HR Mavericks: Recent Episodes
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The HR Mavericks podcast is a weekly discussion dedicated to helping small businesses know how to streamline their HR processes and improve their employee experience for frontline workers. As a small business HR leader, you know the difficulties of hiring, managing, paying and engaging frontline employees. You also know the business importance of creating an exceptional employee experience where people can excel. But how do you actually make it happen––especially if you’re just an HR team of one? Each HR Mavericks episode features an interview with a small business HR pro or thought leader who shares tangible tips and firsthand experiences on topics such as managing deskless workers, running payroll, onboarding new hires, building culture, employee journey mapping, employee recognition, employee engagement, internal company communication and more.
Doing the same thing for years on end doesn’t offer much opportunity for growth—and it quickly gets boring. Jeri Rosenberg, corporate HR director at CASSIA, knows how important balance is when making career decisions. On one hand, we all have skills and abilities that set us apart—and that’s great! But on the other hand, it’s important to stretch ourselves, get out of our comfort zone, and use our skills to do new things.
In this episode of the HR Mavericks podcast, we talk about:
- Why people resist branching out in their careers
- How to transition our existing skills to new roles
- Utilizing transferable skills to help your company thrive
- Why organizations benefit from hiring people with diverse skill sets
- Ways to refresh your skills and gain new ones
Connect with Jeri on LinkedIn
Pay transparency is one of the biggest topics in HR right now—and one of the most controversial. What are the advantages and disadvantages of posting salaries in job descriptions? Do the pros outweigh the cons?
In this episode of the HR Mavericks podcast, Brandon Fluckiger, people and capability advisor at Thiess and freelance HR consultant, tackles those questions and more. He’s a strong believer in transparency, but he knows that in order for transparency to work, businesses need to have the right processes in place first.
In this episode, we talk about:
- The definition of pay transparency
- How companies can benefit from making salary information public
- Potential downfalls of salary transparency
- Why it’s essential to have a solid compensation strategy
- How small businesses can be transparent—without losing their competitive edge
- Resources HR can use to determine how much to pay employees
Connect with Brandon on LinkedIn
Read his article on pay transparency
Visit Brandon’s website to learn more about his consulting services
Nobody can see the future. But Kelly Loudermilk, talent innovator at BuildHR, has a knack for predicting HR trends. In episode 27 of the HR Mavericks podcast, she predicted that 2022 would see an anti-work movement. Now, she’s back to discuss what she thinks will happen in the people industry during 2023.
In this episode, we talked about:
- How people ops has transformed the workplace
- What the term “people success” means—and why it’s important
- How the people industry had been impacted by the 2022 layoffs
- Why Kelly believes HR will have to adopt a “less is more” mentality
- How to become a true partner with your employer (even when times are tough)
It’s a vicious cycle: employees feel burnt out, so their engagement drops. With less engagement, the burnout just continues to get worse. HR often tries to solve the problem with rewards, recognition, events, and culture initiatives. While all of these are great, they don’t solve the issues at the heart of burnout.
In this episode, Deb Calvert, president of People First Productivity Solutions, offers some simple but powerful methods to tackle burnout at its roots.
During our discussion, we talked about:
- The rising levels of employee discontent and disengagement in 2022
- Who’s responsible for minimizing workplace stress
- What factor influences employee engagement the most
- Ways that HR and management can work together productively
- Five things you can do to help employees feel less burnt out
People First Productivity Solutions
People First Leadership Academy
How can we create an experience at work that reflects what our employees really want? Gregory Offner Jr, founder of Global Performance Institute and keynote speaker on the topics of engagement and performance, believes he has the answer: a tip jar culture.
In this episode of the HR Mavericks podcast, Gregory uses his experiences as a performer at a dueling piano bar to explain the give-and-take of employee experience. Ultimately, it’s all about creating a workplace culture where everybody gets what they want, and gives something in return.
In the episode, we talk about:
- What piano bars and people management have in common
- The three types of people in any organization
- What a tip jar culture is—and how to create one
- Why a great employee experience benefits everyone
- The importance of learning & development
- How to understand what your people really want from work
Want to get in touch with Gregory? Email him at greg@gregoryoffner.com, visit his website, or connect with him on LinkedIn.
When it comes to employee engagement, appreciation is key—but it has to be done right. In this episode of the HR Mavericks podcast, we sat down with HR consultant Violet Mendez to talk about how appreciation can keep employees motivated, engaged, and eager to do their best work. Violet knows from experience the difference it can make when an HR leader truly cares about each individual they work with, and she shares how she’s used those insights in her own career.
During our discussion, we talked about:
- Why it’s important to value employees’ ideas
- The effect that recognition can have in the workplace
- What it looks like to care about individuals’ wellbeing
- How to show appreciation—whether you have a budget or not
- The connection between engagement and employer brand
It takes two things to make a good employee: the right skills and the right behavior. Fred Rafilson, chief I/O psychologist at Talview, doesn’t underestimate the importance of skills—but he also knows that neglecting to measure candidates’ behavioral attributes could be a big hiring mistake. The best candidates have the knowledge and abilities to perform a job, and the behavioral tendencies (motivation, attitude, and personality) to become standout employees. In this episode, Fred draws on his knowledge of I/O psychology to explain how behavioral assessments work and why they’re beneficial.
We discussed:
- Why it’s important to screen candidates for both skills and behavioral traits
- The qualities that behavioral assessments measure
- How providers ensure that the tests are fair
- What a behavioral assessment might look like—and what goes on behind the scenes
- Three things that the best assessments have in common
What’s your focus: profits or people? Of course, there’s no reason you can’t have both: a profitable business and happy, engaged employees. In fact, Ashleigh Wilson believes that the best way to have a successful company is to prioritize your people. In this episode of the HR Mavericks podcast we talk with Ashleigh, CEO and founder at Auditmate, about how her mission-driven, human-centered approach has helped her grow her business.
We talked about:
- What it means to bring your authentic self to work
- How to have a heart-centered corporate culture
- Choosing investors who share your company values
- Why it’s important for leaders to be aware of their blind spots
- Simple ways to build a diverse workforce
Learn more about Ashleigh’s company Auditmate by visiting their website or checking out their LinkedIn page.
In business, it’s easy to slip into an “us-versus-them” mindset. When an issue arises, there’s the company on one side, the employee on the other, and human resources—or a legal team—stuck in the middle of the fight. But moving away from this adversarial mindset benefits everyone in both the short- and long-term.
On this episode of the HR Mavericks podcast, Bob Coursey shares his take on the intersection between compliance and compassion. As an attorney and owner at Modern Age Employment Law LLC, Bob has spent 20-plus years litigating employment law cases. In that time, he’s come to realize that viewing employees as human beings is the key to handling conflict.
We talked about:
- The real purpose of employment law (and lawyers)
- How seeing employees as people helps with compliance issues
- Going beyond legal requirements to help employees
- How the younger generations are changing the workforce
- Consequences that come from not treating employees well
- Tips for changing your company’s approach to compliance
Get in touch with Bob by emailing him at bobcoursey@modernagelaw.com or visiting his website.
