languishing

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

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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.

talent cliff

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Avoid the Workplace Talent Cliff [Podcast]

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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.

employee burnout

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Loneliness and Isolation: Fighting New Forms of Employee Burnout

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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.

 

 

talent acquisition

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Talent Acquisition Requires Better Candidate AND Recruiter Experience

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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!

 

employee well-being

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How Your Approach to Employee Well-being Impacts Business [Podcast]

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Thus far into the COVID-19 crisis, mental health and well-being have dropped a staggering 33 percent. As a result, many employees are no longer content with basic health benefits as a perk. Instead, now more than ever, they think of wellness as a critical element of their overall compensation package. As many employers are learning: The pandemic didn’t just revolutionize remote work. It is also driving a pivot in how organizations approach employee well-being.

So in this week’s episode of #WorkTrends, we’re discussing how an organization’s post-pandemic approach to employee well-being impacts so much more than just performance. Let’s get started!

Our Guest: David Osborne, CEO of Virgin Pulse

David Osborne, the CEO of Virgin Pulse — the world’s largest digital health and well-being company — joins us on this week’s podcast. Given his company’s focus on bringing employee well-being into the DNA of corporate culture, David is uniquely qualified to help us take on this timely topic.

I started this episode by asking David the difference between “basic health benefits” and a more human approach to employee well-being. David framed our entire conversation with his response:

“Well-being prioritizes the whole person. It takes everything into account. Physical activity, nutrition, sleep, financial wellness, mental health, and more.” 

David quickly added that today’s best employers realize that “wellness” is a much different approach than just offering healthcare benefits — and provide a human-focused level of care to their people.

Employee Well-being: The Right Approach

“People are going to come out of the pandemic relatively broken. A lack of activity, gaining weight, mental health, the financial impact, depression, anxiety, substance abuse, etc. So well-being should be the number one area employers focus on right now. As more people get the vaccination and the world opens up, employers must meet employees where they are. They must recognize that life and work are not going to go back to just the status quo.”

“We’re not going to flick a switch and be perfectly fine all over again. We must be prepared.”

David and I went on to talk about how the approach employers take to wellness — starting right now — can make or break their businesses. Grab a cup of caffeination or a healthy drink of water, and listen to the entire episode!

We thank Virgin Pulse for sponsoring this week’s episode of #WorkTrends, and we thank David for joining us! Be sure to connect with David on LinkedIn and follow Virgin Pulse on Twitter. 

And, as always, thank you for being a member of the TalentCulture community!

 

recruiting today

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Recruiting Today: How to Humanize a Digital Hiring Experience [Podcast]

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A recent analysis by McKinsey found that the pandemic has transformed how we work for good. Yes, some of us will return to the workplace. Many others, though, will become part of a hybrid team or remain remote contributors. Some of us may never return to a traditional office setting. This rapid change has hit many HR functions just as hard. Recruiting today, after all, is not what it was a year ago. And it isn’t going back to the old normal ever again.

Recruiting — I know from experience — can be slow to change, though. It’s not that hiring wants to be old-fashioned. But the roots of the entire hiring ecosystem have grown strong due to existing personal connections and through the growth of human relationships. So for many recruiters, the questions have become: 

  • How do we extend those connections and relationships into the digital realm?
  • How do we create a great candidate experience without — at least until an employer is ready to extend a job offer — ever meeting in person? 

Let’s discuss… on #WorkTrends Conversations.

Our Guests: PeopleLift’s Tim Visconti (CEO) and Tim David (COO)

On this episode of #WorkTrends, I welcomed two Tims — Tim Visconti, CEO at PeopleLift, and Tim David, PeopleLift’s COO. The goal for our time together: Discussing how the recruiting landscape has changed, forever. Both Tims are uniquely positioned to talk about this timely topic. After all, PeopleLift is a rapidly growing Employee Experience (EX) consulting firm with operations in three countries. They truly have a global perspective on the challenges recruiters face in today’s marketplace.

Of course, I had to start our conversation by asking what about recruiting has changed most since the pandemic began. Tim Visconti’s answer was at first brief but spot-on:

“What hasn’t changed?”

Recruiting Today: Humanizing a Mostly Digital Process

After taking on topics like PeopleLift’s approach to recruiting today, the best recruiting tools available, and diversity and inclusion, I asked the questions on everyone’s mind: How do we humanize a mostly digital process while creating an excellent candidate experience. Tim Visconti helped with an insightful answer:

“It’s about being intentional. During our interview process, our recruiters are very intentional about keeping in touch with candidates. They are really present in those conversations; they’re engaging personally with candidates — every step of the way.”

Tim Davis agreed the human aspect of recruiting is more important than ever now, even when the process is mostly digital:

“Bringing the human aspect back to the recruiting process is key. Tools that started coming out prior to COVID were meant to remove the human interaction. So I’m excited to see the human aspect come back to that recruiting profession now. That is the cornerstone of our company; it is how we operate. We operate because we care. And it’s exciting to see how other companies are employing that methodology as well.”

I love that we’re getting back to human — and back to concepts like caring. After all that we’ve been through in the last fifteen months, could the timing be any better?

I encourage you to check out the fine work PeopleLift is doing in recruiting today, as well as their caring approach to employee experience. And I thank them for sponsoring this episode of #WorkTrends Conversations! And please consider connecting with Tim Visconti on LinkedIn here, and with Tim David here.

Now… go be human.

 

 

evolution of HR

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After the COVID-19 Crisis: The Inevitable Evolution of HR [#WorkTrends]

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Few global events have dramatically transformed the world of work as the COVID-19 crisis. Perhaps the most critical issue to the modern workforce, its impact will be felt for some time. Along the way, the pandemic placed our HR teams in the middle of enormous change. And today, HR departments lie at the heart of the transformation. Indeed, we’re watching and living the evolution of HR — in real-time.

While keeping dispersed teams motivated and engaged, how will HR teams keep up with the change still happening in workplaces every day? How will HR work with leadership to drive oh-so-needed successful business transformations? What will we change first… and how will we make it last?

Let’s discuss…

Our Guest: Lisa Dodman, Chief People Officer at Unit4

On #WorkTrends this week, the Chief People Officer at Unit4, Lisa Dodman, joined us to talk about the change happening in workplaces across the world — and what HR departments can do to lead and enable successful business transformations. Recently, Unit 4 underwent a transformation of its own, renaming its “Human Resources” department “People Success.” All because, as Lisa said, “…we are in business for people. People Success is about putting your people first.” So who better to talk to about the inevitable evolution of HR?

I asked Lisa about the most significant challenge her People Success team has faced since the pandemic began. Lisa told us, “During a pandemic, you must have a ‘people first’ value, front-and-center. We created a focus on safety and wellbeing. We safeguarded jobs while we created practical engagement solutions. And we helped our managers recognize and help employees who may be struggling.”

“Crisis does create opportunity — and we were out there, for our people and their families.”

Evolution of HR: Building a Better Normal

Lisa and I talked about Unit4s award-winning work — and further about their own transformation, including programs like “Freedom of Choice” (including limitless vacation days), “Fit4u,” and “Unit4 Kids.“ I then asked Lisa what HR can do now to build, in her words, a “better normal.” As we wonder how the post-pandemic workplace will take shape, Lisa’s answer made so much sense. 

