Podcasts about quantum workplace

  No resolutions, just goals! Join Sarah as she explains how to set SMART goals for your insurance business in 2025.   Contact the Agent Survival Guide Podcast! Email us ASGPodcast@Ritterim.com or call 1-717-562-7211 and leave a voicemail.   Resources: 5 Business Podcasts to Follow: https://pod.fo/e/2921db 5 Things from the CMS 2026 MA and Part D Proposed Rule: https://pod.fo/e/28c9d2              Instagram Basics for Insurance Agents: https://pod.fo/e/28803f   References: Alexander, Lucy. “How I Write SMART Goals and Make Them a Reality.” Blog.Hubspot.Com, HubSpot Blog, 26 July 2024, blog.hubspot.com/marketing/how-to-write-a-smart-goal-template. Dan Harris, Ph.D. “How to Make Your SMART Goals Even SMARTER.” Quantumworkplace.Com, Quantum Workplace, www.quantumworkplace.com/podcast/how-to-make-your-smart-goals-even-smarter. Accessed 9 Dec. 2024. “How to Set Goals for 2025.” AFP, Association for Financial Professionals, 20 Nov. 2024, www.afponline.org/training-resources/resources/articles/Details/how-to-set-goals-for-2025. Boogaard, Kat. “How to Write Smart Goals (with Examples).” Atlassian.Com, Atlassian, 12 Sept. 2024, www.atlassian.com/blog/productivity/how-to-write-smart-goals. Bell, Simon. “SMART Goals.” Edited by Cat McLeod, Mindtools.Com, MindTools, www.mindtools.com/a4wo118/smart-goals. Accessed 9 Dec. 2024. “The SMARTER Method To Help You Define and Manage Your Business Goals.” Solocom, Solocom, solocom.ca/en/smarter-method/. Accessed 9 Dec. 2024.   Follow Us on Social!  Ritter on Facebook, https://www.facebook.com/RitterIM Instagram, https://www.instagram.com/ritter.insurance.marketing/ LinkedIn, https://www.linkedin.com/company/ritter-insurance-marketing TikTok, https://www.tiktok.com/@ritterim X, https://twitter.com/RitterIM and Youtube, https://www.youtube.com/user/RitterInsurance     Sarah on LinkedIn, https://www.linkedin.com/in/sjrueppel/ Instagram, https://www.instagram.com/thesarahjrueppel/ and Threads, https://www.threads.net/@thesarahjrueppel  Tina on LinkedIn, https://www.linkedin.com/in/tina-lamoreux-6384b7199/ Not affiliated with or endorsed by Medicare or any government agency.

Episode Summary In this OnBase episode, Chris Moody talks with Tyler Pleiss, Associate Director of Growth Marketing at Movable Ink, about transforming Account-Based Marketing (ABM) from a tactical tool into a strategic go-to-market approach. Tyler shares insights on aligning ABM with enterprise goals, fostering cross-functional collaboration, and leveraging AI for efficiency. He emphasizes the importance of targeted personalization, strategic account prioritization, and focusing on measurable outcomes to drive impactful results. About the guest Tyler Pleiss is a seasoned marketing professional with extensive experience in account-based marketing (ABM) and growth marketing strategies for B2B organizations. Currently serving as Associate Director of Growth Marketing at Movable Ink and a member of the Executive Council at ForgeX, Tyler also consults on marketing strategies at TACK and founded The Pleiss is Right, LLC., a platform dedicated to ABM insights. Previously, Tyler held key roles at Clari, where the focus was on establishing growth marketing for the Strategic Industries segment, and at Terminus, leading strategic ABM initiatives. Additional experience includes positions at Quantum Workplace, Signal 88 Security, and Courtside Marketing. Tyler earned a Master's degree in Management with a Marketing focus from Bellevue University and a Bachelor's degree in Business/Sports Management from Buena Vista University. Connect with Tyler Pleiss Key takeaways - ABM as a Strategic Lever: Reframe ABM as a strategic tool driving measurable business goals like upsells and new market expansion. - Aligning Enterprise Teams: Connect ABM strategies to top company objectives, ensuring alignment across marketing, sales, and SDRs. - Data-Driven Insights: Use analytics to target high-value accounts with the greatest revenue potential. - Cross-Functional Collaboration: Strengthen team alignment through structured communication and project management. - AI for Efficiency: Leverage AI tools to streamline account research, content creation, and campaign execution. - Human-Centric Personalization: Maintain deep personalization by focusing on fewer, high-priority accounts. - Smart Budget Decisions: Double down on marketing channels proven to contribute to pipeline and revenue. - Team Buy-In: Engage sales leaders and SDRs to embed ABM into shared revenue strategies. - Balanced Automation: Use automation for efficiency while preserving authentic, human-led interactions. - Long-Term Relationships: Build lasting connections with key accounts for sustained growth. - Iterative Improvement: Continuously refine ABM tactics using team feedback and performance data. - Targeted Personalization: Scale personalization efforts strategically without sacrificing quality or impact. Quotes On Shifting ABM to Strategy: "ABM isn't just a marketing tactic—it's a strategic framework that ties directly to enterprise goals like growth and expansion." On GTM Alignment: "Success in ABM comes when marketing, sales, and SDR teams rally around shared objectives and prioritize the right accounts together." On Data Utilization: "Data-driven insights aren't optional; they're the backbone of any effective ABM program, helping us focus on accounts that truly matter." Connect with Tyler Pleiss | ⁠⁠⁠⁠Follow us on LinkedIn ⁠⁠⁠⁠| ⁠⁠⁠⁠Website

