Podcast Recaps Archives - Page 3 of 10

Using Modern Technology to Create Better Workplaces [Podcast]

November 19, 2021/HR Technology, Podcast Recaps /by Meghan M. Biro

The workplace is becoming more diverse as organizations offer remote and hybrid work options and build a global workforce. With these big changes comes a call for a change in work culture. Employers need to ask themselves how they can create an inclusive, productive, and social atmosphere without the convenience of an in-office environment. The answer to this conundrum? Embracing modern technology.

By staying agile and open to the technological tools available, organizations can not only increase communication and collaboration across teams but promote a healthy and inclusive workplace for everyone, no matter where they are in the world.

Our Guests: Maribel Lopez and Christian Reilly, Workplace Technology Innovation Experts

On the latest #WorkTrends podcast, I spoke with workplace technology innovation experts Maribel Lopez and Christian Reilly. Maribel founded Lopez Research, a market research and strategy consulting firm that researches artificial intelligence, mobile, and hybrid work transformation. Maribel is also the author of John Wiley & Sons book Right-Time Experiences, a contributor to Forbes, and host of the podcast Reimagine Hybrid Work. Christian Reilly serves as VP of technology strategy at Citrix. He leads the organization’s long-term strategic technology decisions across the business and ecosystem. He is also a global keynote speaker and is widely recognized as a technology industry thought leader.

On the podcast, I asked them to share advice on how to help hybrid and remote employees feel more connected at work. The trick to achieving this, Maribel says, is using modern technology to remove communication boundaries.

“On a technology level, people need to be able to seamlessly communicate,” Maribel says. “They have to be able to connect with everybody in the organization and figure out who those people are. Basically, boundary-less communication and collaboration are key.”

Also, Maribel adds, organizations need to understand that if there’s an issue with communication, it may not be an employee’s fault. This is especially true if the tools are counter-intuitive. If organizations want to get employees excited to adopt modern technology, they need to make the tech user-friendly.

“When organizations make workplace tools more intuitive and easy to use, employees see value in them,” Maribel says. “If tech makes their jobs easier, they’re much more willing to embrace it. The biggest mistake organizations make is to hang on to legacy tools that aren’t modern.”

Getting Creative with Modern Technology Adoption

When it comes to employee adoption of technology, it’s different strokes for different folks. Some organizations are going to thrive with simple modern technology adoption, while others may thrive with something more complex.

“If we make modern technology simpler to use, then, of course, we’re going to see adoption rates increase. However, that’s not always the case,” Christian says. “For example, one organization used gamification, where employees tried to win badges for using the tech. I think there’s a fun element to that.”

When designing these systems, creativity in thinking around DEI should be a priority. Organizations must keep in mind the cultural sensitivities of employees from different backgrounds and locations, especially as the workforce becomes global thanks to remote work. Organizations can really shine here by thinking outside the box with how they show employees they care and want them included. Technology can help organizations adjust to individual working styles by offering translation transcription services, recorded meetings, and more.

“Not everybody is a native English speaker. When we think about different teams in different parts of an organization, giving them the opportunity to watch video recordings rather than be present at a live meeting allows them to work at their own speed,” Christian says. “This technology is simple to implement, but very impactful because organizations are recognizing cultural differences and that people thrive at work differently.”

I hope you enjoy this episode of #WorkTrends, sponsored by Citrix. You can learn more about using modern technology to create better workplaces by reaching out to Maribel Lopez and Christian Reilly on LinkedIn. Also, this podcast is part one of a two-part series, with the next episode coming December 3rd, 2021. So stay tuned!

The Value of Self-driven Skill Development [Podcast]

November 12, 2021/Learning, Podcast Recaps /by Meghan M. Biro

For many employees, a job isn’t simply the act of doing some work and collecting a paycheck anymore. For example, Millennial employees live in what some are calling an “identity economy,” where they place value on their work and want it to have meaning. They’re demanding more thorough training, and they don’t want to stop learning or become stagnant in their roles.

While it is great that employees want to deliver more value to businesses, many organizations don’t have the processes in place to empower them to do so. As workers become more invested in skill development, HR departments and managers should offer employees more opportunities to grow and adapt. They need to consider how they can offer employees collections of valuable information to make skill-building convenient, accessible, and rewarding.

Our Guest: Ike Bennion and Henry Vasquez, Cornerstone

On the latest #WorkTrends podcast, I spoke with Ike Bennion, the director of product marketing, innovation and strategy at Cornerstone, and Henry Vasquez, manager of product management for Cornerstone’s Skills & Capabilities products. Ike has written and presented on various HR functions, including AI, recruitment, learning, content, and benefit strategy. Henry has 10+ years experience in software development with a strong understanding of enterprise knowledge management, talent management, and productivity software. Cornerstone is a founding member of the Velocity Network, which puts people in control of their data by helping them accumulate a digital wallet filled with their validated experiences, skills, certifications and licenses, and more.

Why should brands care about self-driven skills development?

“They should care because there’s a lot of redeployment of skills happening in the marketplace today,” Ike says. “We aren’t necessarily seeing job roles disappear while new jobs are created in their places. But we’re seeing skills move from position to position.”

Basically, to prepare employees for these changes, employers need to develop a library of resources that empower employees to learn.

“Employees need a robust library of resources at their fingertips to adapt to whatever the day looks like,” Ike says. “So for employers considering whether to offer this to employees, the question is: Do you want a competitively skilled workforce or do you not? If the answer is yes, then think about how you’re going to offer the right resources to the right employees.”

Personalizing the Skill Development Experience

Leaders need to take on the role of driving skill development, Henry explains. In short, they need to determine where individual employees will succeed and how they can grow. Once they’ve done that, they can offer badges, points, and other incentives to fuel people’s desire for skill development.

“If you can convince your leadership team to lead by example–watch webinars, take college courses, upskill–you can build an extremely effective skill development culture,” Henry says. “You can also offer regular career development check-ins to make sure employees are doing what they want to do. If you don’t create space for those check-ins, work just becomes tactical, and you’re not really focusing on the employee.”

Managers can inspire employees to focus on skill development by focusing on social engineering and currency. They can put skill development into the context of helping the company to succeed. This will drive people to want to engage with learning. Leaders can show their direct reports that hard work and upskilling has an impact and reward them for doing so.

“When you know everyone else is learning, it makes you want to get involved. By championing knowledge sharing, you’re motivating the people,” Henry says. “When you share knowledge and you’re being heard, your expertise is valued. And that creates a great social ecosystem of learning.”

I hope you enjoy this episode of #WorkTrends sponsored by Cornerstone. You can learn more about the value of self-driven skill development by reaching out to Ike Bennion and Henry Vasquez on LinkedIn.

The State of the Frontline Work Experience in 2021 [Podcast]

November 5, 2021/Employee Experience, Podcast Recaps /by Meghan M. Biro

Frontline workers have had a difficult time over the last couple of years, to say the least. Many haven’t had the option to explore hybrid or remote work options due to the on-site nature of their roles. They have had to work in concerning situations, interacting with the public during the global pandemic. This caused many to quit their jobs in high numbers, never looking back.

In order for organizations to retain talent, they need to recognize the unique struggle of frontline employees. They need to make a targeted effort to change the state of frontline work as we know it. By doing things like increasing communication efforts, prioritizing learning and development opportunities, and decreasing stress and burnout, businesses can make the frontline work experience more rewarding–and increase the chances that employees will be happy and stick around.

Our Guest: JD Dillon, Chief Learning Architect at Axonify

On the latest #WorkTrends podcast, I spoke with JD Dillon, an author and speaker with two decades of experience in frontline training and enablement. JD has worked in operations and talent development with dynamic organizations ranging from Disney to Kaplan to AMC. In his role as Axonify’s Chief Learning Architect, JD applies his passion for helping frontline employees around the world do their best work every day.

According to a 2021 report by Axonify, 50 percent of employees said they’re ready to leave their frontline jobs. As the Great Resignation and Great Reprioritization continue to affect the working world, I wanted to get JD’s take on how to specifically hire and retain frontline workers. What are the main reasons they want to leave their jobs?

“The biggest reason frontline workers are leaving is they’re burned out,” JD says. “The second motivator is lack of appreciation, especially from management. Number three is lack of interest in daily work. The number four reason is compensation. And five is being overloaded–particularly with the stresses of the past year with the pandemic.”

While much of the coverage around work focuses on hybrid work situations, the fact is that frontline workers never had the chance to work from home. So that conversation isn’t relevant to them. JD explains that there needs to be more focus on the nature of frontline work and how to make the experience of those employees more equitable.

“People are leaving because of the nature of the work itself. Frontline workers have been out there every day clocking in because they need to keep the shelves stocked, execute deliveries, work with people, etc.,” JD explains. “Unfortunately, there’s just not a lot of focus put on the larger picture of what it means to work in a frontline role.”

Making the Frontline Work Experience More Equitable

To make the frontline work experience more equitable, JD says, organizations need to start by focusing on communication. They need to get to know what their employees need and make sure they don’t feel isolated or unheard. This will not only help with creating stronger bonds between employees and management but can let leaders know what career development opportunities employees are interested in. Communication can also help mitigate the number one issue of burnout–a problem that must be remedied from the top.

“Burnout isn’t a personal problem. It’s an organizational issue. And it comes down to that kind of prolonged job stress that really pushes people to disconnect based on a level of exhaustion,” JD says. “It occurs when the job experience isn’t well-crafted and people aren’t taken care of.”

A significant way to create a well-crafted job experience is to focus on learning and development. According to JD, organizations should embed the learning experience into work, introducing reskilling and upskilling to the frontline work experience. This helps engage employees’ minds and adds meaning to their roles–two things that people are seeking (and often demanding).

“If you want to be able to compete and become a standout workplace culture, you have to understand that people aren’t settling for a mediocre work experience anymore. They’re not looking for a job that offers ‘just enough,’ whether they’re a corporate employee or frontline worker,” JD says. “Leaders need to be asking: How many people are building skills that are also going to build strength within the organization? How many employees are excelling and growing?”

