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04 Oct 2022
Maintaining Culture During Periods of Growth with Obsess’s Adam Hill
00:33:48
Adam Hill is the VP of People at Obsess, where they focus on revolutionizing e-commerce with 3D virtual experiences.
Adam has worked with venture-backed tech startups for over 10 years holding senior leadership positions focusing on operations, people, and business strategy.
Adam has also co-founded several businesses, including a startup accelerator, an e-commerce wine company, and a consulting company. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The benefits of working with startups.
How operation experience translates to working with people.
The most rewarding aspects of working in HR.
The challenge growth brings to startups.
What it’s like when a company triples in size.
How to keep your culture intact when going through periods of rapid growth.
Low-budget HR Ideas for Startups with Pinnacle Advertising’s Mary Williams
00:26:27
In this episode, Pinnacle Advertising’s Head of People Mary Williams talks about how leaders can show their team gratitude, how to keep staff engaged in a hybrid work model, and ways you can show your staff they’re valued without spending a lot of money.
Mary Wiliams is the Head of People at Pinnacle Advertising and has been working in HR for over a decade.
Mary has a proven track record in working with startups and setting others up for success; and developing and motivating cohesive, goal-oriented, and high-performing teams. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The benefits of showing gratitude in the workplace.
3:33 - “Another really important component of active listening is that you want to acknowledge what the other person’s saying, pay good close attention but don’t interrupt.”
8:45 - “So hearing great job is less effective than great job in leading that meeting this morning I could tell everyone was more involved and engaged because you took time to hear them out and were more active in that contribution so using that specificity in the verbal compliments went a really long way.”
13:00 - “One day I came to work and there was the big stuffed animal Bunny on my desk and it said ‘some-bunny appreciates you’ and it was a note from our CEO and I was tickled by that and I thought well that’s super cute thank you so much let’s take it a step further and so we recreated that appreciation bunny to be a traveling trophy.”
14:14 - “Tangible items in this increasingly digital world we’re living in they’re becoming valuable I see it with teenagers leaning toward polaroid cameras and those awful point-and-shoot cameras that we used to hate, there’s something valuable about tangibility in a digital landscape.”
23 May 2022
Generations in the Workplace with Vector Controls and Automation Group’s John Blake
00:31:21
John Blake has been working in HR for over 20 years and is currently the Chief Human Resources Officer at Vector Controls and Automation Group. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The difference between working for large corporations and smaller organizations.
Generational friction and how this changes over time.
The importance of not generalizing generational differences.
The issues with how the media reports on generations.
The benefits of generational divides.
How the pandemic has changed the ways we communicate.
How to most effectively develop leadership.
How certain job titles can be intimidating.
How working remotely has made leaders reassess their role.
Managing your team through a hyper growth phase with Privy’s Jen Paxton
00:32:03
Jen Paxton is the VP of People and Talent at Privy. She has become an expert in managing hyper growth as she has helped several companies more than double in size including her current role at Privy. Here are a few of the topics we’ll discuss on this episode of People Analytics.
Keeping your strategic vision in focus through a hyper growth phase
Sticking to your process, keeping an eye on the funnel and how to divide and conquer
Managing expectations and asking for help the right way
The hidden power of the career ladder and how it can be your best friend
From the US Army to HR: A Unique Pathway into Human Resources
00:35:04
In this episode, Amy Charlesworth engages in an insightful conversation with Lindsay Patton covering diverse topics, including the exploration of unique pathways into HR, the successful transition from military to civilian workforce with support from Nike, and the essential qualities of effective leaders in driving business growth and enhancing employee experience. The episode also delves into how small employers can provide remarkable benefit packages by leveraging low-cost or free options, adding depth to the multifaceted landscape of human resources.
Amy Charlesworth is an experienced HR professional with a diverse career trajectory spanning senior roles in talent acquisition and development. From managing recruitment for major brands like Red Bull and Louis Vuitton to her leadership in the Army National Guard, Amy's expertise lies in full-lifecycle recruiting, business acumen, and budget management. With a passion for leadership training and coaching, Amy emphasizes the importance of mentorship and employee development in achieving organizational success. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Amy's career in HR began when she joined the US Army at 17 and went through an intensive HR Specialist program.
Her military experience taught her valuable skills in performance management and working with regulations and rules.
The support received from the Nike Military Veterans employee resource group helped the guest land a position at Nike, and he has since paid it forward by helping other veterans elevate their careers.
Management development often neglects to evaluate if individuals want to manage others and if they have the desire and skills to become good people managers.
Providing leadership training and coaching is crucial for developing managers, including areas such as hiring, onboarding, and engaging with employees.
Recognizing diverse family styles and offering adoption assistance are essential for creating a supportive work environment.
Employers should champion the idea of helping service members in transition.
10:03 - “I mean, you know, when you hire someone, there's definitely a learning curve. And I truly believe that when you hire someone who's in the military, that learning curve is much shorter in terms of like the decline. They're going to figure it out quickly 'cause they have so much experience going into the unknown in all kinds of training environments, figuring it out, you know, knowing where to look, knowing where to reference. And it's just a much easier transition period.”
15:49 - “Well, really, a leader, you know, is a title that is earned. And it's something that you have to constantly chase and constantly be developing, working on. So, you know, you have to read books, you need to listen to podcasts, you need to be practicing, you need to be getting a mentor to help you navigate difficult conversations and difficult interactions and, you know, development ideas with your employees. I mean, it's an ongoing practice. And I think that's one thing that's often forgotten that when someone's in a position of management, you know, they, they forget to continually learn and develop in those areas.”
14:35 - “So I know one big part of, you know, your career as you've developed yourself professionally is that you really, really enjoy developing managers and, you know, have a passion for that. But we all recognize that we don't always have the time to develop.”
24:11 - Amy: “I definitely want someone who knows what they're talking about when it comes to sending emails and, you know, managing a funnel and marketing campaigns, et cetera. But ultimately what I'm really looking for is for a coach. I want someone who's very effective with managing people.”.. Lindsay: “Yeah. That's awesome. So I know something that you do as a leader is you really look for those low-hanging fruit opportunities because the investment pays off.”
21:48 - Lindsay: “So, you know, as being a leader yourself and, you know, continually pursuing professional development and helping others pursue professional development, what do you see as, you know, some key qualities of a good leader?”.. Amy: “My focus from the human resources side is, are you a good people leader? Right? How are you going to add to the culture? And so I spend most of my time talking about, you know, tell me about a time, you know, where you've had an underperforming employee, what are your steps to helping them get back to success? And I'm, I'm listening actively, like what they're saying, what methodologies they use, I ask 'em what kind of leader there are because they, sorry, they are, because there's so many different leadership styles.”
06 Oct 2023
The Importance of Understanding the Why in HR
00:28:02
In this episode, HR Director Katia Olivera discusses the importance of understanding the "why" in HR and the need for curiosity in creating a positive work environment. She shares her experience in talent acquisition, employee relations, and change management, highlighting the benefits of helping managers understand the business and fostering growth within teams. Katia also emphasizes the value of curiosity in leadership, communication, and collaboration, and shares strategies for balancing curiosity without being confrontational.
Katia Olivera is an accomplished HR professional with a wealth of experience spanning various roles and industries. Currently serving as the Director of HR at TextUs, Katia has a track record of success in leadership, employee development, and creating inclusive cultures. Her career journey includes roles at companies like Uplight and Zayo Group, where she made significant contributions in areas such as mergers and acquisitions, diversity and inclusion, and recruitment. Katia holds a Bachelor's degree in International Affairs and Economics from the University of Colorado Boulder, and she's known for her strategic HR insights and commitment to driving organizational success. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Surveys play a significant role in gathering insights and improving communication within the team.
Flexibility and understanding each other's perspectives contribute to a better working experience for everyone.
Being playful and using phrases like "help me understand" can make curiosity more approachable.
Building strong relationships and trust allows for more open and vulnerable conversations.
HR's role is evolving from rule-making to helping employees succeed and creating a sense of community.
Growth is a two-way process, with everyone having the potential to learn and grow from each other.
Asking questions can help us better understand and explore various topics.
02:41 - “I think early on in my career, to be quite honest, I worked at an organization that didn't necessarily explain to the team why they were doing things. And it was just more of a “hey, this is what we're going to do”. And more of a “because I said so” type of culture or maybe they thought it was implied as to why we were doing things, but we were moving so quickly, people didn't always understand why we were doing that. So it also felt, it didn't feel authentic. Basically then I moved into another role; continue to move in my career and moved to another organization. I really started to understand there how important understanding the why was just to the culture and how the impact that it made with people at work and how they were producing their work.”
05:33 - “I think one thing that we really try to focus on is making sure that whenever we roll out a new idea, a new process, a new policy, for example, that we tell people why we're doing it. So that's the first thing. And then we give them some time before it's actually rolled out, usually a couple of days up to a week. And then we roll it out officially and then we give them some time to really dig into the process or policy that we've rolled out. And then we'll ask for feedback, we'll ask for feedback in team meetings, we'll ask for feedback at all hands, but then we'll also ask for feedback via surveys.”
06:37 - “We do these regular, essentially regular check-ins or checkpoints within our entire team to make sure that what we're trying to accomplish is actually working and that our team still feels aligned to that new process or policy. Like it still fits within our culture, obviously within reason. There are things that sometimes the government mandates us to do, but even then we will still continue to check in with our team members to get ideas from them. Because sometimes because they're in the weeds, they actually have better ideas than me, for example. That's more strategic and higher level.”
17:25 - “Because jobs and what we do, they're so personal. It's hours a day, five days a week, sometimes more depending on the person. So there can be a lot of feelings wrapped up in being asked a question that you know is about your work. Something that you're so close with. So I really love how you're kind of bringing down those walls of like defensiveness and it's like: no, this is just kind of getting to something that will make us more successful in the long run.”
24:05 - Lindsay: “I know at the beginning of the conversation, you mentioned you love watching people grow and that's an example, but in that example you gave, I saw you grew as well. So do you view growth as kind of a back and forth?” Katia: “Yeah, I definitely think it is a back and forth. I mean, I learn from our individual contributors as much as I learned from our executive team, to be quite honest. And I think it's just really interesting, because we all have different backgrounds and obviously we have different roles within the organization. And so to be able to see it from the different perspectives is really interesting.”
01 Jun 2023
Leading with Inclusivity and Intersectionality with Blue Acorn iCi’s Erica Rooney
00:35:40
In this episode, Blue Acorn iCi’s Chief People Officer, Erica Rooney, talks about how companies can create a positive workplace culture, why inclusivity is important for business success, and how to build trust with your employees.
Erica Rooney is the Chief People Officer at Blue Acorn iCi, a trailblazing digital customer experience company that is revolutionizing the landscape of analytics, digital commerce, customer experience, and experience-driven commerce offerings. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Who inclusivity is for in the workplace.
The importance of building trust with new employees.
How to create a culture of openness and accountability.
How Covid-19 affected women in the workforce.
The ways Covid-19 impacted the gender pay gap.
Why women negotiate their salaries less than men do.
Why companies need equal pay policies and women in leadership positions.
01:45 – “I am what I like to call a gender equality crusader, and I am very passionate about bringing more women into positions of power but also keeping them there. And I'm very passionate about that because I'm a woman in a position of power. So I'm very familiar with the hardships and the things that we're up against that men are not, you know, we walk through the world very differently than men do. We have to lead differently than men do. We cannot act the same way they do in corporate America. It will not get us to the same places. And we also have not caught, society has not caught up to the fact that women are in these positions of power. So there are so many people out there, especially in my generation and in generations before and slightly after me, that we still have these societal expectations that we are running the household full-time, but now we're also working full-time and that hasn't caught up yet.”
03:47 – “And the truth is, we are burning out. We are expected to take care of the homes, do all of the caregiving. We are now entering into that realm where we have aging parents and young kids. This is known as the sales generation. So even if you don't have kids, you are still taking care of your ailing parents, perhaps. So there is care taking somewhere, and all of that falls to the women. It doesn't fall to the men. And so we are having to manage our high power jobs and manage everything else in the home, and the workplace policies and cultures are not caught up with that yet.”
25:18 – “When women start new jobs, new careers, we give ourselves this unrealistic expectation of being perfect. Yeah. Case in point, we don't apply for the jobs unless we meet a hundred percent of the criteria. Okay. Men apply for the jobs like at 64% or something wild like that. You know, they're just like, yeah, I'm going to throw my name in the hat. So we go into these positions with this unrealistic expectation that we put on ourselves to be perfect, and then we beat ourselves up over it, and then we don't like to own the mistakes. Right. Whereas men just come charging in with this like, I'm a badass mentality, I'm going to rock it out. We need to harness more of that.”
27:47 – “Covid-19 hit, we all thought it was going to be two weeks. It was not two weeks. Yeah. People had to quickly assess their situations and pivot their lives. Do I need to stay home and work with kids? Am I now care-taking for my elderly family that I can't leave in a care facility? Right. People lost jobs. Most of the people that had to exit the workforce were women. So when that happened, it then effectively switched up the pay gap to then increase to 132 years. So if we now continue with the rate that we are going today, it will be 132 years before we are paid the same as a man. That's not my lifetime, that's not my kids' lifetime. That is, to me, bananas.”
29:05 – “We're busting through the glass ceiling. So for example, women don't negotiate, okay? Only 26% of women actually negotiate their job offers, if they negotiate at all. And when they negotiate, they ask for less than men. So you're talking about when a man and a woman, if they both have equal education, equal skills, and they both get offered a job for a hundred thousand dollars and the man negotiates just 5,000 more dollars, that's it. Over time, we're talking hundreds of thousands, if not millions of dollars lost.”
07 Nov 2023
The Evolution of HR and Building Trust in the Workplace
00:28:07
In this episode, Lindsay Patton interviews Amanda Zouroudis, the Director of Human Resources at Shipium. They discuss the changing role of Human Resources and the importance of building trust in the workplace. Amanda shares her journey into Human Resources, the transition from a startup to a larger organization, and her strategies for understanding and supporting employees. She highlights the need for Human Resources professionals to be hands-on, business-oriented, and data-driven. Additionally, Amanda emphasizes the significance of building trust through active listening, open dialogue, and a focus on individual needs.
Amanda Zouroudis has ascended the ranks of Human Resources leadership over her career, currently steering the ship as the Director of Human Resources at Shipium. With dedication and a relentless pursuit of excellence, she's spent over a decade shaping workplaces and nurturing talent, from sunny Miami to leading the charge in remote Human Resources initiatives, making her an inspiration in the world of Human Resources. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Building trust in the workplace involves demonstrating that HR understands individual department needs and acts as a strategic partner.
Lack of structure in a remote environment can be challenging for some.
Different stages of a startup require different levels of adaptability.
The importance of having open conversations to uncover the root cause of dissatisfaction.
Supporting employees through transitions involves offering various forms of assistance.
Being present and available for someone during their transition is a valuable and compassionate act.
Personalized follow-ups and check-ins demonstrate care and concern for individuals facing career challenges.
01:21 - “Understanding what makes the business successful, what the business needs, looking more future forward and strategically and holistically as to what are the gaps? Where's the business trying to go? How can we leverage our people and bringing in the right people to further expand the goals of the company so that everyone there can be successful. I think it's really important that, we consistently as HR professionals work on kind of revamping our relationships and our own kind of branding so that people can see us as a partner versus as just kind of like that negative, you know, I only see you when I'm hired and fired type of dynamic. And in a lot of startups and smaller companies, you don't necessarily have that dynamic.”
02:09 - “But I do think it's really important that as HR gets more visibility at the table for executive teams and decision-making, that we really understand the business and bring data so that we can justify why we're making recommendations or why we're, we're pushing forward strategies that align to the greater business cause.”
09:13 - “I'm not just here to police people on their time off or move people out or be super cutthroat about performance management. Does HR have to handle all of those things? But I think there's a way you can approach all of those things. And it always starts with having the right relationship, so you can partner with people, even if it's folks that maybe aren't the right fit or possibly are off track for what the expectations are. And I think that's where you can leverage your relationship to have not just positive conversations, but to have open dialogue around things that sometimes are more difficult to talk about.”
16:20 - “I feel like in the HR role, it's unique in that you kind of get to know all three of those things or more facets really. Like we represent the business. And we need to ensure the business succeeds, but that all rides on the people that are in place. So I don't want to call it pressure, but some of the importance of figuring out, do you have the right person in the role, is really understanding that person and their perspective and their relationships within their realm of the business. And it's also making sure you don't just gloss over something and you really give someone an opportunity to explain what's happening for them.”
23:25 - “So what we did is we pretty much set up like mini workshops where people could sign up who were in the layoff. We helped them rewrite their resumes. There was a couple of people that did like practice interviews with my worker. We actively were basically like scouring and forwarding job links and sharing our networks and like warm introducing folks to companies that we're hiring.”
07 Sep 2022
Changing the Workplace Mindset with OneScreen’s Adam Reidel
00:32:55
Adam Reidel has worked in HR for over 20 years and is currently the Head of People at OneScreen.
At OneScreen Adam leads the global people operations in the top human capital role for the organization supporting operations and teams in the United States, Asia, and Europe, and has built the entire people function where none previously existed.