“Let’s talk about our feelings.” Those are words that you don’t often hear at work. But understanding—and mastering—our emotions can make a huge impact on physical and psychological safety in the workplace. On this episode of the HR Mavericks podcast, Steven Farber explains what EQ is, why it matters, and how to improve workplace EQ. As vice president of training and certifications at Take Flight Learning, Steven knows a thing or two about how humans work together, and he says that growing our emotional intelligence is one of the first steps toward success at work.
During our discussion, we talked about:
- The importance of controlling our emotions
- How having a higher EQ leads to better workplace safety
- Understanding personality types to better understand emotional intelligence
- Why awareness is the first step toward improving EQ
- Signs of a high-EQ workplace
- How to develop greater emotional intelligence
- The 4 main components of EQ
The COVID-19 pandemic changed the way that healthcare workers see their jobs. As medical professionals prioritize flexible schedules and work-life balance, competition to hire talent is fierce. But with the right techniques, recruiters in the healthcare industry can still be incredibly successful. On this episode of the HR Mavericks podcast, we sat down with HR business partner Cecilia Clark to talk about what it’s like recruiting for healthcare roles, how things have changed in recent years, and the best ways to recruit.
We discussed:
- How the pandemic has taken a toll on healthcare workers
- The types of jobs that healthcare workers are most interested in
- The importance of company culture, values, and brand
- Why “speed is king” when it comes to recruiting
- How technology has shortened the hiring process
- Becoming familiar with the environment you’re recruiting in
- The importance of networking and building personal relationships
In the past, there’s been a stigma against job hoppers—why hire somebody who might not stay long? But there’s a lot more to job hoppers than meets the eye. On this episode of the HR Mavericks podcast, we talked to Necole Jones, HR director at Webhelp, about why companies shouldn’t shy away from hiring job hoppers. Necole compared job hoppers to grasshoppers; both are fearless and forward-thinking. While you may not know why somebody has switched jobs quickly, you should definitely be aware of what they could bring to the table.
We talked about:
- What the term “job hopper” means
- How at-will employment applies to employees too
- Generational differences in the way we approach work
- Reasons people might have for changing jobs
- The importance of a paycheck in determining if people stay at their jobs
- How to boost retention (without focusing on candidates’ employment history)
- What companies miss out on when they refuse to hire job hoppers
Sometimes, the best way to promote your employer brand and attract candidates is through social media. Other times, it’s through … a newspaper ad? On this episode of the HR Mavericks podcast, Sarah Hughes, corporate compensation advisor at Acher Daniels Midland (ADM), shared some of the things that make recruiting in rural areas unique—for one, newspaper job ads still work. Sarah explained that while recruiting in rural areas has its own challenges, it’s rewarding to see firsthand the outcomes of your work.
During our discussion, we talked about:
- Three things that make recruiting in rural areas challenging
- How to overcome those challenges
- Effective ways to find candidates in rural areas
- The way that small town culture affects employer branding
- Tips for new recruiters
- Why recruiting in rural areas is exciting and rewarding
Some people dream about a career in HR, only to find themselves overwhelmed and without support. Others get tossed into an HR role with no experience and little training. For a one-person HR department at a small business, the task of running human resources can be extremely daunting. Thankfully, there are resources out there that can help—including HR communities. On this week’s episode of the HR Mavericks podcast, Stephen Fortuna, Community Organizer at HR Mavericks, shares how communities can benefit everyone from seasoned HR pros to people who don’t even know where to start with HR.
Stephen and I discussed:
- The different backgrounds and experiences that people bring to HR roles
- Four kinds of HR communities—and which is the most helpful
- Tips for getting involved in an HR community
- Why it’s so important for HR communities to have a defined purpose
- What it means to democratize HR
- The vision behind the HR Mavericks community
- How to join and participate in the HR Mavericks community
Benefits shouldn’t just be about checking off boxes. Instead, employers should offer the benefits that their people actually want—and need. And according to Spencer Barclay, Founder and CEO at Savology, one of the most impactful things a company can do is offer a financial wellness benefit. When people are stressed about money (and in the current economic climate, who isn’t?) they carry that stress to work. Offering a financial benefit can alleviate that stress, increase employee productivity, and encourage people to remain loyal to their workplace.
During our discussion, we talked about:
- The shifting employer-employee relationship
- How the current economy has made a financial wellness benefit relevant
- Money-related stress—and its damaging side effects
- Why financial wellness benefits convince employees to stay with their company longer
- Three things that don’t count as an effective financial wellness benefit
- Four things that an effective financial wellness benefit includes
- The strategy employers should use to choose which benefits to offer
Visit Spencer’s site to learn more about financial wellness.
The world of HR changes quickly, and those who learn to adapt will ultimately find the most success. On this week’s episode of the HR Mavericks podcast, I talked about the evolution of human resources with Phil Strazzulla, an entrepreneur and investor and the founder of Select Software Reviews. Phil has been in the HR space for a decade, and he started Select Software Reviews to help small businesses make the right decisions about what HR software they should use. That means that Phil has a close-up view of how HR tools and approaches have changed throughout the years.
I talked with Phil about:
- The sheer number of HR tools businesses have to choose from
- How businesses of all sizes can leverage HR tools
- The future of artificial intelligence software in the HR space
- Why it’s important to get buy-in from multiple people before choosing an HR software
- Ways in which the COVID-19 pandemic has influenced human resources
- HR’s shift from administrator to strategic driver
- Examples of successful companies that approach HR strategically
- Understanding the impact that human resources has on your business.
Looking for a new HR tool? Check out Select Software Reviews for ideas.
Once upon a time, an employer could threaten to fire an employee for not dropping everything to come into work on a Saturday—but not anymore. Today’s employer-employee relationships are drastically different from what they were 10, 20, 30 years ago. As the COVID-19 pandemic has changed the way we work, more and more companies are beginning to realize that if they want their workers to stay, they need to treat them with respect and match their values.
Philip Romm, founder and chief human capital strategist at EliteHR, sees evidence of unwritten employer-employee contracts every day as he advises growing companies about their strategic HR. In this week’s episode of the HR Mavericks podcast, Philip discusses why employer-employee relationships have shifted and gives advice to businesses struggling to keep up with the change.
During our discussion, we talked about:
- The three most recent stages in the employer-employee relationship
- How employee loyalty (or lack thereof) impacts companies
- Tips for respecting your people’s work-life balance
- Why it’s important for employers to know what employees value
- How to create flexibility in industries where remote work isn’t an option
- The importance of getting employee input
Get in touch with Phil via email: phil@hr-elite.com
How well do employees understand their benefits? Unfortunately, there are many people out there whose knowledge is fuzzy at best. Leslie Carver, CEO at Carver Connections, understands that the world of employee benefits can be difficult to navigate, whether you’re a small business owner, a worker, or part of HR. So she’s developed a technique that helps people understand how to take full advantage of their benefits: storytelling. On this episode of the HR Mavericks podcast, Leslie shared several ideas for using storytelling to take people from “This is so confusing” to “I get it now!”