I hope you enjoy this episode of #WorkTrends sponsored by Axonify. You can learn more about the state of the frontline work experience by reaching out to JD Dillon on Twitter or on LinkedIn.

Best Practices, Legal Requirements, and Respectful Workplace Culture

October 29, 2021/Company Culture, Podcast Recaps /by Meghan M. Biro

In the modern workplace, a respectful workplace culture isn’t just a cherry on top of a job role. If the work culture isn’t healthy and respectful, it could mean organizations lose their best employees and lose out on the best candidates. People don’t just want a respectful workplace culture, they EXPECT it. It’s a necessity for a high-performing workplace.

The issue, however, is that many organizations don’t realize the importance of creating and maintaining a positive culture. They also don’t understand the strong role leaders play in making that culture a reality. By empowering leaders to facilitate respect in the workplace, organizations can improve productivity and employee experience, and also protect businesses from legal issues and allegations.

Our Guest: Labor, employment, and human-rights lawyer Marli Rusen

On the latest #WorkTrends podcast, I spoke with Marli Rusen: labor, employment, and human-rights lawyer, mediator, arbitrator, author, speaker, and organizational consultant. Using her knowledge of workplace dynamics and law, Marli helps organizations create productive and healthy work environments. She reviews, analyzes, and helps resolve serious workplace issues, like misconduct allegations, employee disclosure, mental health discussions, etc.

Because of her extensive experience over the last 25 years, I wanted to get her take on how legal and societal expectations around respectful workplace culture have changed over time. According to Marli, in the last five years, a respectful culture has become a must-have at any workplace.

“Respectful workplace culture and conduct used to be an afterthought or a ‘nice-to-have,’ but has now turned into an expectation on the part of employees. And it’s now a legal requirement on the part of the courts,” Marli says. “It’s a core expectation in the employment world, and leaders should take notice of this.”

Why should they take notice? Marli says there are several reasons. 1) If an organization doesn’t take respectful conduct seriously, high-performing employees will look elsewhere. 2) If an employee sees that leaders are taking part in or tolerating misconduct, they may take legal action against them. And 3) organizations are putting themselves at risk in the “court of public opinion,” because employees can take them to task on social media. Leaders are key in preventing catastrophes and keeping employees happy.

“Leaders have a greater responsibility in maintaining a respectful workplace culture because they have greater authority. They have the power and therefore have the responsibility to exercise that to build and sustain a respectful workplace,” Marli says.

Walk The Talk: How Leaders Can Maintain a Respectful Workplace Culture

So what can leaders do to make sure they’re holding up their end of the bargain for employees? How can they best utilize their power for the good of the organization? According to Marli, they need to consider the three M’s of leadership.

“The first M is MODEL. Leaders need to model respect. Walk the talk. Show how they expect people on their teams to behave. The second M is MONITOR. Leaders need to get out there and engage and interact with employees to make sure they’re treating each other well,” Marli says. “And finally, the third M is MITIGATE. Leaders are the face of organizations, so they have to mitigate risks for other leaders. If they see something amiss at an organization, they need to speak up and help others.”

As companies add policies to ensure a respectful workplace, they have to be careful that once the policies are written, there are plans to take action in the face of a violation. There can’t be a culture of avoidance at work, otherwise, there is no point in creating policies at all.

“In some workplace cultures, there’s a fear of holding people accountable because doing so will seem disrespectful. There is a belief that they need to make people feel good and not give critical feedback,” Marli says. “But once there’s been an objective review and allegations are confirmed, there’s an obligation to take action. Organizations must demonstrate through measured consequences that they take these issues seriously.”

I hope you enjoy this episode of #WorkTrends. You can learn more about creating and sustaining a respectful workplace culture by reaching out to Marli Rusen on LinkedIn.

Future Workplace Mindset: People, Technology, and Business Intersection

October 22, 2021/HR Strategy, Podcast Recaps /by Meghan M. Biro

As we all know, flexibility is the lifeblood of HR, especially when it comes to adopting new technologies for attracting candidates. While many are resistant to change in the working world, a willingness to adapt to whatever comes strengthens both HR and business strategies. By understanding that nothing will stay the same, and thus adopting a future workplace mindset, organizations can accept change and also thrive in it.

As technology becomes more important for keeping employees happy and productive, it’s crucial that businesses understand tech’s role in business success. And more importantly, act on this understanding.

Our Guest: Michel Visser, Unit4’s VP of People Success and Enablement

On the latest #WorkTrends podcast, I spoke with Michel Visser, Unit4’s VP of People Success and Enablement. In 2018, he joined Unit4 with the aim of attracting the best global talent. He has over a decade of experience in HR, holding various senior leadership roles. Michel teaches HR at the VU University Amsterdam and has been instrumental in developing creative and innovative strategies for attracting candidates, strengthening employee development, and generating strong engagement strategies.

I wanted to know: how does a company develop a workplace mindset for building a global identity that supports its brand and culture? According to Michel, it’s all about communicating company values. Values not only determine how a business operates, but how people interact with each other. Making values apparent allows candidates to know upfront whether they’re a good match for your organization. Sharing values throughout an organization also takes the transactional aspect out of work, and has everyone working towards a common goal. It helps employees feel like they’re doing something more than just getting a paycheck every week.

“It is absolutely critical to communicate organizational values to candidates because, without clear values, employee experience becomes transactional,” says Michel. “If you make your business’s values very clear, then you give candidates a chance to relate to your mission. You can use values as an instrument to attract and retain talent.”

And HR is fundamental in crafting these values.

“HR is now front and center when it comes to being visible and showing how employees actually deliver value to the business. It’s HR who starts formulating answers to questions like what does the business stand for? What do we value?” Michel says.

Technology’s Role in Communicating Values

Technology can play a big role in communicating values. It’s HR’s responsibility to strengthen the workplace mindset that it’s good to adapt and harness tech to keep employees engaged. And it’s vital to continuously monitor and measure that engagement.

“How do you keep track of employee engagement? If you find a proper tool to do that, how do you start acting on the insights you’ve gathered?” Michel says. “In many cases, you can’t just stop by a coffee maker and ask employees how they feel anymore. You need technology to gauge this.”

Once tech is adopted, it’s crucial that HR plans to make sure employees engage with the tech. They also need to dive into workforce planning and understand that a two-year workforce plan makes more sense than a five- or 10-year plan. Organizations need to look at the length of time that employees stick around in the modern workforce and adjust to that. They also need to understand what skill sets employees need to thrive, how to create more engagement, and how to stay true to the values that are communicated. In other words, companies can’t just be “all talk.” Businesses have to deliver on promises if they want happy people.

“Everybody will tell you on their website that they put people first. But at the end of the day, you have to deliver and make sure people feel that the company values are true. Every HR professional should focus on putting values into place,” Michel says.

I hope you enjoy this episode of #WorkTrends, sponsored by Unit4. You can learn more about workplace mindset and adopting new technologies by connecting with Michel on LinkedIn. Also, you can learn about how people management and technology can combine to give organizations a competitive advantage by downloading this Unit4 whitepaper.

Hybrid Work: Transform Your Workplace with Security and Collaboration

October 15, 2021/Podcast Recaps, Remote Work /by Meghan M. Biro

The future of work is hybrid–with over 50 percent of people saying they’d prefer to work from home at least three days per week. But many workplaces don’t have the tools in place to make the transition to this new working style.

To implement hybrid work successfully, organizations need streamlined communication and security for safe collaboration and inclusive communication. By selecting the right tech tools and organizational strategies, hybrid work can be a boon for productivity, employee engagement, and even DEI.

Our Guest: Jeetu Patel, Cisco’s Executive VP and General Manager of Security and Collaboration

On the latest #WorkTrends podcast, I spoke with Jeetu Patel, Executive VP and General Manager of Security and Collaboration at Cisco. He leads business strategy and development and also owns P&L responsibility for this multibillion-dollar portfolio. Utilizing his product design and development expertise and innate market understanding, he creates high-growth Software as a Service (SaaS) businesses. His team creates and designs meaningfully differentiated products that diverge in the way they’re conceived, built, priced, packaged, and sold.

To successfully achieve these things, Jeetu stays open-minded and flexible, especially when it comes to hybrid work. In order to ensure that experiences are great for employees, he says organizations need to understand that people typically work better in a “mixed-mode.”

“The future of work will be hybrid. Sometimes people will work from the office, other times, from home. In this ‘mixed-mode’ reality, it is going to be harder than when everyone worked in the office. And the reason for that is there’s more of an opportunity for people to feel left out,” Jeetu says.

To prevent feelings of exclusion, organizations must implement tech solutions for collaboration. At Cisco, they provide various options for remote workers to participate in company goings-on. For instance, they allow people to engage in asynchronous communication, sending stand-alone video messages to contribute ideas. They also use things like Webex and Thrive to make sure everyone is up to date on what’s happening.

“You’ve gotta have the right tools and technology to collaborate in a frictionless manner,” Jeetu says. “You need world-class connectivity and delightful software experiences that can allow you to collaborate, be secure, and not have to worry about someone hacking into your system.”

How Hybrid Work Can Strengthen DEI Efforts

Part of creating a frictionless hybrid work system is focusing on diversity, equity, and inclusion. Jeetu explains that DEI should be prioritized in hybrid work scenarios because it’s the right thing to do.

“No one should feel left out because of their race, gender, ethnicity, geography, language preference, or personality type,” Jeetu says. “Those things shouldn’t make people feel like they don’t have the opportunity to participate.”

Hybrid work empowers organizations to focus on DEI because it gives global access to talent. Opportunity is unevenly distributed all over the planet, explains Jeetu, while human potential is not. So hybrid work can help make positive changes in the workforce regarding issues of equality.

“Hybrid work allows people of all types to feel that they have a level playing field,” Jeetu says. “People shouldn’t have to feel like they have to choose between where they want to live and having access to a career opportunity. They should be able to do both.”

I hope you enjoy this episode of #WorkTrends, sponsored by Cisco. You can learn more about integrating hybrid work into your organization by connecting with Jeetu Patel on LinkedIn.

