Podcasts about tinypulse

Natürlich! Hier sind fünf erfolgreiche Strategien zur besseren Mitarbeiterbindung, begleitet von Statistiken oder Studien mit entsprechenden Quellenangaben:   Schaffen einer positiven Unternehmenskultur: Eine positive Unternehmenskultur kann die Mitarbeiterbindung erheblich verbessern. Laut einer Studie von Gallup aus dem Jahr 2020 haben Unternehmen mit einer starken Unternehmenskultur eine um 65% höhere Mitarbeiterbindung im Vergleich zu Unternehmen mit schwacher Kultur. (Quelle: Gallup, "State of the Global Workplace Report 2020") Förderung der Work-Life-Balance: Die Förderung einer ausgewogenen Work-Life-Balance ist ein wichtiger Faktor für die Mitarbeiterbindung. Laut einer Umfrage von FlexJobs aus dem Jahr 2019 gaben 82% der Befragten an, dass die Möglichkeit zur flexiblen Arbeitszeitgestaltung ihre Bindung an das Unternehmen erhöht. (Quelle: FlexJobs, "Work-Life-Relationship Survey 2019") Karriereentwicklung und Weiterbildungsmöglichkeiten bieten: Mitarbeiter möchten sich weiterentwickeln und neue Fähigkeiten erlernen. Laut einer Studie von LinkedIn aus dem Jahr 2020 sind 94% der Mitarbeiter eher bereit, längerfristig bei einem Unternehmen zu bleiben, wenn ihnen regelmäßige Weiterbildungsmöglichkeiten geboten werden. (Quelle: LinkedIn, "Workplace Learning Report 2020") Anerkennung und Belohnungssysteme implementieren: Mitarbeiter fühlen sich motiviert und gebunden, wenn ihre Leistungen anerkannt und belohnt werden. Laut einer Umfrage von SHRM aus dem Jahr 2019 gaben 69% der Mitarbeiter an, dass Anerkennung und Belohnungen einen positiven Einfluss auf ihre Bindung an das Unternehmen haben. (Quelle: Society for Human Resource Management, "Employee Job Satisfaction and Engagement: The Road to Economic Recovery") Offene Kommunikation und regelmäßiges Feedback fördern: Eine offene Kommunikation und regelmäßiges Feedback sind entscheidend für die Mitarbeiterbindung. Laut einer Studie von TINYpulse aus dem Jahr 2020 gaben 91% der Mitarbeiter an, dass regelmäßiges Feedback wichtig für ihre Bindung an das Unternehmen ist. (Quelle: TINYpulse, "2020 Employee Engagement Report")   Bitte beachten Sie, dass die genannten Statistiken und Studien als Beispiele dienen und es viele weitere Quellen gibt, die ähnliche Ergebnisse liefern können.   Hohe Fluktuation, mangelnde qualifizierte Bewerber und die Einarbeitungszeit dauert auch viel zu lang? Falls Dir das bekannt vorkommt und Du die schnelle und effektive Lösung und kein Trial & Error mehr versuchen willst...dann hol dir ein kostenloses Kennenlerngespräch mit Jan persönlich:

Today's interview is with the winner of the MyCustomer 2021 CX Leader of the Year competition: Sri Safitri, Deputy Executive VP of Customer Experience and Digitisation at Telkom Indonesia. This interview is slightly different this week as I am conducting it with Clare Muscutt, Founder and CEO of Women in CX. The original interview can be found here but I thought it would be worth re-publishing here too. In the interview we discuss Fitri's journey to where she is now, why she applied for the CX Leader of the Year competition, how she felt when she won and the biggest lessons that she has learned along the way. This interview follows on from my recent interview – Leadership, employee experience and the Zoom ceiling – Interview with Dr Elora Voyles of TINYpulse – and is number 417 in the series of interviews with authors and business leaders that are doing great things, providing valuable insights, helping businesses innovate and delivering great service and experience to both their customers and their employees.

Today's interview is with Dr. Elora Voyles, an Industrial-Organizational Psychologist and People Scientist with TINYpulse, a provider of employee engagement and feedback software. Dr Elora joins me to talk about how the Zoom ceiling is the new glass ceiling, challenges with the move to a more hybrid way of working, the impact on the employee experience, who suffers the most and what leaders should be doing and paying attention to. This interview follows on from my recent interview – An #IA40 recognized app that is focusing on making agents experts on day one – Interview with Brittany Bell of Cresta – and is number 416 in the series of interviews with authors and business leaders that are doing great things, providing valuable insights, helping businesses innovate and delivering great service and experience to both their customers and their employees.

A reminder that I've moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.co We're hearing a lot about “The Great Resignation” of 2021 and the volatile job market. I wanted to personally do a deep dive on this topic, and decided to share what I uncovered with you guys. According to the Labor Department, a record 4 million people quit their jobs in April 2021, starting what is called the “Great Resignation” period. People began to see their lives differently. While some realized how much time they were spending commuting and want to continue working remotely, others felt the exhaustion of digital overload and lack of connections. At the same time, companies like Apple are delaying its return to the office to October as the Delta variant surges. Employees are claiming more flexibility, defining hybrid work as the best alternative in the post-pandemic workplace to adapt to the VUCA context. A report by TINYpulse shows that 62.8% of HR leaders say that hybrid work optimizes employee performance in their organization Here are some statistics to set the stage: -According to Monster, 95% of workers are currently considering changing jobs -Microsoft Research found 41% of the global workforce is considering changing jobs -HR executives expect only 8% of employees to quit once COVID restrictions are lifted. -According to Global Workplace Analytics, the hybrid work model is here to stay; 25%-30% of the U.S. workforce will be working partially from home by the end of 2021. According to rainmakerthinking's report, “Winning the Talent Wars,” they found the following: -Voluntary unplanned turnover – the “quit rate” - is increasing -Pent-up departure demand – the “want to quit rate” is also increasing -Early voluntary departure of new hires – employed for less than 18 months – is increasing What is going on? -Workforce burnout and depression -Fear of infection, resulting in fear of returning to the workplace -Extended unemployment and other benefits – effectively de-incentivizing the workforce -Increased family care needs -Location disruption -Changes in certain industries, such as healthcare, education, and public safety -Hastened retirements and career-pausing -Postponed schooling/training/graduation, causing delayed workforce entry What are the costs? -Sales are missed, orders can't be fulfilled, services can't be delivered -Current staff members are burnt out from overcommitment -Overtime costs are increasing -Perpetual understaffing causes bad habits as employees see cutting corners as the only solution -New hires are getting the on-boarding and initial training they need to be fully engaged and productive According to “Winning the Talent Wars,” these are the top four causes of early departures: -Buyer's remorse – the employer oversold the job and made promises they can't keep out of desperation to staff their vacant positions -Inadequate on-boarding and initial training -Hand-off to an unsupportive manager -Limited flexibility “When employees, whether new hires or longer-term, decide to quit when the time is right, we call this ‘leaving in your head,” or ‘leaving without leaving.” This phenomenon is sometimes the explanation for diminished performance or bad attitude from a previously good employee.” These are the top five causes of mid-stage departures: -Overcommitment syndrome for an extended period of time – creating “siege mentality” that feels like an assault. -Disengaged or unsupportive manager -Limited flexibility -Lack of career path -Relationship conflict “As hiring soars to record levels in the post-pandemic era, quit rates are also soaring as pent-up departure demand is released.” Where are the most vacancies? Construction, manufacturing, warehousing and pharmacy jobs are now in ample supply, the firm's data shows. "The economy is still all about the pandemic," said Jed Kolko, chief economist at the Indeed Hiring Lab. "The biggest increase in job postings are those that either help get us through the pandemic or help us get out of the pandemic." The hottest jobs sectors are those that "make and move things," Kolko added. E-commerce, warehouse and delivery jobs, all of which surged during the pandemic, are now growing at an even faster clip. The number of warehouse jobs listed on Indeed as of early April was 57% above what they were before the virus struck. The broader logistics field could add as many as 4.5 million new jobs over the next five years, according to Burning Glass, a labor market analytics firm. Along with frontline jobs, like truck drivers, that includes data analysts, software engineers, project managers and other positions required to maintain supply chains, Burning Glass predicted. Factories that make goods are going through their own labor pains. Manufacturers laid off fewer workers during the first wave of COVID-19 compared with service industries. Meanwhile, consumer demand for everything from personal protective equipment to vehicles has surged, putting a squeeze on the sector.  The drive to vaccinate people against COVID-19 is also spawning job opportunities in pharmacies and other health care organizations. Across the U.S, more than 1 in 5 job openings at the end of February was in health care and social assistance, according to Labor Department data.  Which industries are still hurting? -Education -IT -Beauty & Wellness -Hospitality & Tourism Here are seven trends that the Microsoft report highlighted leaders need to know when planning a return to the office. 1. Flexible work is here to stay. 73 percent of workers surveyed want flexible remote work options to continue, while at the same time, 67 percent are craving more in-person time with their teams. Companies should consider re-designing physical spaces to accommodate hybrid work environments better 2. Leaders are out of touch with their employees. People expect their employers and leaders to empathize with their unique challenges. More one-on-one meetings and informal conversations are required, especially for remote workers. If working in hybrid work environments, face-to-face meetings can enhance the connection even more. 3. High productivity is masking an exhausted workforce. 54% feel overworked. Microsoft discovered that apart from an increase in time spent in meetings, the average Teams meeting is 10 minutes longer (up from 35 to 45 minutes). In addition, the average Teams user sends 45%  more chats per week and 42% more chats per person after hours, with 62% of meetings not planned. 4. Gen Z is at risk and will need to be re-energized. Employees ages 18-25 reported that they were more likely to struggle balancing work with life (+8 percentage points) and to feel exhausted after a typical day of work (+8 percentage points) when compared to older generations. For Gen Z's, feeling a sense of purpose and connection is essential to feel satisfied at work, but remote work makes this more challenging, especially for those new to the workforce. 5. Shrinking networks are endangering innovation. Respondents who reported weaker workplace relationships were less likely to report thriving at activities that lead to innovation. “When you lose connections, you stop innovating” said Dr. Nancy Baym, Senior Principal Researcher at Microsoft. 6. Authenticity will spur productivity and well-being. At the same time that networks shrank, a good trend that started last year was increasing authentic relations with those closest to us. The research shows that 39% of people in the study said they are more likely to be their whole selves at work compared to one year ago. These more personal interactions can increase inclusion, productivity, innovation and psychological safety. 7. Talent is everywhere in a hybrid work world. Together with an increase in resignations, the marketplace is broader as companies are more eager to hire employees living on the other side of the planet. It is also more accessible for minorities, women with children, and talent residing in smaller cities that prefer remote work. Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth. If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2  

