Podcasts about googlization show

"Flexibility" has become the rallying cry of the Everywhere Work revolution, as highlighted in Ivanti's 2024 Everywhere Work report. On this Geeks, Geezers, and Googlization Show episode, host Ira S. Wolfe chats with guests Holly Novak and Mary Baird to unpack their experiences from the 2024 Ivanti Solutions Summit. Together, they explore the rapidly shifting landscape of Everywhere Work and the technological hurdles it brings. Tune in for a fascinating discussion on viewing cybersecurity through an HR lens as they tackle the intricacies of delivering seamless digital employee experiences, nurturing modern work cultures, managing AI's growing impact, and safeguarding the irreplaceable power of human connection. ** Key Takeaways:** 1. The concept of "radical flexibility" is becoming a buzzword we can't ignore. 2. Emotional intelligence isn't just a nice-to-have—it's essential. 3. Culture is king, even if your kingdom is virtual. 4. Training for remote and hybrid team management needs a serious upgrade. 5. The urgent need for robust cybersecurity training tailored for a dispersed workforce. **About Holly Novak and Mary Baird Holly Novak serves as the Chief People Officer at Jack Henry &Associates, a prestigious S&P 500 fintech powerhouse boasting a workforce of over 7,000 dedicated professionals. With a career spanning more than two decades in Human Resources, Holly's extensive expertise encompasses HR Operations, Business Operations, HR Business Partner roles, Recruitment, and HR Information Systems. She is especially renowned for her skills in Coaching, Executive Compensation, People Analytics, and leveraging HR technology to achieve organizational excellence, to mention a few. **Connect with Holly: https://www.linkedin.com/in/holly-novak-sphr-shrm-scp-3262835/ Mary Baird has an equally impressive resume. She is the CEO,  Senior Leadership Development Strategist and Podcaster at The Simplifiers. She helps medium to large corporations who are struggling with high turnover, and low employee engagement, and are navigating an ever-changing work environment that seems everything BUT simple. Her LinkedIn profile says it all: She has a knack for turning complex challenges into simple, actionable solutions.  **Connect with Mary: https://www.linkedin.com/in/thesimplifiers/ Additional Resources: **Watch the ISS2024 Keynotes: https://tinyurl.com/iss24keynotes **Download 2024 Everywhere Work Report: https://adaptabilitytoolkit.com/2024everywherework **Never Normal News: https://nevernormalnews.com  

Welcome to GGG Unleashed by Humanworks8! In this episode of Culture&, Sean Gulyas and Jason Cochran reveal the top 5 transformative trends that will impact and reshape the way we work in 2024. Part 1 of 2, we delve into the future of workplace culture with the dynamic duo,  from HumanWorks8. Whether you're a forward-thinking leader, a curious employee, or simply someone interested in the evolving landscape of work, this episode is for you.  Here's a sneak peek: Work autonomy Meaningful work Workplace mental health and wellbeing What's 4 and 5? Tune in now to hear more about all 5 trends so you can prepare for a successful 2024.  And make sure you subscribe to the Geeks Geezers and Googlization Show and podcast because Shawn and Jason aren't done.  In the next episode, they will share 5 more trends that will transform the world we knew into the one we'll need to get to know.

Four podcasters walk into a German bar in downtown Indianapolis to discuss the state of recruitment and chaos ensues. You know (and love) two of the podcasters (Chad & Cheese) but you may not be familiar with the other two: Ira Wolfe and Jason Cochran, co-hosts of The Geeks, Geezers, and Googlization Show. Everything from AI to automation to … ah, hell, there were too many German beers and links of sausage to remember, but trust me, it was entertaining. Gern geschehen!

Four podcasters walk into a German bar in downtown Indianapolis to discuss the state of recruitment and chaos ensues. You know (and love) two of the podcasters (Chad & Cheese) but you may not be familiar with the other two: Ira Wolfe and Jason Cochran, co-hosts of The Geeks, Geezers, and Googlization Show. Everything from AI to automation to … ah, hell, there were too many German beers and links of sausage to remember, but trust me, it was entertaining. Gern geschehen!