Significant developments in workplace engagement and productivity lead, focusing on contrasting strategies from major companies like Amazon and Intel. Amazon's CEO Andy Jassy recently addressed employee concerns regarding the company's return-to-office (RTO) mandate, which requires corporate employees to work on-site five days a week starting January 2025. While Jassy claims the policy aims to strengthen company culture, over 500 employees have signed a petition against it, raising questions about the true motivations behind the mandate. Meanwhile, Intel has reinstated free office coffee to boost employee morale amidst ongoing layoffs, reflecting a broader trend in the tech sector to support workforce engagement during challenging times.Host Dave Sobel highlights research from the University of Melbourne, which indicates that companies offering flexible work options tend to perform better in the stock market. The study found a significant correlation between high rankings for remote work opportunities and improved share prices. Additionally, a survey by Quantum Workplace revealed that over 80% of hybrid employees report being engaged at work, compared to 72% of on-site employees. This data suggests that flexibility in work arrangements can enhance employee satisfaction and productivity, presenting a compelling counterpoint to the office-centric strategies of Amazon and Intel.The episode also covers recent capital movements in the tech industry, with Logic Monitor raising $800 million to explore strategic mergers and expand its market presence. Enable Technologies has acquired AdLumen for approximately $225 million, enhancing its capabilities in security services. These moves reflect a growing demand for robust data center monitoring and security solutions, driven by the increasing importance of artificial intelligence in the tech landscape. Sobel notes that these investments indicate a recognition of the need for companies to grow and adapt in a competitive market.Finally, Sobel delves into the evolving role of artificial intelligence in various sectors, including creative writing and IT service management. He discusses the implications of AI's integration into creative processes, particularly in relation to National Novel Writing Month, where the use of AI has sparked controversy over originality and skill development. Additionally, Sobel emphasizes the necessity for businesses to adapt their IT service management methods to incorporate AI, highlighting the potential for improved efficiency and user experiences. The episode concludes with thought-provoking questions about the balance between AI and human effort, urging listeners to consider how they can effectively leverage technology in their own organizations. Four things to know today00:00 From Amazon's RTO Push to Intel's Free Coffee: Contrasting Strategies in Workplace Engagement and Productivity05:15 Capital Infusions and Acquisitions: How LogicMonitor and N-able Are Positioning for Market Leadership07:18 Sentiment Analysis, Microsoft Integrations, and Strategic Growth Events: The Evolving Tools Empowering MSPs09:27 AI's Expanding Role: Vectorization, Creative Writing, and IT Service Management Transformations  Supported by:  https://www.huntress.com/mspradio/https://tdsynnex.com/StreamOneIon   All our Sponsors: https://businessof.tech/sponsors/ Do you want the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/subscribe/Looking for a link from the stories? The entire script of the show, with links to articles, are posted in each story on https://www.businessof.tech/ Support the show on Patreon: https://patreon.com/mspradio/ Want to be a guest on Business of Tech: Daily 10-Minute IT Services Insights? Send Dave Sobel a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/businessoftech Want our stuff? Cool Merch? Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com Follow us on:LinkedIn: https://www.linkedin.com/company/28908079/YouTube: https://youtube.com/mspradio/Facebook: https://www.facebook.com/mspradionews/Instagram: https://www.instagram.com/mspradio/TikTok: https://www.tiktok.com/@businessoftechBluesky: https://bsky.app/profile/businessoftech.bsky.social