Leslie and I discussed:
- The power of storytelling throughout history
- Why storytelling works well for explaining employee benefits
- Examples of stories you could tell to teach about benefits
- The importance of taking people’s life situations into account
- Tips for continually educating workers about their benefits
- Ideas for sharing stories in videos, emails, and group discussions
- How storytelling impacts every level of an organization (and makes HR’s job easier)
- Why small businesses should take benefits seriously
No matter what type of work you do, you have something in common with every other member of the American workforce: you’re getting a paycheck. Most people are glad when they get their check, but they don’t think much about it. But people like Christine Stolpe know that a lot of work goes into making sure that employees across the country get paid accurately and on time. This week Christine, owner and CEO at Wages Creek, joined us for the HR Mavericks podcast to tell us what Payroll Appreciation Week is all about and how employers and employees alike can get more informed about their paychecks.
Christine and I discussed:
- Why we have Payroll Appreciation Week—and why it’s for every member of the workforce
- The payroll processes that go on behind the scenes
- How payroll is like a blender
- What paycheck literacy is and how to foster it in the workplace
- The things an employee should understand about their own paycheck
- Tips for choosing tax withholdings that will benefit you most
- How the COVID-19 pandemic shook things up for payroll professionals in the U.S.
- Why it’s important for small business owners to be informed about payroll
Whether you’re hoping to get into the HR space, already working in HR, or seeking opportunities to progress in the field, there may come a time when you consider getting certified. But if you’re not familiar with the HR certifications out there, you’ll have questions—a lot of them. Is this for me? How do I justify spending the time and money? What certification do I need to land that dream job?
In this episode of the HR Mavericks podcast, Anthony Howard answers these questions and more. As the founder, CEO, lead facilitator and coach at HR Certified, LLC, Anthony is well-equipped to give advice for anybody considering getting certified.
During this episode, we talked about:
- Who HR certifications are good for—and who they’re not good for
- Creative ways to pay for certifications
- The two main ways that HR certifications add value to your career
- Which certifications to get started with
- How to choose between HRCI and SHRM
- The process and timeline of becoming HR certified
- Tips for getting started with a human resources career
Find Anthony on LinkedIn or send him an email to get in touch!
The COVID-19 pandemic took the world by storm, leaving businesses scrambling to make big decisions about workplace safety. But now that we’ve seen the effects of the virus, we can be prepared for health crises that the future has in store. Clint Van Marrewijk, Founder and CEO at SaferMe and guest on this episode of the HR Mavericks podcast, emphasized the importance of preparation. To make sure employees stay healthy (now and moving forward), you need more than a six month plan.
During our discussion, we talked about:
- The “big three” methods used to fight sickness at work
- How contact tracing technology helps HR know who needs to isolate
- SaferMe’s method of contact tracing
- Contact tracing and data privacy
- Why employees expect their employers to take action
- What businesses can do to prepare for diseases like COVID
- Communicating honestly to build the trust of your people
If you want to be strategic about your people functions, you can’t just wing it. On this episode of the HR Mavericks podcast, I sat down with Remone Robinson, human resources business partner at Pathways and small business HR consultant, to discuss why it’s important to trust HR pros when it comes to people. Remone recommends that even small businesses invest in a CHRO (chief human resources officer), because having HR present at the executive level shows that your company is committed to investing in its people.
During our discussion, we talked about:
- The importance of having a dedicated HR person in every business
- Some of the benefits of hiring a CHRO
- The right time for a small business to hire a dedicated HR person
- Things HR pros handle (that non-HR people might not realize)
- Why it’s important for companies to promote diversity and inclusion
- How to be assertive—and effective—as an HR department of one
- Resources that overwhelmed HR professionals can turn to
Find Remone on Instagram
How well do you handle a work-related crisis? This week, I met with Tim Reitsma, general manager and podcast host at People Managing People, to discuss how to move through crises (personal and company-wide) and return to a pre-crisis state. He gave some ideas on how individuals and businesses alike can build the resilience needed to make it through tough times. Tim’s simple formula is all about the 3 Rs: reflecting, reframing, and reaching out.
Tim and I talked about:
- Understanding how challenges affect everybody differently
- How to view resilience from both a personal and a business standpoint
- How the 3 Rs can help when things get hard
- The importance of leaders reaching out to struggling team members
- What HR pros and business owners can do to develop their own resilience
- Potential threats to the 3 Rs framework
The People Managing People website
Tim’s article on resilience
Bargaining, unions, contracts, arbitration, compliance. If you Google “employee labor relations,” you’ll be hit with a wave of downright scary terms. But when you focus on the human element—instead of fixating on legal issues–employee labor relations becomes something positive. On this week’s episode of the HR Mavericks podcast, Heather Anderson, HR Manager at SP Plus Corporation, shared her insights on the importance of employee labor relations. She emphasized that when you’re passionate about people, you can make an impact on your company’s employees and upper management alike.
Here are a few things we discussed:
- What employee labor relations means
- How to respond when people come to you with problems
- Making your office a safe space for employees to vent
- The importance of strong communication
- Why trust is the foundation of strong business relationships
- How HR can work with senior leadership effectively
- Tips to help HR professionals avoid burnout
Steven Farber’s article “DISC Personality Assessments” and his HR Mavericks podcast episode
Michael Sorensen’s book, I Hear You
Your company might be veteran-friendly—but is it veteran-ready? While most businesses are happy to hire veterans, they haven’t taken the steps needed to fully support them in the workplace. On today’s episode of the HR Mavericks podcast, I met with Kathy Lowrey Gallowitz, founder and president at Vanguard Veteran, to discuss the challenges that veterans face in the civilian world and learn how to become a veteran-ready employer.
We talked about…
- The traits that make veterans great employees
- Myths and misconceptions about people in the military
- The difference between veteran-friendly and veteran-ready
- How to identify the transferable skills of veterans
- Tips for recruiting and interviewing veterans
- Being aware of the differences between military and civilian culture
- Best practices for working with veterans
Overview of Vanguard Veterans' services
Complimentary Veteran-ready assessment
Beyond “Thank You for Your Service:” the Veteran Champion Handbook for Civilians
O*NET Military Crosswalk feature
Women Who Lead — a monthly free virtual leadership discussion forum for women Veterans and non-Veterans to empower leadership and foster mutual support
If you feel like your career is at a dead end, you’ve got a few options: reignite your spark or find another path. On this episode of the HR Mavericks podcast, we talked with Tony Martignetti, founder and chief inspiration officer at Inspired Purpose Coaching, about how to find fulfillment at work – and help others do the same. Tony draws from his own experience reinventing his career, pivoting from finance to the world of executive coaching.