Four podcasters walk into a German bar in downtown Indianapolis to discuss the state of recruitment and chaos ensues. You know (and love) two of the podcasters (Chad & Cheese) but you may not be familiar with the other two: Ira Wolfe and Jason Cochran, co-hosts of The Geeks, Geezers, and Googlization Show. Everything from AI to automation to … ah, hell, there were too many German beers and links of sausage to remember, but trust me, it was entertaining. Gern geschehen!

In this episode of The Geeks Geezers and Googlization Show, our guest Tom Bradbury sheds light on how to get a company's leadership to prioritize improving company culture. Traditionally, company culture was something leaders dictated and employees were expected to fit into. However, with labor shortages and skill gaps increasing, it is crucial to understand and measure the actual value of culture. Tom Bradbury, an expert in this area, discusses how businesses can measure and understand the financial impact of turnover, human capital return on investment, and other practices that affect company culture. By using data, increasing efficiency, and limiting waste, businesses can make changes towards a better culture, which in turn impacts their company valuation. Tune in to learn how to get your company's leaders to pay attention to the financial impact of your company's culture.

Ira S Wolfe is a “Millennial trapped in a Baby Boomer body” and the world's first Chief Googlization Officer. He is president of Poised for the Future Company (DBA Success Performance Solutions.)     Fueled by his fierce passion for technology and its impact on people, Ira S. Wolfe has emerged as one of HR's most visionary thinkers and influencers on the future of work, jobs, and talent acquisition. Thinkers360 has recognized Ira as the #1 Thought Leader on Future of Work and #3 on Human Resources. Ira is an accomplished speaker/author. He has presented on the prestigious red carpet of TEDx and stages of DisruptHR.  Ira is a frequent presenter at events including SHRM's Talent and Annual Conference, HR Southwest, and many regional and state events.  He is the author of several books including his most recent, the 2nd edition of Recruiting in the Age of Googlization, which was selected by Book Authority as one of the all-time best HR and Recruiting books. Ira is the host of the popular weekly Geeks Geezers and Googlization Show, a contributor to CornerstoneOnDemand's ReWork, and frequent expert guest on podcasts, TV, and radio.   Contact Ira: Website LinkedIn Facebook Instagram Twitter YouTube

Schools are opening back up but education will never be the same. Let's start with a record number of teacher vacancies, alarming quit rates, and 1 out of 9 high schools that produce more dropouts than graduates. What changes are needed? Like teachers, answers are in short supply. But our guest today Dr. Kevin Berkopes of Crossroads Education and his team are tackling this issue head-on by researching, testing, and incubating disruptive concepts in education to prepare students for the future of work.  He offers up one of the most innovative approaches you can hardly imagine - outsourcing education as a service! While the world is re-imagining the future of work, we must also reimagine the future of education. We are excited and grateful to welcome special guest, Dr. Kevin Berkopes to The Geeks, Geezers, Googlization Show “stage.” Join us as we explore how to reimagine the future of education to meet the demands of tomorrow!

On the Geeks, Geezers, & Googlization Show as we welcome Gil Cohen, Founder of Employee Experience Design, to discuss the changing demand conditions from employees. R-E-S-P-E-C-T, find out what it means to me! Employees may not be singing this classic hit to their employers, but they're certainly telling them what they want and need in many other ways.  Forty percent of the American workforce is expected to quit their current jobs by the end of the year even without another offer in hand (McKinsey Q3 report). 90% of workers would trade money for purpose in the work that they do (Betterup) 51% want better work-life integration (McKinsey) 59% leave work feeling exhausted (SHRM) 30% dread going to work (SHRM) 26% do not feel emotionally safe at work (SHRM) 30% say their workplace culture makes them irritable at home (SHRM) Simply put...employers are swinging but missing employee expectations and employees are #swipingleft. Add to this the shrinking world population and expectation for many baby boomers to soon retire and the conclusion is clear. The pendulum is currently full tilt on the increasing demand-side while the supply side is dwindling. To get more employees to #swiperight, leaders must work with employees to create a clear and compelling Employee Experience plan. If you're a leader who's unsure what Employee Experience is and how to develop a plan for it, this episode's for you!

