Virtual Open Enrollment and Benefits Communication Strategies on We’re Only Human

“We need help communicating the benefits we pour our hearts and souls into and making them successful for our employees.”

Jesse Albro, Flimp Communications

We’re Only Human Episode 90

Heads up: open enrollment will happen this year. While this seems like the strangest year in, well, forever, it also has some predictable elements to it. That said, how do you plan for a virtual approach to open enrollment? How do you measure the impact of your communications/ How do you support your people as they think more carefully about health and wellness than ever before? 

In today’s conversation, Ben talks with Jesse Albro from Flimp about these topics and more. Jump in and learn how your company can plan and implement a more virtual and scalable approach to open enrollment. 

Learn more about Flimp: http://flimp.net/

working parents

Childcare, School, and the Workforce: Practical Ideas for a Universal Challenge

A new study shows childcare shortages in the U.S. are costing employers $12.7 billion a year due to lost productivity. As the dad of four kids ages 10 and under, I can understand where the numbers are coming from.

Over the last few months, we’ve seen tremendous growth in the number of conversations about childcare and how it relates to the workplace. COVID-19 shutdowns have put parents in the stressful situation of struggling to balance work while having children at home. Add to that discussions about virtual schooling, and it’s easy to see how this has become a central pain point for employees – and the organizations frantically trying to support them.

In this livestream session to be held on Tuesday, September 1st at 12:00 central (1:00p eastern, 10:00a pacific), panelists will bring a diverse set of perspectives, eye-opening data, and concrete examples to help employers consider how they can support parents in the workforce.

However, I’d also love to hear from YOU during this session. Has anything worked well for you? What has been your experience? How can we learn from each other and from our set of expert panelists and practitioners? After all, a rising tide lifts all ships, and any knowledge shared in this area makes for better outcomes for all of us.

Combining Learning, Technology, and Culture with Christopher Lind on We’re Only Human

“For me it’s always been about focusing on how we can use technology to transform the way we develop, grow, and care for our employees.” Christopher Lind, learning technology leader at GE Healthcare and founder of Learning Sharks

We’re Only Human episode 89

In today’s discussion, host Ben Eubanks digs in with Christopher Lind on how to use technology as a piece of the bigger picture of supporting the workforce from a learning perspective. Discussion topics include knowing the business, what your learning culture looks like, and how to stay current on the technologies that enable better business performance. 

 

Connect with Christopher on LinkedIn: https://www.linkedin.com/in/christopherlind/

Learn about the Learning Health Check Assessment: http://learningsharks.com/

Compassion and Connection: Keys to a Better 2020 on We’re Only Human

“This year has really redefined what compassion means to me. The need to have compassion for others, whether it’s wearing a mask for those at high risk when I’m going into a store or what role I can personally play in social injustice, it really is all just coming back to compassion.”

Lesley Lyons, PeopleStrategy

We’re Only Human – Episode 88

In this conversation Ben interviews Lesley Lyons, a marketing executive with PeopleStrategy, to talk about the themes of connection and compassion and how they play a part in helping each of us support each other during challenging times. Lesley also announces the new Antiracism Forum, a free event for business leaders to get expert insights on how to build antiracist cultures. 

https://www.peoplestrategy.com/AntiracismForum

Connect with Lesley: lesley.lyons@peoplestrategy.com 

strongerHR ebook

Supporting Our HR Friends #LookingforWork (#strongerHR: Volume One)

As I posted a few weeks ago, we have been working on some resources to help those of you in the community that are looking for work right now. I’ve been talking to many of you in one on one conversations and while I am really hurting for each of you, I am also thankful to have so many passionate, committed professionals in our space. To Paula, Jermaine, Nina, Joseph, and so many more, we see you, and we want to support you.

Earlier this summer you all know that I was thrilled to host HR Summer School. We have quietly had the replay of that available for sale for the last few weeks to help us start funding some resources to help those who are out of work and trying to reconnect with employers. We appreciate those speakers who gave their time in June–their efforts are still helping to support the community and I am getting messages daily from people who are appreciative of the education and inspiration that HR Summer School offered.

Announcing #strongerHR

I don’t believe in coincidences, but I happened to run across Molly Shelton in the midst of this mission to serve the unemployed community in our space and she was already working to help those looking for work. We partnered up on the #strongerHR eBook, and I’m so excited to announce Volume One is now available.