We discussed:
- The difference between happiness and fulfillment
- How to know if you’re on a path of fulfillment
- What it means to have a fulfillment mindset
- Why you should define success on your own terms
- Becoming the sort of person you want to be
- Reconnecting with the reason you chose a career in the first place
- What leaders can do to help employees find fulfillment
Tony’s recent book, Climbing The Right Mountain: Navigating the Journey to an Inspired Life
The Virtual Campfire Podcast
Get in touch with Tony through his website
When HR professionals meet with negativity from all sides, it can be hard to imagine a happy ending. But Meghan Markle, member of the British royal family, is living proof that even when life doesn’t feel like a fairy tale, HR professionals and duchesses alike can still succeed. This week I sat down with Robin Schooling, VP of technology consulting at Cielo and co-host of the DriveThru HR podcast, to learn how HR practitioners can follow Markle’s example and make the best of opposition.
During our discussion, we talked about:
- How Meghan Markle is like an HR professional
- Staying aware of what’s going on in the world
- What it means to be the person who’s signed up for a hard job
- Why we should deliberately oppose racism and misogyny
- The importance of living by your personal values
- How to prove the HR haters wrong
- Making a difference within your own sphere of influence
Robin’s blog
The best managers know that boosting employee engagement doesn’t have to be complicated. On this week’s episode of the HR Mavericks podcast, we talked with Russ Laraway, chief people officer at Goodwater Capital, about simplifying leadership tactics. Russ says that good management can be broken down into three simple steps – and he has the numbers to back up his approach.
During our discussion, we talked about…
- What’s missing from many management resources
- The impact of good (and bad) leadership
- Russ’s “Big Three”: direction, coaching, and career
- What employee engagement actually is
- The relationship between management, engagement, and productivity
- How to measure employee engagement and manager effectiveness
Tools to measure employee engagement and manager effectiveness
Where to find Russ's new book
Russ's First Round Review CEO Summit talk
When people experience genuine human connection at work, everything changes. In this episode, Dr. Kevin Skinner, clinical director at Noble Health, tells us about the importance of human connection and how to foster it in the workplace. He says that because humans are relational beings, finding social connection in the workplace will make all the difference for their wellbeing – and for your business.
During our discussion, we talk about:
- Using a loneliness assessment to evaluate how your people are doing
- Helping workers overcome feelings of alienation and unfulfillment
- How to create a foundation of psychological safety
- The importance of being open to employees’ ideas
- How social companionship affects job performance
- The ways that social connection can impact company culture
The Noble Health site
Schedule a call with the Noble team to assess the loneliness of your employees
Questions for Dr. Skinner? Email him at kskinner@noble.health
In our extremely competitive market, recruiters are actively trying to draw away dissatisfied employees – and it’s working! In this episode, we met with Molly McGrath, founder of Hiring & Empowering Solutions, LLC, to learn how companies can hold on to skilled employees. She told us that you can only keep your best people if you give them a good reason to stay and put in the time necessary to help them grow.
During our discussion, we talked about:
- Cultivating a “leaders leading leaders” mindset
- Providing employees with opportunities to give feedback and improve processes
- Reworking the company framework to focus on human beings first
- The importance of pouring time into manager-employee relationships
- How to replace performance reviews with quarterly employee growth plans
- Why raises and bonuses are important factors in employee retention
Where to get the three books Molly has written on this topic
Check out Molly’s Employee Growth & Retention Tools
In this episode, we sat down with Heenle Turner, Vice President of Content and Consulting at the All In Company, to talk about recruiting top talent with planning, clarity, and culture in this applicant-driven climate.
During our discussion, we talked about:
- The reason employees leave and what that says about candidate requirements and expectations
- What common mistakes employers make when recruiting that undermine their efforts to secure top talent
- What qualities to look for in 5-star candidates that set them apart from all the others
- How to appeal to the right candidates with specific, clear communication
- Why a rigorous, data-driven screening and interview process is so important to finding a long-term mutual fit
In this episode, we sat down with Tamara Jones, Senior Human Resources Generalist at the Minnesota Indian Women’s Resource Center, to talk about the rising tide of employee turnover and what small businesses can do to improve retention.
During our discussion, we talked about:
- The impact of the pandemic and other factors on employee engagement and the balance between work and home
- What employees actually matters to employees versus what business owners often think employee’s prioritize
- Why policies and not just perks stand out to prospective employees
- What small businesses can do to retain their current employees and bring in talent that stays
- The role communication and dialogue play at every step of the process when developing policies and practices
- What steps to take to stay ahead of employee satisfaction and applicant attraction trends
In this episode, we sat down with Earl Foote, CEO at Nexus IT to talk about the importance of company culture and the value of intentionality when it comes to creating a workplace environment employees can thrive and succeed in.
During our discussion, we talked about:
- How words and actions define and redefine company culture
- Why a healthy, strong culture of trust is important for recruitment and retention now more than ever
- What it takes to shift default culture to one of intentionality that supports the mission and vision of the company
- Why leaders can make or break any attempt to shift or maintain workplace culture
- The benefits and business reason to cultivate a workplace environment where trust and safety take priority in everyday decisions
In this episode, we sat down with Shalie Reich, HR Consultant and Content Writer at CareerAddict, to talk about leadership potential in every employee at every level of a small business.
During our discussion, we talked about:
- The universal attributes HR professionals must cultivate to become effective leaders
- How to foster leadership qualities first internally before developing leaders within the organization
- What behaviors encourage others to lead in a culture that celebrates development
- How leadership development and career advancement go hand-in-hand
In this episode, we sat down with Steven Farber, CEO and Retention Sherpa at Hero Culture, to talk about the DISC personality test and the profound impact self-awareness has on employee engagement and retention.
During our discussion, we talked about:
- The power of personality and the role self-awareness plays in employee retention
- What makes the DISC personality test unique and why it is effective for any business
- The benefits of conducting a personality assessment program for both employers and employees
- How to implement a DISC assessment with real results
- Why businesses fail to see lasting results with personality testing initiatives
In this episode, we sat down with Lotus Buckner, Founder & CEO at LB Talent Solutions; VP of People & Culture at Chowbus to talk about how HR differs in startups versus corporate environments and how to get the best of both worlds without sacrificing goals and values.
During our discussion, we talked about:
- The different HR approaches of small businesses or startups and corporate environments
- Why these distinctions matter for HR practitioners in their career development and success in any particular role
- What small businesses get right in the realm of HR and what they can borrow from corporate to improve the employee/employer experience
- How to start or restart with a people and culture approach that builds on the mission of small businesses
In this episode, we sat down with Kimberly Bozeman, Founder and Principal Consultant at KNB Sensible Solutions, to talk about diversity, equity, and inclusion in the workplace and how even a small business can make meaningful change in every aspect of their organization.
During our discussion, we talked about:
- Where the spotlight has been for the last few years and where it needs to shift to shed light on the broader impact of diversity, equity, and inclusion.
- The difference between meaningful change and performative gestures.
- Why it is important for DEI efforts to align with the existing mission, vision, and values of your organization.
- What tangible, small steps HR professionals can take to improve policies and practices that support diverse employee experiences.