Leadership expectations are being transformed every second of every day. What has become painfully clear is that the leadership skills of yesterday won't solve or even manage the problems of tomorrow. To find the skills and mindsets that leaders will need to successfully navigate a never-normal VUCA world, Jacob Morgan interviewed the top CEO's around the world (140 +) for his latest best-selling book, The Future Leader.  Geeks Geezers Googlization is excited to welcome Jacob on this episode of The Geeks, Geezers, & Googlization Show. Jacob reveals what he calls The Notable 9 - 4 mindsets and 5 skills - that leaders need to adopt in order to thrive in the future of work. Here's a glimpse into what you'll hear. First, leaders will need to shift their approach and their organizations to a whole new world of work. The truth is that people are making different choices about what they do when they work, and where they work. As evidenced by the recent record-high quit rates, it now takes more than a paycheck to get employees to show up day after day. The workplace is expected to be a center of learning and offer a sense of purpose and well-being. This is one reason why 90 percent of employees have indicated they'd sacrifice money for meaning in the work they do.  What can you do to make sure you get things right? Tune in. The Future Leader journey starts right here.  Favorite quote: "Nobody likes the journey to Disneyland but everyone loves Disneyland when we get there."

When it comes to filling open jobs these days, almost nothing should be off the table...and it's about time. The current labor shortage has finally forced companies to reimagine recruitment and think about HR in new and innovative ways. Elisa Garn, who calls herself a Human Experience Evangelist, came up with what she calls a crazy idea - Monetize HR. She says "the craziest thing, it worked" and she has the proof.  Elisa is this week's Geeks Geezers and Googlization Show guest and she shares how she earned the attention and respect of the senior executive team. Elisa also described the 3 primary HR personas - traffic cop, city planner, and mayor - and the importance of every HR department to create its own P&L. Elisa is currently Vice President of Thought Leadership & Brand Marketing at GBS Benefits.

Join Kyle as he speaks with Ira Wolfe about innovation, staying resilient and adaptable, and the future of work.  Ira S Wolfe is a “Millennial trapped in a Baby Boomer body” and the world’s first Chief Googlization Officer.  He ranks in the top 5 Global Thought Leader in Future of Work and HR on Thinkers 360. He is president of Poised for the Future Company and founder of Success Performance Solutions. Ira has presented on the prestigious red carpet of TEDx, stage of DisruptHR, and is the author of several books including Recruiting in the Age of Googlization, selected by Book Authority as one of the all-time best HR and Recruiting books.He hosts the weekly Geeks Geezers and Googlization Show, leads Googlization Nation, and is on a personal mission to unlock the secrets of human adaptability, ensuring no one is left behind living in the fastest period of change in history. He recently joined an elite group of global business consultants when he achieved AQ Certified Practitioner status. Ira is typically no further than a few clicks away as he is a frequent contributor (to HR and business blogs including CornerstoneonDemand’s ReWork, LinkedIn, and Medium) as well as podcast guest.https://www.irawolfe.com/https://www.successperformancesolutions.com/https://twitter.com/HireAuthorityhttps://www.linkedin.com/in/irawolfe/Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.Subscribe today on your favorite podcast player!  We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/We love to hear from our listeners!  Send us questions or comments at kyleroed@gmail.comRebel On, HR Rebels!Support the show (https://www.patreon.com/rebelhumanresources)