Also, on Wednesday, October 20, 2021, from 1:30-2:00 pm ET, don’t miss our #WorkTrends Twitter chat with Cisco (@Cisco).

During this live chat, our global “world of work” community will discuss how companies can develop an intelligent workplace, how collaboration tools empower the hybrid work model, and more. Be sure to follow @TalentCulture on Twitter for all the questions and add #WorkTrends to your tweets so others can see your opinions and ideas!

On-Site Employee Benefits: Bringing Dental Care into the Workplace

October 8, 2021/Healthcare and Benefits, Podcast Recaps /by Meghan M. Biro

Employee expectations are changing, with many looking to their workplaces to provide better benefits and wellness solutions. Employees want to feel valued, and in turn, they value employers who take the initiative to make sure their workers are healthy.

In recent years, workplaces have been offering on-site health services, including massages, counseling, eye-care check-ups, and more. Bringing benefits to employees makes their lives easier and gives them a greater chance of staying healthy. Organizations that prioritize comprehensive benefits not only make themselves more competitive in the job market, but also show that their brands are flexible, forward-thinking, and that they care about the wellness of their people. Which, as we all know, should always be a top priority.

Our Guest: Jordan Smith, CEO, Jet Dental

On the latest #WorkTrends podcast, I spoke with Jordan Smith, CEO of Jet Dental, an on-site provider of dental care for corporations nationwide. They offer pop-up clinics, which can be set up in the office. Jordan is a seasoned chief revenue officer with experience in the healthcare industry and growing call centers. Before joining Jet Dental, Jordan led a 400 person sales team with annual sales of $200 million.

Pre-pandemic, 45 percent of people with dental insurance were not going to the dentist annually, Jordan explains. This was due in part to it being difficult to get away from their busy work schedule. Now that people have more flexibility with hybrid work, I wanted to know: What’s the advantage of pop-up dental clinics for today’s employees?

“Since COVID, a lot of people have delayed preventive care. A study by Business Group on Health is predicting a 5.3 percent increase in health plan costs for large employers because of delayed care brought on by the pandemic,” Jordan says. “As a result, individuals are delaying care, waiting until maybe it’s too late.”

A big incentive for employers to offer in-office services like dental care is to prioritize employee health. Not just to make sure employees are well, but to help cut unnecessary costs. Insurance carrier Cigna did a study of a million of their members over a five-year period and found that those who got regular preventive care saw a 31 percent decrease in costs in that period. People who didn’t get that care saw a 43 percent increase in costs.

“The healthier your workforce, the less likely it is for you to see increases in premiums,” Jordan says. “A simple thing like regular dental care check-ups, twice a year, can prevent a host of maladies.”

Bringing Dental Care to Employees: Motivating the Unmotivated

So what does in-office dental care really look like? How do employers motivate employees to walk down the hall to pop-up clinics and prioritize their health?

“The vast majority of the folks we’re seeing aren’t going to the dentist just because it’s one other item on their task list. So by making it convenient, we get those people to go down the hallway to get a cavity filled. We motivate the unmotivated,” Jordan says. “Also, in our experience, there are people who are afraid of the dentist, and by offering them the in-office option, we see those people on a daily basis.”

As employees continue to demand better benefits packages in the competitive job market, employers are looking for new ways to make benefits a top priority. On-site benefits and services like dental care will likely become the new normal, Jordan says. Perhaps even expected by employees.

“A lot of us have gained more empathy for one another due to the pandemic. Because of that, I think employers are looking even further into how they can help employees have a better experience at work and find a better work-life balance,” Jordan says. “Going forward, we’re going to continue to see more onsite health vendors. We’re going to see not savings for 401ks, but for travel and matching travel expenses to help people go have great experiences. Those competitive offerings are going to continue to evolve and improve and not just for white-collar businesses, but blue-collar as well. We’re starting to see that and will continue to see it.”

I hope you enjoy this episode of #WorkTrends, sponsored by Jet Dental. You can learn more about employee dental care by connecting with Jordan Smith on LinkedIn.

Work Culture Lessons Learned from the Space Shuttle Columbia

October 1, 2021/Company Culture, Podcast Recaps /by Meghan M. Biro

Leadership plays a significant role in work culture and organizational strategy. Yet many who are in charge seem unprepared for the responsibility. Seventy-six percent of employees agree that management sets the tone for workplace culture. But 40 percent say that managers fail to engage them in honest conversations, 36 percent say that their managers don’t know how to lead a team, and 58 percent cite their managers for their reasons for leaving their jobs, according to SHRM’s 2019 Culture Report.

Moreover, businesses lost nearly a quarter of a trillion dollars over the last five years due to employee turnover triggered by poor work culture and bad managers. With these stats in mind, if organizations want to stay afloat, they can’t wait on making improvements to work culture and organizational structure.

Our Guest: Dr. Phillip Meade

On the latest #WorkTrends podcast, I spoke with Dr. Phillip Meade, co-owner and COO of Gallaher Edge, a management consulting firm that applies the science of human behavior to create highly effective cultures. Dr. Meade has led teams and organizations for 25 years, serving at various levels of management. Following the Space Shuttle Columbia accident, where the shuttle broke up as it returned to Earth, killing seven astronauts, Dr. Meade developed a plan for the organizational and cultural changes necessary for return to flight and create leadership behaviors to drive sustainable change.

In the case of the Space Shuttle Columbia, I wanted to know: What work culture influences played a part in the accident, and what was done afterward to pivot to a more functional organizational structure?

“Part of the issue was overconfidence. We thought that we were safe after we got up into orbit. Also, many felt that we couldn’t raise questions or talk about problems,” Dr. Meade says. “We had, for so long, this deep ingrained ethos that failure is not an option. And there were a lot of people in key leadership positions that believed that there was no way to fix the problem on orbit, even if we discovered it. And so, there was a resistance to even look and see if there was a problem.”

When he was asked to lead the work culture change, he noticed that many were highly dedicated individuals who wanted to be at work. It was then that he realized the difference between an effective organizational culture, and what’s merely a good organizational culture where people are happy, or enjoy working there.

“A truly effective organizational culture also drives the strategy of an organization. In the case of NASA, that means driving organizational safety and leads to high organizational effectiveness. So, that was one of the big keys to solving and changing the organizational culture.”

Changing Organizational Structure: Key Takeaways

So, when it comes to changing organizational structure, one of the key takeaways, according to Dr. Meade, is that organizational work culture is an emergent property of a complex adaptive organizational system. This means that it’s a combination of beliefs and behaviors of employees within an organization.

“While leaders are responsible for the organizational culture, it still lives between the ears of the employees. This is why we say that we use the science of human behavior to really work on and affect organizational culture because that’s where it lives,” Dr. Meade says. “It starts with the self, with the individual and it starts from the inside out. And so, I think that that’s one of the main keys about working with organizational culture.”

Another key takeaway, says Dr. Meade, is that the culture must align with an organization’s business strategy. It isn’t just about creating the happiest place on Earth to work. Sure, it’s great if you can achieve such a feat, and high employee engagement has been shown to increase productivity. However…

“If you’re increasing productivity towards goals that don’t align with your strategy then, there’s no point to it,” says Dr. Meade. “You want to make sure that the organizational culture you’re creating drives business results and aligns with your organizational strategy.”

I hope you enjoy this episode of #WorkTrends. You can learn more about organizational strategy and the Space Shuttle Columbia accident by reaching out to Dr. Phillip Meade on LinkedIn. You can also find Dr. Phillip Meade’s book titled “The Missing Links: Launching a High Performing Company Culture” here.

How to Stop the Great Resignation with Employee Recognition [Podcast]

September 24, 2021/Employee Experience, Podcast Recaps /by Meghan M. Biro

The “Great Resignation” has organizations everywhere in strategy mode. They’re brainstorming ways to keep employees happy and in turn, keep them on board.

So what’s making people want to quit their jobs en masse? The main cause is burnout. A recent Microsoft survey indicates that one in five people don’t feel like their employers care about burnout or work-life balance. Also, 54 percent are overworked and nearly 40 percent are out-right exhausted. With these kinds of stats, it’s easy to see why people would look elsewhere.

Fortunately, there is something employers can start implementing today that can help increase retention: employee recognition.

Our Guest: Morgan Chaney, Senior Director of Marketing at Blueboard

On the latest #WorkTrends podcast, I spoke with Morgan Chaney, Senior Director of Marketing at Blueboard, the world’s leading experiential employee rewards and recognition platform. Morgan is an employee recognition thought leader and a seasoned professional speaker. She hosts Blueboard’s monthly webinars and presents regularly at industry conferences and professional meetups, including HR Transform, HR Southwest, HR Redefined, DisruptHR Regional Events, Culture Con Madison, and the CalHR Conference.

Because employee recognition can be so effective for retention efforts, I was excited to tap into her expertise. According to Morgan, the first step in successful retention is to touch base with teams to see if people are feeling appreciated.

“Organizations need to touch base with their teams and check in on how they’re feeling,” Morgan says. “That’s how they’ll be able to pivot and stay afloat.”

Prior to the pandemic, seventy-five percent of employees didn’t feel valued. Now that we’re all interacting in different locations through screens, it’s becoming increasingly difficult to understand an employee’s mindset. That’s why it’s important to make a point to focus on these perspectives. Once you gauge whether employees feel valued, it’s time to add an employee recognition program or uplevel the one already in place.

“Analyze your current program to see if it is well-utilized. Are managers trained and comfortable to give feedback and recognition in the first place? Is there clarity around how to participate in recognition?” Morgan says. “So those are things that employers can absolutely look at and ask themselves.”

The Importance of Managers in Employee Recognition

So how do you optimize these programs to ensure effectiveness? First and foremost, you need to make sure the mechanics for feedback and appreciation are solid. Managers need to feel comfortable with feedback and understand what is appropriate.

“Managers are a huge reason why people leave companies. If they don’t connect with their manager, if they don’t feel like they’re seen and valued from that first touchpoint, things can go really wrong and people might choose to go elsewhere,” Morgan says.

