Author Archives: Ben

Prioritizing Skills to Drive Talent Agility at H.B. Fuller

“How can you build things that are as small as they can be so that you can plug and play and you can pivot and change? The way that I think about manifesting that in talent programs is thinking about more of a skills culture. If we have the skill of adapting and coping, for example, and we know that’s a critical element in a lot of areas of our organization. Let’s go ahead and build programs around building that skill up, then we can quickly pivot and change as the organization’s needs change.”

Becky Layana, Global Talent Program Manager, H.B. Fuller

We’re Only Human — Episode 141

In today’s dynamic workplace, employers need to think about how they can create high-impact talent programs that deliver results like engagement, performance, and retention. At H.B. Fuller, this is a top priority. In today’s discussion, Ben and Becky Layana, Global Talent Program Manager at H.B. Fuller, examine how the company prioritizes talent, what that means from a culture and values perspective, and how it opens up opportunities to get the best from people while still supporting the business. 

Most importantly, listen to this episode and how much importance is placed on talent management as a business process/practice, not just a siloed HR activity. There are some excellent takeaways on that front. 


Show Notes

Connect with Becky on LinkedIn

Thank you to the team at SHL for making this connection for us!

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The Data Behind Paid Leave and What Workers Really Want

“I think the the one stat that came out of this research, that nine out of 10 employees would be more likely to stay with their employer if they had this benefit, I was just kind of blown away.”

Rob Whalen, CEO, PTOExchange

We’re Only Human — Episode 140

One of the most common employee benefits is paid leave. Employers offer a variety of options, from more standard accrued leave during every pay period to a newer option for “unlimited PTO.” But how do people feel about these benefits? 

Well, the data are in, and you might be surprised by what you learn. 

In a new research study of 1,000 North American workers, we found that many of them have issues with the Paid Time Off (PTO) programs their companies offer. In this episode, Ben dives into the data with Rob Whalen to understand how workers feel, what they desire, and how employers can embrace flexibility in a powerful, tangible way. 

Listen in to learn: how men and women see this differently, what this means for low-income workers, and why diverse individuals may have different feelings about PTO plans. 

Show Notes

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How Montway Auto Transport Uses Stay Interviews and Employee-Centric Training

“Stay interviews are highly under-rated, but yet can provide , so much insight to your employees and so much data. It’s almost like a secret weapon or secret tool that  companies just don’t take advantage of.”

Amanda Turbeville, Global Head of Human Resources, Montway Auto Transport

We’re Only Human — Episode 139


In today’s challenging hiring environment, employers need a way to connect with their people. Compensation? It’s a start, but it doesn’t motivate long-term. What about autonomy, training, and support? Those can create lasting connections with staff and drive retention in a powerful way. 

But where do you start? In this conversation with Amanda Turbeville, Global Head of HR for Montway Auto Transport, you’ll hear how the company leverages stay interviews not just to keep people, but to help define custom career paths to keep them engaged and connected with the organization. Amanda opens her play book and shares the questions they ask in these stay interviews as well as how they are utilized. 


Show Notes

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Case Study: Kimberly Clark Revitalizes Employee Self Service

“In 2021, our employees asked about 27,000 questions from the chatbot and completed about 16,000 transactions. So this year our focus is really on reinforcing awareness and adoption while we’re working to continue to improve our processes, our content, and our support structure.”

Nicole Sloan, Employee Experience Leader, Kimberly Clark

We’re Only Human — Episode 138

For many workers at large companies, the only way to get help is with a phone number or a web portal. While there’s nothing wrong with those actions, they can be disruptive to the daily flow of work and even difficult for those working in positions that don’t lend themselves to office or desk work. 

Kimberly Clark’s Employee Experience team knew this and set out to change the fundamental interaction points for the firm’s 46,000+ global workforce (including everything from desk workers to front line workers and everything in between).

The plan hinged on the implementation of KayCee, a chatbot that drove rapid, tailored interactions for every single request that came in. Listen to this episode to hear how Nicole Sloan and her team approached this challenge. In addition, we get to hear from Melissa Swisher from Socrates about how she and her team helped to enable these positive outcomes with a personalized, responsive chatbot experience for the workforce. 

If your company is thinking about a chatbot for employee self service, this story is going to give you good ideas and insights for your journey. If you’re already on that path, this conversation has good ideas for process improvement that you won’t want to miss. 

Show Notes

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Psychological Safety, Resilience, and Work with Dr. Allessandria Polizzi

“We’re talking ISO 45003 that I highly recommend people look at . Or you can talk to people like me who can break it down into regular language. Those three components of psychological health and safety, which are the structure, the environment and the expectations of behavior.”

Dr. Allessandria Polizzi

We’re Only Human — Episode 137

In the workplace today, one of the common phrases that gets thrown around a lot is “psychological safety.” But what is it, and how does it fit into the bigger conversation about resilience at work? 

In this episode of We’re Only Human, Ben talks with Allessandria Polizzi about this intersection, exploring practical ways to bring this from idea to reality. While it’s easy to feel like these elements are “soft” or unimportant in the bigger scheme of things, they are emerging as critical leadership skills. Listen in to dive into concepts like self compassion, organizational dysfunction, and more. 

If you enjoy this episode, you’ll probably also like our talk with Faye Ekong from RavelWorks Africa on how to diagnose culture issues within the business.

Show Notes

Connect with Allessandria on LinkedIn

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The Business and Human Value of Organizational Transformation

If we want to transform and do things differently, we always have a big “why.” We have a purpose we are going after.  When I think about transformation, I say, how would you make a preferred way of working which will create delightful experiences for people at the center of that change?

Shalu Manan, HR Transformation Strategist

We’re Only Human — Episode 136

Change is inevitable, but there is a right and a wrong way we can present and represent change as HR leaders. In today’s episode of We’re Only Human, Ben talks with Shalu Manan, an HR Transformation Strategist working at Genpact. Shalu shares her personal stories of leading through change, identifying value points for the business, and driving positive experience for the workforce. 

If you work for a business that is facing change on any scale (and we all do!), then this episode is going to give you the ideas, insights, and inspiration that you need to see it through. 


Show Notes

Connect with Shalu on LinkedIn

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Want to see me get a performance review LIVE for the first time in 6+ years?

Recently I had the pleasure of joining Troy Vermillion on Eight Hour Grind, a show that looks at work trends.

The topic? Performance management. 

After sharing with Troy some of the best ideas from our research, he sprung a surprise on me: my very own performance review! If you click to watch the video below, it will auto-jump to the time where the performance review begins.

How would you rate me based on my responses? Exceeds expectations or needs improvement?