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Ira S. Wolfe about the biggest people management mistakes organizations are making and the impending "perfect labor storm." See the video here: https://youtu.be/WpjTBRlJpDM.  Ira S. Wolfe (https://linkedin.com/in/irawolfe) is a “Millennial trapped in a Baby Boomer body” and the world's first Chief Googlization Officer.  He ranks in the top 5 Global Thought Leader in Future of Work and HR on Thinkers 360. He is president of  Poised for the Future Company and founder of Success Performance Solutions. Ira has presented on the  prestigious red carpet of TEDx, stage of DisruptHR, and is the author of several books including Recruiting  in the Age of Googlization, selected by Book Authority as one of the all-time best HR and Recruiting books. He hosts the weekly Geeks Geezers and Googlization Show, leads Googlization Nation, and is on a  personal mission to unlock the secrets of human adaptability, ensuring no one is left behind living in the  fastest period of change in history. He recently joined an elite group of global business consultants when  he achieved AQ Certified Practitioner status. Ira is typically no further than a few clicks away as he is a  frequent contributor (to HR and business blogs including CornerstoneonDemand's ReWork, LinkedIn,  and Medium) as well as podcast guest.   Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy.  Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine.  Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

Today we're going to talk about adaptivity, resilience, and how to thrive in a post-pandemic world. To help me discuss this topic, I'd like to welcome Ira Wolfe, President and Chief Googlization Officer at Success Performance Solutions, author of several books including “Recruiting in the Age of Googlization,” and host of the Geeks, Geezers and Googlization Show.

Today we're going to talk about adaptivity, resilience, and how to thrive in a post-pandemic world. To help me discuss this topic, I'd like to welcome Ira Wolfe, President and Chief Googlization Officer at Success Performance Solutions, author of several books including “Recruiting in the Age of Googlization,” and host of the Geeks, Geezers and Googlization Show.

Employers have an opportunity to be heroes, not goats! Unfortunately, from pre-hire to departure in most organizations, the employee experience is all FCDD-up! The employee life cycle is filled with Frustration, Confusion, Disappointment, and Distraction. In a VUCA world, employee needs can shift in the blink of an eye. Employee engagement surveys are turning into the much-maligned annual performance review. Our guest Jason Cochran, CEO of iAspire urges employers to be practical, not surgical; to measure the rhythms and beats of employees, to measure what people will do, not what they say they will do. Through 20 years of research, he’s identified the “Four Principles of Connection.” Jason visits Geeks Geezers and Googlization Show to share how you can transform your company culture and make it your competitive advantage.

Following a tragic pandemic, raucous election, devastating economic crisis, and massive social unrest, everyone seems ready to move on. So what can we expect in 2021? How long will it take until the economy and job markets recover? Which sectors will prosper, which businesses are already recovering, and which industries are still heading for a hard landing? Our favorite economist Alan Beaulieu (ITR Economics) joins Geeks Geezers and Googlization Show again to offer his highly anticipated and respected economic outlook for 2021 and 2022. With an astonishing forecast accuracy of 94.7% at one year out since 1985, you don't want to miss this episode.   Michael Spremulli joins us for a special episode of Ahead of the Curve.  Mike shares his top tech tips on how to look your on-screen best, on a budget.  The Geeks, Geezers & Googlization TV Show can be viewed live every Wednesday at 1 PM ET on Facebook, YouTube, Talk 4 TV, and broadcast on W4CY Radio, part of Talk 4 Radio, on the Talk 4 Media Network. Following the broadcast, the replay will be available at the same links for YouTube and Facebook, our podcast website Geeks Geezers Googlization website, and on most podcasts including Apple Podcast, iHeart, Spotify, Amazon, Stitcher and more.

