Human Benefits for a Human Workforce with Maribeth Bearfield on We’re Only Human

“What I see is that we’re no longer working from home. We’re living at work. And so how do we help employees work differently?”

Maribeth Bearfield, Chief Human Resources Officer, Bright Horizons

 

We’re Only Human — Episode 114

 

In the last year, employers have struggled with how to support workers in a rapidly changing environment. Even today as some things change, others stay the same. During this episode, Ben talks with Maribeth Bearfield about how she looks at the human side of benefits that her team offers the workforce. 

Learn about the new Horizons program that allows employees to earn a free education, creating new opportunities for the firm’s diverse workforce and an exciting legacy of impact on the communities in which it serves. 

Did you know that of the various assets on a balance sheet, people don’t show up? After all, they aren’t property, equipment, or materials. However, they do show up in the skills and innovation that they bring to the table. Maribeth also talks about the value of intangibles, which is where the value of your people really shine. 

 

Connect with Maribeth: 

https://www.linkedin.com/in/maribeth-nash-bearfield-9002822/ 

Connect with Bright Horizons: 

https://www.brighthorizons.com/ 

Stop Anonymizing Employee Feedback–Insights from Joyous on We’re Only Human

“If this week a leader acknowledges [employee feedback], next week, the person is eight times more likely to participate again than if the leader said nothing the week before.” 

Ruby Kolesky, Co-CEO and Head of Product, Joyous

We’re Only Human — Episode 113

 

What’s your stance on employee feedback and anonymity? In today’s conversation with Mike and Ruby from Joyous, they share a bold proposal: stop making employee feedback anonymous, because you’re telling them that it’s something to be worried about. Instead, they advocate for open feedback that can help to identify issues, engage support, and drive the best outcomes. 

In the discussion, the team talks about research they’ve done among employers asking for and acting upon feedback from their people, and they also talk about what it takes to create the environment where people can share their best ideas with the rest of the organization, making everyone’s work (and workplace) better. 

Connect with Mike and Ruby: 

https://joyoushq.com/ 

Ben’s favorite Joyous case study: https://joyoushq.com/blog/post/launching-lockdown-genesis 

 

See the We’re Only Human archives, subscribe, and learn more about the show: https://lhra.io/podcast 

Introversion-The HR Super Power with Tim Gardner on We’re Only Human

My preference in work was not towards optimizing machinery, but helping optimize work processes for people.

Tim Gardner, Former Organizational Development Consultant at Kimberly-Clark (retired)

 

We’re Only Human — Episode 112

 

If you’re an introvert in HR, you’re not alone. Recently I shared a piece on LinkedIn about introverts in HR and the value of introversion, and the piece received thousands of likes and comments. Apparently my own preference for introversion is in good company!

In today’s podcast discussion, Tim Gardner, an admitted introvert and experienced organizational development leader, talks about designing work around people instead of forcing people to bend around the work. His background as an engineer (yes, really!) gives him a unique and powerful perspective on HR, process design, and business operations. 

Towards the end of the discussion, I ask Tim to talk about legacy and impact, and it’s a great set of ideas for all of us as we think about the lasting impressions of our work and relationships on the world. 

 

Connect with Tim: https://www.linkedin.com/in/timjgardner/ 

Learn more about We’re Only Human and see show archives: https://lhra.io/were-only-human-podcast/ 

Hiring Employees for the First Time? Here’s What You Need to Know

One of the most difficult things about running your own business is knowing when it is time to hire employees and how to do so. If your business has until now been carried out solely by yourself or a pair/group of cofounders, making the jump from “self-employed” to “employer” can feel daunting. Here is everything that you need to know if you are considering hiring other members of staff for your company for the first time.

Also read: how to hire your first HR person

Make Sure You Can Afford to Pay Employees

Of course, the first thing to work out is if your business actually has the finances available to pay employees. Employing others is, of course, a way to increase your overall profits. However, you should have enough funds at the time being, and for the foreseeable future, to pay employee wages.

If you are thinking of hiring employees, it is likely because your company is expanding and it is no longer possible for yourself and/or your company’s cofounders to carry out operations without help. This probably means that your company is growing and becoming more profitable, so hiring staff is likely to be possible, but you should still double check. Making cash flow projections is a useful way of doing this. Really understanding the business, the expenses/revenue, and how things operate is a key fundamental for great HR.

Write an Appealing Job Posting Continue reading

Hire Internal Employees to Drive Engagement and Career Ownership with Jerome Ternynck on We’re Only Human

“The platform was up and running literally weeks after the pandemic hit. And through this platform they saved 2,000 jobs, so it’s also about saving jobs by redeploying people effectively when the times are needed.”

