Podcasts about employees

The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Magic Toaster THE VIDEO: [After THE JUMP: Things to be said.]  --------------------- 1. New Mexico Preview: Offense starts at the top They've got a very 2022 Colorado State vibe after importing a Big Sky team. We like their Big Sky RBs better than MSU's. Mikey Keene-ish QB wasn't the reason they gave Oregon trouble. 2. Preview in Review: Defense starts at 11:24 The wily open defensive end is. The rest of lines and their secondary are terrible, save a Bruce Feldman Freak who had six kick return touchdowns in the FCS. 3. Preview in Review: Defense starts at 22:58 We're so into Metcalfs. Shark Teeth mode now with players behind players. Only thing is they don't have so many superstars—just good guys all around. Can Jyaire Hill step forward into one? Benny? Derrick Moore is the one EXTRA guy that we can't lose. 4. Preview in Review: Offense starts at 35:50 Surviving Evan Link. Featured Artist: Magic Toaster Songs: Saturday Night Anything's Fine Blue Night Oberon Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat  

ICYMI: Hour Two of ‘Later, with Mo'Kelly' Presents – Chris Merrill filling in ‘Later, for Mo'Kelly' with a look at the U.S. Government's crackdown on the flaws in the national organ transplant system AND Tawala's first-hand knowledge as a duel organ transplant recipient…PLUS – Thoughts on the Gen-Z quarter-life career crisis - on KFI AM 640…Live everywhere on the iHeartRadio app & YouTube @MrMoKelly

Angelo's Italian Restaurant in Evansville, Indiana announced with sign posted outside its doors that it will no longer serve employees of CenterPoint Energy.See omnystudio.com/listener for privacy information.

Asha Sharma leads AI product strategy at Microsoft, where she works with thousands of companies building AI products and has unique visibility into what's working (and what's not) across more than 15,000 startups and enterprises. Before Microsoft, Asha was COO at Instacart, and VP of Product & Engineering at Meta, notably leading product for Messenger.What you'll learn:1. Why we're moving from “product as artifact” to “product as organism” and what this means for builders2. Microsoft's “seasons” planning framework that allows them to adapt quickly in the AI era3. The death of the org chart: how agents are turning hierarchies into task networks and why “the loop, not the lane” is the new organizing principle4. Why post-training will soon see more investment than pre-training—and how to build your own AI moat with fine-tuning5. Her prediction for the “agentic society”—where org charts become work charts and agents outnumber humans in your company6. The three-phase pattern every successful AI company follows (and why most fail at phase one)7. The rise of code-native interfaces and why GUIs might be going the way of the desktop8. What Asha learned from Satya Nadella about optimism—Brought to you by:Enterpret—Transform customer feedback into product growth: https://enterpret.com/lennyDX—The developer intelligence platform designed by leading researchers: http://getdx.com/lennyFin—The #1 AI agent for customer service: https://fin.ai/lenny—Transcript: ⁠https://www.lennysnewsletter.com/p/how-80000-companies-build-with-ai-asha-sharma⁠—My biggest takeaways (for paid newsletter subscribers): ⁠https://www.lennysnewsletter.com/i/171413445/my-biggest-takeaways-from-this-conversation⁠—Where to find Asha Sharma:• LinkedIn: https://www.linkedin.com/in/aboutasha/• Blog: https://azure.microsoft.com/en-us/blog/author/asha-sharma/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Asha Sharma(04:18) From “product as artifact” to “product as organism”(06:20) The rise of post-training and the future of AI product development(09:10) Successful AI companies: patterns and pitfalls(12:01) The evolution of full-stack builders(14:15) “The loop, not the lane”—the new organizing principle(16:24) The future of user interfaces: from GUI to code-native(19:34) The rise of the agentic society(22:58) The “work chart” vs. the “org chart”(26:24) How Microsoft is using agents(28:23) Planning and strategy in the AI landscape(35:38) The importance of platform fundamentals(39:31) Lessons from industry giants(42:10) What's driving Asha(44:30) Reinforcement learning (RL) and optimization loops(49:19) Lightning round and final thoughts—Referenced:• Copilot: https://copilot.microsoft.com/• Cursor: https://cursor.com/• The rise of Cursor: The $300M ARR AI tool that engineers can't stop using | Michael Truell (co-founder and CEO): https://www.lennysnewsletter.com/p/the-rise-of-cursor-michael-truell• Inside ChatGPT: The fastest growing product in history | Nick Turley (Head of ChatGPT at OpenAI): https://www.lennysnewsletter.com/p/inside-chatgpt-nick-turley• GitHub: https://github.com• Dragon Medical One: https://www.microsoft.com/en-us/health-solutions/clinical-workflow/dragon-medical-one• Windsurf: https://windsurf.com/• Building a magical AI code editor used by over 1 million developers in four months: The untold story of Windsurf | Varun Mohan (co-founder and CEO): https://www.lennysnewsletter.com/p/the-untold-story-of-windsurf-varun-mohan• Lovable: https://lovable.dev/• Building Lovable: $10M ARR in 60 days with 15 people | Anton Osika (CEO and co-founder): https://www.lennysnewsletter.com/p/building-lovable-anton-osika• Bolt: http://bolt.com• Inside Bolt: From near-death to ~$40m ARR in 5 months—one of the fastest-growing products in history | Eric Simons (founder and CEO of StackBlitz): https://www.lennysnewsletter.com/p/inside-bolt-eric-simons• Replit: https://replit.com/•Behind the product: Replit | Amjad Masad (co-founder and CEO): https://www.lennysnewsletter.com/p/behind-the-product-replit-amjad-masad• He saved OpenAI, invented the “Like” button, and built Google Maps: Bret Taylor on the future of careers, coding, agents, and more: https://www.lennysnewsletter.com/p/he-saved-openai-bret-taylor• Sierra: https://sierra.ai/• Spark: https://github.com/features/spark• Peter Yang on X: https://x.com/petergyang• How AI will impact product management: https://www.lennysnewsletter.com/p/how-ai-will-impact-product-management• Instacart: http://instacart.com/• Terminator: https://en.wikipedia.org/wiki/Terminator_(franchise)• Porch Group: https://porchgroup.com/• WhatsApp: https://www.whatsapp.com/• Maslow's Hierarchy of Needs: https://www.simplypsychology.org/maslow.html• Satya Nadella on X: https://x.com/satyanadella• Perfect Match 360°: Artificial intelligence to find the perfect donor match: https://ivi-fertility.com/blog/perfect-match-360-artificial-intelligence-to-find-the-perfect-donor-match/• OpenAI's GPT-5 shows potential in healthcare with early cancer detection capabilities: https://economictimes.indiatimes.com/news/international/us/openais-gpt-5-shows-potential-in-healthcare-with-early-cancer-detection-capabilities/articleshow/123173952.cms• F1: The Movie: https://www.imdb.com/title/tt16311594/• For All Mankind on AppleTV+: https://tv.apple.com/us/show/for-all-mankind/umc.cmc.6wsi780sz5tdbqcf11k76mkp7• The Home Depot: https://www.homedepot.com/• Dewalt Powerstack: https://www.dewalt.com/powerstack• Regret Minimization Framework: https://s3.amazonaws.com/kajabi-storefronts-production/sites/2147500522/themes/2148012322/downloads/rLuObc2QuOwjLrinx5Yu_regret-minimization-framework.pdf—Recommended books:• The Thinking Machine: Jensen Huang, Nvidia, and the World's Most Coveted Microchip: https://www.amazon.com/Thinking-Machine-Jensen-Coveted-Microchip/dp/0593832698• Tomorrow, and Tomorrow, and Tomorrow: https://www.amazon.com/dp/0593466497Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed.My biggest takeaways from this conversation: To hear more, visit www.lennysnewsletter.com

Watch the YouTube version of this episode HEREAre you looking for help on how to grow and market your firm? In this episode of the Maximum Lawyer, Tyson interviews Travis Hoechlin and Vaidas Cikotas about how law firms can grow beyond referrals by embracing modern marketing strategies. They highlight the risks of relying solely on referrals, the need for a strong online presence, and the importance of effective intake processes. Solely relying on referrals can limit the growth of a law firm. It is important to diversify clientele and how you get revenue. For some, relying on referrals means a firm doesn't need to take time to update their website or care about how they are perceived to people trying to figure out more. This can really become problematic because referrals are not always guaranteed and you are missing out on a large portion of people who you could engage with.Though marketing is an important aspect of a firm, poor processes can make efforts useless. You can market your firm to the point where you are getting a lot of calls and interest. But, if your intake process is not good or your staff are not on top of the phone line, you are losing interest from people who are going off of first impressions. It is important to establish good intake processes to ensure your firm can flourish.Take a listen to learn more!05:41 Risks of Referral-Only Growth09:22 Catching Up After Neglecting Marketing 12:56 Short-Term vs. Long-Term Marketing Strategies17:58 Why Marketing Efforts Sometimes Fail24:20 Improving Intake and Staff Training 27:51 Website Conversion Optimization TipsTune in to today's episode and checkout the full show notes here. Connect with RizeUp Media:Website  Instagram  Facebook  LinkedinX 

Emmanuel Haro's dad declares wife innocent, says ‘God is with us' in jail interview. Employees are back, bosses say. In California? Not so much. Heather Brooker: TV Producers Flock to California's Expanded Tax Credit. Bird not seen in California for 30 years spotted off S.F. coast.

0:00 Trump buying shares of Intel is socialism! Government should stay out! Robby Soave | RISING 8:32 Psaki, Frey: Thoughts and prayers for mass shooting 'not enough'; Scott Jennings hits back | RISING 19:49 Trump takes management of DC's Union Station back from Amtrak; Duffy lays out vision | RISING 23:09 CDC dir refuses to resign after HHS fires her over vaccine policy tensioN: NYT | RISING 33:20 'Trump vows to scrutinize Seth Meyers' contract renewal with 'fake news' NBC | RISING 41:03 Fmr DOJ employee will not be charged for throwing sandwich at fed officers in DC | RISING 46:48 Taylor Lorenz: Dark Money secretly funding host of Dem influencers | RISING 1:00:04 Denmark summons US envoy after allegations of Trump agents spying on Greenland | RISING Learn more about your ad choices. Visit megaphone.fm/adchoices

A restaurant is taking a stand against employees who work at a power company.