Limeade, an employee engagement software provider, has announced the acquisition of Seattle-based TINYpulse, a SaaS employee listening provider, to create healthy employee experiences. Under the terms of the deal, likely to close by the end of July 2021, Limeade would merge with TINYpulse in an all-cash deal of $8.8 million for 100 percent of the issued capital of TINYpulse. In a press release, Henry Albrecht, founder and CEO of Limeade, stated that the Covid 19 pandemic had reinforced the company's vision of creating healthy employee experiences, generating better business results for customers.Go1, a platform helping companies upscale their workforce via on-demand training, has turned unicorn, raising $200 million in Series D at a valuation of $1B in a round co-led by SoftBank Vision Fund 2, AirTree Ventures and Salesforce Ventures. Go1's Series C funding round came last year where it netted $40 million from Madrona Venture Group. The total funding raised by Go1 crosses $283 million as per Crunchbase. Other and existing investors - Blue Cloud Ventures, Larsen Ventures, Scott Shleifer and John Curtius from Tiger Global, TEN13, Microsoft's venture fund M12, Madrona Venture Group, SEEK, and Y Combinator participated in the funding round.Kdan Mobile, a Taiwanese startup, has raised $16 million in a Series B funding round led by Dattoz Partners. Yeon Su Kim, CEO of Dattoz Partners, will be joining Kdan's board. Other participants in the round include Taiwania Capital, Golden Asia Fund Mitsubishi UFJ Capital, and WI Harper Group. Kdan Mobile specializes in cloud-based applications for workplace mobility. Kdan Mobile's enterprise products, such as Document AI, its data processing and filtering technology, and SaaS products like e-signature service DottedSign, PDF software Document 365, and Creativity 365 for multimedia content creation, including animations and video editing, will receive part of the funding.Productiv, an enterprise SaaS management platform, has announced it is collaborating with Miro, an online whiteboard tool. This collaboration will enhance how people communicate inside the organization and maximize the usefulness of communication apps like Miro.The partnership will provide corporate teams more visibility into how they're using Miro for new collaborative practices, such as real-time feature utilization.Dover, a recruiting platform, has raised $20 million in a Series A funding round led by Tiger Global Management. Other participants include Founders Fund, Abstract Ventures, and Y Combinator. Dover, which has created a "recruitment orchestration platform" geared at recruiters, lets them juggle and combine numerous applicant pools to automatically locate appropriate job prospects and then manage the outreach process, according to CEO and co-founder Max Kolysh.Treblle, a real-time Application Program Interface (API) monitoring and analytics platform provider, has raised €1.2M ($1.4 million) in seed funding from Pan-European Venture Capital firm, Nauta Capital that predominantly invests in early-stage tech companies.

Matt Hulett is the president of Rosetta Stone. He is a seasoned entrepreneurial technology executive with more than 20 years of experience leading product, sales, marketing, operations, and engineering teams for global companies. Prior to joining Rosetta Stone, Matt served as an Entrepreneur in Residence at Pioneer Square Labs. Previously, Matt served in several executive roles, including Chief Product Officer at TINYpulse, CEO at ClickBank, and President of the corporate travel division of Expedia, where he took the corporate travel business from an idea to a billion-dollar worldwide leader in just a couple of years. Listen to this podcast and know Matt's interesting entrepreneurial journey and how he has led to the growth of companies in the private and public sectors. Please Enjoy! If you enjoy the podcast, would you please consider being 1% and leaving a short review on Apple Podcasts/ iTunes? It takes less than 30 seconds, and it really makes a world of difference in reaching new interesting guests! To sign up for Kevin's Podcast email Newsletter and to view the show notes & past guests please visit-https://officialkevindavid.com/podcast Follow Kevin: https://mmini.me/@FollowKD

Prem Kumar is the CEO of Humanly, a hiring platform that screens and schedules job candidates at scale, reducing time to hire and providing the best possible candidate experience for all applicants. Before Humanly, he spent 10 years in product at Microsoft, and 2 years at HR SaaS startup TINYpulse as Director of Product. This episode revolves around the Humanly.io platform, but we dive into the role artificial intelligence will play in our lives moving forward, unconscious bias within the hiring process, curiosity, self-discipline, and using writing as a self-education tool.

Andrew Gardner is the Co-Founder & COO of Humanly. Humanly automates job candidate screening for companies with high applicant volume. Candidates access Humanly on companies’ career pages, job boards and social media. Candidates then answer a set of screening questions to determine their role-fit, qualification, and the predicted impact they’ll make in the role through a dynamic, mobile-friendly conversation with Humanly. Humanly is an accelerated Y Combinator startup that went through their Startup School in January-March of 2020. Andrew Gardner has 10 years of sales and management experience with early tech start ups with some of his past ventures include Tiny Pulse, SkySlope, & Oakland Roots Sports Club. |AndrewGardner|-Humanly.io-Andrew Gardner -Andrew@Humanly.io|JakeGallen|-Instagram -Twitter -Facebook-Linkedin |TimeStamps|00:00 - Introduction02:02 - Who is Andrew Gardner? 04:04 - Entrepreneurial Mindset09:20 - Early Day Hurdles 13:29 - Downsides of Traditional Employee Screening17:19 - Humanly Product-Market Fit19:22 - Workflow Process22:25 - Post-Hire Data 28:46 - Is Zoom the Future of the Hiring Process?31:24 - Scaling Humanly 32:46 - Applicant Process 34:43 - Optimizing Nuanced Inflection Points 41:20 - How the Humanly Team Problem Solves 43:18 - Y Combinator Network47:17 - The Tech Industry 51:04 - Why Humanly is a Perfect Fit for Las Vegas |LISTEN and SUBSCRIBE to the platform of your choice|-Apple Podcasts-Spotify-Google Podcasts-Amazon Podcasts-Youtube (VIDEO RECORDINGS)

In this episode of Restarting America, Josh Gibbs from 97 Switch interviews Andrew Gardner, COO of Humanly.io. Throughout the interview, they discuss the impacts of the COVID-19 pandemic on business and society. Gardner shares how the current pandemic has affected his company and how he is adapting to new circumstances. Andrew Gardner is the COO of Humanly.io Humanly is a hiring platform that screens and schedules job candidates at scale, reducing time to hire and providing the best possible candidate experience for all applicants. He has 10 years sales and management experience with early stage tech startups. Previously, Andrew worked with HR SaaS startup TINYpulse as global account executive, working with SMB - Fortune 500 companies.

