The idea of a “gig” isn’t anything new, but the concept of using gig workers as an alternative source of talent certainly is. More companies are starting to realize that getting a job done doesn’t always have to mean creating a requisition, posting a job, interviewing candidates, and making an offer. In the case of some new applications on the market, companies can bring talent to their front door at the veritable push of a button. Yes, really.
In episode 5 of We’re Only Human, host Ben Eubanks interviews AJ Brustein, cofounder and COO of Wonolo, an on-demand hiring application. Ben and AJ discuss Wonolo’s beginnings as a startup within Coca Cola to solve a specific talent challenge and how it spun off into its own brand. In addition, they talk about how companies can make use of gigs to not only meet company objectives, but to help meet the needs of workers as well. It’s a fascinating conversation and one that will challenge your assumptions about the on demand workers you meet on a daily basis.For more information about Wonolo, check out http://www.wonolo.com
If the gig economy topic interests you, be sure to check out my previous post on the topic about how to use the gig economy to find talent.
Subscribers click through to stream the show below or click here to visit the podcast site. As always, if you subscribe on iTunes, Stitcher, or your favorite podcast app, you’ll be notified of the new shows and never miss an episode.
To check out other episodes of We’re Only Human or learn more about what Ben’s up to, check out the podcast or the Where I’ll Be page.
In the latest episode of We’re Only Human, I explore talent mobility and its applications in the workplace. Talent mobility is the practice of using internal talent to fill temporary or permanent roles.
Unlike succession, which is typically a top-down approach, talent mobility takes into account the interests and aspirations of employees. As a talent practice, the idea of talent mobility isn’t necessarily new. However, there is renewed interest in the topic due to some interesting trends covered in the podcast, including changes in career longevity, employee ownership over career paths and work tasks, the gig economy, and challenges with sourcing high performers.
In addition, I examine some case studies and examples of companies that are doing interesting work with talent mobility, including World Bank Group, Chipotle, and Hootsuite.
Listen to the show on the show page HERE or using the widget player below, (Email and RSS subscribers click through)
For more information about Talent Mobility you can check out my presentation on Slideshare: http://www.slideshare.net/beneubanks/talent-mobility-the-key-to-engagement-retention-and-performance
As a reminder, you can subscribe to We’re Only Human and all the HR Happy Hour Podcast shows on iTunes, Stitcher Radio, and all the major podcast player apps – just search for ‘HR Happy Hour’ to subscribe and never miss a show!
If you check out a company’s profile on Glassdoor, one of the first things you see is the CEO approval rating. As an HR leader, this is a number that I was always concerned with as a signal for overall employee satisfaction. It’s common to hear stories about CEO approval in the news, and all of us have an opinion about our current and past leaders at the top of the organizational hierarchy.
But what goes into that measurement and how do company decisions affect the ratings?
Until now, most of the information in this area has been ad hoc or anecdotal. We’ve all seen the dozens of business books that tell us the secrets to success at a wide variety of companies. But Glassdoor has been able to gather enough data to show true, causal links between CEO approval and areas like culture, benefits, and work/life balance.
In this episode of We’re Only Human, I interview Dr. Andrew Chamberlain, Chief Economist at Glassdoor. Andrew and I discuss the links between CEO approval and executive compensation, what it means to be a founder versus an externally hired CEO, and what really matters to employees when it comes to rating the performance of their leaders. I hope you enjoy the conversation!
If you like audio content focused on HR, talent, and the workplace, be sure to subscribe to the HR Happy Hour podcast network on iTunes, Stitcher, or your favorite podcasting app to catch new episodes of my show and all of the other exciting shows on the HR Happy Hour channel.
I’m just a little bit excited today. I am part of a set of new hosts joining the HR Happy Hour Podcast Network with a new show, We’re Only Human. It’s a play on words and gives multiple meanings, because for starters, despite the pressure on us as HR leaders, we’re still only human. It also gives me a chance to talk about how, despite automation and other factors, we need to be looking at our people as human beings with needs and desires, not simply data points or engagement scores.
I start off the show by telling a story of how I inadvertently insulted my wonderful wife while she was in labor with our son a few years ago. Yes, and I’m still alive today to tell about it. Definitely check out the show and have a laugh at my expense!
*Note, since this was the introductory episode I included pretty much the entire transcript below. For future episodes the show notes will be a condensed version with highlights, links, etc. Thanks!