I would venture to say, for me at least, personal milestones have had more impact on my career than any professional achievements. ~ Rochelle Marie This week on the Her Leadership Coach Podcast, as I celebrate my birthday, I'm excited to cover the importance of "Celebrating Milestones". This episode is all about recognizing and valuing our achievements in both leadership and life. It's a heartfelt exploration of how acknowledging milestones can positively influence our personal and professional growth, and those around us. In this week's episode, you will learn: The Power of Recognizing Achievements: We dive into why acknowledging both personal and team achievements is more than a mere pat on the back. It's a crucial aspect of building a positive work culture. Research by Quantum Workplace highlights that recognition significantly boosts employee satisfaction, reduces turnover, and fuels motivation. We discuss real-world examples, like JetBlue's findings, which show how recognition correlates directly with increased retention and engagement. Creating a Culture of Appreciation: The episode explores practical ways to foster an environment of mutual recognition and support. We look at innovative examples like Google's 'gThanks' program and discuss strategies like implementing peer-to-peer recognition platforms. This section emphasizes the leader's role in setting the tone for a culture where appreciation is a daily practice, enhancing team dynamics and effectiveness. Embracing Personal Milestones: Here, we reflect on the importance of celebrating personal achievements and how they shape our leadership qualities. Drawing from neuroscience and positive psychology, we uncover how self-recognition combats negativity bias and reinforces a positive self-image. Personal experiences and studies illustrate how these milestones contribute to our resilience and confidence, essential qualities in effective leadership. As a birthday treat, I'm offering you a set of digital milestone cards designed with empowering quotes and affirmations - perfect for celebrating your own milestones or sharing with your team. The link to sign up for these unique cards is https://www.herleadershipway.com/DMCards Join us in the Women in Leadership Facebook https://www.facebook.com/groups/hlwactiongroup group to continue the conversation about appreciation and leading from within. And if you found this episode valuable, please share it with others who might benefit.

Jason Lauritsen is a renowned keynote speaker, author, and consultant who challenges conventional thinking and brings a fresh perspective to employee engagement and performance management. With his extensive expertise, he passionately advocates for creating fulfilling work experiences for every employee. Jason's unique approach blends research, practical experience, and compelling storytelling to empower managers and leaders to make a positive impact on their teams. Drawing from his background as both a former corporate executive and entrepreneur, Jason has always been driven to build organizations that prioritize both people and profits. Having led the research team for Quantum Workplace's Best Places to Work program for three years, Jason possesses deep insights into what distinguishes exceptional workplaces from the rest. His extensive study of the employee experience across thousands of companies has equipped him with valuable knowledge about the strategies and practices that engage employees at the highest level. As an accomplished author, Jason has published two influential books: "Unlocking High Performance: How to use performance management to engage and empower employees to reach their full potential" and "Social Gravity: Harnessing the Natural Laws of Relationships." These books delve deeper into his insights, offering readers comprehensive frameworks and practical tools for creating thriving work environments. Connect with Jason: https://www.linkedin.com/in/jasonlauritsen/ Jason's Website: https://jasonlauritsen.com/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/socialresponsibilityatwork/message Support this podcast: https://podcasters.spotify.com/pod/show/socialresponsibilityatwork/support

"We have 1700 people at our company. That's 1700 different opinions, needs, journeys. So at Getty Images we create and we measure and we monitor engagement opportunities to strengthen a work culture where people belong and they can do their best work." Marie Potter, Senior Director, Culture & Development, Getty Images We're Only Human -- Episode 161   Defining the problem is a big step towards finding a solution. But what do you do when the problem or challenge is so broad and varied that it's hard to pinpoint what solution might work? That's the difficulty that arises daily for HR leaders looking at how to support the needs of every person in the workforce. In this episode of We're Only Human, Ben talks with Marie Potter from Getty Images about how she and her team are able to listen, identify, and support the needs of their workforce at scale.  Show Notes Connect with Marie on LinkedIn Thanks to Quantum Workplace for the connection/introduction to Marie Learn more about HR Summer School and check out the 2023 replay free! Check out our show archives and sign up for updates so you don't miss an episode  

