Engaging a Field-Based Workforce-Lessons from Nussbaum Transportation on We’re Only Human

“You can reconcile accounting, but you can’t always reconcile people.”

Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation

 

We’re Only Human — Episode 104

 

Turnover in some trucking and transportation companies runs nearly 100% a year, meaning they turn over virtually every employee over a 12 month period. But at Nussbaum, the turnover runs under 30% a year. What’s the secret, and how can other employers with a field-based or remote workforce apply those principles to create better employment outcomes for their people? In this episode, Ben talks with Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation, about how the company has cracked this code. It’s a great case study on caring for people and delivering a great experience, regardless of where employees are based. 

 

Learn more about Nussbaum’s purpose-driven culture: https://www.nussbaum.com/purposedriven/ 

Connect with Jeremy: https://www.linkedin.com/in/jeremy-stickling-71a5b112/ 

 

Find out how to align your own values and work style with the kind of company you want to work with: https://mailchi.mp/upstarthr/5-hr-career-questions 

What is a Good HR Job for Introverts? [Reader Question]

Occasionally I get a question from a reader, such as below. If you have a question you'd like to ask here or on the podcast, please send it to questions AT upstarthr.com or record a short voice note here anonymously: https://upstarthr.com/question

See other reader questions here. Today's question is about how introverts can thrive in the world of HR. 

What is a good HR job for introverts? I am somewhat shy and am looking for a way to follow my passion for HR without totally stressing myself out. 

Monique

Hi Monique! Thanks for asking a question that so many of us have wondered about. Truth be told, I’m quite shy in person. When at events where I don’t know someone, I’m often more likely to read a good book in my hotel room than go to a networking event and meet people! While there are tons of HR job titles and jobs out there, I am going to make the case that introverts can do many of those very well. 

Some research shows that we are fairly split as a group of introverts and extroverts in the human race, but it can feel like extroverts really run the show in many cases. However, I have met so many people who are able (like I have trained myself) to appear boisterous and friendly while maintaining their introversion at the same time. Let’s break it down a bit. 

Shyness vs Introversion

Continue reading →

Empowering Your Internal Experts for Better Learning Outcomes on We’re Only Human

I really do believe this is a moment for learning and training that could see a transformation that benefits learners. 

Simon Greany, Elucidat

 

We’re Only Human — Episode 103

 

How many times have we in HR and learning been forced to create content in subjects we knew little to nothing about? In today’s episode, Ben talks with Simon Greany from Elucidat about how the company supports employers through technology that enables subject matter experts to cocreate learning content. 

At the end of the day, learning is about performance. It’s not about making people happy (though that can be a byproduct). And having targeted training that meets the needs of the workforce is the best option for creating sustained performance over time. 

 

Learn more about Elucidat: https://www.elucidat.com/

 

Learn about myHRfit: http://myhrfit.com 

See where you can find the podcast: https://lhra.io/podcast 

Measuring Productivity in the Modern Workplace: Prodoscore on We’re Only Human

“We can’t forget about being human.”

Tom Moran, Chief Strategy Officer, Prodoscore

 

We’re Only Human — Episode 102

 

When workers gathered to work on assembly lines, productivity was easy: you counted the widgets produced per hour. In the modern workplace, it’s a much harder proposition. How do you know when knowledge workers are really accomplishing what they need to be? 

In today’s discussion, Ben dives into those questions and more with Tom Moran of Prodoscore. Prodoscore is a productivity intelligence tool designed to help companies understand how the workforce gets things done, who may need help, and where opportunities exist for smarter business practices. 

Tom shares how Prodoscore helps customers measure individual worker productivity, how the data can serve as a performance coaching tool, and more. 

 

See Prodoscore’s ethical pledge: https://www.prodoscore.com/company/#pledge

 

How to Identify High-Potential Employees?

High-potential employees are crucial to the company's future success. But here's the problem: many businesses suffer from a high strain identifying, developing, and keeping high-potential employees (HIPOs) within their teams. It makes them difficult to thrive, especially today, where both physical and online markets have a neck-to-neck competition. 

Harvard Business describes high potential talents as people who outshine their colleagues in many different situations and settings both in a momentous and dependable manner. In fact, studies revealed that organizations consider HIPOs about 50% more valuable than other workforces – with over 20% output scales and 90% extra effort to attain business goals. 