Further, properly empowered managers can deliver positive feedback and can get creative with employee recognition. They don’t take a one-size-fits-all approach. With this in mind, organizations can have leaders offer customized options and perks, which will likely be more effective.

“Choice is huge. To toot the horn for Blueboard a little bit, we do experiential rewards. And what that means is that instead of giving someone a cash bonus or a gift card, we curate a really beautiful menu of global experiences that they can choose from. So what that can look like in fruition is maybe chasing the northern lights on a trip to Alaska with your loved ones and checking that off your bucket list,” Morgan says. “Make a point to really lift up your top performers, because those are the ones that you really don’t want to leave, the ones that are going to be really hard to replace … recognize them for their values”

I hope you enjoy this episode of #WorkTrends, sponsored by Blueboard. You can learn more about employee recognition by reaching out to Morgan Chaney on LinkedIn. You can also learn more about retaining top talent by checking out this Blueboard ebook: Retaining Top Talent is Your Top Priority.

Next Move, Best Move: Making a Career Transition You’ll Love [Podcast]

September 17, 2021/Career Development, Podcast Recaps /by Meghan M. Biro

A career is more than just making money. It directly impacts your quality of life, reflects your values, and can affect overall life satisfaction.

If you find yourself wanting to make a career transition, while it may be a difficult task, it’s totally achievable–especially when we cultivate communities of support. By learning to appreciate the value of networking, a career transition could be much smoother than you think.

Our Guest: Career and Leadership Expert Kimberly B. Cummings

On the latest #WorkTrends podcast, I spoke with Kimberly B. Cummings, a career and leadership expert who helps women and people of color navigate the workplace, earn more money, and become industry leaders. Her leadership development company, Manifest Yourself, LLC, provides organizations with tailor-made solutions to hire, develop, engage, and retain women and people of color. She has spoken at SXSW, Warner Media, Princeton University, Salesforce, and Thurgood Marshall, and her work has been featured in The Wall Street Journal, MONEY Magazine, Business Insider, Fox 5, CNBC, and more.

Kimberly understands that a career transition can come in many forms, whether that’s moving from one industry to another or simply changing your title. But no matter what transition is occurring, the first step is to generate a positive mindset so as not to hold yourself back.

“Many times if you’re feeling stuck in a role, that mindset is a reflection of you not understanding what the possibilities are for yourself. And not believing that you’re able to get to that next level in your career,” Kimberly says. “It’s easy to feel stuck when you literally have no idea what it is that you like, that you want, that you’re good at, or what that would even look like in the workplace every single day.”

One strategy to pull yourself out of that mindset is to focus on your good qualities and skills, then set goals for the future.

“We need to ask: What are our strengths? What would happen if we built a career and a brand based upon what our strengths are?” Kimberly says. “What do you want to be known for?”

Network and Be Realistic

Once you’ve determined the career transition you want to make and the strengths you want to highlight, the best course of action is to continuously share that path and your goals with the world of work. Develop relationships that recognize your value and help promote you, and make sure those connections are varied and wide-ranging.

“You need peers, so people who help you day-to-day in your job,” Kimberly says. “These are the people you’re collaborating with. And I always say, you need internal and external connections. You don’t want to just build your network in your current company.”

Once the networking has reaped its benefits and you find yourself in a job interview to make that transition, it’s important to be realistic about what you have to offer and how you could appear valuable to potential employers.

“Ask yourself, are you qualified for the job you want? What transferable skills could you use to help you make your next move? And think about the stories you can tell that could connect you to that job more deeply. What have you done that will help you navigate that opportunity better?” Kimberly says. “When you’re interviewing and really convincing an employer that you are prepared for that job, it’s really all about storytelling. Putting yourself in the shoes of someone who would be able to navigate that workplace environment.”

I hope you enjoy this episode of #WorkTrends. You can learn more about networking for a career transition by reaching out to Kimberly B. Cummings on LinkedIn.

Managing Employee Uncertainty to Help Them Thrive [Podcast]

September 10, 2021/Employee Well-Being, Podcast Recaps /by Meghan M. Biro

Employee uncertainty is bad for business. When people don’t feel their work situations are stable, they get anxiety, depression, and have a tendency to catastrophize. They also become disengaged with their work. Because of this, productivity wanes, and so does financial success. Gallup estimates that 22 million employees are disengaged, resulting in $350 billion lost each year due to absences, illness, and other unhappiness-related issues.

It’s up to leadership and HR professionals to manage employee uncertainty before things get out of control, especially in these unprecedented times spurred by the pandemic. It is up to managers to get ahead of uncertainty and find ways to communicate with employees, reassure them, and have structures in place to manage uncertainty should it arise.

Our Guest: Sandy Scholes, Chief People Officer at Flipp Corporation

On the latest #WorkTrends podcast, I spoke with Sandy Scholes, chief people officer at Flipp Corporation. She has over two decades of diverse HR experience, having held several executive HR leadership roles at organizations like Entertainment One, Becton, Dickinson, GlaxoSmithKline, and CARA. Sandy has long sustained a passion for working with people and focuses on growth empowerment. She aims to help create work cultures of learning at organizations and provides strategies to manage employee uncertainty during times of organizational change.

Because employee uncertainty is especially prevalent thanks to the pandemic, I was eager to get her insight into how to work with such uncertainties. I wanted to know: What can organizations do to combat this? The first thing is to equip leaders and managers with the ability to spot uncertainty in the first place.

“It starts with all of your leaders and coaches. You need to pull people in a room and equip leaders and managers with the right kind of skills to try to notice that. You have to double your communication,” Sandy says. “At Flipp, we’ve asked all of our leaders to be deliberate and spend one-on-one time checking in on employees to see how they’re doing.”

The second thing to realize is that everyone reacts differently to uncertainty, and will need different accommodations. What one employee needs to feel more secure may be wildly different than another.

“You can’t treat everyone the same. For example, at Flipp, for parents, we’re trying to manage uncertainty by providing more flexibility. How do we create a schedule where they don’t feel overwhelmed?” Sandy says. “Managers and coaches need to understand that they have to provide this level of flexibility so that people can work differently now.”

Don’t just survive. Thrive.

Of course, managing uncertainty isn’t enough. Once you help people get to a baseline of comfort, you want to make sure they’re able to get to the next level. Employees don’t just want to survive; they want to thrive.

“Make sure employees have a growth and development plan. You have to sit down with them monthly, even if they’re remote. Talk about career aspirations. Because if they don’t feel like they’re going to develop, then they’re going to feel stagnant,” Sandy says.

And engagement will suffer. With the surge of the “Great Resignation,” this isn’t a risk you can take. Offer employees options to grow. Give them stipends to allow for creativity and learning–even if it doesn’t directly correlate to work.

“If employees want to take music lessons or guitar or they want to sign up for a wine course, they can take some of that money and spend it on a personal thing. It’s all about feeding your soul,” Sandy says. “Stay invested, grow people, help challenge them, and make sure they’re learning and they feel like they’re making a difference.”

I hope you enjoy this episode of #WorkTrends. You can learn more about managing employee uncertainty by reaching out to Sandy Scholes on LinkedIn.

How to Develop Leadership Skills When Building Diverse Teams [Podcast]

August 27, 2021/Leadership, Podcast Recaps /by Meghan M. Biro

At this point, it’s well known that building diverse teams of employees offers a competitive advantage to organizations everywhere. It’s hard to argue with the stats. For example, research shows that inclusive teams outperform peers by 80 percent in team assessments. Ethnically-diverse organizations are 35 percent more likely to financially surpass their peers. And companies with more women in top management experience higher returns on investment than those with less.

If leaders want to prioritize diversity, equity, and inclusion (DEI), they need to hone their skills to get the best results out of their current employees and attract diverse candidates. Not doing so could mean the difference between the success and failure of their businesses.

Our Guests: Entrepreneurs Rosaleen Blair and Stasia Mitchell

On the latest #WorkTrends podcast, I spoke with Rosaleen Blair and Stasia Mitchell, entrepreneurs with decades of experience in their respective fields. Rosaleen is the founder and chair of AMS, where she was CEO for 23 years, and is a serial entrepreneur, having invested in and advised many organizations, as well as offered coaching and mentoring services to growth businesses. Stasia leads the global entrepreneurship program at EY across 64 countries and has more than 20 years of experience working in EMEIA and the Americas. She brings a global mindset to her work and helps support the global entrepreneurial ecosystem.

As the “great resignation” rears its head, building diverse teams should be at the forefront of leaders’ minds. Employees are demanding that leaders celebrate differences and take an interest in the unique needs of individuals. If people give so much of themselves to work, they want to see their work give something back.

“Because of the pandemic, employees have a new expectation for work … They want to be thought of as individuals–human beings–and not just a part of the headcount,” Rosaleen says. “They want to feel commitment from their leaders. This can come in the form of an investment in their growth and skills, career mobility, or even support for their personal wellbeing. Empathy is critical.”

To meet these new employee expectations, employers should be curious, says Stasia, especially when it comes to diversity. Learning about differences can allow your organization to excel.

“Leaders need to be extremely curious, be open to possibilities of solutioning around creating and ensuring collaborative, diverse teams,” says Stasia. “Listening is so powerful. Learn from these diverse groups of people.”

Defining Diversity and the Importance of Role Models

When it comes to DEI initiatives, it’s important that employers make decisions about what diversity means to them. Then, set goals to achieve.

“I think we all agree that people are the foundation for any great organization,” Stasia says. “We all need to be ready to define what diversity means to us as organizations, and stick to that definition. Stay accountable, make it measurable. The most important thing is we’ve got to make positive progress together.”

One great way to begin building diverse teams is to show people that opportunities are open to everyone. In the case of women’s equality, Rosaleen suggests encouraging women to lean in and take projects across global initiatives and activities. This allows women to see themselves in roles they wouldn’t have before. Organizations can give female employees opportunities to represent organizations externally too–which allows them to build their profiles and create strong networks.

“From my experience, role models are key. If you can’t see it, you can’t be it,” Rosaleen says. “Celebrating the success of female role models and creating the space to ensure that all voices are heard is important.”