Looking for ways to get your employees to want to return to the office? On this episode of Geeks Geezers Googlization, the focus is on where and how people work, and the importance of flexibility in workspace design. Our guest, Bryan Berthold from Cushman and Wakefield, discusses an intriguing and fascinating metric for measuring employee experience: experience per square foot. He shares insights from the company's proprietary research that shows workers prioritize flexibility in areas such as time, days worked, and tasks performed, and how this affects productivity and engagement. They also cover the current state of the workplace ecosystem, with virtual work, flex space, and remote working from home. According to Berthold, the clock is ticking on the next domino falling regarding the future of work, and there is an immediate need for fresh thinking and adjustments to local tax policy, real estate strategy, and workspace design. "experience per square foot" that uses employee sentiment to measure the experience of people. Here are some questions Bryan answered about the future of commercial real estate and employee experience during the conversation: 1. What are some of the biggest challenges organizations face in the current work environment? Answer: The biggest challenge is making the experience of returning to the office not feel suboptimal. This requires better technology, improved desk reservations, and buildings that function more like community centers to help people feel comfortable and productive. 2. What are some of the key findings of the experience per square foot survey measuring people's experience of their work environment? Answer: The survey measures five components of the work environment - productivity, collaboration, well-being, community, and continuous learning. It helps companies identify the important factors that contribute to their employee's work experience and provides data on what drives those five experience metrics. 4. What percentage of people in the US want to work remotely, and why? Answer: 53% of people in the US still want to work remotely, with the main reason being to avoid the commute (70%). 5. What are the main reasons people want to come into the office? Answer: The main reasons are community and connection, such as socializing, collaborating, and learning from leaders or mentors. Serendipitous conversations and exposure to different groups are also mentioned as benefits of being in the office. 6. Why is flexibility important in the future of work, and how does it affect productivity and engagement? Answer: A survey by Quantum Workplace found that workers prioritize flexibility in areas such as time, days worked, and tasks performed, rather than finding the power to work remotely. Autonomy and flexibility are emphasized, with a significant 56% drop in experience for those who feel they lack those choices. 7. How has the pandemic affected productivity and work-life balance? Answer: Productivity has remained constant, but two-thirds of employees report working more hours, leading to a work-life balance problem. 8. What is the "experience per square foot" product, and how does it measure employee sentiment? Answer: "Experience per square foot" is a product developed by the guest that uses employee sentiment to measure the experience of people, not just the physical things they are given. 9. What is the future of physical workspaces, and how are companies preparing for it? Answer: By 2030, roughly one-third of buildings are prepared for the future of work, while one-third need upgrades, and a third are obsolete and need complete renovation.   

For this episode of the #HRTechChat video podcast, my guest was Nicole Davies, vice president of talent optimization at Valet Living. Our discussion covered her department's highly successful deployment of Quantum Workplace, which 3Sixty Insights details in a recently published case study. If you've ever lived in a multifamily home, condominium complex or apartment building, it's possible that you've benefitted from Valet Living. United States-based and close to 28 years old, Valet Living operates in more than 40 states and employs approximately 10,000; about 8,500 are part-time staff. Together, these employees carry out amenity services such as package delivery, waste removal, and dog walking to the 1.8 million homes in residential communities with which the company partners. Driving Nicole's decision to propose deploying Quantum Workplace at Valet Living was her employer's lack of modern technology — or any technology at all, really — for tracking employees' performance. The process was annual and highly manual. As we have discussed at length lately, here at 3Sixty Insights, this is no way at all in this day and age to track employee performance, let alone promote better performance, boost employee engagement or inspire staff to stay. Annual and manual performance management has pretty much always been antithetical to all these goals, in fact. Luckily, modern technology for talent management makes it possible to leave these old ways behind and helps organizations align the employee experience to a high-tech customer experience. Valet Living already had advanced software, long in place, designed to track associates' progress day-to-day in completing client-facing work, and Nicole wanted to bring the company's employer brand into alignment with this aspect of the consumer brand. "We pride ourselves on being a tech-enabled service," she shared during the podcast. Valet Living's associates are "out there on site. They're using very fancy technology we've developed to let us know where they are on the property. But then, on the people side of things, we were very low tech. We really had no great way for them to be able to have engaging conversations with their leaders, or for them to even really know what was happening within the company." When Nicole joined Valet Living, she and the rest of leadership there made the decision to partner with Quantum Workplace. Doing so left them "one-stop shopping so to speak, where folks could go if they wanted to learn about how they're doing — going from a performance perspective all the way through to opportunities to continue to grow and develop from a succession planning perspective." Positive employee engagement increased considerably right away and continues to climb. Given that daily work life for associates does not naturally lead to much interaction between them and their managers, this boon to employee engagement at Valet Living is especially notable given the fundamentals of the employer's business model. Employee retention is much higher, too, and with the deployment of Quantum Workplace has come a significant boost in internal hiring for managerial roles and attendant drop in labor expenditure related to external recruiting. Our case study dives into these details. If you're looking for an example of how to boost employee engagement under challenging conditions, and if you need inspiration for HR transformation, then you owe it to yourself to watch this episode. The use of Quantum Workplace has helped Nicole elevate HR's strategic standing at Valet Living. Highly knowledgeable when it comes to talent management, she's a natural guest for a podcast and has an exceptionally compelling story to share.

