Explorez tous les épisodes de REL Talk
| Date | Titre | Durée | |
|---|---|---|---|
| 15 Jul 2021 | Mentoring Moments for Managers: Brandon Dye | 00:26:04 | |
In today’s second installment of the ‘Mentoring Moments for Managers’ series, Maria and Michelle continue to reveal those key pieces of advice that won’t necessarily appear in a training program, but will prove invaluable to new leaders. This week, Brandon Dye, a creative in the L & D space, shares some recommendations that he has accumulated over the years while helping people acclimate to their new leadership roles. From his unique perspective, he clearly and concisely offers some nuggets of wisdom that will help ease the transition from individual contributor to manager of people. Basically, this is an episode featuring advice that Brandon wishes new managers knew before they got into their role. Along the way, it also branches off into advice regarding stepping back and really thinking about becoming a leader, and the nature and value of personality assessments within organizations. Filled with information from different resources as well as examples taken from real life, the conversation here today is truly a crucial one for all those who find themselves in the highly impactful role of people leader. The Finer Details of This Episode:
Quotes: “Know yourself, be yourself, and be authentic.” “If you don't have a foundational understanding of who you are as a person and how you approach those basic concepts, you're going to really struggle.” “You don't want to sacrifice your emotional wealth and your physical wealth for your status and your social wealth.” “Look at it holistically and determine, ‘Is this the right fit for me?’ ” “Work impacts…just a crap ton of things in your life.” “There's never a linear path for each of us, because we're all individuals.” “I think you have to layer that authenticity piece on top of that generic trajectory and say, ‘Okay, is this right for me?’ ” “You have to own your journey.” “Environment matters just as much to the leader as it does to the team.” “Introverts don't mean we don't have opinions.” “It's so powerful, because now that helps you understand, ‘Okay, how am I going to engage with people?’ ” “Listen a lot, ask questions, and trust your instincts.” “Pick your work friends very carefully, and find out who you can trust early.” “Find inspiration outside of your field.” “It's about surrounding yourself with the people that will help you be successful in your role and help you get to whatever it is you're trying to accomplish.” “At the end of the day, have fun.” Show Links: Quiet: The Power of Introverts in a World That Can't Stop Talking | |||
| 24 Mar 2021 | How to Elevate Your Culture: Career Pathing | 00:19:52 | |
Today’s installment in the ‘Elevating Your Culture’ series delves into the importance of career pathing within organizations. If companies want to attract and retain the best employees, they need to invest in their careers, and a failure to do so can be devastating on so many levels. This week, Michelle, Maria, and Keith explain precisely why that is, and offer their expert advice to help organizations find success in this crucial area. They begin by exploring the dangers of career pathing extremes, the benefits of doing it well, and the importance of investing in it. Our hosts also demonstrate the importance of an organization’s reputation and how their approach to career pathing can impact it, and they finish by advising organizations on how they can start the process, the help that REL Talent can provide, and what employees need to know if you want to keep them, and keep them happy. Effective career pathing is a component of culture that employers ignore or downplay at their peril – listen in today to learn how to do it right and elevate your culture along the way. The Finer Details of This Episode:
Quotes: “Especially in the work environment today, nobody is going to stay in a role where they are stagnant or they have the perception that they’re stagnant.” “If I’m leaving, the hell if I’m coming back. Peace out, y’all.” “I think it’s important to recognize that a vertical career path is not always the best way to go…the strongest buildings have the broadest foundations.” “Anybody can move in any direction.” “That’s the greatest thing about top performers…you can literally put them in real activities that contribute to the organization, and that’s where they get their learning.” “You can’t afford to not do it, is the reality of it.” “I can guarantee you they’re not going to stick around long term if your attitude is ‘I don’t know if they’re worth the investment’.” “It’s going to, eventually, determine who applies for jobs in the future.” “What we’re talking about here is people asking you to make them better in a way that helps your company.” “The cost of developing employees is pennies compared to what it will cost you to continue to recruit for an organization that’s got a bad reputation.” “If you need help, we’re absolutely there for you.” “It’s as simple as, ‘Here’s the opportunities you have to grow, and here’s how you can be an even bigger contributor’.” Show Links: REL Talent: HR Consulting | |||
| 15 Jul 2020 | Shut the Culture Up: What Now? | 00:35:44 | |
The ‘Shut the Culture Up’ series continues today with this third instalment which builds upon the previous two episodes. Having established the importance of culture and followed the steps from last week’s episode in determining your company’s culture, today Maria and Michelle’s lively discussion will outline for you what exactly you need to do next. Toward this end, they explore the very practical steps necessary to act upon the information uncovered when surveying employees about the state of culture within the organization. For each of these steps, they offer insights and examples which help to clarify them all fully. While each organization is different and will naturally require some variation, these steps provide straightforward and clear direction for those involved in the critical and highly beneficial task of improving company culture. The Finer Details of This Episode:
Quotes: “It’s okay to not be perfect.” “I think companies overcomplicate this process of identifying their culture.” “Having a company picnic is not going to fix your culture problems.” “When we say ‘Culture Committee’, we really are talking about a cross-functional group of people who are kind of the gatekeepers of all of the actions that you do moving forward.” “That free meal is not the reason we come to work, and it’s not what we believe our culture is.” “Change does not happen unless people are uncomfortable.” “They wove it through everything.” “Promote those people to be a customer of yours, not a people leader.” “Keep it simple, keep it real.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 02 Mar 2022 | Identifying and Addressing Toxic Workplace Culture | 00:31:03 | |
Today’s episode features Maria and Michelle continuing their discussion on diversity, equity, and inclusion (DE&I) in the workplace and resolving to make it a common theme throughout the year, or however long it takes. They refer to and use a recent Fast Company article to help frame their discussion about toxic masculinity -- and toxic culture, in general -- in the workplace. Before getting too deep into their discussion, Michelle is careful to outline what they mean when they use the phrase “toxic masculinity”. They are not attacking all traits that are typically considered masculine; they are addressing a set of attitudes and behaviors that are stereotypically associated with men, but are detrimental not only to men, but also to society as a whole. After exploring the many costs and issues surrounding such a work culture, our hosts finish up with their sound advice for all listeners. The Finer Details of This Episode:
Quotes: “The concept is to address attitudes and behaviors that keep you, as a male, from expressing yourself as a whole person.” “We wanted to start by addressing that this is not about attack. It’s about attitudes that are detrimental.” “There were times when brute strength was the difference between surviving and not surviving, but the evolution we’ve gone through has changed that. And we have not necessarily changed along with it.” “What if the guy that said that really didn’t mean or think anything about it? What if he literally just thought, ‘Hey, can you get lunch for us?’ What if he wasn’t trying to hold you back?” “Those discussions often need to be had in the moment. You can’t train on every single phrase in the workplace… you could do code of conduct training and sensitivity training, and DE&I, all that stuff, right? But until someone says something…” “When we are living in a job market where the employee dictates their demands, it is not the right time to be a bad place to work. It’s never a good time, but now is absolutely not the right time.” “Studies show that less than 13% of individuals that face harassment make any kind of formal complaint… So they’re not going to HR about it, they’re not going to their leaders about it. They’re probably talking about it over break with the one or two friends that they can trust. And I’m not suggesting that you break your friend’s confidence, but you can’t just be an ally. That’s why things do not change, we never actually take action to do anything about it. You can absolutely start to collect evidence or proof that a toxic culture exists.” “We’re going to intertwine these different types of articles, books, discussions, in regard to DE&I and how it’s really impacting your organization. We can continue to elaborate on some of the discussions we just had here today, so stay tuned for more within our series throughout this year.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 30 Dec 2020 | HR Best Practices: New Year, New You, New Job | 00:48:21 | |
The final episode of the ‘HR Best Practices’ series has arrived and today it’s all about getting a job in the uncertain market of this year and next. Special guest, AJ Vollmoeller, Founder and President of both ‘Future Force Staffing and Career Services’ and ‘freeresumerev.com’, returns to join Maria and Michelle and share his advice in response to a ‘Dear REL Talk’ question on this topic. Whether you are searching for a job now, in the new year, or at any time in the future really, today’s discussion has the information and advice you need. The episode is devoted to responding to the listener’s questions about what to do if you’re overqualified in a market with so many unemployed, and how to get back to where we were before the pandemic hit. Along the way, AJ and our hosts discuss ‘Glass Door’, resumes, LinkedIn profiles, and the best and worst times to apply for jobs. Building on AJ’s advice for those seeking to start or restart their job search in the new year, the three experts go on to explore the value of networking, practicing interviews, getting a mentor, and thinking outside the box to become more creative with your search. AJ draws the episode to a close by sharing his final words of advice, as well as some of the services he provides. Timely, informative, and insightful, this episode boasts so much of what you need to know and do to give yourself the greatest advantage of finding a job during these unprecedented times and beyond. The Finer Details of This Episode:
Quotes: “If you’re being told you’re overqualified, I think that comes down to you.” “Paying attention to job descriptions, and really reading through them is key in this.” “2020 is going to bleed right over into 2021.” “Now it’s all about structure, it’s all about support and stability.” “Start looking for the small companies.” “You are going to get bored, and we will have invested in you already.” “I understand recruiters are a dime a dozen these days.” “It’s the candidates that need help now, it’s not the employers looking.” “The only way you get that initial interview is through a resume.” “For me, resumes are all about aesthetics.” “LinkedIn profile…needs to mirror your resume.” “Your resume needs to stand out in order to get recognized.” “I think it’s important, too, to network.” “I’ve actually gained quite a few networking contacts through just doing Uber.” “Please remember to bring your personality with you to the interview.” “Hopefully, you all have a successful journey in 2021 and beyond.” Show Links: REL Talent homepage: https://www.reltalent.com/ Future Force homepage: https://futureforcetalent.com/ AJ’s Resume Review: http://www.freeresumerev.com/ | |||
| 15 Apr 2021 | The Voice of HR: Jenny Blackwell | 00:40:54 | |
Welcome to the second installment of April’s ‘The Voice of HR’ series. Today’s special guest is Jenny Blackwell who is celebrating 20 years of experience in training and development, has lots to say, and a lot of opinions to share. She joins Michelle today to discuss what good looks like in learning and development as well as some common mistakes being made in L&D these days. Jenny begins by sharing some of her professional background, her perspective on what good looks like between L&D and the business, and the learning necessary to be able to implement effective training. She and Michelle also explore some L&D mistakes, the frustration to be found in the work, the importance of understanding the discovery phase and facilitation, and the hardest parts of L&D. Jenny finishes up by offering a powerful summary of the first steps to take when changing the narrative and direction of a dysfunctional L&D department. With a combined 50 years of HR experience between them, Michelle and Jenny reward listeners with solid gold insight and advice in today’s instructive episode. The Finer Details of This Episode:
Quotes: “Sometimes, everybody thinks they’re a trainer, everybody thinks they’re an expert.” “Being a trainer, being a teacher, is a gift that some people were born with and some people were not.” “I’ve also seen some rare instances where training becomes punishment.” “We have an entire labor force that needs to be reskilled, but all we’ve focused on up until now is compliance.” “You’re going to save the money by me creating your leadership training, but it is probably not going to be the same quality you’re going to get from one of these companies who’s been practicing and developing for decades.” “I really started understanding the difference between teaching and facilitation, and I think that was a huge pivot point for me in my career.” “When you don’t give us the time or the money to create those types of learning environments, that’s when we take shortcuts, and you don’t see the performance change that you’re looking for.” “It’s about that behavior change.” “We are constantly thinking about what does it take to get people to perform in the right way…you’ve got to let us inside your world if we’re going to do that correctly.” “I’m not passing judgment on you, I’m just trying to understand how your world works.” “First and foremost, if you do not digitize or automate those administrative tasks as quickly as possible, I’m unsure that you would be able to free up enough of your time to start working on the things that really matter.” Show Links: REL Talent: HR Consulting | |||
| 08 Jul 2022 | Outsourcing Talent Acquisition | 00:23:25 | |
Michelle's voice still isn't back fully, so Dan joins Maria for today's episode. Together, they discuss the pros and cons of outsourcing recruiting to a third-party firm, the current trend being seen in companies, and what Dan calls 'the great rescinding' that is taking place globally. Dan and Maria delve into the need for creating wellness initiatives in order to assess the well-being of employees despite the rise of remote jobs, and also explore the impacts of outsourcing recruiting efforts to a firm and why internal recruiting should be considered first. 'The great rescinding' and how it is shifting the market to an employer’s market is explained as well in this insightful and informative episode. The Finer Details of This Episode:
Quotes: “There's a lot of key decisions that come into changing organizations.” “Are we providing enough work-life balance, or at least reiterating what we expect from a work-life balance?” “A lot of folks are ready to leave because they don't feel fulfilled at work, and they don't feel like the work they're doing matters.” “The talent team internally can tell a better story, and can facilitate a better candidate experience. It can also have that close relationship with the hiring managers.” “Hiring managers and HR folks need to put a little bit more emphasis on emotional intelligence these days, especially in the selection process.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn Emotional Intelligence Power vs Force | |||
| 11 May 2022 | Who Does it Well? | 00:16:07 | |
Join Michelle and Maria as they talk today about the companies that are out there and doing things really well. Today’s episode focuses specifically on DE&I, a topic that was inspired by two articles Michelle recently read, which highlight eight companies who are addressing this area effectively. Michelle focuses much of today’s episode on the Rock Family of Companies and their CEO’s response to George Floyd’s murder, and how they implemented a six-point plan to address their response to and implementation of DE&I. Don’t miss today’s episode, as Maria and Michelle acknowledge that it’s vital to evaluate policies and practices often, as things are changing and evolving rapidly. The Finer Details of This Episode:
Quotes: “So they hired a Chief Diversity Officer and started making momentum here, which is a critical role in your organization.” “If you’re not in a place where you can hire someone, you’re not in a place where you can get a consultant, at the very minimum, you can start looking at what other companies do well. Then you can start to implement that within the teams you have.” “But one of the downfalls was how they brought people into the organization to begin with. Their recruiting strategy… they were primarily word of mouth, which meant people were likely to hire ‘like’ individuals, to hire people they could get along with because that’s human nature.” “Essentially, when you’re talking about setting up a DE&I strategy, that’s what you need to look at. You need to have it fully well-rounded; you need to have everybody educated on what that means within your organization, and how you’re going to apply it.” “They’ve done some incredibly good things, including taking a look at their benefits, because benefits can either include or exclude people in the process.” “A company that has not only looked at diversity, equity, and inclusion, but also started to integrate remote or digital aspects that allow them to recruit from anywhere in the world, which changes your applicant pool pretty dramatically.” “If you want to understand the impact of doing an employee resource group well… so an employee resource group isn’t just about letting people of the same religion hang out together, right? It’s about having that group of people use the knowledge of their religion to help the entire organization see what they bring to the table.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 16 Sep 2020 | 5 Dysfunctions of a Team: Lack of Commitment | 00:16:50 | |
In this third installment of the ‘Lencioni’s 5 Dysfunctions of a Team’ series, Maria and Michelle take a look at how the lack of commitment can cause dysfunction within a team as well as some ways to ensure that doesn’t happen. They begin by looking at the traditional notion of ‘getting buy in’, explaining what ‘being heard’ really means and how important it is, and Michelle explores one component of The Leadership Challenge. They also discuss the importance of employees feeling ownership and involvement within their team, allowing them to be part of the process, ensuring clarity in communicating decisions with them, and the correlation between commitment and staying with a company. Once again, our HR experts from REL Talent demonstrate their expertise by sharing knowledge and experience about a potential pitfall, and offering the effective and practical advice necessary to ensure that you and your team successfully overcome it. The Finer Details of This Episode:
Quotes: “They don’t get to decide what our goals are…the company decides what our goals are.” “All of a sudden, people had tons of input on how to achieve their goal.” “When we don’t give people the feeling that they own something, they’re part of something, they will always treat it like a rental car.” “Lack of commitment manifests as a fake ‘Yes’.” “When I don’t own it, I am less likely to be as proactive as I need to be.” “In the absence of information, people will fill in the blanks, and usually they fill in the blanks with their past experience.” “Commitment is extremely important. It builds layers upon layers, and it, literally, takes a whole team in order to understand that foundation.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 02 Dec 2020 | HR Best Practices: Pivoting Staffing Practices | 00:42:25 | |
The new ‘HR Best Practices’ series, which examines what matters most these days in the world of HR, begins today by focusing on pivoting staffing practices. Joining Maria and Michelle is AJ Vollmoeller, Founder and President of Future Force Staffing and Career Services, a boutique staffing firm which focuses on skilled positions in start-ups, as well as small and medium sized businesses. Today, AJ shares his thoughts on the impact of the global pandemic on businesses and the necessity of being able to pivot quickly in times such as these. He begins by describing the impact the pandemic has had upon businesses, including his own, and the best practices he has seen for onboarding during this time. He and our hosts also discuss interviewing and working remotely, body language, company COVID safety policies, and the role that AJ’s business plays. He also offers his advice for companies and our listeners as the world navigates the current crisis. As is noted during the show, nobody was prepared for something like this pandemic – a fact which makes the experience, knowledge, and advice about staffing and pivoting that AJ shares here today all the more valuable. The Finer Details of This Episode:
Quotes: “Overnight everybody had stopped hiring.” “They cannot onboard virtually.” “If the interview process is a mess, they’re going to assume that’s how the company is internally.” “Nobody was prepared for something like this.” “They still have yet to meet anybody in the company personally.” “If you’re still using COVID as an excuse to something that’s wrong internally, more than likely the problem was there pre-COVID.” “That face to face interaction I feel is…very important.” “It tells a story about who you are as a company.” “Ultimately, they care about the employee.” “It becomes more and more challenging for businesses to identify the right people because now in the recruiting process you have to ask more questions.” “Recruiters a dime a dozen.” “I get to know my clients very well so I can provide all that insight on the phone.” “As a recruiter, we’re still in sales.” “Your interview process and interview experience is what’s going to set the standard for your company nowadays.” Show Links: REL Talent homepage: https://www.reltalent.com/ Future Force homepage: https://futureforcetalent.com/ AJ’s Resume Review: http://www.freeresumerev.com/ | |||
| 22 Jul 2020 | Shut the Culture Up: Do Outside Companies Impact Your Culture | 00:21:25 | |
Today’s installment of the ‘Shut the Culture Up’ series focuses upon a topic which is a sensitive and possibly uncomfortable one, and which contributes to your culture in ways you can’t even quantify. How an organization responds to events or movements in society - the stand that they take and how they approach it – is of critical importance, rendering it a vital topic for today’s episode. Maria and Michelle begin by looking at the necessity of organizations taking such stands using the examples of Black Lives Matter and Nike’s support of Colin Kaepernick. They then offer the best approach for organizations when doing so, and stress the importance of culture and engagement teams, conversations, listening, and resources within this approach. Remaining silent during times of moral dilemma cannot be an option for organizations, and today’s episode offers valuable insight and advice in helping to address such situations with dignity and integrity. The Finer Details of This Episode:
Quotes: “Being silent takes the stance.” “You can’t just take those moral situations and say, ‘I don’t have an opinion’.” “We need you to acknowledge that there are specific populations in your organization that this is important to.” “You better be damn well certain that you are making the 1000% correct choice.” “At the very minimum, teach your leaders to be brave, to have conversations.” “Pay attention to the silent stuff because it impacts how your employees see your organization.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 19 May 2021 | Everybody Needs a Little HR: Finding a Great HR Partner | 00:28:23 | |
Today marks the third installment of the ‘Everybody Needs a Little HR’ series, where Maria and Michelle delve into how to find a great HR partner to work with. So many great comments have come out of their previous discussions in this series demonstrating just how much leaders come to rely on their HR partners. It is of paramount importance then, that they choose a great one, and this is the episode that lays out all you need to know to work towards that. They begin by highlighting the shift in perspective that many leaders need to make in terms of the roles of HR, knowing when to bring in HR and the reasons behind that decision, and exploring the notion that HR actually serves the greater good rather than one employee group or another. They also boil down the key components to look for in a great HR partner and share some quality questions to ask when filling HR roles. As they state, ‘HR is a critical role’, so having the right partner who shares your vision is equally crucial, and our hosts start you on that road here today. The Finer Details of This Episode:
Quotes: “We're expanding and we don't know how to focus on these people, initiatives or what benefits people are interested in, or how we develop because we're rapidly growing.” “Shift your focus from, ‘they help me with the legal stuff’, to ‘they help me with my people, policies and philosophies’.” “I don't work for the business. I don't work for the employees. I work for both, and in a multitude of factors.” “They have to be able to listen, apply what they're hearing to the situations, and then pull together the best solution.” “I think it's a team effort and cross-collaboration.” “It's not beneficial for me to be in constant fire drills.” “Once you get that great HR person, you've got to develop a relationship and gain alignment with that person, have some honest discussions about what you're trying to accomplish, what they're trying to accomplish, and how you're going to support each other.” “I think it's most essential for HR individuals coming into an organization to understand the critical components.” “It does take a special skill to interview successfully.” “When they tell you how they're going to show up, does that align with how you want to be seen and how you want your brand to be seen?” “You want someone who is constantly trying to improve themselves because ultimately people look to HR to be an example of human interaction.” “Get yourself an HR individual, even if it's just an advisor, which would be a peer, maybe, outside of your organization.” Show Links: REL Talent: HR Consulting | |||
| 07 Oct 2021 | Tough Talk: Budgeting, HR, and L&D | 00:40:07 | |
Hot on the heels of their fascinating book series, Michelle and Maria are back today to start their new series where they address the many timely questions that come their way, and today they begin by looking at budgeting and its impact upon HR and L&D within a company. All too often, these departments are the first ones considered when budgets need to be downsized, and in this week’s episode, our experts want to have the tough conversation with you all about just why organizations need these people so badly, particularly in the current employment climate. They start off by looking at these types of cuts and the impact they have, and then Michelle shares her experience with L&D downsizing. She and Maria then go on to explore the different training modalities and how they can be used the most effectively, how investing in HR can actually save money for the company, the importance of P&L Report training, and costs - controllable and otherwise. Our hosts finish up by looking at just how critical effective leadership training is within an organization. The first in this powerful new series, today’s episode presents yet another glowing example of the sheer amount of knowledge, insight, and advice that the REL Talent team has to offer all who listen to and work with them. The Finer Details of This Episode:
Quotes: “If you can try to understand both sides of why something happens, it makes it easier to present a solution that's good for both sides.” “There's that center group of people that is keeping your customer happy. And guess who supports that center group of people and makes sure they're happy? Almost always, it's your HR team.” “I think as a result of the reality of our climate, you can't afford to lose your employee relations people.” “I've seen significant injuries that have impacted people's ability to do their job to live their life, and have changed the way their family has to care for them as a result of not getting a required element of their training to do their job effectively. So yeah, it could be easy, it could be a fine, but it could also be a loss of life.” “I am a big fan of compliance being digital…there's absolutely a time and place for each type of training modality whether it is instructor led or virtual or even self paced.” “Some of the highest reasons for turnover and organizations right now are lack of growth and development.” “We're actually going to be able to show you that, as a result of spending here, here's where you're going to save time and money in all of these other avenues.” “You need somebody that can come in and automatically link the idea of that P&L to concepts they already understand.” “It's a huge component for leaders to be totally educated and trained and developed to make the right decisions.” “Focus on what's a critical component, dig deeper into your budgets to invest more into your people in a different way, in which you are able to do no matter what size of your businesses what size your budget is, and really continue developing your leaders to understand how they can take a look at things in a new light.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 04 Aug 2021 | Managing Pandemic Effects in the Workforce | 00:31:49 | |