Adam focuses on fostering a culture of transparency, honesty, flexibility, and recognition to reward extraordinary talent with unparalleled opportunities to optimally integrate work and life. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Lessons HR professionals can learn from the pandemic.
Why employees should be able to manage their own time.
The problems with the term ‘work-life balance’.
Why the 8-hour work week is dead.
The benefits of moving away from traditional work structures.
The importance of empathetic leadership and what happens when you don’t lead with empathy.
How to support people through burnout.
The difference between checking in and checking up on someone.
Building an international culture with Digital Shadow’s Libby Fiumara
00:34:01
Libby manages global HR & Talent at Digital Shadows, a company specializing in Digital Risk Protection. She joined Digital Shadows in 2015 as their first People/HR hire and has built out their talent functions across London, the US, Singapore & Germany. Here are some of the topics we’ll discuss on this episode of People Analytics:
Remaining connect with your team and staying aligned
Celebrating the wins together and encouraging friendly competition
Celebrate that which makes each of your teams unique
Gaining clarity around what you can control as an HR professional
Creating a Feedback Driven Culture with Elliot Epstein
00:27:36
Elliot Epstein is the Head of People at Galileo. He has dedicated his career to building and scaling People functions in mission-driven organizations. He has worked in people, culture, and organizational development roles across different sectors. He lives in Manhattan with his husband, daughter, and rescue dog. On this week's People Analytics, Sean and Elliot cover
Defining and building a "feedback driven culture"
Why you should consider when building a user manual for your team members
Ask yourself, “What can I do 10% better?
Creating a structure that eliminates bias
Resources:
Anti-racism must reads - https://www.edgilityconsulting.com/11-books-on-diversity-equity-and-inclusion-that-are-actually-worth-reading/
How to Love Criticism with Adam Grant - https://podcasts.apple.com/us/podcast/how-to-love-criticism/id1346314086?i=1000404159792
LifeLabs - https://lifelabslearning.com/
Connecting with Elliot
Connect with Elliot on Linkedin - https://www.linkedin.com/in/elliotrepstein/
02 May 2022
Optimizing HR with Resume Sieve’s Michael Yinger
00:29:30
Michael Yinger is the Founder of Resume Sieve and is a seasoned senior executive with experience creating, building, and managing organizations and providing strategic advice via Board of Directors membership both in the US and internationally.
Over the course of his career, Michael has dealt with senior-level clients, and established efficient organizations and partnerships in a number of different industries, within startups and established companies.
He is well versed in business management consulting, including outsourcing and business/technology integration, and has direct experience managing technical as well as strategic initiatives in traditional or matrix management environments. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Challenges in HR that haven't been optimized.
How to improve sourcing.
How to sift through potential job candidates quickly and efficiently.
How application tracking systems have improved hiring.
The challenges application tracking systems still face.
How to empower your recruitment team.
How applicant tracking systems can help cut down hiring biases.
How to acknowledge and overcome your unconscious biases.
HR Insights: Merging Teams and Cultures with Nikesha Madison
00:21:39
Get insider HR wisdom as Nikesha Madison Director of Human Resources at The Raley’s Companies, dives into the dynamics of merging teams, fostering partnerships, and building trust within an organization. From impactful leadership to cultural integration during acquisitions, this episode is a goldmine for anyone passionate about creating a supportive, community-focused work environment.
Here are a few of the topics we’ll discuss on this episode of People Analytics:
15:55 - It's important to acknowledge what we've achieved. You know, we all work together. We have goals that are set out in front of us, and it's important to recognize those achievements and to celebrate them so that we are all motivated to keep going. I think celebrating your achievements motivates you to achieve more.
17:36 - I would say to leaders to be open and honest, but also to be, have an open door for people to ask questions. So I think it's important that team members feel that they can initiate a conversation around what they're feeling and not just when a leader comes to them. And then for those who are not in leadership, I would say don't be afraid to ask questions. It's hard, as a leader, to always know exactly what everybody wants to hear and know. So I would encourage people to ask questions.
06:34 - So when it comes to combining two teams, is really, that's kind of what an acquisition or a merger is, right? You have, you know, a team here and a team there, and you're really wanting them to operate as one team. And so one of the things that I've seen is that you wanna look at what both areas are doing and take the best practices from each and that, you know, kind of creating a dynamic where you're doing, you know, really, really good things now because you've taken best practices from both sides. So, but change is hard, right? And it's, it's really hard for people to step away from things or habits that they've created over time. So really being sensitive and attentive to the change management dynamic of combining any two teams and communicating the why around any particular thing or idea is really, really important. Because people wanna see the benefit of a change. They don't wanna just change for the sake of changing that doesn't feel good, but understanding why that is, is very important. So I like to make sure that we communicate why we're doing things.
03:25 - I wanna know from that person what is the ultimate goal? What are you looking to do, how and how I can help achieve that. And then really kind of just laying out the options as I see them based on the policies of the company or the laws that are applicable and just kind of laying out like the if then scenarios, like, if you do this, then this may happen, and then have them make the decision
1:19 - So partnership is very important in an HR role because a lot of times the perception is that HR is there as kind of a policing agent, but really we wanna be a partner, we wanna be a thought partner on strategy. We want to be there not to create a hurdle, but to help you identify risk and then come alongside you to meet the goals that you've set for the organization. And when I say you, I mean our operational partners. We also, in my role, partner very closely with some of our other stakeholders in the organization, such as our security or asset protection department, because we are both responsible for ensuring the physical and emotional safety of our team members.
29 Nov 2023
Flexible Cultures & Invisible Illnesses with Jodie Cenci
00:30:59
Join us as Jodie Cenci, HR Director at Primary, shares her deeply personal journey with chronic illness and disability. From uncertain diagnoses to discovering fibromyalgia, Jody opens up about the transformative power of workplace flexibility and representation. Her story is a masterclass on empathy, resilience, and advocacy for inclusive work cultures.
Here are a few of the topics we’ll discuss on this episode of People Analytics:
2:28 - It still really amazes and saddens me how little representation we have of people with disabilities. So I think it is so important. And if me as a kid, if I could have seen something like that, I can't even imagine what that would've done for my confidence to just know that like, this isn't just something that's happening to me, there are other kids like me. So it feels really special being able to work with a company that's moving that message forward.
6:46 - I'm an HR team of one. So I was playing both the role of HR and disabled employee in my own interactive process, which I was having with my managers who also happened to be the CEOs and Co-founders of my company. So like there was just nothing normal about like how any of this was happening. Layer on top of that, like for all of the HR people listening, we were about a week away from mid-year reviews and a month away from open enrollment. So like, the idea of going on leave just seemed like completely impossible, but also seemingly very unemployable. Like, but how do you do reviews in open enrollment with no HR?
16:26 - I think it's also true with a lot of disabilities, and it's certainly true with fibromyalgia, that my disability varies day to day, sometimes even hour to hour. You know, like yesterday I had a great day and I barely remembered that I had fibromyalgia, but a different day, like last week, I had a day that I kind of could tell from the get-go was not gonna end as a good day because I had a lot of meetings and sure enough, by the end of it, like unfortunately it was an interview and I was like trying my best to keep it together, but like my brain fog was real and, you know, that was a struggle. And some days I don't have enough control over my calendar to be able to prevent it and I kind of just have to like now address it head-on.
18:47 - I will say, so like being in HR, not only do I typically drink the Kool-Aid like I'm usually the one pouring it. Like my level of engagement is usually very high and I will say it's never been higher than it is right now. And that is the power of treating your employees like the people that they are and letting them kind of work through these things.
24:42 - So far, like, okay, I did get like a pretty nice voice control software, but like my hand pain's pretty bad, but like the first thing I asked for was a $25 mouse. And I was afraid to ask for that because like, I was afraid to use any budget. So like there's just things that like we can do to make this process less scary. And maybe that's because like I have HR brain of like always thinking about like, you know, HR is a cost center, how am I gonna frame this, you know, as value add. I'm like, I just need a new mouse. So it's certainly opened my eyes to what the accommodation process is really like.
13 Sep 2022
How to Recognize and Mitigate Bias in the Workplace with Rahimeh Ramezany
00:40:27
Rahimeh Ramezany is a Diversity, Equity, Inclusion, and Intercultural Practitioner, who specializes in addressing the experiences of marginalized religious, ethnic, and racial communities in the United States, with a goal of creating change on individual, interpersonal, and institutional levels.
Rahimeh runs her consulting practice to help organizations achieve inclusive spaces and equitable access for all, with a specialization in Muslim inclusion and incorporating religion into existing DEI efforts. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The importance of being able to bring your full authentic self to the workplace.
The common stereotypes placed on Muslim women.
How to break down common biases against Muslims in the workplace.
The emotional toll DEI work takes on you.
Where our biases originate from.
How to tackle interpersonal biases within yourself.
The difference between being called in and called out.
Revolutionizing HR: A Holistic Approach to Employee Happiness
00:26:17
In this episode, Lindsay Patton interviews Michelle French, the HR Director at NASCENT Technology, about her unique approach to human resources. Michelle emphasizes the importance of prioritizing employee well-being and personal growth, which has had a positive impact on the company culture at NASCENT. The episode also discusses the significance of embracing accountability and flexibility in the workplace, as well as the benefits of offering flexible work options and fostering a culture that promotes open communication, trust, and work-life balance. Overall, Michelle French's personal journey and passion for holistic HR practices inspire listeners to provide comprehensive support in the workplace.
Michelle French, an accomplished Human Resources Director with a diverse and successful career in HR management. Currently leading the HR department at NASCENT Technology, LLC, she has a track record of driving operational excellence and fostering positive work cultures. With extensive experience in regional HR and operations management roles, Michelle brings invaluable expertise to the table, ensuring the success and growth of the organizations she serves. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The laid-back environment at Nascent has resulted in increased employee satisfaction and productivity.
Nascent organizes fun and engaging activities to foster a sense of joy and camaraderie among employees.
Acknowledge that it's impossible to make everyone happy - focus on managing yourself and understanding that it's not always about you.
Prioritize work-life balance by emphasizing the importance of time off and promoting self-care.
Offer flexible work options that cater to both desk-bound and remote workers, fostering a sense of inclusivity.
How holistic approaches to HR can positively impact employee well-being and performance.
Connect with Michelle on LinkedIn for more information and networking opportunities.
12:11 - “I think just from the jump really, you know, to have that great employee experience from that moment we originally reached out to them when we're recruiting all the way through. We're just like very open, honest, transparent, and just, you know, welcoming them with open arms and asking for feedback all the time. Hey, what did you like, what didn't you like, what would you like to see? Always open to what are other people and ideas that they have. So that, that's really how we do it. We just stay on and, and keep chatting and figure out what, what people want and like, and enjoy.”
01:33 - “I think what we've learned from the past two years of, you know, dealing with the pandemic that your, your personal life and your work life, they, they do intertwine and there's nothing that anybody can do about that. So I think really making, making everything comfortable for everybody and giving them that space is really what makes a employee happy.”
24:00 - “And I think that's something that a lot of people miss when talking about work from home and the pandemic's impact is that there are a lot of desk-less workers that need to be in person. Yeah. And so where, where are their perks.”
14:32 - “So, you know, there's this very common trend in the workplace of pretending that what's going on at home is not affecting you at work, but, you know, when you're dealing with grief or chronic illness or, you know, having to manage kids, that's something that many, many people have to do. So that, that creeps in.”
21:17 - Michelle: “And that's why one-on-ones are very important here at our company. And we are very, very religious to those, our managers have them every other week for 30 minutes with the employee. And they're actually just a wonderful place for, you know, the coaching to go on that interpersonal communication, Hey, what's going on at home? How are things going? Or what's going on in your life? You know, is there, you know, whatever it is. And just really making that, that relationship, that trust factor.”.. Lindsay: “Yeah. Yeah. And I feel like, you know, the word accountability, it can be a harsh word, it can be an intimidating word because it's not associated with coaching as much as it is associated with getting yelled at, for example.”
15 Aug 2022
Leadership Development in a Fast-Paced Environment with MainStreet’s Patrick Sutton
00:32:14
Patrick Sutton has led remote teams since 2015, after starting his career in corporate he transitioned into the tech industry where he is currently the Head of People at MainStreet.
As Head of People, Patrick is responsible for leading the People function, and acting as a strategic business advisor to executive and senior management regarding key HR matters focusing on providing leadership and guidance specifically in Employee Relations, Compliance, Payroll, and Policies & Benefits. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The speed that tech industries evolve and how to keep up with it.
The challenges of moving from one work culture to another.
How to transition from corporate to tech.
The skills you learn at corporate that transfer to working in tech.
The value of accountability in the startup world.
How to be a better startup manager.
Ways to show active listening when communicating online.
Leadership development techniques for a fast-paced environment.
Continuous Performance Management with 15Five’s Dan Taylor
00:22:49
Dan Taylor is the Partner Manager at 15Five. He partners with HR Consultants to help companies improve performance, engagement, and retention. He is from Provo, Utah, and loves getting into the great outdoors. On this week’s episode of People Analytics, Dan and Sean discuss:
What is continuous performance management?
Why performance management should be prioritized
15Five’s work with Credit Karma
How does the science behind continuous performance management work?
360 performance reviews, and why they should be incorporated
Creating a Positive Work Culture: Insights from an HR Director
00:27:27
In this episode, HR Director Deborah Dash discusses the importance of understanding companies as living organisms and shares her approach to creating a positive work culture. She highlights the significance of effective listening skills and offers tips on improving as a people leader. Additionally, Debra explores the role of professional development and diversity in fostering a strong and inclusive work environment. The conversation also delves into the value of personal cues in interviews, genuine ways to connect with colleagues and the importance of embracing different approaches and perspectives.
Deborah Dash is a seasoned HR professional with a wealth of experience in people and culture management. She has held key roles as a Human Resources Director, Business Partner, and Head of HR in various organizations, contributing to the growth and success of the teams she has worked with. Deborah's expertise in HR strategy and leadership makes her a valuable asset in fostering positive workplace cultures and driving organizational success. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Observing departmental meetings allows insight into how managers lead and how individuals engage.
Being a good listener is crucial for effective people leadership.
Cultivating a strong company culture starts with leadership and trickles down to employees.
Creating a culture of growth and improvement results in a more fulfilling work experience.
Personal cues in interviews allow candidates to showcase their personalities and motivations.
Understanding different approaches can lead to successful collaboration among employees from diverse backgrounds.
Getting to know coworkers on a personal level fosters a more inclusive and joyful work environment.
16:20 - “When I interview people, I know that resumes don't always have personal details on, but sometimes people will list, list an interest or something they've done. And so many times I'll open, I'll open my interviews talking about that so that they are talking about not just giving me, wrote what they've done or what they've learned or what they've given told other interviewers, but to show me a little of their personality and what it is that makes them tick, what motivates them.”
01:39 - “An organism is very complicated and has lots of different functioning parts. And so companies are very much the same way and they very much operate according to the people who are, who are in them, the people that are running them, and the people that are managing them. So in order to really understand the culture, I think instead of being someone who sits in an office, you really have to be out and be involved in with the groups that you're working for.”
05:23 - “I think that culture is always something that is primarily set at the top and through the managers and then it, it filters down. So people that are attracted to work at the comp company self-select to come and work at that company. And so they're attracted by the leadership and by, I think, you know, strong leaders have very strong points of view, but they don't always express them out of the box, but they have certain expectations and certain boundaries and parameters that they'll set in order to make people, you know, look at things to communicate. If you have a manager that that expects that everybody's going to have, everybody's going to participate, then I think you have a much better, you have a much better group, a much better interaction.”
12:27- Lindsay: “You know, the, the self-reflection you showed is really real. I'm, I respect that so deeply because it can be difficult to look inward and admit to yourself, oh, I, I don't know as much as I thought. So how did you, you know, how did you navigate kind of that humbling moment?” Deborah: “I became much more aware, not just of what I looked at, because that's not, it's not always what you see on the page. It's, it was, for me being aware of what I heard and in looking at a candidate, I might've thought that I was low-key and friendly and informal and that that was getting the best interview out of them, but also, but I wasn't really looking to see from my perspective whether I was more comfortable with certain candidates.”
06:21 - Lindsay: “I know one part of culture that is really important to you is creating a culture of growth and improvement. So can you explain that?” Deborah: “Yes. I think that when, when you start working for a company, you, you know, you come in and you're really learning what the business is and learning how to do your job, but I think you're also looking at some other things and what are the opportunities that there are presented for you to, to learn more, to develop as a, as not just your skill set but your managerial set.”
11 Oct 2022
The Emergence of Quiet Quitting and Quiet Firing with Signal Financial’s Felipe Cofiño
00:30:07
Felipe Cofiño is a Senior Finance and HR Executive with over 25 years of experience in Leadership, HR, Culture, DEI, Recruiting, Branding & Training.
