autumn speharIn today’s episode of We’re Only Human, I talk with Autumn Spehar, HR Director at Stout Advisory, about how her company made a radical change in its approach to performance management. We also talk about how it’s working out one year later and the key lessons learned.

Check out the show below:

Show Notes

Performance management is one of the most hated HR systems in existence. Yet virtually every employer has a need to measure performance, set goals, and give feedback. So, what’s the right balance between a system that meets the needs of business leaders and one that meets the needs of the employees?

In today’s discussion with Autumn Spehar of Stout Advisory, Ben delves deep into this question by asking Autumn to describe her company’s transition from annual, paper-based performance management to a technology-enabled approach utilizing continuous feedback, real-time recognition, frequent check-ins, and more. This conversation is more than theory–it’s based on a year of practice in using the system, including the ups and downs that any company might face in this kind of transition.

Listeners to this episode will not only get to hear about Stout’s new outlook on performance, but they will be treated to some insightful commentary about the connections between culture, behavior change, and other elements that some of the “headlines” on performance management seem to miss. If you’re in charge of performance management at your company or you think your system could use a refresh, this is the episode for you!

neuroscience learning content

neuroscience learning content

Ask any business leader, and they’ll tell you they invest in the development of their workforce with the goal of improving performance. Yet the training and content delivery methods of the past aren’t keeping pace with the needs of the modern learner. No longer can you throw an hour of eLearning at a problem or slap a speaker in front of an audience and hope that knowledge will transfer and behaviors will change.

What gives? 

In today’s episode of We’re Only Human, I explore three critical components of great learning content based on neuroscience principles. In other words, I look at how people actually learn from experiences, interactions, and content and focus the discussion on those elements. In the discussion of how attention, memory, and self-exploration impact learning, I also provide helpful advice on how to create learning experiences that deliver impact and results.

Additionally, if you want to explore more deeply, you can check out my new eBook, the Neuroscience Principles of Great Learning Content, which can be found here: http://lhra.io/neuroscience

For more episodes of We’re Only Human or to learn more about the show, check out http://upstarthr.com/podcast

Check out the podcast embedded below:

 

 

We're Only Human Podcast

We're Only Human Podcast

Whew.

I’m in recovery mode from last week’s jaunt to Vegas for the HR Technology Conference. For people in my line of work, that’s our version of the Olympics (or whatever other metaphor you need to demonstrate how much it puts you through the wringer). With that in mind, I’m feeling like a walk down memory lane might be a good route for today.

For starters, though, did you notice our new logo for the show? I was looking for something that was somewhat playful but still kept the “human” element at the forefront. Hope you like it!

So why the walk down memory lane? Back in August I celebrated a year of hosting the We’re Only Human podcast. I had some initial ideas and thoughts before starting the show in 2016, and some of them turned out to be true (while I obviously also had a few lessons to learn!) For instance, I had a suspicion that the format would make people feel more comfortable with me because it’s a very personal medium to hear someone’s voice. That very quickly showed itself to be true.  Continue reading

We're Only Human Podcast

HR compliance is a necessary evil in the workplace. Rarely do employers make it to the top of the “best employers” lists by handling FMLA or DOL regulations well. Yet time and time again we see HR professional flocking to sessions like “Top 10 Ways to Get Sued in 2018,” taking notes like this is golden content.

Why do sessions like those attract so much attention when they don’t help employers create a more employee-centric, engaging workplace?

In today’s podcast discussion, I get the answers to these questions and others by interviewing Mike Haberman, one of the HR industry’s best resources for staying on top of compliance and labor requirements. Mike takes a very balanced approach by covering not only the compliance topics, but also by exploring future trends and how employers can improve their HR practices.

It’s a fun discussion and listeners will be treated to the story of when I was audited by the Department of Labor’s Wage and Hour Division, providing a great example of how NOT to make decisions about what’s best for your employees. #truestory

To connect with Mike or learn more about his work, you can find his blog at:
http://omegahrsolutions.com/

To listen to the archives of We’re Only Human and learn more about the show, check out:
http://upstarthr.com/podcast


Tried to find a new job lately? It’s easy to feel like a rat in a wheel, running faster and faster yet getting nowhere. Despite this being a candidate’s market, it’s easy to feel like you are never going to get ahead of the game.

