HR Data Labs podcast

Send us a textSusan LaMotte, the founder and CEO of exaqueo, joins us this episode to discuss the intricacies of acquiring custom data for your organization, how to pull the most impactful insights from that data, and how to secure support (financial and otherwise) for data collection. [0:00] IntroductionWelcome, Susan!Today's Topic: The Importance of Custom Data for HR and the Future of Benchmarking[5:55] What are HR teams missing when working with large amounts of data?Data vs. insightCritical data analysis that many HR teams overlook[17:01] How to gain useful insights from HR data?Quantitative vs. qualitative insightsHow organizations can address and accommodate their employees' personal needs[30:51] How can you get the data you need?Seeking data and insights from outside the digital norms like social mediaHR teams' ability to secure necessary funding for data collection[41:46] ClosingThanks for listening!To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a textSarah Katherine Schmidt, Vice President at Peoplelogic, joins us this episode to discuss why performance management fails so many employees today and how improving performance management increases employee engagement and retention.[0:00] IntroductionWelcome, Sarah!Today's Topic: Revolutionizing Performance Management for Today's Workforce[4:27] Why Sarah advocates for agile performance reviewsHow regular feedback reduces recency bias and improves accuracyWhy psychological safety should be built into an organization's promise to its employees[13:24] How does agile performance management help improve engagement and retention?Addressing the needs of the varied generations in the modern workforceHow to bring managers and employees onto the same page[24:42] How do organizations roll out agile performance management?Key mindset shifts leaders must make for successful implementationLetting the business set the norms for performance[32:37] ClosingThanks for listening!To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a textMichael Gomez, CHRO at Tasty Restaurant Group, joins us this episode to discuss what drives employee engagement and the steps organizations can take to boost their own employees' engagement. [0:00] IntroductionWelcome, Michael!Today's Topic: The Secret to Better Employee Engagement[3:21] What's the “secret sauce” for better employee engagement?Understanding the interdependency of various systems within an organizationHow to build trust within an organization[8:30] How to create more engagement within an organizationWhy employee feedback is a powerful tool for driving engagementOffering employees meaningful benefits that won't compromise their take-home pay[27:32] How can organizations begin boosting employee engagement?Letting your employees know that you want to understand their challengesHow to garner leadership support[30:40] ClosingThanks for listening!Quick Quote“[Employee engagement] is about aligning from leadership through all levels of the organization on what's important.”Connect with Mike:·       LinkedInConnect with David: ·       LinkedIn·       david.turetsky@salary.comConnect with Dwight:·       LinkedIn·       Dwight.brown@salary.com Podcast Team·       HRDataLabs@Salary.comTo schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a textDesiree Goldey, Director of Marketing at ZRG Partners and Founder of Do Better Consulting, joins us this episode to discuss how the disconnect between talent and HR teams impacts an organization's employees, both current and future. [0:00] IntroductionWelcome, Desiree!Today's Topic: Fixing the Disconnect Between Talent and HR Teams[4:32] How do we know there's a disconnect between talent and HR?Root causes of talent-HR miscommunicationsChallenges in transforming company cultures[10:53] How does the disconnect impact the recruiting process?How candidates experience a company's confusion and mixed messagingResume insights and advice, including why AI tools are essential in applicant-heavy job markets[24:30] How does the disconnect affect employee engagement?The toll on company culture and moraleChallenges facing remaining employees after a significant layoff[36:10] ClosingThanks for listening!Quick Quote“When there's a state of confusion [within a company], who suffers? It's the employee.”To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a textMichael Ohata, leadership coach and former Big Four partner, joins us this episode to discuss building a resilient workforce through better talent management. He addresses the shortcomings of many organizations' outdated talent management models, offers ideas for improvement, and speculates on how AI could enhance talent management.[0:00] Introduction·       Welcome, Mike!·       Today's Topic: Leadership and Building a Resilient Workforce [5:26] What are the primary shortcomings of traditional talent management frameworks?·       Current talent management models are 25 years old·       The pandemic highlighted an already outdated system [14:11] How can organizations retain talent while cutting costs?·       Why short-term cost cutting often sacrifices talent·       How developing detailed career frameworks benefits employees [23:52] Why do some companies stick with underperforming talent management systems?·       Leaders' tendency to rely on familiar processes·       How AI might transform talent management [32:20] Closing·       Thanks for listening! Connect with Mike:·       LinkedInConnect with David: ·       LinkedIn·       david.turetsky@salary.comConnect with Dwight:·       LinkedIn·       Dwight.brown@salary.com Podcast Team·       HRDataLabs@Salary.comFor more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/Produced by Afogato MediaTo schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a textChristopher “CJ” Gross, CEO of Jabbar HR Solutions, CEO and Founder of Ascension Worldwide, and author, joins us this episode to discuss key takeaways from his book, What's Your ZIP Code Story? CJ shares how our backgrounds shape workplace interactions, techniques for navigating difficult conversations, and practical approaches to addressing class bias in professional settings. [0:00] IntroductionWelcome, CJ!Today's Topic: Understanding and Overcoming Class Bias in the Workplace[6:55] What inspired CJ to write his book?Where to begin when discussing class in the workplaceUnderstanding that it's human to develop biases[19:26] Where did CJ start the journey to write his book?The power of conversations that stems from curiosityExploring the dualities within people[31:39] How do you navigate difficult conversations with people who share opposing opinions?How to engage productively with people who hold opposing opinionsWhy face-to-face conversations build trust in ways digital communication cannot[41:18] ClosingThanks for listening!Connect with CJ: LinkedIn  Connect with David:  LinkedIn david.turetsky@salary.com Connect with Dwight: LinkedIn Dwight.brown@salary.com   Podcast Team HRDataLabs@Salary.com  Produced by Afogato Media Quick Quote“If we're not able to share [our stories] without fear of retaliation, then we don't have an environment where we can have dialogue. When that happens, people will use power to protect themselves.”For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Send us a textDanielle Bushen, Global Head of People & Culture Technology Strategy at Sanofi, joins us this episode to discuss HR data governance. She explains what “data governance” actually means, outlines common data governance challenges HR teams face, and offers practical first steps toward better governance practices. [0:00] IntroductionWelcome, Danielle!Today's Topic: Demystifying HR Data Governance[5:54] What does “data governance” actually mean?Understanding transactional vs. analytical HR dataWhy cross-team interoperability and collaboration are key[16:58] What are common HR data governance challenges?Navigating the complexity of balancing multiple jurisdictionsHow the lack of standardized practices creates governance headaches[27:15] Where do you start your data governance journey?Establishing clear data ownershipWhen to address urgent issues before tackling comprehensive data cleanup[36:28] ClosingThanks for listening!Quick Quote“[Data governance] is owned by people, enabled by processes, and supported by technology.”Contacts: Danielle's LinkedInDavid's LinkedInDwight's LinkedInEmail us!For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/Production by Affogato Media