Felipe is currently the VP of Human Resources & Organizational Development at Signal Financial Federal Credit Union and is a LinkedIn Content Creator & Coach. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Making critical impact through diversity and inclusion with Betterment’s Netta Jenkins
00:32:55
Netta is the founder of Holistic Inclusion Consulting that offers Global Diversity Consulting. Forbes listed her as one of the top 7 most impactful anti-racism educators in the world. She is also the co-founder of the Dipper tech platform; guiding professionals of color to a better workplace one review at a time. Her previous role was as the Vice President of Global Inclusion at IAC. Here are only a few of the topics we’ll discuss on this episode of the People Analytics podcast.
Why power and impact are what really matters
How to champion ‘bold allyship’
Eradicating microaggressions from the workplace
Giving your diverse workforce a voice in strategic decision making
Identifying opportunities to include underrepresented groups
The Power of Storytelling in Recruiting with Beeswax’s Charlie Keinath
00:27:39
Charlie Keinath has worked for some of NYC's most preeminent startups including Huffington Post, BuzzFeed, Intersection and now Beeswax. With over 10 years in the recruiting space, he's mostly focused on Engineering, Data and Product and never shies away from those hard to fill positions. When it comes to recruiting he has both led and managed teams to drive hiring and come up with new unique and outside of the box methodologies to attract and retain talent in an ever-evolving startup ecosystem. He's always looking to chat, whether it's about the latest/greatest in tech or just general career advice. On this episode, Sean and Charlie discuss
"If You’re Offered a Seat on a Rocket Ship, You Don’t Ask What Seat. You Just Get On.” - Marissa Mayer, Ex-CEO Yahoo
Why title matters less in a young growing startup environment
How to make your company’s story exciting for candidates
Positioning your company’s value proposition for candidates
Marketing the opportunity effectively to your prospective candidates
How the history of your industry can help engage candidates
Connecting with Charlie:
Connect with Charlie over LinkedIn - https://www.linkedin.com/in/charleskeinath/
Follow Charlie on Twitter - https://twitter.com/charliek212?lang=en
20 Oct 2023
Leveraging HR Data for Organizational Success
00:29:58
In this episode, John Petrusa, the Human Resources Director at Wiers, talks about the intriguing field of analytics in HR. John shares his journey into analytics and emphasizes the merging of analytics and people. He highlights the importance of statistics in leveraging HR data for organizational success. Additionally, John discusses the significance of storytelling in data analytics and its impact on businesses. He also delves into the servant leadership model and how it can revolutionize the way organizations operate. This episode encourages HR professionals to become advocates rather than mere enforcers and offers valuable insights for using HR analytics to help organizations thrive.
John Petrusa's career trajectory in human resources has been distinguished by his pursuit of excellence. With a foundation in psychology and a Master's in Human Resources from Loyola University Chicago, he's honed his skills through key positions such as Chief HR Strategist at Taylor Group Insurance Agency, fostering a full-service HR consulting practice, and as an Adjunct Instructor at Loyola University Chicago. Currently serving as the Human Resources Director at Wiers in Indianapolis, Indiana, since May 2023. John leads HR strategies, utilizing his extensive background to make a significant impact on the organization's workforce, culture, and performance. Here are a few of the topics we’ll discuss on this episode of People Analytics Podcast:
John's fascination with math and statistics from high school led him to explore analytics in Human Resources.
Quality control has allowed John to apply statistical knowledge to HR, enabling him to demonstrate the value of HR to an organization.
Understanding the “why” behind red flags in analytics is crucial for improvement and problem-solving.
Trust, empathy, and autonomy are essential components of high-performing organizations.
HR professionals should embrace HR analytics and compelling stories.
Being an advocate, rather than an HR cop, can lead to success.
08:27 - “And what makes up good research is good data. And the validity of good data. And so, part of the class was helping students understand what that is and what those scores are telling them about what is good research so that they could take that research and apply it to their organizations. So being able to understand what statistics is really telling you about validity is important.”
10:20 - “My message to my students was that if you want to sit at the big table… Everybody wants to sit at the big table. They want to be involved in the room where it happens. So I said, finance people are talking about forecasting and projections, marketing, sales forecasting, projections. You have got to be able to do that if you're sitting there at the table. So talking in the language of statistics, forecasting and projecting where the HR world is for an organization is critical to being able to be accepted, in my opinion, at the big table. So that's the language of businesses data.”
12:00 - “So [HR] can track all that data and project out into the future where that's likely to go. How many males, how many females, how many ethnicities and all like that to be able to project out what that demographic picture's gonna look like for our future. And then for me, I would like to take that and expand that sort of analytics to include things like skills. So skills inventory within my organization, how many technicians, how many practitioners, how many individual contractors, what are their skill levels today. And I'm projecting out into the future what that need is going to be.”
19:05 - “I think it's just simply called Servant Leadership. And it's about creating this organizational structure around an inverted triangle. So most organizations picture a triangle with the CEO at the top of the pyramid, and the lesser people at the bottom of the pyramid and Greenleaf said “no, that's not the way it's supposed to work”. The CEOs or the leadership of organizations need to exist so that the rest of the organization can function in a way that serves customers at its top. Because that's where the magic happens.”
25:26 - “But the point is that I see very many people who don't understand that they've got the power to solve problems, whether it's HR or whether it's sales, finance, customer service. They don't feel like they've got the power to be able to fix things, which is a shame in my opinion. So for me, in my HR team, I've always told people that they've got more ability than perhaps they even know, even see in themselves. And so that issue of empowerment within that servant leadership model is a powerful driver.”
11 Jul 2022
Creating an Equitable Environment and The Benefits of Self-Management with The Ready’s Rodney Evans
00:39:11
Rodney Evans has been a coach for over 10 years and is currently a Partner at The Ready and Host of the Brave New Work Podcast. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Why The Ready exists.
Different ways of working and what self-management involves.
The value of having a business coach.
How hierarchies work and how to fight back against hierarchal culture.
The benefits of creating an equitable environment for new staff.
What questions to ask in an interview to learn about a company’s culture.
What motivates us to improve worker conditions.
Why people seek leadership positions.
How taking time off can help people feeling burnout.
The post pandemic compensation equation with Andii Lee
00:27:40
Andii is Talent Acquisition leader. She has been the Sr Director of TA for multiple tech companies and also been through a few acquisitions. On this episode of the People Analytics podcast, we’ll talk to Andii about how the compensation equation is likely to change for companies and candidates due to the changes presented by the Covid-19 pandemic. Here’s a list of some of the topics we’ll discuss with Andii in this episode.
How companies need to rethink their cost of living adjustment policies
Companies need to figure out their remote work model yesterday
Why being transparent with candidates is beneficial now more than ever
What to do if you had to hit the brakes on hiring because of the pandemic
Breaking the Stigma of HR: The Importance of Leadership and Investing in People
00:34:24
Veronica Larkin, Director of Human Resources at Lux Machina Consulting, discusses the importance of breaking the stigma associated with HR and embracing servant leadership. She emphasizes the need for leaders to focus on developing their people, nurturing their talents, and building strong relationships. Veronica also highlights the significance of providing support and guidance to new hires, including investing in training, resources, mentorship, and bridging the gap between academia and the professional world. Additionally, she emphasizes the importance of building confidence and overcoming fear for career development.
Veronica Larkin, is a highly accomplished HR professional with a proven track record in executive management and strategic HR leadership. Currently serving as Director of Human Resources at Lux Machina Consulting, Veronica excels in employee engagement, HR policy development, and performance management. With a wealth of experience across various industries, she brings valuable expertise in driving HR initiatives and fostering a positive work environment. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Leaders in HR must embrace servant leadership and be empathetic to foster a positive work environment.
Leadership training and coaching are crucial for leaders to effectively manage their teams and prioritize people over revenue.
Consistently nurturing your team is essential for preventing stagnation and maintaining productivity.
Having a mentor provides a non-biased opinion and helps guide personal and professional development.
Honesty and transparency create a trust-based environment and foster employee engagement.
Confidence plays a significant role in career development and should be nurtured in employees.
Embracing the possibility of rejection and maintaining a positive mindset is key to pursuing career goals.
15:09 - For me, I think it's important to always have a mentor throughout your career. Whether that's someone within your business or someone externally that you can, you know, bounce your frustration sometimes your ideas, and you know, kind of like a check-in as well. Like, Hey, am I, am I on the right track or am I crazy here? Someone that can give you a non-biased opinion and be real with you.
12:58 - One analogy that I like to tell my managers when I'm training them is my car analogy. Like when you wake up in the morning or when you go to shopping or wherever you're expecting that vehicle or that mode of transportation to work. Yeah. And in order for that vehicle to work, you have to maintain it, you have to add fuel, you have to check the engine. And in a business, your people are your engine. So if you're not taking it into routine maintenance, if you're not giving it the fuel that it needs to actually like spark up, it's going to go stagnant, and you're going to stall at some point your team's going to stall.
29:04 - I spent some time as an adjunct professor at a, a college, and you know, here's me coming in with my, my career experience to teach them and just the anxiety that these students have because they are not prepared. They're prepared in terms of knowledge about their, their subject area, but that's about it. And so I made sure that the entire class is like, you are going to use this for your career. This is, everything has a purpose. And it was just really eyeopening to see how they responded and, and, and said like, wow, you know, like, all of my classes should have this kind of information in it.
04:52 - And something I've, I've noticed about leadership structure is it's usually, you know, kind of a race to the top when people can be developed by, you know, not promoting them upward, but you know, you can promote them laterally or give them professional development that is, you know, 10 times more effective than having a manager title. There's just so many different ways to develop people and I think that's, you know, where, you know, leaders like you come in and use creativity and look at everyone's unique contributions.
02:35 - Lindsay: And I know that leadership training and coaching is really, really one of your big passions. So, can you explain why that's so important to you?.. Veronica: Absolutely. So leaders nowadays, I feel like sometimes get placed into their roles because they are subject-matter experts. Yes. Because they understand the industry really well, but they lack that finesse when it comes to dealing with the people. And when you lack that finesse, you know, you really are doing a disservice to your people because you're not nurturing, you're not pouring into them, and you're only focused on, on, you know, the end goal, which is like, let's bring more revenue into the business.
29 Jun 2023
The Power of Community in HR with Kimberly Marolda
00:31:30
In this episode, Kimberly Marolda, Director of HR at Hamilton Thorne Inc., stresses the need for community building in the workplace to ensure a safe and reliable work environment. She speaks on the importance of face-to-face interactions, creating a welcoming space, and knowing colleagues' personalities. By fostering connections with team members, managers can support personal and professional growth.
Kimberly Marolda is an accomplished HR professional with experience in diverse industries, including healthcare, retail, logistics, and fine jewelry. She has a proven track record of driving organizational success through strategic HR initiatives, employee engagement, talent management, and operational efficiency. Currently serving as the Director of Human Resources at Hamilton Thorne Inc, Kimberly is dedicated to delivering innovative solutions and fostering collaboration in the assisted reproduction community. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Soft skills build connections within the organization.
Blurred boundaries in work and life have led to an increase in emotional intelligence and wellness programs.
Building a sense of community is essential in achieving work goals.
Facetoface interactions are crucial in developing relationships and trust.
Allowing moments of silence in meetings fosters thoughtfulness and consideration.
Vulnerability and nonjudgmental behavior are key to creating a safe and supportive workplace.
Good communication and team building are critical to achieving goals and overcoming obstacles.
02:07 - One focuses on those softer skills, building the connections with team members and members of the group as a whole, outside of your own team if you manage one. But you have to make connections with everybody within the organization. And having those softer skills and those abilities to make, build relationships and ask questions that encourage people to open up. That was really important to, to have as an HR profession, a skill set.
25:14 - So learning about who people are and what they do and allowing moments of silence to happen in meetings allows for thoughtfulness and consideration. And I think it's really important to really understand who everybody is as a human. Both not, you know, inside the workplace, most importantly, and to some degree outside of the workplace. So you can understand a little bit more about who they are.
05:09 - You know, in my career I've come across, you know, people that, you know, want to get to know me, want to understand how to help. And then I've come across people who are like, you need to leave your issues and your emotions at home. Do not bring them here. Do not tell me about it. Do your job. So, you know, do you see a, a transition from more of the hard structure?
12:44 - Lindsay: And it's really, really amazing to see what happens when people come together. You know? Absolutely. A common cause whether that's a child's well-being or, you know, in the workplace.. Kimberly: Because it feels more, it feels selfless and less like work if you've, if you're engaging in a way where you want to contribute, and you want to support, and you want to help and provide a foundation that, that people can rely on, I think that that is so self-fulfilling as well.
11:07 - Lindsay: And there's also in families, I feel like there's that rule of, like, you don't disrespect adults or elders. You treat or you always treat them with respect. But you know if someone's disrespecting you, you have the right to stand up to that because you're… Kimberly: Not a family. Exactly. So I like to use the term community instead because I feel like that helps set more boundaries, but it also focuses on building an engaging a pool of people that are all gathered together for a common purpose, a common goal, and they have a shared set amount of time. This is the project we're working on, this is the amount of time it's going to take to push through this.
25 Oct 2022
The Benefits of Coaching with Lulu’s Erin Miller
00:29:07
Erin Miller is the Vice President of People and Culture at Lulu and is a progressive senior-level human capital professional with expertise across all domains of the modern human resources function.
Erin has a passion for driving innovative people-first strategies and solutions that create business impact. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to make people feel included at work.
Ways to influence your workplace culture.
The relationship between a coach and their clients.
Who can benefit from having a coach.
How coaching is different from mentoring.
How to find a coach that’s the right fit for you.
Breaking the habit of people pleasing.
Investing in marginalized groups you want to uplift.
The Benefits of Diversity and How to Improve our DEI with Wawa’s Kaela Blanks
00:33:59
Kaela Blanks is the Diversity, Equity, and Inclusion Strategist at Wawa and is passionate about empowering people to thrive through their DE&I strategic initiatives.
Kaela specializes in helping organizations meet their strategic DE&I goals and create meaningful internal and external partnerships. Here are a few of the topics we’ll discuss on this episode of Peoples Analytics:
Why Kaela decided to specialize in Diversity, Equity, and Inclusion Analytics.
The importance of culture and how companies can create a holistic environment.
How data is incorporated into setting up a company’s DEI structure and goals.
The importance of using a tailored approach towards your DEI.
The difference between Diversity, Equity, and Inclusion.
Common biases people face in hiring and the systems we can use to mitigate them.
The benefits of diversifying within your organization and the doors it can open up.
Why psychological safety is so important and how we can tell if our organization has it.
How to recognize and become aware of unconscious bias and microaggressions.
Leeza Klimetz on Humanizing the Workplace with Empathy
00:23:35
In this episode, Leeza Klimetz, Director of Human Resources at TAPPI, discusses breaking the stigma in HR by embracing diversity, equity, and inclusion in the workplace. She emphasizes understanding employees' needs, creating a total rewards package that is inclusive and attractive, and supporting DEI from the top down. Clements encourages HR professionals to listen to their staff and advocate for and support them. The pandemic has helped organizations recognize the needs of workers and the importance of empathetic leadership in humanizing the workplace and recognizing employees.
Leeza Klimetz is the Director of Human Resources at TAPPI, a global association serving the pulp, paper, packaging, and converting industries. She has spearheaded the development of a comprehensive wellness program, prioritizing the health and well-being of staff members. With a focus on strategic goals, safety protocols, and diversity initiatives, Leeza has made a significant impact in her role, creating a positive and thriving work environment. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Solo HR professionals need to learn how to prioritize and lean on third party resources.
Diversity and inclusion go beyond race and culture, and companies need to walk the walk.
Understanding employees' needs and communicating in a way that works for them is key.
Breaking the stigma in HR by advocating for employees' happiness and growth.
Creating a total rewards package that is inclusive and tailored to employees' needs and wants.
Supporting diversity, equity, and inclusion from the top down by having a diverse leadership team and diverse speakers at conferences.
Listening to employees and adapting to their changing needs and wants.
03:19 - “That's one part of HR that I love, is that it is always changing. I'm a lifelong learner, so I am constantly growing my professional development, personal development and hopefully sharing that with my leadership and my staff as well. But yeah, you have to figure out what fits with your team, and that may change tomorrow. And you just have to keep on top of that and understand how you can keep the company flowing.”
06:13 - “And I think that if anyone is starting their DNI education, whether it's personally or in the corporate world, you need to really understand that and dig deep into each category. You know, it's not just about race and culture, it's about gender, sexual orientation, military status, disability age. And really from a corporate standpoint, figuring out how you can make your workplace inclusive for all of those people from the top down.”
09:13 - “And I know one thing that you really are passionate about is humanizing the workplace and leading with empathy. Empathy. And you can't do that without getting to know the people that you are working with.”
10:42 - “That is so important because, you know, I remember when, when I was a leader, like I would offer, you know, the people that I was working with, opportunities that I may have wanted, but they're not me. So those opportunities, that gave them a little bit of anxiety.”
08:40 Lindsay: “But someone who's doing more of that work that you need focus in your eyes on, they're not able to access their phone or email right away. So how do you kind of find a balance for communication?”
Leeza: “Yeah. You have to, to really figure out your staff and what, and that's with everything, you know, even outside of communication, but what, what fits with them? Do you, you know, maybe phone communication for this employee is great and email communication, but then there are employees that you need to be face-to-face with and have more of a hands-on role with them.”