Success starts with your people. Employee success means your success and Quantum Workplace‘s engagement, performance, and intelligence solutions empower your teams to stay focused and engaged and deliver powerful business results. The Demand Generation Leader, Tylor Jones gives us insight into who they serve best and their mission to help rather than just sell. With a focus on customer experience and prioritizing value, Tylor has helped to fuel the growth behind the business and establish Quantum Workplace as a thought leader in the industry.

Today's guest is Greg Harris, CEO of Quantum Workplace, an Omaha-based tech company that has pioneered some of the earliest employee engagement and performance software in the country. Welcome to Agency for Change Podcast! 

The more you ignore problems, the bigger they get. It's not easier… Its avoidance.  If this is you…you're not alone. "A 2017 survey of 1,344 full-time employees sponsored by Quantum Workplace and Fierce Conversations found that 53 percent of employees are handling “toxic” situations by ignoring them." There's a better way. Instead of avoiding, mentally rehearsing for weeks on end, or having sidebar conversations (aka vent sessions with your homies), try this instead; 1.) schedule the convo (keep it short) 2.) prepare (three bullet points, no b.s.)   3.) meet (things won't get better if you don't)  4.) determine next steps (because you can't solve it all in 30 min) 5.) follow through (things won't get better if you don't)  Simple. Not easy.  But then again, neither is living with the frustration and resentment that comes with avoiding a difficult conversation Sign up for my weekly newsletter here.  Connect with me on  LinkedIn Alex Perry  Instagram @pswithalex

The transformation that Steven Baert is leading as Chief People and Organisation Officer at Novartis, in shaping culture and leadership to a re-imagined medicine is hugely impressive. As Steven explains in this week's episode of the podcast, Novartis is successfully fuelling a scientific and entrepreneurial spirit of the company through its inspired, curious and un-bossed culture. This equips the people closest to the customer or product with the freedom to own the important decisions about their work for themselves. Novartis is also empowering their people by re-imagining its approach to performance management. As one of the worlds foremost science companies, that is entirely fitting that Novartis has taken a scientific approach to diagnosing, developing, trialling and productising its approach to performance management. In our conversation Steven and I discuss: How he partners with CEO Vasant Narasimhan and the rest of the executive team at Novartis The concept of un-bossing and what that entails for leaders How Novartis has diagnosed that their previous performance management culture was a point of friction for employe How Novartis has taken a scientific approach to re-imagining performance management involving 16,000 people The four elements of the new approach to performance management, encompassing objectives, feedback, recognition and reward This episode is a must listen for anyone interested or involved in the role of organisational culture and performance. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People, Analytics, Culture, Employee Experience or HR Business Partner role. Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

AT&T is the world's largest telecommunications company and it is in the midst of a major business and organisational transformation. As part of this AT&T is evolving its performance culture towards a more agile approach based on the notion of Kind Candor. My guest on this week's episode, Melissa Corwin, is The Vice President for Employee Experience and she is overseeing the development of the new performance culture. As you will hear, this is an impressive, well coordinated strategy that is supported across the organisation and tied closely to improving outcomes for the business, employees and AT&T's customers. In our conversation, Melissa and I discuss: The impact of AT&T's business transformation on culture and behaviours The key components of the new performance culture The importance of Kind Candor and we look at the expected outcomes of the new performance culture. This episode is a must listen for anyone interested in or involved in the role of performance culture and performance management in business transformation. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People Analytics, Culture, Employee Experience or HR Business Partner role. Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

The guest on this week's episode is Greg Harris, CEO of Quantum Workplace, which was founded in 2003 and has since emerged as one of the pioneers in the revolution of the employee feedback market. Greg believes that the economic value of employee feedback is probably equal to, or greater than, input from customers and that employee feedback is the first step in creating an inclusive environment. Greg also explains why employee engagement and performance management are two sides of the same coin. In our conversation, Greg and I discuss What modern employee feedback looks like and how it has evolved over the last 10 years How CEOs have used employee listening to drive communication to the workforce during the pandemic How to drive action, behaviour change and a culture of inclusion, from the insights arising from employee feedback How employee experience and people data is driving a similar change in HR, to the change that customer experience and customer data has already made to the marketing function How companies should approach performance management in the future. This episode is a must listen for anyone interested or involved in employee listening, employee experience and the reshaping of performance management. So that is Chief Human Resource Officers and anyone in an employee Experience, People Analytics, Culture or HR Business Partner role. Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

