The BragWorthy Culture Podcast

Welcome Back to How People Work. Is “work” just a means to an end, or is it a calling? In this episode, Jordan and Jason explore the cultural shifts redefining the workplace. From "quiet quitting" to the generational divide between native digital and native analog workers, they dive deep into what motivates each group. Why do older generations view work transactionally—"be thankful you have a job"—while younger ones prioritize purpose over pay? How can businesses balance self-expression and the bottom line? Jason and Jordan also tackle the nuanced pressures of producing results in a modern workforce, fostering empathy, and navigating productive friction. They debate what it means to create value and build a better future of work—while giving everyone the benefit of the doubt. Are you an HR/People Leader interesting in learning more about Fringe? Follow Fringe on LinkedIn Connect with Jason on LinkedIn Connect with Jordan on LinkedIn What is Fringe?

In this week's episode, Jason and Jordan discuss all things data and how people teams must use data insights to speak the executive team's language. They explore the pitfalls of many companies' data systems and offer up a solution to help HR people sell their executives on people programs. Word of the day: Assuage Timestamps: (0:00) Intro (1:53) HR people need to be able to sell people programs (3:21) The gap between people who represent the needs of an org and executives having to make business decisions (8:24) Companies claim to be data-driven, but are they? (11:54) HR people treat humans less like resources than non-HR people (15:09) Data is useless if you don't do anything with it (16:57) In many organizations, asking for budget is a zero sum game (19:45) The C-Suite at your company is not all-knowing (22:37) Why companies are drowning in so-called ‘data lakes' (26:15) The mistake so many companies make  (29:40) People are more similar than they are different (30:55) Understanding people and communicating how they work is essential to presenting to executives Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode, Jordan and Jason discuss another challenge people teams are facing today: being charged to do more with less resources. They explore areas where HR teams can improve efficiency and consolidate their people stack. Jordan ends with a charge for executives to have a clear vision for their employee experience.  Word of the day: Sashay Timestamps: (0:00) Intro (3:49) HR teams are being charged to do more with less (5:11) In order to do more with the same, we must maximize efficiency (7:31) The rise of SaaS companies has led to innovation, but has also led to siloed solutions (8:52) Startups typically do one thing very well, but that leads to an overloaded tech stack (10:03) Consolidation is top of mind for people teams (12:06) Bridging the gap between solutions not only is good for the business, but provides a better employee experience (16:16) The proliferation and consolidation of streaming services (19:05) How do you justify a benefit that only 2% of the company is using? (22:31) There are too many tools, but still a need for more sufficient ones (25:26) The source of the decline of sentiment metrics (32:58) An encouragement to executives, from executives Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason define a holistic view of the employee experience. They discuss what the ideal employee experience looks like and how it has evolved over time with market changes and new generations entering the workforce. Jason and Jordan also examine what means to intrinsically belong somewhere, especially in the context of work which is traditionally a merit-based belonging. Key ideas and highlights: Employee experience is holistic and revolves around this idea of belonging. People seek belonging at work more than they ever have before. Employers need to have both entitlement-oriented and merit-based belonging in order to promote belonging and self-actualization. The employee experience has evolved over time, and it's up to both employers and employees to have the ideal employee experience. Word of the Day: Obstinate Timestamps: (0:00) Intro (2:04) Here are the greatest challenges HR professionals face today (3:24) What do we mean when we talk about the employee experience?  (5:39) Does employee experience only matter in an employees' market? (8:42) Why our product flopped with some of our customers (10:18) What human beings need universally in order to have a positive employee experience (12:08) What it means to belong somewhere (13:48) Entitlement-oriented vs. merit-based belonging - which is better in the workplace? (19:20) Can we really do anything we put our minds to? (20:06) People seek belonging at work more than they ever have before (25:11) It's not just on the employer to create a satisfying employee experience (25:40) Our advice to HR leaders Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason dive into more of the research they conducted last year with HR professionals. This week, they discuss what HR leaders have expressed as being the most difficult part of their job — gaining executive support. Jason and Jordan give an executives' perspective on how HR can communicate the ROI of people programs effectively and obtain executive sponsorship, driving success for both the HR function and the organization as a whole. Key ideas and highlights: The most difficult part of the HR function is gaining executive support. Executive support is key to the success of the HR function at any organization. HR leaders must understand how people programs fit into key business objectives and how to communicate the ROI effectively. Word of the day: Yips Timestamps (0:00) Intro (1:56) How the perception of HR's greatest challenges differs from reality (4:43) The disconnect between HR leaders and executives when communicating the value of people programs (5:34) There's just not enough authority being given to HR.  (6:24) How HR leaders can effectively command authority (7:40) Sometimes the executive team doesn't know what good looks like in terms of people programs (10:51) HR must align with business objectives in order to gain executive support (13:16) How to speak to executives about the ROI of people programs (17:51) The value of people programs is more recognized by Millennials than any other generation (22:08) Supportive executive teams are essential to HR's success (24:05) Why some of the best HR leaders come from the operating side of the business (25:52) The benefits and culture at your company point directly to your values Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason dive into the changing role of HR and its massive impact on a company's success. HR leaders have the opportunity to create an environment where employees can thrive. HR is so much more than handling administrative and compliance-related tasks, but rather game-changers that shapes the employee experience. Listen in as Jordan and Jason note the challenge that HR leaders face in managing expectations from company executives and communicating the importance of their role in driving the organization's mission, vision, and values. Word of the Day: Satiates Timestamps: (0:00) Intro (2:53) Our own research on what the role of HR should be (5:38) What has been the traditional role of HR teams? (7:12) HR's role goes far beyond the job description (12:19) Companies either get it or they don't (17:01) The average length of time a company remains in the Fortune 500 (18:56) The importance of understanding what and who people are (22:42) As companies grow, the bad things get worse (24:04) Our networks are growing at a rate larger than our capacity for relationship (27:23) Empathy is not an unlimited resource (30:35) Culture(s) at a large company Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

