

 

Our Guest: Sean Fahey, CEO, VidCruiter

Sean Fahey is an award-winning business leader, serial entrepreneur and CEO of VidCruiter. His company is one of the fastest growing in remote recruitment in the market. After years of firsthand recruitment experience, he’s on quest to share everything he knows about the evolution of video interviewing.

Sean started us off by explaining the basics of video interviewing in the recruiting space and its many forms:

“The most popular would be like a Teams, or Zoom, or a Skype type interview. We have that solution here at VidCruiter and we’ve repurposed it to be recruitment specific. The most popular type is called an asynchronous interview or an on-demand or prerecorded interview. This is where a candidate records themselves on their own time at home and recruiters watch this recording on their own time in the future. This allows recruiters and hiring managers save a lot of time.”

The Myths of Video Interviewing

Candidates prefer in-person interviews for a fighting chance at securing job. However, it’s becoming evident that video interviews produce greater results for employers. There is a lot of good happening behind the scenes that candidates don’t realize. Sean explains:

We often hear candidates say, ‘I’d rather meet with you in person or talk to you.’ ” The purpose of this tool is not to eliminate the in-person interview or a video conference, it’s the step before that. The benefit of a prerecorded interview is that you can now open the pool up to whoever is remotely qualified. So, you’re giving a chance to 20, 30, 40, 50 candidates to showcase themselves. This tool enables more people to have real conversations, more people to see your profile, and more people to be interviewed. The goal is not to eliminate the in-person or the video conference that you’re going to have after, it’s to facilitate who will go there first.”

How Video Interviewing Mitigates Hiring Bias

People assume that video interviewing increases hiring bias, but in actuality, it’s quite the opposite. The pre-recorded method, for example, allows candidates access to an identical question and answer experience. Sean further explains how video interviews mitigate small talk, a common contributor to hiring bias.

“It’s hard to avoid small talk, but small talk has the potential to create bias. Video interviewing reduces hiring bias by treating everyone identically. Another component of the bias reduction is the ability to share video interviews with multiple stakeholders. More than one decision maker can watch an interview and determine who they want to meet with next. The third component is how the evaluation process is done. More than one person can be part of the evaluating criteria. VidCruiter’s tools and other vendors within the space have what’s called ‘structured interview evaluation guides’ built into on-demand or video interview solutions. This way, when recruiters vet through candidates, they have the proper evaluation metrics and guides to make the right decisions.”

Artificial Intelligence and Video Interviewing

Sean expects that artificial intelligence will make a significant impact in future digital recruiting:

 “If you talk to Siri, Google Voice, or Alexa, what percentage of the sentence would you say did it captured properly? Sometimes it’s 100%, other times it’s 80% or 90%, but the point is, they’re the leading provider of that kind of technology in the world. AI is performing in terms of predicting where candidates should apply in a chatbot or predicting the best recruiters. However, in terms of analyzing a candidate, it gets kind of risky.”

How to Prepare for a Video Interview

The interviewing process has changed drastically over the past two years. Candidates are less likely to meet potential employers in-person, and more likely to suit up for their webcams. This could be a new and daunting experience for most, which is why Sean left us with tips to best prepare for video interviews.

“The best thing that you could do is practice. You can get an interview coach or you can get someone to sit with you and ask you some questions to prepare. I’ve found that the most successful candidates are detailed and they have more examples to support their responses to questions.”

How Companies Can Improve Their Video Interviewing Experience

There are ways for recruiters to improve the recruiting experience for candidates so that they feel like they’re being interviewed by real people and not lifeless computers. Sean fills us in on a few tips that will have candidates happily complete the vetting process, rather than give up midway.

“If you’re a recruiter, record a video in your home, on your phone, in your car, or in your office asking the interview questions. Have different managers from your team record themselves and have staff members of the same role give testimonials on their experience working at your company. This is even a better experience than a traditional interview because the candidate is able to meet more people in your team.”

I hope you enjoyed this episode of #WorkTrends, sponsored by VidCruiter. To learn more about video interviewing and recruiting in today’s climate, contact Sean on LinkedIn.

 

 

 

 

diversity and inclusion military

Military Hiring – Diversity, Inclusion & Business Success

The job market is more competitive than ever. Between the Great Resignation and the pandemic, companies are scrambling to secure top talent in order to drive the business forward. , they’re starting with prioritizing inclusion and diversity. 