Key Points From This Episode: - Ben kicks things off by saying it’s important not to take manager positions for the sake of advancement in our own careers. - David talks about the issue of job titles, and the retention problem that tech companies have. - Amal weighs in on the retention problem – it can be resolved by having a good manager. - The importance of retention and having a constant feedback culture within organizations. - Management is an art, but it is also a science – it’s more complicated than engineers think. - Ari weighs in on whether or not she want to shift into a manger role – she says she is torn. - While someone can get a PhD in management, managers very rarely do – it tends to be the hot shots that get promoted into the role. - It’s rare to find someone with strong technical skills and good people management skills. - It’s common to see managers go from IC to manager, back and forth, because of burn out. - How manager’s know they are doing a good job: David is trying to ensure that people on his team are improving or getting promoted. - Why silence may actually be profound positive feedback that you’re being a great manger. - You should have a team that operates effectively without you, not a bottleneck hero culture. - Ari believes the most important qualities of a good manager are empathy and understanding. - Tessa explains why she wouldn’t want to be a manager again soon, because of the overload. - David shares his perspective from when he was an IC, what he needed from his manager. - Amal’s picks include TV shows, I May Destroy You and Lovecraft Country on HBO. - Ari’s pick is a Netflix movie called Freak Show, a gender-nonconforming coming-of-age story. - Tessa’s picks: Malinda Herman, Mike and Maddie on YouTube and a font called cardigraph. - David recommends hey.com and Dating Around on Netflix, while Ben’s picks are a book, and a game called Hades. Tweetables: - “Take the time to invest in your learning. If you are a new manager, take manager training. A lot of companies don't offer it, a lot of companies do. Try to get your company to pay for a formal training. Read books. Find a mentor. You're going to need peer mentors, people that have been doing this job for longer than you within your company. It's also really good to get outside perspective, so you know you're not echo chambering bad management cultures.” — @nomadtechie [0:06:39] - “Unfortunately, if you're a great manager, people may in fact leave faster, because you're going to develop them, and the market is going to scoop them up. You may not have those feedback cycles where, when they leave, they would say that you've been a great manager. But maybe not. Silence might in fact be profound positive feedback, you're being a great manager.” — David Ashe [0:18:17] Links Mentioned in Today’s Episode: - David Ashe on LinkedIn (https://www.linkedin.com/in/davidmashe/) - David Ashe Email (mailto:davidashe@hey.com) - David Ashe on GitHub (https://github.com/davidmashe) - Amaal Hussein on Twitter (https://twitter.com/nomadtechie) - Amal Hussein Email (mailto:Amal.hussein@hey.com) - Ben Hong Email (mailto:Bencodezen@hey.com) - Square Software Engineering Career Ladder (https://docs.google.com/spreadsheets/d/12h50IYqd7fsO7tJ0l1OuHYbz5vN2d24a8EIDFhu2AZQ/edit#gid=2035430096) - TINYPulse (https://www.tinypulse.com/) - I May Destroy You (https://www.hbo.com/i-may-destroy-you) - Lovecraft Country (https://www.hbo.com/lovecraft-country) - Freak Show (https://www.netflix.com/title/80225018#:~:text=2018TV-MA%201h%2030m,Watch%20all%20you%20want.) - Malinda Herman on YouTube (https://www.youtube.com/channel/UCKz15eIpSAvQmy-ZttXPyog) - Mike and Matty on YouTube (https://youtu.be/EMT5k4qJZGU) - Hey (https://hey.com/) - Dating Around (https://www.netflix.com/title/80204889) - Nonviolent Communication (https://www.amazon.com/Nonviolent-Communication-Language-Marshall-Rosenberg/dp/1892005034) - Difficult Conversations (https://www.amazon.com/Difficult-Conversations-Discuss-What-Matters/dp/0143118447) - Hades (https://store.steampowered.com/app/1145360/Hades/) - Enjoy the Vue on Twitter (https://twitter.com/enjoythevuecast?lang=en) - Enjoy the Vue (https://enjoythevue.io/) Special Guests: Amal Hussein and David Ashe.

Your Ambassador of JOY, Barry Shore, is humbled and honored to share with You Steve Gatena, the founder of pray.com, the world's #1 app for daily prayer and faith-based audio content. As a social impact company, Pray.com is driven by a mission to solve society's biggest challenges by growing faith and cultivating community. Steve was an NCAA Champion who played football for USC where he won a Rose Bowl Championship as well as at UC Davis where he won a Great West Conference Championship. Barry and Steve will discuss how he started pray.com in 2016, shortly after his late mentor and business partner Alan Purwin died in a tragic plane crash. In addition to becoming the #1 app for faith and prayer, Pray.com has been named as one of the Best Places to Work by the LA Business Journal and TinyPulse. In 2019 Steve was honored with CSQ Magazine's 40 Under 40 Visionary Award. This is the episode to listen to multiple times and SHARE with everyone You know.

This week we welcome Prem Kumar to the podcast. Before co-founding Humanly, an Y Combinator-accelerated startup focused on improving the efficiency of candidate screening, scheduling, and engagement at scale, Prem spent ten tears at Microsoft, where he was responsible for delivery and operations of all software initiatives for the organization's HR portal. He also served as Director of Product at TINYpulse, an employee survey and engagement platform.Topics include: the meaning of “accessible for all” with regard to HR tools and tech, the prevalence of male-gendered words in job descriptions, why years of experience often isn't predictive of an employee's success, how technology can reduce our reliance on resumes as screening shortcuts, how an organization's chosen mode of interviewing candidates (e.g., video, phone, chat) can introduce biases against candidates with certain personality types or communication styles, the importance of using candidate feedback to improve hiring team outreach and communication, and differing approaches to measuring employee impact or “employee lifetime value.”    

Meagen is the CMO of TripActions, previously CMO of MongoDB and on the board of G2, TinyPulse and Reactful. Before joining MongoDB, she was VP of Demand Generation at DocuSign. Named Top 25 for B2B Marketing Influencers, Meagen has advised over 25 tech companies such as Branch.io, Chorus.ai, Sendoso, CoreOS, Accompany, TinyPulse and SumoLogic, seven of which were acquired in the past two years. She has an MBA from Yale SOM.

On this episode of The Built in Seattle Podcast, I talked with Prem Kumar, co-founder and CEO at Humanly (humanly.io).For extras from this interview, subscribe to my weekly email Episode Highlights:How he got accepted to Y Combinator from Seattle.The story that led Lisa Brummel to become an advisor.How culture can be built like a product.Thinking about diversity and remote work from the start.Why being honest about flaws helped raise money.How he stopped boiling the ocean.The importance of getting out of "sales mode" to listen.Guest Bio:Prem Kumar is CEO and co-founder of Humanly, an AI platform that screens and schedules job candidates for companies with high applicant volume. Previously to that, Prem led the product management and design teams at TINYpulse, an employee engagement company that empowers organizations to build world-class cultures with real-time people data. Prior to TINYpulse, Prem spent 10 years at Microsoft working in a variety of product capacities including within Microsoft's HR technology department.In addition to his day job, Prem loves sharing his ideas through writing, as a member of the Forbes Business Council, representing the US as a Peter Drucker Essay Challenge winner in 2013, as well as receiving two “Best of ThinkWeek” awards for white papers aimed at breaking down cultural barriers at Microsoft. Where to follow Premprem@humanly.iohttps://twitter.com/premkumartweetshttps://www.linkedin.com/in/premskumar/Where to follow Adam:https://www.linkedin.com/in/adamschoenfeld/https://twitter.com/schoenyFeedback? Suggestions on who to interview? Email me anytime - adamseattlepodcast@gmail.com

Interview with Benjamin King and Monica Cruz. A few weeks ago, I had the pleasure to interview my first two interview guests for the podcast: Benjamin King and Monica Cruz from TINYPulse. Benjamin works as an Account Executive and Monica is HR manager.TINYPulse makes unique software tools for businesses that treasure their most valued resource — their people. Over 1,000 companies use TINYpulse to engage and develop high-performing teams, including Michelin, Stitch Fix, HubSpot, Deloitte, Airbnb, and Brooks Shoes & Apparel.I first found out about TINYPulse while researching data for my book proposal. I was so intrigued by TINYPulse's reports, that I reached out to them and asked for an interview. I hope you will enjoy their insights as much as I did!In this podcast episode you will learn:What were the biggest findings 2019 in the TINYPulse Employee Retention report?How is Employee retention and gender equality connected in today's corporate world?What is the first step companies can do to improve employee retention?What part plays each individual in this, what can they do?Some exciting news on how I will collaborate with TINYPulse in the futureEnjoy listening. With gratitude,Julia------SHOWNOTES:MORE ABOUT TINYPulse:https://www.tinypulse.com/CONTACT:Benjamin King: https://www.linkedin.com/in/benjamin-king-013041148/Monica Cruz: https://www.linkedin.com/in/monicadcruz/HOW TO STAY CALM AMIDST CHAOS?https://www.linkedin.com/pulse/how-do-you-stay-calm-amidst-chaos-julia-arndt/?trackingId=IaPgb9qvT3GjRudR76hblA%3D%3DVIRTUAL WORKSHOPS:Workshop 1: How to navigate ambiguity at work during Covid-19?Workshop 2: How to work from home, stay productive and remove distractions?You can join as an individual or book a session for your team.FREE COACHING:For this time of uncertainty and new circumstances, I am offering 30-minute free coaching consultations every Monday and Wednesday over the coming weeks as well. If you need someone to talk to for no matter what reason (work or personal life), I am here for you!Book a time on my calendar: https://calendly.com/juliaarndtcoaching/navigating-ambiguity-30-minute-free-coaching?month=2020-03All links and more info: https://www.peakperformancemethod.com/covid-19-specialINVEST IN YOUR PERSONAL DEVELOPMENT: Steal my tools to help you grow inside out. https://www.peakperformancemethod.com/fste-programWATCH NEXT:✨ Tools for How to React in High-Pressure Situations: https://youtu.be/8EPxxht2PrU✨ How to Create a Positive Morning Routine: https://youtu.be/h6OSn4qA2JE✨ How to Set Boundaries: https://youtu.be/LIvdD9N0abo✨ The Importance of Self-Care: https://youtu.be/mNDKmX7-Bzg✨ How to Stop Overthinking: https://youtu.be/7NWe5xsK7bYCOME SAY HI!Blog: http://peakperformancemethod.com/Instagram: https://www.instagram.com/juliaarndtcoaching/LinkedIn: https://www.linkedin.com/in/julia-arndt-b75a171a/And make sure you subscribe to my channel!

