Category Archives: General

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/ 

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? 

Is your organization ready for this $3M cost due to human error?

According to new research, US-based organizations face an average cost of $3.86 million for a cybersecurity breach. 

Do I have your attention?

Now for the piece that most of us don’t realize: these types of breaches are most often due to human error, not to some sophisticated spy techniques or sneakiness. That’s where cybersecurity crosses paths with HR. This not only has a safety and security element (both squarely in our wheelhouse as HR leaders), but also a training and engagement piece as well.

Erika and I talk about examples in the episode linked below (some of them quite scary), but how about a very fresh example of why this matters?

Just yesterday I got an email from one of my employees that said:

I just changed my bank. Can I change my direct deposit information before the next payday? This is an emergency.

I started to respond, but when I looked at the email address it came from, I saw that it was NOT from my employee! This was someone trying to scam the company into paying money into another account.

This kind of thing is going to get more prevalent, not less. All of us need to get smarter on how to handle this critical issue, especially as more companies are either going virtual or adding remote team members.

Check out the episode

“I think as HR leaders, one of the biggest things that we have to do is never lose sight of the people.”

Erika Lance, SVP of People Operations at KnowBe4

We’re Only Human — Episode 110

In today’s episode, Ben talks with Erika Lance of KnowBe4 about the importance of cybersecurity and how HR can play an active role in supporting this critical business issue. At the end of the day, cybersecurity is primarily a people issue more than anything else, and Erika will share tips and strategies for how to make this a priority in your organization. She will also share tips on building better stakeholder relationships with IT and information security teams, which strengthens HR’s credibility with the business.

Learn more:

knowbe4.com

Connect with Erika on LinkedIn https://www.linkedin.com/in/erikalance/

See our archives and subscribe: http://lhra.io/podcast

Connecting Healthcare Operations and Recruiting at Mercy on We’re Only Human

“It’s about understanding that workforce isn’t a recruiting job. It isn’t a leadership job. It’s everybody’s job. If you have needs in the workforce, you must communicate them. And the vehicle to do that is our recruiting team.”

Betty Jo Rocchio, Chief Nursing Officer, Mercy

 

We’re Only Human — Episode 109

 

One of the consistent priorities in our research over the last few years for recruiters is to align with the business and build deep, strategic partnerships. In today’s episode, you’ll get unique insights from Mercy about how the talent acquisition leadership interacts and engages with its nursing operations leaders. 

Ben talks with Kayla Drady and Betty Jo Rocchio about their partnership, how they interact with and support each other (especially during COVID times), and what lessons they think other talent and business leaders could use to create deeper relationships. In this episode you’ll learn how to create that lasting, impactful relationship with key stakeholders, including the role of skill data, analytics tools, and more. 

 

Learn about Mercy’s recruiting activities and openings here: careers.mercy.net

Learn about Mercy’s mission: mercy.net/about/ 

Thanks to Phenom for introducing us to Mercy! 

See our episode archives for We’re Only Human and subscribe: http://lhra.io/podcast  

 

Making Magic for Candidates with Paradox.ai on We’re Only Human

“We are what we call a conversational AI platform, the main product being our AI assistant, which was built with a really simple kind of mission to create magical experiences for candidates.” 

Josh Zywein, Paradox.ai

 

We’re Only Human — Episode 108

 

Chatbots aren’t new. Most of us have used them as consumers to get support when we visit a website for a cable or mobile phone provider. Plus, in our last report on chatbots in the recruiting technology space a few years ago, we found over 25 different companies offering bots and tools to help employers automate and streamline their hiring.

But not all of them are cut from the same cloth. 

In this interview with Josh Zywein from Paradox.ai, we talk about how recruiting chatbots have evolved and how the company’s bot (Olivia) has served customers like Nestle, McDonald’s, CVS Health, and others. 

We also talk about why chatbots aren’t a “DIY” project and what you can get with a dedicated, purpose-built system. 

 

Check out the show archives, subscribe, and more

 

Connect with Josh, Olivia or the Paradox team: 

http://paradox.ai (you can even chat w/Olivia on the website!)

Email: josh@paradox.ai