According to Deloitte, cognitive diversity enhances team innovation by 20%. Additionally, it’s a great way to attract standout talent. Glassdoor reported that 67% of job seekers consider diversity and inclusion when accepting job offers.

There is a ready group of diverse and capable candidates that could benefit teams who are willing to think outside the box. SHRM reports that as many as 360,000 men and women leave military service each year. That’s 360,000 capable problem solvers who are highly adaptable team players who can add significant value.

Our Guest: Sarah Peiker, CEO, Orion Talent

On our latest WorkTrends podcast, I spoke with Sarah Peiker, CEO of Orion Talent. She holds over 20 years of global expertise in recruitment outsourcing and talent management. Sarah is bridging the gap in military and civilian careers. She delivers veteran talent at scale. Additionally, Orion Talent has a strong reputation in military and diversity hiring. This is in response to the reality that many veterans remain an untapped resource for employers.

Sarah starts off by explaining the reasons that cause military and civilian divide.

“Many companies don’t understand how to transition service members’ hard and soft skills into civilian roles. As a result, there is a military and civilian divide. Transitioning military personnel may not know how to transfer their skills. Additionally, employers don’t always know to leverage their skills. We speak different languages in the business and military world.”

Obstacles That Prevent Military Hiring

Landing meaningful work has remained a challenge for veterans for several decades. This is mostly due to prejudices of how they think, feel, and act post-service. When it boils down to why this pool of talent is often overlooked, not much has changed. Sarah explains:

“There’s this misconception that a skill must be directly transferable in order for it to be relevant. There are misconceptions about veterans. A lot of people think that veterans can only follow orders. That they have PTSD. That they will be called back to active duty. That they’re rigid.”

Transferring Military Skills to Civilian Roles

There are key skills and principles veterans develop while serving in the military that can directly transfer into the common workplace:

“There’s a mindset of persistent training. As a result, [Veterans] are never too busy to train. Furthermore, they are constantly learning and improving their skills. They think mission-first and they motivate people with clear communication.”

The ‘Never Stop Innovating’ Mindset

Innovation and technology improve business operations as well as the military. This has allowed military workers to quickly adjust to change. Much like corporate employees who have had to maintain performance in the office amidst technical disruption.  

“It’s about embracing technology but still moving forward. The nonstop forward movement is the reality and the only way to maintain a talent advantage.”

It’s assumed that those who serve in the military lack technical experience. As a result, employers are more likely to pass them over. Sarah debunks this myth:

“Veterans are working on electronic systems that have to be maintained in the middle of a desert, an ocean, or a jungle. Technology is critical for them.”

The Advantages of Military Hiring

A growing number of employers are on the lookout for talent with soft skills. Veterans have developed just that during their years of service. Sarah dives into the top soft skills veterans display in service:

“Accountability, reliability, discipline, stress tolerance, adaptability, leadership, and problem-solving. Service members transitioning out of the military have these soft skills. Furthermore, they are also very diverse. The military inherently runs 40% racially diverse. Veterans are also a melting pot of diverse socio-economic backgrounds.”

How To Help Veterans Thrive in the Workforce 

It’s time employers start thinking about ways they can support veterans who are entering the civilian workforce. Sarah explains that this starts with viewing veterans as a valued community:

“Think of veterans as a community like you would any other underrepresented group. That’s what employers need to be thinking about.”

For employers looking to hire military veterans, Sarah leaves us with an in-depth list of tips to do it right.

“Get the buy-in you need from key personnel. From decision-makers, talent acquisition professionals, human resources, and operations managers. It’s also important to make sure everyone supports hiring military candidates. Track and measure results. This includes metrics on hiring performance data and retention rates. Do your homework before determining your hiring model. Build a hiring process that works towards a positive candidate experience.”

I hope you enjoyed this episode of #WorkTrends, sponsored by Orion Talent. To learn more about driving diversity in business through military hiring, contact Sarah on LinkedIn.

The Power of Pressure

The Power of Pressure

Stress is a normal part of how we go through life, and in today’s workplace, it’s unavoidable. In fact, according to a study by staffing firm Accountemps, rising workplace pressure has more than half of American employees stressed at work. And in our always-available culture, the pressure to be an ideal employee is higher than ever.