Send us a textIsaac Cheifetz, Managing Principal at Catalytic1 Executive Search and Chief Mentor Recruiter at Minnesota Emerging Software Advisory, joins us this episode to discuss applying lean methodologies to talent acquisition. [0:00] IntroductionWelcome, Isaac!Today's Topic: Applying Lean Methodology to Talent Acquisition[9:14] Is talent acquisition really broken?Examining pain points for hiring managers, job seekers, CEOs, and HR teamsChallenges in the online job application process[18:05] How can we change talent acquisition to improve it?Importance of reviewing and improving job descriptionsIntegrating lean methodologies into talent acquisition processesPros and cons of AI in talent acquisition[40:08] Is formalized training required for good talent acquisition system design?Strategic benefits to formal training in talent acquisition system design[41:51] ClosingThanks for listening!Quick Quote“All you have to do [when you're designing quality job descriptions] is start with the funded business case. The role you're hiring for is the result of a funded business initiative.”Resources: Catalytic1 Hiring Secrets of the NFL How to assess & improve AI competencies for Executives & BOD Contacts: Isaac's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textRon Hetrick, Vice President of Staffing Strategy and Sr. Labor Economist at Lightcast, joins us in this episode to discuss the current labor shortage and its relation to shifting demographics in the workforce. He explores which industries are being hit hardest by labor shortages (and why), and he answers the question on many of our minds: can AI help solve this issue? [0:00] IntroductionWelcome, Ron!Today's Topic: Finding a Solution to Current Labor Shortages[7:24] An overview of the current labor shortageThe economic impact of retiring Baby Boomers becoming consumers rather than producersHow immigrant workers fill essential roles in sectors facing critical staffing challenges[25:40] Which industries are being hit the hardest with labor shortages?Using classification systems to identify the most vulnerable industriesHow automation and remote work are reshaping job markets[38:30] Is AI a potential solution to the labor shortage?Japan's pioneering approach to AI workforce integration amid population declineWhy successful B2B AI implementation must precede B2C applications[45:55] ClosingThanks for listening!Quick Quote:“Right now all the AI investment is going to B2B, . . . which are also in-office, professional jobs. So a problem we don't have is getting solutions, while all the [labor shortage] problems we do have have no solutions.”Resources: The Rising StormContacts: Ron's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textStefanie Krievins, President of The Change Architects, joins us to pick up topics that were left on the cutting room floor when she last guested on the show. In this episode, she discusses how executive upskilling and reskilling has changed in recent years, the true impact of executive coaching, and why change management doesn't get the attention and investment it deserves. [0:00] IntroductionWelcome, Stefanie!Today's Topic: The Holistic Impact of Change Management[5:00] How has executive upskilling and reskilling evolved?Contrasting upskilling vs. reskillingHow to spread autonomy throughout an organization so leaders can lead[13:26] How do organizations give their leaders opportunities to grow?The impact and ROI of executive coachingHow succession plans help mitigate unknown risks[25:23] Why does change management often lack the investment it needs?Why to avoid implementing change management too lateHow much time and money organizations should allocate to change management[35:29] ClosingThanks for listening!Quick Quote:“Leaders should be leverage makers. Your right leaders turn the output of one person into the seeming output of five people—that's leverage.”Resource:The Change Architects Contact:Stefanie's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textBeth White, Founder and CEO of MeBeBot, joins us this episode to discuss lessons learned from working with AI. She also shares concerns regarding the continued widespread integration of AI in organizations as well as hopes for the future of AI. [0:00] IntroductionWelcome, Beth!Today's Topic: The Evolution of AI in the Workplace[5:21] What has Beth learned over the years working with AI?How AI has evolved from basic if-then statementsThe journey toward developing conversational AI[10:20] What are Beth's concerns regarding AI?Generative AI consumes an unprecedented amount of energyAI regulation remain largely unstructured, especially within organizationsThe importance of grounding the AI with human checks and balances[26:23] What are Beth's hopes for the future of AI?Educational programs developed by a diverse set of professionalsThe natural integration of AI into HR practices[34:56] ClosingThanks for listening!Quick Quote“[If we] help educate and train people on AI today, we'll have a more employable workforce for the future.”Contact:Beth's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textAnn Kuss, CEO of Outstaff Your Team, joins us this episode to discuss common causes for employee turnover in organizations, the impact it has on remaining team members, and strategies to reduce turnover while managing its stress on the team. [0:00] IntroductionWelcome, Ann!Today's Topic: Minimizing Turnover's Financial and Psychological Costs[5:16] What are the most frequent causes for turnover in the tech industry?Why limited growth opportunities often cause for turnoverGender difference in resignation patterns[13:07] What are the financial and psychological costs of turnover?Loss of institutional knowledge and team cohesionMeasuring productivity losses from employee departures[23:11] What are some effective retention strategies that can reduce turnover?Building an adaptable retention systemKeeping employees engaged and interested through meaningful challenges[31:22] ClosingThanks for listening!Quick Quote“Sometimes employees are not looking for that next-level thing, and from a manager's perspective, getting them unstuck can be a challenge.”Resources:Outstaff Your TeamContact:Ann's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textMartha Curioni, People Analytics Consultant at Provisio Data Solutions, joins us this episode to discuss some best practices for responsible AI implementation in organizations. She also explains the importance of integrating AI models into existing processes and allowing users to submit feedback on the AI. [00:00] IntroductionWelcome, Martha!Today's Topic: How to Responsibly Integrate AI into HR[05:33] What does “responsible AI implementation” mean?Intersection with data security and privacyData governance regarding new AI processes[14:30] What are the essential steps for responsible AI implementation?Redesign HR processes around the newly implemented AIChecking that the new AI is accurate and reliable[26:59] How can organizations avoid training AI models on bad data?Building unbiased AI systemsImplementing user feedback mechanisms[35:33] ClosingThanks for listening!Quick Quote“Companies need to ensure that the AI they're going to be using is implemented in a way that is transparent, minimizes the influence of bias, supports fairness, and empowers employees and managers to make better decisions.”Resources:Martha's previous episodeGithub accountContact:Martha's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textJohn Barrand, Chief HR Officer for the State of Utah, joins us this episode to discuss the unique challenge of modernizing performance management in the public sector. [0:00] IntroductionWelcome, John!Today's Topic: Modernizing Performance Management in the Public Sector[8:18] What are the key differences between public and private sector HR?Comparing HR practices across sectorsTransparency in the private versus public organizations[14:48] How do HR processes differ in public vs. private organizations?A case study in public sector performance managementStrategies for improving public sector compensationBuilding support for performance management among leaders and managers[33:58] How to present data-driven plans to public sector stakeholdersDriving employee satisfaction and attracting new talentBenefits of transparent and productive HR conversations[40:26] ClosingThanks for listening!Quick Quote“[The public sector] is seeing [employee satisfaction] upticks that are outpacing private sector organizations . . . people are hearing that if you're a good performer, there's a place for you [in the public sector].”Contact:John's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textChris Taylor, Founder and CEO of Actionable, joins us this episode to discuss why—and more importantly, how—organizations might invest in measuring behavioral change resulting from training and development initiatives. [0:00] IntroductionWelcome, Chris!Today's Topic: How to Measure Behavioral