ProjectHR

Evolution of Workplace Safety: From Physical to Psychological. A focus on psychological safety, its importance, and how managers can foster a secure work environment for overall wellness.

The Labor Movement resurgence includes medical resident organizing. GME programs urged to engage, respect, and listen strategically.

Master the art of leadership transitions in your first three months with these proven strategies for success.

Learn how to manage others by managing yourself first. Navigate emotions, engage your team, and drive successful transformations.

Discover the impact of #HotUnionSummer – a season marked by labor unrest. Gain insights on navigating and responding to union activity with expert advice.

Discover the reasons behind Ulta Beauty's success in the ever-changing retail landscape, from their guest-centric decision-making process to their one-stop-shop approach. Explore their employee relations best practices, including care hotlines and DE&I efforts, providing valuable insights for other organizations. Learn from Devon Byrne, VP for People Enablement, and her advice on creating a positive employee experience.

These five crucial organizational development principles can bolster your developmental initiatives and elevate your organization's performance.

Learn to improve executive communications by harnessing the power of fairness, transparency, and equity in your message.

Gain invaluable insights from Chris Chouinard, a Lead Consultant at IRI Consultants, on leveraging EAG feedback, utilizing outside consultants, and cultivating a post-pandemic workplace culture.

The constant, often troubling news cycle may worry employees, not only about how it effects their lives outside of work, but inside as well.

Digital media intelligence should be a critical part of any organization's communications and ultimate success.

Employee experience strategy should be a major organizational focus for companies looking to prevent resignations and improve retention.

Episode 4.19: Hiring is tough – in the current climate, that's a given. And while there are strategies upon strategies on how to win this “war for talent”, not nearly enough is said on the absolute best way to win that war: which is simply to avoid job vacancies in the first place. Every employee you retain is a new hire you won't have to find – not to mention onboard, train and socially integrate into your team. Joining us today to help us better understand this challenge is Joey Coleman, the Founder and Chief Experience Composer for Design Symphony, perhaps best known for his Wall Street Journal Bestseller Never Lose a Customer Again. His latest book, Never Lose An Employee Again: The Simple Path to Remarkable Retention will be released later this summer. Here, he explains: The importance of retention, with regard to customers and employees; How loyalty interacts with retention - and what organizations commonly get wrong about loyalty; The eight phases of the journey to improve employee retention; and What you can do right now to improve employee retention in your own workplace!         If you prefer to read along while you listen, we've done all the hard work for you! We listened back to this episode and took notes below, and access is free!   Why Study Customer and Employee Retention? Retention is a prominent theme in Mr. Coleman's writing because of a human being's biological imperative of being predisposed towards “the chase, not the catch and retain.” Retention is also important to Mr. Coleman because he believes businesses focus too much on marketing and sales. His first book, Never Lose A Customer Again, provides a framework and methodology for enhancing customer retention for companies. Its cover uses the symbolism of a balloon, to illustrate a lack of retention in an organization. If customers aren't retained, they usually don't storm in and fire the business aggressively. It's instead like a balloon – a slow, quiet drift away. The same goes for employees, despite often having more notice. Employers can still be surprised or caught off-guard by an employee giving two weeks with (seemingly) no cues or signs. Examining retention allows individuals to think strategically, systematically, and intentionally about keeping customers and employees. UNLOCK THE FULL EPISODE COMPANION GUIDE Get all the notes, links, tips, tricks and most important content from this episode - for free! Show me! By signing up you agree to our terms How Loyalty Interacts With Employee Retention Loyalty and retention work hand in hand. Loyalty is the aspirational goal of retention. The organization will likely retain employees who feel loyal to the organization. What organizations get wrong about loyalty is that there is an expectation that it should be given instantly. There is no other situation or environment where individuals expect this to be the case. Mr. Coleman gives an example of a bad first date due to assumptions about loyalty. “We're sitting at the first date, and the waiter or waitress comes over to take our order. And before they've even taken our order, we're asking the other person, ‘so when do I get to meet your parents? I'm thinking this is going really well.' We wouldn't do that in our dating lives. And yet, when we bring on a new customer, or we bring on a new employee, our perspective is, ‘well, now they're in, right? They're going to stay unless something goes wrong.'” Understanding Never Lose An Employee Again Writing on Never Lose An Employee Again: The Simple Path to Remarkable Retention began before the pandemic. When the COVID-19 pandemic disrupted many lives in the United States, he asked his publisher to pump the brakes on writing his book. While Mr. Coleman wasn't afraid it would change the frameworks he built in his book, he knew it would likely change employee expectations of office c...