However, pressure can be positive. Without pressure, we lack a clear motivator to meet deadlines or get stuff done. Managers and employees should avoid buckling under pressure and instead determine how to leverage pressure to get results.  

Our Guest: Dane Jensen, Third Factor

On our latest WorkTrends podcast, I spoke with Dane Jensen, CEO of Third Factor and an instructor at the Smith School of Business at Queens University. At Third Factor, Dane helps leaders be more creative and resilient under pressure. He works with athletes, coaches, leaders, and boards across Canada’s Olympic and Paralympic sports system to enhance national competitiveness. 

For Dane Jensen, pressure isn’t just stress nightmares. It’s actually a powerful motivator and our best tool to get through some of life’s big moments, including that work presentation next week:

“Pressure is basically…a big ball of energy. It’s a feeling in the pit of your stomach, it’s a physiological response that puts you in an activated state. It’s energy, and it is the energy that’s under pressure that actually gives us the capacity to handle the challenges that create it,” Dane says. 

The Power of Pressure

Pressure is often something that we avoid and respond to negatively, but Dane says that tapping into the energy of pressure is the key: 

“(Using) pressure as an advantage…starts with (what) Carl Young said decades ago: “What we resist, persists.” When we try to push it away, it just magnifies it. And so our ability to actually see the opportunity in pressure starts with a bit of a mindset flip on, okay, what am I going to do with this energy as opposed to trying to push it away?”

Resilience for the Win

What’s one tool for tapping into the power of pressure? Resilience. Dane says that pressure often causes the need for resilience. 

“When we talk about managing pressure, some of that skillset is pure performance oriented. How do we access performance on demand? But a lot of the skillset is around resilience. How do we regain our shape when we’ve been knocked off balance? How do we actually gain from high pressure periods?” Dane says. 

Dane believes that pressure empowers us to access the most resilient parts of ourselves: 

“It’s the energy under pressure that gives us the muscle memory to recover when we get knocked off balance. (Pressure means) I got a chance, I got a shot, I can impact this thing.”

Lessen Uncertainty, Master Pressure

Over the last few years, uncertainty has colored every part of our lives. Especially when it comes to what kind of work culture we’ll be seeing in the coming years. Dane says uncertainty breeds pressure and offers tips for how to address it:  

“The first imperative under uncertainty is to minimize it. Take direct action on the things that you can control (to) create little pockets of certainty. It can be as simple as routine. What is the five step routine that I’m going to do every morning before my virtual commute from the kitchen to my home office? What’s the five step routine I’m going to do at the end of the day?”

The Future of Work

Dane believes the future will see a shift in the way we’ll come together when we step away from the screens for face-to-face interactions.  

“The in-person stuff is going to really be rejuvenated in some interesting and unique ways. When we do get together, I think the level of care and attention to detail and experience design that’s going to get layered onto it, and I think is going to be quite unique.”

I hope you enjoyed this episode of #WorkTrends. To learn more about the power of pressure, contact Dane Jensen on LinkedIn.

Relocation for Hybrid Work From Anywhere

Implications of “Work-From-Anywhere” on Relocation Benefits

With the COVID-19 pandemic still dictating the terms of where and how we work, employees are settling into work from home—just not their current home. According to TechRepublic, 75% of employees would consider relocating if work from home arrangements become permanent. 

That means employers are now faced with yet another challenge: tailoring relocation benefits to support hybrid “work-from-anywhere.” Companies must remain agile in navigating the legal and logistical implications of this uptrend in employee relocation, all while driving performance, recruiting and retaining talent, and keeping their employees–both near and far–safe.

Our Guest: Gary Conerly, HomeServices Relocation

On our latest WorkTrends podcast, I spoke with Gary Conerly, Director of Client Advisement for HomeServices Relocation. He’s a trusted human resources professional who has spent the last 20 years developing cost-effective relocation services for employers in a variety of industries.

When it comes to employee requests for relocation, Gary says the pandemic has changed things in a major way:

“Employees are saying…if I can work from home, why can’t I work from anywhere? The employee thinks that’s no big deal. I hope every listener out there is rolling their eyes right now. Because we all know just how big a deal that would be.”