07 Dec 2023
HR Stories from the Heart – Shane Fisher's Journey
00:25:24
Dive into the world of HR with Shane Fisher, Director of Human Resources at Built Brands, as he shares his inspirational journey in employee development and the creation of a dream company culture at Built Brands. Get ready to discover the power of 'giving them pie' and the success stories that define the heart of HR.
Here are a few of the topics we’ll discuss on this episode of People Analytics:
8:08 - I think I, I wanna build a leadership academy. And she was like, do it. You know, she was just like, do it, it's yours. Go. And so I was like, alright. And so, you know, the Built Leadership and Development Academy came to life.
9:15- It's so cool, just in this past course, you know, we had individuals who came back the following week and they were like, I was looking over my team and this person has this leadership style, and this person has this leadership style, and I think if I help them to develop that, then they're gonna be great in this position. And, you know, I almost like turned around and cried. I was like, oh my gosh. You know, it works.
14:01 - We realized being a manufacturing company, you know, we have our day shift, we have our swing shift. And so we came to the realization that not everyone's gonna be there at 10 o'clock or one o'clock. So we actually have three courses now. So we have a one o'clock for the day shift, we have a three 30 for the afternoon shift, and then we come in later at like seven or eight at night for our later shifts.
22:31 - If you don't have a positive culture, if you don't have people who really want to be here, who believe in the company, then how would those people ever benefit Built, you know, by focusing on them and, and helping them hit those goals and have that happiness and be successful and you know, go and see our product on the shelves and be like, that's what I do. I've made that. That's, that's how we benefit that. That's always got, you know, the best interest of built and the best interest of our team members.
13 Dec 2021
How to Create a Fun Working Environment with Nickelodeon’s Peter Chhum
00:23:58
Peter Chhum is a multi-media producer with experience in news, entertainment journalism, and social media.
Currently, he is the Manager of social strategy at Nickelodeon Animation Studios where he overlooks all the social media content for top hit shows including SpongeBob SquarePants. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What social strategy means and how it works.
What it’s like running SpongeBob’s social media accounts.
The importance of work culture and feeling like you have a purpose at work.
Why it’s better to focus on solutions rather than looking at someone to blame.
How understanding the origin content plays into a workplace’s overall culture.
How admiring your peer’s work can change a workplace environment.
The challenges of collaborating with others in such a big organization.
How what a company produces affects its culture.
Valuable leadership qualities there are in Nickelodeon.
How to Manage a Merger with Open Co’s Andre Bastos
00:30:53
Andre Bastos is a business-building senior-level executive and entrepreneur with a strong finance, strategy, operations, sales, and general management background in startups and large corporations.
Andre has created a technology-based business from scratch, while orchestrating and closing investment funding from major firms such as Goldman Sachs, 3G Capital, IFC, and Franklin Templeton. He is adept at leveraging artificial intelligence, machine learning, and big data to achieve a cutting-edge B2C financial service offering.
Andre develops an agile culture across the enterprise that delivers significant productivity improvement. He is a strong negotiator with vendors and coordinated sales partnerships with 15 Fortune 500 companies. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What Open Co does and how they help people lower their rate of credit.
How Andre found a gap in the market and created this solution for it.
The merger Andre’s company went through and how they kept their employee's interests at the forefront during this.
How to reduce employees’ anxiety during mergers.
The importance of being transparent.
The strategy of bringing two different companies’ cultures together during a merger.
The cultural pillars at Open Co and how the organisation supports these.
Building the HR function at your organization with AdmitHub’s Adrienne Barnard
00:28:38
Adrienne Barnard is the SVP of People Operations at AdmitHub - an AI powered Chatbot that through powerful nudges is on a mission to help learners take the next steps towards a more fulfilling life. Adrienne has been in HR/People Operations her entire career and has been able to build out People Operations and teams at her last two roles. She's passionate about the impact that a partnership approach to People Ops can have on the organization and its human resources. Outside of work Adrienne lives in the 'burbs with her entrepreneurial husband (check out podknife.com) and her 9 and 5 year old kids who love basketball, disc golf, barbies and snacks. On this episode of the People Analytics podcast, Sean and Adrienne discuss:
The HR trend of building the function out sooner
The value generated for an organization that invests approximately in HR
When to think about building our your HR function
Building HR around the needs of your organization
Hiring an HR professional with leadership qualities to adapt through change
Making your next HR hire after implementing the function
HR business partner vs HR generalist vs HR specialist
Putting the right framework in place to avoid getting stuck and feeling overwhelmed
How to build trust along the way of developing the HR function
Attends webinars, read white papers, understand what other companies are doing
Connecting with Adrienne:
Connect with Adrienne over Email - Adrienne@admithub
Connect with Adrienne on LinkedIn - https://www.linkedin.com/in/adrienne-barnard-a82aab1/
06 Apr 2020
HR Metrics that Matter with Anthony Onesto
00:32:25
The HR metrics world is growing fast. Learn from Anthony Onesto who is the Chief People Officer at Suzy about how your HR team can become empowered to help the organization succeed by focusing on metrics that matter. If you’re tracking lots of metrics that don’t directly impact your business and you want to fix it then this episode is for you. Find out what you can start doing today to empower HR at your organization by learning from Anthony.
My name is Sean Boyce and I am the host of the People Analytics podcast. On this show I interview experts that specialize in building amazing companies with great people. These experts will be asked about all things data in HR so you can learn about the latest effective trends in the growing field of people analytics.
This show is for anyone who has an interest in HR or TA and how these professionals help build their awesome companies with amazing people.
If you have any questions for me or would like to inquire about being a guest on the show please email me at sean@staffgeek.com.
12 Jul 2023
Shifting to Feedback-Driven Approach in Performance Management
00:34:47
In this episode, Lindsay Patton interviews Carolyn Moore, Chief People Officer at Influx Data, about her journey in HR and the importance of empathy in leadership. They discuss the negative impact of traditional performance management systems and the need to shift towards a feedback-driven approach with open communication and support. They also highlight the evolving nature of HR, with a focus on empathy, strategy, and data fluency. The episode explores how HR professionals are becoming more involved in understanding the business and driving strategic processes, envisioning the future of the HR landscape.
Carolyn Moore is a seasoned HR executive and consultant with a passion for building strong leaders and nurturing winning cultures. With extensive experience in global communications and people leadership roles, including her current position as Chief Member at Chief and Chief People Officer at InfluxData, Carolyn brings expertise in driving organizational growth and creating positive workplace environments. She also owns CultureFluence Consulting, where she assists companies in transforming their workplaces through leadership development, culture alignment, and talent acquisition strategies. Here are a few of the topics we’ll discuss on this episode of People Analytics:
HR plays a vital role in shaping and preserving company culture.
Traditional performance management models instill fear and hinder growth in the workplace.
Emphasizing career discussions and supporting employees' long-term goals enhances loyalty.
Understanding employees on a personal level promotes engagement and meaningful connections.
Empathy is a running theme in HR, influencing how HR professionals are shaking things up and helping the field evolve.
There will be a need for more oversight around innovation and creativity, especially regarding the balance between pushing boundaries and potentially putting employees at risk.
HR professionals should prioritize building credibility and connections within the company to effectively push strategy and contribute to overall business success.
07:01 - “I think the words are important, but the words have to be meaningful, and you have to be able to ensure that it's sort of ingrained in you as an employee as well as, you know, any of the executives across the company.”
10:30 - “And I've been really working very hard leadership development wise, particularly with, with, you know, first level and second level managers to make sure that they take that and kind of sweep that away and think more about being empathetic, understanding what the employee is bringing to the party, and helping them to figure out what to do. Not by telling, but by coaching, by asking good questions. And I think that that's a, you know, that's, that's a skill that needs to be developed, but what I find is once leaders have got the hang of it, if you will, it makes it so much easier on them, honestly.”
11:54 - “One boss told me you need to do whatever I say because I'm the owner of the company. Another one said, and that didn't really motivate me to want to do a good job at all.”
20:16 - “I think a habit in the workforce is loyalty and expecting that, and, you know, getting ego in when people do choose to leave and grow and, you know, you can't, you can't fault someone for wanting to do something for themselves.”
14:25 - Lindsay: “And it just made me realize how much fear there is in the workplace in general. So, yeah. Can we talk about that a little bit? Because it's something that I think is, you know, is too prevalent.”.. Carolyn: “I've been thinking a lot about that, about fear in the workplace. And I, I think that just the structure of the workplace has driven that we've as a society for a long time have driven a model in into the workplace that's very militaristic.”
29 Aug 2023
HR in the Entertainment Industry: Bridging the Gap Between Creativity and Administration
00:35:05
In this episode, HR Director Kristen Foley provides a deep dive into her experiences within the entertainment industry. She emphasizes the vital role of bridging the gap between creativity and administration, stressing the significance of prioritizing employee experience. Kristen delves into effective strategies for nurturing creativity and well-being in the workplace, including mentorship and holistic wellness initiatives, and she highlights the importance of leading by example.
Kristen Foley is a seasoned Human Resources professional with a rich background in fostering healthy workplace cultures. With roles spanning from Human Resources Director at GrandSon Creative and Kate Somerville Skincare to her current positions as a Human Resources Consultant for the Wellness Industry, Kristen's 20 years of experience, combined with her passion for wellness, empower her to guide startups in building strong organizational foundations. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Working with creatives who love what they do brings a unique dynamic to HR in the entertainment industry.
Creatives think more abstractly, which requires a different approach when it comes to HR processes and communication.
Balancing structure and creativity is key to supporting creative professionals without stifling their imagination.
Find ways to add value and satisfaction to your current role without necessarily seeking a promotion.
Listen and let individuals find their own solutions.
Minimize tensions in difficult conversations by removing the fear factor.
Show compassion and kindness when delivering difficult information.
13:25 - “Just looking back over the years, I mean, I think there's so many ways that you can add value and satisfaction to someone's role if you don't necessarily have a promotion, you know, or a role to promote them into, there's mentorship and there's, you know, we have, we had graduate business analyst training programs and we have internships, and we have, you know, different programs with universities throughout the years in my, in the companies that I've worked with. And I think that when someone gets the opportunity to share what they do, it reignites that passion in a way.”
22:19 - “Every day, if there's something that you can do to one degree of progress, that time is going to go by so fast anyway. You might as well do something small, then do nothing at all, because it's too overwhelming to say, I'm gonna completely overhaul my life tomorrow on Monday. These are all the things I wasn't doing before. It's so much more impactful and sustainable to just do something small each day and then build on that and have that compound effect.”
05:27 - “The way I think about it is, you know, structure versus non-structure. I used to work with, and I still do work with quite a bit of artists, but in a journalistic capacity, you know, I had to enforce deadlines quite a bit. And I think I realized it was because, you know, artists, you know, and I consider myself a creative as well, we kind of live in a world without structure or limits or boxes. So it's, you know, I think there has to be that extra step, like you said, the handholding of reinforcing deadlines and, you know, reminders and things like that.”
12:48 - “It reminded me of what you said about how artists, they're more open to, you know, the experiences that are, you know, a little bit more horizontal as opposed to, I believe the financial sector was more about climbing the ladder as, you know, a people person.
22:52 - Lindsay: “I know one thing that's important to you is leading by example. So I'm certain that, you know, leading by example is showing that these tweaks are smaller, you know, as you're progressing, like, hey, I'm at this point, but I'm still making progress. So how do you, you know, what other ways do you lead by example within the organization?” Kristen: “I would say, well, I certainly bring my wellness habits. So from a literal standpoint, like I show up with my healthy foods, I take my walks at lunch, I'll take calls, you know, while walking if possible, if it's a meeting that I don't need to be like, you know, face-to-face on Zoom or something like that. Something I just need to listen in on. So I do encourage people to do that when they can. I'll go to the gym across the street with some of my coworkers at lunch. Hey, I'm going to go walk on the treadmill for 30 minutes. Do you want to come? And they do, so literally leading by example in that way, like, follow me to the gym.”
26 Apr 2020
Silver Linings from the Pandemic with Annissa Deshpande
00:25:35
Annissa is the Principal at loglab. In this episode, we will look at the Covid-19 crisis from a different angle. Listen as Annissa describes for us all of the various silver linings from this crisis. We’ll discuss everything from increasing authenticity, the latest on balancing work and life, how the workforce and work environment will likely change for the better and much more.
Identifying and Closing Gaps in the Employee Experience with Qualtrics’ Kevin Campbell
00:33:26
Kevin Campbell is the Employee Experience Scientist at Qualtrics, the Founder of Lifted Leadership LLC and is a certified coach, with over 1,000 hours of paid executive coaching and workshop facilitation sessions
Kevin’s passion is in helping organizations acquire, develop and retain their people, and helping people manage their happiness in their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Kevin helps organizations identify and close gaps in the employee experience.
The enjoyable aspects of being an organizational psychologist.
What organizational psychologists can do for businesses.
How to utilise customer service best practices when onboarding new employees.
How to make employees feel like they belong in an organization.
Ways the labour market has changed over recent years.
Different ways to collect information from your employees.
This episode, DaCodes’ co-founder and CEO, Mauricio Moreno, talks about how he grew a company to over 50 employees, how staff responded to moving to remote working, and the benefits of hiring junior positions remotely.
Mauricio Moreno is one of the Co-Founders at DaCodes, a software boutique specialized in App & Web Development, UX/UI Design, and Digital Transformation for Enterprises and Start-Ups. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Building a mobile app development company for third-party clients in Mexico.
Growing a company to 50 employees working in a physical office.
The challenges of working remotely and how to overcome them.
The benefits of remote hiring.
How artificial intelligence will revolutionize HR practices.
How generative AI tools can be used to create titles, summaries, and timestamps for podcast episodes.
13:00 – “We started experimenting, bringing experts from outside the company to give meet ups, to give talks, to give presentations. We started doing a fitness challenge for the company remotely. So we started exploring a lot of activities, virtual activities to engage the people and the, the, the coders that were working with us before Covid, before, like when we were working in an office already had the codes culture on their, on their mind, on their heart. The challenge was to put that same culture on the new people that we were onboarding virtually, that people that never met or knew the office space that never worked in person with everyone. So that was a challenge.”
14:30 - "A lot of people is more productive working from home. So we just need to make a system, to have a fast evaluations of the productivity, of the attitude of the people of their ways of working from home and, to keep the ones that are great and the ones that aren't. They can work in a physical office in other company. Right. But, it's a challenge you lose some things, but you win some new things if you are open to do the switch.”
15:49 - "I have not one interview, but have five interviews with different people. Maybe the first one is with the HR department or, or with the recruiter then with the manager, then with another manager and maybe with the CEO and the traditional ways to do that in person, right? Of, in a physical office in a physical space. And we were doing in person interviews. So we were spending maybe two hours from the time that the candidate came to the office or got to the office and then make the coffee and make the desk beautiful. And make everything perfect for the interview. And then make, have some chatting, have some gossip before the formal interview, then do the interview then I think in average, you have between one and two hours for candidate. And when you do virtual interviews or remote hiring, you can do interviews. You can do the first screening of maybe 25 minutes. Right. And also you can see that if the during the first 10 minutes, the candidate is not what you were looking for, you can go a little bit faster. You can tell the candidate that he's lacking some of the skills that you need or some of the experience that you need. And you can end the interview quickly if, when you're in person, you cannot do that. “
21:17 - "But then when you open up to different cultures, to different countries, even to different cities, inside Mexico people is very different. So when we open up to different talent from different countries, you start getting a bowl of fruits with not only with apples, but with bananas and with maybe a watermelon over there, maybe oranges, so you start getting this diversity, this mix that it's great for the company people, software engineers mainly, they like to meet new people from other countries to see what they talk about.
33:18 - "Having generative AI on your Google Drive, you can just tell the Google AI bot, Hey, give me the report of, I don't know, something with all these documents I have in here. Or give me the, I've been exploring a tool this, you will like this one for the podcast, which is you can, you just upload the MP3 file or the MP4 file to the program, and it gives you instantly. It gives you the transcript. Okay it selects it, it knows which speaker is who, who is who. And so it segments the transcript by speaker. And then you can, you just push a button that says AI generate AI, and it generates like 20 blocks of content from the options for the podcast name or podcast title for this episode to the description or the summary of the episode to the bio of the speaker, to the time, the timestamps of the podcast with all the topics that were talked during the timestamp questions and answers that were talked during the episode. So it is crazy what is happening. And I think in the next three months, we will have a lot of good tools.”
13 Oct 2023
Building Relationships and Supporting Individual Success in Manufacturing HR
00:25:29
In this episode, Francisca Manning, the HR Director of LCS Facility Group, about the unique challenges and successes of working in HR within a manufacturing environment. Francisca shares her experiences with union regulations, safety protocols, and navigating a male-dominated industry. She discusses the importance of building and strengthening relationships, observing group dynamics, and supporting individual workers through training and encouragement. Francisca also shares insights on finding confidence through learning from past experiences, finding inspiration from podcasts and TED Talks, and setting new goals to keep progressing in his work.