“First, we must put wellbeing at the top of the agenda, where it is needed. Then, post-pandemic, as people return to a better normal,  HR must be able to move at speed. The work environment is still rapidly changing; this is not an easy journey.”

“Our role as People Success, or Human Resources, is important: We must help people on that journey.”

Unit4 is living their “people first” value. And I couldn’t be any more impressed. 

Is your company, as it looks ahead to a post-pandemic workplace and the evolution of HR, ready to put people first? If not, perhaps you should connect with Lisa on LinkedIn — and start a conversation of your own.

 

We thank Unit4 for sponsoring this episode of #WorkTrends!

 

workplace reintegration

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Strategies for Managing Workplace Reintegration [#WorkTrends]

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Since the coronavirus pandemic began, one question has been on everyone’s minds: When can we go back to normal? Of course, many areas are seeing cases and hospitalizations drop. And more of us are getting vaccinated. So that question has become: When can we go back to work? Or, from the perspective of employers: How will the best companies safely begin the workplace reintegration process while reducing risk and taking good care of employees?

Unfortunately, this issue comes with a great deal of gray area — especially among workers that remain concerned for their safety. So on this episode of #WorkTrends, we set out to learn the answers to these questions. And we had just the right person to ask…

Our Guest: Phillip Maltin, Commercial & Employment Risk Control Attorney

Joining us on #WorkTrends this week is Phillip Maltin, a trial lawyer for litigation powerhouse Raines Feldman LLP. Phil is Chair of the firm’s Commercial & Employment Risk Control Department, which provides advice, counseling and trial representation in employment and commercial matters. 

Early in our conversation, I asked Phil a question on the minds of many business and HR leaders: Can an employee — perhaps due to a fear of catching the virus — refuse to come back to work? Phil’s answer shows us just how carefully companies must approach this and other sensitive issues:

“The employer gets to control the workplace. If they need the employee to come back, that person’s got to come back. But if the employee has a disability — an auto-immune deficiency that puts that person at greater risk to one of the COVID variants, perhaps — the employee and employer must enter the interactive process required by state and local laws.” In other words, an employer must assume there may be no two situations exactly the same — and they must be ready to take each case one at a time. Phil’s advice: Engage directly with the employee by saying:

“Let’s talk about the things we can do for you that will help you get the job done — and help you get back here safely.”

Workplace Reintegration: Focus on Respect

Phil and I went on to talk about many other elements of a successful return to work strategy, including how to handle workers who wish to stay remote. We also discussed how the harsh political landscape and headline issues like social justice and sexual harassment might impact the workplace once we’re back in the office. Phil continued to dispense solid advice:

“We must remind folks of their obligation to treat people with respect. To honor the feelings and choices of others and to support anti-harassment and discrimination policies. Go through this with the common theme of respecting each other.”

As you know, the process of workplace reintegration won’t be easy. But after listening to this important episode of #WorkTrends, please take Phil’s advice — and treat everyone with the respect they’ve earned since the COVID-19 pandemic began.

Want to follow Phil’s work and benefit from more of his wisdom? Connect with him on LinkedIn and Twitter. 

 

healthy living

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The Secret to Healthy Living: Work Well and Play More [#WorkTrends]

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For more than a year now, many of us have been enjoying our work at home experience. On the surface, this has been an opportunity for better integration of work and life commitments. We’ve enjoyed being more available to family and friends (including the furry variety). We’re also eating at home more often and, with much lower commute times, perhaps sleeping more. That seems like healthy living to me.

But in a recent poll here at TalentCulture, nearly half of you said your employer expects you to be available at all times. So do we really have greater balance? Are we taking the breaks required to remain healthy? Are we eating better and sleeping more?

If we’re constantly answering texts and emails — always working — are we really living healthier lives than our pre-pandemic selves?

Our Guest: Marcey Rader, Health and Wellness Expert

Joining us on this week’s episode of #WorkTrends is Marcey Rader, an accredited health and wellness expert, award-winning speaker, sought-after productivity coach, and author of three books. In other words, she’s perfectly qualified to discuss the issue of healthy living within our current work from home realities. From a health perspective, I asked Marcey about the upsides — and downsides — of working remotely.

“When COVID hit us last year, we heard people saying ‘I’m losing 25 pounds because now I’m taking walks every afternoon,” Marcey said. But then she added: “Now, though, we have the COVID 25  where people are not moving enough.” 

So the primary downside, simply put by Marcey: “We’re not moving enough.”

Healthy Living Secret: Work Well, Play More

Marcey went on to say that healthy living isn’t all about work-life balance, but working well and, yes, playing more. And by playing, Marcey talks about taking advantage of every “movement opportunity.” 

Marcey defines these movement opportunities as, “Every hour you get up and you do 20 squats. Or you’re doing push-ups after each of your meetings. Or you’re doing walkie-talkies (walking and talking) on the phone during meetings.” Marcey further clarified this practical secret to healthy living: 

“Any movement opportunity you can fit in your day can be helpful. We must keep moving!”

Marcey went on to talk about the importance of NEAT (non-exercise activity thermogenesis), quality sleep, and so much more. And here’s what I learned from our conversation: Working well and playing more are not mutually exclusive concepts. Using walkie-talkie meetings as an example, we can play — we can move — while we work. 

To learn more about Marcey’s work, connect with her on LinkedIn. And check out her newest book, Work Well. Play More!: Productive, Clutter-Free, Healthy Living – One Step at a Time.

 

financial literacy

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Financial Literacy: Current State and Impact on Post-Pandemic Workplaces

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The pandemic has altered almost every aspect of our lives. It has exposed fault lines in our country, workplaces, and at home. Many of us didn’t realize one area would significantly impact us as it has: financial well-being. This is why it is more important than ever to talk about financial literacy: 

According to a survey from the National Endowment for Financial Education:

  • 88 percent of Americans say the COVID-19 crisis has caused stress on their personal finances
  • 89% believe that lack of financial education contributes to larger-scale social problems in America
  • And 83 percent of HR professionals report that personal finance worries had an enormous impact on overall employee performance

So, as we look ahead to what a post-pandemic workplace looks and feels — and because we know business leaders and HR professionals want to do everything possible to keep employees focused and productive — we at TalentCulture must ask a tough question:

What role should employers play in the financial literacy of their employees?

Our Guest: Personal Finance Expert and Mentor, Danny Kofke

Danny Kofke, a Motivational Mentor for Mentoro — a financial education company that provides a turn-key financial awareness solution — joined me on this week’s episode of #WorkTrends Conversations to help answer our question. Danny began our conversation by telling us what aspects of financial literacy have changed most since the pandemic started:

“Unfortunately, even before the pandemic hit, a lot of people weren’t doing well with their money. But the pandemic has definitely had a detrimental effect on many people’s finances. Many are not aware of their options; they are relying much more on debt.” After Danny, a former school teacher, explained that financial literacy is never taught in school, he emphasized that the sense of urgency for many employees is real; people are hurting now. He then answered our question about how employers can help:

“The pandemic is almost over. But for many, the next crisis — a financial crisis — is coming. That’s where a financial wellness program can definitely play a part.” 