Maria and Michelle are back this week with yet another phenomenal series, this time regarding issues that every leader and organization are or will be dealing with due to the effects of the pandemic. Life has changed considerably over the past year and a half, and the workforce is changing right along with it. How organizations plan for and address these changes will be critical as the world moves forward. Today, our hosts bring their extensive experience and knowledge to bear in order to help listeners navigate these uncharted waters in this first instalment of this vital and fascinating series. They begin by reviewing the impact the pandemic has had on so many aspects of life and the necessity of consulting forecasts when planning for the future and safety of your workplace. They delve into the importance of employee value propositions, particularly in light of current recruitment issues, and of equipping staff with the right tools for success in all areas of their employment. They finish up by sharing some of the expertise that they have developed for training staff to manage and de-escalate the type of difficult workplace situations which seem to be rapidly increasing in frequency these days. Today’s episode provides a fiery and enthusiastic start to this timely and crucial series, one that you will undoubtedly refer to time and again as we all progress through these unprecedented times together. The Finer Details of This Episode:
Quotes: “I think a lot of what's transpired in the pandemic has been really crucial for every company to identify its people strategy, and really how they're focusing on one another, and really helping integrate some new social norms.” “I hate that I'm part of a world where 400 deaths a day is seen as better than the worst projection, which was significantly more than that.” “You've got to look at what the future is forecasting to make a better long term decision.” “As an organization, you need to assess the risk pool for your employees and how you can be very cautious and safe during that time.” “We both feel that work should be good for an employee and an owner, it should be good for both people… keeping your workforce safe is good for them, and it's good for your business.” “If your recruiters are saying that they can't find anybody because they're making more money on unemployment - full shit, okay?” “When you finally furloughed them, and they had to figure shit out while they were sitting at home, they figured out their life was worth more than that crap, and they decided not to come to work for you.” “You need to identify what's important to your employees and candidates and identify what's going to bring them in.” “It's now an employee's choice market.” “What I've seen happening is we bring a lot of really brilliant people into a room, people who are really smart, who read all the right articles around the pandemic of what's happening, people who are well informed. And they make those decisions without…finding out what potential candidates or their current workforce is saying, and you're making the wrong decisions, guys.” Show Links: REL Talent: HR Consulting | |||
| 30 Jun 2022 | Outsourcing HR | 00:31:22 | |
Michelle and Maria are back again this week to discuss some of the reasons behind businesses outsourcing HR, as well as the accompanying problems that can arise as a result. They also take the opportunity today to explain the importance of building relationships with employees by inspiring a shared vision. Our hosts discuss the different categories of HR and how they differ in the roles they play. They explain the reason why employers have to inspire a shared vision amongst their staff and how they can go about it, and conclude with recommendations on how to set futuristic goals that include involving your team in your plans. Rest assured, today's episode is yet another one filled with invaluable insight and advice for all listeners from the REL Talk, REL Talented team. The Finer Details of This Episode:
Quotes: “Do your research, and understand how working from home impacted your business. And if you decide that you're going to go with a flexible work environment, or you're going to make them come back completely, or you're going to let them go home, whatever decision you make, tie it to information that is relevant to those people.” “Your inability or unwillingness to communicate your reason treats people like children.” “It is my hope that you guys did not eliminate your HR team during a social crisis and a global pandemic, that would have been as dumb as getting rid of your safety team.” “It's helpful for you to have sometimes a third party conducting your investigations because then there's no biased situations or issues transpiring.” “Inspire a shared vision.” “What we've got to make sure is that not only do the people that work for us, see themselves in that finished place, that they need to see themselves getting us to that place, they need to be a part of the journey, as well as an integral part of the final destination.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 10 Mar 2021 | How to Elevate Your Culture: Communication | 00:33:36 | |
Keith joins Maria and Michelle once again this week to continue their series regarding elevating culture. On today’s episode, they delve into the ever important topic of communication by looking at some best practices, as well as some breakdowns that occur and how to work to resolve them. As Michelle notes, communication is part of the success of anything we all do, so it’s well worth this deep dive here today. They begin by sharing the traits they have found in the best communicators with whom they have worked, and then engage in an extensive discussion regarding common communication breakdowns and how to address them. Crafting messages, best tips for deciding what to communicate, and the importance of the relationship piece are also looked at before the episode concludes with valuable advice about how to begin assessing and addressing your communication. Once again, communication is key to success, and today’s episode is key to getting your communication on track. Take the time to listen in on this fascinating and informative conversation – you’ll be glad you did. The Finer Details of This Episode: · Traits of the best communicators · Common communication breakdowns such as withholding information, over sharing, lack of active listening, and wrong delivery method · How to address them · Crafting messages · Best tips for deciding what to communicate · The importance of the relationship piece · How to start assessing and addressing your communication Quotes: “I would say the best communicator that I’ve had was, you know, a leader of mine where they were just super clear but they, you know, checked for clarity as well.” “They adjust their leadership style and communication style depending on the audience that they’re talking to.” “You can’t just have one communication style.” “Sometimes leaders just withhold information because…they’re assholes.” “If you want to talk about how you can get a group of people to follow you, it is by being absurdly transparent when you’ve got no f’ing clue.” “People will fill in the blanks…with their past experiences.” “If you are betraying your responsibility as a leader, how can I trust you?” “I think you can deliver the same exact message, but…depending on your intent behind it, it’s going to land completely differently.” “Communication – I’m all for it.” “You need to encourage them to participate.” “It’s important to you, so I’m going to make it important to me.” “What you say, especially if you’re talking about navigating through a crisis, they’re going to pay attention to the parts that are important to them and to the parts that have had meaning to them in the past.” “Don’t schedule a meeting or a call if you could have put it into an email.” “What is the intent of this communication?” “We map out all the possible FAQs that could come out of something, and then we, like, reverse engineer.” Show Links: REL Talent: HR Consulting | |||
| 12 May 2021 | Everybody Needs a Little HR: Preparing for a Leadership Role | 00:51:29 | |
Maria and Michelle continue their ‘Everybody Needs a Little HR’ series this week by exploring the importance of preparing for a leadership role. People are so often promoted into leadership by excelling in their previous position which may or may not have prepared them for the greater responsibility they are being asked to assume. Today, our hosts demonstrate precisely why this preparation is so very crucial, and offer some strategies to help make it happen. Using real world examples, they highlight the importance of leadership development plans, effective communication for leaders, and the concept and practice of servant leadership. They also reference a valuable resource to consult, and discuss some main points that need to be addressed in this development, touching upon employing coaches, having trusted advisors, and creating a culture where everyone is free to give their honest opinion along the way. Given their vast experience in the HR field, Maria and Michelle possess the passion and the insight to help both leaders and HR professionals alike to improve their organizations, and today’s episode provides even more evidence of this truth. The Finer Details of This Episode:
Quotes: “This is not a ‘you’ problem. This is a ‘world’ problem. We put people in roles because they did their previous roles successfully and we do it at all levels.” “As a leader, your job is to get other people to do what you want.” “Their action is dependent on how they receive your message, not how you give it.” “There's a good amount of C-suite executives that have really large egos and they grow into them.” “Just because you're a C-suite doesn't mean you do more work than a call center representative who's working 80 hours overtime, seven days a week.” “We're just saying there's a different level of responsibility, and that you have to show up different.” “You serve the people that work for you.” “Get clear on who you are, like, you need to have clarity. Like, there needs to be some sort of little, like, motto that you stand by and who you're going to be as you grow up in an organization or as they grow up.” “Define what your belief of leadership is because you're setting the example for every single leader under you.” “What is it that you wish people thought about when they thought about you?” “You need a big ‘why’, you've got to know what your leadership philosophy is, and you need to define a handful of things that you want to be known for.” “As an individual, when you hire a coach, we're there to help you.” “I am a coach and I have two coaches.” “It's that cabinet of people, advisors that surround you, that have your best interest at heart.” “Find yourself a group of people who, whether you want to hear it or not, are going to do and say what is best for you and your career.” Show Links: REL Talent: HR Consulting | |||
| 30 Sep 2022 | The Scoop on Onboarding | 00:34:52 | |
Join Maria and Michelle for today’s episode as they discuss some things to consider when onboarding, teaching, and training through your organization. Has what needs to be learned changed or is it the way adults learn that is different these days? You know our hosts have their trademark strong opinions on a topic such as this and are ready to share them with you here today. They’ll go over a handful of principles, define what they are, why they’re important, and even offer some tips on how to prioritize things so that your organization and workforce avoid stagnation - more excellent information and advice from the wise professionals at REL Talent. The Finer Details of This Episode:
Quotes: “The minute you can take learning and apply it the way they like it, they are more likely to participate.” “Companies are either going to have to step it up or they’re going to lose it… If you haven’t figured out that remote or hybrid work is effective, you need to figure it out or you will start to lose potential talent.” “What you need to consider with hybrid or remote work…: how are you fully integrating them to understand the culture of your company?” “When you look at orientation and onboarding for new employees, you’ve got to come up with some creative ways to address those. One of the most common ones that we’re seeing right now is actual welcome kits.” “DE&I should be a part of your mission and vision.” “Current studies show that a 90-day onboarding program significantly lowers turnover rates.” “We’re not talking about 90 days of training; we’re talking about 40 hours of training…spread throughout 90 days, with recurring check-ins where we can make sure they’re getting what they need.” “When we say ‘self-paced’, …we’re saying that between the learner and the manager, in those recurring one-on-ones, that they can start making intelligent decisions about how quickly they go through stuff. Maybe there’s a quiz or test-out option.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 04 Nov 2020 | Culture, Culture, Culture!: Mission, Vision, Values - Yes, This Again! | 00:42:17 | |
Maria and Michelle would like to welcome you all to their new ‘Culture, Culture, Culture’ series, which is really a spin off from their earlier ‘Shut the Culture Up’ series. The first installment today, titled ‘Mission, Vision, Values’, is one that is always important, but especially now, given the current state of the world. Some companies get these right, but many do not, so there couldn’t be a better time for our skilled and experienced hosts to walk you through these crucial components and provide their valuable insights and advice along the way. They begin by reviewing the process they went through when creating the mission, vision, and values for REL Talent, and then explore the issues that can arise when this is not done well, communicated properly, or ‘bought into’. They then examine each of these three components in depth, providing definitions, examples, and strategies, which will prove beneficial to employers and employees alike. To conclude, they demonstrate how these components are important to an organization’s culture, and how REL Talent can help you simplify the creation of a positive culture within your company. Once again, this is an important topic at any time, but it has never been more important than it is now, with all that is and has been going on in the world this year. You will quickly discover that today’s episode provides a powerful introduction to this month’s series about the simultaneously simple and complex nature of establishing culture. The Finer Details of This Episode:
Quotes: “We needed to also identify what we did actually value and consolidate it as one team and one business.” “You have to be clear who you are and have enough vision to be flexible to change.” “Can I stand for what they stand for?” “Who you are is more important than what you’re going to ask me to do.” “When your purpose is so big, you just keep trying harder.” “None of your employees give a fuck how rich you want to be.” “It’s a sucky world.” “Your vision has to paint your employees as a part of that journey.” “Here’s how we behave as employees of this organization.” “Tie it back to those values every time.” “I think they should be posted in every place possible.” “As long as they get the idea, who cares if people memorize some words?” “Your purpose statement and your values - probably something that people should really know.” “You need to have control over the narrative and what’s happening in real time.” “It requires some work.” “If you have any intentions of growing, you’ve got to get this piece down.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 30 Jun 2021 | Returning to the Office | 00:22:44 | |
As the pandemic progresses, it is inevitable that the notion of returning to the office will be raised and debated. In fact, a recent LinkedIn blog regarding the alleged necessity of being in the office for innovation to occur has created a fascinating case study about the many competing perspectives on this notion, and Michelle and Maria give it their trademark thorough analysis here today. They begin by reviewing the controversy that the post stirred up and some of the comments offered, and then proceed to consider not only potential arguments for requiring staff to return to the office, but the logical responses to each of these arguments as well. They then offer their sage advice for leaders on how to approach a return to the office effectively by sharing what employees are going to want to know, finding out how they are feeling, and exploring the concept of work flexibility. This is a topic which will inevitably arise in every business, if it hasn’t already, and our REL Talent professionals are here to help you navigate it successfully. The Finer Details of This Episode:
Quotes: “Don't argue with stupid because stupid is stupid.” “If you've done things to make people feel unappreciated, the minute they feel comfortable walking away from you, they are gone.” “No one has a logical reason why people have to be in an office or work from home.” “It is literally the most ridiculous argument ever.” “But innovation happens, because...one person says, ‘This isn't working anymore.’ ” “By leaders forcing a return, you're not setting up your team for innovation.” “Do they carry some sort of tribal knowledge that you will lose as an organization?” “If you think your employees aren't wasting a few hours in the office scrolling through some social media, you are insane.” Show Links: REL Talent: HR Consulting | |||
| 12 Dec 2022 | Applying and Hiring | 00:18:39 | |
In this week’s episode, Doug Levin joins Maria and Michelle on the RelTalk series. Doug is the Owner of JobStars, a platform dedicated to delivering top-notch career services for professionals of all industries and experience levels. He's also a certified professional resume writer and a career coach. Doug knows the ins and outs of resume writing, and he’s happy to share his wisdom with the world. First, Doug talks about the most common mistake that people make when writing their resumes. They overstuff it with graphics and unnecessary content. This can cause issues with applicant tracking systems that companies use to manage the flow of applications - so, make your resume ATS-friendly. Then, Doug continues to unpack some of the key tips for making your resume stand out. As he points out, you shouldn’t neglect the importance of structure and formatting when creating your curriculum. Finally, Doug explains why you need to first reflect on who you are as a professional before finding suitable jobs to apply for. Once you know what you bring to the table, it’ll be much easier to find your ideal position. The Finer Details of This Episode:
Quotes: “The important thing to think about as a job seeker to remember is that these systems automate the process oftentimes of evaluating your resume. So before your resume ever gets to the eyeballs of a human being, it’s going through this applicant tracking system.” “When you kind of try to pretty up the resume, it might look good to the human or viewer, but at the same time, it can cause issues with the applicant tracking system.” “You want to paint the picture for the reader of what was this person's scope of responsibility.” “Once you know those things, you know your seniority level, you know your functional role and you know the industry specialization. At that point, it's selecting the right keywords, the right core competencies, and the right kind of language to just align with those types of roles.” “Definitely, it takes some work to have a conversation, explore things, ask difficult challenging questions, and then once you do that, oftentimes the client provides all this really valuable information, and we can formulate it into a powerful message. ” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn JobStars Website Doug Levin on LinkedIn | |||
| 03 Mar 2021 | How to Elevate Your Culture: Where to Start | 00:24:01 | |
Keith joins Michelle and Maria today to look at how you can elevate your culture, starting, naturally, with how to start. The fact that they are talking about culture yet again demonstrates just how important it is to get it right, and how absolutely disastrous it can be if you get it wrong. As always, they are filled with information, experience and advice, which they share in abundance during today’s show. They begin by looking at the differing perspectives on culture, where you need to start in creating it, and the components necessary to sustain it. They also delve into the training required, particularly for leaders, the importance of understanding the ‘why’, and the formation of culture committees. In future episodes, they will drill down even more deeply into the strategies for elevating the culture within your organization, and today’s episode begins that process by providing a clear starting point for us all. The Finer Details of This Episode: · Differing perspectives on culture · Where to start with creating culture · Creating sustainability · Setting leaders up with the skills to create culture · Starting with the ‘why’ · The role of the leader · Training leaders · Culture committees Quotes: “If the senior leaders of an organization cannot agree on what the culture should look like from the top down, then they’re going to be even less willing to adapt a culture that grows from the bottom up.” “It’s in the walls.” “The ‘why’ behind anything is what matters.” “I need to know why you expect this from me…‘Because I said so’ isn’t cutting it.” “I think one of the biggest mistakes that companies make is when they rely on HR to own this process.” “It’s got to be viral or it’s not going to be effective.” “I feel like we don’t set leaders up for success.” “Once you start developing leadership skills, it creates an engine in them that makes them want to build their skills.” “People will meet the bar regardless of where you set it.” “People want to do a good job.” “Get your culture started and elevated. Go do it right now!” Show Links: REL Talent: HR Consulting | |||
| 14 Oct 2020 | The Best and Worst Of: Bosses | 00:22:23 | |
In today’s second installment of Maria and Michelle’s ‘The Best and Worst Of’ series, our hosts take a good hard look at the bosses they have encountered during their careers, and the qualities and characteristics that made them either the best or worst. As they state, everyone has experience with both of these types of leaders, so please be sure to share your stories, opinions, and criteria for leaders on their social platforms where you will find that they have done the same. In this episode, Michelle kicks things off with her best boss ever and the qualities that made her the best, and Maria quickly follows with her own example. Michelle then explores the two sides of micromanaging, and then she and Maria discuss the importance of leaders having vision, some characteristics of their worst bosses, REL Talent’s perspective on leadership, and the notion that leaders can have both types of qualities. Once again, our two experts have a great deal of experience and information to share today, and they are looking forward to hearing your views on this ever popular topic, so be sure to share! The Finer Details of This Episode:
Quotes: “She never had to apologize for the things she said, she used a lot of humor.” “She would fight tooth and nail to defend us, but if she knew that we might do something, she was totally going to call us out.” “She would defend us or correct us appropriately.” “His, you know, emotional intelligence was really spot on when it came to his team.” “It’s like I was speaking a different language than he was.” “Nothing I did was ever right.” “Leadership is ultimately you as a people leader getting a group of people that report to you to do what you need them to do the way you need it done, and, hopefully, they like it in the process.” “I hate the idea of leadership style.” “You will never be all of the right things to all of the people.” “You have to start making decisions on what is okay and what isn’t okay.” “It’s also okay for you to say ‘We have this one thing that we disagree upon or that I don’t appreciate about them’ - it doesn’t make them a bad boss.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 03 Nov 2022 | How Do Applicants Stand Out? | 00:13:40 | |
Join Maria and Michelle for today’s short REL Talk episode, where they discuss how things have quickly shifted from an employee’s market to an employer’s market. Much of this is due to predictions of an impending recession, but the fourth quarter also plays into it a bit. Where applicants could, during and immediately following COVID, make more demands of potential employers and even had their pick of multiple options, this is no longer the case. Now applicants need to stand out. Today’s episode is the first in a series, where our hosts plan to spend 20-30 minutes on each step of the recruiting process. So don’t miss today’s episode of this new series! In each episode, Michelle and Maria will offer three to four tips to help applicants find success. The Finer Details of This Episode:
Quotes: “Organizations are being overly cautious and we’re starting to see some layoffs.” “This is a great time for everybody to get their resume in order.” “You’re probably not going to get headhunted unless you are in a really critical position that’s hard to fill, or in senior leadership or executive positions, which are almost always hunted.” “You have to look attractive on paper.” “What are those key words you’re using to describe your experience and skill, and do they link back to the keywords that are part of the job description?” “You also want to make sure that your professional social media… are aligned and have the same message that you are presenting through the applicant tracking system.” “We highly recommend, if you’ve been searching aggressively for more than three months, that you seriously consider reaching out to a professional. Whether it is us at REL Talent, one of our partners, or people that we collaborate with, reach out to someone to get help either with your resume, the screening process, or the hiring process.” “Find a way to talk to a recruiter to get feedback.” “Even when…you’re not looking, this is a good time to sit with recruiters and get some insights.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 06 Jan 2021 | Reflecting Back on 2020 | 00:32:42 | |
It’s time for a new series, and with the start of this new year, Maria and Michelle have decided that this one will be all about reflecting upon the year that was 2020. There is no denying that this past year brought a great deal of suffering to so many people throughout the world, and our hosts want to pause and take a moment to honor all of them. There is also no denying the fact that some positives can be found in 2020 - some growth that happened and lessons learned - that are worthy of being reflected upon as well. In light of all of this, get ready for a series that looks at the ‘good, bad, and ugly’ of the past year, and uncovers any inspiration it has to offer. Today’s episode begins by looking to find the good in 2020 and exploring Michelle and Maria’s reasons for starting their company. Michelle shares the big step she took this past year and the lessons she learned from it, Maria recounts her great things from 2020, and together they discuss the important role that sleep plays in achieving both personal and professional success. They conclude by offering a glimpse of what to expect in the remaining episodes of this series. The reality is that 2021 is here and 2020 is done, so join our hosts this month to take a look back, find the positives, and hopefully gain some momentum to move forward through the tragedy with hope and inspiration. The Finer Details of This Episode: · Finding the good in 2020 · Why they started REL Talent · Michelle’s big step this year and the lessons she learned · The great things about 2020 for Maria · The importance of sleep · What to expect in this series Quotes: “Were there some good things?” “The truth is, every year for someone is a shit year.” “We have to be able to celebrate the small wins as they come even when there’s more losses in that time.” “It’s so incredible where our journey has taken us.” “We wanted to inspire other businesses to do more from a people perspective.” “I knew that I was compromising myself.” “I’m pretty frickin’ good at this HR stuff.” “It was really creating growth and lessons learned at the same time that you didn’t really feel at the moment.” “2020 taught me that I define who I am.” “I’ve really put more focus into my personal physical health.” “I was super excited to finally get what people call ‘sleep’.” “This pandemic hit everybody, like, hard.” “It’s time to look at it, good, bad, and ugly, and move forward with something…hopefully something that’s a little inspiring.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 20 Jan 2022 | Navigating New Jobs in 2022 | 00:28:06 | |
In today’s episode, Michelle and Maria discuss one thing the new year is known for - new jobs. They discuss how to position ourselves for new positions and also advise business owners how to navigate filling new positions to avoid employee burnout. Michelle starts the conversation by describing her love for newness, and then discussing the changes she experienced while working at FedEx. Michelle and Maria also look at the different experiences that arise when working in different companies or different industries. They conclude by advising business owners to redefine positions amidst this great reshuffle, and also encourage job seekers and employees to self-reflect and find what makes them happy. As you will hear, today’s episode is yet another one filled with knowledge, experience and, especially, sage advice from your REL Talent experts. The Finer Details of This Episode:
Quotes: “I don't know if tenure is as important as it once used to be.” “Companies change.” “It's time to start redefining positions. If you are not willing to fill empty positions, or if it is taking significantly too long to backfill those positions, then you need to think about true redefinition of roles and responsibilities so that your existing employees don't get completely stressed out and leave you.” “It's time to reassess what or how people do jobs in your current environment.” “If you can just increase doing the things that you are good at by 10%, you'll increase your happiness in your job two-fold.” “I believe that a career should be about growth, and growth does not necessarily mean climbing.” “Employers need independent, self-motivated folks. They need people who will think creatively. But they also need to know that you're willing to jump in the box when your creativity is overwhelming.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 20 Jan 2021 | 2020 Lemons: Carl Austin | 00:24:36 | |