On this episode of the Jason Cavness Experience, I talk to Prem Kumar CEO/Founder Humanly.io cavnessHR website: https://www.cavnessHR.com Jason's email: jasoncavness@cavnessHR.com @cavnessHR   across social media @jasoncavnessHR across social media We talk about the following What does it mean to help organizations to bring equity and efficiency to their hiring process. How did writing become a passion of his. How he became involved with HR Tech Challenges small business owners have with HR. Prems's Bio Prem currently is CEO and co-founder of Humanly, an AI platform that qualifies job candidates and answers their questions along the way. Previously to that, Prem led the product management and design teams at TINYpulse, an employee engagement company that empowers organizations to build world class cultures with real-time people data. Prior to TINYpulse, Prem spent 10 years at Microsoft working in a variety of product capacities, in areas such as HR Technology, New Ventures, Dynamics 365 and Office 365 bringing countless products to market and being honored as a “Key Talent” at the company.  In addition to his day job, Prem loves sharing his ideas through writing, as a blogger for the Society of Human Resource Management for 5 years, representing the US as a Peter Drucker Essay Challenge winner in 2013, as well as receiving two “Best of ThinkWeek” awards for white papers aimed at breaking down cultural barriers at Microsoft.  Outside of work, Prem spends time with his two young kids and wife and enjoys travel and Seattle sports!   Prem's Gift We're doing a lot of offers and heavy discounts to help folks that are hiring through COVID-19. That includes our tool which will help with Screening and scheduling. It also includes building up your pipelines so that when you're done with your hiring freezes, you have candidates on deck. We're offering a lot of sourcing and it's not just through our technology. We have staff in the company so you'll have a real human working with you. If any of that's of interest, you can definitely shoot me an email at prem@humanly.io Prem's Social Media Prem's Linkedin - https://www.linkedin.com/in/premskumar/     Company LinkedIn: https://www.linkedin.com/company/humanlyhr/   Company Twitter: https://twitter.com/humanlyHR   Twitter - @premkumartweets  See acast.com/privacy for privacy and opt-out information.

Here's How Ben Jesson from Conversion Rate Experts Grew A Company 7x in 3 years. They wrote a book and the proceeds go to charity (links below). Conversion Rate Experts Our methodology Our client case studies Making Websites Win Our newsletter Mary's Meals (the charity our book supports) TINYpulse (and our TINYpulse awards)

The power of social recognition in employee engagement - Interview with Ketti Salemme of TINYpulse, an employee engagement platform that combines pulse surveys, peer recognition, and performance reviews.

Does your workplace treat men differently than women? Your initial reaction might be, “My company pays women less than men.” Pay inequity is an issue that is gaining attention, though too few organizations are taking aggressive steps to solve that gap. Our challenge is that women experience greater workplace gaps than just salary. TINYpulse’s new Gender Equity Report examines data from over 200,000 employees in 488 global organizations to understand the female experience in today’s workplace. The results are powerful – and disappointing. 53% of men rate their work environment as very good. Only 41% of women believe the same. That’s a huge gap – and it may explain the loyalty divide: 52% of men say they’ll be working at their current organization in one year while only 40% of women commit to that. When examining the degree to which women are valued for their work contributions, women report receiving 17% less recognition than men. It’s not surprising that women feel more insecure in their current roles than men do, 40% to 33%. And it’s not surprising that women are more inclined to be job hunting today. In this episode of my Culture Leadership Charge video series, I describe the single most important thing to fix in your company’s efforts to demonstrate full equal treatment. This is episode seventy-six of my Culture Leadership Charge video & podcast series. In these concise episodes, I presents the best practices for creating and maintaining a purposeful, positive, productive culture - at work, at home, and in your community. This content was released in video format on my website, http://DrivingResultsThroughCulture.com, on October 21, 2019. Check out my YouTube channel to view all of my 3-minute Culture Leadership Charge video episodes.

Get ready for a life and leadership packed two hours with award-winning CEO Robert Glazer! On this episode of the donothing podcast, Robert and I chat about everything from building a strong work culture to raising kids in the modern world to the importance of taking care of yourself, and so much more.     Robert is the founder and CEO of Acceleration Partners, a global performance marketing agency and the recipient of numerous industry and company culture awards, including Glassdoor’s Employees’ Choice Awards where he was named the #2 CEO in 2018.    He is the author of the inspirational newsletter Friday Forward, author of the international bestselling book, Performance Partnerships, and of the new book, Elevate: Push Beyond Your Limits and Unlock Success in Yourself and Others. Elevate’s a blueprint on how to build capacity incrementally in these four areas—spiritually, intellectually, physically, and emotionally.   Robert’s also a speaker sought after by companies and organizations around the world and the host of The Elevate Podcast.   Listen in to this week’s podcast and discover:    Why Robert believes “not having enough time” is just an excuse What GSD means Robert’s feelings on the open office space  What a “Relationship Dashboard” is and how to create one His simple technique on avoiding people with bad energies Why Robert’s trying to meditate more often What meditation means to Robert How we can learn to take losses with grace Why we need to embrace competition  What competition means to Robert How parents can best support their kids The importance of honest feedback Why peer and mentorship groups are integral to great leadership What great a company culture means to Robert Robert’s reaction to being named the #2 CEO on Glassdoor When Robert recently felt Imposter Syndrome What Robert’s Ted Talk experience was like How Robert deals with writer’s block What triggered Robert’s first panic attack Why the panic attack was a major wake-up call  How Robert’s eating habits have changed Why the fat-free craze of the 90s still impacts our diet today How a “calorie is not a calorie” Robert’s “revolutionary” diet plan Why gratitude and attitude go hand-in-hand How to better integrate gratitude into your everyday life And so much more...   Connect With Robert Glazer Website: www.robertglazer.com LinkedIn: www.linkedin.com/in/glazer Facebook: www.facebook.com/RobertSGlazer Twitter: www.twitter.com/robert_glazer Listen to the Elevate Podcast www.robertglazer.com/elevate-podcasts Watch His TedTalk: www.youtube.com/watch?v=yV2Qfj0ft0o Buy Robert’s Books Elevate amzn.to/2Wm9F6j   Perfect Partnerships amzn.to/2q88k7J   Robert’s Recommended Resources Nuts!: Southwest Airlines' Crazy Recipe for Business and Personal Success by Kevin and Jackie Freiberg amzn.to/2nCF6gb In Defense of Food by Michael Pollanamzn.to/33oNz5S Mistakes Were Made (but not by me) by Carol Tavris and Elliot Aronson  amzn.to/2B6CFWg 4-Hour Workweek by Timothy Ferris amzn.to/2nCfq3i Think and Grow Rich by Napoleon Hill amzn.to/2II679o Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink https://amzn.to/2aY92Zi   TINYpulse Check out TINYpulse, one of Robert’s favorite software programs which helps his team members connect with gratitude www.tinypulse.com   Subscribe to Robert’s Friday Forward Newsletter www.robertglazer.com/fridayfwd   Follow Rob Dube on Social Media LinkedIn: www.linkedin.com/in/robdube Facebook: www.facebook.com/rob.dube.1 Twitter: twitter.com/robddube   Instagram: www.instagram.com/robddube YouTube: bit.ly/2FYdckW   Register Now for the Most Rewarding Leadership Challenge of your Life! You’ve likely heard about the benefits of integrating mindfulness into your life and leadership. But where do you even begin? Or, how can you take your current mindfulness practice to the next level?No matter where you are on your journey, the 2020 donothing Leadership Retreat was designed for you! Join me and other like-minded leaders as we get out of our comfort zones and focus on becoming the best leaders we can be.Together, we’ll grow in ways never imagined through powerful teachings, mindfulness trainings, and undistracted time for real reflection and rejuvenation. www.donothingbook.com/retreat   Rob Dube’s Website www.donothingbook.com     donothing Podcast Subscribe to the donothing podcast to discover simple, practical tips and tools from mindful, high-performing leaders that you can implement in your leadership philosophy today.  www.donothingbook.com/podcast    Buy the donothing book (now available as an audiobook, too!) amzn.to/2y9N1TK