In this episode, David Millili and Steve Carran sit down with Elle Rustique, Founder and CEO of TipBrightly—a FinTech company revolutionizing tipping through easy, cashless, app-free technology. Inspired by her mother, a hotel housekeeper, Elle turned a personal story into a mission to create more equity, gratitude, and recognition for frontline hospitality workers.Elle shares her journey from education and entrepreneurship to launching TipBrightly in Silicon Valley, the challenges of breaking into hospitality tech without prior industry experience, and how cashless tipping is helping hotels improve employee morale, retention, and guest satisfaction. She also discusses the power of data, future trends in digital tipping, and offers advice for aspiring hospitality entrepreneurs.From heartfelt stories about how tipping changed employees' lives, to practical insights on navigating long sales cycles and industry adoption, this conversation is both inspiring and thought-provoking.What you'll learn in this episode:How a personal story inspired the creation of TipBrightlyChallenges of entering the hospitality tech space as a first-time founderThe role of tipping in boosting retention and recognition in hotelsTrends shaping the future of cashless tipping and guest engagementElle's advice for entrepreneurs looking to innovate in hospitalityWatch the FULL EPISODE on YouTube: https://youtu.be/vCHaugoSD-kThis episode is sponsored by TipBrightly: https://tipbrightly.com/ Join the conversation on today's episode on The Modern Hotelier LinkedIn pageThe Modern Hotelier is produced, edited, and published by Make More MediaLinks:Elle on LinkedIn: https://www.linkedin.com/in/erustique/TipBrightly: https://tipbrightly.com/For full show notes head to: https://themodernhotelier.com/episode/203Follow on LinkedIn: https://www.linkedin.com/company/the-...Connect with Steve and David:Steve: https://www.linkedin.com/in/%F0%9F%8E...David: https://www.linkedin.com/in/david-mil.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

Summary   In this episode of the Customer Service Revolution podcast, Denise Thompson interviews Dave Murray, VP of consulting for the DiJulius Group. They discuss the critical connection between employee experience and customer experience, the challenges of accidental management, and the importance of a strong recruiting and onboarding process. Dave shares insights from his book, 'The Employee Experience Revolution,' emphasizing the need for organizations to focus on internal culture to drive external success. The conversation also touches on the evolving expectations of employees, particularly regarding work-life balance, and previews upcoming workshops aimed at improving recruitment and onboarding practices.   Takeaways Employee experience directly impacts customer experience. 82% of managers are accidental managers, lacking training. Transforming internal culture can lead to better customer service. Companies must focus on consistent management practices. Recruiting processes should reflect company culture and values. Onboarding is a critical opportunity for engagement. Work-life balance is increasingly important for employees. Organizations need to proactively manage their culture. Effective training for managers is essential for retention. Creating a memorable experience starts from the first contact. Sound Bites "82% of managers are accidental managers." "Two minutes to 12 seconds is a big difference." "We want to be selective in our hiring." Chapters 00:00Introduction to Customer Experience and Employee Engagement 01:58The Need for Employee Experience Revolution 05:01Transforming Customer Experience through Employee Engagement 09:36Attracting and Retaining Top Talent 13:58The Importance of a Positive Recruiting Experience 17:39Creating Growth Opportunities for Employees 22:26The Importance of Structured Training 24:17Creating a Memorable Recruiting Experience 27:06Attracting Candidates: Company Culture and Reputation 31:04Work-Life Balance and Generational Expectations 34:18Enhancing the Onboarding Process 37:35Applying Recruitment Strategies to Educational Institutions   Links Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Interview Questions: https://thedijuliusgroup.com/resources/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Books:  https://thedijuliusgroup.com/shop/ Zappos call:  https://thedijuliusgroup.com/is-zappos-really-that-good-at-customer-service-manager-fired-for-responses-to-online-reviewers/ Blogs on Above and Beyond Culture: https://thedijuliusgroup.com/category/above-beyond-culture/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

Nick Livick, UAW member, responds to a recent Free Press article attacking the UAW. We also take your calls!✦ ABOUT ✦The Valley Labor Report is the only union talk radio show in Alabama, elevating struggles for justice and fairness on the job, educating folks about how they can do the same, and bringing relevant news to workers in Alabama and beyond.Our single largest source of revenue *is our listeners* so your support really matters and helps us stay on the air!Make a one time donation or become a monthly donor on our website or patreon:TVLR.FMPatreon.com/thevalleylaborreportVisit our official website for more info on the show, membership, our sponsors, merch, and more: https://www.tvlr.fmFollow TVLR on Facebook: https://www.facebook.com/TheValleyLab...Follow TVLR on Twitter: @LaborReportersFollow Jacob on Twitter: @JacobM_ALFollow TVLR Co-Creator David Story on Twitter: @RadiclUnionist✦ CONTACT US ✦Our phone number is 844-899-TVLR (8857), call or text us live on air, or leave us a voicemail and we might play it during the show!✦ OUR ADVERTISERS KEEP US ON THE AIR! ✦Support them if you can.The attorneys at MAPLES, TUCKER, AND JACOB fight for working people. Let them represent you in your workplace injury claim. Mtandj.com; (855) 617-9333The MACHINISTS UNION represents workers in several industries including healthcare, the defense industry, woodworking, and more. iamaw44.org (256) 286-3704 / organize@iamaw44.orgDo you need good union laborers on your construction site, or do you want a union construction job? Reach out to the IRONWORKERS LOCAL 477. Ironworkers477.org  256-383-3334 (Jeb Miles) / local477@bellsouth.netThe NORTH ALABAMA DSA is looking for folks to work for a better North Alabama, fighting for liberty and justice for all. Contact / Join: DSANorthAlabama@gmail.comIBEW LOCAL 136 is a group of over 900 electricians and electrical workers providing our area with the finest workforce in the construction industry. You belong here. ibew136.org Contact: (205) 833-0909IFPTE - We are engineers, scientists, nonprofit employees, technicians, lawyers, and many other professions who have joined together to have a greater voice in our careers. With over 80,000 members spread across the U.S. and Canada, we invite you and your colleagues to consider the benefits of engaging in collective bargaining. IFPTE.org Contact: (202) 239-4880THE HUNTSVILLE INDUSTRIAL WORKERS OF THE WORLD is a union open to any and all working people. Call or email them today to begin organizing your workplace - wherever it is. On the Web: https://hsviww.org/ Contact: (256) 651-6707 / organize@hsviww.orgENERGY ALABAMA is accelerating Alabama's transition to sustainable energy. We are a nonprofit membership-based organization that has advocated for clean energy in Alabama since 2014. Our work is based on three pillars: education, advocacy, and technical assistance. Energy Alabama on the Web: https://alcse.org/ Contact: (256) 812-1431 / dtait@energyalabama.orgThe Retail, Wholesale and Department Store Union represents in a wide range of industries, including but not limited to retail, grocery stores, poultry processing, dairy processing, cereal processing, soda bottlers, bakeries, health care, hotels, manufacturing, public sector workers like crossing guards, sanitation, and highway workers, warehouses, building services,  and distribution. Learn more at RWDSU.infoThe American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Learn more at AFGE.orgAre you looking for a better future, a career that can have you set for life, and to be a part of something that's bigger than yourself?   Consider a skilled trades apprenticeship with the International Union of Painters and Allied Trades. Learn more at IUPAT.orgUnionly is a union-focused company created specifically to support organized labor. We believe that providing online payments should be simple, safe, and secure.  Visit https://unionly.io/ to learn more.Hometown Action envisions inclusive, revitalized, and sustainable communities built through multiracial working class organizing and leadership development at the local and state level to create opportunities for all people to thrive. Learn more at hometownaction.orgMembers of IBEW have some of the best wages and benefits in North Alabama. Find out more and join their team at ibew558.org ★ Support this podcast on Patreon ★

What happens when an executive quietly outsources performance reviews to ChatGPT? Or when your C-suite is loudly preaching about AI adoption while refusing to touch the tools themselves? In this episode, I sit down with Talk HR to Me columnist and Head of People at Quantum Metric, Alana Fallis, to tackle real listener questions in a live advice-column format.We dig into the messy realities of AI in the workplace—from misplaced trust in automated reviews, to the awkward theater of “innovation” at the executive level, to the human side of employee fears around automation. And yes, we even unpack the HR dilemma of whether an employee in recovery should be allowed to stock the breakroom fridge with non-alcoholic beer.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Alana on LinkedInCheck out Quantum MetricTalk HR to MeSupport the show

The myths that lead to misguided employee experience initiatives, and how to do employee experience improvements the right way.Connect with Sam on LinkedIn - I share customer experience content multiple times a week, and love hearing from listeners with questions or ideas for topics.Subscribe to my newsletter, Customer Experience Patterns - I publish a new edition with each episode of the podcast.My LinkedIn Learning courses: Customer Experience: 6 Essential Foundations For Lasting Loyalty, How To Create Great Customer Experiences & Build A Customer-Centric Culture. In-depth video series that teach you how to create great experiences, and build customer-centric cultuers.Thanks to my talented colleague Emily Tolmer for the cover art. Thanks to my friends at Moon Island for the music. Hosted on Acast. See acast.com/privacy for more information.

Losing your best people is more than frustrating—it's expensive. In this episode, high-performance coach Lisa Goldenthal breaks down how leaders can stop the turnover spiral and build a culture that keeps top talent. She digs into four game-changing questions every leader needs to answer: 1️⃣ What's the real cause of high employee turnover? 2️⃣ What actually works to keep top talent? 3️⃣ What should leaders stop doing that kills retention? 4️⃣ How can leaders measure if they have a “loyalty leak”? If you're tired of throwing money at perks and bonuses that don't move the needle, this conversation is for you. Lisa shares her proven R.I.S.E.S. framework—practical, no-fluff strategies to recognize, inspire, support, engage, and steer your team without breaking the budget. Tune in and learn how to fix retention at the root, keep your rockstars, and build a culture that scales with you.