Which is precisely the role employers can play as we co-create the post-pandemic workplace with our employees.

The Key to Financial Literacy: Employer-Driven Education

“The annual cost of financial stress to the employer,” Danny went on to say, “in lost productivity and absenteeism is over $2,000 a year per employee. An employer-driven financial wellness program not only help minimize that stress, but it also increases company loyalty.” Danny added that employees see this benefit as an example of their employer going above and beyond, providing education designed to help them with their finances and overall well-being.

During our conversation, Danny convinced me that employers are uniquely positioned to help their employees become financially literate — today and in the long-term. For employees struggling with their post-pandemic financial situations, employers can help right away by saying:

“I’m never going to allow my employees to face this alone again. We can help take this burden off them.”

To learn more about Danny and how he can help you help your employees, reach out to him on LinkedIn.

And, of course, as you consider a financial wellness program as part of your comprehensive employee benefits package, check out Mentoro — and be sure to thank them for sponsoring this episode of #WorkTrends Conversations!

workplace failure

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Stop Promoting Workplace Failure and Accepting Mediocrity [Podcast]

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In the world of work, we tend to be tolerant — perhaps overly tolerant — of failure. Of course, no business sets out to fail. And yet, we often find ourselves surrounded by workplace failure — often initiated by new leaders who seem to try not to fail rather than preparing for success. Even worse, as work teams and entire organizations, we too often accept the resulting mediocrity as normal.

So when do we stop promoting people only to watch them fail? How do we move work teams past normalized mediocrity?

Our Guest: Claire Chandler, Leadership Effectiveness Expert

This week on the #WorkTrends podcast, Claire Chandler, President and Founder of Talent Boost, joins us to answer my questions about why we accept mediocrity from our leaders and teams — and why companies tend to promote high-performers only to watch them fail.

Claire explained companies tend to promote individuals based on past performance rather than future potential. “Companies certainly don’t strive for failure. But organizations tend to make the assumption that a leader in a new role is going to figure it out. And without a lot of hand-holding, a lot of support, or training or onboarding. It’s as if we’re saying, ‘They’re A-players. They’ve done some great things in the past. They’ll figure it out.’ And unfortunately, the statistics don’t bear that out.” Soon, Claire intimated, a mediocre performance level becomes the norm.

“And mediocrity can turn into failure very, very quickly.”

The Root Cause of Workplace Failure: Lack of Preparedness

“McKinsey says, based on all the research and all the interviews they’ve done, that 75% of leaders cite a lack of preparedness as the number one cause of workplace and leadership failure,” Claire told us. “And it’s not ‘did they mentally prepare’ or ‘do they have the right resume,’” she added. Instead, it’s more about the preparedness that comes from leaders asking: “What will it take to succeed in this specific new role?”

Claire went on to tell us how organizations can intentionally prepare their top performers for success in new leadership roles, the importance of gaining clarity on the company mission and how a leader helps achieve that mission, and so much more. Listen to the entire episode. As you do, take a close look at your team and organization. Then ask yourself:

Does your company promote high performers then enable them to fail as leaders? Do they, and the people who work for them, start to accept mediocrity as normal?

If the answer might be yes, connect with Claire on LinkedIn or visit her website.

 

business reinvention natural process

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Business Reinvention: Disruption and Chaos a Natural Process [Podcast]

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Disruption is constant; by definition, it drives in business reinvention — and never more than it has over the past year. And yet, some companies and people have thrived within all the chaos. In this episode of #WorkTrends, we’re discussing exactly how some organizations and their leaders have taken unforeseen chaos and turned it into a benefit they can leverage.

This is about more than “turning lemons into lemonade.” This is about competitive advantage.

Our Guest: Dr. Nadya Zhexembayeva, the “Reinvention Queen”

On our latest episode of the #WorkTrends podcast, Dr. Nadya — a renowned consultant, 4-time TEDx talker and 3-time author — joined us to provide insights on how the best organizations embrace chaos as they reinvent themselves. Her latest book, The Chief Reinvention Officer Handbook: How to Thrive in Chaos, is available now.

Dr. Nadya explained why disruption, chaos, and crisis — certainly constants in almost every business over the past 12 months — were actually a good thing. I then asked how business leaders can get more comfortable with chaos. Her answer helps us understand why we must look at change differently:

“In general, we don’t mind change. If you think about when a healthy baby is born, we love change. And you don’t need to offer that baby a bonus to start walking. They start walking because they like trying new things. But we educate our kids out of the love of change very early because we adults want to live in a stable world. Stories and proverbs tell us that change is bad, stability is good, and we should hold on to things that we have.” Dr. Nadya summed up this portion of our conversation succinctly when she said:

“We are not born averse to change. But we are educated to associate change with a threat.”

Business Reinvention: The Best Kind of Change

Dr. Nadya went on to say that for leaders and organizations to embrace change, we must forget what we think we know. “The solution is to start unlearning some of this learned behavior,” she said. “We must help our teams unlearn that behavior as well. Just launching that discussion will send the team in the right direction.”

From there, Dr. Nadya said, we must redefine “reinvention.”

“We are in an era where we must reinvent every two or three years — or less — to survive. Reinvention can no longer be a project; it’s a process — a cycle of renewal. Just like nature reinvents on a regular basis. You don’t see a tree standing in the fall and saying, ‘I’m not going to let go of the leaves I worked so hard to produce. I’m not going to let go of this process. I worked so hard to put this process together,” she said. Then she added:

“Nature invents and reinvents in a cyclical fashion, and today’s businesses must do the same.”

If you know me, you know I thrive on change. Still, this conversation helped put the willingness to embrace change in a different light. Be sure to listen in and then help your team or organization embrace business reinvention. 

To learn more about Dr. Nadya’s work, connect with her on LinkedIn.

 

2021 workplace healthcare trends

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2021 Workplace Healthcare Trends: What Employers Must Know [Podcast]

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The tsunami of turmoil that started in 2020 has continued wreaking havoc in 2021. Over the past year, the accompanying stress and uncertainty have taken a toll on employees. As a result, those employees now expect their employers to step up and be supportive in ways unfamiliar to them. This demand has forced entire organizations to take a fresh look at 2021 workplace healthcare trends and re-evaluate their current wellness benefits.

How do employers keep up with those trends? What must they know to help employees better deal with physical and mental wellness issues?

Our Guest: Richa Gupta, Veteran HR Executive

Joining me on this week’s episode of #WorkTrends is a well-respected HR executive, Richa Gupta. Richa has had a front-row seat as 2021 workplace healthcare trends have developed, so I have been looking forward to this critical conversation. First, I asked Richa how the pandemic has forced companies to shift their healthcare and wellness priorities this year. Her answer showcased three distinct elements of this worldwide conversation:

  • The different ways employees work today; how and where we get our work done
  • The evolution of leadership; specifically, how we lead our workforce out of the pandemic
  • Health and wellbeing strategies; how employers are helping care for employees

“Employers play a very vital role in employee health in 2021,” Richa said. “Specifically, given their extensive reach into the workforce, midsize and large employers play a critical leadership role in health advocacy.” 