I hope you enjoy this episode of #WorkTrends, sponsored by EY, one of the largest professional services networks in the world. You can learn more about building diverse teams by reaching out to Rosaleen and Stasia on LinkedIn. Also, on September 1, 2021, from 1:30-2:30 pm EST, don’t miss the #WorkTrends Twitter chat with Rosaleen (@rosaleenblair) and Stasia (@Stasia_EY). During the chat, we will tackle topics like innovative management techniques, diversity of thought, and more.

Using the ‘Conscience Code’: Leading with Your Values at Work [Podcast]

August 20, 2021/Career Development, Podcast Recaps /by Meghan M. Biro

As human rights activist and businesswoman Anita Roddick once said, “Being good is good business.” Today, many working people seem to foster that belief. Seventy-five percent of employees say they’d take a pay cut to work for a socially responsible company. And 64 percent say they won’t even take a job if an organization doesn’t have corporate responsibility practices.

Businesses that want to stay competitive and attract candidates have to realize that people have high expectations for organizations. Many people now champion the act of leading with your values and standing up for what you believe in. And if businesses aren’t willing to adjust their practices to be more ethical, many workers may have to stand up for what they believe in–put in their two weeks notice–then walk toward the door.

Our Guest: Business Ethics Thought Leader Richard Shell

On the #WorkTrends podcast, I spoke with Richard Shell, Chair of the Legal Studies and Business Ethics Department at the Wharton School at the University of Pennsylvania. His forthcoming book, The Conscience Code: Lead with Your Values, Advance Your Career, explains how people can lead with their core values at work. Richard has worked with public school teachers, labor unions, nurses, and hospital administrators to help them become more effective professionals. He has also taught students ranging from Silicon Valley entrepreneurs, Fortune 500 CEOs, Navy SEALs, FBI hostage negotiators, and United Nations peacekeepers.

Many believe that leading with your values requires a kind of heroic courage. Often, people draw up images of whistleblowers like Tyler Schultz, who helped bring to light that the health technology company Theranos ignored quality-control checks and doctored medical device research. From Richard’s perspective, however, the experience of leading with values at work can vary depending on circumstance.

“You really don’t have to be ‘courageous.’ You just have to be settled on what your values are,” Richard says. “Then you need to decide what’s negotiable and what’s not negotiable, and go from there.”

Once you’ve decided what’s important to you and are ready to start leading with your values, you can make a plan. Before blowing the whistle or simply running away from tough situations, you can look for ways to work with others without having your ethics challenged.

“Managing value conflicts to a successful outcome is possible. And that doesn’t always mean you blow whistles, and it doesn’t mean you go and confront people,” Richard says. “It means you think about the situation you’re in, the company you’re in, the network you have, and you strategically advance to a solution. I’m really trying to help people stand and fight instead of cut and run.”

Recognize Your Values, Then Find ‘The Power of Two’

If you can’t reach reconciliation, want to stand, fight, and begin leading with your values–what should you do to take action? According to Richard, you can harness “The Power of Two,” or rather, find a buddy who can support you.

“Social psychology research shows that alone, a person is very likely to yield to authority or cave into peers. But as soon as there is another person, a trusted partner who would speak the truth, that one person becomes empowered to speak the truth and push back,” Richard says.

From there, two people can become three, then four, then 40, and more. By using the strength of social networks, causes can get more support. Examples of this, Richard says, include Google employees walking out worldwide to protest sexual harassment.

“We need to give employees tools to effectively recognize the situations they’re in. And then help them save their souls so that they don’t live a life of remorse about these moments. They should have some pride in how they handle it,” Richard says. “Fortunately, now we’ve got the #MeToo Movement and other movements for social justice … Normally, in the past, people have just absorbed and internalized hurtful things. Now we’re like: ‘Wait a minute. We don’t have to put up with this.’”

I hope you enjoy this episode of #WorkTrends. You can learn more about leading with your values at work by connecting with Richard Shell on LinkedIn.

Trends That Define the Post-Pandemic Workforce [Podcast]

August 13, 2021/Pandemic and Post-Pandemic, Podcast Recaps /by Meghan M. Biro

The pandemic taught us a lot about ourselves. Like how many of us don’t need to go into an office to be productive. That flexibility and benefits are more valuable to employees than a pay raise. How talent management doesn’t actually have to happen in person, but that HR can bridge the remote work management gap with technology.

While it can be difficult to predict what else we’ll learn in a post-pandemic world, facts like these require businesses to adjust and grow right now. As we watch a new work landscape unfold before our eyes, HR professionals are readying themselves to traverse it as best they can. They’re tracking post-pandemic workforce trends and supporting their organizations as they navigate changes and prepare for the future.

Our Guest: HR Analyst and Content Expert Brian Westfall

On the latest #WorkTrends podcast, I spoke with Brian Westfall, principal HR analyst at Capterra. He covers the latest trends in HR and recruiting software, supporting Capterra’s mission to help business clients find the right software for them. He is a thought-leader in his field, and his research has been published in Forbes, SHRM, TechRepublic, and TIME.

What have we ultimately learned from the pandemic? For one, Brian says, we’ve learned that work doesn’t have to look like it always has: wake up, get ready, drive to the office, come back home. Remote work can get the job done too–sometimes even better than in-office.

“This past year, a lot of businesses were thrown into the deep end with remote work. And I think they realized the water’s not so bad,” Brian says. “I think we’re going to look back at the pandemic as one of those moments where we reassessed all those sacred cows of talent management. Employees don’t have to be in the office to work effectively.”

With the understanding that employees can be productive while remote, there’s also been a surge in HR tech for managing remote workers–and recruiting them. In fact, HR technology has been a driving force in DEI efforts over the last year.

“When HR leaders were asked what they were doing to make their organizations more diverse and inclusive, DNI software tools came in as the second most cited program or initiative they were going to incorporate–only behind hiring quotas,” Brain says. “Organizations now have access to job description tools to remove biased language. They have candidate assessment tools that offer blind hiring modes. Tech is extremely useful for bringing in diverse candidates to create a more inclusive workforce.”

Burnout and Skills Development: The Focus of Post-Pandemic Workplaces

Of course, while the pandemic showed that we can optimize tech and increase productivity, it didn’t eliminate other issues, like burnout.

“Seventy-seven percent of small business employees in the U.S. experienced at least some burnout last year. For those aged 18 to 25, that number jumps to 92 percent,” Brian says. “Worse, only seven percent of employees reached out to their manager or HR to let them know they were experiencing burnout. Because of this, I think we’ll see companies being more proactive about mental health resources.”

While productivity among some employees increased while working from home during the pandemic, that doesn’t mean their skills increased too. In fact, according to Brian, 49 percent of small business employees have not developed any new skills during COVID. Fortunately, there are easy ways to implement development programs and manage these issues in a post-pandemic workforce.

“Workers are behind in skill development. And as roles get more complex, businesses are going to hunker down on skills development programs,” Brian says. “Because of tech, it has never been easier for businesses to set up formalized, complex learning and development programs. The tools are there. The content is there. I think it’s only going to make more sense over time.”

I hope you enjoy this episode of #WorkTrends. You can learn more about post-pandemic workforce trends and HR future predictions by connecting with Brian Westfall on LinkedIn.

Freshen Up Remote Culture for Work and Play [Podcast]

August 6, 2021/Company Culture, Podcast Recaps /by Meghan M. Biro

Eighty percent of employees say they want to work from home at least part-time. And three in four consider remote work the “new normal.” In an attempt to stay competitive, organizations everywhere are offering totally remote and hybrid work options to current and potential employees.

While it’s great that companies are accommodating employee needs, a new issue is arising: How do we maintain a remote culture that keeps employees engaged, even from afar?

Our Guest: Creative Entrepreneur Jeremy Parker

On the latest #WorkTrends podcast, I chatted with Jeremy Parker. He’s an entrepreneur who was named to Crain’s Class of 2020 NY 40 under 40 list. Jeremy formed the Creative Promotional Product Division under MV Sport. He also helped start Vowch Commonwealth and is currently co-founder and CEO of Swag.com, a swag distribution company that supports a healthy remote culture.

Jeremy understands that who you work with is just as important as what you’re working on, especially in the case of startups. According to Jeremy, a great remote culture starts with the recruiting process and finding the right people for what your business needs right now.

“When onboarding new hires, it’s important to find the right culture fit, especially for startups. Different employees are required for different stages of a business life cycle,” Jeremy says.

And of course, he adds, before offering someone a role, you have to consider the candidate as a person, and determine if they will be truly happy at the company and empowered by the work.

“I think the most important thing across the board is making sure the people you hire really care about what they’re doing. That they’re willing to work hard. They need to feel passionate about the work and feel ownership over it,” Jeremy says.

Bring Remote Workers Together with Pocket Offices and Swag

Once the right remote employees are hired, how do you make them feel connected even when they’re far away? One strategy: Offer them swag.

“If you see somebody wearing a shirt representing your favorite sports team or college, you have an instant connection. It’s the same thing within a company,” Jeremy says. “If you’re wearing the same things, it brings people together around a shared purpose and mission.”

Also, getting creative with events for remote workers is crucial. While employees may be located all over the world, it’s still possible to offer in-person opportunities for bonding.

“Instead of having one central hub and making employees drive two hours each way, find little pocket offices in different locations. So even if remote employees can’t meet everybody at the company in person, people can get out of the house and collaborate with others,” Jeremy says. “Everyone’s feeling isolated (especially with COVID). So whatever you can do to bring people together and create unity is important.”

I hope you enjoy this episode of #WorkTrends. You can learn more about fostering employee connections in a remote culture by reaching out to Jeremy Parker on LinkedIn.

Overcome Your Self-Sabotage to Live a Confident, Empowered Life [Podcast]

July 30, 2021/Employee Well-Being, Podcast Recaps /by Meghan M. Biro

Self-sabotage is the act of keeping yourself from achieving what you want. It can take a variety of shapes and forms, from anxiety to depression to negative self-talk. It happens both in your personal life and at work–and can wreak havoc in both. For instance, self-sabotage could mean the difference between pushing yourself out of your comfort zone to get that promotion–and losing the opportunity completely.