In this episode, we sat down with Jessica Holsapple, Executive Coach, Consultant, and Fractional COO at SCG Consulting Group, to talk about the barriers to recruiting, hiring, and retaining top talent in this increasingly employee-driven market.
During our discussion, we talked about:
- The importance of the human element in any business process or company strategy.
- The current state of recruitment and the challenges that exist for small businesses looking for top talent to join their team.
- What role marketing, company branding, and culture plays in attracting the right person for the job.
- Which practices and platforms to evaluate and improve to make better, more meaningful connections in the recruitment and hiring process.
In this episode, we sat down with Darryl L. Mobley, CEO and founder of Catapult Leader, to talk about the challenges that diverse employees face that limit or impede their productivity on the job.
During our discussion, we talked about:
- The unseen, unspoken barriers and stresses that people of color and other diverse employees face in their daily lives.
- The importance of raising awareness to these challenges and acknowledging their impact on productivity.
- How each unique challenge correlates to behavior(s) that limit a diverse employee's path to success.
- Ways that employers and HR people can assist diverse candidates and facilitate greater opportunities for success
In this episode, we sat down with Will Peng, CEO and Co-Founder of Northstar to talk about the value of holistic benefits and the importance of offering financial well-being programs for employees as a part of total rewards.
During our discussion, we talked about:
- The impact of financial burdens on employee focus, productivity, and retention
- Why it’s important to understand the diversity of each employee’s life and experience to fully appreciate the need for and impact of financial tools and training
- The altruistic and practical reasons employers should offer financial well-being programs to their employees
- How programs that inform, advise, and make next steps easier mutually benefit employees and employers
- What steps small businesses can take now to prioritize employee financial well-being
In this episode, we sat down with Tatiyana Cure, Founder and Head of Talent at HTW Talent and author of Hire to Win: Manager’s Practical Guide for Attracting and Interviewing Top Talent to talk about recruiting practices and strategies that help hiring managers bring in the best new talent for their organization.
During our discussion, we talked about:
- The recent changes in candidate expectations and behavior in the search for their next job
- Why it’s important to acknowledge and address the emotional component of the hiring process
- How taking it slow at the beginning of the hiring process improves the outcome for both new employees and companies
- How working smarter not harder in recruiting helps hiring managers and prospective employees find a mutual fit
In this episode, we sat down with Heather Skillman, HR Strategist and Owner of The Skillman Enterprise. We wanted to know how Heather navigates office issues without being seen as the HR police.
During our discussion, we talked about:
- How The Skillman Enterprise seeks to help small businesses with their retention needs, while breaking the mold of the typical HR norms
- The value that getting up from your desk to develop relationships with employees brings to a company
- Why learning about the business can help HR professionals open up their eyes to different things
- How being curious and asking questions helps companies find the real issues and come up with solutions
HR #culture #smallbusiness #leadership #companyculture #hrengagement #hrmavericks
In this episode, we sat down with Natasha K. A. Wiebusch, Legal & HR Writer and Attorney-in-recovery, to learn about how to facilitate successful DEI training for employees.
During our discussion, we talked about:
- What DEI training is and why it’s important
- Why we keep seeing articles that say "DEI training doesn't work”
- Where DEI training fits into a people strategy
- Her experience implementing a successful DEI training program
- What made her DEI training program for employees more successful than previous attempts
- Her key learnings and takeaways from that experience
Also, as Natasha mentioned in the episode, here’s the research on why DEI matters:
- https://scholarworks.uark.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=2476&context=etd
- https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf
- https://hbr.org/2016/11/why-diverse-teams-are-smarter
In this episode, we sat down with Brandon Buttars, HR Manager at Vivint, to learn about the five principles for becoming an effective and strategic HR business partner.
During our discussion, we talked about:
- Why the five principles apply to all HR business partners—whether you work at a company with 10 or 1,000 employees
- The power of speaking the language of your business leaders
- Why getting your HR tasks done is great, but getting out of your office and getting to know your leaders and employees—and asking for their feedback—is just as (if not more) important
- How HR can shake its “no-fun zone” reputation
In this episode, we sat down with Angie Redmon, President at striveHR, to talk about navigating the world of workplace awards—and the importance of doing the work along the way.
During our discussion, we talked about:
- Why an organization would want to become an award-winning workplace
- The types of awards that workplaces can win
- The steps an organization should take before applying for a workplace award
- Her expert advice for getting started with applying
- What happens if you apply for a workplace award and your organization does not win
Plus, here’s the guide Angie shared with us in the episode.
In this episode, we sat down with Ryan Drawdy, Director of Culture & People Ops at Sweet Fish Media, to talk about how companies can evolve their candidate experience to better hire new employees in a remote world of work.
During our discussion, we talked about:
- What the landscape looks like for remote working—and in turn, virtual hiring
- The main differences (for candidates and recruiters) between an in-person hiring experience and a virtual hiring experience.
- How Sweet Fish Media ensures a strong candidate experience while hiring virtually(and the four steps you should take, too)
Bonus: Here’s the Typeform application Ryan mentioned.
In this episode, we sat down with Leeatt Rothschild, Founder & CEO at Packed with Purpose, to talk about creating a workplace culture that’s purpose- and people-driven.
During our discussion, we talked about:
- How Packed with Purpose builds culture and nurtures employee development, wellness, and engagement
- How investing in corporate wellness pays off for both employees and companies
- Why integrating a company’s purpose into everyday employee experience is so essential to its success
- The successes and challenges Packed with Purpose has experienced on its own journey
Thanks to a decade of small business HR experience, Ben Eden has seen his fair share of HR professionals—usually on small teams or teams of one—struggling to meet the demands of growing companies.
In this episode, we sat down with Ben, now HR Executive Coach at Reach Your Ultimate Potential, to learn about the challenges HR professionals face prioritizing their own mental health and well-being when they're already busy taking care of others.
We also talked about:
- Why it’s important for HR professionals to look after their own well-being
- How HR professionals can take care of themselves (especially for those who are new to doing so)
- Hosting an HR well-being week—and why now’s the right time to do it (for yourself, NOT your employees)
In this episode, we sat down with Chase Cragun, MHR VP of Recruiting at Utah State University - Jon M. Huntsman School of Business, to hear about how small businesses can get started building the framework for happier, more productive employees.
We talked about:
- The three functions of the AMO framework: ability, motivation, and opportunity
- Why falling behind in any part will impact employee performance
- What can be done to improve each of the functions for employees
- The role HR plays in implementing and supporting the AMO framework
In this episode, we sat down with Coreyne Woodman-Holoubek, Founder of Progressive HR, to learn about the benefits of building a creator culture at your organization—and how HR can play a lead role in supporting that culture.
We also talked about:
- What the creator economy is, as well as who can be a creator
- Her expert tips for HR professionals who are interested in becoming creators (especially if you’re an HR team of one)
- How HR can help organizations build a creator culture
- Why creating community will be as important as ever in the future of work
In this episode, we sat down with Chris Ruddy, HR and Operations Specialist at Skill Struck, to hear about his experience establishing and running an HR department of one at a small business.