BNY Mellon is America's oldest bank, having been created in 1784, and is currently on a journey of reinvention as it transforms into a digital organisation. The pandemic has accelerated this journey and that is where Jolen Anderson, my guest on this week's episode, comes in. Jolen is a Global Head of Human Resources and with her team, is responsible for translating their business strategy into their workforce strategy and igniting the passion of BNY Mellon's employees. As the business transformation was accelerated by the pandemic Jolen and her team are focused on three key driving principles. First, operational resiliency. Second, service to customers and third, employee wellbeing and safety. These three principles, not only underpin the digital transformation but the bank's culture too. In our conversation Jolen and I discuss: The central role of HR in business transformation How employee wellbeing was prioritised during the twin pandemics of 2020 How resilience and inclusion are competencies that can be nurtured The central role of people data and analytics in the work that Jolen and her team are doing Why it is critical for CHROs to approach people transformation with intentionality right now and how to do this This episode is a must listen for anyone interested or involved in the role of workforce strategy and business transformation. So that is Business Leaders, Chief HR Officers and anyone in a Strategy, People Analytics, Culture or HR Business Partner role. Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

My guest this week is Dr. David Rock, who coined the term NeuroLeadership and is the Co-Founder and CEO of the NeuroLeadership Institute, which has worked with over 50% of the Fortune 100 companies, to make organisations better for humans through science. David has authored four successful books, including Your Brain At Work, a business best seller and has written for and been quoted in hundreds of articles about leadership, organisational effectiveness and the brain. The centrepiece of my discussion with David is his SCARF Model, which is based on neuroscience and is designed to help us work more effectively with others. When I came across the model a few years ago, it helped me better understand myself and change the way I interact in social situations. The SCARF Model is comprised of five key domains that influence our behaviour in social and work situations. Firstly, Status - our relative importance to others. Secondly, Certainty - our ability to predict the future. Third, Autonomy - our sense of control over events. Fourth, Relatedness - how safe we feel with others. And finally fifth, Fairness - how fair we perceive the exchanges between people to be. As David explains in our discussion, these five domains activate the same threat and reward responses in our brain that we rely on for physical survival. This explains why ourselves and others will sometimes have strong emotional reactions in social situations, both at home and at work. It is a fascinating topic and one, I know, that listeners will enjoy. In our conversation, David and I discuss How the SCARF Model has grown in relevance during the pandemic The window of opportunity companies and leaders have to solve for autonomy and build a better post pandemic normal The role of leaders in enabling their organisations to be truly diverse, equitable and inclusive How companies should approach Performance Management in the future This episode is a must listen for anyone interested or involved in Neuroscience and its role in Leadership, collaboration, culture and performance. So that is Business Leaders, Chief People Officers and anyone in a Behavioural Science, People Analytics or HR Business Partner role. Support for this podcast is brought to you by Quantum Workplace. To learn more, visit www.quantumworkplace.com/digitalhr.

This podcast episode is brought to by our host, Jack Moylan, and Insights Analyst at Quantum Workplace, Todd Pernicek. In this episode, you will learn about how and when to give and receive feedback! The conversation helps answer the following questions:What is employee feedback and why does it matter?What are the different types of feedback?Who should you ask for feedback and when?What is the best way to ask for and receive feedback?How and when is it appropriate to give feedback to others? Links:Radical CandorWork Rules!: Insights from Inside Google That Will Transform How You Live and LeadQuantum Workplace

On today’s podcast, we interview Anne Maltese, Director of People Insights, at Quantum Workplace. Quantum Workplace provides the data and insights to The Best Places to Work, the contest that honors superior organizations where voices are heard, cultures are thriving, and employees are engaged. In a recent study of workplace engagement, Quantum Workplace studied 1.2 million employees and contrasted engagement scores from March-May 2019 with engagement scores from March-May 2020.This is what they found: · Engagement Scores SPIKED from 2019 to 2020.· Employees enjoyed the dramatic growth in effective communication.· Employees enjoyed managers who are demonstrating care for their well-being.· Employees like working from home.· Employees enjoy greater levels of clarity.One of the takeaways is that distance has provided the following:· Greater necessity for transparency from leaders.· Greater necessity for visibility by all co-workers into what you are working on, and how you are doing.· Greater necessity to feel trusted by managers and the company.To learn more about Anne Maltese and Quantum Workplace, please go to:Quantum WorkplaceAudio Credit: Show Me the Way, Vendredi

Jason Lauritsen is a keynote speaker, author, and leadership trainer who has worked with companies like Quantum workplace, Union Bank and Trust, and west corporation among others. He is an employee engagement and performance management expert who passionately believes that work can and should be a fulfilling experience for every employee.   Jason also led the research team for Quantum Workplace’s Best Places to Work program for three years. There, he studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest to engage their employees.   Jason is known as a workplace evangelist who is passionate about his work and is the best selling author of the book, Unlocking High Performance and Social Gravity.   In this episode, Jason talks about Developing and Sustaining Employee Engagement.   Learn More: https://bit.ly/Employee_Engagement_Strategies