Key ideas and highlights: Those regarded as the greatest player in their sport of all time almost always have completely different playing styles. So why do we often fall into the fallacy that excellence is objective? People often don't know what their strengths are, especially the younger generation. It's their managers' job to help them figure it out. Excellence is idiosyncratic. We must train up our people in a way that forces them to ask: “what does good look like for me?” “We need to unlearn that we must become someone else to be excellent.” — Jordan Peace Word of the day: Cordial Timestamps: (0:00) Intro (2:10) Recap of Episode 16 (3:42) The Theory of Excellence - is performance universal or idiosyncratic? (4:45) Sports as an example of the fallacy of excellence (11:30) Excellence cannot necessarily be taught (13:06) How do you define the ideal candidate? (14:02) How to train up your people (16:44) You need to figure out what your people's strengths are, especially your younger people (18:27) We need to unlearn the fallacy that we must become someone else to be successful (21:14) The idiosyncrasies in excellence force us to ask: “What does good look like for me?” (22:04) The right way to develop your people is by the language you use (24:09) What's wrong with just saying, “good job!” (27:34) Why you should teach your people to think strategically (32:00) How pointing people back to their past successes will help them succeed in the future Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason delve into various aspects of the feedback fallacy and its impact on personal and professional growth. The introduction sets the stage, highlighting the significance of managers in determining the health of an organization. The discussion then shifts to the common claim that everyone wants direct feedback, questioning its validity. The podcast explores how well-intentioned attempts to help others learn might inadvertently limit their growth, raising questions about conventional wisdom that encourages working on weaknesses. Instead, Jason and Jordan argue to reject this claim and focus on strengths. People hinder their own growth by fixating on weaknesses, and Jordan advocates for a shift in perspective. Great managers are highlighted as those who prioritize leveraging the strengths of their team members when building their teams. Jason challenges the belief that others are more aware of our weaknesses than we are, emphasizing the of self-discovery over feedback, suggesting that personal exploration yields greater benefits. Word of the Day: Rarefied Timestamps: (0:00) Intro (2:14) Managers determine the health of an organization (4:02) Everyone says they want direct feedback. But do they really? (5:30) 50% of your rating of someone else is really just reflective of your own characteristics (8:23) Receiving feedback from someone you trust may help you accept and internalize it more, but you can only promote growth beyond that set point (11:21) You could be limiting your people's growth in the way you're going about trying to help them learn (12:06) Humans learning as an empty vessel vs. buds on a branch (14:45) Conventional wisdom tells us to work on our weaknesses. Why we should reject that claim (16:59) People are stifling their growth by focusing on their weaknesses (18:25) Great managers focus on the strengths of their people when building their teams, not the weaknesses (22:07) Others are not more aware of your weaknesses than you are (29:59) We are hardwired to make up stories of why something might be when we don't understand something (35:18) Self-discovery is more valuable than feedback Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode, Jason and Jordan further explore the concept of wellbeing in the workplace and how it is a collaborative effort between employers and employees. They discuss the importance of establishing boundaries and responsibilities for employees to experience wellbeing. Furthermore, they delve into the influence of our childhood experiences on our relationships with responsibility in the workplace and share personal stories from their childhood. Creating an environment where individuals can thrive is crucial, as it allows employees to bring their authentic selves to work. As companies grow, we discuss strategies for scaling wellbeing initiatives to ensure continued success. We also emphasize the connection between a sense of acceptance and having responsibilities within the organization. A company's ideals for its employees should be rooted in its core values, aligning the organization's mission with the individual's sense of purpose. Lastly, we emphasize that when choosing a company to work for, factors such as salary and benefits should not be the sole determining factors. Instead, it is essential to consider the overall culture, values, and support for employee wellbeing. Key ideas and highlights: There is so much more to work than a transaction. Wellbeing is the responsibility of both the employee and employer. We are messy, complicated, flawed individuals. Employers must allow employees to bring their full selves to work. A company's expectations for their employees should stem from their values. Word of the day: Carouse Timestamps: (0:00) Intro (2:35) Wellbeing is a coordinated effort between employer and employee (6:53) Employees need two things to experience wellbeing: boundaries and responsibilities (9:11) How our childhood affects our responsibility relationships in the workplace (15:33) An environment where people can thrive allows them to bring their whole selves to work (17:33) How companies can scale wellbeing as their teams grow (19:26) A feeling of acceptance comes with responsibility (21:20) A company's ideals for their employees should stem from their values (23:10) The difference between humility and arrogance (25:56) Choose companies based off values not salaries (26:35) Work is more than transactional Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jason and Jordan explore the role of leadership in employee wellbeing and delve into the qualities and strategies that define exceptional managers. They cover a range of topics, including the impact of managers on employee retention, the essential traits of successful leaders, the perils of micromanagement and undermanagement, and the challenges faced during the transition to a managerial role. Jordan and Jason share personal stories of their experiences in leadership and managing a startup. They discuss the significance of trust, the importance of both EQ and IQ in leadership, and the best practices for developing other leaders. Key ideas and highlights: Leadership and organizational structure are key determinants of employee wellbeing. One can be a compassionate but incompetent leader. The transition from individual contributor to people leader is a difficult one. How to set yourself up for success. Word of the day: Equivocal - Jason wins this week! Chapters: (0:00) Intro (1:35) Deloitte Study Recap (5:25) What it means if people leave a company because of a manage (7:54) What the role of a manager needs to be (10:52) Wellbeing is a shared responsibility (11:33) Which is worse: micromanagement or undermanagement? (13:03) The binary of leadership styles (16:55) Why the transition from an individual contributor to a people manager is so hard (18:17) How trusting your people is one of the most important things you can do as a leader (20:07) Which matters more in being a leader: EQ or IQ? (22:59) Here's what the best leaders do to develop other leaders (25:57) Here's what we actually love receiving from people Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode, Jason and Jordan dive into the essential aspects of employee wellbeing and the roles both employees and employers have to play. Jordan and Jason kick off by stressing the vital role of attracting and retaining talent in organizations—no shortcuts here! They introduce the thermostat vs. thermometer metaphor to discuss effective measurement and management of talent. They highlight the significance of aligning a company's mission and vision with its employees. When personal values resonate with the organization's purpose, engagement and commitment soar. They explore the evolving perspectives on finding purpose in work, comparing different generations. Recruiting comes into play as they delve into how mission and vision make a difference in attracting the right talent. They also discuss the World Health Organization's expanded view of holistic wellbeing, going beyond traditional wellness programs. The interplay between work and personal life is examined, touching on the challenges faced by working parents. They even throw in a popular HBO show's take on work-life balance for extra insight. And who should really take responsibility for employee health and wellness? Remember, wellness isn't about checking boxes—it's about deeply embedding it in your organization's culture. Setting the rules of engagement is crucial for creating an environment where your people can truly thrive. Tune in to this episode for a comprehensive exploration of talent attraction, mission alignment, work-life balance, and holistic employee wellbeing. Key ideas and highlights: Both employees and employers play a vital role in employee wellbeing. One of the biggest ways to ensure employee wellbeing is in your recruiting strategies. Today's workforce demands purposeful work. How can employers provide purposeful work? Word of the day: Auspicious Timestamps (0:00) Introduction (2:56) No matter how you cut it, all roads lead to attracting and retaining talent (4:32) How wellbeing is a Thermometer not Thermostat (7:06) The importance that the mission and vision of a company matches with the employee (9:39) The difference between previous generations and today's in finding purpose in work (11:50) How mission and vision matter in recruiting (16:15) W.H.O. and the expanded view of holistic wellbeing (19:40) Work and life can't be separated (21:02) A TV show's commentary on work-life balance (23:12) Who is really responsible for employees' health and wellness (28:02) Wellness is not about implementing programs and checking boxes (30:26) How setting the rules of engagement can help your people thrive (33:33) Episode Recap Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In today's highly competitive work environment, employers are increasingly recognizing the importance of employee wellbeing. However, there is still a lack of clarity on what exactly we mean by wellbeing in the workplace. This ambiguity can have serious consequences. For instance, employers may implement workplace wellness programs that don't take into account all aspects of employee wellbeing, resulting in lower engagement, productivity, and ultimately, retention. Similarly, employees may have different perceptions of what wellbeing means to them, leading to confusion and dissatisfaction. To avoid such problems, we need to get on the same page about what we mean by wellbeing in the workplace. On this episode of How People Work, Jordan and Jason discuss the importance of getting on the same page about wellbeing in the workplace and how this shared understanding will allow employers to develop workplace wellness programs that promote employee wellbeing in a holistic and effective manner. It will also help employees make informed decisions about their own wellbeing goals and enable them to communicate their needs effectively. Ultimately, achieving a shared understanding of wellbeing in the workplace will contribute to a healthier, happier, and more engaged workforce. Key ideas and highlights: - The conversation around wellness and employee engagement has been ever-growing since the pandemic. But, measuring wellness by engagement alone isn't enough. - You must implement wellbeing strategies that work in order to get the employee engagement you want. - Employment is designated by the World Health Organization as a critical social determinant of health. How can employers maximize their employees' wellbeing in the workplace? - Deloitte Workforce Wellbeing Imperative Word of the day: Immaculate Timestamps: (0:00) Intro (3:31) Why has this conversation around wellness become so important? (5:03) Measuring engagement alone isn't enough (7:00) Why engagement doesn't accurately measure wellness (8:33) How to get the kind of employee engagement you want (12:03) Why employees need to have a mission statement of their own (16:10) Employment as a critical social determinant of health (21:26) What actually improves our situation? (23:36) The deeper meaning of the word shalom (25:10) Wellness is not out of reach for anyone Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