High Performing vs. High Potential – Are There Differences?  Continue reading →

2021: A Personal Update and a Look Ahead

If you follow the blog closely you have noticed that I’ve gone a bit quiet in recent months other than episodes of the podcast coming out. I can pull out the reasons/excuses if you like:

  • Work has been intense (partly due to the madness of navigating a pandemic) and frankly, balancing ever-present kids and work has been mentally tiring. On the plus side, I’m getting quality time with family that I might never get again, so it’s a worthy trade off long term. :-)
  • We’ve had deaths of close friends and connections, and that accumulation over the last 12 months has pulled at my soul.
  • I finally rehabbed my knee tendon issue (was off of running from January to October). But I got overexcited with returning to running (my favorite stress buster), putting too much stress on my foot and prolonging my recovery.

I took a bit of time off around the holidays (even had a new year’s eve dance/glow dance party with the kids) to take a much needed pause.

dance party

Taking off a bit of time has been helpful to rejuvenate and refresh my thinking and ensure that the coming year includes the things that you’ve come to expect from this blog: fresh perspectives, practical advice, and maybe even a bit of entertainment in the form of audience questions.

I’d love to hear from you–what do you want to see more of here?

  • Practical advice?
  • More questions answered?
  • Inspiration and encouragement?
  • How-to’s?

I’ve been running this blog for over 10 years now and while I have some ideas on things to cover this year, I’d love to hit the things you care about, the things that inspire you, and the things that make you a better person and HR pro. If you like the reader questions, I’ll publish more of them! If you prefer more inspirational pieces to encourage you, we can do that, too. I’d just love to know, really.

A few things on my radar for 2021

Super secret project: I’m on the verge of finalizing a new tool that helps you to see how your work style fits into HR, whether you are leading a team, looking for a job, or just trying to find out what role is best for you within the HR spectrum. SO excited about this one. It’s going to be incredible. Hoping to announce/release it within the month!

HR Summer School: I am already in early talks to bring back a version of the immensely popular HR Summer School for 2021 with a new set of voices and perspectives on things that matter to each of you.

Learning Reimagined: If you focus on learning and/or talent development, you should check out Learning Reimagined. It’s going to be incredible and unlike any virtual event you’ve seen so far (and better than many in-person events, too). I’m partnering on this one but so excited to see if come to life.

Speaking/Events: As of now, there are one or two events that are scheduled in physical locations, but they may still be pushed back as did everything in 2020, depending on vaccines and other developments. Much more likely that I’ll continue the trend of virtual events, both speaking and organizing, alongside the team at HR Tech Roundtable as I have in 2020.

Podcast/Livestream: I’m continuing with the podcast and the new weekly video livestream show on LinkedIn and YouTube (check out HR Tech Talks if you haven’t already seen it), but I’m always up for ideas for content if you have anything you would like to see me cover on the shows!

Local/volunteering: I’m incredibly thankful for an opportunity to support my local HR chapter as a mentor this year in our Mentor University program. I was a participant on the receiving end over 10 years ago in the first program, and I always said I’d pay it forward if someone gave me the opportunity. I’ve been paired with a wonderful HR pro that shifted from a career in technology, and I can’t wait to learn from her as well as help her with her professional growth.

Bottom line: it’s going to be an insightful and invigorating 2021, and I’d love to have you play a part in that. Tell me what you’re looking for, and we’ll make it happen.

Mediocrity, Clarity, and Personal Brand with Carla Patton on We’re Only Human

“We allow business leaders to dictate things based on who they like, who they golfed with the last weekend, and things like that when it should be: ‘Who is doing the work and who is a benefit to our work environment and our culture?'” Carla Patton, HR Executive

We’re Only Human — Episode 101

One of the challenges in the last year is that the pandemic showed the cracks in the relationships created by poor leadership. In an office environment, there are enough opportunities to smooth over mediocrity from a leadership perspective, but when things are virtual, those kinds of behaviors like favoritism or simply being inept become magnified.

In this episode, Carla Patton encourages us to stop accepting mediocrity from our leaders and hold them to a higher standard. It’s not just about business results–it’s about the kind of environment they create for their team and whether that environment encourages performance or hinders it.

Links:

Ben on the Paychex HR Podcast: https://open.spotify.com/show/3F4a4zK3l0PSQEMf9wl5du

Connect with Carla on LinkedIn:

https://www.linkedin.com/in/carlahpatton/

Check out The Career Salon podcast with the HR Twins:

https://open.spotify.com/show/0zUiPwDUotwiu5dna1WrLa