In this episode of The Talent Tango, I had the pleasure of speaking to Prem Kumar. Prem is the CEO and Founder of Humanly, an AI platform that qualifies job candidates and answers their questions along the way. Before launching his own company, Prem led the product management and design teams at TINYpulse, an employee engagement company that empowers organizations to build world-class cultures with real-time people data. He also spent a decade working with Microsoft in various product capacities and has been blogging for the Society of Human Resource Management for the last five years. I had an amazing conversation with Prem in this episode.  To get in touch with Prem, connect with him on his socials: LinkedIn: https://www.linkedin.com/in/premskumar/ Twitter: https://twitter.com/premkumartweets?lang=en 

One of the most overlooked aspects of marketing for many companies is their own employees' experiences. This week on The Inbound Success Podcast, TINYpulse Senior Director of Marketing Andrew Sumitani talks about why employee experience has such a powerful impact on marketing, how the best companies create great workplaces and channel that into their marketing, and how the hiring process can affect both your culture and your marketing outcomes. Highlights from my conversation with Alex include: TINYpulse is a software tool that empowers employers to get feedback from employees and incorporate that into business decision making. Andrew says we are in a time where the employee experience is the brand for an employer. According to Gallup, only 12% of employees strongly agree that the organization does a good job of employer branding. The job of marketers is to look broadly at their scope and ask themselves, how can I create an employee experience here at this company that is so good that people simply want to authentically share that? The silent killer that impacts growth at most companies is employee churn. If you can slow that down you solve for a lot of things. In the hiring process, it's important to not just look for people who have experience in the role, but to also use almost a regression analysis-like approach that resembles lead scoring to determine whether someone is likely to contribute to content creation and support marketing. Approach marketing your employee experience much like you would anything else - by starting with stories and looking for ways to create content around them. You can also use a tool like BuzzSumo to find people who have written about other employers in your space and get them to cover you in an article. HubSpot, Zillow and LinkedIn are examples of three companies that do a really great job of leveraging the employee experience in their marketing. Resources from this episode: Check out the TINYpulse website Follow Andrew on Twitter Connect with Andrew on LinkedIn Listen to the podcast to learn more about the connection between employee experience and marketing. Transcript Kathleen Booth (Host): Welcome back to the Inbound Success Podcast. I'm your host, Kathleen Booth. And today my guest is Andrew Sumitani, who is the Senior Director of Marketing at TINYpulse. Welcome, Andrew. Andrew Sumitani (Guest): Thank you, Kathleen. Happy to be here. Andrew and Kathleen recording this episode together . Kathleen: I’m excited to learn more about you and what you do at TINYpulse. Can you tell my listeners a little bit about yourself, and your story, and how you came to be where you are, and also what TINYpulse does? About Andrew and TINYpulse Andrew: Absolutely. So, I've been in the digital marketing space, got my start in advertising about 10 years ago, and mainly been working in startups. So really, my core competencies have been in demand generation, building traffic, SEO, and a lot of different hats, as folks who are listening maybe in the startup scene maybe, can attest to. And that brought me here to TINYpulse, working for David Niu. He's been a long-time mentor and steward of my career in the marketing space. So, having worked for him in the past, our paths crossed again at the opportunity to work for TINYpulse. So, I think that was a natural way for me to continue advancing into more of a management career here at TINYpulse, where we do a lot of different things. But, I think really, that the value proposition of TINYpulse boils down to one thing. And a lot of managers I think, will attest to this, which is that sinking feeling when an employee or a valued team member gives two weeks' completely by surprise. And it's a gut punch. And so, TINYpulse really solves that in a number of different ways. One is, if you ask any leader, "What are your top three competitive advantages in the marketplace?" invariably, if they close their eyes and really think about it, people's going to be on that list. And that's very, very important, and it's a very valuable philosophy. But when we actually look at the behaviors and tools that enable leaders to check on their people, and they're not checking on their people as much as say, their finances. But finances aren't necessarily going to be in their top three competitive advantages. So, what we've done here at TINYpulse is built technology that's really lightweight, really easy to use in a way that allows managers to get the deal, to get the feedback from employees that they really need to make smart people decisions. And ultimately, when it comes to understanding, "Am I at risk of employee churn?" Or, "Am I at risk of people leaving as a result of, say, a merger or acquisition?" It can be a positive reason. We give managers the tools to understand that, and make decisions around that. Kathleen: So, is it a form of employee NPS score? Andrew: That's one of the aspects of TINYpulse. So, we make sure with our customers, with regularity that they ask the questions quite simply, "How happy are you at work, on a scale of one to 10?" And that yields a lot of different insights, not only from a quantitative standpoint, simply getting a distribution of one to 10 scores, but also qualitative feedback. So, someone may respond to that question with an eight out of 10. And that might seem really good. And I think it is, and it's worth celebrating. But at the same time, that eight out of 10 person may be someone who's very valuable, who has feedback, and constructive feedback at that, that'll help them in a month's time, retain that score of eight out of 10, or even become a nine or a 10 out of 10. Kathleen: Yeah, I can see where having a tool like that would be so powerful. I manage a team of eight, and I do weekly one-on-ones with them. But there's something to be said for a precursor to your weekly conversation where they're able to sit and with clarity and without the influence of somebody staring them down, record their thoughts and their feelings about how things are going. And then, you can follow it up with a conversation. But yeah- Andrew: Absolutely. And we've done a lot of ... I've been doing a lot of personal reading too, and research into this as we develop more products, especially on the coaching space. But when we really boils down to it, what is going to help someone learn how to do something better, whether it's management or their job, or learning a new piece of software. Is it going to be reading it out of a book or is it going to be perhaps, a private lesson with an expert? Generally speaking, it's going to be private lessons with an expert. And if we take those concepts and map them to the one-on-one experience, that's where we find a lot of managers can use some help structuring their one-on-ones. How much time should they be spending on them? What can I do to, again, front load ... to your point, front load those conversations in a way so that we can quantify and understand the trending over time? So, if you were to have a report one day who rated themselves a two out of five for how they're feeling coming into the week, you might not go into that conversation blasting right into, "Hey, let's talk about your work items. Let's talk about your goals. How are your tracking towards your OKRs?" Someone who answers two out of five may have something going on in their personal life. They may have something going on completely outside of work that is worth talking about. And that's something we've experienced here at TINYpulse as we develop and release more products in the coaching space, which is, as long as it's a five out of five, they're doing great. So yeah, we can challenge that person with more. But that person who, maybe a two out of five or a three out of five, what are some of those things that are going to help that person get to four or five? And that may be something that, it might be outside of work, it might be quite simply, "I don't feel that I have the tools to succeed in this project." And that's a completely different topic from say, nudging that person to really step on the gas and keep a sense of urgency. That's a completely different conversation. So that's what we've been putting a lot of work into lately. The Connection Between Employee Experience and Marketing Kathleen: I'm fascinated by that topic, as somebody who manages people. But it's interesting, this is a podcast about marketing. And my listeners might be sitting here thinking, "This is great, but what does it have to do with marketing?" And one of the reasons I was excited to have you on is that you have a very interesting perspective on the connection between employee experience and marketing. Can you talk a little bit about that? Andrew: Absolutely. And, I think it's very, very ... it's a point ... it's a very salient point right now, because we are in a time where the employee experience is the brand for an employer. The workplace is more transparent than it has ever been. Culture is becoming more and more top of mind. And as a people try to understand what culture is, I think historically it's been thought of as this touchy-feely look and feel of a place. It used to mean ping pong tables, it used to mean perhaps, having drinks in the office. And at the beginning of that, that might've been true. It really represented a way of thinking and the way of thinking that that employer valued. But as soon as everyone gets a ping pong table, as soon as everyone gets a a beer tap, then it becomes no longer a differentiator. And as we all know in marketing, I think being able to articulate why your employer brand is different, is paramount to success in the marketplace. So, that's number one, which is, from our research, only a very, very small percentage. I think Gallup put it as low as 12% of employees strongly agree that the organization does a good job of employer branding. So, they have trouble engaging their employees over the longterm when it comes to that brand. One of our mentors, Scott Dorsey, shout out Scott, he left me with a very, very important piece of advice, which is as marketers, yes, we can worry about MQL's, we can worry about sales pipeline contribution. But it's important for us to think about our roles in the broadest context as possible. And what he meant by that was not just caring about those metrics, but also