Jerome Ternynck, Founder and CEO, SmartRecruiters

 

We’re Only Human — Episode 111

 

In some brand new research, we found that internal hiring and talent mobility is a key priority for employers in the coming year, and they measure success through increased diversity, lower cost to hire, and better performance and retention. These factors all feed into today’s conversation.

 

In this interview with Jerome Ternynck, Founder and CEO of SmartRecruiters (and one of the  most passionate people about hiring on the planet), we dive into what virtual recruiting looked like in 2020, how employers are adopting internal talent marketplaces to support internal hiring and employee mobility, and what it takes to lead the business as a talent acquisition leader. We also look at SmartRecruiters’ intense commitment to equitable hiring and share the playbook SmartRecruiters uses to support these practices internally. 

 

Resources:

See the DEI hiring playbook: hiringsuccess.com

Check out new research on priorities for 2021/2022 in talent acquisition: https://lhra.io/blog/new-research-virtual-hiring-recruiter-skills-and-internal-mobility/ 

Man Receives Pay in Unusual Way: Here’s the Lesson for Employers

Last week one of the biggest stories in the news was about a Georgia man who received his last paycheck in the form of oil-soaked pennies dumped on his driveway. This has a really, really valuable lesson for HR and business leaders. Here’s a snippet from the story:

Credit: CNN

An auto repair shop in Georgia has been accused of delivering a final wage package to a departing employee by dumping a pile of oil-covered pennies on his driveway – 91,500 of them.

The pennies amounted to the $915 that Andreas Flaten said he was owed by A OK Walker Autoworks.

The owner, Miles Walker, told a reporter from CBS46 he did not remember dumping the coins on Mr Flaten’s drive but added: “He got paid – that’s all that matters.”

Mr Flaten said he was a manager at the auto repair firm, which is based in Peachtree City, south of Atlanta, until he quit last November in a disagreement over when he could leave work to pick up his child from day care.

When his outstanding pay failed to arrive, Mr Flaten filed a claim with the US Department of Labor, which confirmed to US media it had contacted the repair shop three times over the issue.

The money did eventually materialise, as a pile of coins at the end of Mr Flaten’s drive. On top of the pile was an envelope, with an expletive written on the front, and a pay stub inside – which was filmed by his girlfriend Olivia Oxley and posted to her Instagram account.

Mr Flaten said he had tried bathing the coins in a big tub of water, soap and vinegar, without success, and the only way to get the grease off was to wipe each one individually.

He added it had taken him around two hours to clean up about $5 worth.

“I think that’s going to be a lot of work for money I’ve already worked for,” he told Fox 5 Atlanta.

And it appears that paying your staff this way – while not practical, moral or fair – might also not be illegal.

“There is nothing in the regulations that dictates in what currency the employee must be paid,” Eric R Lucero of the US Department of Labor was quoted by the New York Times as saying.

The Lesson Here

With every story, there are two sides. Everyone that works in HR knows that we have to try to find some measure of truth between a manager’s perspective and an employee’s perspective on a regular basis.

However, when an employer does something this egregious and unpleasant, it really paints them in an poor light. Regardless of what this person did or didn’t do as an employee, this kind of very public response drives sympathy for the former employee and a sort of righteous anger towards the company and its leadership.

[Read more: Does HR care more about caring for employees or protecting the company?]

I actually discussed this with my kids this weekend because I was curious about their take on it, and they told me they would not use this car repair operation based on this story, even if the former employee “deserved” what he got.

Bottom line: it may feel good in the moment to “get back” at someone. It really might.

But as with this story, it makes you look like a jerk to everyone outside the company, and it can not only harm your image but your long-term success as a business. It’s better to take the high road and move that person out of your organization without fanfare than to land in the news for a stunt that makes you feel good for a few minutes and regret it thereafter.

Anything else that you took away from this story that you think is worth sharing? 

4 Reasons Why HR Departments Should Work with Recruitment Specialists

Do it or delegate? It’s an age-old dilemma regarding recruitment.  Should the Human Resource department handle the process?  Sure, there are advantages and disadvantages – but do the pros outweigh the cons?  From posting vacancies to screening resumes and conducting interviews, the hiring process could become convoluted rather quickly.  It could result in taking up too much of HR’s time, energy, and budget.  Which leads to another question: is it better for HR departments to team up with recruitment specialists?  Here are four reasons why we think so.

  • Save Time

In between handling employees’ concerns, managing contracts, and ensuring compliance with regulatory mandates, the HR department has a lot on its plate.  Add recruitment to the list, and you get a department overloaded with duties. We know that overworked employees are very seldom able to complete their tasks satisfactorily.   Continue reading