Wellbeing is more than just a buzzword or a one-size-fits-all program. It's individual to each employee and a key determinant of a healthy work life in the workplace. And contrary to popular belief — wellbeing can be measured!  Key ideas and highlights: The youngest generation demands a purpose-driven career. How can we keep up? There are 3 main work determinants of health: leadership, organizational design, and ways of working across the organization. Wellbeing now must be a part of the benefits equity conversation. Contrary to popular belief, wellbeing is measurable. Word of the day: We haven't forgotten about the word of the day! We'll pick this back up when Jordan returns next week. Timestamps: (0:00) Intro (2:39) Wellbeing as one of the most important metrics in HR (4:18) The definition of wellbeing (6:17) Wellbeing isn't just a nice to have; it's a need to have (7:24) Younger workers demand a purpose-driven work life (9:04) The difference between happiness and purposefulness (12:15) Adoption of responsibility and fulfillment (13:48) The difference between being a cog and a spoke in the wheel (17:14) Deloitte study on Wellbeing and the social determinants of health (18:17) The three work determinants of wellbeing (23:07) Business bottom line and human flourishing aren't at odds (25:34) Why your people need to have agency in their wellbeing (30:21) How to measure wellbeing and implement programs (37:45) 3 steps to designing the work experience Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason's LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan's LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

Welcome to Episode 10 of How People Work, where Jason and Cassandra Rose, Head of People at Fringe, discuss how putting people at the center will future-proof your company's work and wellbeing strategy. In today's business landscape, companies that prioritize their employees are the ones that stand out in tough times. Cassandra and Jason begin by discussing the importance of making employee-centric decisions, especially during difficult times. They explore ways to prioritize employees' well-being and satisfaction, leading to better business outcomes. It's an age-old saying: people don't leave bad jobs; they leave bad managers. The role of people leaders is crucial in creating a people-centric culture. Empowering and equipping them with the tools they need to support their team members is key to building a successful employee-centered strategy. Cassandra also shares some best practices for developing and training people leaders to foster a culture that values employees' contributions. Although there are few people who spend their whole careers at a single company anymore, employees can still have significant impact at a company in 3 years. Jason and Cassandra explore the importance of not looking at one's tenure at a company, but the employee's lifetime value when looking at the impact made in time there. Your people are your greatest asset, and investing in them will ultimately drive your company's success. Key ideas and highlights: - Companies that center around their people are the ones that differentiate themselves in bad markets. - The best way to have a people-first people strategy is to empower and equip their people leaders. - What your employees say about your company after they leave can be so much more powerful than what they said when they were an employee. - Deloitte Workforce Wellbeing Imperative https://www2.deloitte.com/us/en/insights/topics/talent/employee-wellbeing.html Word of the day: We haven't forgotten about the word of the day! We'll pick back up when Jordan returns. Chapter: (0:00) Intro (4:58) How people-first companies differentiate themselves in the midst of economic turmoil (6:46) The key to your people strategy lies in what you as a company are aiming for (8:34) How to meet the needs of a diverse workforce (13:17) Why the best companies equip people leaders (15:30) The evolution of work and why we must rethink how we think about work (17:40) Three ways people leaders can empower their direct reports (19:46) How to balance flexibility and the needs of the business (25:03) The power of a boomerang employee (25:29) Lifetime employee value