Episode 4.18: Understanding why “Psychologically Safe” workspaces are important is easy– it's the “how” we make our spaces safe that can be a little more complicated. Joining us today to help us better understand this challenge are Dr. Karolin Helbig, Founding Partner of New-work-leadership.com and Minette Norman, Founder and Principal of Minette Norman Consulting LLC, authors of The Psychological Safety Playbook: Lead More Powerfully by Being More Human. Here, they explain:What it means for a workplace to be "psychologically safe";The benefits of psychological safety in the workplace; The five specific "plays" leaders can make to improve psychological safety within their teams; andImportance of leadership authenticity in creating psychologically safe workplaces! If you prefer to read along while you listen, we've done all the hard work for you! We listened back to this episode and took notes below, and access is free!  Defining Psychological SafetyPsychological safety is a feeling that occurs when an individual is on a team where they're invited to share openly without fear or anxiety. When individuals feel psychologically safe they'll be more likely to do the following behaviors: share ideas, question decisions and groupthink, take risks, ask questions, and not fear the risk of failing. Groupthink is the pressure to conform and agree with everyone else. This arises from a lack of psychological safety and is an idea and inspiration killer.  UNLOCK THE FULL EPISODE COMPANION GUIDEGet all the notes, links, tips, tricks and most important content from this episode - for free!Show me!By signing up you agree to our terms Psychological safety is important because not only does it allow people to do important workplace activities, but they can also show up to do their best work being authentically themselves – the person they want to be. Individuals can usually detect when they are not in a psychologically safe workplace. Almost all employees have felt this at one time or another. Behaviors that occur when individuals feel psychologically unsafe include hiding their real perspective, feeling afraid to ask questions for fear of humiliation, and not feeling comfortable with being themselves.Employees in these circumstances mask their identities and conform to the overarching group norms. Leaders in these circumstances may refuse to admit mistakes or show vulnerability. A lack of psychological safety harms a company's culture because an organization will miss out on the diversity of viewpoints, ways of thinking, and experiences usually sought after in talent acquisition. A diverse workforce is only as diverse as creating conditions where everyone can show up as themselves, can speak up, and challenge even the group's prevailing viewpoints and norms. Without this, a company truly won't benefit from diverse hiring choices. Psychological safety in the workplace is not just a “nice-to-have,” so everyone feels comfortable. It ensures you get the most out of your diverse workforce to create high-performing teams.Paying attention to psychological safety will have a positive bottom-line effect, as demonstrated by several studies by Amy Edmondson.A focus on creating psychologically safe workplaces attempts to help every employee do their best work.How To Create Psychologically Safe WorkplacesPsychologically safe workplaces have to be created intentionally and cultivated deliberately. In Dr. Helbig and Ms. Norman's book, they developed five “plays” centered around a high-level topic, with five specific “moves” or actions a leader can take. These moves are five tangible things a leader can do immediately to create a psychologically safe workplace. Those plays are: Communicate CourageouslyMaster the Art of ListeningManage Your ReactionsEmbrace Risk and FailureDesign Inclusive RitualsSmall actions that are done consistently make a big change in the psychological safety of your workplace.