Recruitment, Retention, and Relocation Benefits

In this new hybrid “work-from-anywhere” culture, how a company administers relocation benefits makes all the difference between retaining talent or sending them looking for more flexibility elsewhere. Gary explains:

“When a valued employee comes to you and makes a request to move to another state…most companies are approving that request. Losing an employee who has been upskilled…can have a significant impact on the business’ goals.”

Competitive relocation benefits have often been a critical part of onboarding. Now, Gary says that successfully recruiting top talent may depend on them:  

“One of the reasons an employee says ‘I’m not going to take this job’ is a lack of support when it comes to relocation. So, HR, at a minimum, needs to provide guidance, education, and resources for any and all relocating employees.”

When asked where companies should start, Gary had this to say:

“HR professionals can reach out to a relocation firm asking about the possibility of benefits that are provided free of charge and for guidance on reputable, professional moving companies, or (various) discounts for their employees.”

The Legal Implications of Hybrid “Work-From-Anywhere”

 While employees may not see the issue with relocating, for employers, it’s a different story.

“What if they’re moving to a state that has significantly more stringent labor regulations versus their current state? HR leaders…business leaders would have to look into (this) before they approve such a request,” Gary says.

Relocation and COVID-19 

Relocation has always been a complex process and the pandemic has only made it harder. Employers must now determine what their duty of care and responsibility is to best support an employee looking to relocate. 

“COVID-19 has had a serious impact on…moving services and other services related to relocation. Companies should educate employees about the risks that they face and set realistic expectations about the time involved,” Gary says.  

Gary warns that if a company fails to provide this guidance, it can lead to stress on the employee and hamper their productivity, which affects a business’ bottom line.

Hybrid “Work-From-Anywhere” and the Future of Work

As for what the future looks like in the “work-from-anywhere” culture, Gary explains that employees aren’t the only ones heading for different horizons:

“Here in the past 12 months, we’ve helped over 10 companies move their entire headquarters either a few states away or in some cases across the country…for real financial and quality of life reasons. I don’t see that going away.”

I hope you enjoyed this episode of #WorkTrends, sponsored by Homeservices Relocation. To learn more about facilitating employee relocation in the hybrid work world, contact Gary Conerly on LinkedIn.

Hyrbid Work Success

Setting Your Team Up for Hybrid Work Success

Today’s employees have strong feelings about hybrid work–positive ones that is. According to Microsoft’s 2021 work trend index, 73% of respondents across over 30,000 people in 31 countries desire more remote work options. 

But managers aren’t so rosy on the subject. Why are today’s leaders having such a hard time adapting? Lack of planning might be the culprit. According to McKinsey, 68% of Oregon organizations have no detailed plan in place for hybrid work.

It doesn’t have to be this way. The point of the hybrid work model is to satisfy employee’s desires for flexibility, manager’s desires for streamlined office management, and everyone’s desire to stay safe. Managers must meet these new challenges head on by crafting a detailed hybrid work plan that reduces their stress while setting their employees up for success.

Our Guest: Reid Hiatt, Tactic

On our latest #WorkTrends podcast, I spoke with Reid Hiatt, CEO of Tactic, an innovative hybrid workplace solution bridging the gap between remote and office work. Reid has worked closely with a number of proactive companies ranging from small startups to global enterprises. Therefore, Reid has a unique perspective on how companies can create meaningful and effective workplaces in a hybrid work environment.

When asked how to keep teams productive in a new hybrid model, Ried had this to say:

“The key to making (them) productive is providing transparency into what’s going on at the office,” Reid says. “So that before making that commute…they understand what type of experience they’re going to get when they go there.”

Managing Employee Schedules Effectively in a Hybrid Work Model

For managers, the hybrid work model introduces new challenges, such as handling their employee’s in-office schedules. Reid stresses the importance of creating processes to address these challenges, and says there are new tools to help them do it:

It’s been really interesting over the past several months just to see how much innovation has happened in this area…making hybrid work not just possible, but the best way to work for most companies long term. This is a huge reason why we built Tactic.”

Reid explains that tools like Tactic take the guesswork out of the process. Ultimately, it gives people complete control over their hybrid office space experience. It also empowers companies to set capacity limits at the office and manage collaborative projects.

“I think there’s going to be continued innovation in this area, and it’s going to make the transition even more seamless in connecting people in a remote friendly work environment,” Reid says.