Gallup data from summer 2016 says that just under a third of employees are engaged. I’m seeing an increasing focus on this concept of the employee experience. Candidate experience. Customer experience. The natural extension of those elements is the employee experience. This isn’t just about employee engagement or the employer value proposition. It’s a broader look at the collective experiences people have in the workplace. From how their manager coaches them (or not) to how people interact with technology in the workplace, the employee experience is something that is becoming more of an issue for many employers.
Experiences are what separate good employers from great ones. For instance:
- When new hires start at the company they sit down and listen to an hour of policy edicts and rules telling them everything they can’t do. OR when new hires start they join with the other newbies to act out policy requirements to help cement the ideas while building social connections with their peers.
- Learning time! The employee clicks into the LMS only to click again, and again, and again. 47 clicks later she is able to access the training she was looking for. OR the employee opens up the LMS and it knows what she is looking for based on previous training, search activity, and other factors, bringing the content directly to her so she can skip searching and start learning.
- Whee! Open enrollment is here. The employee waits to receive a boatload of documentation from HR about what options are available and how much they are going to cost before hiring a translator to help them understand what everything means. OR the employee receives a video before open enrollment begins offering insights into new choices and options for coverage including high level overviews of costs. When it’s time for open enrollment, the employee already knows what he wants to elect and can take care of it within his own self service dashboard.
- Performance management month drives managers and employees crazy. Managers save up their “ammunition” for the one true performance conversation they have each year and employees save emails and prepare contingencies and excuses to avoid any nasty surprises. OR managers meet with employees on a regular basis, offering feedback around good and bad performance. At the end of the year, a summary of the recurring conversations is prepared and each party signs off on the summarized version of the entire year’s performance discussions. No surprises.
These are simple, experience-driven changes that can help to retain employees and demonstrate to them that they are valued. And, just in case you didn’t notice, two of these options are tied to technology and two are not. I know that there are plenty of companies that just don’t have the technology on hand or the budget to acquire it. At the same time, there are many technology options across the spectrum, from companies looking for low-cost support that can give them increased capabilities without the major budget line item to those with money to spend who are ready to find the right tool or technology to give them the edge over the competition.
With that in mind, I want to talk a bit about the new show and what you can expect.
The broad focus of the show will be on the changing nature of work and how technology impacts that. Over my working life I have seen an incredible number of changes in how we work, and I think that is an incredible trend that HR leaders need to be plugged into. Not only are we more flexible than ever, we also have a bigger focus on mobile, social, and collaborative work. We have technology that knows us almost as well as we know ourselves. We have this dynamic pull between a technology-enabled workplace and a desire to be more targeted toward a personalized, individual approach. I think that’s fascinating and want to focus on it more. In the coming months there will be interviews with practitioners, discussions with vendors, and other episodes to bring you the information you need to be at the top of your HR game.
If you have listened to the HR Happy Hour show for a while you probably caught me with my nerdiness in full swing. I do a lot of reading and book reviews and Steve occasionally would have a review on the show. I’ve known Steve and Trish for a long time and still remember the first ever episode of HR Happy Hour way back when. With the new shows on the network from Madeline, Mollie, and George, this is an exciting time for all of us at HR Happy Hour HQ.
Other episodes will feature interviews with practitioners, discussions with vendors and other content, but I know that this first episode is the obligatory “about me” conversation to introduce me to the world. Hopefully this helps to show you where I’m coming from and what you can expect from the show.
I live and work in Huntsville, Alabama. My career so far: lighthouse, BHG, practitioner. upstartHR, Part time consulting locally to stay plugged into the HR practitioner point of view. HRevolution.. Volunteer on my local SHRM board, which I think is important for helping to connect with and drive grassroots change within the profession. I’m certified and have my SPHR and SHRM-SCP. I love reading, writing, running, and spending time with my kids. Baby on the way.
As you can see, when I’m not making dumb comments to my wife, I’m doing a wide variety of things that I think make me a better HR pro and analyst. I wrote a piece recently called “why we need to break HR.” You can find it at upstartHR.com In it I explored one of my earliest interactions in the HR space with someone that told me that I would soon be another dead-eyed zombie shuffling HR paperwork. I vowed never to follow that path, and to this day I have never given in to the dark side. Chances are if you’re listening to this, you are one of those people that still holds out hope that this HR thing can bring value to our organizations and help people.
To get an idea of what I believe in, you need to check out the last few things I’ve published. They have titles like How to Analyze Source of Hire Data to Validate Recruiting Efforts, It’s Time to Break HR, How to Win Friends and Influence People: HR Edition
I think we have more of a chance than ever to bring some true value with the work we do within the HR field, especially with the increasingly fluid nature of work and how things get done. So, with that out of the way, I hope you join me for further discussion in future episodes and also check out the other shows on the network to get a better overall picture of this industry and how it is evolving. Thanks for listening and I’ll catch you next time.