About two dozen FEMA employees have been placed on leave after they signed an open letter criticizing the Trump administration’s cuts and personnel decisions. The letter warns the cuts undermine the progress FEMA has made after Hurricane Katrina, a storm that slammed the Gulf Coast 20 years ago this week. Amna Nawaz discussed the changes with Craig Fugate, the FEMA administrator from 2009 to 2017. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Tiff and Kristy discuss the ongoing challenges of hiring, including how incentives and mentalities have shifted over the past five years — and what you, as someone hiring, can do about it. Part of the discussion includes the pros and cons of how to pay team members. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:02) Hello, Dental A Team listeners. We are back today. I have Ms. Kristy again with me and we are just having a good old time over here recording ⁓ Love and Life and getting our time in together. I think you guys have heard us say it before. This is like, and I know Dana says the same thing, this is some of the only one-on-one time that we get in our lives. I don't know if you guys know this or not, but we are a completely virtual company, meaning we are all at our homes.   We don't have like a workspace that we come to and then if you're a client of ours, you know, we're on calls or in offices quite a bit as consultants or our consulting team. We really just don't get a ton of time together. So these couple of hours that we bust out some podcasts are near and dear to our hearts and I just adore you Kristy and I appreciate you blocking out the time when your schedule always for it and for always just putting so much value into everything that you do.   with your clients, with your podcasting, everything that you do. So Kristy, thank you so much. Thank you for being a part of the Dental A Team. Thank you for being here today. How are you? How are things going over there?   DAT Kristy (01:09) Good, thank you for having me. It's wonderful. I love what I do serving people and it just brings great joy. So happy to be here with you.   The Dental A Team (01:18) Amazing. Good.   Thank you. And I have a question that I haven't asked you yet. How are, how's your family adjusting to the heat to being here and your puppy who's not necessarily a puppy anymore, but he'll always be a puppy. All your dogs, I guess, both your dogs, but how's everybody, how's everybody doing kind of getting settled into Arizona?   DAT Kristy (01:40) Yeah, everybody's loving it. Thank goodness there's pools around so we can get cooled off. the dogs, they're definitely staying indoors right now. It's especially the little Frenchie, you know, that you have to be careful because they will overheat really easy. He's I can tell he's missing his walks right now, but they'll swim.   The Dental A Team (01:46) Thank you.   Yeah.   Yeah, good, good.   I had a black lab that hated water, like couldn't be anywhere near water, which is so not allowed. And summers were rough. He would get hot, but he wanted to be out there, but he was an Arizona born dog, so he was fine. But I was just thinking about earpups this morning, like, gosh, they're not used to not being able to just go outside and chill in the backyard for a couple hours. Well, I'm glad that they swim. I'm glad that they're enjoying that.   DAT Kristy (02:25) So true.   The Dental A Team (02:31) ⁓ and yeah, we're just, we're excited to bring you some information this, this day. We've got, gosh, what four podcasts for recording. So I'm super excited for them all to release and you guys, we always want you to know that these podcasts are for you. So if there's ever anything that you have hopes, wishes, desires, things you want us to talk about things that you want us to dive in deeper on, please just always reach out. Hello@TheDentalATeam.com. We are always taking suggestions and we're always here to help.   And also if there's anything that we say on these podcasts that we're like, we'll get you that. We really do mean that as well. have clients that write in all the time and say, Tiff said, and I'm like, sometimes my marketing team is like, what were you talking about? I don't know, but we figure it out. Whatever it is that we say that you can have, we want you to have it. We are here to deliver massive amounts of information to the dental community in the best ways possible and that.   comes with a ton of free resources. That's our podcast, that's our sheets, our documents, our website. We have all kinds of stuff everywhere, our ⁓ social media, we're on Instagram and Facebook, like wherever you can find us, you're gonna find a slew of information. So we're here for you and when you're ready for one-on-one consulting and not just getting all the information on your own via the web, please reach out, Hello@TheDentalATeam.com. We are so excited to serve all of you guys in whatever way fits you the best today. Kristy.   I wanted to chat this podcast today. I've had, well, number one, I've had a lot of hiring in all of my practices. So I actually chatted with a doctor yesterday, a very successful doctor in Colorado, and he was like, Tiff, what the heck? Like, we lost another one. We just filled our hygiene spots and now we're in front office. And like, what is it? What's going on? He's like, just as soon as I feel like I'm making progress, someone leaves. And I said, you know what?   And he's like, it's hard to not take it personally. That's what he said. And I said, you know what? I understand that. And I, and I feel that. And on the level of, you know, being a lead on a team, I don't own this company, but I have a lot of vested interest in this company and its success. And it's hard. And I said, we come from, we come from a time of, of being employees, right? When we were employees and we were working and, and our work ethic.   Not even ethic, I don't even think it's ethic. Just like our tendency to stick around one place longer, is, it was there longer than it is now. So we just, we didn't leave. We stayed where we were. We became part of the family. We allowed work to become a bigger piece of our lives than it does for a lot of people in this day and age, in my opinion. I think that we,   made work our, like we tied our identity to work. And so leaving was a bigger ⁓ undertaking than it is when you're not so tied to what your job is, your title is, or the place is. And it's much easier to say, you know what, I can, I want to grow into something different. I want to be someone different. I want to change. And so they do, they leave more easily. And I think from   our point of view, it makes it really hard because we tied so many emotions to our job and our identity to our job that we're like, gosh, do they not like us? Do they not like where they work? Am I not doing good enough as an employer? But the reality is we've actually created an environment and ⁓ a social standing that people identify with who they are as a human outside of work better.   than we ever have in our lives. So it's like a catch-22, no matter what, there's a pro and a con to everything. And the pro is that they're not so identity attached to their jobs or their titles. The con is that it's easy for them to jump ship and try something new. We're much more apt to dip our toes in and try that new thing. And so I think the hiring has just over the last, realistically five years, has had a lot more turnover and we spent a lot more time hiring.   than we ever have in the past. And I could be making all of that up. That's my opinion. That's not like scientifically proven, but it's just something that I've noticed by studying people and studying myself as well. Like how am I transitioning? How am I changing my identity tools and all of those pieces as I watch the climates change so much. Kristy, what are your thoughts on that? I know we both have a lot of clients. I have experienced a lot of hiring this year. What are you seeing?   DAT Kristy (07:11) 100 % exactly what you said Tiff and it is hard. It's a hard reality. I think ⁓ Back in college. I took sociology not that I really liked it But now I'm like man I wish I would have dug into it more because I think there is something with the new generation and ⁓ Not to go woo-woo, but I think there is something with those personalities. You know what I mean and It's kind of funny and listening to you talk about it because our generation is   always like speaking to work-life balance, work-life balance, and I think the new generation actually has it figured out better.   But we're angry at it. We want it and they're doing it. And I get it. And I also get it because of being in a, in a practice administration role. Like it's hard hiring and training and retraining and hiring. And so I think ⁓ we've got to find a way to maneuver around that easier versus ⁓ taking it so personal and choosing to see it as a good thing. Maybe not necessarily a thing, but yeah.   The Dental A Team (07:50) Mm-hmm. agree.   Yeah, that   was beautifully said.   You're totally right. I love that you said you pointed out the work life balance because I agree and I whenever I hear the words work life balance now I think of that like yeah, I'm like it's like that live laugh love that we had all over our houses like every room had a live laugh love sign somewhere and it's like so outdated and overplayed when I hear the words work life balance. I'm like, my gosh, like stop saying that just have balance. just have balance balance balance. If you continue separating work and life.   and not understanding that it's one, you're one person, you're gonna continue to be out of balance. So just have balance. And I think you're right. think they've, lot of people have found that balance where neither tips the scale and they just understand their boundaries and their priorities a little better than maybe we did when we were their ages. So there's our spiel on that. But one of the...   DAT Kristy (09:10) I was gonna tell you, it's kind   of ironic, I'm spilling the beans and being vulnerable now, but my daughter's in dentistry, you I roped her into it. And so I hear it from her often, mom, it's not my life, like it is yours. And I was like, ⁓ stab me, right? Like, it's so true. So I'm living it.   The Dental A Team (09:32) Yes, it is. Yeah.   Yeah, so   you're seeing it firsthand. You're seeing it with your practices and just watching, but then also within your own home. So I totally get that. And I have a actually happy practice out in Rhode Island near and dear to my heart. The office manager's daughter is their billing rep. And I see the same kind of conversations, the office manager and like stop taking work home, like just do it at work. And then her daughter is like, why are you working at home? Like put it away. And so I do, I see that same dynamic there. And I think, I actually think the ages are   about the same, like you guys are both in the same spaces there. ⁓ So it's interesting, but I think with that conversation, doctors oftentimes and office managers are like, what can we do more of? What can we do better? How can we offer things differently? And the hygiene market is wild still, okay? It's 2025, I don't know when you're listening to this, but I hope if it's years from now, things are better.   Because the hygiene market is still a little wild. It's just still hard to find hygienists So if you're listening to this now like go apply to hygiene school because the demand is high Go get your degree go do your thing and come out a hygienist, but we oftentimes get asked for provider information on pay, right? And so we have a couple of different scenarios a couple different options. I Mean dollar per hour still near and dear to my heart when it comes to employees. I think that it just   I just, for me, it's an ease of life. It's just easier. And so I love dollar per hour, but I do like the stipulation that a provider should be making three to 3.5 times their rate of pay in order to pay for themselves so that the overhead doesn't get out of control. So dollar per hour, three to 3.5 times their rate of pay. You've got to do the digging on what your area.   is hiring at or what they're paying their hygienist or their dental assistants, whomever, because it does change, it does differ by area. More rural is going to be maybe a little less, city life is probably going to be a little more, Indianapolis compared to Phoenix, compared to San Francisco, compared to, I don't know, New Mexico, right? They're all going to be very different rates of pay. So I can always, you know, we can always spew out some numbers to you, but Google is a really fantastic tool and Salary.com gets it right every single   So go check those for sure dollar per hour and then I really wanted to chat a little bit and we talked about this a little bit ahead of time me and Kristy did on paying based off of production or collections and in my opinion I've seen this I've seen this and in my opinion it's kind of the same structure that you would give to an associate so Don't over complicate it a lot of practice owners a lot of office managers like to over complicate it so just don't do that and   pay like you would an associate? What would that look like? What would those stipulations be? What would the percentage of production or collections look like? ⁓ And pay based off of that. There are pros and cons, right, to everything. And I think there are pros and cons to paying off of production or collections. And Kristy, I think I'd love to hear from you on that production-based pay, because I know that you've seen that and worked with some clients that have done that. What are some things that you've seen that work well? Why?   Some clients, like I've had clients recently ask, should I move to a percentage structure rather than a salary or a dollar per hour? What do you see work well within that percentage structure on production or collections? Like you said earlier, I do think collections is a little bit more difficult for providers, especially for hygienists that don't have a lot of say in that, but production-based maybe as well. Kristy, what are your thoughts?   DAT Kristy (13:08) Yeah.   To be honest with you, this is something a little near and dear to my heart. And I think we will probably see ⁓ a little more of it just with, ⁓ I don't want to get in the political things, but we know that there are some states looking at assistance getting into hygiene. so with that being said, we all know that hygienists come out of school and they take their boards and they're all expecting to come in at that same level. Right. And just like associates, we know   they   all do their testing as well, come out with their doctorate and get their license. But we know they likely aren't going to produce at the same level, right? So hygienists are no different. Usually your seasoned hygienist can carry conversations different than, you know, somebody brand new. And their skill set is likely a little bit different, whether they've gone through more CE or not. So to be honest with you, I do   I'm a huge proponent of paid for performance ⁓ Yet I also feel in hygiene ⁓ Paying them a good going rate like you said, you know know what they're in your area and Give them that good going rate but just like you mentioned tiff with associates if somebody's performing and when I say performing I'm not just talking like production numbers or monetary That's just a side effect, but I'm talking like   moving your patients to health, getting them healthy, calling perio perio and having those different, you know, difficult conversations with patients. If they're willing to do that, why wouldn't we compensate them for that?   The Dental A Team (14:52) Yeah, I think that's fantastic. That is a very good point too. And that is something I think that comes up a lot for practices is that perio space. And if I've got one hygienist who's just rocking it out and having those difficult conversations and diagnosing correctly for our patient's health and not just for the production or just for the accolades, but really, really doing due diligence for our patients, how do I repay them? And I think that is a great point that that production-based pay   is.   an effect of that. think that's fantastic. I also see practices that will do dollar per hour and bonuses. So if you go above and beyond that 3.5%, they can get, you know, a one or 2 % or whatever you decide you want your bonus to be of what's above that. So one mistake I do see practices make with this, I'm going to give you a caveat, is that they'll do it the bonus based off of the total. And I typically would do the bonus based off of what was above and beyond the threshold. So we don't total it, we say this was our threshold, anything above   that is what you get the bonus off of. So any bonus programs is that's typically how I'm gonna run it because that's your excess. This is your overhead, this is your excess. So we're only bonusing off of excess and then also a small caveat, I did talk to an office the other day that was, they're making some transitions and they're like, do we change the structure? And I'm looking at it and I'm like, well.   they wanted to lower the threshold. And I said, well, no. Number one, no, never do that. ⁓ Number two.   You also didn't add in my overhead caveat and you're at 66 % I think overhead for the year, but the team's been bonusing. And so we're digging in trying to figure out like what's going on. I have a couple offices going through this right now. This one kind of East Coast stern was like a little topsy turvy upside down. So I think no matter what you do, you've got to make sure that it's going to work the best for your practice for your overhead. So if dollar per hour right now is the best bet and you're able to manage and control your overhead with   that, do that. If you've got a team that you're like, want to, I want to make this more production based and Kristy, like you were saying, like really give that energy to what we're pushing for and kind of pay them back right for the work that they're putting in. You have that flexibility and that level with the percentage on production collections and or bonuses. I love the, if you're asking me either or I would say   in my opinion, production-based over-bonusing. ⁓ It just is easier. Again, I want easier, and it's easier, and it's like tailored for this position, this person. It doesn't have to be across the board for the full practice if we're not to a point that we're ready for that yet. So cons. ⁓   I think there's cons to everything. There's cons to dollar per hour because often times, especially in the ⁓ temperature that we're in right now with the dollar per hour, it is hard to do three to three to point five times their rate of pay. I tell hygienists and I tell doctors all the time, I'll pay you whatever you're asking for. I'll pay you whatever you want. If you can make it work with the numbers. If you can do three to three point five times that rate of pay in production per hour, you've earned it. That's the point is that the overhead has to match.   and for our team members that are listening, I just need you guys to really hear me when I say doctors can't pay you from nothing. So if we're upside down in our overhead, we're not making profit on the company, the business is not profiting.   It's not just for the doctor to profit. It's not just for the doctor to go buy a house or whatever you think is actually happening behind the scenes. It's to ensure that things are paid for. And so if we're upside down in payroll, it's got to come from somewhere else. So then we got to pull it from supplies or from labs or from somewhere. And so the pay always just has to make sense. So if you can make it make sense, I don't care what it looks like. So there's pros and cons to all of it.   So there's the dollar per hour making sure that you're staying in line. There's you know, collections production based and then there's the accelerated which we're not going to spend a ton of time on the accelerated. kind of feel like it's a dying breed in this.   day and age. I love accelerated myself and I loved being hygiene assistant to accelerated hygiene, but that's a really great space too. I do have a hygienist that I know out in like the Chicago area who does accelerated and she's paid on production. She kills it. She is making really pretty numbers over there, but there's pros and cons to everything and it kind of runs the doctor a little ragged, so you just have to have the right system   for that and to make sure that it all just makes sense. And Kristy, you've got a ton of practices too in this same space. What would you have seen like really working or not working within any of this, whether it's associates or hygienists, really just what do you see that works really, really well?   DAT Kristy (20:08) Yeah, honestly, Tiff, I'm gonna say the one that I've seen work the best is a combination, right? ⁓ Again, a good going pay rate and then incentivizing them on.   I'm going add in it's more of a profit share model, right? Because like you said, it has to make sense with the numbers and be profitable. ⁓ And again, I do see a lot of ⁓ accelerated, but I will caution there too. The ones that I've seen work the best is when you give them a very good assistant that can perform. You know what I mean? Don't give them an entry level person that can't carry conversations. And I shouldn't say can't, but is   as developed right and or let them hand pick them and develop them right so that they work in tandem together and I've seen it work very well in both models but you have to have the right personality and desire there.   The Dental A Team (20:57) Yeah.   I think that's a fantastic point and to that point I've seen it work really well. ⁓   with the right assistant as well. And oftentimes what we do is we hire a hygiene assistant who's like the low level training, not quite the doctor's assistant yet. And the reality is it needs to be someone who knows how to run a schedule, how to talk with the patients, how to sell treatment, how to take the x-rays correctly and really give that concierge service because we've got to make up for not having as much time with the hygienist, right? So the hygienist does all of that in your hour appointments, but when you're   shortening them and they're doing accelerated, the hygienist is only in there for 30, 40 minutes, right? You're losing a lot of value there from the hygienist transitioning. So that assistant definitely has to be top level, top notch. And we make that mistake a lot. I've made that mistake in my own office and hiring many, many times. So it's kind of opposite and you really need a skilled assistant to be your hygiene assistant. I agree. That's a great point. Awesome.   DAT Kristy (22:15) And you know   what, Tiff, you mentioned earlier that the margins are getting hard, especially with PPO and they're not reimbursing. You made a good point about the co-diagnosis aspect. Make sure you're factoring that in. Like look at what's coming out, know, track it and see, because that also needs to be factored into the pay scale, right? It may not just be 100 % hygiene services. You almost have to look   The Dental A Team (22:37) Yeah.   DAT Kristy (22:45) at hygiene sometimes as part of your marketing strategy in a way, you know? So.   The Dental A Team (22:48) Yeah, that's a great point. I totally agree.   Yeah, I love it.   Thank you, Kristy. ⁓ I think there's some great ideas in here. You guys know we did not give you the do this answer because it is really case by case. I mean that with every ounce of my being, it is dependent on what's going to work best for your company. If you want help diving into that, figuring out what might be best for you or your company model, we are more than happy to help you on a one-on-one basis. Reach out. Hello@TheDentalATeam.com. We'll be happy to get on a call with you to dive into your practice statistics.   sticks and needs with you. Again, no, I don't have a do this, do that, but we can help you. Hello@TheDentalATeam.com and we are so happy to help any of you guys. We are all here for it. We have a team standing by, always ready to hop on a call with you.   Kristy, thank you for your amazing words of wisdom and for your vulnerability. And we have more to record, you guys. We got more coming up for you. And we are just so excited to deliver you so much amazing content this month. Please drop us a five-star review below letting us know how helpful this was. If you have ideas, if you have things that you've done that worked or didn't work, send them in. You can put them within your review. People really do go through and read those. Or Hello@TheDentalATeam.com. You can send them over to us and we'll be happy to   with you or put that information out for others to read as well. So go find us, Instagram, Facebook, all the places, and we'll catch you next time. Thanks guys.