“Employers are a trusted resource for healthcare, so they must realize they are at the core of today’s wellness issues.”

An Insider Look at Understanding 2021 Workplace Healthcare Trends

In large part because of the pandemic, Richa said the most significant workplace trend is that as the pandemic maintains its grip on the workplace and presents ongoing health and wellbeing challenges, many companies are changing their wellness-related priorities. And that starts with personalizing the benefits offered to employees.

“CHROs in particular need to more deeply understand their employee population. So they’re starting to ask questions that we didn’t before. How do we serve them differently? How do we cater to their specific healthcare and well-being needs?”

Richa added: “How we ensure a healthier, productive workforce starts with understanding who you have — and then catering to them by offering benefits in a very personalized way.”

I couldn’t agree more; the reality is one-size-fits-all healthcare plans just don’t work now. Maybe they never have.

I gained valuable insight from Richa during this conversation — and I know you will too. Enjoy the listen, then incorporate Richa’s sage advice into your company’s inevitable transformation.

To learn more about Richa and her work, connect with her on LinkedIn.

 

women in the workplace

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Women in the Workplace: The Continuing Struggle [#WorkTrends]

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Women in the workforce have always faced a lack of upward mobility, unequal pay, and suppression of our talent in the workplace. Now, let’s add the pull to leave the workforce to serve as a full-time caretaker. Or the need to balance work-from-home responsibilities with distance learning, elder care, and so much more.

How do women finally break down these barriers — old and new — and be seen as equal contributors in the workplace?

Our Guest: Kate Bischoff, Employment Attorney and HR Professional

On this week’s episode of #WorkTrends, Kate Bischoff joins us to discuss the continuing struggle of women in the workplace. An employment attorney and human resources professional who works closely with executive and HR teams to improve their workplaces, Kate is highly qualified to talk about the most significant hurdles women face at work today. And the number one obstacle, according to Kate?

“COVID. In the last nine months, we’ve seen so many women leave the workforce. We’re back to 1988 levels of women in the workplace. This pandemic has been a crisis upon a crisis upon a crisis. And we have lost women to such a dramatic degree.”

Yes, folks, the “Shecession” is real.

Women in the Workplace: Bringing Them Back

I asked Kate her views on bringing women back into the workforce, perhaps once pandemic-caused pressures are further behind us. “The first step,” Kate said after noting women have recently had to leave their jobs and careers to take care of family, “Is to eliminate things that hamper women when they’re looking for jobs. For example, eliminate the idea that a gap in your employment is a bad thing… like you must be a bad employee.”

Another necessary step, Kate says, is a pay audit, where a company uses existing data to determine any discrepancies in how they pay people and why. Using Salesforce as an example of a transparent company, Kate said that when employers take on this critical task, they are saying to not just women, but everyone:

“We want to make sure we are compensating you for the value you bring — and we’re also making sure everyone sees that we value you appropriately.”

During our conversation, Kate shared many other insights into this continuing struggle. So grab that next cup of coffee, set aside fifteen minutes, and listen in. You’ll be glad you did!

To learn more about Kate’s work, look for her on LinkedIn and at tHRive Law & Consulting.

elder caregiving

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[#WorkTrends] Elder Caregiving: A Growing Employee Crisis

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Many members of the 70 million-strong Baby Boomer generation are at prime caregiving age, and soon many will become care recipients themselves. While they will live longer than previous generations, they will also be fighting many battles with age-related health issues. And with hospital stays becoming shorter, this means many employees will soon be fighting a crisis new to them: in-home elder caregiving.

How can employers help their team members through this inevitable crisis? And why should they care?

Our Guest: Larry Nisenson from CareScout

On this week’s episode of #WorkTrends, Larry Nisenson of Genworth U.S. Life Insurance Segment and CareScout® Caregiver Support Services joins us to discuss how employers can anticipate the growing need for eldercare. We jumped right into the conversation by learning just how extensive the eldercare crisis will become:

“There exists today, in just in the US, over 40 million unpaid family caregivers,” Larry said. “Over the next decade, we expect that number to balloon up to 80 million. As the US economy ages and more folks must pitch in to help parents and loved ones, there is a dramatic impact on the US economy and workplace productivity. That puts incredible pressure on folks like you and me trying to work and take care of those we care about.” 

Larry added that the situation often forces people to choose: “Do they take this burden on alone? Or so they can focus on work-life balance, or perhaps take care of younger family members, do they bring in help?”

This is where employers can step in and relieve some of this pressure.

Elder Caregiving: The Role of Employers

I asked Larry what employers can do to support the growing need for in-home caregivers. Larry’s response was both practical and insightful. Rather than assume what would help caregivers most, he says:

“We too often hear from employers: ‘The vast majority of my employees don’t need eldercare benefits.’” After demonstrating their employees soon will, Larry advised them: “First and foremost, survey your employees. Don’t assume you know. You’ve got to ask them what they need in terms of support!” Because caregiving is a unique, isolating incident, he adds there is another benefit to asking these questions:

“Caregivers need to know their employer is interested in helping.”

Once you have input from your employees, Larry says, consider offering employees an elder caregiving benefit: “Care advocacy benefits — where you call an 800 number, and they provide all of the advice, expertise that you need to make decisions for your elderly loved ones — is one of the hottest benefits out there.”

To learn more about how your company can help employees through the coming elder caregiving crisis, be sure to listen to my entire conversation with Larry. You, and your loved ones, will appreciate his expertise!

 

Have more questions about this topic? Find Larry on LinkedIn.

 

Editor’s note: We’ve given our #WorkTrends Podcast page (and also our FAQ page) a fresh, new look. Please tell us your thoughts?

 

EQ Emotional Intelligence

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[#WorkTrends] EQ: The Key to Leading High Performing Cultures in Uncertain Times

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Emotional intelligence, or EQ, has been a regular topic in the workplace for some time now. And yet, in these uncertain times — and while more of us must work independently — conversations around EQ have gained momentum.

So what does EQ mean in terms of today’s workplaces? How are employers taking a fresh look at emotional intelligence while adjusting to new forces in the workplace? Let’s discuss!

Our Guest: Jamelle Lindo, EQ and Leadership Coach

On this episode of #WorkTrends, Jamelle Lindo — an emotional intelligence leadership coach — joins us to discuss EQ’s impact on today’s workforce.  Jamelle has published several thought leadership pieces on Forbes, where he resides as a member of the Forbes Coaches Council. So I couldn’t wait to get our conversation started. First, I asked Jamelle to help us define today’s version of EQ: 

“Simply put, emotional intelligence is about being smart about our emotions,” Jamelle said. He then added: “And not just your emotions, but also the emotions of other people. The reason why that’s important, especially today because this is an extremely emotional time.”

“We are in a pandemic, but we still have to show up for our families, for our businesses, for our clients.”