Francisca Manning is an accomplished Human Resources Professional with a proven track record in team building and recruitment, specializing in manufacturing. Currently serving as the Human Resources Director at LCS Facility Group, Francisca brings her creative leadership and SHRM certification to drive success in her role. With a background in guiding HR functions, coaching, and employee development, she has actively partnered with local unions and led safety and training initiatives. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Challenges of working in a unionized manufacturing environment
How Francisca's background in manufacturing gave him a leg up in the HR world
Navigating a male-dominated industry and developing a thick skin
Learning from past experiences and finding inspiration from podcasts like TED Talks.
Building relationships and establishing trust from day one in manufacturing.
Engaging with staff on the manufacturing floor to improve efficiency and safety.
Encouraging individual workers to succeed through training and support.
12:11 - “When you're dealing with sort of 85% male-dominated population, they tend to get information from you or maybe they see you as a pushover because you're a woman and try to sort of appeal to that particular side of you as well too. So you have got to see it for what it is: trying to get favors or trying to get sort of things from you when it's not, it's not feasible obviously, so you have to develop that sort of thick skin and, when it's a no, it's a no and try to develop that sort of other side of you where you understand that you are working with adults and that they cannot sort of try and try to push you over just because you're a woman”
03:48 - “There's a lot of challenges that come with working in manufacturing. A lot of them have to do with working in a union environment. Not every single facility is union, but the ones that I worked in were heavily unioned as well too. So getting to know sort of like the collective agreement and sort of working with the union reps and the shop stewards as well and the population overall.”
16:25 - “I am very straightforward and I'm very loyal and very passionate of what I do. Very detail-oriented and very focused. So I know when I come into a position or even part of it, an actual company, I develop a plan and I see a through. And if once that plan comes to the end, then I develop a new set of goals for myself, sort of, it keeps me going that way and that's, that's who I am”
13:06 - “For me personally, I noticed that communication is a little bit more direct and that's kind of shaped how I communicate. And I noticed that there is that expectation for women to add more exclamation points in emails and have their language be a little bit more flowery. But I found that because my communication is direct, people have had a problem with that.”
17:20 - Lindsay: “Tell me about what relationship building is like in manufacturing.” Francisca: “It's such an important piece when you're starting a new company or you're coming into a new sort of group, they don't know who you are, so you have to start establishing yourself from the very beginning, like day one. You have got to start sort of treating the employees and the managers and supervisors and everybody above sort of in a certain way that they understand that you're trying to sort of not come in to do the overall changes, from the very beginning, but try to sort of work with what they have at the very beginning, understand them, and then provide certain solutions along the way.”
29 Mar 2020
Helping Companies Manage the Covid-19 Health Crisis with John Baldino
00:32:57
John Baldino is the President of Humareso, has previously won HR person of the year and has recently been nominated for HR consultant of the year. In this episode of the People Analytics podcast, John provides us with perspective on what to do as HR professionals to help our organizations and people amidst the Covid-19 outbreak. We’ll discuss implementation of work from home policies, using tools to remain productive, making it easier for your team to gain access to necessary resources and much more.
Assisting People with Cancer with Twist Out Cancer’s Jenna Benn Shersher
00:38:00
Jenna Benn Shersher is the Founder and CEO of the non-profit Twist Out Cancer which utilizes social media to change the way a cancer survivor shares and a community gives.
Jenna has a Masters in Social Enterprise and Administration and is highly experienced in non-profit management, public relations, and leadership development. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Twist Out Cancer was founded.
How Jenna moved Twist Out Cancer from a passion project to a full-time job.
What it’s like working with people who have a cancer diagnosis.
How Jenna helps people reconcile with their cancer diagnosis.
The benefits of sharing and connecting in the workplace.
How HR can assist people who are dealing with grief and chronic conditions.
The best ways to approach the topic of cancer.
The Brushes with Cancer program connects artists with people affected by cancer.
Putting the Human into HR with YWCA’s Sheila Holman
00:30:02
Sheila Holman is the VP of Human Resources at the YWCA Nashville and Middle Tennesee and has almost 10 years of experience of working in HR roles.
Sheila is passionate about HR bringing out the best in people by matching them with roles that allow them to thrive, and serving as a safe place to process workplace struggles. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The best parts of managing a team.
Transitioning into the non-profit space.
The difference between internal and external clients.
The importance of giving everyone in an organization a voice.
How to approach situations where employees are underperforming.
The value of getting to know each one of your employees.
7:21 - “It really became more than a job it became this life fulfilling thing that I do that not only makes money, makes sure I can eat and take care of my child but it’s also something that I can feel good about everyda. I get to hear the stories of these ladies having brand new lives, I get to see these youth grow, I get to participate in all of the wonderful programmes that the YW does, so I’m really happy to blend into that.”
10:16 - “You need to know the receptionist, you need to know the assistant, you need to know the janitor, those people have the inside scoop you know nothing about, and their thoughts and their ideas and their messages are just as important as the ones in the department heads as the CEO the COO as they see and know things that maybe the rest of us don’t, so I feel like HR sometimes is the bridge.”
15:44 - “It’s scary to admit that I’m not happy, you’re worried that you’re going to offend your boss, your collegues, you’re afraid criticism is going to come back in the form of retalation so I think that being an employer that not only accepts these open conversations but encourages them, like you said the shoulders relax it helps people have less fear in their day to day life too.”
24:46 - “Looking at my population that I’m working with what is my biggest struggle? Is it going to be that we have alot of this is their first job and they don’t understand the terminology at all, is my biggest struggle going to be these folks are really busy and they need the quick and dirty. So I think it’s looking at every group and breaking down what are my biggest struggles for this group, if I’m sitting in their seat what do I need to know and why do I need to know it?”
07 May 2020
Managing Your Team Through a Crisis with Agora’s Reggie Yativ
00:24:25
The global pandemic has disrupted the workforce in countless ways. Reggie joins us to share tips on how to effectively continue managing your workforce through a crisis. In this episode, we’ll discuss what to do about staying true to your long-term goals as demand for your product or service changes dramatically, how to keep your team on track, blocking out the noise to stay focused and much more.
Engagement in the Workplace with Wodify’s Buck Seggelke
00:33:36
Buck Seggelke has been working in HR for almost 10 years and is currently the Head of People at Wodify. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The importance of engagement.
Common mistakes that lead to employees becoming disengaged.
How managers can keep employees engaged.
How to improve culture fit and value fit in your recruitment process.
Why engagement decline is such a modern issue.
What makes an employee stay at a company.
How Buck increased employee engagement at Wodify.
How to create a psychologically safe space for employees.
Elevating HR Excellence: Insights from Linda White
00:24:44
Linda White is an Executive level Human Resources Professional with expertise in developing human resource departments, including Benefits, Employee Relations, Compensation, Recruiting, Compliance, Mergers and Acquisitions, Training and Development, and Performance Management.
Linda specializes in creating and managing ethical and compliant HR Departments to guide organizations to grow and become an employer of choice. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What Linda’s learned in her 25-year experience working in HR.
What the future of HR looks like.
What employees look for in an organization.
The power of culture and how employees wants have changed.
The importance of working in an organization that has similar values to yours.
How people respond to being given autonomy in meetings.
Simple ways managers can recognize their employees and make them feel special.
How Recruiting has Changed with Recruiter.com’s Evan Sohn
00:34:54
Evan Sohn has over 25 years of experience in eCommerce at Fortune 500 and start-up environments with a history of rapidly growing businesses and capturing market share. He is now CEO at recruiter.com with a strong emphasis on sales, market development, corporate and product strategy, marketing, and business development. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Recruiter.com has capitalized and leveraged the gig economy.
The importance of branding towards specific niches.
The golden age of recruiting and talent acquisition that we have entered.
What caused ‘The Great Resignation’ and how this affects recruitment.
The ways Evan uses data to inform his recruiting strategy.
The importance of work-life balance and how companies can support this.
What to prioritize when recruiting within your company.
The shift in perspective there’s been for people who’ve stayed in the same job for a long period.
The Changing World of Recruitment with Talroo’s Thad Price
00:36:30
Thad Price is the CEO at Talroo, a data-driven job advertising solution that helps businesses reach the candidates they need to make hires.
Thad has been working in business development for almost 20 years and specializes in building, operating, and innovating online recruitment and ad marketplaces.
Thad is one of the top 100 thought leaders in Talent Acquisition and has spent his entire career in talent acquisition software and digital media. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The increase in wage inflation.
The importance workers place on flexibility.
The importance of offering professional development and long-term prospects to your employees.
Why retaining top talent is better than replacing them.
The power of praising your employees.
How to take a marketing approach to recruitment.
The role of artificial intelligence in recruiting.
Candidate ghosting and how sales relate to recruiting.
Social media's role in recruiting.
Ways to retain talent without increasing your costs.
The Power of the Candidate Experience with Beth Perkins
00:28:58
Beth Perkins is the Director of People and Culture at O3 World. On this episode of the People Analytics podcast Beth shares with us all things hiring, data and HR at O3 World. Learn about the valuable projects she’s working on to empower HR and O3 World. Find out why the candidate experience is a critical factor in being a brand ambassador for your organization. Listen as Beth shares valuable resources with us from the world of HR.
Advocating for Support and Resources in the Workplace
00:29:00
In this episode, Dalamu Sherpa, HR Director at I’RAISE Girls and Boys International Corporation, shares her unconventional journey into HR and her commitment to mentoring interns. Dalamu discusses her experience starting as an intern in a mall and her relentless pursuit of HR knowledge. She emphasizes the value of resources in career growth and the importance of support in the workplace. She also shares her approach to training interns in HR, creating engaging newsletters, and promoting transparency as a way to humanize the field of human resources.
Dalamu Sherpa is a dedicated HR professional and current Master in Management student at Fordham University Gabelli School of Business. With a passion for cultivating positive workplace cultures and fostering employee well-being, Dalamu has over two years of experience as a Director of Human Resources at a New York City non-profit, where she leads various HR initiatives and mentors students in the field. Outside of work, Dalamu is an outdoor enthusiast and enjoys volunteering as an Ice Skating Coach, embodying the importance of work-life balance. Here are a few of the topics we’ll discuss on this episode of People Analytics Podcast:
Dalamu's HR journey began as an intern at an ice skating rink in a mall, where she discovered her passion for human resources.
Despite not initially landing an internship, Dalamu persevered and found an unpaid HR internship at I’RAISE Girls and Boys International Corporation.
Dalamu emphasizes the importance of continuous learning and shares her involvement in various training and certification programs.
As an HR Director, Dalamu takes pride in mentoring interns, providing shadowing opportunities, and preparing them for success in the HR field.
Teaching interns about the full recruitment process and using AI tools for drafting job descriptions.
Designing newsletters using Canva to keep employees informed and engaged.
Emphasizing the importance of education for leaders to understand trends and stakeholders' values.
08:54 - “I have three at the moment who intern with me for either three months or six months, depending on the program that they're doing. I usually like to ask them, what's your preferred timeline? Right? What's your preferred timeline? What is your availability like? So that they have that nice flexibility going on. And as their supervisor, I like to make sure that they're learning about the human resource field. So it's like a shadowing. I like to give them shadowing opportunities and like just allowing them to ask me questions. And I also like to just do either one-on-one training or group training. And it just becomes like a teamwork effort of learning together.”
17:28 - “So newsletters, we started launching it this year, let's call it launching, right? We started launching it this year. It's been six months now. The newsletter has been really helpful with not only like keeping the employees, but also like the volunteers, contractors and interns informed about what is going on with the organization, what are the trends that's happening, what is the policy change that might be happening, right? So just making sure that everything is up-to-date, that we are being transparent about what is happening with the organization, if there's any hands-on opportunities that might be happening, making sure we share that.”
15:46 - “It doesn't always have to be like Google searching and being strict about like, “oh no, I cannot use AI at all”. But, rather having them just feel free to use AI to be able to draft the, the descriptions, making job postings, anything like that. But it's just like that whole HR but like the administrative part that I like to train them about. And then I also, we also do newsletters together, designing newsletters, using Canva and doing layouts or sending out like mass newsletters or mass email through the emails.”
19:32 - “In the newsletter, we have left this spot that says, “give us a feedback”. Give us feedback. We think about the newsletter and by just emailing the HR team. So we have had a couple of staff members let us know, “oh, the newsletter is very engaging”, “Oh, thank you so much. This is so informative”. So even if not all staff have to respond, not all team members have to respond, but just those comments have been so valuable and just letting us know, hey, we are doing a good job.”
22:56 - “So for our organization, one of the things that I have been working on and that I am promoting is, which I think it already happens everywhere, transparency. Transparency and what is happening with the organization? What are we planning to do? Making sure that we keep our employees informed. And just for them to not only feel, but for them to know that we care about you and the newsletter helps with that part a bit. And also, you know, like when employees have any concerns going on, being available for them. So whether it is like email communication, phone communication, making sure that I let them know, “Hey, I'm here for you”.”
11 Apr 2022
Where HR should focus with Series B Consulting’s Andrew Bartlow
00:25:51
Andrew Bartlow is an Author with over 20 years of experience in HR, and is the Founder and Managing Partner of Series B Consulting
Andrew now mentors HR leaders and helps organizations design management processes to support rapidly increasing scale and complexity. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Why Andrew likes working with organizations in a high-growth stage.
How to prioritize which aims HR should focus on.
How to use data to make the right decisions.
How to secure funding.
The importance of being authentic in your worker retention schemes.
The shift of power from employer to worker.
The difference between sourcing and selecting applicants.
The fundamental link between decision-makers and a company's culture.
Managing an Effective HR Operation for a Fully Remote Workforce with Erin Linkins
00:25:14
Erin Linkins is the Director of Human Resources at Kanopi Studios. Erin is an expert in effective HR operations for remote teams. Her current team at Kanopi is 100% virtual. Listen to the insights she provides on what you can do today to ensure your HR operation is managed effectively for a fully remote team. We’ll discuss topics from arming your team with the proper tools, managing expectations for those transitioning from the office to virtual, making sure you’re not focusing on just work, monitoring the mental health of your team and more.
Email Erin your questions at erin@erinlinkinshr.com
21 Feb 2023
Making the Hiring Process More Efficient and Effective with HireReach’s Marlene Brostrom
00:28:27
In this episode, HireReach’s Project Manager Marlene Brostrom talks about the benefits of the skills-based hiring model, the ways employers make hiring decisions, and how to reduce bias in the hiring process.
Marlene Brostrom is a Project Manager at West Michigan Works! where she oversees, plans and directs various aspects of the HireReach program including program design.
Marlene is a Certified Business Solutions Professional with over 10 years of experience managing and delivering programs in workforce and community development.. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to make the hiring process more efficient and effective.
What a skills-based hiring model looks like.
What’s been causing changes in the labor market.
The ways employers make hiring decisions.
The importance of qualifications when getting hired.
How skills-based hiring helps reduce bias.
Interviewing techniques to avoid bad hires.
The partnership between HR and talent acquisition.
1:08 - “Skills-based hiring is a good quick high-level term to explain what it is but it’s essentially helping employees with the decision of selecting talent using skills as a way to assess and measure people and really help the organization understand what makes a good fit for their workforce, for their jobs.”
07:50 - “Harvard Business Review shared that 60 percent of the US workforce does not have a 4-year degree, 76 percent of black workers do not have a degree, 83 percent of Latin Ex workers do not have a 4-year degree, and 81 percent of rural workers do not have a degree and that’s really important to say there’s all these people that have different backgrounds, different learning experience that may still have the skills needed to do the job but by employers not fully looking at their job description and keeping that college degree on there because that’s what they’ve done, you’re eliminating a huge pool of people.”
13:05 - “People can get overwhelmed, I always use the analogy for weight loss I don’t know why it fascinates me but we all know there are certain things you need to do to lose weight, you’ve got to work out, you should track your food, drink water, sleep but sometimes that can feel overwhelming so even any baby steps you can take so we always say with the hiring process a couple of things is to go it doesn’t have to happen overnight continuous improvement is a journey maybe make some baby steps.”
17 Aug 2022
How to Know What Your Employees Want with Exceptional HR Solutions’ Neil Katz
00:32:32
Neil Katz has been working in HR for over 25 years and is the Founder and CEO of Exceptional HR Solutions where he provides Human Resources Consulting and Executive Coaching Services. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The usefulness of fractional talent.
The importance of executive coaching.
Common pain points leaders face.
The biggest disconnect between executives and their subordinates.
What employees want from their leaders.
How analytics can unlock information about the people in a company.
The most important metric in people analytics.
How to measure engagement.
How to understand overtime as a metric.
Current trends in HR and why there’s been a pushback against hybrid work.
Changing HR for the Better with Blackstar Communication’s Lindsay Patton
00:12:53
Lindsay Patton is a trained journalist turned content geek and the Principal at Blackstar Communications. Lindsay is passionate about storytelling and helping people, brands and organizations find their voice through digital strategy. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Lindsay’s background in marketing and journalism.
The internship programs Lindsay has launched.
The best types of questions for HR professionals to ask in interviews.
What ‘people analytics’ means and how this can help HR professionals.
How using data can help you empower your employees.