In this episode of How People Work, Jordan and Jason discuss leadership, the gamification of work, and the importance of celebrating the small wins at work. As a leader, it's important to recognize that failure is not the end of the world - it's actually an essential part of the learning process. By giving your employees room to fail, you're encouraging them to take risks and explore new ideas, which can ultimately lead to innovative solutions and increased productivity. When employees feel free to take risks without fear of punishment, they're more likely to experiment and come up with creative solutions that can benefit the entire team. Gamifying work can mean using game-like elements such as points, rewards, and competition to motivate employees and improve performance. When work organically feels more like a game than a chore, employees are more likely to be motivated and invested in their tasks. Additionally, gamification can foster a sense of friendly competition and collaboration among team members, leading to increased communication and teamwork. Jordan and Jason also discuss why celebrating small wins is an essential component of building a positive and productive workplace culture. When employees are recognized for their achievements - no matter how small - it can lead to increased motivation and a sense of accomplishment. By acknowledging and celebrating the small wins along the way, you're reinforcing the idea that every contribution matters and that progress is being made towards larger goals. Key ideas and highlights The importance of giving your employees room to fail and why it's one of Fringe's core values How gamifying work can help your team win and make even the mundane tasks enjoyable Celebrating the small wins, or even the “not losses” is essential to a positive workplace culture Word of the day: Recuse Chapters: (0:00) Intro (4:50) What we can learn from children about play (6:20) Why being willing to fail boldly should be a part of your company values (9:36) Why being willing to fail is a key way to approach life (10:56) Why you must give your people the freedom to fail (12:36) How to celebrate the wins that are often overlooked (16:15) How your definition of wins defines your company culture (18:02) Gamifying work helps your team win (19:24) How gamifying work can make mundane tasks interesting (25:45) Why we have to go back to childhood tendencies of play and work Learn More + Stay Connected: Are you an HR/People Leader wanting to learn more? People Data & Insights Report Jason's LinkedIn Jordan's LinkedIn How Fringe works

In this episode of How People Work, Jordan and Jason explore the ways to think differently about work, incorporating happiness and play. The hosts start by talking about their childhood aspirations and how most kids want to play games as their career. The conversation between Jason and Jordan revolves around the complexity of life as one grows older and the need for rules to guide one's actions. They discuss how children have a script to follow, and boundaries are well defined. However, as one grows older, the rules become less defined, and one may not know what is expected of them. There are unwritten rules in work culture that are confusing, and people may not know how to navigate them. They suggest that it is essential to have a mutual aim and agreed-upon rules to play by, which makes the game of work fun. Key ideas and highlights: - When asked what they want to be when they grow up, most kids answers involve some form of play. Why do we lose that? - There are unwritten rules at work that are confusing; good leaders write out the “How to Win” section. - Having a clear mission, vision, values, or rule book gives people peace and clarity. Word of the day: Scrupulous Timestamps: (0:00) Intro (2:51) Why we need to think differently about the notion of work (3:37) What did you want to be when you grew up? (4:15) Playing a game as a career was every kid's dream (11:38) Why the fondest memories of life are memories of playing games (13:15) Games as a microcosm of how society works (15:51) Why we don't like living in a world without rules (19:55) Good leaders write down the unwritten rules and make them clear (21:14) There must be a way to win work (25:56) Why it's harder to see wins at work

Work and happiness are intrinsically linked. Making happiness the central goal of one's life, and business, can change everything.In this episode, Jason and Jordan discuss how personal and professional growth is essential for long-term fulfillment. They also explore how most learning and development programs offered by employers fail to address the individual needs of employees and don't satisfy this greater need for fulfillment. Having a clear understanding of what one is aiming for is crucial to achieving long-term success and happiness. Jason and Jordan explore meaningful ways to help people grow, both personally and professionally, and how companies can provide mentorship, training programs, and career advancement opportunities to support their employees. Leaders must be willing to lead by example. By setting clear expectations and modeling desired behaviors, employers can foster a culture of growth and development. Key ideas and highlights: Aspiring towards something provides meaning and purpose. Developing your people goes beyond the job description and workplace. Leaders need to be willing to go first and set goals for themselves and for their people. We have to help our employees figure out who they are, what they believe in, and set a true north in life that they can pursue. And if that pursuit takes them away from us, so be it, because our goal as employers should be human flourishing. - Jordan Word of the day: Symbiosis Timestamps: (0:00) Intro (6:30) Why coasting in life doesn't lead to satisfaction (11:30) What most learning & development programs get wrong (15:50) The importance of discovering what your goals are and what you're aiming for. (17:30) How to help your people grow (20:53) How can companies help support their people in their goals (23:10) Why leaders need to lead by example (24:30) Are crazy audacious goals worth it? (28:30) Making happiness the central goal will change everything

Happiness isn't about the amount in your paycheck, but the values that define your purpose. In this episode, Jordan and Jason explore the science behind happiness and its correlation to employee productivity and workplace wellbeing. They discuss the importance of humility in the workplace and why more money is not the key to achieving happiness. They also examine why 100% happiness in the workplace should not be the ultimate goal and what should be instead. Key ideas and highlights: According to an MIT study, those who are self-reported to be happy makes them four times more likely to be a top performer. When it comes to goal-setting, our values hierarchy matters more than money to achieve happiness. Nothing is miserable unless you think it so; Nothing brings happiness unless you are content with it. - Boethius - Jason Word of the day: Malarkey 24:01 AND 24:18 Chapters: (0:00) Intro (1:30) The science behind happiness (3:38) Being happy makes you 4x more likely to be a top performer (6:13) Greek philosophy and the predisposition of happiness (10:45) Can you build a happiness playbook? (11:43) Why 100% happiness in the workplace shouldn't be the goal (12:19) Where unhappiness at work stems from (14:40) The importance of humility in the workplace (16:00) Why lepers in India are happier than most people in the West (20:45) How lifestyle creep interferes with happiness (25:00) Why more money is not the chief tool to accomplish your goals

Happiness is underrated in the workplace. While most leaders understand that employee happiness is important, many have struggled to tie it to a core business metric. How does workforce happiness impact costs, earnings, or efficiency? Happiness is closely tied to productivity. According to research by MIT, self-reported happiness is a predictive measure of performance—a much more reliable predictor of productivity than employee engagement. So why is it so often overlooked by many organizations? In this episode, Jason and Jordan explain the connection between employee happiness and productivity, building a case for why employers should care about the happiness of their people from a business perspective. They urge leaders to view human flourishing as an orienting principle in their business to support the happiness and productivity of their people. Key ideas and highlights: Most leaders dismiss happiness off-hand as a “soft” or “qualitative” metric that doesn't have anything to do with real work. People experience sustained happiness when they move toward a highly valued goal. When we study the tie between employee happiness to productivity, we find that happy employees are more productive than their unhappy counterparts. Studies mentioned in this episode: Influence of Positive Affect on Intrinsic and Extrinsic Motivation Happiness and Productivity When we view our work as a means of contributing to society, we start to view our personal productivity as a means of driving human flourishing. This orients us to something that's bigger than ourselves and requires that we take our personal happiness seriously.- Jason Murray Word of the day: Tantamount ✨ Chapters: (0:00) Intro (2:20) Why employee happiness is an important business metric (5:00) 3 different definitions for happiness: Eudaimonic Wellbeing, Fulfillment, and Hedonic Pleasure (8:29) How to accurately assess employee happiness (9:35) Is happiness a “soft” metric or a core business metric? (13:51) Why businesses aren't set up to drive happiness (16:47) Why leaders should care about the happiness of their people (17:01) Why Gen Z is poised to be the most philanthropic generation ever (20:30) Leadership approaches that inspire happiness and productivity vs those that don't (24:21) What happens when we view human flourishing as an orienting principle (27:37) How does happiness tie to productivity?