Jason Lauritsen a keynote speaker, author, and consultant.  He is an employee engagement and workplace culture expert who will challenge you to think differently.  A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits.  He also led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest.  Jason is the author of the books Unlocking High Performance: How to use performance management to engage and empower employees to reach their full potential and Social Gravity: Harnessing the Natural Laws of Relationships.    Jason connects with Lou Diamond on Thrive LOUD. *** Connect with Lou Diamond: www.loudiamond.net Subscribe to Thrive LOUD: www.thriveloud.com/podcast  

In this week’s episode of Fresh Tracks I speak with Jason Lauritsen about Social Gravity and the Natural Laws of Relationships. We start by discussing the role intentionality plays in relationships and how that is different than manipulation. There is great power in setting an intention when building new relationships and Jason shares with us how to set intentions and give us examples of good intentions vs bad intentions. Jason shares his number one way to build strong relationships as well as the number one mistake people make when meeting others that sabotages their ability to connect in an authentic way. The truth is that relationships develop one person at a time and taking the time to choose your relationships one by one, rather than accelerating it in a mass setting, is a key to achieving your goals in business and in life. Finally Jason discusses the concept of social capital, which is the value that we have access to in our lives because of the relationships we have with others. Show Notes: 5:35 – The role intentionality plays in relationships 12:30 – Your peer group and the role in plays in your growth 16:50 – What to do if you don’t have a natural connection with people in key roles professionally 20:45 – 2 Tips for building strong relationships when you are shy 26:10 – What is social capital and how do you build it? 27:45 – Common mistakes to avoid when building intentional relationships 32:00 – How to extend social media relationships into the real world 36:00 - The impact of social gravity About Jason Lauritsen Jason Lauritsen a keynote speaker, author and advisor. He is an employee engagement and workplace culture expert who will challenge you to think differently. A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits. Most recently, he led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest. Jason is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships. Connect with Jason at www.JasonLauritsen.com.  

Work is a relationship. The attributes that drive engagement in the workplace happen to be the same qualities people look for in personal relationships: Feeling valued and cared for. A sense of trust and appreciation. So, what if we treated team members the same way we treat friends and family? What if we designed best practices to build rather than break down those relationships? What if we made decisions from a place of love? Today, we're joined by Jason Lauritsen, an expert in the realm of employee engagement and performance management. Jason has dedicated his career to solving for dysfunction in the workplace, exploring the issue from multiple perspectives as a headhunter, corporate HR VP, researcher and consultant. His new release, Unlocking High Performance, explores how performance management can be used to engage and empower employees to reach their full potential.    Jason shares his deep understanding of the history of work, explaining why we're stuck in a contract model designed 120 years ago. He describes his relationship-based approach to decision-making in the workplace, offering insight on what leaders can do to diagnose performance issues, cultivate employee growth, and deliver feedback in a supportive way. Listen in for Jason's take on eliminating the traditional appraisal system—and learn how to apply design thinking to create best practices specific to your organization. Themes explored in this week's episode: Why work is organized around a contract model that is not good for human beings The connection between employee engagement and LOVE Applying The Relationship Test to build engagement at work Jason's frustration with managers who don't spend time with their people Delivering feedback that is oriented around future performance What leaders in performance management can do to optimize growth Jason's advice around eliminating the traditional appraisal system Applying design thinking to make best practices fit your organization Jason's suggestions for operationalizing the data you collect The power in asking, “Where am I going?” Jason's 5 questions for diagnosing performance issues: Are they clear on expectations? Do they know how they're doing? Do they have what they need? Are they capable? Are they choosing not to perform? Resources from this episode: Connect with Jason at https://jasonlauritsen.com/ Message @JasonLauritsen on Twitter or LinkedIn Access Jason's books Unlocking High Performance and Social Gravity Learn more about Quantum Workplace and Best Places to Work The Relationship Test Watch Jason's keynote on The Relationship Test We would love to hear from you! Have an idea for a podcast or a question you want us to address? Interested in additional support, resources and workshops? Here are all the ways you can interact with us! Tweet us! @tegantrovato and @TeamAwesomeMKE Email us: tegan@BrightArrowCoaching.com and Katie@TeamAwesomeCoaching.com Follow us on Facebook @BrightArrowCoaching and @TeamAwesomeCoaching Follow us on Instagram @TeganTrovato and @katie_rasoul Connect with us on LinkedIn: Tegan Trovato and Katie Rasoul Download free tools and sign up for our newsletters, events and workshops by visiting: https://www.brightarrowcoaching.com/ and https://www.teamawesomecoaching.com/