“Putting the human back in Human Resources” – we've all heard the phrase, decrying our industry's perceived focus on process, paperwork, and, in more recent years, technology. But humanity and technology don't have to be at odds with one another – in fact, when they work together, they can drive successful business transformations and help create high performing teams! Joining us today to help us answer these questions is Larry McAlister, a three-time CHRO and the number one international best selling author of The Power to Transform: A Field Guide to Building a Human-Centered, Tech-Enabled Work Culture! Here, he explains: Why we are living in "The Golden Age of Technology"; Common reasons why digital transformation efforts can fail; The value of "golden-threading" your organization; and The four key elements to create a thriving, engaged employee ecosystem!         If you prefer to read along while you listen, we've done all the hard work for you! We listened back to this episode and took notes below, and access is free!   The Golden Age Of HR Technology The time we live in is often called “the golden age of HR technology.” This is because of three key elements: How fast the technology is moving How much HR technology is out there How HR tech affects every part of the employee experience. The role of data in talent acquisition, employee development, and employee retention is another example of how we're in the golden age of HR technology. This means HR professionals can cross-reference pulse surveys with AI recruiting and peer coaching tools. This can yield a more encompassing picture of where the workforce is at. Despite this, only 15% of companies are fully engaged in a full HR stack. So while there is more HR technology than ever, fewer companies fully utilize it to its full potential. HR team members must act quickly to get buy-in from everyone; they need to be the ones driving human-centric digital transformation. UNLOCK THE FULL EPISODE COMPANION GUIDE Get all the notes, links, tips, tricks and most important content from this episode - for free! Show me! By signing up you agree to our terms People Have To Be First: Understanding Human-Centered Digital Transformation Mr. McAlister started his HR career by developing a welfare-to-work program for his then-employer Citibank. This program aimed to establish entry-level job opportunities and teach those hires how to be employed in a professional environment. His program was successful, with 19 out of 20 individuals maintaining their employment with Citibank. His HR department then brought him on to the HR team. But what caused Mr. McAlister to choose HR as his long-term career path was working for a company with a “mean” attitude towards firing, layoffs, demoting, and the organizational chart. After being eventually laid off from this organization, Mr. McAlister realized that in workplaces, people have to be first – and he devoted the rest of his career to making sure they always remained first. That's one reason Mr. McAlister wrote a “field guide” rembracing human-centric digital transformation, intentionally designed as a step-by-step guide for HR professionals and corporate leadership to follow. All HR professionals can be technology and transformation experts with the right guidance and strategy. Why Human-Centric Digital Transformations Can Fail A silver lining of the COVID-19 pandemic is that almost all companies experienced a major transformation. During the immediate aftermath of COVID, it was a lot easier for everyone to embrace this human-centric digital transformation as everyone had to do it simultaneously. After COVID, companies face the challenge of handling employee feedback as employees are now more empowered in their workplaces. However, there's no clear best way to manage this feedback.

"The Employment Law Translator" Louis Lessig joins ProjectHR to provide key employment law updates for 2023.

In order to fully understand The Great Reconnection, Kevin Mulcahy, a future of work evangelist, joins ProjectHR to share why simple appreciation and acknowledgement of effort can go a long way!

Author Debra Corey discusses how there is a direct connection between employee recognition and business results.

In this episode, we continue our look into positive employee relations in manufacturing with Barrie Green, Vice President and Chief Human Resources Officer for Hopkins Manufacturing Corporation.

Employee occupational safety is always top of mind for HR professionals, and Brad Kramer of Provenio Consulting joins us to explain how caring for the wellbeing and safety of employees benefits not only the employees, but the business as a whole!

Head of Research at Korn Ferry Institute Tessa Misiaszek joins us to discuss the seven talent acquisition trends of 2023!

Steven Kowalski, author of Creative Together: Sparking Innovation in the New World of Work!, explains the difference between creativity and innovation and how leaders can help foster both within their teams!

James Simmons, founder of the culture and teambuilding platform heyLIME, explains how unique social experiences can improve remote work culture.

Gil Winch, author and Founder of CY, joins us to explain why marginalized job candidates are so often chronically overlooked in the job market.

Joined by Hilke Schellmann, we learn how AI job interviews are typically conducted and how AI hiring could benefit employers and candidates alike.

Today we are once again joined by Kathryn Mayer, the Benefits and Compensation Editor for SHRM, and she'll discuss the growing role of the Chief Wellness Officer.

The Midterm election's impact on labor is something that cannot be overlooked; Scott Purvis, COO for IRI Consultants Is here to discuss.

On today's episode, we tap into Marcey Uday-Riley's expertise on the difference between coaching for performance and coaching for development.

We're joined by Franklin Coley, Partner at Align Public Strategies, to discuss the recent happenings with the Starbucks Union.

Discover what inspired this recent interest in independent labor unions and why these unions are often not as independent as they may seem.

Today's guests, Ashley Reichheld, a Principal at Deloitte Digital and Amelia Dunlop, the Chief Experience Officer at Deloitte Digital tell us why building trust at work is so critical for a company's success.