David provides a framework for one of the most important conversations in a creative agency principal's life.   LINKS "When A Key Employee Wants Equity" by David C. Baker for punctuation.com "Pros + Cons of Having a Partner" by David C. Baker for punctuation.com

Most people think private equity means gutting companies and squeezing margins. Neal Cobb is proving them wrong.After raising over $20 million and scaling his delivery startup to 100,000 drivers before selling to 7-Eleven, Neal could have retired. Instead, he's building something that challenges everything we think we know about private equity.At Equity X, they're acquiring legacy businesses and turning them into employee-owned enterprises. No quick flips. No cultural destruction. Just long-term value creation where employees actually benefit from the success they help create.In this DealQuest conversation, Neal shares how he went from running dice games in high school to building a white-label delivery empire to reimagining what private equity can be. His insights on partnerships, timing deals, and betting on people over ideas will change how you think about business growth.Neal's approach reveals what happens when you prioritize people and culture alongside profits.This is a perfect listen for business leaders exploring acquisition strategies and sustainable growth models.• • •FOR MORE ON THIS EPISODE:https://www.coreykupfer.com/blog/nealcobb• • • FOR MORE ON NEAL COBBhttps://www.linkedin.com/in/neal-cobb-4a4084179/www.equityx.co FOR MORE ON COREY KUPFERhttps://www.linkedin.com/in/coreykupfer/https://www.coreykupfer.com/ Corey Kupfer is an expert strategist, negotiator, and dealmaker. He has more than 35 years of professional deal-making and negotiating experience. Corey is a successful entrepreneur, attorney, consultant, author, and professional speaker. He is deeply passionate about deal-driven growth. He is also the creator and host of the DealQuest Podcast.Get deal-ready with the DealQuest Podcast with Corey Kupfer, where like-minded entrepreneurs and business leaders converge, share insights and challenges, and success stories. Equip yourself with the tools, resources, and support necessary to navigate the complex yet rewarding world of dealmaking. Dive into the world of deal-driven growth today!