For many of today's employees, it is no longer possible to separate work and life the way we used to. Emails fill our inboxes after hours, our homes have become our offices, and we carry notifications from bosses and colleagues in our pockets at all times. The notion of “work-life balance” has therefore little resonance for the modern workplace. But is that a bad thing? In this episode, Jordan and Jason argue that work and life have the same aim (fulfillment) and therefore should be seen as two means of reaching the same end. They urge listeners to move from a work-life balance mindset to the “66% of time” mindset—a view that allocates eight hours a day (or one third of life) to sleep and the other two-thirds of time to seeking fulfillment in and outside of work. Key ideas and highlights: Some of the best parts of life happen at work—milestones achieved, skills developed, & relationships formed For employees that work from home or from a computer, work no longer has the built in limits that it did in the past The “66% of time” mindset: life can be split into two groups of time. One third is dedicated to sleep and the other two thirds, or 66%, is available for seeking fulfillment. What do we do with the 66% of time we're not sleeping? The values that you hold highest should fill all of the time that you're not sleeping. It's not a matter of whether I'm at work or at home. The things I'm aiming for—purpose, flourishing, meaning—are the same. — Jason Murray Word of the day: Anachronistic ✨ Chapters: (0:00) Intro (7:22) The misplaced assumptions behind the notion of work-life balance (8:36) Debunking the work/life balance myth (12:01) Why work and life don't have to compete with one another (14:26) How the history of work has shaped how we think about work (18:56) What the work used to have built-in limits (22:22) Where people are seeking community (29:14) Moving to a “66% of time” mindset (30:53) Why “fulfillment” is a better aim than work/life balance (35:00) The role community plays in staving off fear and anxiety (38:54) The key to making work more meaningful Learn more about how you can retain employees and reduce the costs of your people programs with Fringe.

There is a fundamental difference in how the generations of the workforce see and experience the world because of the role technology has played in their lives. These generations can be split into two groups: native analogs and native digitals. Native analogs: Silent, Boomers, Gen X, and even some older Millennials remember a time before the Internet. They view technology one of two ways: (1) a helpful, occasional resource or (2) as a distraction from everyday life.  Native digitals: Millennials and Gen Z, on the other hand, grew up surrounded by new technological advances at a rapid rate. They integrated technology into everyday life. This fundamental difference of perspective is why we often see executives and employees talking past each other. Key ideas and highlights Transformation of Communication w/ Workplace Generations: When someone tells us we have to do something (i.e. going back into the office), it's human nature to not want to do that thing. To employees, it's not about their personal preference, they just want the flexibility to choose. The sustained happiness from experiencing something is far more than the instant hit of dopamine we get from something tangible. Things get lost; experiences create memories that will last a lifetime. Money can't buy love…or happiness. Receiving something meaningful, even if it's small, is better than receiving something impersonal, like cash (or gift cards). How many of us are actually putting our undergrad degrees to use? It used to be that you had to go to a university to even have a chance at getting a “real” job. Native digitals understand the value of on-site training or internships/apprenticeships in the field they love instead of spending thousands in tuition. “Thinking about trying to lead a company ourselves, I think we just need to be flexible. We need to be really open-minded. We just need to not think about things like pedigree in the same way. We need to not think about where people work and how they work in the same way. And we need to understand that people need different things. And the only way to provide such a diverse group of people and opportunity to be successful in the way that they need to be successful is to be incredibly flexible.” Word of the day: Cacophony Timestamps (0:00) Intro (4:20) Native analogs vs native digitals, explained (5:20) Fundamental difference in how generations see the world (6:50) Could the online world be “real life”? (10:20) What was the world like for native analogs? (13:50) Maybe filming the moment IS the new living in the moment (15:30) How much of the world has changed for native digitals? (17:50) 62% of employees already report to a Millennial boss (22:02) How has communication changed for these two groups? (25:24) Experiences > stuff (28:20) Experiences provide more sustained happiness than things (28:59) Seinfeld and cash gifts  (31:05) Some benefits programs do more harm than good  (38:22) How to think about benefits equity for a remote team (39:25) Why flexibility matters now more than ever You can learn more about Fringe by visiting: https://www.fringe.us

Employers and people leaders across industries are facing the same challenge at work. How do you lead a diverse workforce well? For the first time in history, there are five different generations in the workplace—Silent, Boomer, Gen X, Millennial, and Gen Z. And each generation has a fundamentally different experience of the world, leading to competing expectations of the employer. How can leaders demonstrate care and respect for all of their employees when they experience the same work environment differently? In this episode of How People Work, Jordan and Jason discuss how leaders can meet the competing needs of today's employees without neglecting any one group. They'll answer questions like: How do our employees want to be recognized? What incentives will motivate each generation? How do employees define wellbeing and why does that matter? Key ideas and highlights: Currently, Millennials and Gen Z make up 35% and 7% of the workforce By 2030, Millennials and Gen Z will make up over two-thirds of the workforce Rewards and recognition programs need to be tailored to the different expectations of each generation Showing appreciation to a Millennial in the same you would you show appreciation to a Boomer is likely to offend rather than inspire that employee The experience of the world is fundamentally different for each generation. Employers who aren't aware of these differences will struggle to acquire and retain top talent. “Companies are grossly unprepared to handle the generational shifts about to take place over the next 5 years. The experience of the world is fundamentally different for each generation.” — Jason Murray Word of the day: Ameliorate Chapters: (0:00) Intro (1:18) What are the five generations in the workforce? (3:06) What the workforce will look like by 2030 (3:56) The radically different expectations each generation has for their employer (5:10) Why many recognition programs do more harm than good (7:16) What each generation has in common at work (17:18) How to lead all 5 generations well (22:50) What happens when you view work as the enemy (24:18) Why “work-life balance” is a ridiculous false dichotomy (26:30) What we stand to gain if we think of work as play (27:30) What work, camping, and sports have in common (29:05) What language trips up leaders and silences employees? (33:28) How leading out of fear vs. trust will inform your talent strategy