Like many in the industry, Chris fell into the field of HR. But what’s kept him here is the possibilities that come with establishing a new HR department from scratch.
We also talked about:
- Where to start when you’re the first HR person hired for a small business
- How to create an HR department from very little (or nothing)
- The biggest small business HR challenges he’s faced—and how he overcame them
- Tips for small business HR pros who might be facing similar challenges
In this episode, we sat down with Kelly Loudermilk, Talent Innovator at BuildHR, to hear about the key trend HR should be watching for in 2022. According to Kelly, the anti-work movement will turn everything we know about HR on its head—and HR professionals and leaders need to be prepared to redefine the relationship between employer and employee in the year ahead.
We also talked about:
- What a Talent Innovator does—and how the role isn’t that different from what HR has always done
- Why the anti-work movement is happening now—and why it’s important for HR to pay attention
- Why redefining and rebalancing the employer-employee relationship is a win for both parties
- The key role HR will play in attracting and retaining talent in the year ahead
As a field that is often associated with strict rules and regulations, HR is actually a pretty innovative and creative place to work.
But don’t take it from us. Take it from Cassidy Gonzalez, Vice President of People at Pura. In this episode, we sat down with Cassidy to hear about how she and her team have discovered opportunities to innovate the way things have always been done in HR.
We also talked about:
- Why innovate is more than just a corporate buzzword
- Why she thinks HR is a field that can be innovative
- How Pura has done things a bit differently when it comes to interviews, orientation, team structure, and exit celebrations—and how fun it's been to take an innovative approach
People analytics is about people. It’s not just for big companies. It’s not just for tech-savvy companies. It’s for all companies that want to better understand their people.
In this episode, we sat down with Joseph Ifiegbu, Co-Founder & CEO at eqtble, to hear about the value people analytics tools add to organizations of all sizes.
We also talked about:
- Why he’s interested in the intersection of data analytics and HR.
- Why it often takes a long time to change people-related issues within organizations.
- How leaders can make sure that their organization has a bias towards action.
- What role data plays in the enactment of change within organizations.
- How organizations (especially small businesses) can use data and analytics to enact change for the better.
What is unconscious bias? Do you have one? Is there something ‘wrong’ with you if you do?
Let’s answer the second and third questions first: Yes, everyone does. And no, but it’s good to take the time to understand your own biases and work on them.
Now, to better understand the answer to the first question, we sat down with Angela Livingston, Sr. HR Business Partner at Cobham Advanced Electronic Solutions (CAES). She told us all about what unconscious bias in the workplace is—and why it’s important to understand our own biases in order to overcome them and not take action on them.
In this episode, we also talked about:
- How to know if you have an unconscious bias
- The difference between unconscious bias and racism
- How unconscious bias can impact HR, people management, and hiring processes
- Strategies to overcome or mitigate unconscious bias in the workplace
PS. Here’s the link to take the Harvard Implii Harvard Implicit Association Test (IAT) Angela referenced.
The pandemic accelerated the capabilities organizations had (for years) to go remote. It also accelerated trust—the trust companies put in their employees to work from home, maintain the same levels of productivity, and still be engaged.
And while decentralized teams are strengthening, in the future of work, companies will need to be intentional about fostering human connectivity in order to support innovation and creativity.
We sat down with Christine Wzorek, Founder and CEO at White Label Advisors, to hear about the value of human connectivity, what it means and why it matters to companies, and how—when an organization gets human connectivity right—it supports its ability to achieve business goals and financial outcomes.
In this episode, we also talked about:
- How optimal human connectivity in an organization impacts financial outcomes and enhances the probability of achieving business goals.
- Why the inflection point of human connectivity in organizations resides within the manager to employee relationship.
- What human connectivity looks like in the future of work.
- Where a business owner or HR leader can get started if they want to improve human connectivity in their own organization.
Feeling a sense of belonging at work means being able to be your full, authentic self. It doesn’t mean compartmentalizing your personal problems at work, or pretending stress doesn’t exist within the four walls of the office.
Yet, when stress—personal and work-related—starts to get in the way of employees’ productivity and ability to focus, there are negative business implications—implications organizations need to be aware of, get ahead of, and address with empathy.
We sat down with Steven Farber, Financial Wellbeing Benefits Carrier at LegalShield Business Solutions, to hear about how companies can utilize low-cost or no-cost benefits solutions to reduce workplace stress and improve employee retention, acquisition, and productivity.
In this episode, we also talked about:
- Why stress—and employee turnover—are higher than ever, and what the connection is between the two.
- Whether stress is created in the workplace, or brought in from outside. (The answer might surprise you!)
- Five powerful ways to get back to a stress-free, productive culture where employees want to work.
Whether your employees are line cooks, truck drivers, or desk workers, everyone appreciates hearing the words “thank you” the same. And that’s all it takes, a simple phrase, to show your employees you appreciate them.
In fact, a recent survey conducted by Motivosity showed that 68% of people said their mental health would improve if they were recognized and appreciated more often for the work they do.
We sat down with Logan Mallory, Vice President of Marketing at Motivosity, to hear about why businesses, especially small businesses, should be thinking about their employee engagement strategies—right now—for the year ahead.
In this episode, we also talked about:
- What’s causing employee turnover and difficulty hiring
- How employers can create a culture that leads to engagement and employee satisfaction
- The tools and resources employers can implement to drive employee engagement
- How employee engagement is different for small companies vs. big organizations
- Who has the biggest impact on employee engagement
With everything that transpired in 2020, the discussion of mental health at work became an increasingly important component of a healthy, enduring small business. How can you make an impact and create an open culture surrounding mental health at your workplace?
Organizational Psychologist and Author Melissa Doman noticed a major theme of work-related mental health issues in her experience as a former clinical mental health therapist. Blending her clinical background with her organizational field experience, she addressed the issue at its core - hosting talks and workshop sessions in actual workplaces. Now, she’s compiled all of her learnings from the field into a guide on discussing mental health at work with her new book, Yes, You Can Talk About Mental Health at Work: Here’s Why (and How to Do it Really Well) and shared her insights on the podcast.
What we discussed:
- How Melissa’s clinical background led her to specialize in mental health at work in an organizational setting
- How Yes, You Can Talk About Mental Health at Work: Here’s Why (and How to Do it Really Well) came to be and the writing process
- Why we need to talk more about mental health and mental illness at work
- How HR professionals in small and medium-sized businesses can best approach the mental health at work discussion
- Why certain mental health at work trends are counterproductive and potentially destructive
- How small businesses can avoid the pitfall of counterproductive mental health at work initiatives
- Examples of how businesses have been coached or helped through the process
At some companies, core values are just words on a page. At others, employees live and breathe the core values. Walker Edison is the latter; a company where employees know every value starts with “we”—and the most important one is “We give.”
We sat down with Megan Putnam, Head of People and Culture at Walker Edison, to hear about how culture emanates through the work that employees do at her company. She shared how having a culture of service doesn’t start when you hit a certain revenue or sales goal. It starts on day one—and how that mentality is evident in everyday work-life at Walker Edison.