Bringing Employees Back Safely into the Hybrid Workplace

The pandemic is far from over, and as a result, companies are now tasked with balancing their need for occasional in-office collaboration with the burden of keeping their employees safe while doing it.

“Most of the companies that we work with typically will rely on local or federal governments to define what safe looks like,” Reid says. “OSHA is a huge resource for a lot of the companies that we work with in trying to identify how we can get people back into the office safely.”

Reid adds that a company must first understand the local or federal guidelines. Then, they can use any number of tools to outline what safety looks like for their organization.

The Future of the Workplace

Technology has always led the charge in the evolution of the workplace. Reid believes that we’ve only seen the tip of the iceberg:

“We’re already seeing it now with all of the video conferencing technology that’s continuing to be improved. I think that’s going to evolve very rapidly into virtual reality. I’ve had the opportunity to kind of play around a little bit with some of these virtual workplaces. And it’s honestly—really cool.”

I hope you enjoyed this episode of #WorkTrends, sponsored by Tactic. To learn more about creating a successful hybrid work environment, contact Reid Hiatt on LinkedIn

Future of Recruiting

The Future of Recruiting

Remember the olden days when potential candidates applied to a handful of jobs online and waited for a response? Remember in the stone ages when prospective hires mailed out paper copies of resumes and awaited a phone call or a letter? Well, according to an SHRM survey of over 1,500 talent acquisition professionals from 28 countries, COVID-19 accelerated a shift toward digital-first recruiting.

EBI has reported that the average corporate listing receives 100 to 250 resumes. But according to the Bureau of Labor Statistics, job seekers who received an interview only have a 36.89% chance of receiving an offer. They apply to jobs widely in a ‘spray and pray’ mentality. For recruiters, the challenge is no longer finding applicants but rather finding the right people in this barrage of resumes. And with virtual hiring likely being here to stay, perhaps it’s time recruiting adapted for today’s hiring culture.

Our Guest: Ben Green, Hirect

On the latest #WorkTrends podcast, I spoke with Ben Green, PR Manager for Hirect. With over a decade of experience in journalism, Ben now plays a key role for Hirect. A free, mobile chat-based hiring platform that instantly connects startups, founders, CEOs, and hiring managers with candidates interested in the growing startup sector.

When asked about virtual recruiting in the COVID era and the future of recruiting, Ben suggests that the virtual trend might be here to stay.

“With more remote work and work from home flexibility, they (recruiters) can attract talent from pretty much anywhere and connect with them instantly,” Ben says. “Everything can really be done online, uninterrupted, and I believe it’s the future of work and recruiting moving forward.”

For those with less time and resources to meet every candidate in person, virtual recruiting also makes the job much easier. But with so many different recruiting technologies out there, how can organizations choose the right one for them?

“There’s definitely several factors to consider,” Ben explains. “Tech versus non-tech, seniority, the position, scale, size of your team. All these things will determine what your budget is and what the tool ROI can be as well.”

The Big Benefits of Virtual Recruiting  

There’s a lot of talk about bias right now. How does virtual recruiting help recruiters and hiring managers eliminate this from the hiring process?

“Ideally, the focus should always be primarily on candidates’ skills and experience, but really the true way to eliminate bias is through blind resume screens,” Ben says. “AI can certainly help with reading or grading applicants without taking into consideration a lot of the personal details and information.”

Beyond helping to eliminate bias, Ben feels that integrating technology and AI in recruiting has vast potential. It benefits both recruiters and job seekers, particularly from a filtering, searching, and matching standpoint.

“With the AI matching algorithms that we have at Hirect, the candidate pool can be narrowed down almost instantaneously based on any number of factors,” Ben explains. “For candidates, AI can help them wade through a lot of the irrelevant posts… and find ones that match their specific or unique criteria.”

But Ben is quick to point out that you can’t rely on AI alone to find the right applicants. Making sure you have a really granular job description and an interview process that encompasses certain skills is also key. And these often require a human touch – something Ben believes there will always be a need for.

“There’s really an art to the close,” Ben says. “Trying to relay a founder or a CEO’s passion or vision to really inspire a candidate to join a young business or a startup… That just can’t be replicated through technology.”