Send us a textMisclassifying workers is one of the biggest mistakes a business owner can make. It might seem cheaper to pay someone as a 1099 contractor, but if the IRS says they should be a W-2 employee, you're looking at back taxes, penalties, and possible audits that could cripple your business.In this episode, Mike breaks down the IRS framework for worker classification, the red flags that trigger audits, and the tax differences between employees and contractors. You'll learn how to protect your business, avoid costly penalties, and even find tax strategies that benefit both employers and contractors.

No animals were harmed in the making of this Head 2 Headlines. Chicago’s best morning radio show now has a podcast! Don’t forget to rate, review, and subscribe wherever you listen to podcasts and remember that the conversation always lives on the Q101 Facebook page. Brian & Kenzie are live every morning from 6a-10a on Q101. Subscribe to our channel HERE: https://www.youtube.com/@Q101 Like Q101 on Facebook HERE: https://www.facebook.com/q101chicago Follow Q101 on Twitter HERE: https://twitter.com/Q101Chicago Follow Q101 on Instagram HERE: https://www.instagram.com/q101chicago/?hl=en Follow Q101 on TikTok HERE: https://www.tiktok.com/@q101chicago?lang=enSee omnystudio.com/listener for privacy information.

Join us as we welcome Gavin Hepp, Co Founder of Webfoot Home Improvements and newest addition to the Nolan Sales Coaching team. Gavin shares his passion for "Setting the Table" - the critical foundation of every successful sales interaction that makes customers comfortable and sets clear expectations from the start. We dive deep into practical communication strategies, and discuss how to leverage texting effectively with clients and avoid the dreaded "ghosting" through structured follow-up processes. 

Hey CX Nation,In this week's episode of The CXChronicles Podcast #264, we welcomed Mika Yamamoto, Chief Customer and Marketing Officer at Freshworks based in San Mateo, CA. Freshworks Inc. (NASDAQ: FRSH) builds uncomplicated service software that delivers exceptional customer and employee experiences. Their enterprise-grade solutions are powerful, yet easy to use, and quick to deliver results. Their people-first approach to AI eliminates friction, making employees more effective and organizations more productive.Over 72,000 companies, including Bridgestone, New Balance, Nucor, S&P Global, and Sony Music, trust Freshworks' customer experience (CX) and employee experience (EX) software to fuel customer loyalty and service efficiency.In this episode, Mika and Adrian chat through the Four CX Pillars: Team, Tools, Process & Feedback. Plus share some of the ideas that her team at Freshworks think through on a daily basis to build world class customer experiences.**Episode #264 Highlight Reel:**1. The power of reflection & attention to the customer journey you're building 2. Enhancing customer experience through employee engagement  3. Building your playbook on tech-stack efficiency and utilization 4. Breaking down silos to build world-class customer & employee experiences 5. Investing in "Voice of Customer" (VOC) & "Voice of Employee" (VOE) Click here to learn more about Mika YamamotoClick here to learn more about FreshworksHuge thanks to Mika for coming on The CXChronicles Podcast and featuring her work and efforts in pushing the customer experience & customer success space into the future.For our Apple & Spotify podcast listener friends, make sure you are following CXC & please leave a 5 star review so we can find new listeners & members of the "CX Nation". You know what would be even better?Go tell one of your friends or teammates about CXC's custom content,  strategic partner solutions (Hubspot, Intercom, & Freshworks to name a few) & On-Demand services & invite them to join the CX Nation, a community of nearly 15K+ customer focused business leaders!Want to see how your customer experience compares to the world's best CX-driven companies? We recently launched CXC Healthzone, an intelligence platform that shares benchmarks & insights for how companies across the world are tackling The Four CX Pillars: Team, Tools, Process & Feedback & how they are building the pillars upon an AI-powered foundation for the future. Huge thanks for being apart of the "CX Nation" and helping customer focused business leaders across the world make happiness a habit!Reach Out To CXC Today!Support the showContact CXChronicles Today Tweet us @cxchronicles Check out our Instagram @cxchronicles Click here to checkout the CXC website Email us at info@cxchronicles.com Remember To Make Happiness A Habit!!

What makes people stay or leave a company? According to Dr. Michelle K. Johnston, bestselling author of The Seismic Shift in Leadership, it starts (and ends) with leadership. In this conversation with Jennifer Dawn, Michelle shares powerful insights on why “jerk bosses” are disappearing, how connection is transforming leadership, and what leaders can do to build workplaces where people thrive. If you're a business owner or leader who wants to retain top talent, foster innovation, and avoid being “that boss” people leave, this episode is for you. Timestamps: 02:34 – What is the “Seismic Shift in Leadership”? 04:36 – The Great Resignation as the Great Reevaluation 06:48 – Why leadership determines culture and retention 08:08 – Kind Bars' 450 million acts of kindness initiative 10:32 – How to recognize if you're a “jerk boss” 12:13 – Signs of a culture of fear vs. culture of connection 14:11 – Real-world example: a CEO's $25M mistake that led to innovation 17:20 – Why transactional meetings kill creativity 18:06 – Starting meetings with wins to build connection 20:36 – Slack “wins” channel and full-self leadership 21:19 – Practical ways leaders can foster connection 22:49 – Why connection must be intentional and structured 23:50 – Michelle's new book: The Seismic Shift in You 24:37 – Where to find Michelle and her resources

In this episode of Uncover the Human, Cristina and Alex take a candid look at the challenges and misconceptions around employee engagement, especially the reliance on large-scale surveys. They question the accuracy and usefulness of engagement metrics when trust and psychological safety are low, noting that survey responses are shaped by fleeting emotions, personal context, and fear of speaking openly. Engagement, they argue, is an outcome—not a metric—and real insight comes from observing daily interactions, noticing shifts in behavior, and understanding the “why” behind disengagement. They stress that numbers without follow-up action are meaningless, and that true engagement work happens in real time, not in quarterly reports.Throughout the conversation, they emphasize that improving engagement requires curiosity, ongoing observation, and micro-level interventions rather than blanket initiatives. The hosts share examples of organizations missing the root cause of disengagement by jumping to surface-level fixes, and highlight the contagious nature of both engagement and disengagement. They encourage leaders to equip managers with the skills to recognize psychological safety, address underlying issues, and act with intention—always remembering that the goal is not a higher score, but a more connected, committed, and energized workplace.

About two dozen FEMA employees have been placed on leave after they signed an open letter criticizing the Trump administration’s cuts and personnel decisions. The letter warns the cuts undermine the progress FEMA has made after Hurricane Katrina, a storm that slammed the Gulf Coast 20 years ago this week. Amna Nawaz discussed the changes with Craig Fugate, the FEMA administrator from 2009 to 2017. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Watch the YouTube version of this episode HEREAre you looking for tips on how to be a better attorney and business owner? In this episode of the Maximum Lawyer Podcast, Tyson interviews an experienced family law attorney, John Nachlinger about the evolving practice of divorce law. The discussion covers the emotional complexities of family disputes, the drawbacks of adversarial legal tactics, and the benefits of collaborative, solution-focused approaches. John provides some insights on the difficulties of family law. Many attorneys rush into the court process rather than using problem solving to avoid it. Court can really become traumatic for all parties involved, including the children. For John, family law is all about finding solutions in order to avoid court. Because family law often deals with high emotions from all involved, it is important to be collaborative and work with everyone to reach a solid conclusion.John speaks to delegating intake as an attorney and provides some advice that should be followed. If you are an attorney who also acts as the boss of a firm, you need to take your attorney hat off and figure out how best to run your firm. You need to hire good people you trust who can focus on tasks like intake so you can worry more about building your business and marketing to get more clients.Listen in to learn more!00:47 Exploring why family law is difficult6:31 Critique of the billable hour model 17:27 Advice for attorneys on delegating intake 41:25 Helping clients communicate effectively during divorceTune in to today's episode and checkout the full show notes here. Connect with John:Website Website for MenPodcast X Instagram Facebook Linkedin Pinterest

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1791: Dr. Benjamin Ritter explores how leaders can navigate the difficult terrain of employee layoffs with empathy, clarity, and integrity. He outlines a human-centered approach to communication, ensuring those affected feel respected while maintaining morale and trust within the remaining team. His guidance empowers leaders to face hard decisions without sacrificing compassion or credibility. Read along with the original article(s) here: https://www.liveforyourselfconsulting.com/articles/2020/12/14/leaders-in-the-case-of-employee-layoffs-break-glass Quotes to ponder: "During these moments of fear, frustration, and anger, leaders need to communicate openly, frequently, and honestly." "Treat your people like people and they'll be more likely to treat you like a leader." "Be sure you are doing what you can to ensure the person knows they are valued, and that this decision is about the position, not them." Episode references: Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity: https://www.amazon.com/Radical-Candor-Kick-Ass-Without-Humanity/dp/1250235375 Difficult Conversations: How to Discuss What Matters Most: https://www.amazon.com/Difficult-Conversations-Discuss-What-Matters/dp/0143118447 Learn more about your ad choices. Visit megaphone.fm/adchoices

Register here for my free masterclass: Unlocking Your Stylists' Potential: The key to boosting Productivity and Profits in Your Salon, or head to www.GrowMySalonBusiness.com/masterclassIn this week's episode, I'm joined by Australian salon owner and stylist, Mikki Auld. Earlier this year, Mikki left her Brisbane salon in the hands of her team and took a huge leap, moving to Los Angeles to start over from scratch.Within no time at all, she was fully booked, not because of luck, but because of hustle, grit, and sheer determination.We talk about why she made the move, how she built a client base in a new country with no connections, and the strategies she uses to keep her Brisbane salon thriving without her being there day-to-day. I love a bit of hustle and seeing people get out there, build their book from scratch and doing that in another country, when you don't have a social network, takes courage and a lot of self-belief.IN THIS EPISODE:[00:29] Mikki's move from Brisbane to Los Angeles [02:36] The O-1 visa process and making the leap[06:24] Why LA was the right fit and finding a salon space[09:55] Getting licensed in the US[12:13] The power of hustle: flyers, posters, and ads[15:44] Building clients through Meta ads and old-school marketing[19:17] Starting over: what it feels like to build again[22:20] Differences between the US and Australian salon industry[25:00] Pricing, tipping, and client expectations[26:00] Running her Brisbane salon remotely with systems and leadership[34:54] Lessons from building structure and management teams[37:51] Learning from US salon culture and service standards[44:00] Employee entitlements vs US benefitsWant MORE to help you GROW?