Many of the concepts we have about work assume that it is a necessary evil. Work is bad and life is good, and therefore we should aim for minimal time spent working and maximal time at leisure. This is the assumption embedded in the “work-life balance” model. In this first episode of How People Work, Fringe co-founders Jordan Peace and Jason Murray challenge this way of thinking. They explore the history of how people have thought about work, what we stand to gain if we view it as inherently good, and how this mindset led them to start Fringe. Key ideas and highlights “Work should be a good thing. This notion of how we work as humans, but also how we apply ourselves to work, is something that ought to be investigated and talked about. And it's relevant to what we're doing here with Fringe because we're trying to very much build a company in which people can feel that they do good work and that the work is good for them and good for their lives and their families.” — Jason Murray Before, people viewed work as a transactional relationship between employer and employee. In exchange for labor, employees received wages. Now, employees expect to find meaning, purpose, and belonging at work. This transition was fueled by the expansion of benefits that extend beyond the quid pro quo arrangement of the past—health insurance added in the 1940s, 401(k)s in the ‘70s, and more recent perks like remote work in the 2020s. The problem with the current benefits landscape is that almost all benefits are future-oriented. You reap their reward later on, especially when you're sick, dead, or retired. The next development in the evolution: benefits that meet the everyday needs of employees, such as child care, mental health support, student loan repayment, or even food delivery. Employers that offer benefits that their employees can use in their daily life are best positioned to drive recruiting and retention efforts.

Welcome to the How People Work podcast, where we explore the intersection of how humans think and act and how they apply themselves to their work. Every week, startup co-founders Jordan Peace and Jason Murray discuss topics ranging from human psychology and anthropology to leadership, business trends, people strategy & more. This podcast is for anyone who strives to be a compassionate and compelling leader and organization builder. If you are a people leader who wants to better understand and serve your people, this podcast is for you. Jordan Peace (CEO) and Jason Murray (Head of Innovation) are co-founders of Fringe, a lifestyle benefits start-up based out of Richmond, VA. Lifestyle benefits are services that enhance employees' lives in personal and meaningful ways. These services reduce stress, give time back, spark joy, and impact families. Learn how Fringe can help supercharge your talent, culture, wellbeing, and DEI efforts at fringe.us.