caring about, "How can I create an employee experience here at this company that is so good that people simply want to authentically share that?" And we see the effects of that in third-party review sites like Glassdoor. You can bet that anyone looking for those listeners out there, if you are hiring, that anyone who's considering your company, they're looking there for, for social proof. And that's another marketing concept that we come back to, which is, well, what are people at that company saying about working at this company, and what it's like, what it's really like, to work there. And, that has implications into how quickly teams can grow. How the silent killer I would think is, how much a company turns over their employees. So, how much are they retaining their employees for the longterm? How long is that tenure, and the ultimate, which is, how are they performing and what are they doing over time that contributes to the value of that company. Kathleen: Yeah, you make a really good point. And I love that advice that you got about looking at marketing in the broadest possible sense. I know that when I interview people for my team, almost to a person, they reference Glassdoor. People are out there looking. And I know I do this when I'm looking at companies. And I used to be in a sales role. And I would actually do this as a salesperson and look at the comments on the CEO because I was selling for an agency, which is a very collaborative relationship-based kind of working arrangement. And you want to know the temperament of the person that you're getting into bed with, if you will, from a business standpoint. And there were definitely a few prospective clients that I decided not to chase because I read their Glassdoor and found out that they had terrible reviews of the CEO. And I remember thinking, if this is this bad for employees, it's going to not be great for us as an agency-client relationship. So, I do think there's something that's really real there. And I also think you touched on something that most marketers really get wrong, which is that they do tend to focus so myopically in on legion to the exclusion of everything else. Not only to the exclusion of the employee experience, but also things like customer retention. We forget that marketing has a responsibility even after we land a customer. So, there's this vast area of opportunity for marketers, which I think would also place the marketer at a much more strategic role within the organization than most marketers are currently. Andrew: Yeah, I can't agree more with that. And so if we've, over the course of this episode, we've talked a little bit about the top of the funnel, if you will, which is job seekers using Glassdoor. They're looking at job openings. They're taking that social proof of ratings for what it is. But as for how those companies are fairing once an employee has joined their company, it's, "What are those companies doing to really sharpen the employee experience so that they can maximize the tenure of those talented individuals and maximize the value of their investments that they make in training, in onboarding, in retention, and all those components. And how does that reveal itself on the other side? Glassdoor in that lens, is merely a lagging indicator of what has happened. But it might not always be the best indicator. And I would argue it's a terrible indicator at times, of what a company should do if they want to grow. If they want to join forces with another company, if they want to change their culture, what are some of the things that they should be doing? And, I think some of those sites are very limited in their capacity. And that's where, with regard to what we do here at TINYpulse, what a lot of organizations are now adopting is more of a real-time feedback model, which is to constantly pulse your employees to understand, hey, with regard to, if it's NPS, it could be simple as something as a company holiday party. For many companies it's not a small investment. So it's important then to understand, well, hey, is that adding to the employee experience or is it not? And can you quantify that? And that immediately arms, not only marketers but HR professionals. If it's a smaller organization that doesn't have necessarily, the biggest HR team, the CEOs themselves to deploy those resources in a plus ROI manner. And it's no longer squishy, it's no longer about, "Hey was that about perceptions?" It's really about on the broad scheme of things on big data, from a big big data perspective, are the investments that we're making adding to the employee experience, not merely continuing it or not falling behind. It's a way for us to get ahead. How TINYpulse Leverages Employee Happiness For Marketing Kathleen: Now, you, yourself have built or actually rebuilt, as I understand it, a marketing team at TINYpulse. So, can you talk to me a little bit about, from your own standpoint, what you've done to build the employee experience on your team, but then also, how you are leveraging that for marketing? Andrew: Yeah, absolutely. I think ... I was in a circumstance in which I was a marketer of one and given an extraordinary opportunity to build the team up. And for me, A, I talked to a number of really smart marketers, but really wanted to take this approach that utilized real-time feedback, but also, some of what the broader industry has indicated about how to manage teams while how to manage teams when it comes to creative work, how to manage teams when it's not routine work. And for those listeners out there who are readers, I highly encourage you to pick up a book by Daniel Pink. It's called Drive. It's all about motivation, and what helps teams come out with the very best results. And for many organizations, I think the knee jerk response is to point to metrics, point to carrots and sticks and say, "Well, if I find the right carrot, if I find the right sticks, that's going to help me bring you the best results." Now, that may work to a certain level. But the one step above that is really about A, giving people what is the intrinsic value of working together. And marketing brands, I'd say, are a little bit different, in the sense that it's not routine work. One campaign that may work this month may fizzle out due to ad blindness, due to the Google ad words becoming insanely expensive, or one channel simply not working well anymore. So, there's a constant creativity that needs to be put into place when it comes to marketing. And when I look at those characteristics in terms of the team, it's not only, "Hey, what is your track record?" but, "Are you a natural producer of content? Are you more analytical, on average, than the average content marketer?" for example, and then finally, are these behaviors a struggle for this person? Or is it something that they're, they're naturally going to bring to the table? So, I think that that team aspect, that's an area where, in some of our hiring tools, when we look at success criteria, again, we try to quantify those with regression analysis, understand, "Hey, who are the people who can best suss out these qualities in that regard?" that's another area where I think in marketing can play a role. This starts to resemble lead scoring. It starts to resemble how to qualify a candidate. So, for those who are hiring out there, I really recommend looking to the concepts that are the bread and butter of marketing. It's inbound, it's lead scoring, it's, some combined with some great HR best practices to build a really great team. Kathleen: Yeah, you're so right about kind of the blurry line. I used to own an agency for 11 years, and I hired a lot of marketers. And at the time, I was a HubSpot partner and a customer. And I built out an entire hiring workflow in HubSpot, where you could submit your application through a HubSpot form. There was a workflow follow up. I mean it, it made my whole hiring process much faster. I think it went from three months to three weeks, or something, because it was all automated. It was great. It saved me a ton of time. So, I can definitely see where you're heading with that. Andrew: Yeah. Amazing. And, what is the SLA with HR and their ability to call down interested job candidates who have expressed interest? We have a very tight SLA with sales. Maybe it's they've downloaded something. Perhaps it's a piece of content, or a white paper, or an ebook. And the SLA might be that person should be getting a call within 30 seconds or our SLA's broken. But when we look on the hiring side to create a delightful candidate experience, what are we doing on the SLA side there? Are those folks getting an immediate call back? Are they getting followup? Are they getting everything that they need to understand what it's like to work at this company? I think that's where a lot of employers are starting to look to their marketing teams for those best practices. And it's amazing. Mike Volpe himself, Mr. Inbound at HubSpot, gave a talk on this about how to break down people operations in that manner. So, when it comes to a product, talk to the folks who are in sales and who know what is being solved when it comes to hiring in that pipeline. Look to the marketing folks so that you can have those broader conversations you can't reach. When it comes to retention, what are you doing to keep these people happy? That's where real-time feedback, that's where HR best practices, that's where incentive programs, that's where employee recognition becomes a much bigger part of the spectrum. Turning Team Happiness Into a Marketing Asset Kathleen: So, assuming somebody is listening and they're thinking, "I have a really happy team. I have a great culture, my team is really happy," I would think the next natural question that they would be asking themselves is, "How should I leverage that in the marketing that I do? What is the best way for me to capitalize on the fact that I have this great place?" So, can you speak a little bit to that? Andrew: Yeah, absolutely. I think applying the very same marketing playbook that we all know, and for those that may be still learning, the first thing I would look at is, "How do we create content around this?" No marketing without content being produced, no communication occurs without some kind of message being created. And so, that's where I would encourage a lot of the marketers out there, if you have a great culture, if you have quantitative scores around how happy your team is, if you have quotes, if you have testimonials, even if you have case studies of how someone may have entered the company as a teacher of English, and becoming a senior product manager, and leaving to go travel the world and become a senior product manager somewhere else. Those are the case studies. Those are the stories, if you will, that resonate with people. And human nature at its very essence, we respond to those stories. So, if you have outspoken employees who want to authentically share, give them an opportunity to speak about those. Keep your social posts updated regularly, social posts on your employee profiles, figure out what are the differentiating