The future of HR isn't about collecting more data - it's about knowing exactly what to do with it. In this special bonus episode of the Digital HR Leaders podcast, host David Green is joined by David Barrett (CEO) and Katarina Coppé (Chief Commercial Officer) from Welliba for a conversation about changing the way we listen to and understand employees. Join them to learn more about: Why traditional surveys are no longer enough to understand your workforce How passive listening and AI can surface richer, faster, and more actionable insights Practical ways to connect employee data to business outcomes at scale Strategies to navigate data privacy and regulatory challenges without slowing innovation Real-world examples from industries including retail, finance, healthcare, and manufacturing If you want to understand your employees more deeply, act faster on insights and deliver measurable impact, this episode, sponsored by Welliba, is your playbook for the future of HR. Welliba, winner of the 2024 HR Unleash Global Startup Award, is redefining people, culture and organisational insights. Using the latest AI technologies combined with behavioural science, their EXcelerate solution, instantly analyses all available public data, delivering deep insights into people and organisations - without the need for surveys. Discover how you can elevate your talent strategy, transform your workforce, and stay ahead of your competitors. Learn more at offer.welliba.com/insight222 Hosted on Acast. See acast.com/privacy for more information.

Whirlpool, which makes 80% of its appliances in the U.S., is looking to ramp up production as the Trump administration's new tariffs take effect. Senior vice president Jason Ebert talks about how the company hopes tariffs will help it compete with foreign rivals. Ed O'Keefe reports from the White House after President Trump signed an executive order creating new National Guard units, including a rapid-response force to handle what the administration calls civil disturbances. Employees say recent cutbacks have crippled FEMA's ability to respond during hurricane season. CBS News' Nicole Sganga reports from Washington. President Trump announced the removal of Federal Reserve Governor Lisa Cook, the only Black woman to serve on the board. Critics call it an attack on the Fed's independence, while Cook says no legal cause exists for her firing. The American Academy of Pediatrics has issued new guidelines calling for doctors to screen children for mental, emotional, and behavioral issues as early as infancy. CBS News medical contributor Dr. Celine Gounder has more. Orthopedic surgeon and author Dr. Vonda Wright joins "CBS Mornings" to discuss her new book, "Unbreakable: A Woman's Guide to Aging with Power," which offers practical advice on fitness, diet and living a long and healthy life. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Losing a team member is frustrating, exhausting, and expensive. For small business owners, keeping your best people is essential if you want to grow sustainably without burning out. To avoid losing trust and momentum when a team member leaves, you don't have to offer expensive perks - instead, build a culture that makes people want to stay working with you. Today, we'll go over 5 strategies to motivate and retain your team members without spending money. Even better, these procedures will help your team members stay clear on your mission. **** Enjoyed this episode? Please share it with someone who would benefit. Also, don’t forget to rate and leave a review.  Your feedback not only means the world to me, but it also helps us reach more entrepreneurs like yourself who are ready to amplify their businesses. Questions? Comments? Want to share how this podcast has helped you? Let’s continue the conversation: Email: donna@ceoamplify.ca Facebook: https://www.facebook.com/donna.dube.96 LinkedIn: https://www.linkedin.com/in/donna-dube/ Subscribe to my email newsletter: https://ceoamplify.ca/#kedit_nbhts40zi

Meg Bear is the Co-Host of The Meg and Amy Show. In this episode of The Edge of Work, Meg joins Al Dea to unpack the biggest workplace and technology headlines shaping the future of work. Together, they explore the implications of AI Pilots failing to deliver results, what automation and AI could mean for consulting firms, the potential for a “white collar gig economy” and the evolving nature of the employer-employee contract. From AI pilots failing to deliver results, to what automation means for consulting firms, and the growing conversation around the white-collar gig economy, Meg offers candid insights grounded in her experience as a tech executive, and now Co-Host of The Meg and Amy Show. Article Links:https://www.google.com/url?q=https://fortune.com/2025/08/18/mit-report-95-percent-generative-ai-pilots-at-companies-failing-cfohttps://www.forbes.com/sites/stevenwolfepereira/2025/07/03/ceos-said-youre-replaceable-prepare-for-the-white-collar-gig-economy/https://www.msn.com/en-ca/money/career/at-t-just-made-it-official-workplace-loyalty-is-dead/ar-AA1K4ro4? Other LinksLinkedIn: https://www.linkedin.com/in/megbear/YouTube: https://www.youtube.com/@TheMegandAmyShow

Madison's Department of Civil Rights is facing a litany of problems. The department's director is currently under investigation for allegedly violating city and federal employment laws. Meanwhile, another longtime leader in the department was recently allowed to retire following an internal probe into whether he also violated numerous city administrative policies. Employees in the department are concerned for their rights and what this all says about the culture within a key city office. With us to break the saga down is Cap Times local government reporter Enjoyiana Nururdin, who has been on the story from the start. 

In this episode of Content, Briefly, Jimmy Daly and Eric Doty welcome Chloe Thompson for a conversation on the rise of personality-driven content in B2B marketing.They discuss the pros and cons of founder-led content, how companies elevate employees as brand voices, and the tension between personal branding and company goals. With examples from Dock, Writer, and Vector, the group breaks down different models of thought leadership — from operational experts to creator-evangelists — and how marketing teams can support and scale these efforts.This episode is both a look back at content marketing's roots and a forward-looking discussion on how individual voices are shaping the future of brand storytelling.************************Useful Links:Follow Jimmy on LinkedIn: https://www.linkedin.com/in/jimmydaly/Follow Eric on LinkedIn: https://www.linkedin.com/in/edoty/Follow Chloe on LinkedIn: https://www.linkedin.com/in/chloethompson3/Matan-Paul's Substack: https://matanpaul.substack.com/Devin Reed on LinkedIn: https://www.linkedin.com/in/devinreed/Jess Cook on LinkedIn: https://www.linkedin.com/in/jesscook-contentmarketing/Brandon Smithwrick on LinkedIn: https://www.linkedin.com/in/brandonsmithwrick/Alex Kracov on LinkedIn: https://www.linkedin.com/in/alexkracov/Chelsea Castle on LinkedIn: https://www.linkedin.com/in/chelseacastle/Cassidy Williams on LinkedIn: https://www.linkedin.com/in/cassidoo/************************Stay Tuned:► Website: https://www.superpath.co/► YouTube: https://www.youtube.com/@superpath► LinkedIn: https://www.linkedin.com/company/superpath/► Twitter: https://twitter.com/superpathco************************Don't forget to leave us a five-star review and subscribe to our YouTube channel.

Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning.   What's the one premier event that brings the global attractions industry together? IAAPA Expo 2025, happening in Orlando, Florida, from November 17th through 21st. From breakthrough technology to world-class networking and immersive education, IAAPA Expo 2025 is where you find possible.  And, just for our audience, you'll save $10 when you register at IAAPA.org/IAAPAExpo and use promo code EXPOAPROSTEN. Don't miss it — we won't!   Connecting employees to the mission of an organization is a challenge faced by both nonprofit and for-profit attractions alike. While many companies have a mission statement written on the wall or tucked into a handbook, the real impact comes when team members truly live and breathe it in their daily work. Recently, the AttractionPros community was asked how to connect employees to the mission beyond training and orientation. In this episode, Matt and Josh talk about creative, authentic ways organizations are engaging employees with their mission and the practical strategies leaders are using to foster genuine buy-in. Making Roles Relevant "I think it's important for employees to know exactly where their role fits in in achieving the mission." – Kelly One key approach is showing team members how their work directly contributes to the larger purpose. Kelly shared her experience at a history museum, where orientation tied every role—no matter how behind-the-scenes—to the mission of storytelling. By making the mission specific and personal, employees feel valued and connected. Mission Beyond Nonprofits "Our mission is at the forefront of most everything we do at Hershey Entertainment and Resorts Company." – Jeff While mission-driven cultures are often associated with nonprofits, Jeff from Hershey Entertainment demonstrated how deeply mission can be embedded in a for-profit business. Through internships, education, and community outreach, Hershey connects its legacy to both guest experiences and long-term societal impact. This shows that mission alignment is just as critical in commercial organizations. Leadership Modeling the Mission "By consistently embodying our organization's mission, we built greater trust and belief among our team members." – Chris Chris emphasized that the mission must be demonstrated from the top down. When management actively participates in frontline activities, it reinforces credibility and trust. For employees to embrace the mission, they must see leaders living it every day, not just in one-time gestures. Recognition and Reward "What you are reinforcing are behaviors that align with your mission." – Michael Recognition programs should move beyond generic rewards to focus on behaviors that support the mission. Whether through incentives or acknowledgment, employees should feel that their alignment with organizational values is seen and celebrated. This transforms recognition into a meaningful reinforcement tool. Listening and Feedback "Be open to hear the good and bad. Be respectful and kind." – Gil An open culture ensures the mission is continuously evaluated and strengthened. By encouraging feedback—even when it's critical—organizations show that the mission is bigger than hierarchy. This openness fosters inclusivity and collective ownership of purpose. One-on-One Connections "One-on-one conversations… may feel like not the best use of hours… but could spread like wildfire through the rest of the team." – Brandon Individual conversations with employees create authentic pride and connection to the mission. While not scalable like company-wide messaging, these personal moments can have an outsized cultural impact. As Matt added, the biggest difference can sometimes be made with the smallest audience. Building Buy-In "Another consideration is reviewing the mission annually or biannually." – Eric Eric highlighted that real mission connection requires regular reflection and inclusion of all stakeholders. From frontline employees to executives, everyone should feel ownership. By revisiting the mission consistently and transparently, organizations nurture buy-in and prevent the mission from becoming just words on paper.   From leadership modeling to one-on-one conversations, each approach reinforces the idea that authentic engagement goes far beyond a plaque on the wall. Now, we'd love to hear from you: How does your organization connect employees to the mission? Share your thoughts with us on social media or email us at AttractionPros@gmail.com. This podcast wouldn't be possible without the incredible work of our faaaaaantastic team:   Scheduling and correspondence by Kristen Karaliunas   To connect with AttractionPros: AttractionPros.com AttractionPros@gmail.com AttractionPros on Facebook AttractionPros on LinkedIn AttractionPros on Instagram AttractionPros on Twitter (X)