People analytics is consistently one of the top 2 trends in HR today (the other being candidate experience), but despite the fact that more than 70% of CEOs identify human capital as a key source of competitive advantage (IBM), only 5% invest in big data (TATA). And while 70% of companies intend to increase automation, only one-third use People Analytics to determine the impact on performance outcomes! That's why we're grateful that Reed Shaffner, Cornerstone OnDemand's VP of Product Strategy, agreed to stop by the Geeks Geezers and Googlization Show to talk about the Future of People Analytics. In another fast paced show, Reed shared best practices for getting started, even if you're a small business, and how many organizations are using analytics to solve business problems associated with turnover, retention, pay equity, and skill gaps.  People Analytics - A new venture for most HR departments, it refers to the information that companies use to make decisions regarding their employees and workforce. When the right questions and strategies are in place, the information collected through people analytics can allow companies to prepare for the future, move the right employees to the right positions, and make overall better decisions for the company as a whole. On the hiring end, predictive analytics through people analytics helps recruiters see if applicants could be a good fit for the company. Internally, these analytics are a great way to show which pay structures are working for employee performance and if pay is equal and fair across the board. Reed gave us a great example on the show of analytics at work when it comes to salaries and pay structures. When Google came out with their pay equality announcement, they were able to do so because of the analytics used to detect areas where they were underpaying women or minorities. A similar case was Amazon, who realized that the algorithm in their system was causing inequality within pay scales. People analytics is not only showing where areas of improvement are within these giant tech companies, it’s also giving them a chance to accept responsibility and change things within their company for the better. So, when it comes to implementing people analytics in a way that works just as well as the above example, where should you start? Reed keeps it simple and to the point with this question, “Are you collecting the right data in the first place?” The answer is quite basic and gets to the root of why you would want to use analytics in the first place. “Pick one or two focused questions that you, as a company, really want answered.” Figuring out what these two questions are will obviously differ for every organization depending on the size and niche of the company. However, if you want to gather quality data that is actually useful, you have to start by answering this question first. Once you start asking the right questions, other benefits of people analytics start coming through the pipeline- analytics that answer questions such as,  “How do I invest in the right people, get them to stay with the company, and also predict roles that might open up in the future?” So, once you have the right questions in place, and the right data coming through, how should you go about analyzing it in a way that is useful for the company? There are a few things that need to be in place for “successful analytics” to happen. Make sure the right people have access to the data: Does everyone need access? No, but you bet that the HR, Recruitment, and Front End Management departments certainly should! Analytics is a partnership between groups such as these, and keeping communication between these departments open is a huge must when it comes to aggregating the right data. For some companies, hiring a data scientist can be a great investment. Reed warns companies to do their research and not hire just anyone who says they have a magical fix for deciphering data. You want someone tested, skilled, and able to go through the company’s data to decipher the right information. At the end of the day, people data is business data. If you want to set your business up for success, whether you’re a titan of industry or a small business with less than 200 employees, people analytics is certainly key when it comes to the future of work.

Workplace violence is ravaging America. 15 people die each week and 38,500 others are attacked EACH WEEK. And yet 70% of U.S. businesses have no plan in place to protect employees or customers. Workplace violence experts Jeffrey M Miller and Robert Sollars stopped by Geeks Geezers and Googlization Show this week to discuss why workplace violence is on the rise and what companies must do to anticipate, prevent, and neutralize its risk to ensure everyone's safety and well-being.This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Is working with a 3rd party recruiter worth it? If yes, when is the right time to hire a recruiter and what are reasonable expectations? As more and more companies turn to search firms, or "headhunters," executive recruiters during this historic period of low employment, we took the opportunity to ask those questions and many more to our show guest Hugh Gallagher from The Gallagher Group. We go behind the scenes with Hugh, exploring what employers should expect and how they can be better prepared. The Geeks Geezers and Googlization Show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com). You can view all episodes on Geeks, Geezers, and Googlization or on your favorite podcast platform.