Salary secrecy has been a long-held tenet of the working world – and whether it's been explicitly stated in the employee handbook, or something that was simply “understood”, it's clear that the time for watercooler salary speculation is coming to an end. At the time of this recording, 17 US states have enacted laws around pay transparency, in an attempt to address pay inequity. Today's guest is Julie Calli. Julie is the President of RecruitmentMarketing.com, and the author of an article titled “Radical Change Towards Salary Transparency”. Here, she explains: The origins of pay secrecy;Why the pay transparency movement is gaining traction;The benefits of being more open about compensation; and How to initiate a shift within your organization towards pay transparency!If you prefer to read along while you listen, we've done all the hard work for you! We listened back to this episode and took notes below, and access is free!  Pushing for Pay TransparencyThe Equal Employment Act was put into place in 1972 which states that pay equity is equal, and enforces pay for equal work. While progress for pay equity has made progress, it's still not enough.If pay equity is about fair compensation, then pay transparency is about accountability to that fairness.Pay equity and pay transparency intersect and rely on each other, especially during the current shift in compensation culture. Younger workers have an intense desire for radical pay transparency, and this is being paired with the governments desire to close the pay gap and reducing compensation discrimination. Employees are advocating for more pay accountability, and the government is saying companies need to do more to make that happen.  Opening a Dialogue about CompensationFrom the perspective of an employer, the primary reason for not disclosing salaries is because they are able to negotiate with employees within their control and provide compensation on their own termsSome companies even make it a policy to not discuss compensation with others, and even pose the risk of termination if employees discuss their pay with each other. However, this creates a fear driven mentality within employees that lacks accountability for pay equity.A lack of pay accountability, and a closed door policy towards compensation also leaves a lot of room for bias and discrimination. While this is not the reason that companies keep compensation disclosed, it has become a resulting factor.From the perspective of an employee, there are generational norms when it comes to being open about compensation and creating a dialogue around it. Many employees are unprepared for how to handle pay transparency because of a lack of education surrounding it. While some employees have personal reasons they may not want to talk about the salary, it is information that job seekers are curious about to know if they are being paid fairly. There are two distinct groups when it comes to communication and pay transparency: internal and external.Internal communication is how the company interacts with its own employees, developing a strong culture of trust and internal mobility,External communication is how the rest of the world knows about where the company stands on pay transparency. This includes disclosing compensation on job postings, letting consumers and vendors know about pay transparency policies, and also making that policy clear to competitors.Generational Compensation and Social MediaThere is a generational divide when it comes to talking about compensation. Younger people are much more open to talking about their salaries with each other than older generations.Compensation can create a sense of self-worth, and that can be a challenging conversation for people to grapple with if they feel they are being over or underpaid.There is also the awkwardness that comes with someone they work with being paid more or less than them, and what impact it could have on that relationship.

Author, coach, and C-suite advisor Andrew Bryant joins us to explain how his new leadership framework can better results for modern leaders.

Lt Col Kathy Gallowitz, Founder and CEO of Vanguard Veteran, is here to discuss how hiring veterans and being a veteran champion is so crucial to the working military community.

Remote business has become increasingly prevalent, especially through the pandemic. Liam Martin is here to tell us how it improves personal health, the environment, and work-life balance.

Human Resources can pave the way for corporate success, just by aligning HR with business strategy. To explore this further, our guest today is Claire Chandler, President and Founder of Talent Boost.

Kate Tornone, Lead Editor with Industry Dive and HR Dive, joins ProjectHR to discuss the 2022 Identity of HR Survey!

Continuing our ongoing Best Practices in Employee Relations series, we explore positive employee relations not within a specific company, but rather, within a specific industry – the transportation industry.

Susanne Bruyère, Director of the Yang-Tan Institute on Employment and Disability at Cornell University, explains the importance of neurodiversity in the workplace.

Jolie Wills, Co-Founder and Director of Hummingly, joins us to explain how to defy disaster and instead thrive during tough times by building intentional leadership.

Arlene Hirsch, a career and psychological counselor, explains the concerns and opportunities posed to employers by employee activism.

It's never too late to develop more effective, strategic, and persuasive communication skills, so we brought in an expert: Scott Irgang, Senior Consultant with IRI Consultants.

Meghan Ford and Gillisa Pope from Wilson HCG tell us why modern employment branding can be critical to talent acquisition.

Julie Winkle Giulioni is here to redefine career development and show us how employee development can serve as key leverage in engaging and retaining your workforce.

Daniel Schwartz, Partner at Shipman & Goodwin and Creator of the Connecticut Employment Law Blog explains why it's time for professionals to take digital communication and union social media tactics seriously.

Alex Coutts, SVP and Head of Experience at Made Music Studio, joins us to discuss work sound and the impact sound can have on the workplace.

Today, we talk with Dr. Kimberly Janson about what makes a good leader and how utilizing The Leadership Blueprint can help accurately determine leadership potential!

Struggling to get a handle on emerging HR software developments? Phil Strazzulla, Founder of SelectSoftware Reviews, is here to help.

Rebecca Zucker, executive coach and a founding partner at Next Step Partners, explains boomerang employees and the value that returning employees bring to a workplace.

Today's guest, Chris Tuff of 22Squared and two-time author, explains why curiosity is the key to connection and the importance of "Saving Your Asks" when business networking.