 Show SummaryOn today's episode, we feature a conversation with Dr. Qwynn Galloway – Salazar, Senior Vice President of Engagement and Transformation at PsychArmor and founder and CEO of In Their Honor, an organization that supports veterans and those who care for them through the end of life.  Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestDr. Qwynn Galloway-Salazar is a veteran of the United States Army (01-06) and spouse to a retired combat Veteran. Her work has spanned the last 20 years, supporting our Nation's Military and Veteran communities. As the founder of In Their Honor, LLC, Qwynn serves as an End-of-Life Doula and Trainer. This Spring, she is slated to roll out state-specific training for End-of-Life Professionals supporting Veterans and their Caregivers; and training specifically geared towards the Veteran Caregiver community. In addition, serving as the Co-Principal Investigator of the Brooklyn College Veterans History Project, Qwynn conducts oral history interviews of Veterans, listening to how Veterans make meaning of their experiences and sharing with larger audiences. She believes, as a society, the way we make sense of the Veteran experience shapes the care and support future generations of Veterans receive.While blending her heart work with her head work, her doctoral dissertation entitled “Post-9/11 Women Veterans' Experiences Transitioning Into the Civilian Workforce” landed her the opportunity to serve as a qualitative researcher for the FY21 National Defense Authorization Act (NDAA), § 9104, Study on Unemployment Rate of Women Veterans Who Served on Active Duty in the Armed Forces after September 11, 2001. Along with co-authoring a chapter on “Vicarious Trauma and Compassion Fatigue” in Veteran care providers.Qwynn earned her Ph.D. from Walden University, specializing in Industrial and Organizational Psychology. She holds a Master of Arts degree in Professional Counseling and a Bachelor of Science degree in Criminal Justice. She serves on the Board of Directors for the American Association of Suicidology and the Advisory Board of the Veterans Studies Association.Links Mentioned During the EpisodeDr. Qwynn Galloway – Salazar on LinkedInIn Their Honor web site PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor Course Library. Whether you're a health care provider, educator, employer, caregiver, or simply someone who wants to make a difference — PsychArmor courses are designed for you.  You can find the resource here:  https://learn.psycharmor.org/collections Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

In this dynamic class, Dan and Autumn break down one of the most important mindset shifts in real estate: the difference between operating as an employee versus an entrepreneur. With Allison joining as a licensed instructor, they explore why so many agents crave entrepreneurial freedom but still approach the business with an employee mindset—and how that limits growth.

In the first half of the program we're talking to Michael Szpack about Labor in the Pulpit. We're also talking about the recent 5th circuit decision saying the NLRB is unconstitutional.✦ ABOUT ✦The Valley Labor Report is the only union talk radio show in Alabama, elevating struggles for justice and fairness on the job, educating folks about how they can do the same, and bringing relevant news to workers in Alabama and beyond.Our single largest source of revenue *is our listeners* so your support really matters and helps us stay on the air!Make a one time donation or become a monthly donor on our website or patreon:TVLR.FMPatreon.com/thevalleylaborreportVisit our official website for more info on the show, membership, our sponsors, merch, and more: https://www.tvlr.fmFollow TVLR on Facebook: https://www.facebook.com/TheValleyLab...Follow TVLR on Twitter: @LaborReportersFollow Jacob on Twitter: @JacobM_ALFollow TVLR Co-Creator David Story on Twitter: @RadiclUnionist✦ CONTACT US ✦Our phone number is 844-899-TVLR (8857), call or text us live on air, or leave us a voicemail and we might play it during the show!✦ OUR ADVERTISERS KEEP US ON THE AIR! ✦Support them if you can.The attorneys at MAPLES, TUCKER, AND JACOB fight for working people. Let them represent you in your workplace injury claim. Mtandj.com; (855) 617-9333The MACHINISTS UNION represents workers in several industries including healthcare, the defense industry, woodworking, and more. iamaw44.org (256) 286-3704 / organize@iamaw44.orgDo you need good union laborers on your construction site, or do you want a union construction job? Reach out to the IRONWORKERS LOCAL 477. Ironworkers477.org  256-383-3334 (Jeb Miles) / local477@bellsouth.netThe NORTH ALABAMA DSA is looking for folks to work for a better North Alabama, fighting for liberty and justice for all. Contact / Join: DSANorthAlabama@gmail.comIBEW LOCAL 136 is a group of over 900 electricians and electrical workers providing our area with the finest workforce in the construction industry. You belong here. ibew136.org Contact: (205) 833-0909IFPTE - We are engineers, scientists, nonprofit employees, technicians, lawyers, and many other professions who have joined together to have a greater voice in our careers. With over 80,000 members spread across the U.S. and Canada, we invite you and your colleagues to consider the benefits of engaging in collective bargaining. IFPTE.org Contact: (202) 239-4880THE HUNTSVILLE INDUSTRIAL WORKERS OF THE WORLD is a union open to any and all working people. Call or email them today to begin organizing your workplace - wherever it is. On the Web: https://hsviww.org/ Contact: (256) 651-6707 / organize@hsviww.orgENERGY ALABAMA is accelerating Alabama's transition to sustainable energy. We are a nonprofit membership-based organization that has advocated for clean energy in Alabama since 2014. Our work is based on three pillars: education, advocacy, and technical assistance. Energy Alabama on the Web: https://alcse.org/ Contact: (256) 812-1431 / dtait@energyalabama.orgThe Retail, Wholesale and Department Store Union represents in a wide range of industries, including but not limited to retail, grocery stores, poultry processing, dairy processing, cereal processing, soda bottlers, bakeries, health care, hotels, manufacturing, public sector workers like crossing guards, sanitation, and highway workers, warehouses, building services,  and distribution. Learn more at RWDSU.infoThe American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Learn more at AFGE.orgAre you looking for a better future, a career that can have you set for life, and to be a part of something that's bigger than yourself?   Consider a skilled trades apprenticeship with the International Union of Painters and Allied Trades. Learn more at IUPAT.orgUnionly is a union-focused company created specifically to support organized labor. We believe that providing online payments should be simple, safe, and secure.  Visit https://unionly.io/ to learn more.Hometown Action envisions inclusive, revitalized, and sustainable communities built through multiracial working class organizing and leadership development at the local and state level to create opportunities for all people to thrive. Learn more at hometownaction.orgMembers of IBEW have some of the best wages and benefits in North Alabama. Find out more and join their team at ibew558.org ★ Support this podcast on Patreon ★

AI is replacing employees faster than anyone expected in 2025. But here's the truth: businesses that learn how to use AI the right way aren't collapsing—they're growing faster, cutting payroll costs, and beating their competition. In this episode of SoTellUs Time, Trevor Howard breaks down exactly how AI is transforming small businesses and how you can use it to grow instead of collapse.

An insured brought her diamond ring to a local jeweler for a routine cleaning. The jeweler found damage and recommended filing a claim. Our team checked the original appraisal on file, which raised questions about the identified break. However, close analysis confirmed a different break in the girdle. The insured was entitled her to a like-kind replacement or cash if she surrendered the chipped stone. But, the insured does not want to surrender the diamond for sentimental reasons.   Notable Timestamps [ 00:52 ] - The insured's diamond had a girdle break, and while entitled to replacement, she didn't want to surrender it due to sentimental reasons. [ 01:54 ] - Dana & Ali introduce themselves, Gemcor, and Digipraise. [ 04:32 ] - When a claim involving a damaged stone is resolved, the stone belongs to the insurance company under the policy. However, the insured can often buy back the stone at its salvage value. [ 05:01 ] - Jewelry claims require empathy because insureds often have deep emotional and sentimental attachments to their pieces. Approaching these conversations sensitively is crucial for a positive resolution. [ 05:39 ] - For minor damage like a "small nick on the girdle," repairing the stone and compensating for loss in value is an option. This allows the insured to keep their original diamond and prevents further damage. [ 09:50 ] - Before a claim can move forward, an expert on behalf of the insurance company must inspect the jewelry to verify damage. This prevents premature replacement recommendations. [ 11:48 ] - Many clients are underinsured because they fail to update appraisals, leading to coverage being capped at outdated values and significant out-of-pocket costs. [ 16:48 ] - Diamond certifications with a map of imperfections are vital tools. They help distinguish between pre-existing flaws and new damage, which directly impacts coverage decisions. [ 15:44 ] - Ali & Dana provide a recap of the points above. Your PLRB Resources CE Course: Jewelry Valuation & Adjustment - https://members.plrb.org/education/courses/jewelry-valuation-amp-adjustment Coverage Question: Agreed Value Settlement For Repair Of Jewelry - https://www.plrb.org/documents/wedding-ring-diamond-replaced-w-o-notifying-insurer-acv-for-original-ring-pcq-2009-10-08/?search=diamond%20value Employees of member companies also have access to a searchable legal database, hundreds of hours of video trainings, building code materials, weather data, and even the ability to have your coverage questions answered by our team of attorneys (https://www.plrb.org/ask-plrb/) at no additional charge to you or your company. Subscribe to this Podcast Your Podcast App - Please subscribe and rate us on your favorite podcast app YouTube - Please like and subscribe at @plrb LinkedIN - Please follow at “Property and Liability Resource Bureau” Send us your Scenario! Please reach out to us at 630-509-8704 with your scenario! This could be your “adjuster story” sharing a situation from your claims experience, or a burning question you would like the team to answer. In any case, please omit any personal information as we will anonymize your story before we share. Just reach out to scenario@plrb.org.  Legal Information The views and opinions expressed in this resource are those of the individual speaker and not necessarily those of the Property & Liability Resource Bureau (PLRB), its membership, or any organization with which the presenter is employed or affiliated. The information, ideas, and opinions are presented as information only and not as legal advice or offers of representation. Individual policy language and state laws vary, and listeners should rely on guidance from their companies and counsel as appropriate. Music: “Piece of Future” by Keyframe_Audio. Pixabay. Pixabay License. Font: Metropolis by Chris Simpson. SIL OFL 1.1. Icons: FontAwesome (SIL OFL 1.1) and Noun Project (royalty-free licenses purchased via subscription). Sound Effects: Pixabay (Pixabay License) and Freesound.org (CC0).