Last week I had a chance to jump on the DriveThruHR podcast and speak with Mike Vandervort, a good friend and host of the show. I was a last minute stand in, so the title of the show has someone else’s name on it. Don’t be confused, because in the 30-minute interview I talk about what life is like as an analyst, what my favorite thing to do is in my daily work at Brandon Hall Group, and how the transition has been over the past 12-18 months.
I hope you’ll check it out and let me know what you think. The show is posted here or you can listen in the embedded player below.
Transformational learning, or transformative learning, is focused in part on learning that drives us to do things. Today I’m going to talk about what listening to over 500 hours of podcast programs has done for my learning, but first I’d like to tell a quick story.
Back when I was in high school, I played football. I was one of the smallest defensive players but somehow managed to nab a slot on the front line as a defensive end. I don’t know about you, but being ~170 pounds and facing the midsection of a 325-pound offensive tackle after he has just pulverized you into the dirt for the fiftieth time in a row isn’t my idea of a good time.
Anyway, after the Friday night games I would drive to my girlfriend’s house and we’d watch movies and have dinner together until I had to get home for curfew.
One night I was pretty tired (probably from a hard night of playing crash test dummy for a handful of 325-pound linemen, but I digress), and I was switching the radio around to find a station that would help me to stay awake for the 20 minute drive home. I happened across what sounded like an old radio program, and I realized it was a Twilight Zone episode that had been recorded for radio listeners. I was instantly hooked.
From that point on, I would leave her house every Friday night in time to listen to the first of the episode in the car. When I got home, I would park the car, wait for a commercial break, run into the house, and turn on my radio in my bedroom to listen to the rest of the episode. It was a strange and wonderful ritual, and I can still remember listening intently to some of the stories in my dark room after midnight. Spooky, but fun.
Even then I knew that audio was a more intense experience for me. I’ve read hundreds of nonfiction books in my lifetime, and I think my imagination is better for that. But I also love the opportunity to listen to stories and learn in the audio format. When I’m listening to fiction it feeds that imaginative nature and builds creativity, and when I’m listening to informational/nonfiction work I get the chance to boost my performance in all areas of life without having to dedicate the time I would if I was exclusively reading for transformational learning and personal development.
500 hours of podcasts – check
I popped open Stitcher, my favorite podcasting app, the other day and was surprised to see my “total hours of listening” number had reached 500.
In the big picture, 500 hours isn’t too much of my life. But to put it in perspective:
- I used to count ~2000 hours as the workload for a full time staffer for one year. So if I was employed to listen to podcasts, it would be a full time job for three whole months.
- If I follow the principles in The First 20 Hours, I could learn 25 new skills with that time.
- If the average TV show is ~40 minutes without commercials, I could have watched about 750 shows.
Now, I know that 500 hour figure is scattered over the past two or three years that I have been using the Stitcher app on my Android, but I’m amazed at it nonetheless. In case it’s not apparent, I very much enjoy listening to audio.
But this isn’t just about my preferences. I think you would enjoy it, too. In the rest of this article I’m going to talk about what I listen to, why, how, and when/where. I hope this helps you to get a better understanding and maybe even drives you to check out some of the options out there.
Podcasts I listen to
I listen to a variety of podcasts and am always searching for more to add. I don’t do profanity, but otherwise I’m open to checking out pretty much anything.
- HR Happy Hour–a show that lasts less than an hour, but is packed with fun conversation, interesting people, and trends affecting the world of HR.
- Smart Passive Income–this show features great topics surrounding the world of internet marketing and has helped me with this site as well as with HRevolution.
- 48 Days to the Work You Love–I have listened to Dan Miller on this podcast for over 8 years now. I can remember listening to an episode while driving on my honeymoon back in 2007. Great content on careers, doing what you love, and entrepreneurship. Very positive.
- Entreleadership–Dave Ramsey’s small business/leadership focused content. They usually interview a nonfiction author and discuss the person’s latest book. Good for content focused in small chunks on specific topics.
- Michael Hyatt–I recently added Michael to my list after several stops and starts. I like some of the content but other parts are too general/generic for me. He was the former CEO for Thomas Nelson publishers, so I like the book publishing information but some of his leadership stuff just isn’t hard-hitting enough for me.
- Pseudopod–Last year I added some content like this and the next one as a way to get more “fun” out of the podcast medium. Pseudopod is a horror fiction show (they also produce both SciFi and fantasy options) with great narration and stories. Not every story is a winner, but often times they are.