In this episode, we also talked about:
- Why culture has to start at the top with senior people leading by example
- The power of giving back to local businesses during COVID-19
- Her expert tips for people leaders who are trying to improve or strengthen their company culture
- How to walk the walk when it comes to values and culture
Leaving a toxic work environment can be a difficult and emotional endeavor. You might be fearful of what happens when you leave a job you know so well. Will you fail? Will your next workplace be just as bad?
We sat down with Milly Christmann, Owner of Maratho Growth Management, to talk about why employees have to put their own mental health first—especially when working in a challenging or toxic work environment.
As a consultant and coach, Milly helps small- and medium-sized businesses get their HR teams up to speed, ensuring that they’re maximizing the potential of their people and processes. And she’s seen—and experienced—her fair share of toxic work environments.
In this episode, we talked about:
- Why being a people person doesn’t guarantee success in HR
- How to identify—and know it’s time to leave—a toxic work environment
- How to overcome the fear of leaving a job or company you know (and take the risk to find a better one)
- How to ensure pivoting your career will work for you
Human Resources is shifting the focus from the employer to the employee. If you work in HR at a small business, you’re likely the jack of all trades for anything related to HR. How can you make sure to create a positive employee experience and keep your employees happy?
Stephen Fortuna, the Community Organizer at Eddy, has set out to create a free community of information sharing for HR professionals. Leveraging the knowledge and experiences of real HR professionals, he aims to democratize the industry through Eddy’s HR Mavericks community and joined the podcast to share his thoughts on the ever-changing HR industry.
What we discussed:
- The biggest changes in HR including the shift from HR to employee experience
- What employee experience really means
- Why it’s important for smaller businesses to focus on employee experience
- Democratizing HR
- Eddy’s new HR Mavericks community of information sharing
Employee well-being encompasses the physical, mental, and social well-being of your people. And it’s more important than ever for companies to focus on supporting employee well-being, not only because your people are your brand ambassadors, but their health and happiness also have a direct impact on your bottom line.
We sat down with Wendy Kelly, HR Consultant and Owner of Kelly's HR Services, LLC, to learn how she supports small businesses with building out their HR teams and policies. She emphasized the importance of HR teams thinking strategically about employee well-being—even if you’re a team of one.
In this episode, we also talked about:
- Why companies are starting to make employee well-being a top business priority
- Why all organizations should focus on employee well-being—no matter their size (hint: it has to do with ROI)
- Her expert tips for building an employee well-being program
According to Aristotle, we are what we repeatedly do. And that notion applies directly to building a company culture. More than ever, it’s important to have a healthy company culture that not only helps to attract new talent, but is also a reason why people want to stay at your company.
We sat down with Marshall Hooper, Director of People & Culture at Bullfrog Spas, to understand the role HR should play in fostering company culture. In his view, the future of HR lies not only in being more strategic (i.e., moving away from administrative duties), but also making an impact on culture.
In this episode, we also talked about:
• Why culture is so important and why HR should focus on it
• Where to get started building the culture you want—or shifting the one you have
• How to strategically drive the right behaviors
• Why focusing on building a great culture helps alleviate some of the other issues that come across HR’s desk
From the first interview to their first day of work, a new employee’s initial impression of your company makes or breaks their experience—and ultimately, whether they want to stay.
We sat down with David Blake, Human Resources Manager at K2 Electric, to learn how small business HR teams can onboard new hires more effectively to deliver a better employee experience that supports engagement and retention.
David shared with us his 4-step framework for effective onboarding:
Step 1: Setting new hires up for success.
Step 2: Making a great first impression.
Step 3: Establishing and communicating a training plan.
Step 4: Giving feedback.
We also talked about:
• How onboarding sets the tone for new hires
• Why prioritizing onboarding—even when you’re on a small HR team—is critical for business success
• How onboarding makes a direct impact on productivity and retention
• How to work together with your hiring manager to ensure a seamless onboarding experience
Maslow’s hierarchy of needs builds the foundation for employee engagement. But meeting employees’ basic needs (like pay, safety, and belonging) are just that—a foundation. And without a solid foundation, organizations can’t expect employees to be engaged, never mind feeling driven to outpace the competition.
We sat down with Kelley McCart, Vice President of Human Resources at J.R. Hobbs Company, to learn why employee engagement is crucial for business success—and what HR professionals can do to help drive better engagement and retention in the workplace.
We also talked about:
• “Why we [organizations] hate HR”—and the lessons professionals can glean from that sentiment
• Why there’s so much talk about employee engagement—and what it really looks like in the workplace
• How to apply Maslow’s hierarchy of needs as a framework for HR
• Why engagement is more than something an employee just has (or doesn't)
• Practical tips for retaining talent in today’s market
Can your HR department demonstrate its ROI? Ariel Leonard, Chief Human Resources Officer at RugDoctor, says you can—especially as it pertains to filling the gaps and supporting the talent lifecycle.
We sat down with Ariel to learn about her experience in HR and how, when she joined RugDoctor, she needed to ramp up her team before she could deliver on the vision she had for the organization. It took some convincing, but she knew giving the talent lifecycle (and ultimately, employees) the TLC it deserved would get the results she was after.
We also talked about:
• Why she used to have a love/hate relationship with HR—and the role that finally won her over
• Why more businesses need to ensure HR is built to support business leaders
• What she recommends small businesses do to improve their talent lifecycles and give them a bit more TLC
Whether you’re a small business or a global organization, all HR teams should focus on three core things:
-
People
-
Organizational health
-
Leadership
But for one reason or another, that doesn’t always happen. We sat down with Joe Nabrotzky, Managing Director at Global Leader Group, to pull back the curtain on how world-class HR teams operate—and what they do differently that sets them apart.
We also talked about:
• What caused him to pivot from a role in leadership to a career in HR
• How to help the “accidental HR person” go from tactical to strategic
• What companies can do to help employees return back to the office with engagement and energy while also reducing stress and burn out
• The concepts of mind management and emotional intelligence—and why they matter
Are you interviewing job applicants as efficiently as you can? Are you asking the questions that will ultimately lead you to knowing whether you want to hire someone, or not?
We sat down with Bryce Ericson, Director of HR at Blue Fire Leads, to talk about how to interview applicants with purpose. That is, how to use your interview time efficiently and ask the right interview questions that will establish whether someone is the right candidate for the job.
We also talked about:
• What should impress you about an applicant—and what you shouldn’t hold against them—in an interview
• Why you should iterate on the questions you ask candidates (especially when they’re not helping you narrow down your applicant pool)
• How to assess whether an applicant is a good fit for your company
• How to inject your culture and values into the interview process
• Why it’s important to "sell" your company to the applicant
From truck bodies to roller coasters, building tangible structures is a large part of the appeal of working in the skilled trade industry. And you get to work in places like football stadiums and amusement parks. Cool, right? So, why has the industry been hit particularly hard when it comes to attracting new talent?