Maria and Michelle welcome yet another special guest to the podcast for this third installment in the ‘2020 Lemons’ series. Las Vegas based and kiwi loving flight attendant, Carl Austin, joins our hosts today to share those aspects from his life in the previous year that turned the many lemons that 2020 provided into lemonade for him. Carl begins by sharing his biggest highlight of the year, as well as the respect he has for this new generation of voters, and the diversity evident in the supporters of the Black Lives Matter movement. Maria and Michelle also offer their highlights, and emphasize the opportunity that 2020 allowed for people to reflect upon what matters most to them in their lives. This very special episode concludes with an inspiring challenge from Carl to all listeners that, once undertaken, will undoubtedly bring some joy into the lives of all involved. Once again, there is no denying that 2020 was a year overflowing with unthinkable tragedy and hardship. Today’s episode offers yet another look at whatever positives may be unearthed in the lessons learned during these unprecedented times. The Finer Details of This Episode: · Carl’s highlight of 2020 · The diversity of the Black Lives Matter supporters · The upcoming generation of voters · The many contributions that people of color bring to America · Maria and Michelle’s highlights from the past year · What Maria found in 2020 · The time allowed for reflecting on our lives and friends and acknowledging priorities · Carl’s challenge for listeners Quotes: “I no longer have to take those night or weekend calls about COVID-19!” “The baton has been passed.” “I can fight in different ways.” “I think that the generation that is coming up now politically…they are brilliant people.” “When I was watching those marches on TV, I literally dropped tears of joy because I saw such beauty within our country.” “For the first time in my lifetime, I feel that people of color have finally been heard.” “I’ve really been working on my physical and mental wellness and taking it to the next level.” “I actually decided to maximize the things I do well.” “It’s time to reinvent America.” “I try to always be the best person I can be because the people who raised me were the best people they could be for me.” “We all had to go back and look at our lives and what matters and what’s important.” “Am I making choices intentionally or am I just going with the day?” “Do something nice for somebody.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 13 Oct 2022 | Quiet Quitting | 00:26:07 | |
Join Michelle and Maria with their special guest, John, for today’s episode on “quiet quitting”. This phenomenon has been in the news quite a bit lately and it’s been gaining traction. While it is often framed as an employee problem, Michelle and John believe it can also be caused by the employer and the organization. Since quiet quitting can really affect your business, REL Talk wants to address it, help you understand it, and provide suggestions and tips for how to proactively prevent quiet quitting from happening on your watch. They also recommend an invaluable book for more details about quiet quitting, that also includes more tips, tricks, and solutions than what can fit into a 30-minute podcast. The Finer Details of This Episode:
Quotes: “Quiet quitting is the concept of doing the bare minimum that you need to do, in order to not get fired.” “Baby boomers were like, all in. They were going to give 150%.” “That’s not the case anymore. I think younger people have realized that. And especially through the pandemic and even inflation right now, when companies are boasting about record profits and saying they don’t have money for raises… like, you can’t do both.” “Is it the fault of the company for not engaging the employee? Or should the employee be getting in trouble for doing exactly what their job description says they’re supposed to do?” “Your job as a leader is to make sure your team is engaged and motivated in the right role.” “I promise: people don’t go from trying to make you and your department look like a rock star to giving the bare minimum overnight, without having some element of frustration… you need to find out what is happening.” “Here’s how you be proactive. Go look at those job descriptions and the expectations of the roles. Because I promise you, you’re asking for more than you’re paying them.” “They’re okay with you paying them what their job is worth. They’re not okay with being asked to do more than you’re willing to pay.” “So the reality is, as a leader…, you’re going to have to assess everyone individually, just like you would with any employee and address it based on where that person is.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 30 Sep 2020 | 5 Dysfunctions of a Team: Inattention to Results | 00:15:51 | |
In this final installment of the ‘Lencioni’s 5 Dysfunctions of a Team’ series, Maria and Michelle look at the issues that arise through inattention to results within a team. They begin by discussing the role of the leader, as well as some examples of this dysfunction, the importance of focusing on clear goals and direction for teams and individuals alike, and the need for reward and recognition. They finish up the series today with Michelle’s advice for teams and leaders, and precisely how REL Talent can help those teams experiencing any one or more of Lencioni’s 5 identified dysfunctions. Once again, this is yet another episode filled with valuable information and even more valuable advice to help listeners through the inevitability of team dysfunction. The Finer Details of This Episode:
Quotes: “What you might find is that an individual is achieving some success, but the team isn’t necessarily moving forward.” “All roads lead back to the leader.” “When a leader isn’t really clear, it results in people going about their own thing.” “When you are personally not attentive to the results that are happening with your team, you’re going to see some misdirection.” “Everything needs to be measurable, you need to follow up.” “You have people that are working twice as hard to try to achieve the same results for the company this year, and we need to stop and pause and acknowledge and recognize what’s transpired.” “You have to set the tone that results are expected.” “We’ll be there to help you create the best team possible.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 01 Sep 2021 | Book Series: Executive Presence for Women | 00:25:08 | |
Throughout the summer months, Maria and Michelle have been investing in themselves and reading some different books that would prove beneficial for listeners as well. This has inspired their current ‘Book Series’ in which they share both the information gleaned from, and their reviews of, these books, and, as always, they look forward to your feedback as well. This week’s book is one that Michelle has started reading, Executive Presence for Women. She begins by sharing her first impressions of the book, her issues with the visual component of it and some other executive presence resources, and the most problematic part of the book for her. Together, our hosts go on to review the evolving role of women in the workforce, the concept of ‘playing the game and changing it from the inside’, applying gender roles within business, and then Michelle finishes up with a book she wholeheartedly recommends for listeners. Filled with the candor for which this podcast has become famous, this first episode of this educational new series gives you the straight goods about new resources, and sincerely invites you to respond with your own opinions, observations, and recommendations. The Finer Details of This Episode:
Quotes: “I knew going into this, the visual piece was going to piss me off.” “When you force someone to look, talk, and act like the status quo, it means that you are not inclusive.” “When an executive says, ‘I don't see you in this seat’, basically, what it means is, ‘I don't think you're going to make the same decisions I would’. No shit, I'm not you!” “We're starting to evolve to a place that says I can make a tough damn decision and not be you.” “I'm part of the team, and I will be a team player, but I will not be given a gender assignment because you think it's what I'm here for.” “While I am quick to make judgments I'm also really big on opening up for any learning that I can get from anyone.” “He talks more about the confidence that you display in the choice of clothing that you have made. He talks more about the confidence that you display when you state your opinion, not the words you use.” “The idea that I have to spend $2,000 on a power suit to make a smart choice pisses me off.” “Understanding Executive Presence, Paul Alto - that's where you should start.” “At the end of the day, difference of thought is what's keeping us together and having great and fantastic communication.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn Understanding Executive Presence | |||
| 27 Apr 2022 | Impact: Data Analytics and Showing ROI | 00:19:11 | |
Join Michelle and Maria for today’s Impact episode, part of their series on those aspects currently impacting human resource departments. Today’s installment features a short chat about how to utilize and identify the right data and metrics to be successful and impact business for the better. This topic comes from a recent survey showing that 59% of HR professionals interviewed not only don’t use data properly, but they also do not know how to do so. While data analytics and showing ROI is not something that has been traditionally done within the scope of HR, it is vital and requires time. Today, Michelle and Maria demonstrate the benefits that come from evaluating and using metrics properly to make decisions. The Finer Details of This Episode:
Quotes: “People don’t want to know what my gut thinks. They want to know how it’s going to matter.” “Even if you do it conservatively and don’t aim for the stars, imagine for a second if you, as a leader, were able to say, ‘Here’s what it takes, here’s how I’m gonna fix it, here’s what “good” is gonna look like when it’s done,’ you would open up the doors for virtually anything that you needed. If you were a leader or a department that could show a track record of predicting your impact in a measurable way, people would listen to you.” “Ultimately, it’s not ‘butts in seats’ that most organizations care about. They care about whether or not you actually reduced defects by a certain percentage, if that’s what you’re proposing.” “So maybe I negotiate a better deal on benefits and I’m able to show that I spent less money on benefits this year than I did last year. That’s one example… Notice I said because I negotiated a better deal, not because some benefits got cut. So cost savings can always be something that you can show as an actual contribution to the business.” “More often than not, your contribution will be an aspect of another department’s success, which means that you’re going to have to partner with that other department in order to come up with numbers that feel successful.” “You have to be very thoughtful and methodical about how you’re going to be saving the organization money. And it’s not just about what’s impacting your department, but how what you do in HR impacts other departments.” “What are the benefits of actually digging into data and looking at the metrics? First of all, it helps you plan for the future, and you can get beyond what I call crisis management… It helps ensure that not just you, your HR team, is making informed decisions, but it gives the other executives within the organization the information they need to make informed decisions.” “This entire topic is not the sexiest or most attractive, but it is the most important. How you’re outlining your data, your metrics, your return on investment back to the business is most critical.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 02 Apr 2022 | Where is Everyone? | 00:30:04 | |
Maria and Michelle spend today’s episode talking about what HR professionals and employers are continuing to see as a result of the pandemic, where employers are having difficulty finding workers. Michelle cites an article from Harvard Business Review as the inspiration behind today’s episode, and recalls when she came to a similar realization as what the article discusses--that many employers do not know how to make their employees feel valued. In light of so much change, Michelle and Maria share some ideas and help dig in a little to give tangible examples so that you can leave today’s episode with solutions and suggestions for keeping your employees. They end today’s episode with a reminder that they are open to book and have a strategy session with you, to help employers and HR teams plan for current and future states of the business. The Finer Details of This Episode:
Quotes: “And so, if we really want to talk about where the people are, it’s important that not only do we talk to the missing people, because guys, they’re not missing - they’re just not at your business anymore.” “At the beginning of the pandemic… you had employees who wanted their employers to come up with safe solutions. And you had employers who had no idea what those safe solutions were, because no one did. And yet those employees were still counting on those employers to make good decisions on their behalf.” “People decided that if they weren’t going to be valuable enough, they would find different solutions.” “It’s not just something transpiring in the U.S., right? We’ve seen this across different countries… people are willing to put up with a lot less now than they have in the past.” “It did create a system where people were thinking what their capabilities were before, and wanting to be solopreneurs, entrepreneurs, or just identify something a little bit less stressful.” “It’s still important that you have people show up… so you’ve got to do something to keep your people.” “There’s got to be some adjustment in expectations… I think you need to create an environment, allow people to bring their whole self to work.” “Make sure your employees know that you value their contributions… but everyone likes to be recognized differently… everyone wants different types of recognition. Everybody wants different types of encouragement and motivation to move forward.” “Provide on the job opportunities for people to grow within your organization.” “I am a big fan of new talent. I believe that they are more likely to come in and question the status quo, probably push you outside your comfort zone a little bit more, if you find the right external talent. However, if people are still showing up at your work every day, maybe it’s time to start doing an analysis of the talent you have already. And who there will stretch themselves… Provide more opportunities for people to grow and stretch internally.” “Look at independent workers. The reality is we may never see this shift back… Consider whether a position can be effective with a contract worker versus a full-time staff. It’ll open up a wealth of other candidates for you.” “It is time for you, as a business owner, to flex and adjust with the world, to start to think creatively, to start to look at not just what your customer, but what your employees, need from you, for you to be successful.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 25 Aug 2021 | Challenges in the Workforce: Motivation of the Future Workforce | 00:24:43 | |
Today marks the final installment of the ‘Challenges in the Workforce’ series, and Michelle and Maria tackle the critical topic of motivating the future workforce. A fitting sequel to the previous episode about employee experience, today’s show digs even deeper into the challenge companies face in attracting and retaining talent, particularly in this current employee market. What may have motivated employees pre-pandemic may very well not have the same impact now, and in this episode, our hosts shine the spotlight on exactly why this is and what you can do about it. They begin by looking at the notion of successfully leading remotely, and then delve into zoom meetings, phone calls, and multitasking during them. They go on to explore the need for aligning different topics for different meetings, ways in which leaders motivate and demotivate employees, and finish up by sharing their expert advice in this crucial area. As the finale to the highly important series, today’s episode caps off the information and wisdom necessary to help your organization confront and overcome the challenges in today’s workforce related to motivation and beyond. The Finer Details of This Episode:
Quotes: “You've got individual people with individual desires, and then you've got leaders who have no f’ing clue how to manage a workforce that is sitting in 12 different places.” “People who are introverts are exhausted by being on camera, and on each and every day.” “It just seems like it's more work to be on a video call than anything else these days, and it's like back to back to back.” “I can no longer assess the mood of the room the way I did before.” “We find from the world of coaching that we have better dialogues without the visual.” “Never ever, ever do for the learner what the learner can do for themselves.” “So I will tell you - get over the fact that they're multitasking, or have better meetings where they get to participate.” “What is your topic piece should decide how the message gets delivered.” “Zoom should just be another potential method for how you communicate. It shouldn't be the only method.” “Now you have to think about the virtual environments, including zoom fatigue, things that you're going to consider on what's going to motivate or demotivate your workforce in the future, and how you're going to attract the top talent and retain them through that process.” “I think you guys need to reassess all of the fancy shiny pieces you had in your corporate America environment, and what's going to be shiny for your individuals.” “One of the things that I found stood out to a ton of employees were organizations that put together a serious care package, like a home office care package.” “Rethink starts with having a conversation with some of your employees.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 23 Dec 2021 | The Great Resignation: A Headhunter’s Perspective | 00:29:14 | |
AJ, a headhunter and founder of Future Force, is back on the show in today’s episode to discuss the great resignation with Maria. Drawing upon his vast amount of experience and insight, AJ reveals how the great resignation has affected recruiting for staffing agencies, managers, and businesses as a whole. He starts the conversation by explaining what the great resignation is and how candidates have been ghosting interviews and not showing up. AJ also talks about Future Force and also what they are experiencing as even small businesses are finding it difficult to fill open positions. He then discusses factors that help with customer retention apart from benefits and compensation. Finishing up, AJ addresses the key question of whether or not this great resignation phenomenon will continue in 2022, by sharing his opinion that there will be a turnaround and it will become an employer’s market as opposed to what we see now. The Finer Details of This Episode:
Quotes: “We're getting ghosted nonstop. People are setting up interviews and never showing.” “Is the Tinder culture of ghosting transferring to the professional culture?” “A lot of these leaders, nowadays, are completely overworked.” “Leaders are starting to lead organizations rather than lead people.” “Just because you have an open position that needs to be filled, do not sacrifice what values you're looking for in the person or in the candidate to fill that”. “Don't just grab somebody because you're in a pinch.” “One bad apple can poison an entire team” “Companies are understanding what needs to be done for retention and attraction.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn AJ’s Instagram Future Force Website AJ@futureforcetalent.com | |||
| 23 Dec 2020 | HR Best Practices: Resilience | 00:28:52 | |
Today’s episode marks the fourth installment in the ‘HR Best Practices’ series, and, fittingly for the second to last episode of 2020, it is all about resilience. In this year that has so often been described as unprecedented, it’s no wonder that the notion of resilience has been discussed so very much as it has been tested in each and every one of us repeatedly. Maria and Michelle, naturally, have a number of thoughts and suggestions regarding this trending topic of the year, and they share many of them with listeners here today. They begin by looking at a textbook definition of resilience, and then explore Michelle’s move away from corporate America and how it demonstrates many of the challenges of bouncing back. They also examine the importance of offering the appropriate type of support at the appropriate time, finding your village, practicing gratitude, and dealing with negativity and failure. Our hosts conclude by sharing a useful resource and emphasizing the need to find what specifically works for you in situations involving resilience. With all that this past year has thrown at everyone, the need for resilience, as well as the habits to help build it, has never been more important. Join Michelle and Maria today to learn these critical skills that will prove beneficial both now and well into the future. The Finer Details of This Episode:
Quotes: “Your ability to come back was tested this year in a way that it probably won’t be again in your lifetime.” “What do I do and who am I?” “When bad things happen…it’s okay to pause, and take a breather, regroup, and then refocus.” “It’s challenging as all hell.” “You’ve got to have a support network.” “It reminds you that there is goodness everywhere if you just change the filter of your lens.” “Anybody who wants to sit there and come debate us, come debate us right now.” “I think it’s really critical for us to be content in understanding with one another.” “Resilience doesn’t mean blindness to what is happening around you.” “Failure happens. It doesn’t stop successes from happening.” “Finding the thing that works for you is what it’s about.” “Even if the glass is empty, you can always refill it.” “There’s not a one-size-fits-all approach to each individual.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 12 Aug 2020 | I Hate My F*n Job: Abusive Leaders Pt. 2 | 00:38:45 | |
Today’s episode is the second installment in the ‘I Hate My F*n Job’ series, and Maria and Michelle continue their dialogue from last week’s episode all about working for horrible bosses. While there is so much to cover under this topic, today our hosts focus on managing the ups and downs of the abusive boss cycle. They begin by looking at the possibility that you may have set expectations for your boss that are unrealistic and impossible for them to achieve, and then they analyze the different types of bosses and their own experiences with them. They emphasize the importance of communication between yourself and your boss, and share some of the services that REL Talent offer that may prove beneficial to you. Given that finding a new job may be a possibility, they also share their advice on the steps to follow in this search. Terrible bosses are a fact of life – how you respond to working with such a person is where Maria and Michelle’s expertise can provide support and guidance, and that’s precisely what they do in this episode today. The Finer Details of This Episode:
Quotes: “People don’t leave companies, people leave poor leadership.” “I set the bar so low that if they slightly exceed my expectations, it’s actually a win for me…that way I never get let down.” “When you are micro-managing at the right time, people don’t actually call it ‘micro-managing’, they call it ‘support’. “When you have someone who isn’t quick, who is waiting…for that alignment with everyone…those Type A’s in the world get really frustrated by that.” “If your full time job isn’t the place that you should be, then you should make looking for a new job your full time job.” “What people are looking for now is your experience and your ability to talk through those experiences.” “Make sure that social footprint mirrors what you are trying to brand yourself as.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 28 Jul 2021 | Mentoring Moments for Managers: Diane Scarpa | 00:27:24 | |
In this final installment of the ‘Mentoring Moment for Managers’ series, Michelle and Maria welcome an expert in the field, who is also a longtime friend and colleague, to share her vast amount of experience and wisdom. Diane Scarpa is a Learning and Development specialist at a Fortune 500 company where much of what she does revolves around helping new leaders move into their roles. A leader herself, Diane brings yet another unique and highly valuable perspective to this remarkably important series. Diane begins by sharing some of her background, and then Michelle describes the origins of the ‘Mentor Moments’ concept. Diane goes on to share her first and foremost piece of advice for new leaders, how to practice not needing to be the expert in everything, and explains the notion of ‘firing yourself’. Together our hosts and guest explore the roles that growth mindset, situational leadership, levels of readiness, and insecurity play in the life of a recently appointed leader. They conclude with a look into the process of picking your team and Diane’s main takeaway for listeners here today. Filled with the friendly banter and exchange of quality ideas that are the trademarks of a thoughtful discussion among respected professionals, today’s episode is another ‘must listen’ and a fitting conclusion to this crucial series. The Finer Details of This Episode:
Quotes: “They were not hired because they were the expert in everything under their domain, they were not hired because they were the smartest person. Most likely, they were hired or promoted because they showed an aptitude to be able to learn something new, and to be able to take advantage of those around them and utilize everybody's skills.” “Every time I took a promotion, I wanted someone to crack my skull open and pour all the knowledge in.” “I didn't have to hit the ground knowing everything about the position, and it was okay if I engaged my team and I let them be the experts where they were the experts.” “It's humility, it's trust, and it's ‘get out of your own way’.” “People tend to revert back to that old role when they're most uncomfortable in that new role.” “And that's a hard place for a lot of leaders to be. They've had success in the past, and they are just not comfortable, or remembering what it's like to be the new kid on the block.” “I have to talk people off the ledge on a regular basis.” “You always want to bring someone that's, like, smarter than you essentially at the end of the day. But you always want to make sure that it's a good culture fit.” “It really feels like a lot of the advice you were giving right now boils down to being able to take a hard look at myself, and being comfortable with being uncomfortable.” “It means you're in a place to help other people. It means you're in a place to make an impact.” “You've got to be able to slow down, take some time, assess where you're at, assess what you need, and don't be afraid to ask for help.” Show Links: REL Talent: HR Consulting | |||
| 09 Sep 2020 | 5 Dysfunctions of a Team: Fear of Conflict | 00:19:21 | |
Today’s episode marks the second installment in the ‘Lencioni’s 5 Dysfunctions of a Team’ series, where each week Maria and Michelle explain one of the dysfunctions and offer advice on how to avoid it with your team. This week, they look at one that is quite tough for a lot of people - the fear of conflict. Their conversation begins by stressing the need for trust within the workplace especially in creating environments for healthy conflict, and in questioning everything without coming across as a disgruntled employee. Michelle describes the positive impact of the ‘Dare to Disagree’ TED Talk to which she was introduced, and, together, she and Maria discuss the leader’s responsibility and the options available to employees when dealing with healthy conflict. While this is definitely a tough dysfunction for many to overcome, our hosts’ valuable experience and advice here today can help you navigate your way out of this all too common fear of conflict. The Finer Details of This Episode:
Quotes: “If you lack trust you will never be able to accomplish unfiltered passionate debate about the things that matter.” “We create environments where you can’t just openly talk about what you disagree with.” “She hired a person whose only job was to try to prove everything she found to be wrong.” “You can be uncomfortable with conflict in your personal life, but it’s not going to work if you can’t do it in your day to day with your team members.” “The biggest concern for any organization should be when your most passionate people become your quietest.” “Sometimes you just have to have a good bitch session.” “You need to be quiet first and allow your direct reports to speak up before you say something.” “Don’t have a debate if you’re not going to let the debate matter.” “All you can do is try and continue.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 29 Jul 2020 | Shut the Culture Up: Dear Rel Talk | 00:23:08 | |
Special guest, Olivia, rejoins Michelle and Maria today to finish their ‘Shut the Culture Up’ series by taking a look at a letter from one of their listeners, and responding to it in the ‘Dear Abby’ style. The letter asks our hosts for their advice in improving a toxic work culture which includes the HR team, and they definitely rise to the challenge. Olivia begins by offering her suggestions to help with this issue, and then all 3 hosts share their experiences working in toxic work environments. They also explore ways that leaders can help in these situations, before coming back around to share more ideas for the employee themself. This episode of ‘Dear Rel Talk’ provides the straightforward advice the listener’s letter requests – advice that will undoubtedly prove beneficial to all listeners at some point in their careers. The Finer Details of This Episode:
Quotes: “It’s really more analyzing and asking those ‘whys’ of what is happening to really understand it.” “I don’t know if managers are always aware of what’s going on amongst their team, or the toxicity.” “These changes keep happening, and these stories become part of the fabric of who you are as an organization.” “They’re playing you like you’re a chess piece, and then they want that loyalty at the end of the day?” “I’m not going to be a fucking number!” “Assess, coach, re-evaluate…the last step would be…find some opportunities elsewhere.” “It’s okay that this bothers you, it is never okay that you talk to me like that again.” “Finish the bottle.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 19 Nov 2021 | Toxic Work Environment: The Impact of Toxicity in the Workplace | 00:22:45 | |
This week’s episode continues the discussion of toxicity in the workplace with a look at how toxic elements can negatively affect an entire company. Not everybody realizes the impact that toxicity can have on an organization, and while businesses are doing better at dealing with problematic elements, it’s still too easy to label it an emotional problem and push it to one side. Today, Maria and Michelle show why ignoring the impact of toxicity could have a disastrous effect company-wide, and how to avoid falling into that trap. Michelle starts things off with a look at how toxic leaders can manipulate those around them to disguise the damage they do in the workplace and how difficult it can be to deal with them as a result. She advises that a high turnover can be a sign of a toxic manager and is one of the areas to keep an eye on when toxicity is suspected. Next, she and Maria discuss the perception of manipulation as a leadership tactic and how to push back against the idea that this approach is a necessary part of doing business. Michelle points out that while immoral business practices can be effective, their cost on a moral and practical level is too high, potentially resulting in sick and demotivated employees and big problems for the company. Finally, they wrap up with some advice to work with HR to identify and deal with the toxic element in your company. The Finer Details of This Episode:
Quotes: “It’s easy to take anything that is ‘people-y’ or ‘feeling-y’ and just push it aside and say that it doesn’t matter, or it’s not important.” “So what I found in some of my research is the senior leaders, or the owners of the company have literally promoted someone because it appears that they’re doing a great job and they get results. They show numbers or justification, and they just don’t realize how toxic that leader is because the leader doesn’t demonstrate toxicity around them.” “I’m not a fan of leaders who come in and clean out immediately. I think that leaders who come in and clean out immediately aren’t leaders, they’re actually jerks who don’t know how to lead people. Because if they did, they’d come in, and they’d learn who was there and how to influence the people that were there.” “If you are going to go out in public around other people, you have basically signed yourself a non-written social contract to behave in a way that is acceptable in a civilized society. And if you can’t do it, go live on an island by yourself.” “It used to be that you walked to the cafeteria to get a coffee and took a ten-minute stroll. And now you’re taking five ten-minute strolls a day. You used to take an hour-ish for lunch, and now lunch is three hours and includes a cocktail or two, just putting it out there, guys. And this is that person who’s not willing to not show up because they don’t want to lose the job or they don’t want to risk being called out for something, but it’s worse than them staying home.” “I promise you, they know exactly who the assholes are because they’ve been looking at your numbers dwindle in those departments, they’ve seen increased interpersonal problems, they probably interacted with the manager as well. So my advice to you would be to seek counsel from your HR team. Just be prepared for what they might tell you.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 30 Sep 2021 | Book Series: The 7 Hidden Reasons Employees Leave | 00:27:14 | |
Next up on REL Talk’s book series is Leigh Branham’s The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It’s Too Late. There are always so many opinions out there as to why individuals leave companies, but this book, and our hosts’ incisive analysis of it, cut to the chase and not only identify the reasons, but offer practical solutions for them as well. Sharing what she finds most interesting about the book throughout, Michelle also joins Maria in looking at how and why managers and employees often have different perspectives on the reasons for leaving. Together, they go on to examine such concepts regarding leaving as ‘push and pull’ and ‘intangible and tangible’ reasons, becoming an employer of choice, and the actual top 7 reasons as outlined in the book. The episode concludes with Michelle offering her biggest takeaways from this valuable resource. Equally beneficial to employers and employees alike, The 7 Hidden Reasons Employees Leave earns positive reviews from our REL Talent professionals here today – do yourself a favor and listen in to find out why. The Finer Details of This Episode: · The most interesting aspects of the book for Michelle · Manager and employee perspectives on why people leave a company · ‘Push and pull’ reasons for leaving, and Michelle’s experiences with them · Tangible and intangible reasons for leaving · Becoming an employer of choice · The top seven reasons · Michelle’s biggest takeaways from the book Quotes: “One of the stats that stood out to me a lot in the book was specifically around the managers’ perception versus the employees’ answers.” “Most of the reasons are push reasons, and that truly means that, as an organization, you have some control over the reason people are leaving - you just have to get to that root cause.” “What I liked about this book in particular is that they offer 54 really easily implementable - most of them zero cost - things that you can do to address the seven most common reasons that people leave.” “Having development opportunities or learning opportunities is absolutely within a company's control.” “It's always the first department you get cut is learning and development, but it's your one and most influential department in keeping your employees satisfied.” “Back to your point about staying modern and updated - if you haven't done those things...I can assure you, you're not going to pull the newest people or the youngest people into your organization.” “There is an entire chapter in the end about what it takes to be an employer of choice, and how you can start to move the needle, learn where you are today, but move the needle to where you want to be as employer of choice.” “I think it really goes to core key points that the interviewer gives to the interviewee on the expectations of the role.” “It really boils down to you finding that right person, that person has the initiative that you want, that has the values that you think are appropriate for your company, and deciding what is the right fit for them.” “You have to be honest about what your folks are going through.” “When you go into leading your team from the perspective of ‘they're gonna do as little as possible’, guess what, eventually you're going to get employees who do as little as possible.” “If you look at any survey, you will often find that trust is one of the most important things that employees need from their employer, and often it will be cited as the reason people leave.” “Most employees are never going to tell you that hard staff, but I promise you, your HR team knows.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn The 7 Hidden Reasons Employees Leave | |||
| 28 Oct 2020 | The Best and Worst Of: Employees | 00:35:05 | |
Today’s final installment of ‘The Best and Worst of’ series is slightly different in that it addresses a question from a listener who is a leader apparently dealing with the ‘worst of’ employees. In their question, they look for our experts’ guidance in helping them with a group of dysfunctional employees that they have inherited, without having to ‘clean house’. As you can imagine, Maria and Michelle have a great deal of information and advice to offer this listener that will undoubtedly prove beneficial to all listeners. They begin by looking at the vast amount of differences within any group of leaders, the first thing that needs to be done in the situation described, and the need to analyze employees as individuals to determine strengths and weaknesses. They then proceed to examine different perspectives on leadership, the importance of effective communication, micromanagement, and how REL Talent can help in these types of situations. They conclude by discussing the notions of finding the right department for employees to shine, ‘setting the bar’ and ‘raising the bar’, and dealing with attitude issues. Today’s episode goes far beyond simply offering a response to the question submitted, delving deep into the nature of leadership itself, and the power of vision and motivation associated with it, filled with nuggets of wisdom for leaders and employees alike. The Finer Details of This Episode:
Quotes: “Every boss or leader is going to be different in their expectations.” “Decide who you are as a department, decide what your vision is, where you’re headed, the strategy that you’re going to need from your team to get there, and then communicate it in a group setting.” “What are the projects or the things that you do in your day that are super easy for you?” “What are the things that you procrastinate on or you postpone or put off to the last minute?” “Using them in the ways that they are good or they are successful.” “Like it or not, your ass has got to change for every person on your team.” “People hear what they want to hear based on their previous experiences.” “Adjust conversations, adjust your emails, so that they meet the needs of the person you’re talking to.” “You should place me in a department that is going to best suit my needs and my skill set and my abilities.” “Moving forward, my expectation is that you assume positive intent from me unless I give you something that deserves your mistrust.” “Sometimes they just want to be heard…sometimes they have got to go.” “Go find the place that you do fit, you just don’t fit here.” “Here’s where we are right now, and here’s where I need you to get to.” “You actually have the ability to take a group of people to really cool places and get really great things done. It does, however, require that you exert a whole lot of emotional energy to get there.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 02 Jul 2020 | Shut the Culture Up: Why is it so Hard? | 00:26:29 | |
Today marks the beginning of the ‘Shut the Culture Up’ series in Michelle and Maria take an in-depth look at workplace cultures in businesses of all sizes. Special guest, Olivia, also joins our hosts to contribute her vast amount of knowledge and experience to this fascinating series of discussions. In this first episode of the series, they explore the impact that the size of the organization has upon its ability to establish or influence the culture, as well as the role that leaders play in this area. The difference between the culture a corporation promotes in their marketing and the culture that actually exists there is also reviewed and they take a look at the examples that both Google and Amazon provide. Finally, they define just what culture means, and briefly touch upon two ways it can become defined within a business. Over the years, there has been no shortage of talk about cultures within organizations, and today’s episode begins a valuable series demonstrating how to change all that talk into some real action. The Finer Details of This Episode:
Quotes: “I don’t know that I believe that a company has the ability to establish a top down culture when you exceed a certain size.” “You’ve got to have a strong foundation for your message to be heard.” “Corporations try to sell this culture mentality and they don’t allow it to organically happen.” “We’ve created this monster which is impossible.” “You also have to be genuinely caring about the people that are working for you.” “Amazon treats their workers like a sweatshop.” “You can either try to play an active role in defining what the culture of your company is, or you can let the loudest person on your team decide what that culture is.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 26 Aug 2020 | I Hate My F*n Job: Lack of Growth and Challenging Customers | 00:39:42 | |
The “I Hate My F*n Job’ series draws to a close today with this episode which looks at a couple more of the top reasons why people hate their jobs: lack of growth and challenging customers. The bright side to these topics is that there are things that you and/or your company can do to improve them, and Michelle and Maria share that all with you today. Michelle begins by relating some interesting findings from a Gallup Survey of employees about staying with a company, and then she and Maria discuss what different generations of workers consider growth, and the importance of defining career progression for employees as well as providing them with career pathway information. They also provide ideas for companies to invest in employee growth and for employees to promote their own growth. Moving onto the second topic, our hosts look at the concept of managing ‘customer wrongness’, share their own experiences with challenging customers, and explore those moments when a customer’s behavior becomes unacceptable including the importance of having their leader’s support when addressing it. As Maria and Michelle note, there are many reasons for employees to hate their jobs, and this series covers just a few of the top ones that you may have experienced yourself. Each episode in the series has presented valuable advice about the steps to take if you find yourself in this position, and today’s final installment is definitely no exception. The Finer Details of This Episode:
Quotes: “The ‘Me’ questions were the ones that had the biggest impact.” “What companies are finding is, if they’re not ready to be at least a little more flexible, that they’re going to lose people. “It is clear to the employees how they get to the next step.” “Where industries are lacking right now is creating that growth and creating a clear career pathway.” “Best thing I ever did was put together a business case for why I needed to go to the conference.” “The more information you have the better empowered you are to do your job.” “The customer is usually wrong. Your job is to figure out how to make them happy before they leave.” “I believe you need to be able to fire a customer.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 10 Feb 2022 | Celebrating Diversity, Equity and Inclusion Every Day | 00:24:49 | |
After going MIA for a little while (thanks to COVID), Michelle and Maria are back today and they have brought Keith along to once again discuss diversity, equity, and inclusion (DE&I) in companies. This time around, they look at how some organizations celebrate these important issues once a year, say during Black History Month, rather than embracing them all year long and having them become part of their business' culture. They begin by reiterating the importance of DE&I, and revealing how potential employees can actually determine the values of the organizations they apply to during the interview process. They also offer up some solid advice on how companies can do better in terms of diversity and aligning their values. Far from being celebrated only one day or one month each year, diversity, equity and inclusion need to become part of the very fabric of every company so that they are brought to life and celebrated each and every day. Listen in today to learn how to make this a reality in your organization. The Finer Details of This Episode:
Quotes: “When you have a company that has a culture that's built on specific values, that honors and appreciates the employees in the organization, then it's not something that you only talk about once a year.” “We should be celebrating diversity every single day.” “Past behavior is absolutely a reflection of future behavior. What someone did in the past is probably aligned with what they will do in the future.” “A sensible place to start for me would be, I would want to talk, I would want to get some insight from our employees that are long term employees. I want to know what makes them stay.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 03 Jun 2020 | My Living Room is My Office | 00:46:15 | |
Maria and Michelle are back this week to discuss a topic of great importance these days – working from home. Given the current circumstances throughout the world these days, everybody is talking about this subject right now, and it can become a little overwhelming because it seems everyone has an opinion about it. Today, our hosts bring their wealth of expertise and experience with working from home to offer you their remarkably valuable and practical advice and strategies. They begin by discussing their own experiences with working from home, and then review the struggles that can arise for both those working from home and those managing them. They also offer some suggested strategies for dealing with these struggles, and caution listeners about the perils of ‘the downward spiral’ and emotional exhaustion, while promoting the importance of mental stability. Today’s episode is one which is valuable at any time for those working from home, and it is one which you will discover is particularly relevant to the many who now find themselves in this position due to the current pandemic. The Finer Details of This Episode:
Quotes: “COVID-19, it’s taken what more progressive companies had already started trying and it’s made it important everywhere.” “You won’t necessarily get all the pieces right when you’re trying to work from home.” “Even for introverts this becomes emotionally exhausting.” “How your company handles this is going to be huge.” “Where you can’t give someone a break is going back to that quality of work and the timeliness of the projects.” “Mental and physical clarity is the most important aspect of being successful in your position.” “As leaders, reach out to the members of your team.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 27 May 2020 | Intro to REL | 00:42:07 | |
Welcome to the premiere episode of the REL Talk podcast, the home of real conversations about real HR topics for the real world, brought to you by RelTalent.com. Co-hosted by REL Talent’s Managing Director of Culture and HR, Maria Rodriguez, Managing Director of Talent and Organizational Development, Michelle Elder, and Managing Director of Team Development and Coaching, Keith Leonard, this is a podcast created by three professionals who are decidedly passionate about their work. By way of introduction, our hosts discuss the circumstances which led to the creation of RelTalent.com, and introduce themselves, their stories, and their roles. They then go on to share the reasons why they started this podcast, just what you can expect from it each week, and touch briefly on some examples of upcoming topics and segments. While it is very true there will be many times when the opinions of these passionate professionals will differ in the episodes to come, one thing that they all agree upon, and which will be woven throughout the series, is the importance of companies maintaining a policy of putting people first. Today’s opening episode of the REL Talk podcast presents the first of many powerful conversations about elevating people perspective in organizations that will positively impact the lives of business owners, leaders, and employees along the way. The Finer Details of This Episode:
Quotes: “It was just so motivating to sit there and listen to a CEO talk about how passionate they are about their people, and how they put people as their first priority.” “Companies have to have the right philosophy for me to stay…do they put people first?” “For the most part, there is clear, clear linkage between good HR practices, good HR policies, and the success of a business.” “If your biggest concern is that your employees are going to be saying negative things about you on social media, I think your biggest concern…is your culture.” “What we know confidently is that there has to be a balance.” “From a podcast perspective, we want to help not only business leaders in an organization help elevate their people perspective, but we also want to help those of you listening that are employees of an organization.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 08 Sep 2021 | Book Series: The One Thing | 00:34:07 | |
Maria and Michelle continue their book series this week by taking a deep dive into The One Thing: The Surprisingly Simple Truth Behind Extraordinary Results by Gary Keller and Jay Papasan. Recommended to our hosts at a conference a couple years ago, this is a book that they both have positive reviews for, and which they analyze here today to demonstrate how it can prove beneficial to you as well. They begin by looking at some of their favorite parts of the book, including its analysis of the equality piece within organizations, and their own observations of leadership failure and systemic issues in this area. They go on to explore the concepts of consistency, equality, and sameness, as well as flat organizations and equality within them, and their own roles as agents of change and consultants. Maria and Michelle finish up with one of the other aspects of the book which really speaks to them – the concept of multitasking – and their hearty recommendations of the book for listeners to read and challenge themselves. Far from the mixed reviews that last week’s selection received, The One Thing is, according to our experts, a worthwhile resource for all, and today you’ll learn precisely why. The Finer Details of This Episode:
Quotes: “In the world of achievement, everything doesn't matter equally. Equality is a lie.” “We use words like a quality to create generalizations, because we're trying to simplify the conversation. But what we do when we generalize stuff like that, is we strip away what does matter.” “One of the things I do like about it, in this section, is that he doesn't wimp out and go with a simplified answer. It's like he really digs in and explains things in a way that you can actually use it and apply it to your life.” “But if your people leader isn't giving you the opportunity, and you don't have those opportunities because they're always going to their one person or one resource, and they're always pivoting there, then you don't have the opportunity to become an equal.” “I’m definitely a ‘pay for performance’ person.” “Organizationally, there are systemic issues that keep certain groups from improving the quality of their lives based on how the system is created.” “The system is broken in many corporate establishments.” “I think it's just critical…that everybody identifies where the gaps are in their organization, and takes a look at how they can continue making adjustments.” “We’re challengers of the status quo as it relates to HR.” “I could not agree with him more that multitasking is ridiculous.” “The way he lays out these chapters, and the way he explains it is pretty helpful for anyone reading it.” “I think it's a great book. It's a great read for anybody from a business perspective.” “I have nothing but good reviews for this book, for sure.” “I'd recommend it so that you could challenge yourself and try to read it and interpret it in a way that's a little bit different.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 13 Jan 2021 | 2020 Lemons: Nicole Miller | 00:35:01 | |
In this second installment of the ‘2020 Lemons’ series, Michelle and Maria continue to reflect upon the previous year, acknowledging the negatives and looking to find some of the positives therein. This week, they are joined in this exercise by their former co-worker and current Vice President of Global Workforce Technology at JPMorgan Chase, Nicole Miller. Nicole begins by sharing her fascinating journey to her current position, the ways she helps others find their purpose, and an endearing glimpse into her home life. From there, she describes her 2020 experiences including the challenges, the successes and the lessons she will take forward with her post-pandemic. Our hosts also join her in looking at the need to redefine corporate culture, humanizing each other, and preparing for the future. The episode concludes with a challenge for our listeners and a reminder of the services that the highly skilled coaches at REL Talent can offer. If ever there was someone who could mine some inspiration from the year that was 2020, Nicole Miller is that person - do yourself a favor and listen in to her words of wisdom here today. The Finer Details of This Episode: · Nicole’s incredible journey to her current position · How she helps people find their purpose · Nicole’s home life · Cooking during the pandemic · Her 2020 experience · Boundaries and burnout · Her brightest moments of 2020 · The lessons she has learned that she can apply post-pandemic · Redefining corporate culture · Humanizing each other · Preparing for the future · A challenge for listeners · Finding your purpose with REL Talent Coaches Quotes: “I think we’re all looking for what our purpose is. It’s not easy to find it.” “I loved working with people and unlocking their potential.” “If it doesn’t challenge you, it’s not going to change you.” “Why are we chasing success when we should be chasing happiness?” “That’s kind of what the beginning of 2020 felt like. Like I couldn’t get a breath in.” “As a parent, you’re…also dealing with the mental struggles of your child who doesn’t understand…and you’re trying to explain all this while trying to launch a career.” “There’s burnout because there’s no boundaries.” “Technology is changing the face of technology.” “You have to be okay having a semi-permeable boundary when it comes to your work life.” “Am I 100% present where I am?” “I think it’s created a real sense of humanity and connection.” “Social connection doesn’t necessarily have to be face-to-face.” “It’s created a very self-aware world.” “Can you be a better person? And if you aren’t, why not?” “In the past it has just been about grinding, and it needs to be about balance.” “If it has allowed us to allow our humanity to shine through, that’s a very hopeful thing.” “You don’t really figure out what’s really important until something like this happens.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 23 Jun 2022 | Outsourcing Learning and Development | 00:50:20 | |
Studies have shown that employee learning and development usually takes a significant drop in spending during a recession. With the increasing likelihood of recession today, this episode could not have been more timely as Michelle and Maria make a case for L&D. To kick off, Michelle asserts that however much you love your job, you still have bills to pay; therefore, you need to get adequately compensated for your time and effort. Our hosts get into the crux of the episode, reflecting upon why L&D is usually the first place to get cut during times of recession. Discussing the implications of this, Michelle and Maria segue into looking at outsourcing L&D as a cheaper alternative and highlight its pros and cons. Finally, they talk about people leadership and why leaders must be trained before a promotion. The Finer Details of This Episode:
Quotes: "Most of us would not work for other people if we did not require money to live our lives successfully. So is money the only reason people come to work? Absolutely not. Surveys show it over and over again. Is it the motivator to get people to apply? Yes, it is." "We come to work because we have bills. So pay us." "In every situation, there are reasons that make something easy to do as well as reasons that make it hard. You have to consider all of those in relation to what's happening in your business to see if the pros outweigh the cons." "Even if it's just the three years that this pandemic has screwed the world, what's the potential impact of three years with little to no training from orientation to development?" "If you're behind on staying up to speed and being challenged in technology, even one year, you're like five years behind in technology. You're not going to stay innovative with an innovative company." "Cutting your L&D organization and making it into zero investment is worse than not doing anything at all, including outsourcing." "What are the strengths and weaknesses of getting rid of your L&D department and outsourcing it to someone else?… I'm going to go with a big con of outsourcing: it is a super-short-term solution because those people are not engrained in your business the same way an internal L&D department would be." "When you look at a lot of the initiatives in outsourcing your L&D, you get a lot of different expertise. Sometimes when you're honing in on one person, you either get instructional design, OD, or somebody focused on training. But when you outsource it, you get the best of all worlds from anybody because they have different skill sets that they can apply to you and use in different formats." "You cannot afford three years of untrained people. There's no way to recover if they learn the wrong way." "By having a consultant come in and look at the bigger picture for where those gaps are, they can quickly identify the headcount you need to bring in." "In our world, the ability to manage or use the analytical side of your brain is as important as the ability to inspire and motivate people, which is equally as important as your ability to move people's progress and skill set to the direction that you need it to be to be effective within your group." "We at REL Talent believe that you must be able to inspire, develop, and lead your team into the future by having a well-thought-out strategy." "If I could be paid to be a full-time student where I'm constantly learning stuff, I would be all in every day of the week." Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 29 Jul 2022 | Authoritarian vs. Influencer | 00:28:18 | |
In today's episode, joining Michelle and Maria is Keith, who brings up a topic that impacts a broad spectrum of people: influential versus authority power. Together, they look at how we spend a lot of time discussing how leadership is not a position and how anybody can be a leader. But when it comes down to day-to-day operations, sometimes people are fearful about stepping outside the parameters of what's always been done. They go on to review that one important thing for people moving up their ladder in their career is to remember that the most potent power they're going to have is the power of influence. If somebody is given power based on a title, they don't have to exert much influence on the people reporting to them. Positional or authority power is only going to maintain the status quo. It's not going to help anything grow. So even for those in positions of authority, our panel today clearly advises that the more you develop and flex those skills of influential power, the more impact you will have on your career. The Finer Details of This Episode:
Quotes: "The stronger your ability to influence others is, the less you will have to rely on the power of authority." "If somebody is challenging your power as an authority figure, there's a problem with your influential power because that means people are not willingly following." "The only time that you're going to be followed for your authoritarian or positional power is when you're being followed out of fear, when people are fearing losing their position, when they're fearful of being reprimanded." "Influential power leaves the choice up to the employee whether or not they're going to follow you, whereas authoritarian power is you are not giving them any choice; you're giving them an ultimatum." "If the only tool in your bag is a hammer, you will treat everything like a nail." "My style is more of an influential style, where I want people to follow me because they believe in the message. They believe in the value of our organization." "The best leaders can positively influence the thoughts, feelings, and actions of others that promote growth. If you were to look up a psychological definition of love, it is thoughts, feelings, and actions that promote growth." "The influential leader genuinely cares about the people following them." Show Links & Resources: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn Start with Why: How Great Leaders Inspire Everyone to Take Action How to Win Friends and Influence People How to Lead When You're Not in Charge: Leveraging Influence When You Lack AuthorityLeaders Eat Last: Why Some Teams Pull Together and Others Don't | |||
| 15 Dec 2022 | Recruiting 201 with AJ Vollmoeller | 00:18:39 | |