To lead a fulfilling life, it’s important to develop deep self-awareness. By rewiring behaviors, negative thought patterns, and challenging yourself to change, you can take control of your self-sabotage and overcome what’s holding you back.

Our Guest: Therapist, speaker, and author Dr. Candice Seti

On the #WorkTrends podcast, I recently spoke with Dr. Candice Seti, therapist, speaker, coach, and author of The Self-Sabotage Behavior Workbook. In her private practice, Candice works with individuals to help them through maladaptive behaviors and thought patterns. The aim is to replace those patterns with healthier ones that allow her clients to overcome self-sabotage and see success in their personal and work lives.

Because self-sabotage is so prevalent in the working world, I wanted to get Candice’s professional opinion on why we do it. Why would we voluntarily engage in behaviors that hurt us?

“Where to begin? Fear, comfort, self-doubt, anxiety, just poor self-esteem. I mean, there are many reasons we self-sabotage. But mostly, it’s habitual. Habits develop and ultimately reinforce themselves … they create self-fulfilling prophecies,” Candice says. “So we just get stuck in that habit loop … so it very easily creates a pattern, which is part of the problem.”

Another part of the self-sabotage problem that existed pre-pandemic has been further exacerbated by COVID-19. More people are experiencing the effects of self-sabotage due to major life changes and emotional ups and downs.

“With the impact of the pandemic over the last year, stress levels have increased exponentially. Work changes have been implemented and there’s been a major increase in self-sabotaging behaviors as a result. I mean, you definitely see it in the workplace with things like procrastination taking stronger form,” Candice says. “You’ve also seen more social avoidance and emotional eating.”

Overcoming Self-Sabotage: Breaking the Cycle

So if self-sabotage is so pervasive, what can we do to break the cycle? According to Candice, the first step is to be aware of how negative thoughts are manifesting in your mind. She says you need to pay close attention to the voice in your head telling you that you can’t do something, or you’re not good enough, or you should put tasks off.

“Pay attention to that voice. Not only what is it saying, but how you’re responding to it and what behaviors you’re engaging in. Then, you’ll have a good, solid understanding of what your self-sabotage looks like,” Candice says.

Once you understand it, says Candice, then you can figure out a plan of attack. For example, if you’re experiencing imposter syndrome, where you believe that you’re not experienced enough to be doing your job, you can combat those negative thoughts with positive ones. Focus instead on your achievements and capabilities, rather than any failings you may encounter. This will help build your confidence and drown out the self-sabotaging dialogue.

“Self-sabotage is rooted in fear,” Candice says. “Think about how you can start facing those fears to prove yourself wrong and start building your confidence and challenging those fears.”

Once you face your fears head-on, your whole relationship to success changes. By being aware of what’s holding you back, you can become empowered to go after what you want.

“For most people, when fear of success is the driver, it’s not enough to just say, ‘I want to succeed.’ You have to actually challenge the fears because those are what are keeping you rooted in that self-sabotage,” Candice says.

I hope you enjoy this episode of #WorkTrends. You can learn more about taking control of your fears and combating self-sabotage by connecting with Candice Seti on LinkedIn.

Turning Mistakes into a Business Model [Podcast]

July 23, 2021/Leadership, Podcast Recaps /by Meghan M. Biro

Most of us want to have a perfect business model out of the gate, but that’s a pie-in-the-sky attitude. As much as we all want to avoid mistakes in business, they’re pretty much inevitable. Everybody makes them, and many try to hide those mistakes because they’re worried they’ll be judged for them.

But what a lot of people don’t realize is that in business, there are often happy accidents that lead to a successful business model. In fact, one could argue that mistakes are the lifeblood of a strong business. And those who are willing to admit to their mistakes and pivot are the ones who can turn a blunder into a boon.

Our Guest: Executive Talent Acquisition Expert George McGehrin

On the #WorkTrends podcast, I got to chat with George McGehrin, a man who managed to turn a mistake into a national executive search/recruiting firm–one that has been successful for two decades. For years, people asked George for job search and recruiting assistance, and he said he couldn’t help. Then one day, he decided to try. Suddenly, there was a seven-figure business involving recruiting, coaching, and more. Since then, he has been widely featured on podcasts including Money Matters, Moving Up, and The Entrepreneur’s MBA.

I had to know: How can a mistake like that turn into a great business model? The secret to success, George says, is listening.

“You have to be open to listening to what people are asking you over and over, what their needs are,” George says. “The fifth time someone asks you for something, go ahead and say, ‘Yeah. This is what we charge.’ And you’ll be surprised at what comes of it.”

George says that in order to have a good business model, you have to be financially prepared for anything–even COVID-19. He says that business is a cyclical experience, so any business owner should expect to go through ups and downs.

“A lot of times it comes down to money. Do you have enough to withstand challenges?” George says. “If you’re a business owner, you can’t spend every dollar you make. Or if you work for somebody and you only have one source of income, you need to make sure that you allocate your money properly for a rainy day.”

To Succeed: Test, Fail, and Try Again

Once you’ve turned a mistake into a great business, there are ways to make sure your business model is successful. So what are the key actions to take?

First off: Test everything.

“If you’re going to send one email out to somebody or to a group of people, maybe send out two emails with different language,” George says. You should always be willing to adapt and try new things to get better results.

Secondly, don’t be afraid to fail–and keep going.

“At the end of the day, the more times that you fail, you’re a little closer to winning, right?” George says. “First timers, when they’re starting a business, they say, ‘Oh, it didn’t work. I reached out to 30 people and no one got back to me.’ They need to expect to hear a lot of nos and keep going.”

And finally, while you should be willing to hear nos from potential customers or clients, you also should be ready to say no to opportunities. You shouldn’t expect to do everything by yourself as a business owner, but rather, give tasks to your employees and trust them to come through.

“You have to know what your strong points are. People who do well focus on one or two things that they’re really good at. And they delegate everything else,” George says.

I hope you enjoy this episode of #WorkTrends. You can learn more about how to push through challenges to create a successful business model by connecting with George McGehrin on LinkedIn.

Building the Future Through STEM [Podcast]

July 20, 2021/Career Development, Podcast, Podcast Recaps /by Meghan M. Biro

STEM, an acronym for the fields of science, technology, engineering, and math, will greatly affect the future of work. STEM is at the core of innovative technologies, driving not just the success of businesses, but medical advancements, education, and more.

The demand for tech workers and engineers is especially growing, and some worry that our educational system isn’t keeping up. When the time comes for current technical talent to retire, how can we prepare upcoming generations to take over?

Our Guest: Speaker, Author, and Futurist Rachael Mann

I was excited to welcome back Rachael Mann for a second time to the #WorkTrends podcast. Rachael is a futurist with a passion for tech and science. She frequently speaks at events across the country, channeling her 14 years of classroom teaching experience to lecture on topics ranging from disruptive technology, education, and careers. She is the author of The Spaces You Will Go, co-authored the book Martians in Your Classroom, is a founding member of the Council on the Future of Education, president-elect for the NCLA executive board, and vice-president of New and Related Services for ACTE.

One of the biggest issues STEM faces right now is education, says Rachael. Basically, schools should offer it as a part of their curriculum to make young people aware of its existence. And there need to be more opportunities for experts to teach it.

“We need to offer the right education in order for kids to be interested in STEM. But we also need the right teachers,” Rachael says. “And I think that really has a huge impact on the workforce. Students aren’t seeing science, engineering, math, and tech role models or understanding what opportunities are out there for them.”

Of course, parents play a vital role in inspiring future generations to get into STEM too.

“There are so many free resources available to parents with hands-on, fun activities. Give kids books with characters that they can relate to who are interested in science and tech. I wrote a children’s book called The Spaces You’ll Go about a little girl named Cass with her kangaroo robot, and they’re exploring space-related careers,” Rachael says. “These kinds of activities allow children to envision themselves someday in a field that they’re curious about.”

STEM: Our Future May Depend on It

By incorporating STEM into education, kids can learn from a young age that their work can have a positive impact. This early exposure can get them passionate about big world issues moving forward.

“Whether it’s this global pandemic, cybersecurity attacks … overpopulation, renewable energy, anti-aging therapies, there are just so many problems connected to STEM,” Rachael says. “And when it comes down to it, those big problems offer the biggest opportunities for young people to change the world through their careers.”

Of course, while a lot of technical and scientific knowledge comes with STEM skill development, it’s important to focus on the human aspects of the fields as well. After all, we’re using STEM to improve life on Earth and our interactions and connections with each other.

“We have to be more human,” Rachael says. “As we think about technology and advancing the world, it’s more important than ever to focus on humanity and the skills that can’t be replaced by robots or technology.”

I hope you enjoy this episode of #WorkTrends. You can learn more about technology, science, and STEM education by connecting with Rachael Mann on LinkedIn.

How to Build Employer Value with Better Benefits [Podcast]

July 16, 2021/Employee Experience, Podcast Recaps /by Meghan M. Biro

Salary isn’t everything. As a matter of fact, eighty percent of employees say that they’d choose additional benefits over a raise. Sixty percent say that benefits are a huge deciding factor in whether candidates take a job at all. And HR professionals report that the benefits are what’s leveraged most often to retain top talent.

To put it another way: Employees are vocal about the swaying power of offering better benefits. And employers will want to listen.

With this in mind, to stay competitive, organizations need to know how to tailor benefits to both the employees they have and the candidates they want to attract.

Our Guest: Alexa Baggio, Employee Experience Expert

On the latest episode of #WorkTrends, I had the pleasure of speaking with employee experience expert Alexa Baggio. She’s devoted to creating immersive experiences and encouraging thought-provoking interactions between employers and employees–with the aim of improving upon “traditional” HR practices.

For example, Alexa founded The PERKS Conventions (PERKS) to make employee-focused services easier to discover, access, and afford. Currently, PERKS has expanded to six cities across the U.S. and is the largest employee experience expo on Earth. This past year, PERKS also created Showcase™, an innovative virtual benefits fair platform that empowers employers to host live info sessions, eliminate hours of work wrangling vendors, and improve employee experience communications all year round.

