There’s certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it’s not gonna fix the problem. There’s also the frustration that comes with that. I’ve experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.
Ben Sieke, Director of Talent Development and Learning, Delta Dental
We’re Only Human — Episode 156
When training is the answer to a problem, it can improve performance, satisfaction, and results.
When it’s not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs.
In today’s episode of We’re Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren’t. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you’ve ever been told “it’s a training problem” and weren’t sure that assessment was correct, this episode is for you.
Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.
”So there’s a massive amount of insights coming from this. We measure things like net promoter score — we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That’s a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us.”
Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners
We’re Only Human — Episode 155
One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it’s tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment.
In this episode of We’re Only Human, Ben and Lisa talk about the program, how it’s set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you.
”The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot’s got to take control. And then everybody’s life’s in that pilot’s hands. I think autopilot turned off for compensation people 18 months ago.”
Bryan Briscoe, VP Global Compensation at Marriott International
We’re Only Human — Episode 154
There’s not a company in existence that hasn’t needed to take a fresh look at compensation in the last year. The general consensus? “Wages are up.”
But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today’s episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful.
Get a copy of Ben’s new book Talent Scarcity, a #1 bestseller on Amazon: https://amzn.to/3XbCFw4
Connect with Bryan Briscoe: https://www.linkedin.com/in/bryan-briscoe-76584b5
Listen to our show archives: https://lhra.io/were-only-human-podcast/
Over the last year as companies struggled to find good people to hire and fought at the same time to keep their best staff, I knew there had to be a story there. I began digging into the data and found some surprising and potentially alarming details: there is a real talent shortage.
I began writing about my findings and soon realized that this was a problem that begged for solutions, so I gathered stories of companies that are hiring and keeping their people in creative ways. Today, I’m proud to announce that Talent Scarcity: How to Hire and Retain a Shrinking Workforce is now available on Amazon!
Not only that, but if you want to download the book 100% for free, it’s available this week only. Just click here and complete the free “purchase” on Amazon.
In the book, you’ll learn about:
- The key contributors to Talent Scarcity, both within the US and worldwide (including demographic changes, gig work, and personal choices)
- How companies like Coca Cola, Zapier, Audible, Delta Airlines, and other firms are evolving their People processes to find and keep the best talent
- Why and how business agility plays into how successful a company will be in this new environment
- And so much more
This is a message that needs to be heard by business and talent leaders just like you. Get your copy of the book for free today.
Note: if you’re like me and still prefer a physical book, that’s certainly available too.
We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace.
George Rogers, Chief Culture Officer, Lighthouse Research & Advisory
We’re Only Human — Episode 153
There’s no shortage of conversations today about DEI and the newest addition to that set of perspectives–belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case.
In today’s episode, you’ll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone’s plans to quit their job (spoiler alert: there’s a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.
This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib
Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/
Listen to our show archives: https://lhra.io/were-only-human-podcast/
“Our main priorities right now are not unlike all people leaders. We’re focused on hiring and we’re focused on retention. On the hiring front, it’s less about volume hiring. I think that everyone’s slowing down just a little bit. With this economy we’re focused on smart hiring and making sure that we’re bringing in the right people for the right roles. Making sure not just to check a box or to make sure we’re getting people in, but we want them to be happy in that role.”
Allison Lee, Chief People Officer, Persado
We’re Only Human — Episode 152
When we select candidates, bias enters the process. There’s no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado’s case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable.
As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.
“One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer.”
Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines
We’re Only Human — Episode 151
Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!
In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.