To help us frame EQ for the workplace, Jamelle filled in some blanks: “The interesting thing about emotional intelligence? Most people think it’s one skill. The reality is, EQ is actually an umbrella term that refers to many skills that tie into our emotionality; things like empathy, assertiveness, self-confidence, and stress resilience.”

EQ’s Role in Today’s Ever-Changing Workplace

I asked Jamelle how today’s best leaders leverage emotional intelligence to support their teams in these trying times. Jamell’s answer helped put everything in perspective: 

“The most important thing that a leader can do is walk the talk; they must develop their own EQ. That starts with self-awareness, which is the gateway skill that leads to everything else, including empathy. You cultivate self-awareness by developing an ability to stop, pause, and reflect on what you’re experiencing.” After saying this sounds easy, but that most leaders struggle in this area, Jamelle gave us a startling statistic: 

“Although most of us identify as being self-aware, only 10 to 15% of us actually are.”

To learn more about how EQ plays helps your organization achieve its mission — especially in the remote work era we’re in now– be sure to listen to my entire conversation with Jamelle!

Find Jamelle on LinkedIn and learn more about his work at JamelleLindo.com.

Editor’s note: We’ve given our #WorkTrends Podcast page (and also our FAQ page) a fresh, new look. Please tell us your thoughts?

 

on-demand workers

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[#WorkTrends] The End of Jobs and The Rise of On-Demand Workers

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Driven by the desire for more work-life flexibility, more and more of us now consider gig work our full-time jobs. In fact, just before the pandemic hit, the workplace saw a 43 percent increase in on-demand workers. And gig workers now comprise 1 Trillion dollars of the total U.S. freelancing income.

But what does this mean for the future of work — especially in post-pandemic years to come? How will workers and companies react to accelerating change in the workplace?

Our Guest: Jeff Wald, Founder of Work Market

Jeff Wald is the Founder of Work Market, an enterprise software platform that enables companies to manage freelancers. He is also the author of The End of Jobs: The Rise of On-Demand Workers and Agile Corporations. Jeff is known as a student of the workforce and forecaster on what the future will hold for employees and employers, so I couldn’t wait to dive into this future of work conversation!

After discussing the increasing role of tech in the future of work, including Jeff’s summation that history shows technology does not take away jobs, we discussed:

  • How the lessons learned from the past three industrial revolutions help us better understand today and tomorrow’s labor market
  • How we ensure fairness for workers by setting clear rules for companies (which includes Jeff’s thoughts on the $15 per hour minimum wage)
  • The surprising inspiration for Jeff’s The End of Jobs: The Rise of On-Demand Workers and Agile Corporations
  • How the pandemic has impacted the world of work, including the biggest surprise of the COVID-19 crisis
  • The key takeaways from the book — and how they apply to on-demand workers, people working remotely, and also employers

I’m sure you’ll enjoy listening to Jeff’s take on the future of work. Be sure to listen to this entire episode of #WorkTrends!

 

Find Jeff on LinkedIn and Twitter.

 

Editor’s note: We’ve given our #WorkTrends Podcast page (and also our FAQ page too) a fresh, new look. Please tell us your thoughts?

 

introverted people

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[#WorkTrends] How to Harness the Workplace Power of Introverted People

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Many of us might not know that Warren Buffet, Bill Gates, and also Elon Musk consider themselves introverts. Like many other introverted people, they have capitalized on their ability to listen well, stay objective, and find the answers in chaos.

Given their unprecedented success, why wouldn’t we want to harness the power and potential of introverts in our workforce?

Our Guest: Jennifer Kahnweiler, Ph.D. — Author and Speaker

Jennifer B. Kahnweiler, Ph.D., is one of the top global leadership speakers on introversion and is the author of a new book: Creating Introvert-Friendly Workplaces: How to Unleash Everyone’s Talent and Performance. Who better to talk about unleashing the power and potential of introverted people in the workplace, right? 

First, I asked Jennifer what drew her to this unique workplace topic:

“I worked in a lot of positions in HR and leadership development and coaching,” Jennifer explained. “And it became a consistent theme that introverts were frustrated; they often felt overlooked and ignored. Everything was designed for the people who were the talkers — the loudest voice in the room. Since the diversity and inclusion conversation is so prevalent right now, I was surprised I couldn’t find anything on introverted people in the workplace. So I became almost a zealot about this!”

We’re glad she did. Now more than ever, with increasing dependency on remote work, many people who identify as introverts are making their mark in the workplace.

The Workplace Power of Introverted People

After explaining that introverts re-energize by taking quiet time — time that allows creativity to flow, innovative thoughts to development, and also deep reflection — Jennifer jumped into how to harness the power of introverted people:

“We must be more intentional about our hiring and culture practices. When we talk about HR, in particular, we have to ask ourselves: Are we including introverts in our planning and execution? Are they part of our diversity and inclusion plan? That must happen more. That’s when we change cultures; that’s when entire organizations change.”

“It’s not just a nice to have,” Jennifer said. “Because if we only listen to the loudest people in the room, half the voices and ideas aren’t being heard.”

As our conversation progressed, Jennifer and I also talked about her key findings while researching introverts in the workplace, how introverts are adapting to remote work (including those endless Zoom meetings), and much more. Please enjoy this episode of the #WorkTrends podcast. Then take a close look at how your organization integrates and respects people on both ends of the introversion-extraversion spectrum. 

 

Find Jennifer on LinkedIn and Twitter.

 

Editor’s note: We’ve redesigned our and #WorkTrends Podcast pages (and also our FAQ page) to help you be more productive. Please take a look!

 

embracing neurodiversity

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Embracing Neurodiversity: The Future of Talent Management [Podcast]

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We’ve recently come to understand how diversity affects us all — in society and the workplace. But there are forms of diversity we don’t talk about enough; specifically, we need to start embracing neurodiversity.

If your workplace is like most, you likely have a whole range of different thinking styles on your teams. But too often, they’re not all recognized — let alone appreciated or accommodated.

On #WorkTrends Conversations: Ed Thompson, CEO & Founder of Uptimize

In this episode of our podcast, Ed Thompson, the CEO and Founder of Uptimize, joined us to discuss the importance of recognizing — and then embracing — neurodiversity in the workforce. I’ve often said we need to revise our approach to welcoming and appreciating neurodiversity in the workplace — just as important, we need to see it as the incredible workplace advantage it is. Ed, after telling us that neurodiversity is simply “the natural diversity of human brain wiring” and “that everybody process information differently,” agrees:

“This is a sizable demographic; some people say one in 10 people might be neuro-distinct in some way. Some even say one in five. So we must recognize the strengths neuro-distinct people can bring to the workplace. We also must recognize that many of the challenges that neuro-distinct people can face in the workplace are the result of people, processes, and environments that simply aren’t inclusive.”

Ed added: “This has always been a fact of human collaboration. It’s just that until now, we humans have done a poor job of recognizing that. Nor have we taken steps to leverage neurodiversity.”