With so many employees reporting that better benefits are extremely valuable to them, I asked Alexa how employers can use benefits to build and enhance their employee value proposition. Her answer? Offer personalized benefits to suit specific employees.

“You’ve got four generations in the workforce. Some people care about fertility. Others care about loans,” Alexa says. “Some people also care about debt. How are you going to make everybody happy? You personalize.”

Employee “Experience” vs. Employee “Lifestyle”

So how do you personalize benefits to optimize for a better employee experience? Basically, says Alexa: You choose the lifestyle benefits that suit the employees you hired. In other words, don’t just get a foosball table as a perk because the rumor is that foosball is cool.

“Everybody heard that [foosball] was trendy, so they did it,” Alexa says. “That may be the right culture for the 75-person sales team with an average age of 23 in your office, but what if your culture isn’t that? What if you have a bunch of engineers, or researchers, or lab technicians?”

After figuring out what core benefits fit the employee population, employers need to understand that perks offered also are a reflection of company culture. For example, if your organization values health and wellness, that needs to be articulated in the benefits. Communicate this by offering a gym membership or nutrition program.

“As an employer, you have to decide: What are the cultural benefits you want to signal? Is it fitness? Wellness? Timeliness? Cost reduction? Financial education? Community giving?” Alexa says. “Give people the experience to get in there, and to explore, and show that you’ve got great systems set up to be a person that works there.”

Basically, to stay competitive as an employer, get to know the people you hire. Learn what’s important to them and offer better benefits to reflect that. It could increase the longevity of your hires and foster the company culture you desire.

I hope you enjoy this episode of #WorkTrends, sponsored by PERKS. You can learn more about how to optimize benefits for employee experience and lifestyle by connecting with our guest, Alexa Baggio, on LinkedIn.

The 3 Pillars of Hybrid Workplaces [Podcast]

July 9, 2021/Company Culture, Podcast Recaps /by Meghan M. Biro

It’s irrefutable: Hybrid workplaces are in, and inflexible employers are out.

The data is astounding. In some studies, 80 to 90 percent of employees report wanting to stay remote after the pandemic. And 84 percent of working parents with children under 18 find that the benefits of hybrid workplaces outweigh the cons.

We know now that overall job satisfaction is tied to flexible working models. And we’ve seen that many people are jumping off the “talent cliff” in search of greener pastures that offer full- or partially-remote work options.

The future of hybrid workplaces is now, especially as we all transition back to in-office roles. When it comes to developing a strong hybrid work culture, there’s no time to waste if employers want to stay competitive and prioritize employee satisfaction.

Our Guest: Rhiannon Staples, B2B Marketing Leader and CMO at Hibob

On the latest episode of #WorkTrends, I talked with Rhiannon Staples. She is a global marketing leader who has been architecting expert business strategies and leading start-up teams for over 15 years. Before taking on her current role as Hibob CMO, she was the Global VP of Marketing at NICE Actimize and Global Head of Brand Marketing at Sisense. She’s an expert in brand-to-market strategy, lead generation, and account-based marketing programs. She also specializes in spearheading global growth for companies.

Rhiannon had some great advice for harnessing hybrid work for global growth and business strategy. She said that there are three pillars of hybrid work that companies need to consider in order to design a successful hybrid work model.

“The first is productivity, the second is communication, and the third is culture and connection,” Rhiannon says.

For the first pillar of productivity, employers need to show workers their willingness to be flexible. This will give employees the feeling that employers are dedicated to their success. For the second pillar, they need to adopt an inclusive business model that prioritizes employee communication–whether employees are working remotely or in person. Finally, employers need to empower their HR leaders to create a culture of connection with employees. They need to offer tools and resources that can make the employee experience better.

Leaders also need to approach hybrid work with the point of view that there may be different rules than with traditional remote work.

“Hybrid work is less about letting employees go remote as it is about the work model, type of employment, hours worked, and work location,” Rhiannon says. “So first and foremost, know that ‘hybrid’ is not ‘remote.’ It’s something new that we need to tackle.”

The Benefits of Hybrid Workplaces

I asked Rhiannon how important it is that companies take hybrid work models seriously. Her answer? VERY. Notably, only 13 percent of people said they wanted to go back to the office full-time, five days a week, according to a Hibob study.

“I don’t want to create an impression that employees don’t want to be in the office. Because that’s not the case at all. Basically, our data has shown that employees and managers aspire to have a flexible work environment,” Rhiannon says. “Companies that are bringing employees back full-stop, in-office, five days a week … they’re going to feel the backlash of this. Employees will leave for companies that are offering greater flexibility.”

Data shows that hybrid work is beneficial for everyone, including underrepresented populations. These groups include those with disabilities or those who are neurodivergent. Also, women across the world have greatly benefited from hybrid remote work options, particularly those caring for children or elders.

“We’ve proven over the course of the past year that those companies that have offered flexibility to working mothers have seen great success with that population,” says Rhiannon. “Women having access to flexible work hours and having the option to work from home will open the door for many women to get back to work.”

Embracing a hybrid work model can help organizations retain employees. Also, it can encourage a more diverse workforce. If you ask me, there’s really no downside.

I hope you enjoy this episode of #WorkTrends, sponsored by Hibob. You can learn more useful information on adapting to a hybrid work style by connecting with Rhiannon Staples on LinkedIn.

For more information on this topic, read more here.

Navigating Your HR Career Across Multiple Industries [Podcast]

June 25, 2021/Career Development, Podcast Recaps /by Meghan M. Biro

The landscape of HR is rapidly changing, especially due to the pandemic. With WFH culture escalating and employee needs constantly shifting, HR professionals need to be ready to adapt to the times at a moment’s notice.

Now more than ever, organizations are turning to HR to create a culture of flexibility and adaptability. They recognize that company culture needs to not just welcome change, but thrive in it. Thus, employers need HR departments with individuals who seek to fully understand the industries they work in and make them shine.

Because of the recognition of HR’s value, especially over the past year, more roles are popping up for HR professionals. Many are seriously considering seizing an HR career, but aren’t sure where to start. Turns out, a key aspect of breaking into the HR profession is a desire to know the industry you want to work in, and a willingness to adapt to whatever challenges that industry presents.

Our Guest: Alex Smith, Chief HR Officer for the City of Memphis

It was a delight to talk to Alex Smith, CHRO to the City of Memphis, on this week’s episode of #WorkTrends. Reporting directly to Mayor Jim Strickland, Alex is known for architecting and updating the city’s labor relations. Also, she’s known for being adept at talent management, training, employee engagement, compensation, managing diversity and safety initiatives, and more. She was named the 2021 Leadership Memphis Changemaker and was a nominee for HRO Today magazine’s CHRO of the Year 2020 Award.

The unique aspect of Alex’s career is that she’s worked across multiple industries–working for organizations like Microsoft, Brightstar, Target, and more. I was dying to know what advice she has for anyone trying to break into an HR career, and what she recommends people do to be successful in HR roles.

“Whether it’s starting off in recruiting, manufacturing, government, or any industry, I think just getting into a function and seeing how HR works is a very important step. And ultimately all of the experience that you gain over the years, it all builds up,” Alex says.

Once you land the job, to truly stand out over the course of your HR career, you have to have an open mind. Be flexible in the face of difficult decisions and shifting employee needs.

“Most of the time, and truly the pandemic has shown this, the issues you face in HR are not black and white. They’re usually very gray,” says Alex. “So having multiple experiences from different industries helps you to have a comprehensive view and approach to solving certain problems for the organizations that you work for.”

If You Want to Work in HR, You Must Seek to Understand

As you grow in your HR career and attain new roles across industries, Alex says it’s vital to show an interest in the ins-and-outs of each industry you pursue. Recognizing that employee needs vary and that HR decisions will fluctuate based on context is crucial to success.

“‘Seek to understand’ is a phrase that I learned really early in my career. And I’ve found it to be true in a number of different circumstances. When you’re transitioning into a new industry, seek to understand the historical perspective of how the industry has evolved. Also, learn why certain rules, policies, and procedures are in place,” Alex says. “Not rushing to judgment, and not rushing to change things, I think is important.”

Basically, seeking to understand will help any HR professional adapt to what’s coming. The changes incited by the pandemic are just one example of how HR roles and responsibilities change. It’s a never-ending process, and it requires flexibility.

“I think the name of the game for every organization in the future is going to be flexibility. For instance, they can be flexible with their work environments, with their working arrangements. With how they think about who’s going to be doing work. Whether it’s full-time, part-time, flexible around work hours,” Alex explains. “The pandemic showed us that people can be very effective working remotely, working from different places, and using different technology.”

I hope you enjoy this episode of #WorkTrends. If you’re thinking about an HR career or want to level up the one you have, consider Alex’s perspective. Are you flexible? Do you seek to understand? Also, how can you make changes to do so? Learn more about this topic by connecting with our guest, Alex Smith, on LinkedIn.

Image by Andrea Piacquadio

The Languishing Issue: Help Employees Move from Stuck to Strong [Podcast]

June 11, 2021/Employee Well-Being, Podcast Recaps /by Meghan M. Biro

Ever get that blah feeling? That surge of listlessness you can’t explain? The thing that keeps you in bed watching Buffy the Vampire Slayer until 8:13 am when you have a work Zoom meeting at 8:15? Well, that blah feeling is called languishing, and it’s what some are calling the dominant feeling of 2021.

Languishing is a newly discovered mental health state that encompasses a sensation characterized by apathy, dissatisfaction, and loss of interest in most things. And it can dramatically affect your success at work.

With 85 percent of employees reporting that they’d take a $5,000 pay cut to feel happier at work, and with so many employees leaving companies at a rapid rate–employers and employees both need to take languishing seriously.

Our Guest: Maya Garza, VP of Solution Consulting and Behavioral Science at BetterUp

On this week’s episode of #WorkTrends I was excited to talk to Maya Garza, vice president of solution consulting and behavioral science at BetterUp, about the languishing phenomenon. Maya leads the team of behavioral scientists who serve as executive advisors to our partners. With over 15 years of experience working with Fortune 500 organizations to implement human-capital solutions, she’s an expert at maximizing human potential.