On this episode, Cassandra Rose sits down with Jessica Marucci, VP of People and Places at Catalyst Software. Catalyst offers a customer success platform (CSP) that integrates with all the tools a company is already using to provide a single, centralized view of customer data. This can help organizations prevent churn and provide better customer outcomes. Jessica discusses how Catalyst went remote, after originally establishing itself as very much an in-person business. She discusses the importance of staying attuned to the needs of team members because, in the current climate, these are constantly shifting. One of these needs is mental health. Jessica talks about what that means to her and to Catalyst and how they kept that as a value, even as other companies scaled back time and benefits related to it. Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode, Cassandra Rose speaks with David Yovanno, CEO and Board Director at impact.com. Impact.com helps businesses manage and optimize all kinds of partnerships, including traditional rewards affiliates, influencers, commerce content publishers and B2B. The company's purpose-built platform makes it easy for companies to create, manage and scale an ecosystem of partnerships with brands and communities. David explains how the pandemic led to a change in how the company communicates, which has led to positive changes that couldn't have been foreseen. He also discusses some of the ways that an organization can think about and foster company culture, including the power of building trust and the importance of highlighting the positive in the face of the access to negative news that technology offers today. Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode, Cassandra speaks with Rick Hammell, CEO at Atlas. Atlas helps innovative companies to employ whomever they want, wherever the talent exists. They help onboard talent, manage compliance and pay a global workforce without the need for a local entity or multiple third-party providers. They are currently in over 160 countries and offer a platform that improves user experience and provides self-service capabilities.   Rick shares how the idea for Atlas evolved out of a problem he was experiencing while working on a government contract in a foreign country. It was a nightmare to get people paid. The pain those contractors felt has always been front and center for Atlas and has informed the way it has built its platform: optimized for the customer experience, ensuring that employees don't have to worry about pay or benefits. Rick is never satisfied. He believes that if you think you're doing your best, you can always do better.    Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra speaks with Michael Katz, CEO and Co-Founder at mParticle. mParticle makes it easy to holistically manage customer data along the entire product and customer lifecycle. This helps organizations deliver great customer experiences and accelerate growth.   As Michael reflects on the changes in digital marketing in the last decade, particularly with the current emphasis on privacy, he notes that companies that want to stay relevant and successful have to be willing to evolve and change with the times, even at the risk of contradicting themselves. He also feels that a looming recession will reveal organizations that do not have strong business fundamentals. Companies that wish to survive an economic downturn will need to focus on fundamentals and “build a real business.”   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra Rose talks with Eveline Jaynes, Director of Talent Acquisition and Management at Laserfiche. Laserfiche provides intelligent content management and business process automation by using workflows, electronic forms, document management and analytics. Team members at Laserfiche empower customers and help them reimagine how technology can impact organizations and individuals.   Eveline reflects on changes in the workplace during and after the pandemic and on reasons employees leave companies. One of those reasons is a lack of opportunity for personal growth, and one way that Laserfiche encourages that growth is by paying for volunteer time off. Eveline says that “AQ (adaptability quotient) and EQ (emotional quotient) eat IQ for breakfast,” particularly in remote environments where people want to be seen and appreciated for their efforts.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra Rose speaks with Lee Kirby, Chairman & Co-Founder at Salute Mission Critical. Salute Mission Critical is a data center services company that deploys, manages and decommissions data center sites with high-quality results and military precision. Salute is dedicated to pulling from a labor pool of veterans — a disciplined, adaptable and trainable group.   Lee shares details of his 36 years in the military and explains why he was inspired to help veterans when he learned that unemployment for that group was over 25%. He also discusses what makes veterans attractive hires, the hidden jewels of the military community and how diversity in hiring works hand-in-hand with hiring veterans.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra Rose speaks with Inna Kuznetsova, CEO at ToolsGroup. ToolsGroup helps organizations achieve their target service levels while optimizing inventory. In today's world organizations need to predict more behaviors, protect against surprises and perform more efficiently. ToolsGroup helps companies like Absolut, BP and Harley-Davidson do all this and more.   Inna shares with us her fascinating rise to the C-suite. She started her career training as a scientist before moving on to IBM where she received sales, management then executive training. Inna talks through the risks she's taken at different stages of her career and explains why publishing your company values on a wall isn't necessarily very helpful and she explains what she wants her leadership legacy to be.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Jordan talks with Savina Perez, Co-Founder and Chief Customer Officer at Hone. Hone is a market leader in offering remote live learning at scale to create behavior change, connection and personal development.    Long before the pandemic forced remote culture on many companies, Hone was remote-first, both as a company and product, giving them access to talent from multiple sources. This remote-first thinking has continued to influence proactive moves to optimize content both across time zones and across cultures. Savina shares a tactic she's used for finding some of her most trusted advisors.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Jordan talks with Ganesh Shankar, CEO and Co-Founder of RFPIO Inc., about start-ups and small businesses. RFPIO is the market leader in response management software to help create and manage sales proposals, and resolve inefficiencies rooted in decentralized and inaccessible content and knowledge.   Ganesh discusses the acquisitions of former competitors and how RFPIO is guided by its company values, including “see something, say something,” and “don't mess with customers” (Ganesh doesn't want RFPIO to be a problem for customers when they already have so much on their plates). These company values were not imposed from above but emerged organically as the team reflected on their work.    Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra Rose speaks with Kendall Holbrook, CEO at Dev Technology Group. Dev Technology offers mission-critical applications and systems to governmental organizations such as the Departments of Homeland Security, Defense and State, as well as the National Guard and others. They offer full-stack application development, biometrics and identity management, cloud and infrastructure optimization, IT and legacy modernization, and data management.   Kendall shares what it was like to be part of quadrupling the number of employees at the company, how working with the government is very much a long game and how Dev seeks to not just be a different type of government contractor but also one that puts their clients and employees first. She also shares how Dev crowdsourced their company values from their team members and how integral those values are to their daily decision-making processes.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Jordan speaks with Alex Frommeyer, Founder and CEO at Beam Benefits. Beam is all about modernizing employee benefits through its intuitive digital platform, self-service tools and AI-powered underwriting. That combination offers a simple experience for brokers, employers and members.   When Alex last appeared on The BragWorthy Culture, he discussed how Beam was setting itself apart from other companies in the space. On this episode, that narrative extends to talking about how culture develops in a growing company. Far from running from the phrase, “the culture has changed,” Alex insists that culture has to change as a company grows through different phases. Some of those phases include bad market conditions, but even there Alex sees great opportunities to build culture. “When something terrible in the business happens,” he notes, “there's always a way to take advantage.”   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra talks with Lucas Haldeman, Founder and CEO at SmartRent. SmartRent offers smart home automation to property managers and renters. Whether you develop, own or manage multifamily communities, SmartRent can help you control all the smart devices in your properties through an app.   Lucas talks about how SmartRent developed, as so often happens in entrepreneurial stories, from a solution they were searching for to something they decided to develop themselves. Lucas believes that entrepreneurialism, at its core, is naturally curious, and that curiosity leads to problem-solving. Lucas also explains how the decision to keep his team fully employed during the initial stages of the pandemic led to SmartRent's being able to keep up with demand when restrictions were lifted.    Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra speaks with Vishal Sunak, Co-Founder and CEO at LinkSquares. LinkSquares uses AI to help legal teams manage contracts. This gives customers what they need to write better contracts, analyze existing ones and execute them quickly. Using AI, companies save hundreds of hours and thousands of dollars by eliminating manual contract processes and reducing the need for outside counsel.   Vishal begins with how the company got started: by asking companies what they needed and learning as they went, the LinkSquares team could pioneer a space that didn't previously exist.   Vishal also shares some of the secret sauce that makes LinkSquares a great place to work, from having a thoughtful job application process, through onboarding that gives new team members access to subject matter experts from around the company, to a program that shouts out employees and a genuine openness to constructive feedback.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Jordan talks with Temy Mancusi-Ungaro, CEO at Reachdesk. Reachdesk helps companies deliver moments that matter throughout the entire customer lifecycle, at scale, globally. It does this through gifts and direct mail that build deeper connections with customers, prospects and employees at the click of a button.   Temy speaks about the power of physical gifts and how maximum impact can be achieved when those gifts are personalized. Gifting can be a tool in the “Great Recognition” that Temy wants to lead against the “Great Resignation.” Temy wants to create a culture of gifting at businesses, because ultimately that can lead to a mindset of generosity that lifts everyone. Reachdesk also cares about sustainability in gifting, and Temy shared some of the efforts the company is putting forward to make sure they are doing their part in that area.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Jordan speaks with Sheri Kelleher, Senior Vice President, People Success at Incorta. Incorta provides unified data and analytics software that makes it fast and simple to unlock the full potential of data from multiple complex source systems. It makes data instantly ready for analysis by eliminating traditional data transformation, modeling and aggregation steps.   Sheri talks about the changes the company has made since Covid, which include not just meeting people where they are, allowing for remote work, but also continuing what Incorta has always done, which is to focus on top talent and find out what makes them happy and engaged.   Sheri also walks listeners through Incorta's recent process of simplifying core values, which included naming “love” as a company core value. That love isn't just expressed in caring for team members, but for the greater community.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, host Cassandra Rose speaks with Roisin O'Hagan, Vice President of Human Resources at Unosquare. Unosquare provides custom software development in the fields of healthcare, financial services and tech. During Roisin's time at Unosquare, the company has grown from 400 to 800 team members.   Roisin shares what she loves about the culture at Unosquare: company town halls that offer transparency, ask-me-anythings with the CEO, revamping of core values and the whole company coming out of Covid stronger. Roisin also reminds listeners that the strength of the culture can form new team members. If that culture is weak, the new team members will form the culture, for better or worse.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra talks with Dr. Alex Gapud, Cultural Anthropologist at scarlettabbott, an employee engagement and communications consultancy that believes in purpose-driven and productive worlds of work. One way they help achieve this is to send someone like Dr. Gapud into an organization to obtain a map of the company culture. This is then used to help leadership see what's working and what isn't.   When Dr. Gapud goes into these companies, he likes to keep this quote in mind: “Numbers have faces and statistics have stories.” By gaining the trust of those working on the ground and sharing uncomfortable truths with those at the C-level, Dr. Gapud and his team can help make real breakthroughs in work environments.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, host Cassandra Rose sits down with Matt Oxley, Co-Founder at Opal. Opal offers a personal marketing platform that helps its users see their work through the eyes of their customers. Opal works with brands like Airbnb, Microsoft and even NASA.   Matt shares some of the changes that Opal made post-pandemic, including deciding to permanently close some offices and make its teams fully remote. This decision ties together with an overall effort from Opal to give its employees both permission and support to find their own balance in this new world of work. Matt also shares the power of using in-person gatherings to build camaraderie and fellowship, noting that, “there's only so much you can do on Zoom and Slack.”   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode, Cassandra sits down with Brian Litvack, CEO and Co-Founder at LeagueApps. LeagueApps is the operating system and community for youth and local sports leaders. It provides them with the technology and professional network they need to succeed.   Brian talks about changes in culture and company objectives as a result of the pandemic and the move to a hybrid work environment. He also discusses the pros and cons of being a mission-driven company and why it's important to make values front and center in an organization — every decision leadership takes will affect company culture and, ultimately, the company's profitability and success.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode Jordan talks with Vadim Yasinovsky, Co-Founder & CPO at airSlate / PDFfiller.com. AirSlate helps users design, integrate, and automate document workflows using a single, no-code platform.   Among other astonishing facts on the ground, Vadim shares how he and his team evacuated airSlate's workforce from Ukraine. Roughly 70% of the team was located there in February 2022. Those same team members continued to deliver at work, despite being bombed. Even more inspiringly, they helped deliver humanitarian aid during the hours they weren't working, putting in long work shifts at night after delivering that aid.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.   #bragworthyculture #peoplefirst #digitalwork #employeeexperience #employeeengagement #hr #bestplacestowork #workculture #employeebenefits