A Practical Approach to Embracing Neurodiversity

I asked Ed how we best approach neurodiversity in the workplace and talent management. His answer was enlightening:

“The key point here is all workplaces are already neurodiverse. Any manager already leads a team whose members have different preferences in how they communicate, problem-solve, and so on. Some prefer communicating in person; others prefer Slack or Zoom.” After reminding us that these preferences are an example of people being neuro-distinct, Ed suggests: “A significant number of people are neuro-distinct, regardless of whether they’ve chosen to disclose.”

“So neurodiversity isn’t a thing we need to add to our DEI efforts; it’s something we already have.” 

In this episode, Ed went on to tell us how to recognize how people might be neuro-distinct, how to optimize their productivity, and what employers can do to serve everybody well — from those with distinct communication and learning preferences and needs to those who identify as autistic. In other words, he shared with us everything we need to do to start recognizing and appreciating this form of diversity in the workplace.

My discussion with Ed was everything a #WorkTrends Conversations podcast is supposed to be: informative, informal, and insightful. Please listen to the entire episode, and then ask yourself: 

Is my company embracing neurodiversity? Or can we do better?

Download a Free eBook from Uptimize

We can all do better, of course. Which is why we encourage you to download your free copy of Introduction to Neurodiversity at Work: Embracing Diversity of Thought as a Talent Strategy by the sponsor of this podcast, Uptimize.  In this e-book, you’ll learn how neurodiversity programs drive business results, five key tips that will help you create and execute a successful neurodiversity program, and much more.

 

Find Ed Thompson on LinkedIn. And for webinar updates and more, be sure to follow Uptimize.

 

Editor’s note: Our FAQ page and #WorkTrends Podcast pages are all new! Please take a look.

 

courageous recruiting

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[#WorkTrends] Courageous Recruiting in the Age of Googlization

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Hiring is so very different today. The technology we so depend on is also our biggest challenge. To solve that challenge, we can’t hide behind “what we’ve always done.” We need more courageous recruiting!

The onset of the 2020 pandemic has escalated the need for all companies, regardless of size, to use technology to hire, onboard, and retain. But how do we leverage tomorrow’s reality when today’s technology, and hiring in general, are based on 1990s models?

Our Guest: Ira Wolfe, Author and HR Influencer

Ira Wolfe has been at the leading edge of pre-hire and leadership assessments, recruitment marketing, and workforce trends for 25 years. Thinkers360 ranks Ira as the number 1 Global Thought Leader and Influencer in the Future of Work category, and for a good reason: He is the author of six books, including Recruiting in the Age of Googlization. 

Of course, I had to start this episode of #WorkTrends by talking about how much recruiting has changed, and our now complete reliance on technology to hire and onboard — and how we’ll never go back to our “old” normal. Ira agreed: “Resilience was the buzzword of 2020. And the reality is, resilience is just bouncing back.” After pointing out that some aspects of “back” weren’t so great, Ira added: “We don’t want to bounce back! We want to help people grow stronger. As we think about going back to the workplace, we want to give people hope, confidence, and courage.”

Ira went on to say this applies to every aspect of our work right now, including how we use technology to hire:

“I’m suggesting we do things differently… we need to look at it differently. Instead of looking at how to find talent, we need to look at how we find the right talent.”

Key to Courageous Recruiting: Deliberately Improving Process

Ira and I went on to talk about many aspects of recruiting, gender and pay equity, the candidate experience, and HR technology — and there was a recurring theme: The need to improve the technology we all use to hire.

“Today, younger generations don’t just apply — they Googlize. They use technology to investigate; they find out what’s the company like, what opportunities are there, then what types of jobs are available. Then they may talk to people on LinkedIn and look at Glassdoor, Indeed, or Fairygodboss. Next, they look at what it’s like to work at that company; then, finally, they consider if it’s worth even applying. After they finally make a commitment, they can’t even navigate the employer’s career pages!” 

In other words: The job seeker has completely changed the way they find work. But employers haven’t changed how they find the right talent. 

“We must improve the way we hire people. We must rid the process of frustration, confusion, distraction, and disappointment. Employers must have the courage to care about people — and their experience.”

Ira is so right. Thankfully, we will never go back to the way it was. But as we move forward, we also must take a hard look at making the recruiting process better — and to that, perhaps we need to be more courageous.

I hope you enjoy this episode of the #WorkTrends podcast — and then I hope you find a way to fill your employees full of hope, confidence, and courage.

Find Ira on LinkedIn and learn more about his work at Success Performance Solutions.

Editor’s note: We’ve designed your FAQ page and #WorkTrends Podcast pages to be more fun and productive. Please take a look!

 

successful job search

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[#WorkTrends] How to Plan a Successful Job Search During the Pandemic

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Planning and executing a successful job search has never been easy. Add the impact of the pandemic, and the degree of difficulty increases exponentially.

Last week alone, more than 1 million Americans filed for unemployment. In total, nearly 20 million people in the US are looking for work. With all this competition, how will your online presence and personal branding help you stand out? How do you prepare for a job search that is going to be almost 100 percent virtual? And how do you find the companies that are hiring?

In other words: How do you set yourself up for a successful job search in the middle of the ongoing COVID-19 crisis?

Our Guest: Robin Ryan, Career Counselor and Author

Robin Ryan, one of the most sought-after career experts in the country, joined us on this episode of #WorkTrends. The Los Angeles Times calls Robin America’s Top Career Expert. She has appeared on over 2,000 TV & radio shows, including Oprah and Dr. Phil. And she is the best-selling author of eight books, including the acclaimed 60 Seconds & You’re Hired. 

To start our conversation, I asked Robin about the first step job seekers should take as they launch a  successful job search. Not surprising to me, her answer was “networking.” Robin added, “It’s always been networking!” 

Robin said that too many job seekers still think all they have to do is go online, click and apply. She then emphasized the importance of making connections: “We know for a fact that networking and referrals is what’s really working. When a referral — somebody you know that knows your work — passes your resume along, you have a 50% chance of getting an interview. And you have a microscopic chance without that referral.”

“So that’s the first thing. Since 70% of all jobs are not advertised, we want people to use their connections… go to LinkedIn — and network.”

Planning a Successful Job Search During the Pandemic

As our conversation continued, I asked Robin how much the job search has changed since the pandemic began. “It is harder, not only for the job seeker… it became extremely difficult for the employer. Employers dislike that they can’t meet you in person. Employers are taking so much longer to make up their minds. It’s not uncommon for people to have to go to six to eight interviews before the company decides.” With all that in mind, I added that the best thing a job seeker can do is make the recruiter’s job easier by making it clear they are the best possible candidate. Robin agrees, and believes this why today’s job seekers must be ready with a “60-second sell.”

“Take your five top selling points, and link them together. In two or three sentences, you provide the answers to the ‘Tell me about yourself’ and ‘Why should I hire you?’ questions.”

Robin and I talked about much more during our conversation, including best practices for resumes, cover letters, LinkedIn profiles, and the importance of compelling social media profiles. Be sure to listen to the entire interview — and then put Robin’s good advice to work!

 

Find Robin on LinkedIn and learn more about her work at RobinRyan.com.

 

Editor’s note: We’ve updated our FAQ page and #WorkTrends Podcast pages. Take a look!