I asked Maya what she thinks the most overlooked employee issue is to date. Unequivocally, she said, it’s mental health and well-being. And that is due in part to a widespread misunderstanding of mental health issues.

This lack of understanding can hurt the company, Maya explained, because BetterUp research shows that 55 percent of employees are languishing.

“Those who are languishing experience heightened stress and physical and mental exhaustion,” Maya said. “Employees at work might feel overwhelmed, down on themselves, or uninspired … They might even put off what used to be a challenging or an exciting task. That turns into a snowball effect that then leads to stress and burnout and lack of innovation.”

How can everyone deal with the experience of languishing?

The first step to managing the experience is to admit that you’re languishing.

“Simply asking yourself where you are mentally is actually a helpful diagnostic tool. And next you might want to think about, well, gosh, how do I get myself out of that?”

Maya suggests celebrating small wins and reminding yourself what you’re grateful for. Research shows that these practices help improve mental health. Of course, Maya says, it will take more than individual employee actions to help with organization-wide mental health issues.

“Moving yourself from stuck or languishing to truly flourishing is really hard to do. You don’t solve it by one walk or one talk with yourself. You really do need systemic intervention. And I think this is where HR can really be that thought partner for managers and for leaders,” Maya says.

“What it really comes down to is: Is the leadership at your organization being intentional? Are they really deeply thinking about aligning their words and their actions? So remember, we are humans first, we are employees second … Change is accelerated from the bottom up and we need to invest in the potential for every employee to really be at their best.”

I hope you enjoy this episode of #WorkTrends sponsored by BetterUp. I think we could all benefit from imagining what our teams can do if they’re feeling their best, and how we can make that so. You can learn more about this topic by connecting with our guest, Maya Garza, on LinkedIn.

Image by Austin Distel

Avoid the Workplace Talent Cliff [Podcast]

June 4, 2021/Leadership, Podcast Recaps /by Meghan M. Biro

The talent cliff is a phenomenon where businesses lose employees at a rapid rate. It isn’t a new problem, but it regularly appears in times of crisis, such as the 2008 stock market crash, and of course, the 2020-2021 pandemic. Because of the present WFH lifestyle, people are reconsidering their options, keeping their eyes open for new and better career opportunities.

Meaning the talent cliff is a constant threat to business success, especially right now.

Many organizations are in a position to suffer losses of key people who fill critical roles aligned with the organization’s overall business strategy. Finding and filling these roles quickly is essential but not always possible, especially when it’s a job candidate’s market. That’s why it’s important to stay ahead of the game and focus on preventing employees from leaving, rather than scrambling to hire talent later.

Our Guest: Jennifer Thornton, Talent Strategy and Leadership Expert

The special guest on this week’s episode of #WorkTrends is Jennifer Thornton, a sought-after business strategist who has clocked over two decades as an HR professional. She takes an unconventional approach to building workforce development solutions for companies, and her impressive expertise in talent strategy and leadership helped drive the rapid growth of her consulting firm, 304 Coaching.

I asked Jennifer why some businesses wind up staring over the edge of the talent cliff, while others don’t. And the heart of the matter is: Businesses who don’t value employee satisfaction will likely suffer the most.

“When a business starts to take off, they start throwing all their resources into increasing their revenue, opening up new markets,” Jennifer explains. “But what they don’t say at the same time is: What do we need to do for our talent to ensure that they can keep up the pace with our growth?”

“After a company continues to grow, the leaders usually get super directive, and the good people don’t want to work for someone highly directive. So they leave. Then the people you’re left with are the, ‘Yes sir,’ ‘Yes ma’am’ kind of folks. And they’re not telling you the truth. And then all of a sudden the productivity–it just goes straight down–off the cliff!”

How Can Businesses Avoid the Dreaded Talent Cliff?

I asked Jennifer about what leaders can do to avoid the talent cliff, or at least curb more employee losses. She explained that leaders need to provide psychological safety. They need to give employees space to honestly express ideas, and leaders need to be prepared to respond in a supportive manner.

“Psychological safety allows people in the workplace to be honest, to be truthful, to fully embrace who they are without judgment, which creates productivity and innovation,” Jennifer says. “When you open up the conversation, people feel valued … They feel like it’s safe to bring ideas to you because you don’t just shut them down.”

“I would encourage your listeners to think: How do you think about opening up that conversation so there is psychological safety and so that the business can move forward with the truth?”

The talent cliff is a threat to all businesses. But if you prioritize team needs, it will help you to retain valuable employees and amplify overall business growth.

I hope you enjoy this episode of #WorkTrends. And I hope it communicates that the key to a successful business strategy is valuing the people who are helping you to achieve it. You can learn more about this topic by connecting with our guest, Jennifer Thornton, on LinkedIn.

Image from Stokkete

Loneliness and Isolation: Fighting New Forms of Employee Burnout

May 21, 2021/Employee Well-Being, Podcast Recaps /by Meghan M. Biro

Employee burnout is real. According to a Gallup poll, a staggering 76% of employees experience some form of burnout in their careers. In a survey conducted here at TalentCulture, only 5% said they had not experienced any feelings of burnout since the pandemic began.

So, what’s causing this? The usual suspects like heavy workloads are, unreasonable deadlines exist, of course. The absence of direction and feedback from supervisors and lack of upward mobility remain near the top of the list. But two other reasons for employee burnout surfaced during the pandemic: Isolation and loneliness. And here’s the thing: Feelings of loneliness and isolation can affect one’s health in the same way that smoking 15 cigarettes a day can. In a separate study, researcher Juliane Holt-Lundstad found that loneliness is worse for you than obesity.

It doesn’t get any more real than that. Let’s discuss…

Our Guest: Amy Durham, Certified Executive Coach and Corporate Mystic

This week, Amy Durham joined me on the #WorkTrends podcast. Amy is a U.C. Berkeley Certified Executive Coach, an Emotional Intelligence Practitioner, and is the author of Create Magic at Work. Amy has been studying the impact of loneliness and isolation in the pandemic workplace, and she’s here to understand how leadership and employees can work together towards a plan to overcome the overwhelming effects these factors have on the body and mind. When I asked Amy what is causing burnout today, she got right to the root cause and the solution:

“Harvard Business Review came out with an article about ‘America’s loneliest workers.’ What they found was that the lack of workplace social support had negative business outcomes. And what’s cool is that if you bring people together, even on Zoom, it increases job satisfaction and reduces burnout.”

“Bringing people together — providing social support — is so important. And it’s a win-win because it improves profitability and productivity, keeps retention high and helps employees stay engaged.”

Combating Employee Burnout Through Connections

I asked Amy what leaders can do to help eliminate the feelings of loneliness and isolation as they worked from home — or anywhere else — where social support wasn’t readily available or apparent.

“I encourage every leader to take responsibility — to have the courage to facilitate a connecting activity. For example, ask a meaningful question to kick off a meeting like ‘When was the last time something gave you goosebumps?’ and then listen, really listen, to the answer.”

“People never forget that because you actually connect with someone,” Amy added as she stressed how important that social connection is to preventing, or defeating, loneliness and isolation.

Yes, employee burnout is real. And as we identify new forms and new causes, we must pay attention. As Amy says, we must have the courage to take responsibility. And we, as business leaders and HR professionals, must act.

I hope you enjoy this episode of #WorkTrends — and I hope it inspires you to make meaningful connections and provide the social support that helps combat this new form of employee burnout. I also hope you’ll learn more about this issue by connecting with our guest, Amy Durham, on LinkedIn and Twitter.

Image by Olivier Le Moal

Talent Acquisition Requires Better Candidate AND Recruiter Experience

May 14, 2021/HR Technology, Podcast Recaps /by Meghan M. Biro

As we start to put the crushing impact of the pandemic behind us, businesses — and the talent acquisition function of HR in particular — continue to face a dilemma.

On the one hand, the hiring process must be efficient. On the other hand, it’s difficult to make hiring personal — more human — when so many potential candidates apply for every job. Any lack of efficiency means your business is trailing the competition. But a lack of personal touch may drive away candidates. Winning the war for talent depends largely on striking a balance in this all-too-gray area.

This episode of #WorkTrends will help. Today, we discuss HR technology designed to help businesses like yours find that happy medium.

Our Guest: Alex Murphy, CEO of JobSync

With me today is Alex Murphy, an entrepreneur, investor, and advisor to start-ups and other companies in the Talent Acquisition Technology (TAtech) industry. He is currently the CEO and co-founder of a 2021 TalentCulture HR Tech Award winner, JobSync. At JobSync, Alex and his team create a simple, seamless, and secure hiring experience for employers and candidates.

I started my conversation with Alex by asking why many of the tools available to HR today fail to meet the needs of candidates and recruiters. Alex described the root cause of the issue perfectly:

“Companies and buyers try to make the decisions that make their teams more efficient. But adding more standalone systems actually makes their teams less efficient. When a company gets to be hundreds and thousands of people, there are often 50, 80, 100 different data points unique to that company.” Alex added that far too often, vendors don’t design those systems to work together. And, despite the best of intentions, it sometimes brings the hiring process to a halt.

“There isn’t enough understanding around how to get that data to come together and to create that interoperability — that connectivity — we all need.”

Next Level Talent Acquisition: Improving Candidate and Recruiter Experience

Alex went on to say that without that connection, it is difficult at best to serve candidates and recruiters well. As a result, recruiters become Excel jockeys, and the expectations of candidates are left unmet. There must be a better way, right?

“That’s why we exist. We create these prebuilt connections between the various systems to be able to enable that data flow. It’s important… it’s imperative… it’s a requirement that the company has a company-first and client-first point of view.”

I couldn’t agree more. When it comes to recruiter efficiency and candidate experience, any discussion of talent acquisition must include “and” — not “or” — statements.

So you can learn more about the importance of an HR Tech stack that treats candidates and recruiters well, I encourage you to listen in to this week’s episode of #WorkTrends.

And be sure to connect with Alex on LinkedIn and Twitter!