Job hunting used to be so easy. Send a resume. Fill out an application. Schedule an interview. Get hired. Today, it's become a lot more complicated. Both job seekers and employers seem to be like 2 ships passing in the night. That's why we're excited to welcome Courtney Kirschbaum CEO of Job Hunt School, to the Geeks, Geezers, and Googlization Show. Courtney takes us behind the scenes of her job hunting "school" and shares tips and insights about building a compelling resume to get you in the door for your next job. Job School was created for those that have been out of the job hunting game and need advice on how to attract recruiters to themselves. A completely online course, Job Hunt includes live coaching, Q&A sessions, and mentoring calls all aimed at the goal of helping job seekers to develop their “brand”. Courtney goes on to explain that with recruiters now using Linkedin and similar online platforms in their sourcing of candidates, it’s vital that your profile stands out and grabs their attention. Job hunting has gone from an audition to a sales pitch, and you have to market what you have to offer or you’re going to lose out to someone else that has the ability to market themselves. Credentials and resumes matter, but they’re yesterday’s news. Instead, you want to grab the attention of the employer, show off what you have to offer, and get them excited about giving you a future in their company. Courtney’s statement that “job seeking is just another name for sales and marketing” really defines the entire backbone of the lessons that she teaches. The things you write, how you write, what you post, and how you present yourself is your brand and it’s what will lead employers to taking an interest in you. If you’re a job-seeker and not sure where to start, Courtney leaves us with this advice:  “The job-seeker who comes in with an upbeat, optimistic, and willing to do what it takes type attitude; these are the types of people who get the great job offer with a great salary.” Closing thoughts- on your online profile, avoid negativity and showcase your attitude as bright, enthusiastic, and optimistic. Position yourself as someone who recruiters would want to be a part of their team!

This week on The Geeks Geezers and Googlization Show we’re talking about the #MeToo movement and its effects on the culture of HR as we know it. Rebecca Weaver and Nickolett Hocking from HR Uprise lead us in an eye-opening discussion regarding “disruptive HR”, the #MeToo movement, and how Human Resource departments wield so much more power than they realize.   In the wake of #MeToo and the conversations it has stirred up within the past year, Rebecca and Nickolett wondered why they were seeing so many powerful leaders in the entertainment industry being held accountable, but when it came to leaders in business, no one was being called out. It was these discussions that led the two to start HR Uprise.   Knowing that business leaders and HR departments are a huge proponent in driving the culture of the business workplace forward, Rebecca and Nickolett established HR Uprise as a channel through which sexism and racism in the workplace may be eradicated.   Curious, I asked Nickolett what, initially, the reception of this idea looked like. She responded, “When we first put out this idea of ‘disruptive HR’, it was encouraging to see other ‘black sheep’ HR workers step out in agreement and support of what we were doing.”   Additionally, both Rebecca and Nickolett thought it incredibly revealing to see the sparked interest of non-HR employees desperate for change, reaching out and asking them to come and speak to their own workplaces’ HR departments. I agreed with both of the ladies in saying that if the public response for help witnessed by them doesn’t show a problem within the current climate of our workplaces, then what does?   Nickolett also added, “We hear over and over NOT to go to HR for harassment issues, that HR exists to protect the company, not the employees.” But HR really does have more control and power than is being recognized... and it’s the power to change this perception of what HR is and does that needs to be realized.   Another highlight during my discussion with Rebecca and Nickolett was on the point that HR departments need to realize that they aren’t limited to only taking action on harassment when held to its legal definition alone.   A core principle of HR Uprise (and an important one), stands on the fact that if, as an HR team, all you’re focusing on is resolving legal level harassment issues, then you’re doing the bare minimum for your company and your employees.   All too often, perfectly legal but completely inappropriate conversations and actions happen between employees that can and should still be handled and resolved by HR. In fact, better than resolving these issues after the fact, HR Uprise seeks to provide employees and their respective HR departments with an entirely new workplace climate and culture so that these unnecessary moments don’t happen in the first place.   So, what does HR Uprise say is the first step toward propelling companies in the right direction when it comes to the topics that the #MeToo movement has surfaced?   Rebecca reflects on the time she’s spent with clients directing what she prefers to call “Allied Training”. Allied Training is a method where employees meet in a room together, and while HR Uprise is there to lead the discussion and answer questions, the majority of the time is spent with the employees having an open and honest discussion with each other. Initially, the conversation usually starts with plenty of “what if” questions.   What if something happens outside of work, on the weekend, between a supervisor and an employee, etc.?   Rebecca counters these types of questions with a question to the group, “What do you think should happen?” or “What behavior do you want from your fellow employees?”   The end result of these Allied Training discussions is a productive and thoughtful time where in the end, the employees leave the room in agreement and on the same page as to what is and what is not acceptable in their workplace. When employees know not just the legal standard for workplace behavior, but also their co-worker’s personal standards, the “culture” of the workplace changes and becomes an open, respectful, and comfortable one.   In short, it’s time to open up the dialogue between employees, their co-workers, and HR. Cultivating the right culture in a workplace starts with conversations that establish the right climate and alter archaic perceptions between employees, their peers, and HR.   Follow HR UP on Instagram: @hruprise Connect with Rebecca Weaver on Linkedin Connect with Nickolett Hocking on Linkedin