factors about working for your company that are the benefits that someone who is a valuable candidate is going to find compelling and want to say, "Well, I want to work in that company. And because those benefits are only found at that company, that's the place that I'm going to accept an offer down the road." So, ultimately again, just apply that same marketing playbook, create content, promote it, the 80/20 rule, which is, 20% should be on that content production, but 80% should be really on the distribution. Kathleen: Oh, I'm sorry. I have to interrupt you. I'm so glad you just said that. I literally, just posted a video to LinkedIn today talking about, somewhat ranting about, how I've interviewed like a hundred plus marketers now, for this podcast. And that is one of the most consistent themes of the most successful marketers, is they put more effort into content promotion than they do into content creation. But what I have noticed is that most average marketers, it's the completely flipped. They put way more effort into content creation than content promotion. So, Amen. Andrew: Absolutely. And use those same tactics. I mean, if you find, talk to your PR person. Who is the person who is getting stuff written up by other people, never, not just on your blog. If you don't have a huge audience, make use of someone else's. Use BuzzSumo. Find people who have written about really interesting companies. Use BuzzSumo. Find journalists who have written about other companies in your space, other companies in your geographic location, other people who have profiled people who might be covering the same type of topic. Then reach out to those folks. Find out if they are ... be their friends. Share their stuff. But, at the end of the day, what's really going to show value for them is giving them a piece of content that is going to be a value to their viewers. Now, if they've written about the employee experience, if they written about high-performing, high-flying cultures, chances are they're going to want to publish again, so that they can keep getting traffic for their posts. So, don't be afraid, reach out to those folks. And over time, what you'll find is that it can take a little bit of time to spin up. But generally what I found is that always, always, always has a longterm ROI that is going to work out just right. Companies That Do A Great Job of Leveraging Employee Experience For Marketing Kathleen: Yeah. Now, are there any particular companies that you think do a really excellent job of this? Andrew: Let's see. So, outside of present company, I think there are a few. Those in the marketing space, such as yourselves over at Impact. I think those over at HubSpot for example, very, very strong in their marketing. They screen for some of the folks who are going to socially post. Again, it's not a struggle for the average candidate to propagate the marketing message, not only on the product marketing side, but also on the employee experience side, which is, "How great is it to work here? What are the benefits that I get from this?" Not the features, but "What is a benefit that I get from this? I'm a happier person. I'm a better husband, I'm a better spouse, I'm a better parent because I work here." And those companies that do that really well, you're going to see them spouting this out. They're spouting it in their blogs, they're spouting on social. And again, they're finding ways to get employees to authentically share it. And they're doing that by creating such a great employee experience. So, whenever you find a really great social post by someone who's sharing something, again, really authentic about their employee experience, screenshot that and see if you can replicate that playbook. I see HubSpot doing this, I see IMPACT doing this. Any company that may have a Lifepath hashtag, folks at Zillow are doing that. These are the companies I think are really putting together campaigns around employee experience that will help build again, that candidate pipeline, and then also nurture the existing employee base so they can grow and have that negative churn. Kathleen: Yeah. The one that I've always been so impressed by is actually at LinkedIn. A good friend of mine from many years ago works there. And she's in the kind of the HR/culture department. And what I've always been especially impressed by with them, I mean, everything they do, employee-wise seems to be top notch, but the most impressive thing to me has been the way they've built this alumni network. So, they look at the employee experience as something that continues after you stop working there, and they have these reunions for all of their former employees, who come together and still love the company. And when you consider, as you said in the beginning, talent is so hard to find. When you consider that the people that you've taken the time to train, and who've gone on to other places, could someday come back. What an interesting investment to make, and what an interesting thing to see, and incorporate into their strategy. That's always been really, really cool to me. Andrew: Absolutely. If the company is the product, then, what are the benefits and what are the benefits that make for the right fit of candidate and the right fit of employee. And maybe it's work life balance, maybe it's career growth, maybe it's a pay and benefits, maybe it's mentorship from senior leaders, or culture and values, or all of the above. These are all those benefits that are worth testing out in your messaging to find out, hey, what's resonating with the right audience so that I can double down on that on what's working, maybe emphasize less what's not working or what's not as important to the candidate company fit. And, that in itself will make the ROI on recruiting, which is a very expensive tool that a lot of companies, I think, can continue to struggle with. It'll make that ROI much, much sharper. Kathleen's Two Questions Kathleen: Yeah. Now, shifting gears, there are two questions I always ask all of my guests. And I'm curious to know what your answers are. The first one is, obviously, we talk a lot about inbound marketing on this podcast. Are there any companies or individual people who you think are really knocking it out of the park with their inbound marketing right now? Andrew: Yeah, so I just think a few folks who have always had an influence on me. Mike Volpe over, I think he's, yeah, he's over at Lola Travel now. He's now the CEO there. He coined "inbound marketing" in the HubSpot days and he's still doing that. He's still practicing what he developed all those years ago at HubSpot. Another is a Neil Patel. And I've worked with Neil on a number of occasions. I think when it comes to content marketing, he's taken this idea of being just insanely useful to marketers to the extreme, which is, 20,000-word guides on how to break down SEO, versus hiring expensive ... a partner to do it, or bringing in an expert to help them out. This is a way for people and marketers to grasp some concepts that are a minute to learn but a lifetime to master. And I think he's done a really great job with that. Kathleen: Yeah, he gets mentioned a lot when I ask that question. It's interesting to see the trends over time of whose names come up. And his definitely is one of the ones that I hear a lot. Second question, one of the biggest kind of complaints I hear from marketers is that digital is changing so quickly that it's trying to keep up. It's like drinking from a fire hose. So, how do you personally stay up to date and keep yourself educated? Andrew: There are a couple of things. I'm highly-engaged on Twitter. I think that's a great place for marketers in particular, to stay engaged. A, because I think I find that's where a lot of more and more executives tend to to hang out online. LinkedIn is another, that's a close second to where I hang out. Is to go where one's peers are hanging out online. And, I used to be a person who really wasn't into conferences, but I've really changed in that regard. So if you're ever, I think, reluctant to make that investment is, to really, I think wholeheartedly embrace it. Because what I found over time is that for a lot of conferences I go to, it's not about necessarily, who's speaking. Yes, it's great to have really inspiring speakers, but it's about the networking and meeting with one's peers. It's just what ... If one wants to be a movie star, you got to go to LA to be in Show Biz. The exact same thing. And creating that who kind of love, which is knowing the right folks who are going to help build your career, and also give you not just learnings. I often come away from networking, not having learned anything, but just coming back to the office really inspired, and really ready to execute, and really ready to keep things tiny and lightweight. That's often what I need to actually progress. And it's not that, it's not about learning the greatest new tactics, it's actually about staying focused and not allowing those things to distract from what we're trying to do. Kathleen: Any particular marketing conferences that you really are partial to? Andrew: Yeah, I think Traffic and Conversions Summit is one. I think SaaStr is another one that's growing, and it's a great place to meet other marketers and folks trying to grow their business. If you're not in SaaS, I think growth marketing, I think it's Growth Summit actually that is the title is another one. But generally speaking, I think those have been places where I find the content to be really geared toward people like me. So, if you are in that space, check those out. You should be able to get a lot of value and get ROI by attending those. How to Connect With Andrew Kathleen: Yeah, those are some good suggestions. Well, if somebody is listening, and they want to learn more about TINYpulse, or connect with you and ask a question, what's the best way for them to do that? Andrew: Sure. Yeah, hit me up on Twitter. Follow me @andrewsumitani. Also visit us at TINYpulse.com. It's a great place to learn. We have the number two HR blog, hopefully number one soon, but the number two HR blog in the space. A lot, when it comes to what we've talked about here today, we have a lot of our stats when it comes to, well, what is it like using real time feedback and what kind of location does it have on Glassdoor? What are some of the latest industries? That's when it comes to employee retention, employee recognition or employee engagement. Check us out there. And yeah, love to hear from you. Kathleen: Great. And I will put a link to your Twitter and to the TINYpulse website in the show notes. So, head there if you want to click through and check those out. You Know What To Do Next... Kathleen: And if you are listening and you learned something new, or you liked what you heard, leave the podcast a five-star review on Apple podcasts. And if you know somebody else who's doing kick ass inbound marketing work, as always, Tweet me @workmommywork, because they could be my next interview. Thanks, Andrew. Andrew: Thanks very much, Kathleen. Five Stars Only. Kathleen: Five Stars Only, absolutely.