Jason Lauritsen is a former corporate Human Resources executive dedicated to helping leaders build organizations that are good for both people and profits. He’s a keynote speaker, employee engagement and workplace culture expert who will challenge you to think differently.  Jason led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest.  His new book, Unlocking High Performance, is now available for pre-order. Today, Jason starts off telling us how he got so fascinated with employee engagement, we discuss why both of us want to make work better for employees even though we work for ourselves, why relationships are so important and specifically how managers can better engage their employees. Jason gives an excellent list of 5 questions managers can use in 1:1’s with their employees to foster a healthy relationship. Finally, he leaves us what we can do to foster more positive relationships with employees.  For links mentioned in today's episode visit https://redesigningwellness.com/ To join the Redesigning Wellness Community, visit https://www.facebook.com/groups/rdwellnesscommunity/  

Jason Lauritsen a keynote speaker, author, and consultant.  He is an employee engagement and workplace culture expert who will challenge you to think differently.   A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits.   Most recently, he led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest.   Jason is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships, and author of his new book, Unlocking High Performance, to be published by Kogan Page in October 2018.   Connect with Jason at www.JasonLauritsen.com or by sending him an email.  

Transparency—an issue that many organizations struggle with—how much to reveal, when to reveal it, how to reveal it. To help us sort this out, we’ve asked Dan Harris to join us on Episode 56 of HR Works: The Podcast for Human Resources. A Workplace Insights Analyst at Quantum Workplace, Dan aggregates data to tell stories. Currently working on his Ph.D. in Industrial-Organizational Psychology at the University of Nebraska at Omaha, he hopes to facilitate and promote meaningful changes for employees and their employers.

Greg Harris. His company is Quantum Workplace and he started with a vision to create tangible measures for leadership strength inside of companies. His company surveyed tools for measuring employee engagement and recognizing the best places to work. It’s grown into an engagement platform that talent-minded companies use now to accelerate performance.

Dan Harris, Workplace Insights Analyst for Quantum Workplace talks about some of the employee engagement trends that are happening in 2017, and also about the interesting stories that demographics have to tell about employees. Ben Martinez, the CEO and Founder of Sumato Coffee shares about his passion for HR technology, and how he strives to support and motivate HR professionals.This show is brought to you by Talk 4 Radio (http://www.takl4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Dan Harris, Workplace Insights Analyst for Quantum Workplace talks about some of the employee engagement trends that are happening in 2017, and also about the interesting stories that demographics have to tell about employees. Ben Martinez, the CEO and Founder of Sumato Coffee shares about his passion for HR technology, and how he strives to support and motivate HR professionals.

Jason Lauritsen a keynote speaker, author and advisor.  He is an employee engagement and workplace culture expert who will challenge you to think differently.   A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits.   Most recently, he led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest.   Jason is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships. Connect with Jason at www.JasonLauritsen.com.

Jason Lauritsen is a talent strategist and innovator who will challenge you to think differently about talent and the workplace. A former corporate Human Resources executive, Jason is today the Director of Client Success for Quantum Workplace where he leads a team dedicated to helping organizations make work better for employees every day. He also leads the research team behind Quantum’s Best Places to Work program that collects survey responses from employees at over 6,000 companies each year to identify, celebrate and promote some of the best workplaces in the world. He is the co-author of the book, Social Gravity and some people may know him as the tall, dancing guy with Talent Anarchy. Link to episode: bit.ly/gdapodcast10 Transcripts, blogs, and more: www.gdapodcast.com For booking info: www.gdaspeakers.com or call (214) 420-1999 twitter: @gdapodcast instagram: @gdapocast fb: facebook.com/gdapodcast

In the last few years, there has been more focus on the “what’s next” factor of people analytics. Jason Lauritsen speaks about how Quantum Workplace supports clients to leverage their surveys and data to make work awesome. Action plans are good. Commitment is better. Creating a plan from employee surveys and data is a great start, but having teams committed to the plan creates accountability. There is a greater intention to meaningful outcomes. Quantum Workplace’s team helps clients make work better for employees every day through measuring and understanding employee needs. Anarchy! Anarchy! Jason talks about his career paths and describes how these paths are now converging into one. Talent Anarchy started as an outlet for Jason to talk about his vision about leadership, engagement and culture. He soon realized that people were having a hard time making sense of this “War for Talent”. Using a very disruptive style of speaking, Jason engages his audience and encourages them to think about things differently.

12/21/2012 - Greg Harris at Lunch with DriveThruHR         @GregoryHarris visits with Bryan Wempen and William Tincup about what is top of mind and keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".