In this week’s episode of the RelTalk series, Maria and Michelle once again welcome AJ Vollmoeller. AJ is a tenured recruiter and current staffing agency owner. He’s also a resume writing and career services advisor and the author of ‘How To NOT Get Hired.’ If you’re looking for an insider perspective on recruiting, AJ is your go-to guy. First, AJ starts by shedding some light on what a job recruiter’s role actually is. As he nicely puts it, recruiters are on your side - they want the best possible outcome for both you and the company. So, don’t pretend to be someone you’re not during your first interview. Be yourself and show your personality. Next, AJ shares some valuable tips for acing any first job interview with a company. According to him, you shouldn’t lie to get in for one specific role because the recruiter may have something else that’s even a better fit for your actual skillset. Finally, Maria, Michelle, and AJ address the current market environment and the real reason why companies are losing employees at a rapid pace. The Finer Details of This Episode:
Quotes: “You never know waking up what you're going to get, what market shift is going to happen, what the new headline or the new trend or the new TikTok trend is going to be.” “Recruiters, whether they're internal at the company you're applying directly to, or on the staffing agency side, they're on your side.” “Don't lie. Don't fabricate. Be honest and truthful, especially to the recruiter.” “It's not polishing a lie at all. It is stating what you're comfortable telling.” “Sometimes people just don't connect. As long as you connect with that recruiter, you feel they're doing good; you get the warm and fuzzies about them, work with that recruiter and see where it goes from there.” “When you have a transition like that overnight, there's going to be 5% of your staff, 10% of your staff that is not well versed or just can't grasp working from home.” “If you're losing workers because you're still what I would consider to be an old-school type of culture, that's on you. The writing has been on the wall.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn AJ Vollmoeller on LinkedIn | |||
| 10 Feb 2021 | Diversity, Equity, and Inclusion: How to Start Changing Your Organization with Carl Austin | 00:49:05 | |
In today’s second installment of their ‘Diversity, Equity, and Inclusion’ series, Maria and Michelle welcome Carl Austin back to the podcast to provide some input into responding to a particularly interesting ‘Dear REL Talk’ question which they have received. Carl is a powerful and motivational speaker whose experience as a black male making a difference in the airline industry renders him the perfect expert in offering advice to the listener who wants to know how to start to make a change within their own organization. Carl begins by responding to the ‘Dear REL Talk’ question and sharing his own experiences within the airline industry in working toward change. Along the way, he and our hosts look at ways to engage in authentic conversations, the need for diversity in leadership positions, the definition and effects of white privilege, and how to deal with others who possess a closed mindset. Together, they also explore the impact of social media these days, the Black Lives Matter movement, the need to learn about others’ perspectives through dialogue, making changes in the leadership of organizations, and the importance of respecting others. Carl concludes by asking some questions of the listener regarding the situation they describe in their question, demonstrating the very heart of today’s episode by engaging in dialogue to gain greater understanding, and making the sincere effort to work together to improve the current situation – a masterful example for us all to follow. The Finer Details of This Episode: · Carl’s advice for the listener who asked ‘Dear REL Talk’ about how employees can start to make a change in an organization which currently lacks a diversity, equity, and inclusion mindset · Pushing past the discomfort and having the tools to have authentic conversations · The need for diversity in leadership positions · White privilege · Dealing with closed mindsets · Respecting each other · The impact of social media · Black Lives Matter · Learning about the perspectives of other people through dialogue · Making changes in organizational leadership · Carl’s questions for the listener Quotes: “I want to be a leader to those that look like me.” “Studies have shown that when you have more people that look like them, they tend to stay in the positions longer.” “Just understand that these are real concerns by real people that work for you.” “It just shocks me that anyone anywhere would think it’s a good idea when you have diverse customers to not have diverse decision makers.” “It’s about white privilege understanding that they need to give up a little bit of power in order for minorities to start to succeed.” “We’re the minority, I can’t get in his face.” “If you don’t agree with immigration, then you shouldn’t be here.” “This is just me reaching out so I can understand more about you.” “I can’t be mad at her for believing what she believes. I just have to try to understand it, and if I don’t understand it, I just have to respect it.” “I still respect you because you are a human.” “They think that their internet world is the same as their real world.” “Everyone in America looks like idiots…stop blaming other people and take some responsibility for yourself.” “Silence is a stance.” “Black Lives Matter is inclusive. It does mean all lives matter. It is for police lives, too.” “It’s about the misuse and mistrust of power.” “Everybody is out there speaking in absolutes instead of just trying to understand each other.” “I think it all starts with having conversations and asking ‘why’…and, like, seeing different perspectives.” “If you really want to make change, you have to be a catalyst for it.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 09 Jun 2022 | Mental Health and Wellbeing | 00:25:12 | |
In today’s episode, Michelle and Maria shine the light on mental health issues in the workplace. Throughout their discussion, they provide tips on how employers can provide necessary resources to help their staff maintain physical and emotional wellbeing. Delving into the subject at hand - the mental health issues observed in employees – our hosts address the current burnout rate being seen globally. Due to the pandemic, more employees are seen to take on more roles, causing this burnout and stress. In this extremely timely and crucial episode, Maria and Michelle offer advice to leaders to focus on how their employees are functioning, and to provide resources that can benefit them and their organizations as a whole. The Finer Details of This Episode:
Quotes: “Mental health continues to increase as a priority concern for employees.” “We keep talking about those things like you need to be resilient, you need to bounce back quickly. But what we're ignoring is the fact that it's not always that easy. Sometimes, where people are, it's hard to be there. And it's also hard to bounce back from it without the right support and the right resources.” “If you want to maximize your employees, it means that you have to look out for their well-being physically and mentally, at least to the point that you're giving them resources.” “It's not your job to keep someone else healthy. But as an employer, it is your job to find solutions that can help your employees stay healthy if they choose to do so.” “We live in a culture where we don't acknowledge the stress and the burnout that comes from mental stress.” “It's funny when it comes to respecting people's time, we do things passive-aggressively to create the stigma that you have to work harder.” “There's this lack of loyalty to organizations because they have lacked loyalty to their employees.” “It's time to shift that paradigm, to stop just focusing on what is new, or what's happening or when the new benefits are rolling out. Maybe it's time to engage your leaders in conversations about how their people are doing.” “You also need to process how, as an organization, or how you as a leader, or how you as an employee are functioning during time off and how you want to re-pivot them.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 25 Nov 2020 | Culture, Culture, Culture!: Putting it All Together with Guest Speaker Justine Hsu | 00:27:22 | |
The final installment of this series is here, and it is all about tying culture to one practice and making it a priority upon which all can focus. While Michelle is away today, Maria is joined by Justine Hsu, a leader in the field of engagement and culture, whose passion for these components is palpable throughout the episode. Justine begins by sharing a bit of her background and her passion for culture and engagement, particularly in her current role. She and Maria then embark upon a thorough analysis of the nature of culture, the roles and contributions of all parties, and the many aspects involved for the leader who is trying to create or cultivate culture. Reviewing the various ‘do’s and don’ts’ for both leaders and employees when establishing and maintaining culture, Maria and Justine draw upon their vast amount of experience and knowledge to offer valuable insights and advice that will help you ‘grow the environment’ necessary for success. The Finer Details of This Episode:
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| 21 Oct 2020 | The Best and Worst Of: Companies | 00:31:44 | |
In today’s third installment of their ‘Best and Worst of’ series, Michelle and Maria take a look at companies and what prospective employees should look for when considering joining them. Given their vast amount of experience, they have a great deal of insight into this area, as well as extremely valuable advice for those preparing to interview for a job these days, and you will reap the benefits of it all today. Together, our hosts explore the areas of benefits, culture, vision and strategy, diversity, equity, and inclusion, and communication, as well as the role each of these plays in establishing the quality of a company. Along the way, they share their own experiences and extremely valuable advice, particularly for those looking to join a company. They also emphasize the need for understanding what you need from a company when researching them, and they conclude by reviewing what they can do to help you prepare for interviews should you choose to contact them. There are so many components that go into rendering an organization one of high quality, and today Maria and Michelle provide a thorough examination of those that are most important. The Finer Details of This Episode:
Quotes: “When you’re first coming out of college or you have some of your first, kind of, career milestones in life…you really don’t know what the hell you’re looking for when it comes to benefits.” “Most people’s perspectives are rooted in elements of truth.” “Glassdoor is a reflection of many disgruntled employees…and my goal is to get those Glassdoor reviews at least changed for the better in some of those categories.” “Definitely look at when the comments were posted.” “There were a lot of movements that indicated to me that this was clearly an organization that was trying to change a reputation they had to do something better.” “I feel like FedEx is a phenomenal company.” “If you can’t look at your company’s website and understand what their overall strategic plan is, I mean, maybe ask yourself if they have one.” “There’s a level of comfort within your organization that everybody is being treated fairly and equally, and…you get more buy in from your teams.” “The great thing about diversity is that people do bring unique cultural history with that diversity.” “It really becomes a win-win.” “Ask them who I am.” “The only constant is change.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 04 May 2022 | Did You Know? | 00:25:52 | |
In today’s episode, Michelle and Maria begin a new series discussing the positive things going on around the world. Join them today as they start this series with a recap and update on REL Talk, REL Talent, what’s going on with them, and what they have to offer. Their new series will focus on their continued assessment of the things going on around the world from an HR perspective. Make sure to also tune in for the next few episodes where they will talk about current trends, who are doing those things well, and how to prioritize and incorporate those things into your role or organization. The Finer Details of This Episode:
Quotes: “My greatest personal growth has happened when someone was willing to take an opposite opinion of mine on a hard topic... that’s when some of my greatest professional growth happens as well.” “We’ve had incredible opportunities to help organizations launch procedures and processes, help organizations launch software that makes learning easier, we’ve been able to jump into leadership development…” “Leadership development is critical, and how you set up your business and set it up for success is also critical. If you take a look right now, Amazon and Starbucks are unionizing. That’s a result of people not feeling heard, or not getting the benefits or items that are important and critical to them as employees within an organization.” “It just means that you, as the owner, take a stand and say ‘Here’s who we are and this is the way we behave’.” “You have to be invested in them in some way, you have to know what’s going on with them, you have to care what matters to them. And when you become invested in another person that’s really when the teamwork clicks, and people start to step up for each other.” “Some of those are really great products that people at any company can obtain from us whether or not you just want it sent to you, reporting wise, or you actually want us to come in and facilitate any sort of conversation.” “We just wanted to spend some time and create a relatable moment again, where you guys know what we’re working on, what we’re doing, and what’s keeping us busy and motivated.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 16 Dec 2020 | HR Best Practices: Overcoming Unemployment | 00:28:06 | |
Welcome to the third installment in the ‘HR Best Practices’ series where the REL Talent team examines what matters most these days in the world of HR. While Maria is away for this episode, Michelle is joined by special guest, John Frye, to discuss his experience with looking for a job during a global crisis such as the current pandemic. John starts off by sharing his unique background that has landed him in the world of Learning and Development, and also discussing the effects of a health pandemic on HR departments. He then shares his own story of how he was ‘exited’ from his job when COVID-19 struck, and the process he followed in returning to the world of work. Woven throughout this highly personal account are remarkably valuable pieces of advice from John and Michelle both which listeners can implement immediately should they, too, find themselves seeking employment now or in the future. As mentioned, the goal of this series is to examine what matters most these days in HR, and today’s episode provides a case study whose relevance, information, and insights clearly achieve this goal, enlightening and empowering all those fortunate enough to listen in. The Finer Details of This Episode: · John’s unique background · His experience working on a cruise ship · What moved John into Learning and Development · How a health pandemic affects HR · The ROI from Training and Development · John’s biggest challenges when starting a job search during the pandemic · Wrapping our identity in our job · Grieving the loss of a job · What John did to deal with the emotional aspects of his job loss · Resume and interview advice · John’s advice for current jobseekers Quotes: “I got to travel the world and get paid for it.” “To see the world in a much bigger way…was very impactful.” “I think your world is deeper and richer if you understand it.” “An educated workforce is a happier workforce, which is ultimately more profitable for the company.” “We become that piece of HR that is seen as unnecessary headcount when people are struggling to make money.” “Training and Development is well known as one of the first things on the chopping block.” “I know I’m adding to the business.” “Millions of Americans were all applying for what seemed like three jobs.” “It hurt!” “Kind of like the seven stages of grief.” “I was able to spend a lot of time with my daughter in her first year of life.” “People were so desperate for jobs that they were applying for anything.” “REL Talent helped me…stand out.” “Don’t get discouraged, stay organized, and practice, practice, practice.” “If you can, help somebody else.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 06 Apr 2022 | We Found Everyone | 00:23:19 | |
As a follow-up to their last episode (Where is Everyone?), Maria and Michelle spend today’s episode discussing things they are seeing across the board during the hiring and interview process as a result of the pandemic. They’ve “found everyone”, but hiring managers and recruiters are still having a hard time filling open positions, which translates to employees having a hard time as well. Today’s discussion moves from the length of time it’s now taking for people to find a job to the fact that the entire specialty of recruiting is getting a bad rap. So much of what they’re seeing is a lack of follow-up, and in some cases, recruiters and employers are “ghosting” their applicants. But that’s not all; they maintain that the screening process many employers use is too trivial and does not work in the “world of work” right now. Tune in and find out what Michelle and Maria are seeing, and more importantly, find out their suggestions for how to make things better. The Finer Details of This Episode:
Quotes: “I’ve seen people cycle through dozens of interviews, they are ghosted or ignored completely from the beginning. In some cases, it starts from the beginning, completely ignored, no follow up. In other cases, it is ghosting, where you get to start the process, but you never get any further. And in more cases than I care to admit to, there’s no follow up or no contact based on why you did not receive the offer.” “From a hiring perspective, it makes zero sense.” “Do I know you’ll stay? Because that’s the big question. When it comes to “overqualified”, is there a fear that you’re going to have to replace that person when they find a better gig?” “The entire recruitment process needs to be re-evaluated because the candidates are there, they’re just being weeded out before conversations can happen… the talent is there, but they are just overlooking them in the recruitment process.” “If you cannot hire and fill your positions within a reasonable amount of time with someone who is capable of doing the job, then clearly something about your process is broken.” “Instead of having a recruiting team who believes their job is to weed out bad choices, why not approach it from the perspective that ‘your job is to find the right people’.” “It’s also very easy to start implementing changes in your organization.” “Start with your teams, have them do some introspection, have them assess what’s working and what isn’t working, and then start to brainstorm some solutions.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 16 Jun 2021 | Nope, That Is Not What It Means: Ownership | 00:19:43 | |
Keith, Michelle, and Maria continue to talk through terms that are really misconstrued in the workplace in today’s installment of their ‘Nope, That Is Not What It Means’ series, today turning their attention to the concept of ownership. Yet another controversial business term, ownership can not only have different meanings among members of an organization, but perspectives on how to generate it in others can vary wildly as well, as you will discover here today. Our hosts begin by looking at some of the more prevalent reasons for the perceived lack of ownership in employees these day which leads to Michelle sharing her rental car analogy, and then they discuss the importance of helping employees understand their role in the overall picture, along with some ways to achieve that. They also highlight the need to determine and address what matters to each individual, how to help elevate ownership within an organization, and the value in creating the right environment to foster it. Today’s professional analysis of such a common and controversial term provides a valuable foundation in helping all members of an organization find common ground and work together to achieve greater overall success. The Finer Details of This Episode:
Quotes: “One of the biggest complaints I hear from leaders all the time is that employees are not taking ownership of their roles.” “More often than not, I find that, when it's usually the leaders that are complaining about a lack of ownership, that they are the obstacle standing in the way of it.” “It's not mine. Why the hell should I care about it?” “Everybody has their own perspective on this. And sometimes, it's hard for you to explain, as a leader in an organization, what you exactly mean, when you're discussing ownership.” “You lost me at ‘Our company’s priority is…’” “That’s what people want to know – ‘Why do I matter?’” “You cannot manufacture artificial motivation.” “You have to find out what sort of impact they want to make and relate the goal to that with them.” “When top down goals are established…it's the job of leaders to create excitement around those goals and relate them to the wants and needs of the employees, to get them excited about achieving those goals.” “What it really comes down to is setting standards.” Show Links: REL Talent: HR Consulting | |||
| 24 Jun 2020 | The Next Chapter of Work Flexibility: Did COVID-19 Push Us to Evolve Too Quickly? | 00:47:27 | |
Today, Michelle and Maria are back to give their take on one of the most talked about topics these days – the potential changes that the current pandemic will make on the workforce. There are so many varying opinions out there on this subject, and while no one can predict exactly what’s in store, today you get to hear the enlightened opinions and advice of these two remarkably knowledgeable and experienced professionals. Their discussion begins with observations from their own organizations, some struggles and advice surrounding working from home, and the potential effects of limited day care. They then move onto emphasizing the role that human resources professionals play in ever evolving policies and procedures, what the future workforce and workplace may look like, and they offer some valuable guidelines for working to ensure a successful re-entry. As always, our hosts finish by making recommendations regarding resources, this time looking at those which will prove beneficial to all as we move forward through this pandemic. Everyone is wondering just what the future holds for the workforce, and today’s episode offers a great deal of insight, advice, and food for thought for us all to seriously consider. The Finer Details of This Episode:
Quotes: “I think that there’s a way we can do it, to make it work, but it’s going to change.” “There has to be that clear guidance.” “We’ve built this fear that the only way you live is to stay away from people.” “It’s going to be interesting trying to pull people back into the workforce and recreate that routine for them.” “Communicate often, communicate before it happens, and communicate with consistency.” “It’s a different level of fear that our employees are coming to us with…we are talking about their lives…keep that in mind when you’re talking to people.” “Now is the time to really push or propel your people agenda forward.” “Can you use this forced situation to make positive change in your workforce?” Show Links: REL Talent homepage: https://www.reltalent.com/ ‘Work Rules’ homepage: https://www.workrules.net/ ‘Originals’ homepage: https://www.adamgrant.net/originals | |||
| 27 Oct 2022 | The Impact a Workforce Can Make | 00:23:46 | |
In this week’s episode, Maria and Michelle continue their RelTalk series about the workplace buzzwords, such as quiet firing, quiet quitting, Great Resignation, etc. We’ve been hearing about these buzzwords everywhere lately, but what is really happening? What is changing the world of work? And how can companies discover the root of the problem and stack the odds in their favor? Tune into this episode to get some helpful insight from Maria and Michelle. They open up the episode by addressing the impact of current world affairs on the working world. From the global pandemic to the unprecedented rise in social unrest, there are many reasons why workers around the globe are deciding to put their foot down and finally walk away from toxic jobs. But unfortunately, some employers haven’t been able to deal with these challenges adequately, and they’ve only managed to dig the hole deeper through unfair stay bonuses and ultimatums. To help out, Maria and Michelle share some proven tips for leaders who want to turn the situation around. So, if you’re looking for some advice on how to become a desirable employer that attracts employees instead of chasing them away, make sure you tune into this episode today. The Finer Details of This Episode:
Quotes: “People are living through some pretty extreme conditions. And because of that, it's forced people to have to be able to sit in their lives, and in some cases sit in their house by themselves and the lives that they've created.” “It's exciting and scary. So it's exciting because opportunities are popping up around the world. It is scary because there are lots of really talented people looking for jobs right now.” “You're digging the hole deeper; they're already disengaged. They're already frustrated at the belief that they can't change their environment. They are already stressed out because they don't see development opportunities in their near future.” “If HR has brought these items as areas of opportunities and attention to you, as they've been coming up, or in surveys and assessments, and you select not to do anything because of the financial constraints or risks to your organization, you have created this problem for yourself. And now it's going to cost you more money.” “People are willing to work in a way that works for their life; they are no longer willing to work in one way. ” “Here's the problem - most companies don't want to say they have a problem.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 27 Jan 2021 | 2020 Lemons: Michelle and Maria | 00:52:55 | |
As the ‘2020 Lemons’ series draws to a close, it’s Maria and Michelle’s turn to reflect back upon the year that was, and share both the positive and negative aspects of their own experiences. In the process, they also provide a highly effective list of questions that you can use to engage in your own reflection on the past year in an effort to prepare and perform even better in this new year. They begin with some fun questions to get the ball rolling and then proceed with others that delve further into the successes and challenges that the year presented, the reasons behind them, feelings about them, and suggestions to manage them further. They offer deeply personal examples from their own lives along the way to help encourage you to do the same when you reflect on the same questions, and to demonstrate that lessons can be found in even the greatest of difficulties. As the culmination of this series, answering these thought provoking questions will undoubtedly assist you in doing the all-important work of taking the time to reflect upon the past so that you can show up even stronger in the present and the future. It’s an exercise that receives our hosts’ enthusiastic stamp of approval, and one that they know will offer you greater clarity, vision, and direction for this coming year and beyond. The Finer Details of This Episode: · What’s your favorite movie that you watched last year? · What’s your favorite song for the year? · What was your biggest laugh in 2020? · What was the best compliment you received in the entire year? · What was your greatest moment of thanks? · What are 3 goals that you achieved last year? · How did you accomplish those goals? · How did it make you feel to accomplish those goals? · What major life change from 2020 are you most proud of? · What is something difficult that you overcame in 2020? · What was the source of your greatest toxicity and how could you influence, change or live with it? · Where is a place that you felt you had incredible impact? · Is there any particular person that you had a positive impact on? · How do you up your level of impact for this year? · What 3 people had the most impact on you? How do you pay it forward? · What are 3 things that you wanted to accomplish but didn’t? How did this make you feel? · What caused you to not accomplish these things? How do you feel about that? · Is there anything you wish you had done different or you could have done better? Why? Quotes: “I learned that anger is one of my feelings.” “There were several moments throughout 2020 where I just stopped and I was like, ‘Thank goodness I’m alive’.” “I am super, super thankful to have been able to spend some quality time with them.” “I define who I am.” “I truly had moments of clarity and self-reflection undisrupted.” “Habit stacking makes it easy to start stuff.” “When you can start to associate positive feelings to things that you are accomplishing, you are less likely to stop doing them.” “We cannot solve our problems with the same thinking we used when creating them.” “That relationship is the pinnacle of toxicity.” “You had ‘battered wife syndrome’.” “Your stance means everything.” “Silence is an action that creates a reaction.” “I am thrilled at how many people continue to reach out to me, ask for advice, seek my feedback.” “If you push an activity for more than 2-3 days, you might as well cross that shit off because it clearly doesn’t mean anything to you.” “A moment of reflection is a moment of clarity for you.” “Do a better you.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 21 Oct 2021 | Tough Talk: Growth within Organizations | 00:21:15 | |