Changes with Learning Interventions[4:08] What behavioral change should we expect from talent development programs?Establishing a baseline prior to measuring behavioral changeThe pertinence of behavioral change across all training programs[12:25] How can organizations measure engagement?Starting with the organization's strategic prioritiesLessons learned from a case study in high employee turnover[23:51] How can organizations ensure that behavioral change lasts?Helping participants discover their “why” in learningThe value of post-session facilitator-participant follow-up[33:06] ClosingThanks for listening!Quick Quote“If we assume [an organization's] strategic priorities involve achieving something that we've never achieved before, then it's going to require some new . . . processes and/or competencies.”Resources:ActionableContact:Chris' LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textHannah Dannecker, Managing Partner of the Better Together Group, joins us this episode to discuss staffing in the transportation and trucking industry. We explore the growing push over the last decade to bring more women into the historically male-dominated field. [0:00] IntroductionWelcome, Hannah!Today's Topic: Transforming the Trucking Industry Through Gender Diversity[8:32] How Hannah got into the transportation industryUnderstanding transportation's male-dominated landscapeComparing men's vs. women's workplace priorities[20:15] Why many have built a lasting career in transportationThe unique appeal that keeps industry veterans engaged Transportation's resilience through economic challenges[28:47] Championing women in transportationIndustry federations' role in promoting female representationAddressing safety perceptions in the trucking profession[45:15] ClosingThanks for listening!Quick Quote:“For the [trucking] industry at large . . . females are valuable. Female truck drivers are incredible—their safety ratings are fantastic; they're dedicated; they're diligent. They're great employees.”Resources:Hannah's recent booksWell Shit: Time To Grow UpContact:Hannah's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textKasara Weinrich, Director of Sales Technology and AI Solutions Designer at ADP, joins us this week to discuss how organizations weigh generative AI adoption. As a PhD candidate in anthropology and social change, Kasara offers a unique historical perspective on how workers have adapted to technological disruption. [0:00] IntroductionWelcome, Kasara!Today's Topic: The Anthropology of Generative AI in the Workplace[5:47] What's wrong with the world of work today?Historical patterns of AI innovation and adoptionThe impact of end-user involvement in generative AI development[18:46] What are the implications of unregulated use of people data by generative AI?The importance of partnering with established global organizationsLeveraging emerging technologies with a goal and strategy[28:07] How does an organization prepare for generative AI adoption?Aligning expectations and involvement between leadership and employeesTechnology adoption beyond workforce reduction[38:46] ClosingThanks for listening!Quick Quote“For certain work, generative AI can [augment and automate tasks] while bringing the human skills to the top, but only if it's done strategically and not just because it can be done.”Contact:Kasara's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSiri Chilazi, Senior Researcher for the Women and Public Policy Program at Harvard Kennedy School, joins us this episode to discuss identifying and implementing solutions that make the workplace fair for everyone. [0:00] IntroductionWelcome, Siri!Today's Topic: Making Workplaces Fair by Design[5:38] The new paradigm of workplace fairnessShifting behavior without shifting mindsetPractical frameworks for measuring and advancing workplace fairness[18:26] How do we change processes to drive equityRecruitment process modifications that significantly improve interview candidatesSkills-based hiring and how to implement it effectively[29:29] How do we improve the data that drive fairness?A case study in fairness from the BBCCreating meaningful collaboration between data teams and employees[35:14] ClosingThanks for listening!Quick Quote“Fairness [at work] is not a program but a way of doing things.”ResourcesMake Work Fair bookReducing discrimination against job seekers with and without employment gaps paperContact:Siri's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textPeter Laughter, speaker and experienced recruiting/staffing entrepreneur, joins us this episode to discuss why he believes recruitment is broken and how he views the future of HR as a result. [0:00] Introduction•Welcome, Peter!•Today's Topic: Recruitment is Broken—How Can We Fix It?[1:59] Peter journey in recruiting and staffing•Lessons learned from working for a small staffing firm•The commoditization of recruitment and staffing services[19:28] Is recruitment broken?•The connection between engaged employee and customer satisfaction•How transformative technologies will fundamentally change organizations[31:55] How Peter's experience has framed his view of the future of HR•Will HR be viewed as a resource as opposed to a cost center?•The critical impact adaptive leadership can have on an organization's HR team[40:11] Closing•Thanks for listening!Quick Quote“How can our organizations be effective if HR is viewed as a cost center as opposed to a resource?”ResourcesPeter's WebsiteTEDx talk Moth Story (Podcast) Moth Story (Video) Contact:Peter's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textChris McAlister, founder of SightShift and renowned leadership coach, explores the crucial difference between leading for validation versus leading for genuine impact. [0:00] Introduction•Welcome, Chris!•Today's Topic: Leading for Impact, Not Validation[5:13] The problem with leadership today•How the quest for validation undermines effective leadership•Focusing on the organization's needs and not personal wishes[12:55] How do leaders overcome their insecurities?•Measuring and managing insecurities•How toxic workplace cultures challenge leaders[24:57] What can HR practitioners can support leadership development•Focusing on positive growth over risk management•Why traditional leadership training often falls short[33:28] Closing•Try this: Identify the last time you had a moment of insecurity in the workplace•Thanks for listening!Quick Quote“[HR leaders] are not here just to protect the organization from harm, . . . [they're] also here for how good it can get.”ResourcesSightShiftLead For Impact: Why Mindfulness, Empathy, and Psychological Safety Don't Make Great LeadersContact:Chris' LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textIn this very special episode, we bring together Salary.com's top compensation experts for a fascinating roundtable discussion. Featuring insights from our senior consultants Courtney LeCompte (Director of Consulting Sales), Eric McMillan (VP of Compensation Consulting), Garry Straker (VP of Compensation Consulting), Angela Bailey (VP of Compensation Consulting), Greg Wolf (Managing Principal), and hosted by Dwight Brown (VP of Compensation Consulting) and David Turetsky (VP of Consulting), we dive into our reflections on 2024 and our predictions for the future of HR in 2025. [0:00] IntroductionWelcome, Salary.com Senior Consulting Team!Today's Topic: HR Experts Predict the Future of HR in 2025[9:29] Reviewing our predictions for 2024Did mental health and wellness benefits reshape traditional compensation packages?Did remote work strategies challenge both organizations and employees?Did salaries increase by less than 4%?Was career development a key focus, with organizations creating clearer progression pathways?Did recruitment and retention pay incentives stabilize?Did recessionary pressures drive strategic workforce decisions?[19:04] Predictions for 2025States will introduce legislation to help the struggling healthcare industryWorkplace civility will become a priority amid the polarizing political landscapeDEI initiative rollbacks will create workplace tensionsEmployees will grow increasingly interested in returning to the officePay equity and transparency obligations will prove critical for organizationsOrganizations will push “return to office” plansAI will not cause a major shift in how HR does its work, yet…[42:44] Final thoughtsHow 2024 set the stage for larger-scale AI adoptionWhy 2025 might be a year of continued uncertainty[45:46] ClosingThanks for listening!Quick Quote“California was first out of the gate with this, but I anticipate us at least seeing [healthcare minimum wage] legislation introduced in other states.”ResourcesCompensation ConsultingContact:Angela's LinkedInEric's LinkedInGarry's LinkedInGreg's LinkedInCourtney's LinkedIn Dwight's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textAs Season 8 of HR Data Labs comes to a close, David Turetsky and Dwight Brown reflect on the season's episodes, guests, and key topics. They also revisit their predictions from the Season 7 finale and posit some new predictions for the future of HR.