Shout out to Molly Shelton for helping to pull this together and Jacki Gil for her amazing design work on this!

strongerHR ebook

This eBook is meant to serve a few purposes.

  • First, it helps us highlight the strength, diversity, and value that exist in the HR community right now.
  • Second, it gives each of the participants a resource, an asset, that they can leverage when they are talking with employers that may help them stand out.
  • Third, it gives each participant a chance to really focus and hone their message and perspective around a topic that matters to HR leaders today. This can help them to be more polished in the interview process.

To each of you that read it, there’s a benefit too! It gives you a set of unique perspectives on the work we’re doing in the HR space and may encourage you to think differently, consider a new idea, or push a boundary that you didn’t realize was there. I was really thrilled to read the ideas put together by this list of HR leaders.

As far as what’s next, we’re working on other eBooks and have enough submissions for several more already. We are doing this as a volunteer effort so we are hoping to get Volume Two out in the next month or so.

Stay tuned. Share this with your friends. And let’s keep helping those that are trying to get back into an active employment role. We’re all better for it.

antiracism forum

Antiracism Forum for Business Leaders: You’re Invited

Did you know that research shows diversity training doesn’t create better environments for people of color in the workplace? (HBR) That’s partly due to the fact that these programs spend time telling people how to avoid legal trouble, not how to actively understand, support and encourage these individuals that bring value, insight, and perspective to the business.

What if we could change that?

Later this month I have the distinct honor to participate in an event that’s trying to help make strides in this direction. George Rogers and I will be co-moderating the Antiracism Forum put on by PeopleStrategy in conjunction with the National Association for African Americans in HR. I am honored to have a front row seat to the conversations with an amazing array of experts to learn and grow alongside the audience.

Do I expect to be comfortable? No.

Do I think it’s going to have an impact and help change the world for the better? Yes. Yes I do.

Side note: if you don’t have the pleasure of already knowing George Rogers who will be moderating the event with me, he’s an amazing leader and professional. I am thrilled to be able to share the virtual stage with him.

If this sounds interesting, click here to register for free. You can also read on below for what to expect from this special event.

antiracism forum

Just like we know that there’s value in having diverse individuals in a group to add perspective and insight, we know that making a change has to be a group effort.

Each day of the event, George and I will be facilitating panel discussions around key issues that we need to get right from an employment perspective: culture, hiring, development, and more. It’s our goal to push past the comfortable boundaries of diversity to the uncomfortable conversations of racism and equality. It’s not enough to claim support. It’s time to act.

We have a series of world-class speakers, teachers, and practitioners ready to contribute their expertise. Some of the confirmed panelists include:

  • Chaveso Cook, US Army Major, mentoring expert, and doctoral student at Tufts University
  • Sarah Morgan, HR professional, inclusion advocate, and founder of the upcoming HROI Summit
  • Jon Walton, expert in multicultural leadership development and veteran change transformation leader
  • Lakisha Brooks, Chief People Officer, training and coaching expert
  • Stephen Paskoff, Esq., an expert on workplace legal issues and culture/leadership change

Click here to register for free.

One last thing: please feel free to invite your team. Bring your managers. Make it a requirement for your executive leadership. Invite your peers.

So many of you are likely putting together diversity training, and as I mentioned to start this article, that is unlikely to lead to any substantive change. That’s not an indictment on you–that’s a function of how we learn as humans. You could use this forum as the curriculum for your own development program around racial justice. For instance, have your team join for the discussions with you, then debrief together afterward to see how the concepts tie in with your culture, your people, and their unique needs.

This is an active conversation, not a passive one.  Together we can work to change the conversation.

ways to learn human resources

Do I need an HR degree to apply for an HR job? [Reader Question]

I get a lot of questions from readers about HR careers, job searching, HR certification, and more. If you have a question you’d like to see answered here, please send it over! See other questions I’ve answered here.

Is an HR degree required to apply for a job in HR, or are graduates with other degrees also considered for these roles? -Dominique

Hi Dominique!

Six months ago, I would have said no. Right now, I’m going to still say “no” but with a caveat. This changed everything in the job market: Continue reading