Employee buy-in can be much deeper, and more productive if management leads by example. The days of executives telling employees to do one thing, and then they do another are long gone. Managers who grab an order and row with the team become an inspiration to the entire organization. Is it time to row with the team at your company?Support the show

In this week's Security Sprint, Dave and Andy covered the following topics: Warm Open:• Nerd Out EP 61. The 2/3 of the Year Awards!Main Topics:FBI PSA - Russian Government Cyber Actors Targeting Networking Devices, Critical Infrastructure. The Federal Bureau of Investigation (FBI) is warning the public, private sector, and international community of the threat posed to computer networks and critical infrastructure by cyber actors attributed to the Russian Federal Security Service's (FSB) Center 16. The FBI detected Russian FSB cyber actors exploiting Simple Network Management Protocol (SNMP) and end-of-life networking devices running an unpatched vulnerability (CVE-2018-0171) in Cisco Smart Install (SMI) to broadly target entities in the United States and globally. Info Ops: • Most Adults in 25 Countries Say Spread of False Information Is a Top National Threat. The findings come from Pew's seventh iteration of its Global Attitudes Survey: International Opinion on Global Threats, which was last published in 2022. • Foreign disinformation enters AI-powered era. At least one China-based technology company, GoLaxy, seems to be using generative AI to build influence operations in Taiwan and Hong Kong… Documents also show that GoLaxy has created profiles for at least 117 members of Congress and over 2,000 American political figures and thought leaders.• Toxic politics and TikTok engagement in the 2024 U.S. election• Why wind farms attract so much misinformation and conspiracy theory UN - Terror threat posed by ISIL ‘remains volatile and complex,' Security Council hears. The threat posed by the terrorist group ISIL – known more widely in the Middle East as Da'esh – remains dynamic and diverse, with Africa currently experiencing the highest level of activity worldwide.• PDF: Remarks by Mr. Vladimir Voronkov, Under-Secretary-General for Counter-Terrorism, United Nations Office of Counter-Terrorism. • PDF: Remarks by Mr. Vladimir Voronkov, Under-Secretary-General, United Nations Office of Counter-Terrorism.• UN Report: ISIS Fighters' Migration to Afghanistan and the Taliban's Failure• ISIS-K poses major threat with 2,000 fighters in Afghanistan, UN saysFEMA Employees Warn That Trump Is Gutting Disaster Response. After Hurricane Katrina, Congress passed a law to strengthen the nation's disaster response. FEMA employees say the Trump administration has reversed that progress. Employees at the Federal Emergency Management Agency wrote to Congress on Monday warning that the Trump administration had reversed much of the progress made in disaster response and recovery since Hurricane Katrina pummeled the Gulf Coast two decades ago. The letter to Congress, titled the “Katrina Declaration,” rebuked President Trump's plan to drastically scale down FEMA and shift more responsibility for disaster response — and more costs — to the states. It came days before the 20th anniversary of Hurricane Katrina, one of the deadliest and costliest storms to ever strike the United States.Quick Hits:• 25% of security leaders replaced after ransomware attack• Gate 15: Hack Yourself First: Pen Testing for Prevention • FB-ISAO: Ransomware Incident Review January to June 2025• Dissecting PipeMagic: Inside the architecture of a modular backdoor framework• Maryland Transit Administration says cybersecurity incident is affecting some of its servicesNevada state government offices closed after network security incident• Audit of Antisemitic Incidents 2024• MIT report: 95% of generative AI pilots at companies are failing• Report: Russian Sabotage Operations In Europe Have Quadrupled Since 2023• CISA Requests Public Comment for Updated Guidance on Software Bill of Materials• Risky Bulletin: NIST releases face-morphing detection guideline• CVE-2025–41688: Bypassing Restrictions in an OT Remote Access Device• Think before you Click(Fix): Analyzing the ClickFix social engineering technique

Ever feel like you're stuck in the endless cycle of "do it all yourself" as a salon owner? Have you thought about bringing on employees or booth renters but feel overwhelmed by all the legal jargon and don't know where to start? Today, we're diving into the nitty-gritty of hiring in the salon industry, and I'm specifically sharing the 5 things you absolutely need before you hire your very first employee.  In this episode, we're cracking the code on what it really takes to expand your team: from understanding what you can actually afford to a little tough love about what hiring means for your time and energy. Plus, we'll talk about how to make sure your online presence is attracting the right talent and set you up for long-term growth.  As we're currently in the middle of our Leadership Bootcamp Training, I realized this is a topic we've never fully explored on the podcast, so let's get into it!  Thriving Leadership Method hands salon owners a step-by-step strategy to implement an irresistible culture and create a powerful growth path…all while setting themselves up for structure and profit, and you can join the waitlist NOW at www.thrivingstylist.com/thrivingleadershipmethod/!  With Grow My Clientele Calculator, you'll get instant clarity on how many new clients you'll need to hit your 2025 financial goals! Enter just four numbers, and this tool will show you exactly how many new guests you need monthly and yearly to reach your target income. No guesswork or complicated math required, and you can get it now at www.thrivingstylist.com/growmyclientele/.   Do you have a question for me that you'd like answered in a future episode like this one? A great way to do that is to head over to Apple Podcasts and leave a rating and review with your question. I'm looking forward to answering your question on a future episode on the podcast!  If you're not already following us, @thethrivingstylist, what are you waiting for? This is where I share pro tips every single week, along with winning strategies, testimonials, and amazing breakthroughs from my audience. You're not going to want to miss out on this. Learn more at: https://thrivingstylist.com/podcast/   

Designing a learning experience for the average learner is a thing of the past, we must now design for everyone. So, in this episode of Learning for Good, I am joined by accessibility expert Dr. Nicole L'Etoile. We're diving deep into how we can design learning strategies in our organizations that work for ALL learners.You'll understand why accessibility is a foundational part of L&D, discover barriers your learners might be facing, and learn how to start being more inclusive today.▶️ 8 Major Accessibility Insights for Your Nonprofit Learning Strategy with Nicole L'Etoile ▶️ Key Points:01:20 What it feels like when accessibility and inclusion are missing03:38 Meet Nicole L'Etoile and her path to accessibility work07:30 Why accessibility is important for nonprofit L&D leaders09:41 Two examples of barriers that learners might be facing13:29 Steps for more inclusive and accessible design16:33 The most common accessibility shortcomings found in audits20:34 A sneak peek into our upcoming webinar: Roadmap to Accessibility23:14 First steps you can take now toward accessibilityResources from this episode:Join our Roadmap to Accessibility: How to Shift Mindsets, Culture, and Workflows webinar on September 23, from 11 a.m. to 12 p.m., Central Time.Learn more about the Web Content Accessibility Guidelines (WCAG).Check out Nicole L'Etoile's Making Online Content Accessible For All Course.Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

In this powerful episode of the Transform My Dance Studio Podcast, Olivia Mode-Cater sits down with Joey Coleman, best-selling author of Never Lose an Employee Again, to unpack how dance studio owners can transform their staff retention strategy. From the shocking reality that 4% of new hires quit after just one day to the real #1 reason employees leave (hint: it's not money), Joey shares actionable tactics to create a workplace where your team doesn't just stay, they will thrive. You'll walk away with practical strategies for building connection, designing intentional onboarding, fostering culture, and reigniting passion in your employees and yourself. In this episode you will learn: Why the first 100 days are the most critical for employee retention. The surprising statistics behind why people really quit — and how to prevent it. How to connect deeply with part-time staff and make them feel valued. The difference between orientation and true onboarding (and why it matters). How to use the “Four Rs” framework — Role, Responsibilities, Requirements, Relationships. The power of building friendships at work for long-term retention. Low-cost, high-impact ways to create team bonding and culture. Why celebrating progress is as important as tracking performance. How to reframe leadership from “have to” into “get to.” The concept of “spark appointments” to reignite passion for your work. Joey Coleman is an award-winning speaker and author who has spent nearly 20 years helping organizations worldwide turn customers and employees into raving fans. Known for his engaging keynotes and actionable strategies, he's shared the stage with top business leaders and bestselling authors. Joey is the author of the #2 Wall Street Journal bestseller Never Lose a Customer Again and Never Lose an Employee Again. Join our growing community of people just like you inside our free Facebook group. Click here to join!

In this episode of the Real Estate Pros podcast, host Q Edmonds interviews Brad Lancaster, a seasoned real estate investor. Brad shares his journey from experiencing the 2008 crash to building a successful real estate business with his wife. They discuss the importance of mindset, the lessons learned from losses in real estate, and the significance of relationships in business. Brad emphasizes the need to uplift others and his vision to impact a thousand new investors, promoting financial and soul freedom.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true ‘white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a “mini-mastermind” with Mike and his private clients on an upcoming “Retreat”, either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas “Big H Ranch”? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Never underestimate the power of phone answering skills. The way a dental practice phone is answered can lead to a new patient appointment (or the lack of one). Good skills can lead to de-escalation of a frustrated patient and to the positive feeling of satisfaction while neutral or negative skills can unintentionally upset a patient or drive a patient away. Dr. Kuba and Bethany jump into this very important topic in today's episode. When is the last time that you considered the way in which your phones are answered? The impact of the phone is incredible, so listen closely! Previous Episodes Worth Revisiting: The Basics of Team Building  How to Tackle Uncomfortable Conversations with Employees 

Send us a textIn this episode of the Private Practice Survival Guide Podcast, we explore structures and strategies that support accountability in remote teams. We discuss how to build a positive work culture even when employees work from home. Brandon covers methods for measuring performance and ensuring compliance across distributed staff. Brandon shares practical insights to help you apply these strategies in your private practice. Listeners will walk away with actionable tools to implement immediately. Welcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide Book

Recent tech company protests are highlighting the connection between worker power and free speech here in Seattle. On Sunday, protestors, including current and former Microsoft employees, kayaked across Lake Washington to the homes of Microsoft CEO Satya Nadella, and President Brad Smith. From the water they unfurled banners reading “Microsoft kills kids” and “Satya + Brad = War Criminals”. This was the latest in a week of action calling for the company to cut ties with the Israeli government and military. On Tuesday, protestors briefly occupied a plaza in Microsoft’s Redmond headquarters, declaring it a “Liberated Zone” encampment. On Wednesday, another protest at the campus led to several arrests. KUOW labor and economy reporter Monica Nickelsburg was at Wednesday’s protest, and is here with us to discuss the specific demands of Microsoft, and how the state of the tech industry is changing employee power. Guest: Monica Nickelsburg is KUOW’s labor and economy reporter. She’s also the cohost of Booming: A weekly podcast about the economic forces shaping our lives here in the Pacific Northwest Related stories: Protesters occupy Microsoft HQ, demand it cut ties with Israeli military - KUOW Thank you to the supporters of KUOW, you help make this show possible! If you want to help out, go to kuow.org/donate/soundsidenotes. Soundside is a production of KUOW in Seattle, a proud member of the NPR Network.See omnystudio.com/listener for privacy information.