 

dream career

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[#WorkTrends] Launching a Dream Career Amid Pandemic Unemployment

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The pandemic has caused widespread unemployment. And yet, today, many people are launching their dream career, right now. Let’s talk about how you can make that happen!

No doubt, this seems like a tough time to start a job search. But it is more than possible — even during what many see as a nightmare scenario — to find your dream job. Of course, some of the old school methods we used to rely on to find work are now outdated. And, yes, we must now anticipate a job search that is nearly 100 percent virtual. 

But there are many companies making job offers — and you can find meaningful work with a great company right now. All you need is the right approach.

Our Guest: Tracy Timm from The Nth Degree Career Academy

I couldn’t be happier to welcome Tracy Timm to this episode of #WorkTrends. Tracy is the founder of The Nth Degree Career Academy, a proven career clarity system that helps high-potential professionals discover, define, and drive careers they love. With a degree in behavioral psychology from Yale University, Tracy is a sought-after career clarity expert, organizational advisor, speaker, and author. Tracy’s passion for her work and expertise helps clients go from stuck in their job to unstoppable in their careers and lives. 

And that is where we started our discussion. I asked Tracy, “What’s the most important thing a person can do during this pandemic to bounce back better, both in life and in career?” With her answer, Tracy made it clear she knows how to navigate the current job search environment:

“This super disruptive time is a great reminder that life is going to throw us curve balls. Challenging circumstances beyond your control are going to surface. And the only thing that you can control is your level of clarity at any given time. So our office as a mantra is, ‘When there’s a lot more noise, when there’s higher unemployment, and when more people are applying for the same jobs — the person with the most clarity is going to win.’ Because only clarity allows you to rise above that noise, speak with more confidence, and pursue your next step with more certainty.”

Tracy added, “We must show up differently than most people are showing up — which is in panic and reaction mode.”

Launching Your Dream Career Now

Feeling her energy, I pressed Tracy on precisely what a job seeker must do to launch a successful job search, even while the pandemic rages on. Tammy shared some powerful insight:

“The number one thing you can do right now is to take a step back and get super, hyper, laser-focused on you. Your unique value. Your professional genius zone. And then to pursue your dream career with absolute clarity, confidence, and certainty.” Tracy went on to say that clarity is so powerful: “Just to know something with certainty, and to not question it. To not be ‘all in’ is the root cause of most issues when it comes to making decisions or choices in our life.”

“Too many of us don’t fully commit to our choice. We question it, even though we’ve already chosen it.”

As our 30-minute conversation continued, it became clear Tracy was dispensing a lifetime of sage advice perfectly suited to today’s job seekers. If you’re in the middle of a job search, you must listen in. If you know someone currently looking for work, share this conversation with them. Because this episode of #WorkTrends provides must-have insight into how people can launch their dream careers, even during a global pandemic.

 

Learn more about Tracy’s work on LinkedIn.

 

Editor’s note: We’ve updated our FAQ page and #WorkTrends Podcast pages. Take a look!

 

look back at top 5 podcasts

Clovercity

One More Look Back: #WorkTrends Top 5 Podcasts of 2020

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While 2020 was a rough year for many people and businesses, there were opportunities for growth. Sometimes, all we had to do was listen… to the top 5 #WorkTrends podcasts of 2020, for example.

For many years, #WorkTrends has served as a place of learning within the world of work. 2020 was no exception, as we featured many of the top minds — and many of the best companies and products — that serve the talent community.

As you look ahead to 2021, we invite you to listen to the #WorkTrends conversations that resonated most during 2020…

5) Leading Through Uncertainty

The moment we all started realizing just how impactful the COVID-19 pandemic would be, Doug Butler of Reward Gateway joined host Meghan M. Biro to discuss how leaders can bring teams together and keep them working collaboratively — even when working remotely. In our fifth-most-popular podcast of 2020, you’ll hear solid advice that’s just as applicable today as it was in June when we recorded this episode, starting with how to encourage open, honest, clear communication.

4) The Human Impact of Data Literacy

The next most popular episode of 2020 featured Jordan Morrow, then Global Head of Data Literacy at Qlik. Jordan offered tremendous insight into why we’re not using data the way we could — or should. In this episode, Jordan shared the findings of a Qlik/Accenture report on the human impact of data literacy — and why globally we miss countless opportunities because we don’t better train our employees to use data.

3) The Empathy Gap

In the third most downloaded podcast of last year, Dr. Gleb Tsipursky, the CEO of Disaster Avoidance Experts, joined Meghan to discuss potential workplace disasters. Dr. Tsipursky is a noted consultant, cognitive neuroscientist, and expert on behavioral economics. And during his appearance on #WorkTrends, he noted that the workplace suffers from an epidemic of disengagement. Specifically, he points to one glaring disaster within company culture: a lack of empathy. Listen in!

2) The Myth of Employee Engagement

In our second-most popular post of 2020, Mark S. Babbitt, CEO of WorqIQ joined us to talk about why our approach to employee engagement has been all wrong and still is off-base today. In this episode, Mark noted that our view of this critical workplace topic hasn’t helped us move the needle one bit — engagement levels remain the same as they were in the 1990s. More importantly, he and Meghan talked about how to overcome the impasse.

1) Assessing Digital Skills for Hiring Now

Our top post of 2020 features Sean O’Brien, Senior VP of Education at SAS, who joined us to discuss how remote work — the most dramatic shift in the workplace for 2020 — has moved from a luxury to a necessity for everyday survival. Sean noted that remote working — with its technical, practical, and cultural challenges — also shifted the hiring process further into the digital sphere. Listen to this episode to learn about how digital tools are helping organizations hire effectively in this new environment!

As we look across these #WorkTrends episodes as well as our top five blog posts of 2020, we see clear proof that last year wasn’t all bad. In fact, opportunities for individual and organizational growth exist, even in the strangest of times. We invite you to take a few minutes to enjoy these insightful conversations. And, of course, join us for even more insights in the year ahead. Our goal: to make 2021 the best year yet in the world of work!

As always, thank you for listening to #WorkTrends — and for being an essential part of the TalentCulture community!

 

candidate experience

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[#WorkTrends] Why Recruiters Must Care About Candidate Experience

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In a survey conducted in 2019 by Brandon Hall, less than half of the responding companies believe they effectively create a great candidate experience.

That same Brandon Hall survey reported that 73 percent of companies care about delivering an excellent candidate experience. As a former recruiter who painfully lived this issue, this data point warms my heart. It means we can work together to significantly improve the experience job seekers receive as they look for new work. I have to say: it’s about time.

Especially in what can seem like an upside-down, mid-pandemic world, every applicant deserves an excellent candidate experience.

Our Guest: John Salt, Candidate Experience Evangelist

My guest this week on #WorkTrends is John Salt, a passionate advocate for job seekers everywhere. John has over 25 years of experience in the recruitment marketplace, both within large matrix organizations and small to medium-sized businesses. When it comes to candidate experience, John is a go-to guy! I jumped right into our conversation by asking him, “What is wrong with the candidate experience?”