The importance of having a positive company culture.
Consultative Approach to Recruiting with Andrew Bernstein
00:36:44
Andrew Bernstein who is the Talent Acquisition Coordinator at Propeller. He is a people and operations professional who has worked in the life science space as well as in the hardware and software industry within drone mapping. He cares about people, loves helping startup organizations succeed, and loves his wife and 5 pets. Another great passion Andrew has is his love of sports, whether it be watching his Boston sports teams, playing tennis and pickleball competitively, or analyzing individual players and strategy in football, baseball and basketball. Topics that Sean and Andrew cover on this weeks episode of the People Analytics podcast include
Defining consultative and how it relates to recruiting
Why Andrew feels Propeller hasn’t lost a single member of the team under his tenure
What a "top grade" interview is and why it matters
Why you should prioritize a positive candidate experience in your hiring process
How platforms like Glassdoor affect investing in the candidate experience
What you can start doing today to improve your company’s candidate experience
Resources:
Emotional Intelligence by Daniel Goleman - https://www.goodreads.com/book/show/26329.Emotional_Intelligence
Beartown by Frederik Backman - https://www.goodreads.com/book/show/33413128-beartown
First Round Capital - https://firstround.com/
First Round Article on Diversity and Inclusion - https://firstround.com/review/eight-ways-to-make-your-dandi-efforts-less-talk-and-more-walk/
Connecting with Andrew
Connect with Andrew on his cell at 310-502-4098
Connect with Andrew over Email at andrew.bernst3in@gmail.com
22 Aug 2022
Helping Employees Know Their Worth with Soles4Souls’ Kimberly Shamley
00:30:05
Kimberly Shamley is a People Operations/HR Transformation/HCM Executive dedicated to assisting organizations on their journey to becoming more agile, fluid, forward-thinking, and inclusive.
Kimberly has worked in HR for over 15 years and is currently the VP of People and Culture at Soles4Souls. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What it means to know your worth.
How to know what you’re capable of.
How HR professionals can help their employees know their worth.
Why so many people undervalue themselves.
How the pandemic has improved working conditions.
What autonomy looks like in HR and why it’s so important.
How to bring autonomy into your career.
The benefits of an organization having an HR team in place.
How employees can benefit from having multiple HR colleagues to connect with.
How to create a space that employees feel comfortable sharing in.
Retaining The Right Staff with theSkimm’s Lisa Dallenbach
00:27:52
Lisa Dallenbach is the Chief People Officer at theSkimm and has been working in HR for over 20 years.
Lisa is a strategic Human Resources executive with proven results in high-growth, entrepreneurial, fast-paced environments and is known for leading growth, scaling organizations, and strategically building relationships that drive and achieve business outcomes. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What makes a good workplace culture.
Effective recruiting and the strategy behind theSkimm’s recruiting.
How to create a good first impression with new employees.
How to improve your onboarding process.
The bubble concept of growth and how it can help us drive more growth.
The importance of leaders listening to criticism and feedback.
How to set up your employees to be successful in new roles.
Effective benefits to help retain staff.
Different ways to assess what your employees really want.
Developing a Culture of Respect and Equality with Refine Labs’ Jessica Williams
00:30:13
Jessica Williams is the Vice President of People at Refine Labs where she has responsibility for strategy deployment in their culture practices, talent acquisition, compensation mapping, performance management, employee relations, diversity & inclusion, training, and policy development.
Jessica is a coach as well as an HR executive, has an educational background in psychology and sociology, and was named one of the Top 15 Coaches in Fort Worth, Texas in 2021.
Jessica prides herself in applying her experience in DE&I, leadership development, and project management to help Professionals of Color seeking upward career mobility or new employment opportunities. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The benefits of working with startups.
Key areas to focus on when building a culture from scratch.
Why it’s important to speak to every employee in a startup when starting out.
How past toxic experiences can shape who you become.
How different generations respond to inappropriate work behavior.
The benefits of reducing your team's workload on Friday.
What it means for an organization to have a holistic culture.
The benefits of having mandatory minimum time off.
Why company values matter with PAIRIN's Michael Simpson
00:27:34
Michael is the Founder and CEO of PAIRIN. PAIRIN uses friendly science to personalize career exploration, professional development and hiring. As the CEO of PAIRIN, Michael and his team have been voted one of the "50 Coolest New Businesses in America" by Business Insider and won the peer vote for the best investment in the Village Capital accelerator. On this episode of the People Analytics podcast, here are some of the things that Michael and I will discuss.
Understanding the type of culture you want to create at your organization
What your employee’s families have to do with your company’s culture
Why you need to ‘bottom up’ your company’s values
Conducting a successful company values exercise for your organization
Discovering the Potential Veterans add to the Workplace with Lt. Col. Kathy Lowrey Galloway
00:37:54
Lt. Col. Kathy Lowrey Galloway is the founder & CEO of the Vanguard Veteran, LLC whose mission is to equip civilians to become Veteran Champions. - Here are a few of the topics we’ll discuss in this episode:
Why Lt. Col. Kathy Lowrey Galloway started the Vanguard Veteran, LLC
What assimilation looks like for a veteran
Qualities and skill sets of veterans compared with civilians
What post-traumatic stress disorder how to help veterans with growth
Wonderful values and traits within veterans that translate well to the workplace
What HR leaders should know when veterans apply for work
The importance of an onboarding and support system at work for veterans
Introducing Low-cost Benefits that Create Big Impacts with Deli Star’s Lisa Whealon
00:31:09
Lisa Whealon is the VP of People and Culture at Deli Star and has over 15 years of experience working in HR, People, and Culture. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to see the opportunity in setbacks.
What it’s like creating person-centered programs.
Why having creative benefits are more effective than traditional ones.
Different innovative benefits that increase employee engagement and well-being.
Challenges for parents in the workplace.
The issues with flexible time off policies.
How to offer low-cost benefits that have big impacts on employees.
3:34 - “Their attitudes really was the key ingredient for our success because I think many would have wallowed in that grief and seen that as an opportunity to slow down and perhaps stop and the team here did quite the opposite they said gosh that is really sad but what can we do to continue on what can we do to make better.”
7:18 - “The standard boilerplate benefits especially in the market today, you kind of just make an assumption that an employer’s going to have those things, they’re going to have 41K, they’re going to have health benefits, that’s a given at this point so I like to think about benefits from this wow perspective.”
11:46 - “Parents were so motivated and inspired by a company giving back in that way that we saw that from a productivity lense we didn't lose any productivity, people would be sure to make up the work in other ways in other times because they valued having the baby there in such a strong way.”
15:49 - “When we think about these wow benefits, not every single employee can participate in every single benefit so it’s really more of an al a carte menu, that our goal is to create a wow benefit that you can find a wow benefit that you can participate in that is meaningful to you and that is really impactful to your particular personal situation in your life.”
29:30 - “Start where you can start, not everything has to happen all at the same time so think of those little intentional ways that you can show employees that you care outside of your standard benefit offerings and just build upon them from there.”
18 Jul 2022
Expanding Your Network with Forta’s Nicole Roberts
00:30:13
Nicole Roberts has over 18 years of professional HR experience and has spent the last 10+ years growing and mentoring HR teams to have a reputation for providing concierge-level service to deliver beyond expectations.
Nicole is the Senior Vice President of People at Forta and is a Founding Member of Hacking HR. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How HR leaders can help others.
How to utilize Twitter chats to extend your HR network.
Ways HR is a service role and what ‘service-first’ means.
Why HR is such an important role.
How to know if a company's culture and values align with your own.
How to Develop your Leaders and Retain Top Talent with XYZ’s Donielle Williams
00:29:02
Donielle Williams has over 20 years of experience in HR and is an innovative Human Resource Director with expertise in both strategic development and tactical management of all Human Resource functions. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How HR can effectively communicate and engage with their employees.
The value of ‘healthy venting’ and how to shift away from a toxic work culture.
How to convince leadership that engaging in change will pay off.
How leadership development can help a company.
How to work with people who are experts in their fields but aren’t natural leaders.
Why staff retention is so important.
Different growth opportunities business leaders can offer their employees.
How to respond to the inevitable pushback you get when trying to implement change.
What workers want from their careers and how this has changed over time.
Prioritising People and Creating a Culture of Respect with JupiterOne’s Amy Devers
00:35:19
Amy Devers is the Chief of Staff and Executive Director of People and Culture at JupiterOne, a cloud-native SaaS security company.
Amy has worked in HR and talent acquisition experience for over 10 years with particular expertise in Strategic Workforce Planning, Effective Employee Relations & Engagement, Talent Development for Top Performance, and Sourcing/Talent Acquisition. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How working in customer service can help you better understand people.
Which HR certifications are the most important.
How to know which areas to focus on as an HR leader.
What a culture of respect looks like.
The problems of having a toxic work culture.
The importance of giving leaders the tools they need.
Re-thinking your Hiring Strategy for the Distributed World with Aurora’s Dan Smolkin
00:27:11
Dan is currently the Head of People Operations for Aurora Solar, a platform focused on enabling a clean energy future for all. When he joined in early 2019, they were 45 employees primarily in San Francisco and have now grown to more than 100 team members across the United States. He believes strongly in taking an open source approach to People Operations by actively sharing and building useful tools for other HR professionals. On this episode of the People Analytics podcast, Dan and Sean cover
How the Aurora hiring strategy has changed based on the market conditions
What influenced Aurora to rethink their strategy around the decentralized team
How to measure the effectiveness of your decentralized hiring strategy
The specific advantages of leveraging a distributed hiring strategy
Language to include in a job description to capture the attention of great candidates everywhere
How to rethink your HR tech stack to enable a successful transition in hiring strategy
The Wisdom and Experiences of a Woman in Human Resources
00:26:59
In this episode, Kate Walker an HR Specialist and the Founder and CEO of Kate Walker Consulting. Kate shares her wisdom and experiences, discussing the importance of learning from mistakes and the service-oriented nature of HR. She also addresses the stigma surrounding the industry and highlights successful initiatives she has implemented. Additionally, the episode delves into the benefits of engagement surveys in revolutionizing companies by improving communication, cultivating feedback, and creating a stronger workplace. Finally, she talks about her work as an HR consultant and empowers women to take chances and go after their goals.
Kate Walker, SPHR, SHRM-SCP, an accomplished Leadership Consultant and HR expert, is the Founder and CEO of Kate Walker Consulting. With a career spanning several renowned global companies, including Nintendo and the United States Tennis Association, she possesses a wealth of experience in optimizing leadership, talent strategies, and human resources. Her journey culminated in becoming a published author, cementing her status as an authority on executive leadership, personal branding, and speaking to influence. In her upcoming masterclass, Kate Walker unveils the key steps that transformed her dreams into a published book, sharing invaluable insights on achieving career milestones and embracing self-empowerment. Here are a few of the topics we’ll discuss on this episode of People Analytics Podcast:
The HR industry is rooted in service, with professionals helping individuals navigate various aspects of their careers and lives.
The perception of HR is shifting, with the emphasis now placed on HR professionals being partners and collaborators, rather than enforcers.
Successful HR initiatives often involve team engagement exercises, such as SWOT analyses, to gather diverse perspectives and drive actionable solutions.
Refreshing and revamping company meetings can greatly enhance communication and engagement.
Kate's book is set to release on October 24th and she is using this time to build excitement and anticipation.
She is feeling a mix of emotions during this time, from empowerment and excitement to moments of doubt and vulnerability.
00:25 - “I've always been service-oriented, but at this point in my career, my “why” is taking all of my knowledge, all of my wisdom, all of my learnings, all of the things. And in my career, I've seen behind the curtain, in the C-suite behind closed doors, taking all of that information and sharing it with people, letting them know the answers to their questions or burning questions.”
03:25 - “Coming to HR and we're servicing people, we're helping people. And people coming to HR have small questions or have really large life-impacting questions. We're talking about their career, we're talking about their life, we're talking about their compensation, we're talking about maybe they're taking a job with the company and they've got to move cross-country. The questions that come into an HR department are endless. And I loved it. I really loved when someone felt like they had been successfully helped, or the family got the information that they needed, or they got some information or advice that would help them in their career.”
07:00 - “I feel like the industry is shifting a little bit in that you do see HR as a partner. And I think that that's so important. I know I want to be seen as a partner when I'm in this work. I don't want to be seen as the HR police. I think you and I talked about in an earlier conversation, that's not how I want to operate. So I know when I'm in an HR culture, I'm on an HR team in an HR division, I really want the vision for that work to be partnership and not the HR sheriff.”
09:56 - “That's another tool that I really am very fond of. Our engagement surveys, company-wide engagement surveys, which can also be called pulse checks, where we're really getting a temperature for the company, their thoughts on how's leadership going? How's your personal development or your professional development going? What are your thoughts on the benefits? So there's a wide variety of questions that we can ask in an engagement survey where we can get back the quantitative data, we can get “75% of the company feels this way” as well as qualitative data. I love qualitative data because that's really like the rich data where people share their perspectives and points of view.”
13:30 - “So that's something I think companies need to be mindful of, what surveys are we doing at the company? How often, what's the cadence? So I think for a company-wide engagement survey, I'd recommend once a year to do an engagement survey because then people know we can also measure the results year over year. So I think that you don't want to give people survey fatigue and then you need to know what are we asking and why, what are we getting at? And certainly you don't want to ask questions that you would never be able to work on or fix.”
24 Nov 2020
Hiring for Culture Fit with Arcules Stephanie Hammerwold
00:29:14
Stephanie Hammerwold is the Director of Human Resources at Arcules, a tech startup that has developed a cloud-based solution for video data management. Stephanie's HR career spans the grocery, manufacturing, warehousing and tech industries. She spends her spare time running an all-volunteer nonprofit that helps formerly incarcerated people get back to work and advocates for fair chance hiring. On this episode of People Analytics, Sean and Stephanie discuss:
What it means to hire for culture fit
Giving the candidate an opportunity to evaluate your culture as part of the hiring process
Matching candidates with team members for the interview process
Best practices for match candidates with existing team members
Why hiring for culture can make your company more attractive to candidates
How Arcules defines its culture and measures it overtime
The cultural values the are important for success at Arcules
How Arcules uses assessments to level up their hiring effort
Defining a profile with assessment tools that can level up your hiring effort
What’s next for the people analytics tools for Arcules
Connect with Stephanie on LinkedIn: https://www.linkedin.com/in/stephanie-hammerwold-38a8791b/
01 Sep 2020
Leveling Up the Employee Experience with Pega's Sarah Salbu-Young
00:28:24
Sarah is the Talent Experience Partner at Pega, a publicly-traded software company where she is responsible for the company's recognition program. She's convinced that everyone can be a culture champion within their organization, it just often takes someone to be that spark for positive change. On this episode of People Analytics, Sean and Sarah discuss
Creating a healthy and productive environment for your team
The importance of driving culture at every level, and what it means to be a banana instead of an orange
The value of recognition in cultivating a positive employee experience
How to get started with programs to improve the employee experience
Connect with Sarah over Email - sarah.salbu@gmail.com
28 Jul 2023
HR Expert Shares Insights on Jumping Industries and Building a High-Functioning HR Department
00:33:19
Join us for an insightful episode with Anthony Lado, Human Resources Director at Emory Valley Center. Anthony shares valuable perspectives on building a strong HR department, managing schedules in the healthcare industry, and fostering trust and engagement to boost employee morale and productivity. Discover the power of motivation, commitment, and a culture of mutual respect for a high-performing organization in a post-pandemic work environment.
Meet Anthony Lado, a seasoned HR leader with extensive experience driving strategic initiatives in various organizations. As Human Resources Director at Emory Valley Center, he continues to excel in creating strong HR departments and fostering engagement to boost employee morale. Anthony's career trajectory highlights his expertise in strategic human resources leadership and his dedication to enhancing organizational efficiency and value for patients. Here are a few of the topics we’ll discuss on this episode of People Analytics:
High-functioning HR departments act as partners to the business by aligning their goals with the organization's overall objectives.
Although industries may have different revenue drivers, understanding the core revenue generators is essential for making informed decisions.
A mismanaged schedule can be a significant factor in healthcare employee burnout.
Schedule is often more important than money for employees in the healthcare industry.
Trust and motivation, not surveillance, drive productivity.
Building a high-performing culture is crucial.
The pandemic has forced organizations to rethink traditional work structures and embrace flexible technology-enabled solutions.
13:25 - “So what we're doing, we have to be on stage. There's no way to remote in. Yeah. Restaurant servers, you know, hospital people is just like that. Well, there are a lot of positions. Remote is not an option. But in that standpoint, having a schedule that is manageable, that you can work four days on and three days off is there's no amount of money, bonuses, incentives that you can throw at a mismanaged schedule.”
11:44 - “Whenever I started a new company, I tried to go on a listening tour and I listen to everyone that I can, I try to schedule half an hour meetings with everyone from the c e o to the frontline person and just listen. I mean, I'm always amazed at the amount of money, time, and effort companies spend trying to figure out what their employees want when their employees are literally screaming at them from every, you know, communication chain. Yeah. And, and I think companies tend to overcomplicate things when it comes to that.”