We sat down with Shawn Kaufman, Director of Human Resources at Riggs Industries, Inc, to talk about what’s unique about manufacturing and construction companies and the challenges they face when it comes to attracting prospective workers. In particular, we discussed the shift that occurred away from getting an education in the form of apprenticeships or at a trade school and towards getting a four-year degree only—and how that shift has hurt the industry.
We also talked about:
• What he’s done to help improve the perception of careers in skilled trades with students
• How education doesn’t just occur at a four-year university; for some, an apprenticeship or trade school is a better fit
• Playing the long game when it comes to attracting talent
• His recommendations to other HR professionals and companies in skilled trade industries who are also struggling to attract prospective workers
Can a remarkable leader teach others to be even more remarkable leaders? Can students surpass the teacher? That’s the idea behind Dr. Jonathan Westover's new book, ‘Bluer than Indigo’ Leadership: The Journey of Becoming a Truly Remarkable Leader.
We sat down with Dr. Westover, Chair/Professor of Organizational Leadership at Utah Valley University and Managing Partner and Principal at Human Capital Innovations, to hear how the color indigo—and a servant leadership mentality—inspired the leadership lessons he wrote about in his new book.
We also talked about:
• What makes the best leaders effective and successful
• How variety makes (or breaks) working in the HR industry
• How to disrupt the cycle of bad leadership principles
• Tips for how HR can coach and mentor leaders to be ‘Bluer than Indigo’ leaders
• How to build a psychologically safe environment at work (hint: it starts by being people-centric)
Small business HR wears a lot of hats. For Amber Parr, the hat she loves wearing most is being part of the employee experience—and helping managers get the best out of their people.
We sat down with Amber, HR Manager at Sundance Holdings Group, LLC (more commonly known as Sundance Catalog), to talk about how HR can adopt a growth mindset to meet the needs of managers, and the organization as a whole, in our ever-changing world of work.
We also talked about:
• The value of a growth mindset—and why she’s so passionate about it
• Why HR should be focused on learning, plus the challenges of making it a priority
• Tips for developing a learning and growth mindset (Hint: It starts with curiosity)
• The power of being adaptable when failure happens
Can HR be an advocate for both the company and the employee experience? Ryan Archibald, Director of Human Resources at Paul Davis Restoration of Utah, thinks so. Over the course of his HR career, he’s seen colleagues fall prey to the dictator trap—when HR alone is the rule maker and enforcer. And how this approach fails every. single. time.
We sat down with Ryan to hear about how HR professionals can be better partners to their leadership team—and operate as a trusted resource, even when you’re an HR department of one.
We also talked about:
• How a friend’s negative experience at work inspired him to get into HR and help people
• How to avoid the “dictator trap”—and instead, be a caretaker of the employee experience
• How to align the HR function with the expectations of your leadership team
• Asking for help, especially when you’re an HR department of one
• Knowing your values (and communicating them) when others want you to cut corners
Have you heard of the hero’s journey? From Star Wars to Paw Patrol, every hero takes a journey—and one company has nailed the playbook on building their culture around this unique approach.
We sat down with Jared Olsen, VP of People Experience at JobNimbus, to hear his in-depth take on the hero’s journey and how it’s helped the company attract, retain, and even part ways with employees (when the time is right).
We also talked about:
• How he fell into the field of HR—and what inspired him to stay (hint: his dad’s advice on how to make a difference played a major role)
• How he’s helping people in their own hero's journey
• What makes JobNimbus a Maverick in the HR space
• How to build trust with your people so they’ll tell you when they want to move on
• How JobNimbus turned their candidate experience into a win-win for the company and the candidate
The COVID-19 pandemic impacted a lot of businesses, but maybe none more than those in the restaurant industry. With some of the pandemic-related challenges subsiding, the industry is now facing new obstacles, including an ongoing staffing shortage.
We sat down with Kyle Wadsworth, Director of Human Resources at Cafe Rio Mexican Grill, to hear how the restaurant industry is dealing with the pervasive staffing drought—and what impact HR can have on supporting businesses with recruitment and retention.
We also talked about:
- The biggest obstacles the restaurant industry faced during the height of COVID-19—and the ones it’s facing now.
- What’s working—and what isn’t—when it comes to overcoming the challenges with hiring and retention.
- His advice to other restaurants that are facing similar hiring and retention obstacles.
- What he wants guests and diners to keep in mind during the current staffing crisis.
COVID put a magnifying glass on employee mental health—both on what employees’ needs are, as well as what organizations can do to better support them.
We sat down with Nick Staley, HR Business Partner at WeLink Communications, to talk about, amongst the many hats HR professionals wear, the need to be an advocate for employee mental health (a need that’s only accelerated since the start of the pandemic).
We also talked about:
- What’s changing in regards to mental health and well-being in the workplace
- What employees expect from their companies—and their desire to talk openly about mental health
- What managers and supervisors can do to ensure that employees are receiving the support they need
- The resources available for those in HR who aren’t mental health experts (hint: that’s many of us)
A career in HR isn’t for everyone. Just ask Elisa Garn—she turned down the opportunity to work in HR three times before a change in perspective changed, well, everything. Sixteen years later, she’s grateful to have had the opportunity to influence people's lives—both in and outside the workplace.
We sat down with Elisa, now a Vice President of Digital Brand at GBS Benefits and Executive Director at Utah SHRM, to find out how HR professionals can shape the employee experience—and be a positive driver of engagement.
We also discussed:
- How she defines human experience and how it’s different from employee experience
- The three personas of HR and how to use them to get more credibility with the C-suite
- Why she made a recent career pivot—and how HR prepared her for it
Fostering a culture of service is one sure-fire way to attract and retain great employees. But what if your small business is just starting out and you don’t have a dedicated resource to help with culture, never mind hiring and other HR processes?
We spoke with Kaden Heaton, HR Manager at Unforgettable Coatings, to glean his insights on how small businesses can get HR right, even when you’re not ready to hire a full-time HR person (hint: self-serve technology is a game changer).
We also discussed:
- What attracted him to—and has kept him interested in—a career in HR (and if you work in HR, you know it’s not the reputation of traditional HR departments)
- What companies can do to overcome common HR struggles, from interviewing and onboarding to training and terminations
- How to use technology to organize and manage your HR processes and policies (and free up your time to focus on the bigger picture)
- Practical tips for small businesses on how to source, interview, and hire the best candidates
Small business HR leaders know the difficulties of hiring, managing, paying and engaging frontline employees and creating an exceptional employee experience where people can excel.
On this introductory episode of HR Mavericks, the weekly small business HR podcast, host Garrett Jestice, CMO at Eddy, and Travis Hansen, CEO at Eddy, explain how this new podcast will help small businesses streamline their HR processes and improve their employee experience for frontline workers.
What we talked about:
- Why Travis decided to start Eddy and where the name Eddy came from
- Why small, local businesses often struggle with HR processes and employee experience
- How weekly episodes of HR Mavericks will feature tangible ideas from small business HR professionals and thought leaders
Ideas for future topics for guests? Reach out to Garrett on LinkedIn and let him know!