On this episode Jordan talks with Max Yoder, CEO & Co-Founder of Lessonly. Lessonly had been building training software to help teams learn, practice, and do better work until it was recently acquired by Seismic, another player in the same space. Max has also authored two books, including To See It, Be It, which is full of notes on business and life.   Max shares his philosophy on how companies can strive to work more thoughtfully. He wants more love and compassion in the workplace, meaning a willingness to be vulnerable and greater understanding when those around us make mistakes. But he cautions against empathy as its own end: while it can be useful, it wears down people's batteries.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode Jordan talks with Meredith Bronk, CEO and President at Open Systems Technologies, Inc. OST is an integrated, cross-functional business technology firm that brings together strategy and insights, digital experiences, connected products, data center transformation and enterprise managed services.    Meredith has been with OST almost from the beginning and has much to share about its growth and values. So much so, that she has a blue card printed with the company values right on her desk and with her whenever she's engaging with her team. The company was living its values long before they were formally codified; she talks about the importance of not taking that living of values for granted. She addresses the importance of constantly embodying those principles and avoiding what she calls cultural hypocrisy. She also reflects on the notion that values remain the same while culture may change.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

In this episode, Jordan talks with Chris Sullens, CEO at CentralReach. CentralReach provides a complete software and services platform that helps children and adults diagnosed with autism spectrum disorder (ASD) and related intellectual and developmental disabilities (IDD) — and those who serve them — achieve better outcomes and live more independent lives.   Chris shares an important strategy in change management: acknowledging what has been done so far and demonstrating your willingness to learn. That willingness to learn also extends to identifying bad hires and exiting them quickly before they can demoralize the team. Chris also emphasizes the importance of management being involved in the interview process, not brushing it off as “something the team can handle.” Chris advocates for shining lights on certain topics, even if they aren't the easiest to discuss.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode of The BragWorthy Culture podcast, Jordan talks with Laura Bowden, Vice President of People at Tessitura Network. Tessitura is a nonprofit tech company focused on CRM, that works exclusively with arts and cultural organizations.   Laura explains how the organization came into existence when the Metropolitan Opera of New York was trying to integrate various systems into one unified program. Laura goes on to discuss how most of the team have either worked in arts or culture or are artistic themselves and how “living the culture” influences the way the company grows. One of the ways that companies in the arts can grow is in terms of increased diversity and inclusion, and Laura reminds listeners that when companies are silent, they're still saying something.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode of the BragWorthy Culture Podcast, Jordan talks with Arnie Malham, Founder/President of BetterBookClub.com. Better Book Club is an innovative approach to company-sponsored learning. It uses a cloud-based platform to allow companies to recognize and reward team members for reading.   Long ago, Arnie discovered that instead of telling people what to read, huge rewards could be reaped from simply encouraging a culture of reading. That culture leads to stronger leadership, which in turn leads to stronger team members. Arnie discusses his own leadership journey and the role that books played in helping him to develop. Part of what drives him is getting to know others through what they think and those conversations are often driven by asking others about the books that they've recently read. Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode of the BragWorthy Culture Podcast, Jordan talks with Jonathan Siddharth, Founder and CEO of Turing. Turing is on a mission to help unleash the world's untapped human potential by offering the best remote engineers to companies worldwide. Not concerned with technical skills only, Turing also vets engineers' English skills and remote-working capabilities.   Jonathan has already been part of a successful acquisition in Silicon Valley. The need for engineers to build his last startup led him to look at remote options which opened up great possibilities. Jonathan also talks about the challenges of remote work and what Turing has built to deal with these challenges. In the last part of the episode, Jonathan turns the tables and asks Jordan about what Fringe is doing to take care of its team members.   Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.

On this episode of The BragWorthy Culture Podcast, Jordan talks with Pamela Mattsson, SVP of People and Organizational Development at Outreach. Outreach is the first and only sales execution platform helping revenue teams bring AI into workflows to unlock visibility across the entire revenue cycle and to create forecasts with greater confidence.   Pamela shares her passion for making sure we are looking at “human beings” and not just “human doings” within a company. Part of how she achieves this at Outreach is through having the employees' backs: not just celebrating successes and owning failures but being honest and transparent as much as possible. She also talks about how her team has doubled down on awareness of unconscious bias to perform better when hiring remotely. Pamela is big on values and culture being expressed in processes and procedures as well as in interviews and mission statements. That means that those who best reflect the company values and culture should be targeted for promotion. Looking to build your own BragWorthy Culture? Fringe can help. Fringe is the number one lifestyle benefits platform. Give your people the power of choice and save a ton of administrative headaches by consolidating existing vendors and programs into a simple, automated platform. Contact us at Fringe.us.