I hope you enjoy this #WorkTrends podcast, sponsored by Hirect. In case you missed it, you can listen to the podcast here. You can learn more about the future of recruiting by reaching out to Ben Green on LinkedIn.

vaccine-mandates-masks

The Impacts of the Vaccine Mandates on the Workplace

As of January 2022, the federal vaccine mandate will require all businesses with a hundred or more employees to impose coronavirus vaccines, or implement weekly testing. This news has already sparked debate and friction in workplaces across the country. According to the New York Times, this requirement has left many companies on the cusp of fielding calls from wary employees.

COVID-19 has been at the omni-center of countless business decisions since March 2020, with encouraging employees to work from home perhaps being the most obvious one for businesses across the globe. But the new vaccine mandate shouldn’t stifle your plans for encouraging your employees back into the office. Instead, the vaccine mandate should simply become a part of your leadership and HR discussions, in-sync with your company’s return-to-work mandate.

If you’re wasting too much time debating the vaccine mandate, you’re wasting precious business hours that could be devoted to staying competitive instead.

Our Guest: Ed Dischner, Proxy Technologies

In this episode of the #WorkTrends podcast, sponsored by Proxy, I was joined by Ed Dischner from Proxy Technologies. Ed discusses shifting workplace priorities to focus on what really matters, without losing sight of COVID-19.

An expert in his field, Ed has years of experience in Enterprise Sales of Workplace Tech Solutions. Previously holding executive leadership positions at Tealium; a customer data platform, and BlueJeans; a video conferencing provider. Ed also spent 6 years at Salesforce, as it scaled its operations from IPO to two billion in revenue.

I asked Ed about some of the biggest problems faced by businesses when verifying vaccines and employee health status. Ed suggests that vaccine mandates uncertainty and maintaining employee safety are at the forefront.

“Is there going to be a mandate?… There’s a little bit of chasing a ghost on regulation,” Ed comments. “We want to make sure that we’re coming back into a workplace in a safe environment. We’re going to do everything we can.”

Best Practices for Vaccine Mandates

Ed then goes on to talk about how employers can learn about best practices for vaccine mandates. He believes that employer opinion on vaccine mandates typically splits into two separate camps.

“One is just saying, ‘Okay, it’s owned by HR.’ … And it’s really a third party or an industry-recognized organization with a lot of content,” Ed says. “The second group, or cohort, is that there’s a committee. Whether or not that’s workplace solutions, and whether or not that includes HR. And we’re increasingly seeing risk and legal involvement.”

Ed notes that there’s implications across it all, especially when you go cross-departmental. Not to mention, when you take into consideration the number of offices your business has, and how many countries you are in, there’s all the local, regional, and national regulations to take into account, too.

What Companies Get Wrong About Vaccine Proof

Proxy recently published a White Paper identifying some of the key things many companies get wrong about vaccine proof. Ed has experienced some of them first hand, from both an employee and consumer point of view, and shares his thoughts with us:

“So, the first one is just asking for physical cards as proof,” says Ed. “That’s maybe one way that a 10-person company can do it, but there’s no way that a 10,000-person company can do it, especially with being remote.”

Ed goes on to discuss another error – daily temperature checks – and questions whether body temperature falling within a certain range is reasonable enough assurance that employees are protecting themselves and each other, in and around the workplace.

“The third one I kind of alluded to is using spreadsheets,” Ed continues. “It’s good for the first day. It’s not good for three months in, eight months in, and how you’re going to continue to scale this with more and more people coming in.”

But, as Ed points out, the tricky thing with spreadsheets and data is not only where to store all of it and ensuring it is constantly up-to-date, but it’s also the issue of consent. Health information belongs to each individual, so as much as employers may like the visual verification, they may not necessarily need or want to retain each individual record.

Incentivizing a Return to the Office

In response to some of the things companies get wrong about vaccine proof, Ed rounds off his discussion by sharing a positive incentive to encourage employees who have been vaccinated back into the workplace.

“If you want to come back to the office and you have a negative test, or you’ve done your vaccination certificate or a certification, then guess what? We’re going to give you $10 every day for you to be having a subsidized lunch,” Ed suggests. “It kind of gamifies some of the things that aren’t necessarily considered fun or games.”

I hope you enjoy this episode of #WorkTrends, sponsored by Proxy. Listen to the podcast here. You can learn more about shifting your workplace priorities to what really matters in light of the proposed vaccine mandate, by reaching out to Ed Dischner here.