[0:00] IntroductionWelcome, David and Dwight!Today's Topic: Season 8 Recap[6:01] Looking back at Season 8's major topics and themesAI's ubiquity across industriesNormalizing discussion about emotional intelligence and employee wellbeing[18:09] Reviewing predictions made in the Season 7 finaleDid companies see pushback related to survey fatigue?Did more companies adopt pay transparency as a standard?[25:57] David and Dwight's predictions for what the next six months will bring for HRAI will continue to impact customer service but will result in workforce re-skilling instead of workforce reductionCompanies will maintain DEI cultures despite potential challenges to regulations[33:07] ClosingThanks for listening!Quick Quote“With the implementation of AI, what people don't realize is: you need significant resources for the care and feeding of that AI.”Contact:David's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textBennett Sung, Strategic Marketing Advisor at Restworld and Fractional CMO at MeBeBot, joins us in this episode to explore AI's current and future role in HR. He talks about where AI best fits within existing HR tech stacks and shares exciting prospects for AI implementation, while also considering how pay transparency is transforming recruitment strategies.This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Bennett!Today's Topic: Exciting Prospects for AI Implementation[7:36] How will AI fit into existing HR technology stacks?HR's evolving relationship with finance may include learning to “follow the money”The increasing intersection of HR and IT through new data governance requirements[15:51] Will pay transparency be a game changer for recruitment?Leveraging total compensation statements as strategic recruitment tools[21:31] Will 2025 be a breakthrough year for AI in HR?Financial investment enabling HR to “do more with less” through AIThe importance of succession planning as baby boomers exit the workforceThe emerging potential of AI agents[39:45] ClosingThanks for listening!Quick Quote“Following the money is important for HR to master . . . to build business cases for the long term.”Contact:Bennett's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textChris Havrilla, Vice President of HCM Product Management at Oracle, joins us in this episode to discuss the hurdles organizations face (or merely think they face) when looking to integrate new technologies into their workflows. She also explores how organizations can benefit from learning to work with AI.[0:00] Introduction•Welcome, Chris!•Today's Topic: How to Reduce Technological Adoption Barriers in Organizations[4:34] How has HR evolved in the last few years?•HR is finally in a place where technology can work for it•The root causes of HR teams' reluctance to adopt new technologies[16:06] How can organizations reduce technological adoption barriers?•Reframing new technology as a strategic “team member” rather than a threat•Mitigating fear, uncertainty, and doubt surrounding AI implementation[29:11] How can organizations practically integrate AI?•Shifting the conversation from “Will AI replace me?” To “How can AI help me work more efficiently?”•Why quality assurance remains essential in AI-assisted workflows[34:09] Closing•Thanks for listening!Quick Quote“I think the thing that is really messing people up is the notion of transformation [when adopting new HR technologies] . . . but if you can show people how to take baby steps, the momentum builds pretty quickly.”Contact: Chris' LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textJack Coapman, Chief Strategy Officer at GR8 People, joins us in this episode to discuss the evolution of recruitment and its relationship to compensation. He explores the pros and cons of emerging technologies and emphasizes that successful recruitment still fundamentally depends on people and processes.[0:00] IntroductionWelcome, Jack!Today's Topic: Why People and Process Drive Recruitment Success[4:18] How is the relationship between recruitment and compensation evolving?How pay transparency regulations are forcing the issue in recruitment conversationsWhy organizations benefit from posting compensation ranges in job postings even if they aren't required to[15:10] How has recruitment technology and processes evolved?The fundamentals of improving recruitment remain constant, with or without AIThe limitations of technological solutions in addressing fundamental recruitment issues[24:26] Was Jack shocked by anything he saw at HR Tech 2024?Technology means nothing to an organization if it can't be tied to its people and processesThe importance of properly implementing and maintaining new technologies[34:18] ClosingThanks for listening!Quick Quote“You don't want to get days, weeks, months into a screening process with somebody only to find at the end that you're never going to be able to align the dots when it comes to [the compensation] that candidate is seeking and what the organization wants to pay.”Resource: GR8 PeopleContact: Jack's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSapient Insights Group is the research and advisory firm that organizes the annual HR technology survey which seeks to shed light on HR professionals' relationships with existing and emerging technologies. In this episode, Stacey Harris (Chief Research Officer & Managing Partner) and Teri Zipper (CEO & Managing Partner) join us to discuss HR's technical revolution and how it has been affecting compensation. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Stacey Harris and Teri Zipper of Sapient Insights Group!Today's Topic: Compensation and the Evolving Workplace[5:28] How has HR's landscape changed (besides AI)?AI's role in making information more accessibleYounger generations and evolving workplace dynamics[12:44] HR's technology paradoxRapid evolution in HR technology outpaces many organizations' awarenessWhy emerging technologies enhance rather than eliminate human roles[20:33] How important is compensation in the modern HR ecosystem?Skill-based pay as a potential driver for pay equityInnovative compensation models to motivate and retain talent[32:32] ClosingThanks for listening!Quick Quote“[Compensation] shows up in places we often forget inside the whole HR model—it's part of your time and attendance . . . that's a really important issues for those people who depend on it.”Resources:Sapient InsightsContact:Stacey's LinkedInTeri's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textKathi Enderes, Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company, joins us in this episode to explore why compensation practices have stagnated and how organizations can modernize their approach to pay.[0:00] IntroductionWelcome, Kathi!Today's Topic: Breaking Free From Outdated Pay Practices[5:13] How has compensation evolved in recent decades?Why most organizations still use 40-year-old compensation modelsConnecting compensation to employee experience[13:40] How can organizations make compensation more accessible?The power of simplifying compensation communicationBuilding stakeholder buy-in for process changes[23:10] Should organizations replace merit programs with targeted incentive programs?Reimagining performance-based compensationAligning pay reviews with business cycles[31:39] ClosingThanks for listening!Quick Quote“In all areas of HR . . . if we speak our own language, business won't understand it and you're not going to gain any credibility.”Resource:Josh Bersin CompanyContact:Kathi's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textNoelle London, Founder and CEO of Illoominus, joins us in this episode to discuss the strides people analytics has made over the years, how the intersection of compensation and people analytics gives leaders another tool to better steer their organizations, and what organizations can expect of AI once the hype subsides. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Noelle!Today's Topic: How AI is Shaping the Future of People Analytics[4:52] How are organizations using people analytics?How various HR tech vendors are tackling data management challengesPeople analytics is now accessible to organizations of all sizes, not just large enterprises[9:44] How do compensation and people analytics intersect?How leaders can use compensation data to manage rapid changes in organizationsThe importance of making people analytics and data science accessible to leaders[20:35] Beyond the hype cycles, how will AI change HR?How organizations are preparing for AI adoption while protecting data integrityKey conversations organizations should be having about AI's role in HR[29:40] ClosingThanks for listening!Quick Quote“HR is not administrative. Organizations that look at HR as administrative are not truly seeing . . . that investing in your people is investing in your business.”Resource:IlloominusContact:Noelle's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textStacia Garr, Co-founder and Principal Analyst at RedThread Research, joins us this episode to explore the current state of AI in HR technology. Stacia dives into how vendors' AI expectations often diverge from those of their customers and examines the disconnect in how employers and employees relate to AI in the workplace.This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Stacia!Today's Topic: Can AI Deliver on Its Big Promises for HR?[4:33] How has HR technology evolved in recent years?Data, not technology, may be driving recent HR tech acquisitionsWhy people analytics could make traditional benchmarking obsolete[15:51] Beyond the hype cycle, where does AI land in the world of HR?Comparing vendor vs. customer expectations for AIHR technology vendors' vision for AI[25:46] Is 2025 the year HR embraces and adopts AI?The disconnect between employer and employee perspectives on AIAddressing dystopian future concerns[34:56] ClosingLarge Action Models may be the next big leap in AIThanks for listening!Quick Quote“Many of the [HR technology] acquisitions that are happening now are less about the technology and more about the data”Resource:RedThread ResearchContact:Stacia's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textJay Polaki is the Founder and CEO of HR Geckos™ and the host of the HR Bytes™ Podcast. In this episode, Jay unpacks HR trends that everyone should be following in 2025, what happens when AI gets assigned the role of administrative assistant, and how AI will realistically contribute to HR once the hype settles. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Jay!Today's Topic: What AI Can (and Cannot) Do for HR[3:16] What's the latest HR tech trend everyone should be following in 2025?Why AI is more than just the latest trendWhat an HR AI assistant could offer employees[11:27] How does HR change if AI is used for administrative assistance?HR will never be fully automated, but HR workflows will need to integrate AIHow AI could simplify HR jargon for non-HR employees[17:16] What will AI be bringing to the table once the hype cycle dies down?AI “ownership” within an organizationHow different generations perceive AI[32:44] ClosingThanks for listening!Quick Quote“HR can never be automated 100% . . . the ‘H' in ‘HR' [stands for] ‘human,' but the way AI is evolving, we can't just sit back and say we're not going to embed it into our workflow.”ResourcesHR Geckos HR Bytes podcast Contact:Jay's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSusan Richards is the Founder and Managing Partner of Sapient Insights Group. In this episode, Susan discusses the evolution of HR tech over the past year, the role consultants play in helping organizations effectively implement AI into their HR workflows, and how to prepare AI models to assist with administrative tasks.This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Susan!Today's Topic: Building Confidence in AI Tools[5:14] How has HR tech evolved in the last year?The innovation cycle of HR tech companiesThe growing importance of support services around new technology[11:53] Do organizations need consultants for AI implementation?Why training AI models on clean, reliable data is essentialBuilding trust through strong data governance[21:47] How does HR use AI for administrative assistance?Ensuring AI models are properly trainedBuilding confidence in working with AI tools and delegating repetitive tasks[32:32] ClosingThanks for listening!Quick Quote“I believe there are a lot of compliant-related tasks that could be handled by an [AI model], and it could be done consistently, on time, and keep us out of hot water.”Resource:Sapient InsightsContact:Susan's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textMark Stelzner is the Founder and Managing Principal of IA, an HR consulting firm. In this episode, Mark discusses what people aren't talking about when it comes to AI; why organizations should let their employees safely explore AI in the workplace; and how basic AI guidelines and data governance can be transformational. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Mark!Today's Topic: Practical AI Integration in the Workplace[2:47] What are we missing when it comes to AI?Insights on client readiness and typical gaps in AI understandingDiscussion on who should own AI responsibilities in an organization[11:41] How can organizations safely explore AI?Why employees need a safe playground to experiment with AIThe capabilities AI can unlock for employees[22:49] What role does data governance play in an organization's AI rollout?Differentiating AI use within and outside the workplaceEmphasizing intentional exploration, clear guidelines, and ethical AI use[32:26] ClosingThanks for listening!Quick Quote“If an organization has not invested in content that is accurate [and refreshed], an AI model will hallucinate . . . because the large language model is sourcing from content which is not truly authoritative.”Resource:IA HRContact:Mark's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textDanielle Bushen, Global Head of People Analytics Data Governance and Stewardship at Sanofi, joins us to explore how people analytics intersects with compensation. She shares insights on modernizing compensation through data-driven practices, the importance of pay transparency, and the role of well-designed HR processes in the successful integration of AI.This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Danielle!Today's Topic: Navigating Pay Transparency with People Analytics[3:08] When and how do people analytics and compensation intersect? How people analytics and technology can drive compensation modernizationEducation as the key to achieving pay transparency[15:45] How should organizations approach pay transparency compliance?Cultural shifts in discussing pay transparencyThe role of data governance in ensuring pay transparency[33:47] How can organizations intentionally integrate AI into their HR systems?How good process design supports AI implementationKey considerations for maintaining new HR technologies[42:40] ClosingThanks for listening!Quick Quote“I think the world of pay transparency is moving in exactly the same direction that data privacy went.”Contact:Danielle's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textThis episode features two conversations that took place at the HR Tech 2024 conference in Las Vegas. Tracie Sponenberg is a Fractional Chief People Officer and Consultant for the distribution industry. In part one of this episode, she talks about why some organizations are slower to adopt new HR tech than others; the importance of adopting new technology with strong ethics and data governance; and how compensation has been affected by the latest developments in AI. Adriana DiNenno is the Senior Product Manager at Health eCareers. In part two of this episode, she talks about how emerging HR technology can help both job seekers and recruiters save lots of time; how pay transparency regulations will affect recruitment; and how AI-based recruitment systems won't create an emotional connection with job seekers. [0:00] IntroductionWelcome, Tracie and Adriana!Today's Topic: From Paper to AI: Navigating the HR Tech Revolution[1:20] Part One: Evolution of HR Tech with Tracie Sponenberg[3:11] Despite massive leaps in HR technology, many organizations are still using pen and paper systems[8:08] Why AI tools should always be approached with ethics and data governance in mind[13:36] How emerging HR tech affects compensation and why training will be so important[18:09] What role with AI play in HR once the hype dies down?[25:33] Part Two: Evolution of Recruitment Technology with Adriana DiNenno[27:38] How HR tech can help convert more job postings and avoid candidates “ghosting” interviews[36:45] How pay transparency will affect recruitment[40:05] How AI's lack of emotional connection might affect recruitmentQuick Quote “I found, in healthcare, within my own data set . . . that [job] seekers are more likely to view [job postings] and apply when the compensation and salary are listed.” -Adriana DiNennoResources:Tracie's websiteContact:Tracie's LinkedInAdriana's LinkedIn David's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textTim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. In this episode, Tim discusses the state of recruiting and applicant tracking systems, and how he thinks AI could help organizations not just scale their recruiting efforts but also eliminate biases. He also addresses some security concerns organizations have with integrating AI into their recruitment systems. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Tim!Today's Topic: The Evolution of Recruitment and Application Tracking Systems[4:50] How is recruiting technology evolving?How some HR tech startups are looking to solve recruitment issuesWhy many HR tech startups seem to offer similar products[12:01] Have there been noteworthy developments in recruiting technology?Why AI is not as biased as people thinkHow voice AIs could humanize the recruitment process[20:03] How can organizations avoid AI safety and security pitfalls?The limits of public LLMs vs. the possibilities of private LLMsBest practices for ensuring security and data safety when adopting AI[32:26] ClosingThanks for listening!Quick Quote“We had this concept a year ago—maybe two years ago—where [we thought] ‘the technology is more biased than humans,' and it was wrong . . . I truly believe the closest we'll come to bias-free hiring is the use of AI in sourcing and screening.”Resources:Tim's websiteContact:Tim's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textRichard Rosenow is the VP of People Analytics Strategy at One Model. In this episode, Richard discusses the rapid evolution of HR technology and the role AI plays in enhancing productivity. He highlights how AI is helping employees focus on higher-value tasks and shares insights into the future of partnerships in HR tech. This conversation took place at the HR Tech 2024 conference in Las Vegas. [0:00] IntroductionWelcome, Richard!Today's Topic: How AI Might Make You Better at Your Job[2:57] How has HR Tech evolved over the last year?AI's shift from answering questions to taking actionable steps within HR systemsWhy human involvement is still crucial in AI-powered workflows[10:22] How AI enables employees to focus on value-added tasksThe evolving relationship between AI tools and HR analyticsWhy HR tech is evolving separately from people analytics and how this impacts workplace strategiesThe advantages of enterprise-level AI solutions over consumer-facing ones[23:59] What else is changing besides AI?How partnerships are evolving due to advancements in AI[26:19] ClosingThanks for listening!Quick Quote“If I can leverage technology to get me to 90/10 consulting vs. data engineering, I can do a lot more of the stuff that I'm paid to do.”ResourcesOne Model ContactRichard's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Kevin M. Yates, also known as the L&D Detective™, has 30 years of experience working in training, learning, and talent development. In his current role, he investigates the extent to which training and learning contributes to workplace performance. In this episode, Kevin talks about how training is measured today; how that might change in the future; and how organizations can start measuring the impact training has on business and employee performance. Chapters:[0:00 - 5:34] IntroductionWelcome, Kevin M. Yates!Today's Topic: Measuring L&D's Impact on Business Performance[5:35 - 18:19] How is training measured today?All the different ways training can be measuredHow learning outcomes are affected by the tools and resources used[18:20 - 32:06] What is the future of training measurement?It rhymes with “yay bye”… It's AI!Using new tools to measure how learning and development contributes to workplace performance[32:07 - 36:28] How can organizations begin measuring the impact training has on business and employee performance?Why you should intentionally plan for impact from the beginningHow to approach ROI questions related to training programs or learning solutions[36:29 - 39:29] ClosingThanks for listening!Quotes:“We have tools that measure outcomes and then we have actual outcomes, and those two aren't necessarily related.”“For some [L&D] goals, you're going to be very specific with how you're trying to move performance . . . that's where you have to have a hypothesis [about the ROI].”Resources: L&D DetectiveContact:Kevin's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Stefanie Krievins is the President of The Change Architects, a business coaching firm that helps organizations develop upskilling and change management programs. In this episode, Stefanie talks about the challenges organizations face when seeking to roll out upskilling programs; how organizations know if their employees need upskilling or reskilling; and some best practices for implementing an upskilling program. Chapters: [0:00 - 7:04] IntroductionWelcome, Stefanie!Today's Topic: The Art of Upskilling and Reskilling Employees[7:05 - 20:11] What challenges do organizations face when upskilling their employees?Why leaders should have a 10-year visionCreating a plan to close existing skill gaps[20:12 - 25:44] How do organizations know if there is a skill gap?The importance of identifying what you don't knowMethods for exposing skill gaps in an organization[25:45 - 37:03] What are the best practices for developing and rolling out an upskilling program?Understanding and leveraging bias for goodHow to keep competencies up-to-date and relevant[37:04 - 38:36] ClosingThanks for listening!Quotes: “[Leaders] have to spend some intentional time painting the future vision of the organization.”“There's always going to be bias built into skilling inventory . . . it's not inherently bad, we just have to know how to leverage it for good.”Resources: The Change ArchitectsContact:Stefanie's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Wendy Sellers (also known as The HR Lady®) is a speaker, trainer, consultant, podcast host, and author. In her over 25-year career, she has worked in many areas such as HR operations, downsizing, change management, corporate culture, coaching, training, education, and leadership development. In this episode, Wendy talks about employers' top concerns regarding attracting and retaining talent; how managerial roles have changed in the last few decades; and why experienced managers should continue to receive training (even if they don't want it). Chapters:[0:00 - 5:53] IntroductionWelcome, Wendy!Today's Topic: How to Attract and Retain Amazing Employees[5:54 - 16:04] What are employers' top concerns these days?Why finding great employees seems so difficultThe importance of valuing employees and fostering their skillsets[16:05 - 29:04] How has the manager-employee relationship changed over the years?How managers should approach employee reviewsThe effect that changing workplace demographics has on managerial roles[29:05 - 36:06] How can managers benefit from recurring trainingMental health and managers' fear of managing what they don't knowTraining managers in a large business vs. a small business[36:07 - 38:23] ClosingThanks for listening!Quotes:“Finding [employees] alone—never mind amazing [employees]—is very difficult, and it's expensive since the pandemic.”“Managers shouldn't feel bad about going to training, because the world has changed . . . and we need to keep those managers [up-to-date].” Resources:The HR LadySuck It Up, Buttercup: Be a Leader People Will FollowContact:Wendy's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Alyssa Dver is the CEO and Founder of American Confidence Institute, the Founder of ERG Leadership Alliance, a 2-time TEDx speaker, an 8-time author, and the host of the Real Confidence podcast. She is passionate about brain science, and with it she has helped executives, coaches, ERGs, and leaders understand the power of belonging and the confidence that it brings. In this episode, Alyssa talks about ERGs: how they came to be; what their future might be; and some guidance on getting one (or many) started within your organization. Chapters:[0:00 - 4:24] IntroductionWelcome, Alyssa!Today's Topic: Why Organizations Need ERGs if They Want to Collect Relevant Data[4:25 - 17:42] What's the backstory of ERGs?Why ERGs flew under the radar for so longThe real ROI of ERGs[17:43 - 25:55] What is the future of ERGs?Up-and-coming trends involving ERGsThe pros and cons of cross-organizational ERGs[25:56 - 35:56] Where can you find the resources to build ERGs at your company?Why top-level leadership buy-in is paramountThe data you can (and cannot) collect from ERGs and how to do it properly[35:57 - 37:31] ClosingThanks for listening!Quotes:“People who are in employee groups—good employee groups . . . have higher engagement; are more productive; are more satisfied.”