“There’s a lot of blame going around. Rumors, gossip, people are on their guard.  So this kind of hidden anger and passive aggressiveness that I have seen, [what’s] always an eye-opener with clients is how many people need to be CC’d on any given email. So the more people that are CC’d in anything gives you an indication: there’s a bit of fear, and so that shows that there’s generally low trust.” 

Faye Ekong, Managing Director, RavelWorks Africa

 

We’re Only Human — Episode 116

 

In the organizational context of change management, it’s easy to become frustrated or flustered with people about how they feel about policies and decisions. But as Faye Ekong so clearly illustrates in this conversation on We’re Only Human, we should hold them accountable for their actions, not how they feel. 

In addition, Faye shares insights on organizational health (and a lack of it) with examples that will make you smile and nod along with her. Her work in Africa in may ways reflects the work of HR leaders around the globe, and her advice is helpful for driving better change and HR outcomes. 

 

Connect with Faye and RavelWorks: 

https://www.linkedin.com/company/ravelworks/?originalSubdomain=ke

https://www.linkedin.com/in/faye-ekong/?originalSubdomain=ke

 

Learn more about We’re Only Human, check out past episodes, and more: 

http://lhra.io/podcast 

“So the nerdy neuroscience about the brain is that your brain can’t distinguish between a real-time event or if you visualized it.  But when you when you walk yourself mentally, emotionally, visually through those things, and you just see yourself doing them and being successful, that’s the really key piece.”

Roger Kitchen, Mental Skills Coach

We’re Only Human — Episode 115

High-performing individuals in music, athletics, and even business use coaches to help them accomplish their goals, but have you ever thought about the importance of mental skills at work?

For knowledge workers (and HR leaders), the vast majority of performance isn’t physical in nature, it’s mental. And yet we let ourselves continue doing what we’ve always done, missing opportunities to create better performance and work habits.

In this fun interview with Roger Kitchen, a mental skills coach, Ben and Roger dive into the key aspects of creating good work habits, focusing mental performance, and driving better satisfaction and resilience.

Connect with Roger on LinkedIn: https://www.linkedin.com/in/rogerkitchenjr/

Learn more about We’re Only Human, see previous episodes, and subscribe: http://lhra.io/podcast

“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/ 

“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 

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/ 

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.

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