- No Sleep Podcast–This is the first podcast I’ve ever paid for. David, the editor, started the podcast on a whim a few years back. I was listening from the beginning. A year later he quit his job to do podcasting full time. The NSP typically covers several shorter stories and are less subtle than Pseudopod, but still great.
- How to Do Everything–this is an NPR podcast where the hosts talk about news, listener calls, and how to do, well, everything. For instance, recently a listener called and asked why they couldn’t wear a penguin costume for the “penguin encounter” at their local aquarium. The hosts interviewed someone about penguin life in the aquarium and it was very interesting. Another recent episode talked about how one college in the UK used micropigs to help lessen testing stress. Yes, it’s usually funny as well.
- Freakonomics–I’ve mentioned my love for Freakonomics here several times. Being a college economics professor was always one of those things I dreamed about doing but somehow made it into HR instead. I love economics and learning more about some of the unasked questions these guys focus on in the show. Very entertaining and informative.
This is not necessarily a podcast, but I also use iHeartRadio to listen to the Dave Ramsey show replay whenever I have exhausted current episodes in my podast list or when I need something that is safe for family listening.
Why I listen
Three simple words: enjoyment, entertainment, and education.
- Enjoyment: I just want something interesting to listen to (I rarely, if ever, listen to music in the car #fact).
- Entertainment: I’m doing something unpleasant and want a distraction (dishes, cleaning the garage, or organizing my office).
- Education: I am focused on a specific area and want to improve my learning (marketing, writing better copy, improving knowledge of enterprise HR vendors, etc.)
I love sharing things I hear and learn. Last week I was coaching a lady at a job fair and asked her what kinds of things she watched, read, and listened to. Her response was “junk.” I gently reminded her that what we have to say is a direct result of what we’re putting into our brains. If we want to be positive, engaged people with intelligent things to say, then we need to be putting those kinds of things into our heads.
Years ago Earl Nightingale released what some consider to be the first ever motivational audio recording (it was on an actual record, if that tells you how far back). It was called The Strangest Secret. The gist of it was this: we become what we think about. If you spend the majority of your nonworking time thinking about TV, celebrities, and other things that have zero impact on your life, then you will ultimately see the results. Similarly, if you spend a portion of that time listening and reading, you’ll see those results as well. I have documented well my love for reading, which is due in part to great quotes like this:
“The difference between where you are today and where you’ll be five years from now will be found in the quality of books you’ve read.” – Jim Rohn
But today we’re focusing not on reading, but on tranformational learning via audio. It breaks down the barrier of “I don’t like reading” for those of you that use that as a reason to avoid any sort of personal development.
I would encourage you to open your favorite podcast app and do a few quick searches for things you like. This doesn’t have to becessarily be about learning HR and leadership, although it doesn’t hurt to pick up some new ideas in those areas. For instance:
- If you like cars, find a car/auto show
- If you like knitting, find a knitting/crafts show
- If you like small business, find an entrepreneurship show
- If you love being a parent, find a parenting show
- If you enjoy inspirational stories, find an inspiring/uplifting show
There are hundreds of options. Once you start narrowing them down you’ll have your own custom playlist, and I’d love for you to share it with me in the comments below. If you already listen to podcasts, what is your favorite show?
How I listen
I use the Stitcher app on my Android Moto X to play the podcasts. It was funny, because on a recent weekend trip we were in an area without service for a period of the drive. My wife asked how I was able to listen to the podcasts because she wasn’t even able to get Facebook up on her phone. :-)
What I do in order to save date usage is I’ll turn on the app when I’m at home or somewhere with WiFi (which is pretty much anywhere these days). It will automatically download and sync the latest episodes of my favorite shows for offline listening on the go.
Where/when I listen
As I said above, I listen to podcasts when I’m driving, when I’m doing physical labor somewhere, or when I am trying to keep myself awake.
When I am doing dishes or something where I’m fairly stationary, I will often keep headphones off and let it play out loud as long as it’s family friendly (some of the horror shows are a bit much for everyone else in the house). I love the idea of the kids growing up listening to positive, encouraging audio like Zig Ziglar and Dan Miller’s 48 Days show, though.
Funny enough, here are the times I rarely listen:
- When I’m running
- When I’m working
Yes, I know. That is when many people most want to listen. I’m not saying that this is the “right” way to do it; I’m just saying that it is an example of my own personal preference for the medium. Enough about me and my habits, what about yours?
Do you listen to podcasts? What kinds? Where is your favorite place to listen? Why?