The tough talk on random topics continues this week as Maria and Michelle return to the topic of growth within organizations and just how important it is. As they have noted before, good people leave organizations if they do not receive that development that challenges them and instills that innovative spirit so critical to the success of any company. Organizations that ignore this crucial component do so at their peril, and today our REL Talk hosts explain precisely why that is, and how you can avoid that fate. The need to address each level within departments when elevating them, as well as the different sets of skills involved, kick off today’s discussion. Our hosts then look at the value of investing in leadership team development, challenging your organization and team members, and the relationship between strategic thinking and change. The episode finishes up by outlining the danger of ending up in a vicious cycle of mistakes and the key takeaways for listeners. The critical nature of growth and development within an organization cannot be overstated, and, as you listen in today, you will understand the reasons for this and what steps you can take to make it a reality in your workplace. The Finer Details of This Episode: · Addressing each level when elevating departments · The different sets of skills · Investing in leadership team development · Challenging your organization and team members · Strategic thinking and change · Vicious cycles of mistakes · Key takeaways Quotes: “It's insane how organizations can get passed by because their employees don't have the right development or growth to challenge them and create and instill that innovative spirit within them to stay ahead for the future.” “As people, we want to be challenged and pushed to the next level.” “Depending on where you are in that kind of continuum, if you will, it changes the type of growth or development that you need.” “Thinking strategically, building purposeful relationships, that could be something that needs to be delivered from a corporate level. But to supplement that, each department should have a budget of development that they can use how it is necessary within their team.” “If Apple didn't have Steve Jobs challenging each and every person to be innovative, where would Apple be today?” “Growth means constantly challenging your organization, constantly challenging your team members.” “Thinking about, like, how you get your employees the tools and resources they need to be cross collaborative, which creates that growth, which creates that development, which creates communications and opportunities for them to have resources to present differently to elevate themselves, is going to be a critical component moving forward.” “A lot of times that change in that innovation that you're trying to get people comfortable with has nothing to do with you being innovative. It's that you didn't think things through strategically in the beginning, and now you're paying the price of trying to backpedal and change things.” “I find your ability to challenge a leader as the best example of whether or not your company is innovative.” “One of the things that we try to do here at REL Talent is keep things real for you.” “As an employee, you've got to learn to own your own development.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 26 May 2021 | Everybody Needs a Little HR: Building Relationships | 00:23:46 | |
In this week’s final installment in their ‘Everybody Needs a Little HR’ series, Michelle and Maria delve into the critical nature of leaders within an organization establishing and maintaining deep relationships. Having already highlighted the need for quality relationships with HR earlier in the series, our hosts today focus upon the need to know what is important in the lives of your employees and ensuring that you go beyond the superficial to create lasting relationships with them. Under this umbrella topic of building deeper relationships, Maria and Michelle discuss the need to be authentic, to be mindful of what’s going on in the world and how it impacts your employees, and the fact that everyone has a role to play in building these relationships. They also review the advisory role that HR plays, recommend a valuable resource, and share both positive and negative examples from their own experiences. This powerful finale to the series speaks to all members of any organization, offering strategies that will undoubtedly result in making their organization stronger in the long run. The Finer Details of This Episode:
Quotes: “When it comes to work, we can't just agree to disagree about humanitarian issues.” “Typically, people that take on a role in Human Resources are very insightful so they're good at reading the environment. They're good at understanding even the hidden underlying story that doesn’t always come to the surface in a meeting.” “The leader squished me…two weeks later, 65% of the workforce called out for three straight weeks.” “I told them the truth that I could without telling them the things that I'm asked not to.” “We advise, equipped with knowledge of the consequences of your behavior.” “Building relationships is the most important, critical component of it all.” “Even when you don't say something at all, it makes a statement.” “You need to build your relationships to see what's important to your teams.” “It involves you as a leader, as an HR business partner, as a person, as a human being, going up and having these conversations that are truly meaningful and not surface level.” “Sympathy was understanding how someone feels. Empathy is feeling the way someone feels. Compassion is understanding why someone might feel that way, and offering support through the process.” “You've got to be in a relationship that includes an investment in the other person.” “We are all part of the solution of moving towards, like, those relationships, and building better relationships. No matter what role you're in, at some point we are all part of the solution. Let's not be part of the problem.” Show Links: REL Talent: HR Consulting | |||
| 17 Mar 2021 | How to Elevate Your Culture: Rewards and Recognition | 00:19:14 | |
The ‘Elevating Your Culture’ series continues today with our hosts, Keith, Maria, and Michelle discussing how to build rewards and recognition into your overall culture strategy. Given their vast amount of experience in this field, they’ve witnessed both the good and bad elements of these programs, and today they share these examples and their valuable advice for listeners as well. They begin by looking at what they feel is the key to a successful rewards and recognition program, providing some examples of such programs, and the issues with using cash or gift cards as rewards. Our hosts also offer advice for those planning on running such programs, recommend a great resource, and emphasize the importance of celebrating everybody within the organization. While it may be true that ‘most companies probably aren’t successful with rewards and recognition’, today’s episode and the expertise shared in it will provide all listeners with the tools to definitely put them on the right track. The Finer Details of This Episode:
Quotes: “I would say most companies probably aren’t successful with rewards and recognition.” “They are maintaining their program with unwavering consistency.” “Everybody in the joint got to see the recognition, but you didn’t have to necessarily announce it in a meeting or something.” “I’ve seen the simplest things show up as the employees’ favorite things.” “You’ve got to start somewhere, but you’ve got to start simple.” “Money…it really has an effective negative return.” “What part of today was great?” “Don’t forget your top performers.” “You’re communicating to them that you appreciate their contribution and that you celebrate the successes that they had.” “Crawl before you walk.” Show Links: REL Talent: HR Consulting | |||
| 23 Sep 2020 | 5 Dysfunctions of a Team: Avoiding Accountability | 00:16:45 | |
Today marks the fourth installment of the ‘Lencioni’s 5 Dysfunctions of a Team’ series, Maria and Michelle’s weekly look at these components and their suggestions about how to avoid them. In this episode, they concentrate on the issue of avoiding accountability. Michelle begins by sharing her experience of peer-to-peer accountability and why it worked so well with her Kinko’s team. She then goes on to discuss how accountability is all too often defined these days, what it really means at its core, and the importance and impact of building a culture of support. She and Maria also explore the role of the leader in establishing accountability while maintaining a foundation of respect within the team, and the problems that arise when they don’t do this. Michelle concludes the episode with a quick review of the components necessary to avoid the dysfunctions covered in this and previous installments in the series. Once again, the knowledge and experience of these talented HR professionals shine forth in the podcast today, helping both employees and leaders to ensure success for themselves and their teams. The Finer Details of This Episode:
Quotes: “It’s the problem with our culture is we’ve turned the word ‘accountability’ into equaling, ‘I’m going to write you up’.” “When accountability in a team environment is done well, it feels like teamwork.” “We would protect each other…and we would do it so gracefully that no one knew.” “It is truly about how do you show up for each other to make sure that we are all doing the right thing.” “It does start with the leader.” “Can’t have any of this shit if you don’t have trust.” “Perception is reality.” “You need all parts of the team working as one.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 28 Dec 2022 | Hiring Globally with Valerie Bowden | 00:25:49 | |
In today’s episode of RelTalk, Michelle and Maria talk to special guest Valerie Bowden, who is originally from Indiana and has experience working in HR. She shares her insights on sourcing talent internationally and why outsourcing is a smart move for filling critical positions. She also discusses her experience living in Ethiopia and working to help make it an outsourcing hub. Valerie also talks about the benefits of remote work and how it can open up the talent pool to include international workers. She then joins our hosts in a discussion regarding the importance of getting out of your comfort zone and gaining new perspectives in order to better integrate diversity and inclusion policies in the workplace. The Finer Details of this Episode:
Quotes: "When you outsource internationally, you do have the opportunity to tap into a much larger talent pool and find people who have a different skill set or a different perspective." "Living in Ethiopia and being involved in the outsourcing industry there taught me a lot about the value of different perspectives and different ways of thinking." "Remote work can open up the talent pool to include people from all over the world, which is really exciting." "Getting out of your comfort zone and gaining new perspectives can help organizations better integrate diversity and inclusion policies." "Diversity and inclusion are important for so many reasons, but one of the key benefits is that it can lead to better decision-making and more creative solutions." Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 24 Oct 2022 | Tackling Quiet Firing | 00:22:23 | |
Join Maria and Michelle today as they dive deep into another buzzword that has taken the business world by storm - quiet firing. If you haven’t been living under a rock lately, you’ve probably heard about the two popular workplace buzzwords: quiet quitting and quiet firing. But what do these two newly coined terms refer to? Today, we’re going to hear what Maria and Michelle have to say about quiet firing and what managers can do about it before it’s too late. In this episode of the RELTalk, they start off by explaining these two concepts and where they came from. Next, Michelle explains why quiet firing is actually a sign of weak leadership and passive aggression. Instead of neglecting employees, managers need to find the confidence to have open and honest conversations with them. Michelle goes on to share a few useful tips for leaders who are struggling with disengaged employees. She recommends honest conversation as the number one strategy for tackling quiet firing. Let’s normalize open communication and get rid of toxic workplace cultures once and for all. The Finer Details of This Episode:
Quotes: “The idea of quite quitting is when someone gives the bare minimum, like, ‘I could do this much without getting in trouble, and that's how much I'm going to do when I come to work every day.’” “The idea behind quiet firing is when you, as the leader, want someone gone, but you are not willing or able to actually terminate them. So instead, you create work situations that are so bad in their mind that they quit themselves.” “Cutting someone's hours versus having a conversation, again, makes you a coward; suck it up and do your job.” “That's the reason that HR gets a bad rap from employees is because in larger HR corporate environments, what they see is HR constantly supporting a manager in the company and not there to support the employee. It always feels like they are skewed to believe the boss versus what they're hearing from the employee.” “We make recommendations on the fact that we see the big picture, and we have that knowledge. We don't tell people what to do.” “If people would just have a conversation with someone about their performance, we wouldn't all be jumping to termination or quiet firing.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 13 Jan 2022 | Hikes in Base Wage | 00:42:55 | |
Maria and Michelle discuss inflation and how they are seeing that people’s salaries are not aligned with it - people are living paycheck to paycheck, the rich getting richer, the poor getting poorer. Today, our hosts weigh in on what employees should be getting paid in these unique times and beyond, and also explore how businesses are determining starting pay and pay range for their employees. Maria and Michelle start the conversation by advising business owners to carry out performance appraisals and by also discussing that pay increases need to be partially based on the cost of living. They talk about situational leadership and how it is essential for business, and also mention that the easiest way to set bigger policies for your organization is to look at what fits for the most part. Michelle addresses several reasons businesses have been announcing pay increases for all employees and why people are not being paid what they deserve. Maria discusses the economic disaster that would happen if everybody suddenly bumped up their starting rates and other matters to consider as businesses grow. She also explains how to compensate for the money that goes into the labor bucket which is what is causing the great resignation and the great reshuffle. They finish up by advising companies, HR, and leaders to use the SWOT analysis when dealing with inflation. As you will hear today, with inflation remaining a fact of life these days, companies need to address its impact upon their employees effectively if they want to move forward successfully together. The Finer Details of This Episode:
Quotes: “The intent of your action as a leader is irrelevant. How the follower receives your message is how they're going to behave.” “If you want your workforce to give you the same effort and energy that they did when they were first on the job, or their first year or their first six months, then you, as an employer, have got to find ways to continue to make their job as exciting as it was when they first got it.” “If you want people to do the job you want them to do, then you've got to find a style that meets their needs.” “If the people that currently work for you get a pay bump, there are things that you need to consider from the skill set. That might mean their pay bump should be bigger than someone you are hiring off the street, who doesn't have experience.” “Why would I work for $12 an hour when I can take a fast-food order on a very similar system for a different company, and make $5 more?” “If you're paying out more in your biggest expense, then you either have to reduce supplies, equipment, machines, etc. or you have to increase the cost of the goods sold.” “Even if someone loves their job, they also love eating and having a roof over their head, and knowing that their children have shoes and clothes. Ultimately, regardless of how much I may love you as an employer; may admire you as a leader, if you are unable to allow me a lifestyle that is comfortable enough that I'm not struggling every day financially, I'm probably going to leave you.” “Focus solely on your people and pay because the two go hand in hand. Their opinions about pay impact what your pay ranges are, and your pay range may very well impact their opinion about your business.” “Start asking yourself what is right for your business. It may be right that you increase the cost of your services or your goods. But that also means that you better bring in customer feedback to make sure that whatever your goods or services, your customers feel there's enough value in it for that increase.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 08 Jul 2020 | Shut the Culture Up: Getting it Right | 00:45:01 | |
This week Michelle and Maria continue their ‘Shut the Culture Up’ series, and welcome Nicole Metzel back to share her experience and perspective. In this episode, they look at how culture is defined within an organization, how to determine it, and how to make improvements to it. They begin by exploring how to help upper management understand their organization’s culture, and taking an in-depth look at the varied approaches to transparency within a business, particularly during the current pandemic. The importance of beliefs, the roles and preparation of effective leaders, and the tools to help fix culture issues through such exercises as facilitating feedback sessions, and performing pulse checks are discussed as well. Admittedly, no organization is perfect, but today’s episode is filled with insight and advice on how to make the necessary improvements to the culture of any business that will ultimately benefit all of its stakeholders. The Finer Details of This Episode:
Quotes: “If we sit back as leaders and take no active role in defining what our value system is, it means that we sort of have to accept what we get.” “No one will ever tell the Emperor that he is naked.” “Being transparent about your challenges as a company, and allowing people to openly share their transparent challenges with you…that’s how you create that trust relationship.” “They will make assumptions about your beliefs if you do not take a position…particularly with large issues.” “There is not a perfect organization on planet Earth – it does not exist.” “If we were ‘perfect world’ what would it look like…what are the things that are getting in our way of being in that perfect place, and what are the solutions to solve those things?” “You can’t fix culture overnight.” “People in your organization are your most valuable asset above anything else.” Show Links: REL Talent homepage: https://www.reltalent.com/ An Everyone Culture: https://www.amazon.ca/Everyone-Culture-Deliberately-Developmental-Organization/dp/1625278624 | |||
| 11 Nov 2020 | Culture, Culture, Culture!: What Can Get in Your Way? | 00:41:51 | |
Today’s second installment of the ‘Culture, Culture, Culture!’ series answers the question ‘What can get in your way?’ once you have determined your mission, vision, and values, as outlined in the first installment. It may come as no surprise that, given that culture is so closely related to the attitudes and actions of employees, people can be the biggest factor standing in your way of establishing a healthy, and ultimately productive one. In their discussion about this, Maria and Michelle begin by looking at the root of culture, where the problems can start, and both the ease and difficulty involved in establishing a positive culture when starting a business. Questions regarding the relative value of talent and culture fit, non-negotiables and shared vision, compromising on leadership positions, and how to effectively begin to change a culture are all examined as well. As Michelle often states, the role of the leader is paramount in determining culture, so she and Maria also examine the qualities necessary in this regard. While, as they say, culture is not ‘frickin’ rocket science’, there are certain complexities and variables which need to be considered and addressed, and that is precisely what these experts from REL Talent do with their trademark wisdom, humor and passion in today’s fascinating episode. The Finer Details of This Episode:
Quotes: “We’re so sick of hearing people use the word ’culture’, not because it isn’t important, but because it’s not frickin’ rocket science!” “Just frickin’ figure it out already!” “The individuals play a big role.” “Don’t change your dream, but maybe change the way you get there.” “Culture happens in small groups, small departments.” “Your leader is either vocal and inspiring enough to drive that cultural direction, or the loudest person on the team will drive that direction for you.” “Purpose drives people.” “There’s a level of authenticity that comes from just being honest.” “Sometimes you’ve got to tell people that the baby is ugly.” “One of the cornerstones of a successful leader is the ability to trust you.” “The humility and the openness that it takes to stand up and say, ‘That didn’t serve us – we need to go in a different direction’, I think there’s power in that.” “When you give us the ability to find the solution, we are more likely to buy into the fact that that is the correct solution.” “Choose shitty leaders, get shitty results.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 23 May 2020 | Trailer | 00:01:04 | |
Have you worked for a shitty company or people leader? Are you a business owner or HR professional that wants new ideas to improve your focus on people? We see things on social media everyday telling us why work sucks. This podcast will identify what businesses do wrong when it comes to people. And we will give our thoughts and raw candid feedback surrounding these issues. You’ll also hear from guest speakers (both employees and business owners) who have opposing opinions to these topics. They will share their point of view and experiences on how to improve. | |||
| 06 Jan 2022 | 2021 Recap | 00:35:10 | |
Michelle and Maria welcome us to 2022 in this episode with a recap of the year that was 2021. Together, they take a look at the highs and lows of the past year, goals they were able to accomplish, and also what to look out for in the new year. They kick off the discussion with Michelle talking about her word for 2021 - connect - and how she was able to do just that by spending more time with friends and family, and also making more business connections. Maria shares her commitment to working out more as her resolution for the year 2021 was centered on self-care. They then go on to discuss the speakers that were hosted on the show over the year, and review the great advances that have been made in ensuring diversity and inclusion in the workplace. Finally, they round things up by sharing some of the excitement you can expect from REL Talk in 2022, so stay tuned! The Finer Details of This Episode:
Quotes: “The new year brings on new excitement.” “If we stop this conversation, we're gonna quickly rubber band back to the bullshit we had before.” “What 2020 taught the world was that you have to find the good, even around the bad, because there's going to be bad and it's still showing up.” “We didn't really get in our headspace. We got into things like TikTok in order to distract us from our headspace.” “I believe that my soul will know what word is best for me.” “We've always been taught that the idea of emotions - particularly love - at work is a bad thing. And now we're at a place where we're starting to say we are whole people with emotions, whether we're at work or at home.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 17 Mar 2022 | Executive Leaders: The Role | 00:38:11 | |
The last couple of episodes of REL Talk have featured Maria and Michelle discussing toxicity in the workplace. Today’s episode, however, pivots and begins a three-week series on leadership, an important topic at any time, and especially so given the current state of the world. In the premier episode of the series, Maria and Michelle talk about executive/senior leadership and how it’s crucial that leaders are consistently and wholly involved. They need to be instrumental in casting vision, hiring and developing people who can also communicate their vision, and in creating communication that flows just as well top to bottom, as it does bottom to top. Inspired to tackle this crucial topic after seeing several articles on leadership recently on LinkedIn, as well as from a quote from Simon Sinek, our REL Talent professionals do so in their usual insightful and informative way here today. The Finer Details of This Episode:
Quotes: “Ultimately, people will listen to the person they report to.” “Leadership is not a rank to be achieved. Leadership is a responsibility. And it’s a responsibility to see those around us rise. There’s no CEO on the planet who’s responsible for the results. You’re responsible for the people who are responsible for the people who are responsible for the people who are responsible for the results. That’s a difficult and different skill set.” “Communication was very strategically planned. It was coordinated. And it was very well thought out, from top-down leadership to where individuals at the bottom had no doubt and no questions that things were aligned and why things were done”. “You forget to think that your employees are people, and everything impacts them.” “A good HR department should be planning. They come in as the expert around, yes, legalities around people, practices, and labor practices, but they also come in from a perspective of how people are motivated and how to best communicate.” “How do we do that in a way that will be responsive, where people will come to leadership to ask questions instead of gossiping and talking crap around the water cooler?” “You’re relying on HR to be the people-people, where we’re suggesting that you be the people-people. And if you step up to be the people-people, it’s not always about the tough decisions. You get to be there for the good ones, too. You get to be there when the rewards are given out to praise that employee, when promotions are given out, when people get extra training and development to grow within the organization. That gets to be the message from your mouth, not from HR… we’re saying you as the leader: take the message to your people.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 17 Feb 2021 | Diversity, Equity, and Inclusion: Vision and Policy-Building Resources with Robyn Knox | 00:53:12 | |
Today marks the third installment of Michelle and Maria’s ‘Diversity, Equity, and Inclusion’ (DEI) series, and they welcome a very special and highly knowledgeable guest to the podcast today. Robyn Knox is the President and Founder of The HR Business Connect, LLC, an HR consulting, coaching, and leadership development firm located in the Upstate of South Carolina. Robyn is an experienced HR leader with over 25 years of human resources experience in the manufacturing industry, and she was recognized as the 2016 Greenville Society for Human Resources Management (SHRM) HR Professional of the Year, and the 2017 South Carolina HR Professional of the Year. Robyn begins by sharing her extensive background in HR all the way up to her current position, as well as a great deal of information about SHRM and the many valuable resources it has to offer. She delves into some of the powerful initiatives that SHRM has generated, her role in many of them, and also provides a number of other extremely valuable resources. Along the way, she and our hosts discuss the importance of a company inclusion philosophy and making positions attractive for a diverse pool of candidates, as well as the critical role that leaders and those outside of HR play in bringing DEI to life within an organization. Robyn’s vast amount of experience and knowledge renders her a leading expert in the field of HR – you don’t want to miss the many pearls of wisdom she shares here today. The Finer Details of This Episode: · Robyn’s background and current position · The SHRM Foundation and its resources for employers and job seekers · The 2019 Veterans’ Summit and Robyn’s role in creating it · The Veterans at Work Digital Toolkit · Robyn’s advice for leaders and interviewing · Making your positions attractive to a diverse pool of candidates · SHRM’s initiatives especially ‘Employing Abilities @Work’ and ‘Getting Talent Back to Work’ · Having and living a company inclusion philosophy · Some valuable resources that are available · Robyn’s critical advice Quotes: “My goal that year was to educate employers across the state of South Carolina on this Veterans at Work Certificate Program…we would encourage businesses to become more Veteran-friendly.” “That education piece of it becomes critical if companies are going to do different.” “You don’t have to reinvent the wheel.” “The easier it is for that interviewer to translate your experience into applicable skills, the further you will go in that interview process.” “You see things a whole lot different when you’ve dodged bullets.” “My biggest angst and anxiety is when they go through the interview process and they start asking those questions that may be protected.” “People…aren’t staying as up to date as they should because things are changing so rapidly.” “Teach your managers to interview better because your HR teams should not be selecting who works for a manager.” “There are so many components you just have to be super cautious on.” “You should have an overall talent strategy.” “It was probably one of the times in my career where I had the most heartburn ever.” “A succession plan is not a guarantee.” “Every single action they recommended wouldn’t have just made it better for someone with a disability, it would have made it a better place to work for everybody.” “Use what worked somewhere else…look for help.” “It’s a conversation that needs to be had.” “It needs to be a vision that the top of your organization has really bought into, but it needs to have support from someone outside of HR as well to help drive that vision.” Show Links: REL Talent: HR Consulting SHRM Resources and Tools Veterans at Work Digital Toolkit Getting Talent Back to Work Together Forward at Work General Mills Allyship Resources CEO Action Resources Walgreens Anderson County Distribution Center Walgreens Social Responsibility | |||
| 18 Nov 2020 | Culture, Culture, Culture!: Culture Controversies | 00:30:34 | |
Today marks the third installment in this month’s ‘Culture, Culture, Culture!’ series, and this time around, Maria and Michelle focus on ‘Culture Controversies’. There are arguments out there stating that if you don’t do culture ‘right’, or you focus too much upon it, that problems can arise. Our hosts confront these notions head on with their usual dose of candor, insight, and humor here today. They begin by looking at the idea of focusing too much on culture fit during the recruitment process, Michelle’s checklist for this process, and the perspective of Hootsuite’s CEO, Ryan Holmes, on this topic and some responses to that perspective. Maria and Michelle together review culture and recruitment at a couple of major corporations, the potential impact of culture fit hiring upon an organization’s level of innovation and diversity, the importance of being able to articulate core values, and the use of behavior-based questions when interviewing. In the end, they clearly demonstrate that the correct interpretation of ‘culture’ is the key to resolving these culture controversies, and that, fortunately, they have just the tools necessary to help you through the process. The Finer Details of This Episode:
Quotes: “If you’re hiring and you’re just looking for perfect culture, sometimes it’s not always going to be successful.” “I’d focused on it with this one candidate and it ended up backfiring.” “Culture’s not how well the team gets along at a social event. Culture is how well the team can execute together with the same principles and expectations to deliver superior results with customers whether internal or external.” “Customers are wrong a lot.” “It comes down to asking the right questions to target truly what your value is and your value proposition, and what you’re trying to target and get from that.” “Past performance or past habits strongly determine what future performance or future habits will be.” “Our core principles say that we love and respect each other.” “Basically, the underlying message is we misinterpret what is meant by culture.” “At the end of the day, the problem is the leader or the organization.” “We need to dig a little bit deeper.” “We’re not assessing culture correctly.” “Every level has to truly buy in and believe what you stand for in order for it to resonate and to sustain within your organization.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 16 Dec 2021 | The Great Resignation: Experiencing the Great Reshuffle | 00:20:50 | |
In this week’s instalment of the REL Talk ‘The Great Resignation’ series, Dan joins Maria today to share his views on this phenomenon which we have been experiencing over the past few years. Together, our experts delve into what Dan calls the ‘great reshuffle’ where many people are leaving their fields of expertise to learn new skills and move into other fields. Dan starts off by explaining the great reshuffle and recounting some stories he has experienced in this area. He also addresses why open positions are not getting filled amidst the great resignation and why some employees tend to come back after resigning. Dan finishes off with offering valuable advice to employees who are experiencing a heavier workload and suffering burnouts by reviewing the need to take time to self-manage and care for themselves. The great resignation and great reshuffle deserve great analysis, insights, and advice, and that is precisely what you get in today’s great new episode. The Finer Details of This Episode:
Quotes: “The great resignation is now shifted to a great reshuffle because people are pivoting to other skills and other areas that they want to learn.” “Now, it's the game of just mentoring and fostering the talent that you do have.” “Burnout is a real thing.” “You have to put more time into self-managing yourself and actually put time for self-care.” “We, as humans, work better in a resonant space. We operate better, make better decisions, thrive better in a resonant space.” “We’ve got to stop listening to our saboteurs and listen to our, you know, leader within, start working at it from a place of resonance and start valuing who we are and how we want to show up.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 28 Sep 2021 | Book Series: StrengthsFinders 2.0 | 00:27:43 | |
This week, Maria and Keith team up to do a little something different in the book series, and that is to explore the StrengthsFinders 2.0 program which they both find extremely valuable. It’s a fantastic book, a fantastic assessment, and a valuable resource that people should incorporate into their day-to-day, and our hosts take the opportunity to delve into it all with listeners here today. Keith starts off by describing StrengthsFinder and its importance, and then our hosts share their experiences with it. They go on to look at reasons to take the assessment at different points in your life, expanding the information it provides, the story of the Disney Brothers, and leveraging the strengths identified as your organization grows. They finish up by sharing an activity REL Talent runs as part of the program, Keith’s recommendations regarding strengths alignment, and his top takeaways from this treasured resource. StrengthsFinders has so very much to offer for organizations and those working within them – listen in today and to future episodes as well to reap its full benefits for yourself. The Finer Details of This Episode: · StrengthsFinders and Keith’s experience with it · The importance of StrengthsFinders · Maria’s experience with it · Taking the assessment at different points in your life · Expanding the information the assessment provides · The story of the Disney Brothers · Leveraging identified strengths as your organization grows · REL Talent’s jigsaw puzzle activity · Keith’s recommendations regarding strengths alignment · His top takeaways from StrengthsFinders Quotes: “I do absolutely love StrengthsFinders, and I love the assessment that comes along with it.” “It really gives you a pretty in-depth look at where your talents are and how you're able to contribute.” “The idea behind StrengthsFinders is that you're uncovering where your strengths and talents are so that you can leverage those strengths to make more of a contribution, build your career further, all those sorts of good things.” “StrengthsFinders is not about ignoring your weaknesses. It's about addressing them in a different way.” “Development is ‘Let's capitalize on where we're strong, so we can take it even further.’” “It's probably a good idea to retake this because this is not about your personality.” “So it gives you an opportunity to expand and see that there are other strengths that are there that you may not have thought were there, mainly because you may not have the opportunity to flex those strengths as often as your top five.” “I use this a lot with our sales teams.” “In order to maximize your impact to maximize your results, you've got to reach out to other people who have strengths that you don't have.” “The most effective salespeople are the ones that are trusted by the clients to help them grow their business, and not in an artificial way.” “Sometimes individuals really don't know what the right role is for them.” “Don't get hung up on your top five.” “Start with your top five, don't discount the rest of them, look for how this impacts your personal life, and then watch for blind spots. Make sure that you're not hyper focused on any one area of strength.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn StrengthsFinder 2.0 | |||
| 09 Mar 2022 | Toxic Femininity in the Workplace | 00:25:50 | |
Michelle and Maria continue their conversation from the last episode and spend more time addressing toxic workplace environments. While the last episode was more about toxic masculinity, today’s episode focuses on toxic femininity. Maria mentions an article that defines toxic femininity, and then Michelle makes sure to outline what they mean when they use the phrase “toxic femininity”. To be clear once again, in exploring this term, REL Talk is not maligning all feminine traits; rather, toxic femininity is when specific, stereotypical feminine traits are used to demean or sabotage others. Today, our hosts explain this concept further, how it differs from toxic masculinity and feminism, and how is shows up and should be dealt with in the workplace. The Finer Details of This Episode:
Quotes: “But I could come up with a half a dozen examples of where other women stood in my way of progress, whether that was passive aggressively or straight out chopping me off at the knees in order to be successful themselves.” “I get bullied and harassed by the other females in my organization more than I do anyone else.” “Poor behavior is poor behavior. It does not matter who it comes from. You are still empowered to tell people that their behavior is unacceptable.” “Whereas toxic masculinity absolutely has a detrimental impact on other men, it also has an equal impact--a negative impact--on women. In this case, women who display these traits tend to stick to intimidating other women”. “If there’s only one seat for females, it means that every other female in that building has automatically become a competition… when there’s only one seat, the claws tend to come out, particularly for those women who have a slightly different moral compass.” “If a man is assertive, he’s often referred to as an assertive man. If a woman demonstrates those same behaviors, we have historically been referred to as emotional or aggressive, and told we need to calm down.” “The point of feminism is equality… it’s a movement to ensure that women are afforded the same opportunities as men in the workplace. And when you think about how we describe toxic femininity, it’s the exact opposite of that.” “Equal treatment does not equal sameness. I recognize there are certain things that I may not be qualified to do. But equal treatment means that we all get the same opportunities based on the skills, the experience, and the positions that are open.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 10 Jun 2020 | COVID Can't Bring My Business Down | 00:28:38 | |
Joining Michelle and Maria this week is Nicole Metzel, an entrepreneur in network marketing who owns her own brand, Hot Mess Success, and is also a distributor for Chalk Couture, a high end home décor company focusing on the DIY space. Nicole works with women and men from all walks of life who are looking to build a business and to coach their network marketers on how to successfully build a home-based business. Today, Nicole engages in a lively discussion with our hosts regarding the impact that COVID-19 is having upon both large and small businesses. They begin by looking at the business areas that are actually thriving during this pandemic, and continue by exploring the importance of employees clearly understanding the mission and vision of the business. Nicole’s core values and the role they play in her messaging, as well as the adjustments she’s making to her business as a result of the pandemic and just how important such adaptability is to the success of a business, are also discussed. Finally, Nicole shares her top 3 tips for being proactive and some valuable resources are introduced. What sets this podcast apart from all the other advice that is floating out there is that this is information and advice gleaned from years of professional experience and a variety of valuable perspectives. These are people who are living these issues, and who have a great deal to offer employers and employees alike navigating these unprecedented times and beyond. The Finer Details of This Episode:
Quotes: “People are sitting at home, and they’re noticing all the things they wanted to change about their home.” “Bezos is, like, making a ton of money, and…I don’t think he wants anything to recover from COVID.” “The message had to be there, your ‘why’ had to be there before COVID.” “If it’s that critical that it is your mission and your vision, then it needs to be consistently repeated to your employees so that they understand what their purpose is when they clock in.” “My core values were specifically to empower women to create the life that they love.” “The market dictates how I do business…that adaptability, that chameleon, that is critical to business survival.” “If you are caught in this space where you have not prepared for the worst case scenario, you have set yourself up for failure.” “Spend 10 minutes a day, at the end of your day, being proactive for your future instead of reactive.” Show Links: REL Talent homepage: https://www.reltalent.com/ Hot Mess Success Facebook page: https://www.facebook.com/nicolemetzelsuccess/ John C. Maxwell books: https://store.johnmaxwell.com/How-Successful-People-Think-Change-Your-Thinking-Change-Your-Life-Hardcover_p_810.html https://store.johnmaxwell.com/JumpStart-Your-Thinking-Hardcover_p_1499.html Switch homepage: https://heathbrothers.com/books/switch/ The Compound Effect homepage: | |||
| 05 Aug 2020 | I Hate My F*n Job: Abusive Leaders | 00:25:37 | |
Today marks the 11th episode of the podcast and begins the new series, ‘I Hate My F*n Job!’, a logical progression from the previous series, ‘Shut the Culture Up’. Joining Michelle and Maria for her third episode is their special guest, Olivia, and together they look at one of the top reasons people hate their job – abusive leaders. In their discussion, they explore some effective questions to ask prospective leaders during interviews, share some of their own experiences with poor leaders and the lessons these experiences can 0ffer, and look at the notion of leadership as manipulation. Communication styles, leadership training and HR’s role within that, advice for those working with abusive leaders and the importance of acting on feedback are also covered in this enlightening episode. If you have ever dealt with poor leadership in your job – and, let’s face it, everyone has – today’s frank and insightful discussion is a ‘must listen’. The Finer Details of This Episode:
Quotes: “My leadership style really depends on the person that I’m talking to.” “Everyone has had a bad boss – I guarantee it.” “I literally left a company because of a shitty leader and a shitty feeling.” “It was either, she would give you the silent treatment, or she would yell at you and throw things at you in front of customers.” “It’s not the intention, it’s the perception.” “Abusive bosses probably get snappy with their kids.” “You have to be able to adapt to your team’s style.” “HR is there to recommend, not require…we are here to be a partner to make sure lawsuits don’t happen.” “Eventually I found the greener grass.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 09 Jun 2021 | Nope, That Is Not What It Means: Performance Management | 00:20:03 | |
In the second installment of this month’s ‘Nope, That Is Not What It Means’ series, where each week Michelle, Maria and Keith clarify the meaning and implementation of frequently used organizational terms, they turn their attention to ‘performance management’. Often misrepresented in business, this term requires a great deal of attention if organizations are going to grow and develop an employee population, and that is precisely why the REL Talent team shines a spotlight on it today. The team begins by looking at the ways leaders are currently using the term ‘performance management’, what it actually means, the annual performance process, and the need to consistently track both positive and negative aspects of performance. They also explore the reasons why so many leaders find this area difficult, some ideas and resources to help them, and the contrast between the concepts of growing and fixing when it comes to coaching. Today’s instructive episode offers even further evidence of the vast amount of expertise to be found within the REL Talent team, and the value of having them as partners in growing and developing your organization. The Finer Details of This Episode:
Quotes: “It’s almost a given that the term ‘performance management’ somehow is the same thing as ‘disciplinary action’…’managing people out’. “I think organizations really get this wrong.” “Your job is to help people do shit right.” “It’s not even done well in a lot of HR departments.” “It’s laughable to imagine that any leader, even if they only have a small team, is able to accurately assess the performance of an employee over the course of a year when they’re only thinking about it once a year.” “Management and leadership don’t have a ton of complementary skill sets – they are different.” “Most leaders adapt one skillset.” “Coaching is always about growth.” “Depending on where they fall in the leadership cycle, you’ve got to look at what their need is.” “Ask for resources if you’re struggling, because we can get you some.” “The goal is to get the touchdown with the team.” “I’m growing them to the next level, I’m not fixing what’s broken.” Show Links: REL Talent: HR Consulting Why Employees Don't Do What They're Supposed To and What You Can Do About It | |||
| 17 Jun 2020 | Corporate Cracks? How Corporate America Fails to Meet the Needs of its People. | 00:51:58 | |
Nicole Metzel of Hot Mess Success and Chalk Couture joins Michelle and Maria once again this week for another lively discussion. In today’s episode, they look at the culture of Corporate America and the reasons why there has been a mass exodus from it over the past 5 years. Drawing upon their own experiences, Nicole and our hosts review the reasons why they left large corporations and the impact it has had upon their lives. They then go on to explore the changes in corporate culture over the years, the ways in which corporations establish both positive and negative cultures, and suggest the ‘must haves’ for these organizations to retain employees. They finish by sharing their recommendations for some valuable resources in this area. At times controversial, but always valuable and grounded in knowledge and expertise, the information and advice in this episode offers a clear picture of what is right and wrong in the culture of today’s corporations and how it can be improved overall. The Finer Details of This Episode:
Quotes: “I work more than I did in a 40 hour work week, but I do it on my time.” “The company doesn’t give a shit about you – let’s be real.” “Put the ‘human’ back in ‘human resources’.” “I got used to a culture where I was treated like an adult.” “Diverse means celebrating the differences between humans.” “I think disrupting the status quo is exactly what a lot of these companies need to do.” “Who are you to demand perfection of others while simultaneously being unwilling to fix your own imperfections?” “We have to identify what our priorities, what our values are, and really prioritize our people.” Show Links: REL Talent homepage: https://www.reltalent.com/ Hot Mess Success Facebook page: https://www.facebook.com/nicolemetzelsuccess/ Dare to Lead: https://daretolead.brenebrown.com/ Think Big, Act Small: https://jason-jennings.com/books/think-big-act-small/ Sticking Points: https://www.amazon.ca/Sticking-Points-Generations-Working-Together/dp/1414364717 Talk Like Ted: https://www.carminegallo.com/books/talk-like-ted/ Leaders Eat Last: https://simonsinek.com/product/leaders-eat-last/ | |||
| 02 Jun 2021 | Nope, That Is Not What It Means: Engagement | 00:24:50 | |
Michelle, Maria, and Keith are very excited today to launch this month’s series, ‘Nope, That Is Not What It Means’, where each week they will look into a particular term, the mistakes that can be made about its interpretation, and some ideas about how leaders and organizations can get clearer with the term. The first installment here today deals with the concept of ‘engagement’, and you just know our hosts have a lot to share about this topic! They begin by looking at some differing definitions of engagement and some of the ways that organizations try to gauge it especially through surveys, and then review the need for a culture of trust to encourage honesty in employee feedback. They also delve into determining engagement with both introverts and extroverts, and finish up by offering their valuable advice and questions for leaders regarding this most critical aspect of their work. A powerful springboard for this series, today’s episode offers a vast amount of material for reflection and action that will definitely prove essential for leaders and organizations. The Finer Details of This Episode:
Quotes: “While for me, engagement might translate to happy people, to someone else, it might translate another way.” “We kind of paint engagement with this broad brush that it means that if an employee is happy and satisfied, it means that they're engaged. And I don't think that's necessarily true.” “If employees are questioning whether something is really anonymous, and there's no way you're going to find out…you've got a much larger problem than someone not taking a survey.” “If employees are not willing to participate in an engagement survey, well maybe it's because they've participated in one before and we just haven't done anything about it.” “What we're trying to do is create an environment where people want to come to work, where they want to make their jobs better and more effective, where they want to interact with each other and their leaders.” “Most introverts need to think about what they think about said topic before they talk about said topic.” “I think that the main point needs to be that you need to be very transparent about the fact that you are listening, and you're taking action, and then you're following up again and saying, ‘Is that what you meant?’” “Talk to them about what good looks like.” “If everybody tells you they're happy, I'm going to tell you to take a deep breath – it’s probably not real.” Show Links: REL Talent: HR Consulting | |||
| 18 Aug 2021 | Challenges in the Workforce: Employee Experience | 00:20:10 | |
In today’s installment of the ‘Challenges in the Workforce’ series, Maria and Michelle delve into the increasingly important topic of employee experience. As we all know, the pandemic has changed so many aspects of life as we once knew it, and, in the workforce, it has certainly magnified just how critical the employee experience is for organizations to address. If your company wants to be able to effectively attract and retain talent in today’s market, this is definitely an episode you can’t afford to miss. Our hosts start things off by sharing some exciting news about certification in which Keith is currently engaged followed by a review of the numerous certification offerings available through REL Talent. From there, they move on to naming the 3 reasons people leave organizations, the importance of developing employees, and the concepts of total rewards as well as total wellness and growth. They finish up by describing what career path and growth look like for the new generation of workforce, and emphasizing the need to take steps to make your organization attractive to both current and future employees. It is undeniable that the pandemic has had an enormous impact, generating and increasing challenges within the workforce. Listen in today as Maria and Michelle offer their sage advice to help you effectively navigate these evolving challenges as they pertain to the all important employee experience component of your company. The Finer Details of This Episode:
Quotes: “If you're wanting to conduct a team building opportunity amongst your group and get individuals together, this is a fantastic opportunity during the pandemic.” “Take a look and reach out to us if you're interested in conducting a team building event, and if that includes the Firewalk, that we are now certified in.” “We have obviously a vast majority of things that we're certified in or we can assist in. So leverage us and reach out to us. If you're interested, we will come to you and we'll bring the fire.” “They don't realize that attrition happens as a result because people aren't getting challenged.” “The things that people used to see as perks, those are now all the standards.” “People want to feel whole, not just financially set anymore. They want it all.” “If you can't come through with that total wellness and that growth point place, you're going to lose those people before you even get in through the door.” “If you would stop thinking that what worked yesterday works today, you could come up with something that rewards team effort, just helps people with cost of living, and rewards individual contribution.” “Once they're good at something, they don't want to spend five years doing the same thing over and over. They want to do something new.” “What you need to do is ask yourself, have you defined what your workforce looks like? What it should look like? Have you had HR come in, and HR includes someone from compensation, as well as someone probably from recruiting, and someone in your employee relations area, to work with the managers to create job profiles, and create job descriptions?” “I think it's super critical for everyone - when you're talking about employee experience, career path development, challenging individuals, you take a look, you conduct that gap analysis, and then you put in initiatives in place to help, like, a career pathing and whatnot.” Show Links: REL Talent: HR Consulting | |||
| 19 Aug 2022 | Authentic Adaptability with Heather Hansen | 00:31:03 | |
Keith joins Michelle and Maria in welcoming Heather Hansen to the show today to discuss authentic adaptability. Heather helps top global professionals show up, speak up and inspire action and change the world and is the author of the book Unmuted: How to Show Up, Speak Up, and Inspire Action. Today, Heather shares nuggets on how to foster effective communication between leaders and their teams. Heather starts by sharing the purpose of her book, explaining that the book was written to understand and promote good communication, which is built on more listening, rather than speaking. She also reveals that there are dangerous effects of language bias as it is often a result of deeper discrimination and explains the meaning of authentic adaptability and how we can remain true to our values even if we seem different every day. Heather concludes by sharing insightful tips to help leaders and teams develop good communication and action. The Finer Details of This Episode:
Quotes: “My primary goal with the book was to inspire those who have not been speaking up in the world to begin sharing their brilliance. We've been listening to the same demographic for a long time, and as I look around the world today, I think this can't be it.” “We're facing so many extreme crises all over the world in all different areas, from the environment to political conflict. I just refuse to believe this is the height of human potential - there has got to be more.” “Unmuted is trying to give a toolkit or a skill set to leaders and everyone in the organization, to know when to press mute and listen, when to speak up, how to do so in a way that's respectful of our differences, how to become more self-aware in our leadership practices and how we are appearing before others.” “The key is learning to listen so that people want to speak up. And that means as leaders, we have to give space for that. We have to build relationships, we have to create psychological safety in the organization so people feel comfortable coming to us with new ideas.” “It's about connection, not perfection.” “Linguistic discrimination is the last acceptable form of discrimination in our society, people don't recognize it or realize it exists. And they don't realize how deep it runs, how it is connected to discrimination according to socio-economic status.” “Authentic adaptability is the ability to show up and adapt to the surroundings, adapt and be flexible to others, other ideas, different ways of doing things, as long as we are remaining true to our values.” “We have had it drummed into our heads that if you're showing up different, you're not being yourself, but I am.” “Sometimes what you are told to believe and raised to believe and your entire culture and society believes is not something you necessarily have to embrace. And it's not something that necessarily has to define you or those around you.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 09 Dec 2020 | HR Best Practices: Refueling During Burnout | 00:30:44 | |
In today’s second installment of the ‘HR Best Practices’ series, Maria and Michelle take a look at an article from the Harvard Business Review, ‘How to Refuel When You’re Feeling Emotionally Drained’, by Monique Valcour, which is particularly relevant given the uniqueness of 2020. As always, they share not only the information offered in the article, but their own perspective, experiences, and valuable advice relating to it as well. They begin by looking at what it means to be emotionally drained, their experience of sheer exhaustion during this pandemic, and the need to prioritize those practices that we do just for ourselves. They explore the three tips offered in the article to help out during these times, and offer their perspective and suggestions regarding them. Once again, our experts from REL Talent have the knowledge and insight to assist both employers and employees which they gladly share here today, and which they are only too happy to discuss with you further should you choose to contact them. The Finer Details of This Episode: · Being emotionally drained · The amount of HR work and exhaustion during the pandemic · Prioritizing what you are doing for yourself · Reducing the drain · Learning to conserve · Replenishing your fuel · The Good News Network · The value of coaches and therapists · Celebrating quality of work over the amount of time worked · Pausing and asking yourself questions · REL Talent Business and Life Coaching Quotes: “People are just mentally exhausted.” “Everybody’s facing the challenges differently.” “We didn’t get that chance to day drink.” “Am I going to be the reason someone dies from COVID-19 because I write a less than ideal policy for our business?” “Start by giving yourself grace.” “You’ve got to figure out what you can do in the times that you have in order to protect yourself.” “I was able to positively redirect them to a place where, I’m going to say, their panic and frustration didn’t add to my already emotional state.” “Fear heightens your emotional intensity, and when that happens, it drains you even more.” “I find ways to focus on me.” “You need to live in the moment. You need to figure out what’s going on and leverage resources and have conversations about it.” “Burnout happens all too often.” “Stop. Reflect. Take a moment. Show Links: REL Talent homepage: https://www.reltalent.com/ Harvard Business Review article: https://hbr.org/2020/04/how-to-refuel-when-youre-feeling-emotionally-drained | |||
| 25 Nov 2021 | Toxic Work Environment: How to Move On From Toxicity | 00:18:43 | |
Maria and Michelle finish up their series on toxicity in the workplace this week by talking about how to move on from a toxic environment. A lot of advice says there are only two options in this situation: deal with it or leave. Our hosts, however, know that there are more options, and in today’s episode, they discuss what those options are and how to know which approach is right for you. They kick things off by discussing the four possible approaches to a toxic work culture: Avoid, Survive, Thrive, or Get the Eff Out. Michelle points out that while getting out may be the best option in some scenarios, in others it’s possible to work around toxicity, whether by avoiding it in the first place, managing the situation to survive without damaging your mental health, or even working with the toxic element to end up thriving. She and Maria talk about the levels of toxicity and how staying in a highly toxic environment can have a long-lasting impact on your well-being, potentially requiring weeks or even months of recovery time. They also discuss the importance of asking for help, whether through career coaching or self-help books, advising those dealing with toxic work environments to look at advice for those suffering domestic abuse as the situations can be strikingly similar. Finally, they wrap up the series by reiterating two main pieces of advice: ask for help, and be part of the solution, not part of the problem. The Finer Details of This Episode:
Quotes: “If you are in a truly toxic environment, our goal can’t be ‘how do we make you the queen of the castle or the king of the castle’? It has to be ‘how do we keep this from having long-term implications on your well-being?’” “If you are trying to manipulate someone who has zero empathy or compassion, and you’re trying to beat them, if you will, the only way you’re going to do that is to do it from a place of zero compassion or empathy.” “I’m gonna be honest with you, your happy face is not going to help anything that’s happening inside your head. The stories inside your head are not going to change because you bring your happy face to work.” “Am I really that person who’s like, ‘My boss was mean to me’? Yes, you need to be that person. You need to get out. And you need to seek someone to talk to. And you need to go through some truth chats so that you realize the shit you’re hearing was not actually true.” “Feedback from a work environment is just too glib because corporate America, in particular, was built on the concept of ‘emotions don’t belong at work.’” “Ask for help. There are lots of career coaches in the world - we’re not the only ones. I would tell you to look for someone who is focused on helping you through a difficult situation and not just trying to help you find your dream job.” “The mental abuse that results from a toxic work environment is all of our problem. It is every single person’s problem.” “If you see it and don’t say something, I need you to go home and put a little check in the mirror saying that you made it acceptable for someone to behave that way. If you walk away, if you spread your own lies because you’re trying to protect yourself, all of those things that you are doing to avoid being the target of a toxic person, it makes you part of the problem. And so that means we’re all part of the solution.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn First 90 Days | |||
| 14 Oct 2021 | Tough Talk: Diversity, Equity, and Inclusion | 00:39:34 | |
Michelle and Maria continue their Tough Talk series of random discussions here today by once again addressing the critical topic of Diversity, Equity, and Inclusion (DEI). Joining them today is Joe Gast, a professional who trains on DEI initiatives, and who absolutely lives, eats, and breathes this topic each and every day, and whose insights are, as you will hear, incredibly valuable in this area. They begin by looking at ‘The Great Resignation’ which the workforce is currently experiencing, and then they go on to explore labels and identity, the impact of biases, the importance of being open and accepting, and the evolving nature of gender and sexual orientation nomenclature. How companies use the information they gather on applications, gender based restroom issues, the necessity for starting to have conversations in this space, and how DEI is defined and applied are all discussed as well. This informative and instructive episode comes to a powerful close with Joe offering his highly regarded advice for listeners navigating this all important component within organizations – practical wisdom that all should take to heart. The Finer Details of This Episode:
Quotes: “Surround yourself by people who are different than you, and build a relationship with them to a point where you can have tough questions, or you can ask tough questions, and not just immediately shut down during that conversation.” “There is a difference between a label and someone's identity.” “No one wants to be invisible, no one wants to be unnoticed, no one wants to be ignored, and most people are looking for representation.” “Nobody wins until we all win, until everyone makes it across the finish line.” “I think that DEI is important because it starts to redefine what normal is.” “The best way for us to learn about DEI is just watch children.” “If we could start to look at employees, managers, applicants, candidates, trainees, that person sitting in my office, that person I'm interviewing on Zoom, in that lens that we don't care what they are, what those labels and identity things are, but I care who you are, and I hear what you're bringing to the table, I think we'd be a lot further ahead.” “I think that for us to be successful in an HR training organization at this point, and even in regards to organizational development evenly, we just have to be open to the conversation, be willing to listen. People want to be listened to.” “I had to realize that that was just my defense mechanism to stay in a place that is comfortable for me that I'm used to.” “I want people to know I'm a safe space.” “It's okay to say, ‘You know what? I don't have all the answers, but you know what? Let's seek the answers together.’” “If someone is a child molester, they're gonna molest a child no matter what. They don't need to run to a restroom dressed as the opposite sex to do it.” “If...one of your listeners listens to this conversation, and brings that to the workplace, or brings that to a manager or to a team member or an employee that they've not known how to address or talk to before, well, then we've already been part of the solution, not part of the problem.” “It is your responsibility as an employer to keep all your employees safe, and that means you're going to have to start having conversations with people. They're going to be super uncomfortable, and you're not going to know how to have them, and I would advise you to seek out someone who is comfortable leading those conversations in uncomfortable places.” “We need to start to see people and recognize people for not what they are, but who they are. That will be the game changer.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn Jesus CEO | |||
| 24 Mar 2022 | Executive Leaders: Influencing Top-Down | 00:27:26 | |
Maria and Michelle continue their series on executive leadership with today’s episode. Focusing their conversation on the importance of successful top-down leadership, our hosts believe it is even more important than great HR leadership because executive leaders define culture, performance, and influence how HR is leveraged. After introducing today’s topic, Maria and Michelle go on to discuss the steps you can follow to first, determine the strengths of senior leadership and then to get them to where you want and need them to be. Clearly, it's time for leaders to do their job of implementing top-down initiatives, and our REL Talent professionals are here to explain exactly the why and the how for listeners today. The Finer Details of This Episode:
Quotes: “HR should not have to fight for a seat at the table; it should be a given.” “Get to know your executives deeper than just how involved they are. If you really want to gather their support, you’ve got to understand what makes them tick, how they think, what’s important to them. How long can you get their attention span for? You’ve got to know what topics are going to garner their attention quickly and which ones are going to shut them down.” “The more you understand what they see as successful, the easier it will be for you to frame any of your initiatives in a way to get them involved.” “It’s almost like HR has no positional power, because we are here to recommend and advise, but we can’t necessarily make the impact or change… we do have a lot of power based on influence, right?” “Coming from a place of good intent, you are trying to influence people to support you in a way that does the right thing for a larger group of people. So with great power, great responsibility.” “Stepping away from the idea of ‘Let’s just do this because it’s right for people’ to framing it as a business problem with supporting data.” “Go into this with an implementation plan that includes communication and have the foresight to go in with a recommendation… that has them rolling out this program, or these initiatives top-down.” “I love it. I feel like that was like a mic drop. Like we should just leave it there. Suck it up, do your damn job of top-down leadership. HR is not going to do the dirty work.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 05 May 2021 | Everybody Needs a Little HR | ||
Today marks the first episode of the new series ‘Everybody Needs a Little HR’ which takes a look at roles and responsibilities within an organization or hierarchy, and how the potential for abuse of power can be found within them. Sparked by one of the most absurd comments that Maria has ever heard, and made by a political leader no less, this is a topic that, while it may be controversial, is definitely one about which our hosts are extremely passionate as you will hear today. They begin by discussing the importance of accountability, and offer some prime examples of where this accountability has been lacking in the face of poor leadership. They go on to look at the connection between power, responsibility and egos, highlight the need for leaders to build a trusting relationship with HR, share some wisdom from a valuable resource, and analyze the relationship between personal leadership brand and business identity. Maria and Michelle finish up by offering a glimpse of the exciting and provocative topics which are still to come in the series, and how they will prove beneficial to employees and leaders alike. The Finer Details of This Episode:
Quotes: “I feel like the world would just be a nicer place if everyone would be like, ‘Everything I do or say impacts someone else’.” “If this politician was a lower level leader in an organization and said something like that, like as a statement on a team meeting, that person would have been fired.” “Why do people say this, and why do they still get to keep their position and power?” “It was Trump-worthy bad!” “With great power comes great responsibility.” “With great power comes gigantic egos and levels of people thinking that they are above the law, they are above everything and anything.” “The point of this episode is to talk about how you build foundational relationships and trust, and you find an HR person…that you trust and that you respect who will give you good advice.” “Surround yourself with the right people who are going to be there to support you and keep you from f’ing yourself up.” “You always get to have your personal values, but the minute someone else pays you, they are paying you to live and behave based on their values.” “Find someone you trust that is willing to…help you walk your own brand identity while protecting the identity that touches the business.” Show Links: REL Talent: HR Consulting | |||
| 03 Feb 2021 | Diversity, Equity, and Inclusion: Laying the Foundation with Culture Coach, Nikki Lerner | 00:27:13 | |
Today’s episode marks the first installment in Michelle and Maria’s exciting and timely new series, ‘Diversity, Equity, and Inclusion’. In this premier episode, they welcome a very special guest in culture coach, Nikki Lerner, who expertly addresses the fundamentals of this critical component of organizations, sharing her vast amount of experience, knowledge, and valuable advice for businesses and individuals alike. Laying the foundation for this important work is essential, and Nikki shows us all how to begin the conversation and set it in motion. She begins by introducing herself and her work and then explains just why diversity, equity, and inclusion are so critical for an organization’s success. Nikki also looks at the difficulty of finding common definitions of these and other related terms, the continuum of understanding that exists based upon lived experiences, the personal nature of this work, and where individuals and businesses should start when undertaking it. She concludes by detailing the dangers of not having a culture coach, the importance of normalizing diverse culture, a crucial understanding for those in the majority culture, and her top action items for listeners to begin immediately. You know by now that any conversation that leaves Michelle even temporarily speechless must be one that is as profound and it is enlightening, and that is precisely what today’s episode offers. Listen in and let Nikki Lerner’s powerful truths show you the direction in which you need to move to achieve success in your personal and professional life. The Finer Details of This Episode: · Nikki and her work · Why diversity, equity, and inclusion is so critical for an organization’s success · Defining diversity, equity and inclusion · The continuum of understanding based upon our lived experiences · The personal nature of such aspects as ethnicity, sexual orientation, physical ability, gender, etc. in people’s lives · Where to start in moving from monocultural to multicultural in business · The dangers of not having a culture coach · The importance of normalizing diverse culture · An crucial understanding for those in the majority culture · Nikki’s top messages for listeners to take action on right now Quotes: “We want to try to create an opportunity for as many different kinds of people to feel like they are home during the time that they work within the organization.” “How do we make room for as many different kinds of people and perspectives as possible in the workforce.” “I do know that I have been provided privileges in my life because of the color of my skin.” “We treat each other like we’re at the same place on the continuum and we’re not.” “We don’t even agree upon the meanings of certain words.” “The best teachers are the people that remember what it feels like to not know.” “It comes back to situational leadership…you’re going to assess the readiness level, have the dialogue and speak at that dialogue and start from there.” “How will we operate when it comes to being a multicultural organization, not just…multicolored.” “You need somebody to come in and to create a safe learning environment for your senior leaders and owners first so that they’re ahead of the employee population as much as they can in setting mission vision values.” “If being and embodying a multicultural or diverse equitable organization is not in the company’s DNA and mission vision values, it will not last. It will be an event.” “If you are in the majority culture in our country right now, which is white American, your culture is a required course for everybody else in the country who is not white. Every other culture is an elective if you are part of the majority culture in the United States.” “Most white American people do not see themselves as an ethnicity.” “If you can’t figure it out, ask for help.” Show Links: REL Talent homepage: https://www.reltalent.com/ Nikki’s homepage: http://www.nikkilerner.com/ | |||
| 19 Aug 2020 | I Hate My F*n Job: Challenging Coworkers | 00:31:06 | |
Welcome to the third installment of the ‘I Hate My F*n Job’ series where Maria and Michelle not only delve into some of the reasons that people can come to hate their jobs, but also offer some sage advice about what can be done to help rectify the situation. While the first two installments dealt with the topic of working with toxic bosses, this week, the focus is on the issue of dealing with toxic co-workers. Our hosts begin by identifying the different types of these co-workers, finding out whom you can and cannot trust, and why Michelle feels it’s easier to deal with a toxic co-worker than a toxic people leader. Michelle continues by reviewing her experience with Kinko’s peer accountability culture, Brene Brown’s ‘It’s okay…not okay’ advice, and the necessity for tough conversations, complete with examples from her own past. She and Maria continue by sharing how to identify a lack of teamwork and/or signs of volatility, and also how HR professionals and companies such as REL Talent can help remedy such situations. Throughout their conversation, the need to take action and the dangers of not addressing such situations is emphasized. Whether you are an employee, employer, or people leader, today’s podcast offers valuable information and advice to assist you in working through the ubiquitous issue of dealing with toxic co-workers. The Finer Details of This Episode:
Quotes: “I literally personally left an organization because of an abusive co-worker.” “I do tend to plant seeds to find who I can trust.” “If I’m not willing to say what I need to say, I’m going to get run over.” “I need you to show up different in the future than you’re showing up right now.” “Nothing’s going to change if you do nothing.” “They don’t have to be buddies…but they do have to work together effectively.” “There’s a lot of stuff we can do from a team perspective, but, frankly, sometimes it is just coaching a person.” “Our only goal is to get you what you need so that your work becomes a great place to be.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 02 Sep 2020 | 5 Dysfunctions of a Team: Absence of Trust | 00:31:33 | |
Maria and Michelle are super excited to be starting their new series on ‘Lencioni’s 5 Dysfunctions of a Team’. This is a book that many organizations employ to help generate a more successful and well-rounded team within their organization, and each week, our hosts will break down each of the 5 dysfunctions and look at ways to achieve their opposite within your teams. This week, they start the series by looking at the most critical of these dysfunctions, the absence of trust. They begin by identifying the root cause of an absence of trust, reviewing the critical role that trust plays in a team, and offering some symptoms of this absence. They discuss the long history of the ‘failure is not an option’ atmosphere and how to fix it, Michelle shares her ‘aha moment’ from the book, and they emphasize the key role that the leader plays in establishing trust. They finish up with some of Michelle’s positive work experiences involving trust, as well as some examples of team building, vulnerability, and trust building activities. As the first installment of the new series, today’s episode is a highly important one, delving deeply into one of the essential building blocks of a successful organization. Whether you are an employee or a leader, you will definitely find the information and advice offered today extremely valuable. The Finer Details of This Episode:
Quotes: “As peers or as teammates, we start to believe that it is unacceptable to show our weaknesses or to be vulnerable with one another.” “Really, from early in our lives, we are taught that when you take risks and fail, that there will be negative consequences.” “You will get leaders that purposely help you critique out the mistakes, because…work doesn’t want you to fail.” “Absence of trust with organizations…it starts with leaders.” “People will teach you how to react or respond to them based on the way they respond to what you do or say, right?” “All successes and all failures lead to the leader.” “Everybody plays a part in the whole process.” “We were really allowing our self-talk to impact our ability to trust our team and be vulnerable with our team.” “You can’t do it alone, you can’t do it without your leader, and you have to have buy-in from all of your peers. Trust is hard.” Show Links: REL Talent homepage: https://www.reltalent.com/ | |||
| 28 Apr 2021 | The Voice of HR: Chriselda and Tammy | 00:34:51 | |
The fourth and final episode of ‘The Voice of HR’ series is here, and Michelle welcomes Chriselda Cuyar and Tammy Smutzer to share the details of their exemplary HR-business leader relationship with listeners. In their daily work, these two experienced professionals provide a glowing example of ‘HR done right’, resulting in a wealth of accumulated knowledge and advice which is on full display here today. They begin by recounting how their relationship began and why it works so well, and then go on to explore the changes that have taken place in HR over the years, the use of personal power, their advice for those in HR moving into a new industry, and some missteps they have observed during their extensive careers. The conversation concludes with even further advice from our guests about creating an effective relationship, and with Michelle highlighting The Dirty Dozen document. A fitting conclusion to this informative series, today’s interview presents a model for all to emulate in establishing and maintaining a powerful relationship between HR and business leaders – a key to the success of any organization. The Finer Details of This Episode:
Quotes: “I call myself a change agent.” “Navigating change really, you know, makes you who you are.” “It didn't hurt that she’s also passionate about continuous improvement, and data, and helping people, and so I think those were things that we connected on.” “In understanding her journey, it allowed me to really be able to hear what she needs to help her navigate that, and get the HR…infrastructure ecosystem out of the way so that she can be successful in supporting her team.” “I think a lot of my work has been around using my personal power.” “That ecosystem, that infrastructure of policies, processes, and systems, we have to make it easy for them to navigate.” “I am not the expert but I know who to go to.” “What is important is for them to come into my world and learn my struggles.” “I'd probably say one of the consistent things that I've seen is lack of documentation and acceptable information for HR processes and systems.” “In that transparency and that consistency it builds competence and it builds trust.” “Inconsistency then leads to distrust.” “In all aspects of HR, we do for others and we never do for ourselves.” “That's our job - to remove those barriers to help their paths be much more clear so they can go about the business of producing the product for our customers.” Show Links: REL Talent: HR Consulting | |||
| 06 Oct 2022 | The Six C's of Onboarding | 00:35:16 | |
Join Maria and Michelle today as they share some effective tips for building an effective onboarding process. Now you may be wondering where to start and what is the first thing you should do. Always ask yourself: what am I trying to achieve in this process? Then, consider the six Cs of a successful onboarding process which Michelle addresses in this episode: culture, connection, clarification, compliance, competence, and confidence. Next, they proceed to share the seven steps to building a better onboarding process. As Michelle nicely puts it, these steps are the building blocks of onboarding success. As you put your onboarding together, Michelle suggests you make sure you weave your culture into it instead of just stating your values in an opening document or statement. What’s also vital to understand is that you should always be open to making necessary adjustments as you go because the world is changing at a rapid pace - as the world changes, it’s inevitable that your employees will change with it. Michelle and Maria conclude the episode by encouraging you to reassess and revamp your onboarding process when needed. Establish your building blocks individually, and then weave them all together to set your new hires up for success. The Finer Details of This Episode:
Quotes: “There are always commonalities in the world… one of those being that onboarding is seen as a checklist of activities that you are required to do by some internal or external deciding party.” “Think about that as it relates to your compliance. Are you checking a box, or are you actually teaching your people to be better?” “Two podcasts ago, we gave you tips on how to do some research to assess whether or not your onboarding was effective. That particular podcast… will now help you to write your business case for why you need to address onboarding.” “You do need to shake things up just a little bit by including something that, instead of being a handbook with 20,000 words, is a really quick video with lots of employees, talking about how they see the organization.” “Orientation is about nothing other than who we are and how we behave. That means it's your purpose, it's your vision, it's your mission, it's your values, it’s your organizational structure.” “I think of it more as a thread that ties all of this together versus being a call out.” “Onboarding is going to look different for every role.” “A vision is irrelevant if the people that work for you do not live that vision.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn | |||
| 24 Feb 2021 | Diversity, Equity, and Inclusion: A ‘REL Rant’ Wrap with Maria and Michelle | 00:31:51 | |
This week’s episode marks the final installment in Maria and Michelle’s ‘Diversity, Equity, and Inclusion’ (DEI) series. Throughout this series, an impressive lineup of highly knowledgeable guests have repeatedly stressed the importance of DEI, particularly in the workplace, and offered strategies to help achieve this essential goal. Today, our hosts wrap the series up by pulling together and linking the many recommendations offered, and sharing their own strongly held opinions in no uncertain terms. They begin by reiterating just how essential it is for all humans to be treated equally, and then look at the implementation of DEI policies regardless of the size of your budget, accessing reputable resources, and reviewing some of the key recommendations from the series’ guests. They also explore the nature of biases, traits of both good and toxic leaders, obtaining and responding to data, and the powerful support that REL Talent can provide in your organization’s DEI work. The level of passion displayed by Maria and Michelle in today’s episode makes crystal clear just how important this work is to them and needs to be for all others, as they engage in a ‘REL Rant’ that will both inform and inspire everyone who listens. The Finer Details of This Episode: · The essential nature of treating all humans equally · Implementing DEI regardless of budget · Accessing reputable resources and reaching out to experts · Recommendations from previous guests · Biases and how they’re formed · Important traits for current leaders · Toxic leaders · Obtaining and responding to data · How REL Talent can help Quotes: “We won’t be there until we don’t have to say ‘diversity, equity and inclusion’, until all humans are just treated equally.” “It’s like ‘Get on the fucking bandwagon, people’…just do it.” “We are all internally the same.” “There’s a lot of work that still needs to be done.” “Get out of your comfort zone.” “Every single person in the world has biases.” “Maybe I’m just super self-aware through my experience.” “I feel like we’re all unintentional assholes, and there are some intentional assholes.” “Some biases help you to achieve stuff, but many of them cause pain to other people because you’re applying them.” “As long as these people live in the shadows, systemic issues are going to exist forever because they’re the ones in power, they’re the ones in control.” “Get a new perspective or don’t get a job.” “At the very minimum, you can make work a good place.” “80% of purchasing decisions that are made in the United States of America are made by a woman.” “I can get it anywhere, and I’d rather get it from a company that treats people well.” “Get your ass up and go and do it! Just do it!” Show Links: REL Talent: HR Consulting | |||
| 12 Nov 2021 | Toxic Work Environment: Sorting Through What's Toxic | 00:22:42 | |
Maria and Michelle continue their examination of toxic work environments this week by looking at just what constitutes toxicity. It’s simply a fact of life that every workplace will experience some situations where employees won’t agree with their leaders or each other, but at what point does that situation reach the level of toxicity? In today’s episode, our experts not only offer a common definition of toxic work environments, but also delineate the steps you can follow to help you determine whether or not yours meets the criteria. They begin by clearly defining the word ‘toxic’ as it applies to workplaces, and then walk through some enlightening steps that you can take, including self-reflection and trying to understand your boss’ situation, in order to determine the level of toxicity where you are employed. They go on to stress the importance of communication, review a resource that helps tremendously in this regard, offer some questions to ask yourself, and finish up with some valuable tips for all listeners. The use of the term ‘toxic workplace’ can easily be overused these days and, as a result, lose its true meaning along the way. Tune in today to learn from the REL Talent professionals precisely what it entails and how to analyze your own situation to see if it has truly reached this level. The Finer Details of This Episode:
Quotes: “There are some bigger problems that stem from the overuse of a phrase like ‘toxic’.” “Your boss turning down your vacation doesn't necessarily make a situation toxic.” “Micromanaging a high performer is always going to result in bad things for you and for the high performer.” “Today, when I look back at that, I really think that I contributed to the frustration in that relationship as much as my boss did.” “I would say step one is to start with some internalization and some reflection.” “If I paused, I might have changed my behavior then.” “A lot of those conversations…in the beginning, would be so much easier because you're setting the expectations up front.” “To what extent do they negatively impact your ability to do your job effectively?” “If you ignore the conversation completely, you give the two of you no chance to align so that you become more effective.” “I think that's critical for individuals to stop and assess, because I think the emotions get in the way of trying to sort through what's transpiring.” “The closer you get to them having a negative impact on your emotional well being, it's time to seriously consider walking away. You want to do that smartly. We can help you do that in a smart way. But if you want to maintain your emotional stability, it might be time to get away.” Show Links: REL Talent: HR Consulting Email REL Talent REL Talent on LinkedIn First 90 Days | |||
| 21 Apr 2021 | The Voice of HR: Tony Scala | 00:24:46 | |
In this second to last installment in ‘The Voice of HR’ series, Maria and Michelle welcome yet another business leader to share their wisdom. Today, Tony Scala brings his vast amount of experience and knowledge as a Vice President of Sales and Marketing to the podcast to offer his perspective on the importance of an HR presence within an organization. He begins by offering a glimpse into his professional background, and sharing what he finds most important in an HR partner. At our hosts’ invitation, Tony discusses some missteps that can occur with HR, his advice for those transferring into a new industry, the importance of creating a positive culture with employees, and his recommendations for supporting business leader and HR relationships. As you listen in, you will quickly discover that Tony’s approach to partnering with HR is a remarkably successful one, providing a model for listeners to admire and emulate. The Finer Details of This Episode:
Quotes: “Everything runs through that HR partner.” “It starts with having someone who is structurally sound and understanding their role is not to necessarily be my partner but to be everyone's partner.” “Going into a silo mode and working independently - that's going to get us nowhere.” “It's resources for humans not human resources.” “Ours is one voice in a collective.” “Our job is to support you so that you are the face of your team.” “Nothing will take the place of walking a mile in their shoes.” “If you're the conduit for all of these different business entities, you have to figure out a little bit of each of those things and the only way to do that is to put yourself in there and immerse yourself in their situation.” “You realize the amount of deposits that were made much earlier on are what is paying the bills now.” “If we don't get the behaviors right, the results aren't coming.” “It is not a ‘divide and conquer’ at any point in time. It's got to be an ‘all for one’ kind of deal and you'll succeed.” Show Links: REL Talent: HR Consulting | |||