“If you don't have thorough buy-in from the top level, don't bother [building an ERG].”Resources:ERG Leadership AllianceAmerican Confidence InstituteAlyssa's BooksAlyssa's podcast Real ConfidenceContact:Alyssa's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Chris Fusco is the SVP of Research and Content Creation at Salary.com and a career compensation professional who has worked in both corporate and consulting environments. In this episode, Chris talks about defining job satisfaction in organizations; how to figure out if your employees are satisfied with their jobs; and what you can do if you find that your employees are not satisfied with their jobs. Chapters:[0:00 - 6:51] IntroductionWelcome, Chris!Today's Topic: How to Accurately Measure Job Satisfaction in Your Organization[6:52 - 13:18] Why should we even care about job satisfaction?Defining job satisfaction and how it affects employee retention How to keep job satisfaction going[13:19 - 21:15] How does a company know if its employees are satisfied?Major indicators of job satisfactionHow transparency—not just with pay—can foster job satisfaction[21:16 - 31:29] What can companies do about low employee satisfaction scores?Fostering flexibility in the workplace and what that meansThe importance of gathering data before making a change[31:30 - 32:56] ClosingThanks for listening!Quotes:“Sometimes organizations try to substitute money for satisfaction and wellbeing... not realizing it just doesn't work that way.”“Transparency, growth potential, and workload are the sweet spots for organizations to focus on to improve job satisfaction in 2025.”Contact:Chris' LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Brandy Muse is a Learning Experience Designer for Children's Hospital of Colorado as well as a consultant and designer with Muse LXD. She spent much of her former life navigating mental health issues at home which sparked a deep passion for mental health treatment and awareness. In this episode, Brandy talks about her experience with mental health issues; the cultural norms surrounding mental health in the workplace; and how organizations can improve those norms and support their employees. Chapters:[0:00 - 5:24] IntroductionWelcome, Brandy!Today's Topic: Shifting from Mental Health Awareness to Mental Health Action[5:25 - 23:52] How mental health became a key passion of Brandy'sBrandy's experience with mental health issuesThe flaws in how many organizations navigate mental health[23:53 - 33:43] How is mental health viewed in the workplace today?What must be accepted when asking employees to bring their authentic selves to workHow organizations can normalize mental health[33:44 - 39:56] How can we change cultural norms around mental health at work?Bringing mental health professionals into the workplaceThe detriment of tying our self-worth to our work [39:57 - 41:52] ClosingThanks for listening!Quotes:“Our [mental health] awareness is really loud, but our struggles are staying quiet.”“[A mental health] professional walking around the [workplace] just normalizes mental health. It shows everybody that the company values this beyond just the benefits band-aid.”Resources tab How to build a mental health ERGContact:Brandy's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Suzanne Wertheim, Ph.D. is a researcher, consultant, and educator of strategic and effective language in business. She's talked at conferences, annual events, and leadership summits about the why's, the how's, and the power of adopting inclusive language. She's also the author of The Inclusive Language Field Guide. In this episode, Suzanne talks about addressing fears surrounding poor communication; how context affects what might be considered acceptable (or offensive) language; and how we can strive for inclusive language without falling victim to politically-motivated narratives. Chapters:[0:00 - 6:01] IntroductionWelcome, Suzanne!Today's Topic: How to Communicate Better by Using Inclusive Language[6:02 - 17:53] Suzanne's response to people's worries about poor communicationWhy humans feel so compelled to comment on differences even if we know we shouldn'tCommunication dos and don'ts may look different for different people[17:54 - 33:03] How does context influence how you should communicate?Identifying and replacing existing biasesThe key to replacing insensitive linguistic habits for good[33:04 - 47:49] How do recent political events affect how we communicate? The number one rule of inclusive grammar: reflect realityHow status affects how we communicate[47:50 - 49:25] ClosingThanks for listening!Quotes:“[One] principle of inclusive language is ‘show respect.' . . . and showing respect for some people shows up differently than showing respect for other people.”“Language skills build up slowly over time . . . it just takes time to get to that pattern recognition and get enough data into your brain.”Resources tab The Inclusive Language Field Guide Dr. Wertheim's Newsletter Contact:Dr. Suzanne's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Mark Scherer, PhD had been a life-long entrepreneur until a severe accident motivated him to pivot to coaching. In 2018, Mark founded Encompass Life, a professional training and coaching company, and developed Quantum Leap Technique™ coaching. In this episode, Mark talks about the problems we face when we don't work on our emotional intelligence; the processes we can use to gain control over and improve our emotional intelligence; and how improving our emotional intelligence can positively impact all aspects of life. Chapters:[0:00 - 5:49] IntroductionWelcome, Mark!Today's Topic: Improving Your Emotional Intelligence[5:50 - 18:23] What is the problem?How poor emotional intelligence stems from childhood woundingsThe impact of being comfortably miserable in your “familiar zone”[18:24 - 30:27] How to gain more control over your own emotional intelligenceUsing the “Quantum Leap” techniqueUsing language to reframe and resolve issues[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of lifeHow healing one aspect of your life will affect all other aspectsOn managing emotional reactions at work and in life[42:12 - 45:45] Final Thoughts & ClosingA brief comment on woundings in the workplaceThanks for listening!Quotes:“To really have the life you love, you gotta find what limits you the most is also what you hate the most about yourself and what you defend the most.”“What people fear the most is giving up their excuses—they fear giving up their identity. Who would you be if you didn't have that fear?”Contact:Dr. Mark's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a textSummary:Minette Norman had spent three decades working in the Silicon Valley software industry when she realized that companies needed a new model for leadership. The outdated leadership styles of the mid-20th century were not going to attract and retain the up-and-coming talent of a younger generation. Today, Minette is an international speaker on inclusive leadership and the award-winning author of The Boldly Inclusive Leader. In this episode, Minette talks about what it means to be an inclusive leader, the challenges organizations face when embracing inclusive leadership, and why inclusive leadership benefits everyone in an organization. Chapters[0:00 - 3:53] IntroductionWelcome, Minette!Today's Topic: Inclusive Leadership Demystified[3:54 - 13:34] Minette's career pivot from working in the software industry to becoming an award-winning authorThere is no one size fits all management styleHow management has (and hasn't) changed in the last 75 years[13:35 - 20:44] Key points from Minette's book, The Boldly Inclusive LeaderWhy leaders should not tiptoe into DE&IWhy psychological safety is necessary for DE&I[20:45 - 28:25] The challenges organizations face when embracing inclusive leadershipAttracting talent when younger workers expect inclusivityWhy diverse hires alone cannot “solve” inclusivity[28:26 - 29:42] ClosingThanks for listening!Quotes:“You're never going to get it all right as a leader, and so that openness to learning . . . is what we need more of.”