On this episode of The Geeks Geezers and Googlization Show, we’re talking with the Editor-in-Chief of Entrepreneur Magazine, Jason Feifer. Keith, Jason, and I dive deep into the resentment that each generation seems to have for the next. If you’re curious to hear Jason’s thoughts on this topic, you’ll love this episode. We get down to brass tacks quickly.   First, Jason invited us to take a look at the history of innovation and how each new thing introduced through the generations was met with resistance. He starts with the bicycle (Yes the bicycle was going to ruin civilization!), recorded music, the radio, and so much more. But eventually, the adoption of these inventions became so commonplace that the resistance dissipated and the disruptions went mainstream. Fast forward a generation or two down the line, and you’d be hard-pressed to find a single soul who can still recall or explain the resistance in the first place.   You’ve probably heard the saying that history repeats itself. Then it’s no surprise that each older generation tends to morph into similar attitudes and judgments toward their successors. If you disagree, just take a look at what Seneca was saying all the way back in First Century A.D.   “Our young men have grown slothful. Their talents are left idle, and there is not a single honorable occupation for which they will toil night and day.”   Sound familiar? If that’s not enough, how about the Life Magazine cover from 1968 that describes the up and coming generation as promiscuous, lazy, rebellious, and idealistic (aka the Baby Boomer Generation!)? This was repeated again in 1985 when Newsweek’s over displayed an image of 3 Generation X distracted by video games. Or the seemingly endless headlines and media covers covers bashing Millennials beginning in the 1990s. Case in point - Generations Gaps are nothing new and older generations have demeaned young people from the beginning of time.   So, why does the older generation seem to keep forgetting that at one time they were the change makers, the rebellious, and the idealists? This memory lapse would be a fair one if each generation was getting progressively worse, but they’re not. Instead, we’re finding them growing kinder, more empathetic, developed, and advanced. One could even argue that with the current state of technology, the younger are catching up to the older at a faster pace than any of the previous generations.   Jason brings up a great point as to the actual reason why the older generation is consistently bashing the younger… “The older generation is aware that the new generation is their replacement.” This may sound harsh, but it’s true. “And, by admitting this truth, you’re admitting your own mortality and replaceability.” Tough words, but is that not exactly why baby boomers look down on the Millenials? We, as the proven and established generation, don’t want to see them as equal or as a replacement because then, what does that make us?   Now, in case our conversation was starting to make you feel either vindicated as a Millenial or like a puff of dust as a Baby Boomer, Keith, Jason, and I also took the time to highlight the less morbid side of this discussion.   First of all, just because the older generation is preparing to either retire from the workplace or pass over the mantle of their experiences, doesn’t mean that they’re not needed. In actuality, they are still, and will continue to be, absolutely necessary- a fact, that most Millenials know and appreciate. The Millennial leaders of the next generation are intelligent enough to take advantage of the fact that their elders are carriers of wisdom. They do have more experience, and they can provide valuable advice from their life experiences, whether this advice is career, life-based, or both.   Listen to the full episode here.

Geeks, Geezers and Googlization really do matter. In the first live broadcast of The Geeks, Geezers and Googlization Show, host Ira S Wolfe is joined by his co-host Keith Campagna, regional sales manager for Jobvite. During the show, Ira and Keith discuss a range of topics - from events like SourceCon and CandD Awards to Millennials and Recruiting in the Age of Googlization. It's fast paced, entertaining, and informative. Perfect for executives, business owners, HR, and recruiters.This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).