In today’s conversation (click here to listen), Ben Eubanks interviews Terry Terhark, founder and CEO of randrr. randrr is a recruiting technology firm that is focused on meeting the needs of candidates and individuals by providing highly targeted job opportunities and career insights.

During the conversation, Ben and Terry discuss what’s wrong with recruiting today and how to meet the needs of today’s job seekers. In addition, Terry talks about the issues he sees that bleed across generational and demographic lines, hampering each company from being both efficient and effective with their recruiting efforts. Ben also points to some recent data from Lighthouse Research that focuses on talent acquisition priorities for 2017 and why they matter within the context of the conversation.

Here’s a brief snippet of the conversation:

Ben: So, would you say then that we’re in a candidate’s market?

Terry: I definitely think recruiters understand that today. And it’s not just in high pressure fields like we’ve seen traditionally such as nursing, software, etc. Now it’s crept into skilled trades, sales, and other areas.

There’s tremendous pressure. Recruiters understand that it’s a candidate’s market, but from a company perspective they don’t necessarily realize that opinions have changed. Even today some of the statistics that we have gathered show that the process for job search or recruiting is disappointing and frustrating. Nearly three in four polled individuals said their online job search is frustrating. Company behavior and recruiter behavior has to change to fit that.

Ben: This definitely reminds us of the recent case study with Virgin Media. The company was losing tons of revenue because it treated its “silver medalists,” or candidates it didn’t select, so poorly. Those individuals wouldn’t even shop at the company after that treatment, but the company turned it around and really points to that as a huge revenue opportunity today.

Terry: That’s the issue. We see that companies are getting an average of 150 resumes per posting. That’s virtually impossible to qualitatively sift through, yet many technologies people use encourage more applications/submittals both for candidates and for employers, which compounds the problem…

Click here to listen to the episode and find out what the answer is to this and other problems facing companies today.

To find out more about randrr, be sure to check out http://randrr.com

Thanks everyone, as always, for checking out We’re Only Human. If you’d like to hear previous episodes just check out our archive at http://upstarthr.com/podcast


ROI. Measurement. Data. Analytics.

Each of these words has the power to strike fear in the hearts of many HR pros, because let’s face it–most of us didn’t get into this profession because we’re awesome at math, right? :-) Seriously though, we can’t deny the power of data and evidence to prove the value HR can provide.

I’ve often said that HR provides plenty of value to the organization in most cases, but HR pros are just really terrible about calculating and proving that value. If that concept resonates with you, then this episode is going to help change all of that.

In this new episode of We’re Only Human with Mary Ila Ward, owner of Horizon Point Consulting, Ben discusses some of the underlying fears that HR has about being measured (hint: measurement isn’t always an indicator of your own personal performance). In addition, we explore three case study examples of how to figure out the ROI of human resources in an easy, step-by-step manner so anyone can grasp the concept.

By the way, if you’re interested in grabbing the slides we mention in the show, feel free to reach out to Mary Ila at miw@horizonpointconsulting.com and she’d be happy to share them with you.

As always, if you’re new or want to revisit some of our previous episodes, be sure to check out the We’re Only Human show archives.

If you’ve read this blog for more than a few days, you know I’m no stranger to the discussion around HR certification. But today I’m going to share some thoughts from a recent conversation with a friend and colleague on why HR certification matters and how to leverage it for career success. It was a fun discussion with Kristina Minyard, who recently completed her own SHRM-SCP exam, about the value of both the HRCI and SHRM certification options. Click here to check out the episode and listen in.

Notes from the podcast

  • Link to the episode
  • Ben celebrates his 10th wedding anniversary and his one year anniversary running Lighthouse Research.
  • Kristina also participated in episode two, Recruiting as a Service.
  • Ben and Kristina talk about why certification matters to them as volunteer leaders, speakers, professionals, and more.
  • Kristina points out why certification is different from education and why it is arguably more important.
  • Ben and Kristina discuss the HRCI vs SHRM options for certification exams.
  • Kristina talks about group vs solo prep and which works best
  • Ben reminds everyone about some of the certification tools available on upstartHR
  • Kristina talks about her recent experience taking and passing the SHRM-SCP exam and her lessons learned

If you enjoyed this show, be sure to check out all the show archives!