“Organizations that have a higher level of diversity and an inclusive culture have better innovation, better financial performance, and more engaged employees.”Resources: The Boldly Inclusive LeaderThe Psychological Safety PlaybookContact:Minette's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a Text Message.Summary:Jason Albert is the Global Chief Privacy Officer at ADP. He's worked at the intersection of technology and law for over 25 years and has focused on privacy and AI. In this episode, Jason unpacks the new EU AI Act, how it will affect companies around the globe, and what they can do to prepare for this new regulation. Chapters[0:00 - 3:32] IntroductionWelcome, Jason!Today's Topic: Unpacking the EU AI Act[3:33 - 8:35] What are the implications of the new EU AI Act?The Act takes a horizontal approach to AI regulation that could affect companies globallyThe importance of thinking through usage of AI and developing ethical principles[8:36 - 14:43] What are the key points of the EU AI Act?Breaking down the 3 main points of the ActUsing employee data in AI models for HR[14:44 - 26:56] What can companies around the world do to be compliant with this new regulation?Could GDPR provide a roadmap for compliance with the Act?How quickly will the EU (and the rest of the world) have to comply?[26:57 - 27:46] ClosingThanks for listening!Quotes:“It's important to know that [the EU AI Act] applies to organizations outside the EU if they supply AI systems in the EU or if the outputs of their systems will be used in the EU.”“The EU AI Act addresses three key risk areas. . . . and it has different timelines for implementing these provisions depending on the risk category.”Contact:Jason's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Send us a Text Message.Summary:As Season 7 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR. Chapters:[0:00 - 7:31] IntroductionWelcome, David and Dwight!Today's Topic: Season 7 Recap[7:32 - 22:42] Looking back at Season 7's major topics and themesCommon themes from the season's episodesHow HR technology has changed over time[22:43 - 29:14] Revisiting emotion and vulnerability in the workplaceBeing a human at work and not an emotionless machineThe challenges DEI leaders face[29:15 - 45:52] David and Dwight's predictions for the future of HRHave we hit customer survey critical mass, and will we start to see push back?Will more companies adopt a “lowest common denominator” pay transparency philosophy?[42:53 - 43:55] ClosingThanks for listening!Quotes:“AI is really driving a lot of the conversion [in HR Tech] . . . and will continue to do so.”“Pay transparency is going to become something that companies have to de facto do because they operate in states or next to states, [that require it].”Contact:David's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Summary:Tonille Miller is the founder of EXT - Experience and Transformation, a boutique consulting firm that helps organizations thrive in the ever-changing world of work. Tonille has over 15 years of experience working as a management consultant, an organizational psychologist, and an executive coach; and she has recently authored The Flourishing Effect: Unlocking Employee Thriving as Your Competitive Edge. In this episode, Tonille defines good (and bad) company culture; explains how toxic company cultures arise; and advises on how to create and foster great company culture. Chapters:[0:00 - 2:43] IntroductionWelcome, Tonille!Today's Topic: How to Identify and Reverse Toxic Company Culture[2:44 - 7:27] What are the many forms of company culture?Why company culture is about more than just “Taco Tuesdays”Who should be driving a company's culture?[7:28 - 18:21] How toxic culture manifests within an organizationExamples of situations that create a toxic company cultureHow a company survives toxic culture coming from leadership[18:22 - 26:49] What you can do to create a great company cultureSetting clear goals for the organization and then reverse engineering the best company culture to achieve those goalsThe many ways to effectively measure company culture[26:50 - 28:00] ClosingThanks for listening!Quotes:“What data is showing is that most organizations that do focus on their culture see 4 times more revenue growth and stock prices over 800% higher [than] those that don't.”“There are surprisingly a lot of great ways to measure company culture…”Resources: Tonille's bookTonille's websiteContact:Tonille's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Summary:Nicholas Rhodes is the Founder and Creative Director of OutSnapped.com and an experience specialist in leveraging generative AI and machine learning to create memorable and engaging company events. In this episode, Nicholas defines generative AI and talks about how HR professionals can use it in the workplace to streamline processes, save valuable time, and possibly even eliminate biases. Chapters:[0:00 - 10:04] IntroductionWelcome, Nicholas!Today's Topic: How AI in the Workplace Can Improve Employee Experiences[10:05 - 17:53] What is generative AI and what will it mean for the average HR professional?Generative AI can be used as an entirely new (conversational) operating systemUsing custom AI tools to assist with time-consuming tasks[17:54 - 29:41] How can generative AI help HR?AI is not currently influenced by human emotionThe pros and cons of the data used to build current generative AI tools[29:42 - 39:35] How can HR professionals get started with generative AI?Generative AI tools are currently more accessible than they may ever beHow organizations can use generative AI privately without putting proprietary data online[39:36 - 41:26] ClosingThanks for listening!Quotes:“[When using generative AI], no longer am I utilizing the operating system of the computer, I'm using literally a conversational operation system.”“AI is really scary right now to a lot of folks . . . but it's free right now, and these tools are not going to be free forever. ”Contact:Nicholas' LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Summary:Amber Ontiveros is the Founder and President of Ontiveros and Associates, LLC, a professional change management firm. She's been working in change management around equity and civil rights for about 25 years and has written federal civil rights laws used to determine discrimination. Amber is also the author of Heal the Four Woundings: A Guide to End Discord and Discrimination. In this episode, Amber talks about the four woundings; why healing woundings has never been more relevant than it is today; and how people can overcome their woundings and overcome imposter syndrome. Chapters:[0:00 - 3:59] IntroductionWelcome, Amber!Today's Topic: The 4 Woundings That Drive Imposter Syndrome and Oppression at Work[4:00 - 17:35] What are woundings? Identifying the 4 woundingsWho can benefit from identifying and working on their woundings?[17:36 - 29:50] How healing woundings can be applied to today's environmentHow today's political turbulence can be viewed as beneficialWhy the first step is learning to stop caring about what other people think of you[29:51 - 36:40] How can people overcome their woundings and imposter syndrome?The importance of adopting a mindfulness habitA tool to help you navigate difficult or upsetting events at work[36:41 - 37:35] ClosingThanks for listening!Quotes:“Neuroscience describes [the four woundings] as protective mechanisms to ensure you can keep self-esteem intact so you can overcome any situation and ultimately eat.”“One of the very first things that I tell my clients is: you have to stop caring what other people think of you.”Resources: Ontiveros and Associates, LLCAmber's BookContact:Amber's LinkedInamber@aoassociates.bizDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Summary:Lybra Clemons is an executive coach and human capital and culture strategist with 20 years of experience in HR, DEI, and talent management. She has previously held HR leadership positions at major financial and fintech companies including Twilio, PayPal, and Morgan Stanley. In this episode, Lybra talks about the difference between data driven and data informed decision making; the major issues surrounding making decisions without data; and how AI might affect our data focused processes. Chapters:[0:00 - 7:02] IntroductionWelcome, Lybra!Today's Topic: Move Don't Prove With Data Informed Decisions[7:03 - 17:08] “Data driven” vs. “data informed”The importance of using data to “move not prove”How data-rich and data-poor processes affect decision making[17:09 - 26:15] What major issues surround non-data-informed decision making?Using data (or implied data) to fit a narrativeAI's role in data informed decision making[26:16 - 37:16] How to prepare for AI assistance in the workplaceThe importance of healthy skepticismLeaders have an obligation to think critically and qualitatively about data[37:17 - 38:08] ClosingThanks for listening!Quotes:“Data informed goes along the lines of ‘we want to use data to move the needs'... versus to prove something.”“This idea that everyone wants to be back in the office five days a week... this is where I think it's the opposite of data driven; where there's a lot of data and people just ignored it.”Contact:Lybra's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media