18:00 - “I think time is something huge that we recognize we were not respecting enough before the, the pandemic makes sense. And I think the pandemic really showed us how much our time was being exploited, how much our time was being disrespected. And now we're saying, no, this is, this is precious to me.”
21:26 - “It's incredible how that shift has happened. You know, I went from having jobs that I could do from home, but employers that expected me to be in the office and now I'm working a hundred percent from home and there's, you know, things that were taken away that I think we are like commuting for example. Yeah. Yeah. That we just, they're part of our lives is part of our life and we just we're like, okay, we accept it and didn't realize the time that we could get back.”
22:19 - Lindsay: “People have different personalities. So how do you create, you know, more individualized or more, I guess, custom experiences based on those industries and personalities?”... Anthony: “Sure. That's a great question because it's something you always, so I would say it like this. I have a phrase that I, I don't know where I picked it up. I don't take credit for it, but it's always, it served me well, and it's, you know, you want to treat employees fair but not equal because it's impossible to treat everyone equally because people have different roles, responsibilities.”
03 Mar 2020
Measuring Your Recruiting Efforts Through Data with Emily Meekins
00:27:00
Emily Meekins is the People Operations Lead at Seer Interactive. On this episode of the People Analytics podcast Emily takes us through People Operations at Seer. She’ll share with us details around the cool projects she’s working on at the intersection of people and data. Emily shares with us details around how she leveraged data to measure the lift required for recruiting efforts across different roles so that they could scale their recruiting operation to meet demand and set the company up to achieve success.
Managing wellness for your workforce with Design Point’s Michelle Green
00:35:08
Michelle is the Head of Human Resources and Talent Acquisition at DesignPoint Solutions. In this episode, we will talk about how DesignPoint identified their core value and successfully applied them to their hiring practices. Listen as Michelle describes for us how DesignPoint has built an effective process to hire for culture fit. We’ll discuss everything from uncovering your company DNA, hiring for culture fit, fun Fridays, wellness Wednesdays and much more.
Retaining The Right Staff with the Skimm’s Lisa Dallenbach
00:27:52
Lisa Dallenbach is the Chief People Officer at theSkimm and has been working in HR for over 20 years.
Lisa is a strategic Human Resources executive with proven results in high-growth, entrepreneurial, fast-paced environments and is known for leading growth, scaling organizations, and strategically building relationships that drive and achieve business outcomes. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What makes a good workplace culture.
Effective recruiting and the strategy behind theSkimm’s recruiting.
How to create a good first impression with new employees.
How to improve your onboarding process.
The bubble concept of growth and how it can help us drive more growth.
The importance of leaders listening to criticism and feedback.
How to set up your employees to be successful in new roles.
Effective benefits to help retain staff.
Different ways to assess what your employees really want.
Mental Health in The Workplace with SchoolMint’s Kristy Doucet-Touchet
00:21:37
Kristy Doucet-Touchet has been working in HR for over 15 years and has a strong drive for continuous improvement and placing people first.
Kristy is currently the Director of Human Resources at SchoolMint and the Founder of Talking People Business. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to stay motivated during traumatic times.
Current challenges for HR leaders around vulnerability.
The importance of being open about mental health.
How HR has been shifting from a compliance-centered approach to a people-centered approach.
How leaders can reduce boss anxiety and allow their employees to feel comfortable.
How to implement effective mental health initiatives in the workplace.
Why mental health practices need to be proactive, not reactive.
How marketing and analytics relates to HR.
The importance of leaders understanding analytics and storytelling.
Improving Work Relationships with Online Simulations with Mursion’s Sara Bokhari
00:36:06
Sara Bokhari is the Head of People and Culture at Mursion where she established Mursion's first HR function from the ground up, built a team to execute on OKRs and implemented a people-first strategy. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The most common type of interactions people have in the workplace and how to replicate these online.
How to improve work relationships with online simulations.
How data can be used to understand online interactions.
What people want the most from their workplace.
How to leverage survey data to understand how your staff are feeling.
Issues with automating HR.
How retaining talent differs in different departments.
How to make HR more approachable.
How simulation training can help staff understand Diversity, Equity and Inclusion.
How structure can help organizations implement their values.
From Music Major to Passionate HR Professional: Randy Cazarez’s Transformation
00:33:41
In this episode, Randy Cazarez, HR Director at Panhandle Community Services, shares his journey from a music major to a passionate HR professional. He discusses the pivotal role of a college professor in guiding him toward HR and the rewarding moments in his job. Additionally, Randy provides insights on handling difficult situations in HR and emphasizes the need for HR professionals to assert themselves confidently, understand the business holistically, and demonstrate their worth at the executive table.
Randy Cazarez brings over a decade of experience in the field of Human Resources, with roles ranging from Human Resource Assistant to his current position as Human Resources Director at Panhandle Community Services. His expertise encompasses recruitment, employee orientation, benefits administration, and HR management, making him a valuable contributor to the organizations he serves. Randy's educational background in Human Resource Management and Services from West Texas A&M University further enhances his ability to excel in this dynamic field. Here are a few of the topics we’ll discuss in this episode of People Analytics.
Randy emphasizes the importance of effective communication and creating a supportive work environment in order to retain valuable employees.
Observing behavior and patterns is crucial in identifying when something is wrong with an employee.
Proving the value and effectiveness of HR initiatives is essential to overcoming resistance to change.
HR professionals often face skepticism and constant questioning, but perseverance is key to maintaining a seat at the table.
HR professionals often struggle to be invited to the executive table and have their voices heard.
Building confidence in HR requires observation, assertiveness, and a willingness to challenge established norms.
HR professionals must continuously learn, observe, and adapt to maintain their seat at the table and be taken seriously.
08:42 - “And one of the things that I used to talk to people about passionately was things like workplace violence, sexual harassment, discrimination, the importance of reporting those things, not ever knowing that it was making a difference. Because when you watch people's faces in the crowd, they, they, they kind of like get real clammed up when you start talking about stuff like that, because it's a little uncomfortable.”
19:57 - “And so I think that one of the challenges that, you know, I personally, and that we as HR can all kind of relate on is that, you know, we get to the table, but then when we get to the table, we get questioned at the table. Like, why is this change important? How is this impacting the organization? How, what, what's the return on investment here? What are we getting out of this? Like, for example, training. Training is a big part of change. And when you implement a training such as sexual harassment training, you know, you think about, many organizations will do sexual harassment training. They'll do it because they have to, and they have to go and they have to sit back and say, well, we'll do this, but they miss the mark because they don't actually talk about, like, people will just kind of click through it and they don't really understand the meaning behind it. But when you come in and you introduce something and you say, this is why we're doing this, it makes people to start remembering that.”
07:50 - “So let's talk about a little bit more positive, humbling moments. And those are the moments where in HR you realize that you're helping someone more than you really think you are. And I know those are the moments that you are, you know, they build up and really, really make you love your job.”
14:25 - “And that's such a challenge that employees have, because there, you don't know when you're in a safe environment because there are people, leaders like you who create safe spaces. And then there are people, leaders who people have had a bad experience with. And I, I'm definitely one, one of those individuals. And so it can be, at least from my perspective, as someone who has chronic migraine attacks, I, that bit of information could either help me or hurt me.”
17:35 - Lindsay: “So I know another challenging situation for, you know, many, many people, professionals, is having to earn and keep your seat at the table at the same time. So you, can you talk from your perspective, what that's like?” Randy: “Yeah. You know, I think HR is an interesting world because we're one, one profession that is constantly forced to earn our seat at the table. But then it's not a, not just a matter of earning that seat, we have to maintain that. Yeah. But what I mean by that is, is, you know, once we get invited to the table, we're not always welcomed at the table.”
13 Dec 2023
Empowering the Workforce: Insights from an HR Leader
00:30:16
Dive into a riveting dialogue with HR Director, Collin Gehl, as we navigate the terrains of workplace safety, self-care, and diversity. Discover how Say Yes to Education shapes a resilient and supportive environment amidst crises and the role of HR in fostering growth and opportunity.
Here are a few of the topics we’ll discuss on this episode of People Analytics:
00:45 - We embed self-care in everything that we do. So including our supervision. So we've created policies and procedures that have helped to set up success for our full team. And as part of embedding self-care and everything we do, including supervision, if we've noted a slip in a performance, we're not quick to sort of penalize someone or assume that someone is being lazy.
6:30 - I encourage, you know, our staff, you know, whether or not they're here to take actual, take a break, walk away, you go for a walk. And we have about 60% of our staff are school-based. So they are, their offices are in Buffalo Public Schools because they're doing a lot of support for the students in Buffalo. And so, you know, I encourage, you know, those individuals, whatever you need to do in order to sort of take some time away during your day, at least do at least take them 30 minutes.
10:41 - We all are committed to the vision of our organization and our missions of our organization, really all about sort of helping to support students in Buffalo to be able to reach their full potential, whatever that looks like. And because we are all committed to that mission, it doesn't matter that we are, you know, that we're different. We all are working towards that mission and we're able to be successful because we have these different perspectives but we all have that same goal. And how we get there may differ, but we all have that same goal. We're all gonna reach it.
25:05 - It really fascinates me with these organizations that are so punitive towards their team, you know, where they just, they try to do things based on fear or you know, when someone says, you know, they're, look, they might be looking for another opportunity, they get all upset. And I'm like, why?
13:13 - That was a surprise. Someone that I had done a presentation to a class at a local university like five years ago. And this person reached out to me and said, I remember when you gave your presentation, I had, would you mind allowing one of my students to shadow you for a day? And I said, sure, sure. You know, send him in. And he came in, he just love say Yes, he loved the vibe. And he was like, oh, I would love to like stay, like, do you have any openings?
29 Nov 2021
How working from home can help mental health with Hope Gain Network’s Sheri Munsell
00:34:28
Sheri Munsell the Founding President of Hope Gain Network and has worked with multiple Nonprofit Organizations over the last 10 years.
The Hope Gain Network embodies her mission to help those that are suffering from depression, anxiety and other mental illnesses find legitimate remote career opportunities. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What Hope Gain Network does and why they exist.
The benefits of working from home for people living with mental health challenges.
Common difficulties people with mental health challenges face in structured workplaces.
How attitudes towards working from home have changed since Covid.
Opportunities Hope Gain Network has for people with mental health needs.
What HR Managers can do to support their employee’s mental health.
The cost of not addressing the mental health needs of your employees.
Characteristics of a toxic work environment compared to those in a supportive work environment.
How working from home can help domestic violence victims.
How the conversation around mental health is changing.
Getting Executive Approval for your HR Projects with Lee Smiley
00:24:25
Lee Smiley is the Human Resources Director at QSR Automations. In this episode of the People Analytics podcast, Lee shares how thinking like a business owner in an HR role is a great way to get buy-in for your HR projects at the executive level. Learn more about tying people and business outcomes together, how the next phase of people operations will be largely data driven, what you can do to understand the initiatives behind your business from an executive’s perspective and more.
Workplace Community and Communication with North One’s Sarah Livnat
00:26:40
Sarah Livnat is the Head of People at North One and has over 20 years of experience in creating sustainable solutions for customers and communities, with a focus on inclusion and social and economic justice for those left out of the mainstream.
Sarah is an open-minded and adaptive leader and specializes in bringing together communities and building culture. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to make connections and build community.
Ways to improve employee engagement.
How to build a community in a global team.
The importance of mental health in the workplace.
How to have a strategic approach in your communication.
Having mindful strategic communication when going through layoffs.
Why transparency is important in the workplace.
How to utilize surveys to get the best employee feedback possible.
1:19 “I really believe in the power of community to do hard things, together we can always accomplish more than we can alone.”
14:43 - “Communication must be very intentional, first of all, communication is very important, you can have the best program that you create in people and culture and you can make it perfect it can be a fantastic benefit that you are providing, you’ve really thought through all the details but if you have not thought through your go to market plan, and I’m borrowing a product management term in terms of taking a new product or service to your clientele if you haven't thought through your marketing plan and delivery on that then you are shooting yourself in the foot, you are handicapping yourself you’ve got to be able to get out in front of people and talk to them about and explain what the benefits of what you’re doing and why you’re doing it and why it’s going to be helpful for them.”
25:56 - “Be very focused on who you’re serving and the why behind that and to really think about your employees as your customer.”
13 Dec 2022
Implementing Boundaries in the Workplace with TroopHR’s JaNaye Norman-Halligan
00:36:11
JaNaye Norman-Halligan is a TroopHR Member and a Senior People Operations Consultant for Empowered People.
JaNaye has over 10 years of success championing a people-first approach to blending strategy with emotional intelligence to craft authentic employee experiences.
JaNaye has repeated accomplishments enabling companies to build influential People and Talent strategies, reimagine organizational structures, and prototype innovative employee engagement initiatives. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to be mindful and intentional with HR decisions.
Using data to inform how you manage people.
How to implement healthy boundaries in the workplace.
What code-switching is.
Ways to learn about HR outside of formal education.
7:55 - “Taking time for my mental health, so having a licensed psychologist that I see when I’m going through these really emotional heavy employee focused ER cases or I’m going through things where the empath in me is like what else can I be doing that may be outside of where I’m supporting my company, and it’s also about technological boundaries, I am a firm believer of setting my do not disturb for 7 pm on my phone, on my computer, it does not matter what it is if it’s after 7 and I have not responded to you it’s because I’m going to see it the next day.”
9:18 - “Making those boundaries known, I have my gym workout every morning on my calendar, I have snack breaks, I have lunch breaks, I am taking walking meetings, you will know this is a walking meeting and being upfront about those boundaries so when they are crossed it doesn't come across that my passion is mistaken for anger which is very easy to do for a diverse leader but this is something that we acknowledged and agreed upon.“
19:52 - “It’s more around making sure we don’t become obsessed with the idea of tokenism in the workplace, I have turned down job opportunities I’ve left interview processes because I’ve asked the question how do I make sure that I’m not the first and only diverse leader in your organization it’s well you won’t be but we’re really working on it, oh we’ve got people over here, no that wasn’t the question I was asking you are you making sure that you’re advocating for me not only as a diverse leader externally but internally as well.”
24:31 - “Making sure that we don't have cultures that are strictly focused around vices, I think the biggest thing is alcohol, happy hours, or hey what are you drinking or we’re going to the bar after work, how can we create new things that don’t tie people to a vice and we’re cooking, we’re meditating, we’re doing yoga, new healthy ways for people to be involved and have fun at work.”
28:03 - “It’s very easy to focus on the negative pieces of your career because its hey what could I have done better or improved on but I think you have to gather with a purpose and the more people that are aware that this is happening the more that we are creating a place where people can feel psychologically safe at work.”
31:51 - “What I really like about how work is becoming more flexible and I like how especially with remote work there is that opportunity to take an hour and take a nap, or go for a walk or workout or do something that will help that slump that you usually get in the middle of the day and I think as humans we’re very fluid and so we have those moments where its like oh yea we’re productive and then we have those moments where it’s like ah I just feel like I dont have any energy so to be expected to have the same kind of productivity 9 to 5 every single day I think that’s asking a little too much.”
18 Oct 2022
Creating a Positive Culture with your Employees with Convivial’s Mary Dale
00:34:25
Mary Dale is a hands-on Human Resources and Operations Strategic Leader at Convivial and has over 17 years of progressive leadership experience in mid to large-size organizations.
At Convivial Mary is responsible for managing anywhere between 4-21 direct reports and as many as 170 indirect reports. Last year she was awarded the HR Unite Purpose Award and the HR Unite Inspire Award. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What to look out in the hiring process.
How to integrate your core values into your business.
Ways to involve your employees in creating your business’s core value.
The benefits of having a longer interview process.
How to structure leadership meetings.
How to create a safe environment for your employees.
Building an HR Department from Scratch: Strategies and Challenges with Vytelle’s Lynn Lobe
00:28:18
In this episode, Vytelle's Director of Human Resources, Lynn Lobe, discusses her unique journey to HR leadership and the significance of empathy and opportunity in the workplace, the strategies and challenges involved in building an HR department from scratch, and managing global mobility, and the opportunities that combining her passion for animal science and HR provides beyond traditional roles.
Lynn Lobe is the Director of Human Resources at Vytelle, a precision livestock company reshaping how cattle producers worldwide optimize their herds. Here are a few of the topics we’ll discuss on this episode of People Analytics:
The importance of surrounding oneself with people who know more and not being afraid to tackle new opportunities.
Why building an HR department requires prioritization and support from others.
Why change management skills are required to overhaul an established HR program.
How preventing fires in the workplace involves listening to employees and being flexible in processes.
How increasing global mobility requires automation, fair and equitable approaches, and project management skills.
04:33 – “So we recently had a guest who is a champion for veterans in the workplace, and she shared information that is so important for other people leaders to understand is that veterans have a very unique skill set.”
11:26 – “Something I really love about your journey is the importance of opportunity and giving people opportunity because I know that you were asked to put some foundational bricks into place, and that's a huge opportunity and also can be very overwhelming.”
20:27 – “I think it's just also having the exposure to some really good project managers. I'm not a project manager expert. I've been able and fortunate enough to work alongside some, and I think that's where that sense of order comes into play. It's like, okay, how can you strategically map this out so that this entropy that you've got going on can now be put into a scope that has a workflow to it.”