“There’s plenty wrong!” John quickly said. He added what he sees as the most significant issue: “People used to talk about ‘processing the candidate.’ And I think a lot of the experience is still rooted in that process. I’m a strong believer that you don’t process people — you process fish or process vegetables, and you’re trying to do it as quickly and cheaply as possible. With people, you must take your time, same with the candidate experience. Because one of the most fundamentally important things people do in their lives is applying for a role where they can exercise their talent, where they can add value.” In response, John says, the employers don’t always reciprocate with a great experience.  

“Today’s candidate experience is clunky; it’s a hassle. And it doesn’t always work properly, so 96 percent of people that start to apply for a job on a mobile device, for example, don’t finish.”

Improving the Candidate Experience

After agreeing — because we see it all the time, even at some of the best employers — I asked John to tell us about tactics we can use to improve the candidate experience. John’s answer gave me even more hope:

“Well, the first thing I would say is you don’t need to utilize all technologies available when trying to make the candidate experience better because those technologies don’t talk to each other. Plus, too many people involved have been satisfied with blaming others, saying ‘That’s a job board problem’ or ‘It’s an ATS problem,’ or ‘It’s a candidate problem.’ There’s been a lot of finger-pointing, but nobody’s really embraced the available solutions.”

John finished his thought: “I love using sites like Airbnb because they know I’ve made a booking before, and the technology fills in the information for me. So instead of asking an applicant to enter the same data over and over again, as too many sites do, John says, “Use smart technology that enables an employer to say, ‘I know something about this candidate already.’ There are plenty of job platforms that already know a lot about a returning candidate, but do they ever bring that over in a seamless, smart, integrated way? No, they don’t.”

John adds, “Could you imagine if retail or hospitality ran the same way? That company just wouldn’t exist very long.”

The Business Case for a Better Experience

Before our conversation ended, John explained why the companies that offer an excellent candidate experience will attract the best talent, and why the best talent will naturally find their way to the companies that provide an exceptional candidate experience:

“So much is going to be automated; the best hirers will be those that put the human touch into the experience. There are many ways you can do that — some require automation but seem like they have a human touch. We see great examples in shopping, gaming, travel, and hospitality; these are the industries that are leading the experience. HR can catch up quickly!”

Want to learn more about how HR can greatly improve the candidate experience? Be sure to listen to my entire conversation with Josh. I not only learned a great deal, but I was inspired to continue to work even harder this year to help improve this critical component of hiring!

 

Find John on LinkedIn.

 

Editor’s note: We’ve updated our FAQ page and #WorkTrends Podcast pages. Take a look!

 

hiring hourly employees

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[#WorkTrends] Hiring Hourly Employees, Improving Candidate Experience

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Hiring hourly employees — for retail, travel and hospitality, hospitals, restaurants, and warehouses — is more critical now than ever before. 

So why don’t we make the hiring process easier? And why don’t we treat those on the front lines better?

We’ve been counting on our frontline staff members, many of them hourly employees, for nine months now. And we’re about to start rebuilding workforces. So soon, there’s likely going to be a tidal wave of organizations hiring hourly employees. 

So as your company tries to beat the competition and attract the best talent, and as you work to improve your employer brand, there are two words you need to think about seriously: candidate experience. This means this week’s podcast is just for you!

Because this week on #WorkTrends, we’re taking a deep dive into the best way to provide a super candidate experience for hourly employees.  

Our Guest: Quincy Valencia of Alexander Mann Solutions

With the inevitable hiring surge soon to begin, I’m thrilled to be joined by Quincy Valencia, Vice President – Product Innovation, at Alexander Mann Solutions. Having worn many hats throughout her 20-year career, Quincy has firsthand knowledge of the challenges faced by candidates, recruiters, hiring managers, leaders, and vendors. In her current role, she leverages her passion for challenging the status quo as she designs new products that bolster AMS’s leadership position in the global recruitment industry. So who better to talk about something we don’t talk about enough: The challenges ahead of HR, recruiters, and hiring managers responsible for hiring hourly employees?

My first question for Quincy was simple: “Why do so many organizations leave hourly employees out of the candidate experience equation?” Her answer was both nostalgic and a reminder of far we need still need to go when hiring the best hourly candidates:

“It’s a vestige of old. Going back to the 90s, you had a personnel department. Everybody had the same process: People would come in, fill out the application, and you would hire. Later in that decade, technology came in, and we designed new procedures around old processes. Through the decades that followed, we’ve continued to promote the same old processes developed and designed for your salaried professionals — and not hourly employees.”

“Hourly workers have been looked at as more of a commodity — they kind of come and they kind of go. Turnover is higher. This work is not meant to be your forever job, and so that’s been okay.”

Improving Candidate Experience When Hiring Hourly Employees

After saying I firmly believe we should treat every employee as a valued member of a team — as humans — I asked Quincy why candidate experience is so vital now. Her answer was heartwarming: “Look, it is 2020. We’ve learned a lot about who really supports our businesses. And we know those people want us to treat them with the integrity, dignity, and respect they deserve. These are the people on the front lines of our economy. They are often the face of the businesses we all frequent. That should translate into your candidate experience, now so more than ever.”

Quincy added: “As our organizations are trying to grow and rebuild and survive this global pandemic, there’s a renewed focus on how we are competing for this talent. We’re having to really focus on the needs of the candidate. Fortunately, I’m seeing employers give this issue the due consideration it’s been deserving for a long time.”

So how do we improve the candidate experience? As anticipated, Quincy was ready with some real solutions to our very real challenges. “Number one is speed. Go through your application process. See how long it takes, how many broken links there are, and how many steps and clicks it takes. In a lot of cases, you’re going to be frustrated.”

Quincy continued: “Number two (or maybe 1A) is mobile. Applicants must be able to apply from anywhere. A lot of people don’t even have laptops or desktops anymore. So close to 70% of all job searches, certainly within the hourly category, begin on a mobile device. And then, number 3 is communication. Make sure you are not letting candidates go into that black hole of ‘I applied, and I’m never going to hear from you again.’”

Candidate Experience 101

Sure, some of this sounds simple enough. But how many of us are actually walking through our own application process? How many of us know how well we treat our candidates, including hourly employees? Quincy and AMS have certainly invested the time and energy necessary to understand their candidate experience — as we all should!

Listen in, and learn exactly what AMS is doing to attract, train, and retain top talent in the hourly category — and what a seamless hiring journey looks like as we approach 2021 and, finally, the end of the pandemic.

I’m grateful Quincy Valencia had the chance to stop by #WorkTrends this week and bring our front line employees front and center. I, and the TalentCulture team, thank Hourly by AMS for sponsoring this episode.

Find Quincy on LinkedIn and Hourly by AMS on Twitter.

A Special Offer: The Hourly Hiring Guidebook

It’s time to treat hourly employees with the dignity and respect they deserve. So, we’ve partnered with Hourly by AMS to redefine how great the hiring journey can (and should) be for your hourly job seekers.

Download your copy of The Hourly Hiring Guidebook: Defining a New Standard for Candidate Experience today.

And start providing a better candidate experience tomorrow!

 

Editor’s note: We’ve updated our FAQ page and #WorkTrends Podcast pages. Take a look!