22:05 – “So how do the voices collectively come together in a way that then you've got a platform to say, this isn't working, so what can we fix? And then now there's going to be entropy. How do we project manage this? And that's the kind of the issue, right? I mean, there can be a lot of cooks in this kitchen and in this endeavor. How do you do it so it's fair and equitable, and doable?
25:36 – “And I think that the universe puts people in our pathway for a reason. And sometimes we see those, and there's clarity around that, and sometimes not. But ultimately, you get somebody in my role, you get the ability to touch somebody, an impact for the positive in every situation that you can work in.”
04 Apr 2022
HR’s Evolution with Science and Medicine Group’s Tim Toterhi
00:26:49
Tim Toterhi is a TEDx speaker, executive coach, author of several books, and CHRO for Science and Medicine Group.
As a Project Management Professional and CHRO with over 20 years of management experience in the Americas, Europe, and Asia, Tim likes practical solutions and tangible results. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How HR has evolved over the last 10 years.
Why HR professionals need a well-rounded general knowledge of the business.
The different areas of a company HR can affect.
What HR professionals need to do to take control of their marketing and branding story.
Why HR needs to be flexible.
The increase in worker autonomy.
The importance of making your value mission simple.
How to attract workers to your organization.
How leaders can help their employees feel proud of their work.
How to coach your colleagues to improve their performance.
The Power of Storytelling and Social Media with Joe Mullings
00:33:58
Joe Mullings is the Founder, Chairman, and CEO of The Mullings Group, a health tech media, talent access, and career development organization with more than 30 years of experience building value for more than 500 different companies in the Life Sciences and Medtech sectors.
Joe has been featured in Forbes, CNBC, Business Insider, Yahoo Finance, NY Post, and Monster, discussing strategies and tactics as we build companies and careers in the World of Work. Here are a few of the topics we’ll discuss on this episode of People Analytics:
What the Mullings Group does and how they help organizations build their brand.
How to utilize your brand in the hiring process.
The importance of storytelling and having a story behind your brand.
Common mistakes brands make when marketing themselves.
The disconnect many leaders have with their organization’s mission.
How to best spend your marketing budget.
How work-life balance has changed over the next 15 years.
How different social media platforms should be used differently.
Keeping Care of Your staff During Periods of Growth with MyTutor’s Will Beaton
00:28:57
Will Beaton studied maths and economics at University before joining MyTutor as his first job out of school. He worked up the business and moved around different departments within the company. Will is now the Head of People at MyTutor where he focuses on the employee lifecycle. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Will became the Head of People at MyTutor.
The benefits of working in an office and having an HQ.
Things to be wary of when in a period of high growth.
The importance of having a solid onboarding phase.
The value of staff retention when maintaining your companies culture.
How to create a culture that encourages employee retention.
How to determine your organization's culture when it’s in its early stage.
Ways organizations can help their employees feel a deep connection with the company.
The metrics MyTutor uses to track the impact they’re making for their clients.
HR in a Small Town: Navigating Relationships and Finding Support
00:30:34
In this episode, Hanna Waugh, the Human Resources Director at Vail-Summit Orthopaedics, speaks about her journey in HR and the unique challenges she faces working in a small town. She emphasizes the importance of being a trusted confidant and support system for employees, as well as continuously learning and staying updated with employment laws. Hanna discusses the strategies she has developed to navigate relationships in a close-knit community.
Meet Hanna Waugh, a people-focused HR enthusiast with a journey that weaves through industries and hearts alike. Hanna's career story is one of building connections, from her role as a National Recruiter in Modis to her compassionate guidance as a Human Resources Director at Vail-Summit Orthopaedics & Neurosurgery. With a knack for fostering engagement and a genuine passion for people, Hanna's career is a testament to the power of personal touch in the world of HR. Here are a few of the topics we’ll discuss on this episode of People Analytics:
She loves HR because it allows her to make a positive impact on people's lives and provide support during challenging times.
Hannah believes that listening is a crucial aspect of being a great leader and supporting employees. Sympathy and understanding go a long way in making employees feel heard and valued.
Maintaining a close network of HR professionals in a small town provides valuable support and advice.
Recognizing and valuing the contributions of every employee, regardless of their role, creates a positive work environment.
Taking time off and prioritizing self-care, even if it's just for a day or during lunch breaks, can greatly impact overall well-being.
Keeping a folder of positive emails can help you appreciate the difference you make in others' lives.
By creating a supportive work culture, you can make a positive difference in the lives of those around you.
01:25 - “We're an orthopedic group up in the high Colorado Rockies, serving our small local communities, focusing more on the patients who might not have access to orthopedic care, rather than the patients who can fly all over the world to receive the care, although we treat them too. And I do it, oh God, why do I do it? I do it because I love people and I love problem-solving. And at the end of the day, there's something nice about, you know, you may not get to leave your work at work, but the work that you take home has such an impact on other people that you can make or break their day as well. And I think that's important to me to not be on the side of ruining someone's day, but making somebody's day at work better when they're spending 40 hours or more a week at work.”
21:01 - “You know, I think culture is so important, especially as these younger generations come up, and they talk about, you know, what they want in an organization, and they want to go with, and the mix of the remote work during Covid-19 to now a hybrid, and now offices having people come back in person. A culture that I am really focused on building is a culture of, you know, work for reward. Obviously, you know, we want to see high performers, we want to see those things, but also a culture where we have an understanding that not every day is perfect. Not every time you're going to be able to do a ton of wonderful things and get everything right. And a culture where, “hey, if you need to take a day, if you need to have time, if your dog has passed away, or you're just having a really rough day, there is a sense of understanding where you can take that, and you can do what you need to do within yourself”, because life is always going to come at you, and you don't need work hitting you from the other side saying that, no, you can't take the time you need.”
22:35 - “I really like that mentality because I feel like, you know, in school, and I, I've said this on the show before, in school we are rewarded for extra credit, but then we go into work and if we do extra credit, it's often, quote unquote rewarded with more work instead of actual, you know, benefits or things that we want. So I really love that you cultivate a culture of, you know, reward for the, the quality of work done.”
25:25 - “I mean, sometimes I wish I were a robot. I feel like my body would operate a lot better, but we're not robots. No. Yeah. I just really love that mentality and appreciation goes a long way because, you know, when you walk into a new day and you get something that you weren't expecting, that even if it's just that $5 gift card that can really, really give someone a boost.”
15:28 - Lindsay: “So we talked quite a bit about the challenges, but are there any benefits to what you do in a small town?”.. Hanna: “I really, really think so. I have been there for people who have become friends. I have been there for people who took their first pregnancy test, and I was the first person to find out. And being able to create this culture of knowing that just because it's a small town, you are still a trusted confidant. And what you're saying is not going to go back out in the community. And they feel like they end up trusting you, and they end up trusting your organization more.”
20 Dec 2021
Challenges for Employees Living with Migraine from Miles for Migraine Katie MacDonald
00:26:43
Katie MacDonald worked in high-level management positions for almost 20 years before she had to leave the corporate world due to chronic migraines she suffered from.
Now she is the Director of Operations for Miles For Migraine where she hopes to help others suffering from this condition. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Miles For Migraine was formed and the type of work they do.
How chronic migraines have affected Katie’s life and career.
What migraines are and how they differ from headaches.
How HR leaders can help employees that are living with migraines.
The challenges Katie faced at work due to chronic migraines.
The importance of knowing what you can and can’t do.
The value of flexibility and HR utilizing remote and hybrid structures.
How open you should be with your employer about migraines.
Running a Small Business with HamiltonDemo’s Yvan Demosthenes
00:37:42
Yvon Demosthenes has more than 20 years of experience in sales of technology, application and system software, consulting services, and retail.
Yvon is currently the CEO of HamiltonDemo where he helps source qualified, proven professionals to help propel businesses forward. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How to maintain relationships with potential future prospects.
The difference between working with big businesses and small businesses.
The values Yvan put at the center of his culture when starting his business.
The challenges of working with a smaller team.
The benefits of working with a smaller team.
What Yvan looks for in candidates to see if they'll fit well in his workplace's culture.
HR Skeptic - Deconstructing HR Norms with Mach49’s Kim Chaumillon
00:31:50
This episode, SVP of People at Mach49 Kim Chaumillon talks about why she is skeptical of HR, the negative impacts of annual performance reviews, and how to utilize surveys to support data and analytics.
Kim Chaumillon has worked in HR for over 2 decades and is now the SVP of People at Mach49. Kim is recognized as a successful HR leader that is pragmatic and execution-oriented, with an ability to build and lead a motivated and high-performing global HR organization. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Where HR skepticism comes from.
What the deconstruction of HR looks like.
Why there’s a pushback to changing the way people work.
The extra challenges women have in the workplace.
How to bring more women into work.
What the ‘school hours workforce’ includes.
How analytics supports the deconstruction of work norms.
The benefits and drawbacks of working at a startup.
The negatives of annual performance reviews.
How to utilize surveys to support data and analytics.
8:32 - “They don’t realize why the current industrial revolution model was put in place which was at a time when inputs largely equaled outputs so if you wanted to increase output you just increased more hours into a factory or whatever it wasn’t necessarily knowledge work and it was a mechanism to deliver predictable returns, so if we could standardize jobs if we could clearly clarify the work that was meant to be done, the workers could do the work and management would have a predictable outcome.”
9:35 - “In order for me as a leader to feel comfortable that the work’s getting done I need to see the workers doing the work and I do believe some of this rush back to the office in the name of culture and collaboration is really just leaders don’t have the tools to understand what's going on in their organization, there’s a lack of trust and quite frankly they might not like that their Zoom square is the same size as everybody else's.”
13:10 - “The idea of school hours is basically a 9-3 type of job so a work schedule that allows people to drop kids off and pick them back up and have that be the nature of the job so it’s basically a 9-3, call it 5 or 6 hours a day if we could have somebody productively employed for 25 to 30 hours a week there’s work that needs to be done we just have to think differently about how we structure the work.”
05 Sep 2023
Building Employee Relationships and Fostering Engagement: An HR Director's Perspective
00:28:25
In this interview, Lindsey Patton speaks with Katie Mills, the Human Resources Director at XenTegra, who shares her 17 years of experience in HR. Katie discusses the dynamic nature of the job, its challenges, and the importance of understanding different perspectives. She emphasizes the satisfaction of helping employees find their fit in the workplace. Furthermore, Katie shares her insights on prioritizing tasks in a rapidly growing company, adapting to new industry norms, and developing strong employee relationships.
Katie Mills is a seasoned HR professional with a wealth of experience. She has held key roles in various organizations, including being the Human Resources Director at XenTegra and Head of Human Resources at Hankin & Pack PLLC. Katie's expertise in human resources management and strategic planning has contributed to her successful career trajectory. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Understanding and embracing the differences in people is crucial in HR.
Transitioning from a mom-and-pop environment to supporting growth requires implementing policies and collaborating with different departments.
Baby steps and compromise play a vital role in balancing the needs of leaders and employees in a growing company.
Prioritizing pain points such as onboarding and performance management can benefit the company's overall well-being.
Employee relations and communication are essential for building strong relationships and keeping employees engaged.
Mentoring and coaching are valuable tools for supporting employees' professional growth and development.
Networking and learning from other HR leaders for personal and professional growth.
01:52 - “You know, I just, I try and remember that everybody's different. Yeah. You know, everybody. I think at a lot of it goes back to how you were raised, you know, your background, you know, what, what you're used to, you know, whether you have siblings, what industries you're used to working in, you know, your family education. So I just try to remember that everybody's different, which, you know, I think that's what makes the world go round, right.”
05:26 - “I just feel that, I mean, a happy employee is a productive employee, you know? Yeah. I mean, all of us love our jobs, you know, or else they wouldn't be called jobs. But, you know, if, if you're not happy, you know, if you're not coming to work, you know, at least looking forward to what the day's going to bring. If you're dreading it every day, then you're not doing anybody any good, mostly yourself, you know? Because life's too short for that. There's a lot of jobs out there, and there might be a lot of people that we kill to be in the job that you're in, that you're not happy with.”
04:52 - “And I love that attitude of, you know, let's see what, what helps fit for you? Because I feel like there can be, there can be ego involved when, when people aren't enjoying their jobs or, you know, want, may want something else, but, you know, I've talked to so many people who, who just want to work and problem solve together, because that, that solution, when you come to find a solution, it's, there's satisfaction there.”
16:51 - “Because I've been in jobs where, you know, I get past six months and I'm still like, wow, there's all this information that I, I still don't know, and I feel like I'm so far behind, but then expectations are high that I understand all this information. So I think that, you know, there, there definitely should be more grace with new employees for sure.”
00:33 - Katie: “I have been in human resources for about 17 years. And you know why I do it is because it's never boring, which by that it's not always fun, but it's always challenging. I'm always learning something. So I absolutely, I, I love it. I think it's where I'm, I'm meant to be.” Lindsay: “I like that you said it's not always fun, but there is benefit to things not always being fun sometimes, like you said, you're learning. So what do you like about it specifically? I know you enjoy people a lot.” Katie: “I do. I do. I think the people aspect, you know, the employee relations aspect is my favorite part because, you know what, what one person finds completely normal, the next person finds bizarre. So it's just, it's always interesting, you know, to, to see what motivates people and to see, you know, what people were thinking, why they, you know, when they did certain things and why they did it.”
24 Aug 2022
Building a Strong Culture with a Remote Team with Rentable’s Andrew Zuckerman
00:30:06
Andrew Zuckerman focuses on building out the HR function for private, VC-funded tech firms in Chicago.
Andrew currently works at Rentable as the VP of People where he manages the HR department and oversees the culture of the company. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How employee experience changes when a company reaches over 100 employees.
What it means to have a ‘no asshole’ policy.
Where the main focus of HR should be.
How to use games to make staff feel part of a team.
How to keep a strong culture with a completely remote team.
How to be accessible as a leader.
How and when to review with employees if the job is a right fit for them.
The problems with performance improvement plans.
How to give more power to employees while staying in control.
Diversity, Equity and Inclusion with The Mom Project’s Rocki Howard
00:35:38
Rocki Howard is a black wife, mother, woman, Christian and leader over forty who values individuality, and has always had diversity at the top of her personal and professional agenda.
Rocki has spent over 20 years in the human resource and talent acquisition space and is currently the Chief People and Equity Officer at The Mom Project. Here are a few of the topics we’ll discuss on this episode of People Analytics:
Why Diversity, Equity and Inclusion is so important for Rocki.
What Rocki’s role as Chief People and Equity Officer at The Mom Project involves.
Challenges women face in the workplace and how we can fix these.
What women need in order to live a joyful life and how The Mom Project helps with this.
The different challenges women of color face.
Why Diversity, Equity, and Inclusion practices are so necessary for a business.
How leaders should approach implementing DEI practices.
How to create a top-class employee experience with Houwzer’s Bennett Andelman
00:36:21
Bennett Andelman is a multi-faceted marketing, communications, and people executive with over 20 years of experience in driving creativity, culture, and community for renowned brands in the home, retail, fragrance, finance, and food arenas.
Over the past 11 years, Bennett has built an in-house brand agency overseeing 30 marketing strategists and creatives as a thought leader, on-camera personality, and storyteller. His expertise fits snugly within brand strategy, content marketing, advertising, and culture creation with an emphasis on campaign development designed to drive employee and customer engagement with a track record of success in terms of acquisition, retention, and lifetime value. Here are a few of the topics we’ll discuss on this episode of People Analytics:
How Bennett became the Chief People Officer at Houwzer and how he helps keep their employees happy.
How to create a top-class employee experience.
How to feel comfortable in front of an audience.
The creative side of HR and the importance of having fun at the office.
Why all the best HR people don’t follow a script and how we can think outside of the box.
Why leadership should talk to their employees about challenges in their business.
The challenges of being in a virtual or hybrid environment.
How to bring fun to the workplace.
The effect of giving your employees incentives and perks.
Developing Your Own Recruiting Tools with Adrian Russo
00:22:57
Adrian Russo is the Head of Talent Acquisition at T-Rex Solutions. Learn from Adrian as he has led the charge in encouraging his team to invest in technology to advance Talent Acquisition at T-Rex. Adrian talks about everything from the importance of being metrics driven and what you can do to improve your Talent Acquisition efforts to investing in technology to advance the progress of your team. Learn more about what you can do to advance your recruiting efforts for your own team.
Améliorez votre compréhension de People Analytics avec My Podcast Data
Chez My Podcast Data, nous nous efforçons de fournir des analyses approfondies et basées sur des données tangibles. Que vous soyez auditeur passionné, créateur de podcast ou un annonceur, les statistiques et analyses détaillées que nous proposons peuvent vous aider à mieux comprendre les performances et les tendances de People Analytics. De la fréquence des épisodes aux liens partagés en passant par la santé des flux RSS, notre objectif est de vous fournir les connaissances dont vous avez besoin pour vous tenir à jour. Explorez plus d'émissions et découvrez les données qui font avancer l'industrie du podcast.