The Ask Dr. B. Good Podcast, featuring Tyler Adams of TINYpulse, will join Dr. Good and Lilly Chacon, HR Manager for Legacy, to talk about how Legacy works hard to give its staff a voice in the every day running of the schools and district. We will share TINYpulse’s founding story (which is a fascinating story all by itself!) a list of platform features (Pulse surveys, Anonymous suggestions, Onboard, Cheers of Peers, Wall of Wins), and how this has evolved over the last six years as TINYpulse and Legacy have worked together to empower our staff.

Today we’re going global! With two great guests, collaborating remotely between the Netherlands and New York. Don’t forget to check out everything we do, over at the Virtual Not Distant website (including our new podcast guest submission form, and new formats in which Thinking Remote is available). Thank you for all the feedback on our milestone celebration episode all about celebrations! Shout-out to Jeremy and everyone in our community who commented and chatted and twittered about this one, we are so glad that this topic resonated (and we have a related blog post on celebrations ready for you now too). 06.30 21st Century Work-life - Theresa Sigillito Hollema and Surinder Kahai Theresa is the Director of Interact Global, a Netherlands-based consultancy supporting multicultural virtual teams and the organisations they belong to, and no stranger to the 21st Century Work-Life podcast.  Surinder is a Professor at the Binghamton University, in upstate New York. They met through online discovery, Theresa was drawn to Surinder’s academic work on remote team leadership, and contacted him to propose writing together.  In his turn he was keen to see more non-academic dissemination of the growing body of research on virtual teams, and a lasting collaboration was born. The interview explores in detail their approach and the rhythms of communication that they developed, and how they learned about each other and their motivations and interests and built the shared purpose and trust needed to write together. They reflect on different styles of leadership and motivation they have both observed in the workplace, and which personal qualities are demanded of a good leader for virtual teams.  Theresa and Surinder agree that a transformational style of leadership combined with a genuine care and regard for the other yields the best balance for success, but that this is definitely more difficult to do at a distance. However, distance can be used to advantage to overlook superficial differences (such as appearance and race, as well as behaviours which can lead to conflicts), to focus on the vision for the work and what you truly have in common.  It’s surely time we started to talk more about the advantages which come from not being together, advantages for the team and the work, not just the preferences of the individuals involved.  But leaders can struggle to understand and care, especially on globally distributed teams. Caring from a distance is harder, but it must be role modelled by the leader. As Surinder says, "I'm a key believer in relationships as productivity".   33.57 Tools: everytimezone.com There are many websites which help us work out timezones, but Every Timezone is a nice visual way of seeing different timezones in relation to each other on a map and slider, so that you can really picture them clearly in terms of being ahead or behind each other. The paid version is great for remote teams particularly as you can put your team members into their timezones - and don’t have to worry about what the zone is called or whether or not they’re on daylight saving, you just know that ‘Alex Time’ is 2 hours ahead, or whatever. A nice touch, particularly if you are dispersed in different parts of the world, and you can update your location when travelling - where is Alex time this week? Ah yes, Alex Time is presently 4 hours offset. This version has meeting scheduling tools as well, letting you pick and choose who should be in your meeting and invite them - assuming its at a good time for them of course.   38.32 Wellbeing - Timezone stress Do we overlook the cognitive load, of taking account of timezones in our virtual teams? Recent research from TinyPulse has examined this, and found that it does cause some stress. But a lot seems to depend on whether you have a ‘main’ timezone, relating to a headquarters or centre - which does suggest some kind of a hybrid set-up, in which those who are more than 3 hours away from that can indeed feel distant emotionally from their teammates.  And they might end up having to work hours which they find antisocial, indeed they can end up working extra hours to accommodate meetings and things which are outside of their typical day, - as Human Made found in recent research, even the stress of scheduling can make things harder on the outliers in particular.  A day is only 24 hours long, so surely no-one should have to attend a meeting any more antisocial than 8am or 8pm, for example? It’s unsurprising that results from the TinyPulse research suggest that a truly distributed team with no central zone to organise around leads to better relationships for everyone, and remember that people can choose to work in any segment of their own local day.  Your team could also be over-reliant on synchronous communication anyway - remember what we learned from Marcus Wermuth in episode 195 for inspiration here. But it’s vital not to cut off the flow of information from anybody, wherever they are located. Maybe we need to take a better look at what flexibility really can mean, and what each of us needs in order to do our best work in our best way.  What do YOU need? Tell us, via our contact form or tweet @Virtualteamw0rk.

On today's show, Andy is joined by Andrew Sumitani Senior Director of Marketing, at TINYpulse, and Jason Woodford, our very own CEO here at SiteVisibility to talk about how marketers can make or break the employee experience. On the show you'll learn: Why company culture is so important and why marketers should care  How the right company culture can help you to attract the right employeesThe correlation between why companies that are big on marketing tend to nail employee engagement How communications and employee engagement intersect and how often marketers are champions of the employee experienceHow we, at SiteVisibility have used TINYPulse to help us improve our company culture and communicationPlus, Andrew provides his top tip/key takeaway for the audience. If you'd like to connect with Andrew, you can find him on Twitter here and you can find out more details about TINYcon in September here.   See acast.com/privacy for privacy and opt-out information.

What kind of energy do you bring into your workplace? Joining us today is Adair Cates, Self-Mastery Coach, Insight Facilitator, and Founder of First Lead You, and today we’re talking about employee experience, employee engagement, and the massive impact your workplace culture has not just on your organization, but on the people you serve. Culture Culture is the energy of the place and the people that you work with. It’s very intangible in a lot of ways, but one of Adair’s favorite questions to ask is: are you the type of person who lights up a room when you walk in or when you walk out? When it comes to employee engagement and experience, it’s become really clear that when people feel inspired, cared for, and connected, they are willing to go to the ends of the earth for the organizations they work for. Conversely, think about how much time, energy, and money is wasted when your employees are unhappy. There’s so much more that can be generated from a positive place. Ripple effects Everything is connected. When the energy of the culture is good, then the energy of the people is good, and they’re going to be productive and engaged. You can tell that a company has a good internal culture by the way they treat their customers: take great care of your employees, and they’ll take great care of your people. Psychological safety What want psychological safety. If you’re a CEO or leader of a team, make sure that everybody feels like they can come to work, be themselves, and be fully accepted for that. If they can’t, they become stifled, and their full creative energy is no longer available to them. So create that psychological safety by listening, believing that people inside your business are the best source of ideas, and taking out your ego. Once you become authoritarian and think you have all the best ideas, your culture will erode. Engagement tools Engagement tools are just that — tools. They aren’t solutions. So you can’t put something like TINYpulse in place and expect it to fix your culture. That’s like expecting a thermometer to bring down a fever. You need to have a solid, positive culture in place, and then measure it so you can make it next-level. You can’t just gather data without doing anything about it. Happy companies One of the organizations Adair was part of won an award for being the happiest company. Their CEOs had read a book called The Dream Manager about helping people achieve their personal goals at work. They implemented this shift in the company and put a lot of energy on helping people achieve their personal goals, and as a result, people were so invested in the work they were doing that they went above and beyond all the time — not just for their roles, but for their team, and other teams in the organization. There was a care and concern to help one another achieve their goals, which benefited not just themselves, but the business, too. They won Happiest Company through TINYpulse. They grew so much that they went from 65 employees to 100. When people feel like they can show up as their full selves, it’s unbelievable what happens. Resources Adair Cates | First Lead You | The Morning Light Show | The Dream Manager | TINYpulse

At any given moment, do you know the pulse of your organization?  On the show today we have David Niu, a serial entrepreneur who, after a “careercation,” founded TINYpulse, which gives clients a pulse on how happy, frustrated, and burned out their employees are before they get that surprise two weeks’ notice out of the blue. We’re exploring the topic of employee experience and engagement, and how to make sure you’re creating a culture where your people can thrive. The Careercation Burnt out by his own startup, David uprooted his family and bought one-way tickets to New Zealand. During this vacation, he had two main goals: to unplug and connect with his family, and to figure out what was next. So he conducted a series of interviews with CEOs about their pain points, and from these interviews, a common theme emerged: the haunting feeling when someone would give them their two weeks’ notice out of the blue. This became the inspiration for TINYpulse. What if we could take the pulse of our employees - in the moment - so leaders could get on top of issues ahead of time and resolve them collaboratively before they spin out of control? Think tiny Instead of one huge survey once a year, what about asking people one simple question at a time? For management, it’s much easier to get a picture of what’s going on as there’s much less noise than if you had asked 30 questions. It’s also easier to find themes and actually do something about it. Characteristics of companies that flourish One is the importance of recognition. Whether you use TINYpulse or something else, make sure that there are multiple avenues of giving each other recognition, and that it’s very easy to do. The second thing is the perception of management transparency. One of the biggest drivers of how happy employees say they are is how transparent they believe management is. So David challenges leaders: given your role, how can you be more transparent? Cheers for Peers This TINYpulse feature allows colleagues to appreciate one another in real time. Recognition isn’t just a high five, it’s (1) What am I giving you recognition for, specifically? (2) What is the significance or impact of what you did? (3) How did it make me feel? Not only does this boost engagement and morale and build a culture of recognition, but a manager can also check the cheer scanners and see what’s going on. In TINYpulse offices, these cheers are publicly shared and visibly celebrated. Values You’ll know if a set of values are your values if it allows the people you want in your company to flourish and the people you don’t want in your company to self-select out. You should be able to make decisions by these values and hire and fire by them. Here are TINYpulse’s: Delight customers. This includes internal customers because if you can’t delight each other internally, you can’t delight customers externally. Spread positivity. When you walk in the door, you can be positive, negative, or neutral. It’s a free choice. Lead with solutions and embrace change. If you have something to complain about, offer suggestions on how to solve it. Improve communications by being direct and transparent. Go the extra mile with passion. It’s super hard but very rewarding. Hold yourself accountable. You don’t need to be policed. You have the freedom, but you also have the accountability. Balance it. Treasure the culture of freedom we have. Everyone who comes after you will take their cue on how to act from you. Resources David Niu (LinkedIn) | Careercation | TINYpulse | TINYcon

Here is episode sixty-two of S. Chris Edmonds' Culture Leadership Charge video series. In these concise videos, Chris presents the best practices for creating and maintaining a purposeful, positive, productive culture - at work, at home, and in your community. In this episode, Chris examines powerful research from TinyPulse's 2019 Employee Engagement Report and shares a simple, effective two-step process for ensuring leaders recognize good things happening on their team. This content was released in video format on Chris' website, http://DrivingResultsThroughCulture.com, on March 18, 2019. Check out Chris' YouTube channel to view all of his short, crisp Culture Leadership Charge video episodes.

In this episode, Heather speaks with David Niu, Founder and CEO of TINYhr creator or TINYpulse and employee engagement technology platform. David shares an eye-opening story of a time when he was not the best leader he could be and what he does to stay in the best place he can be. David talks about his leadership and entrepreneurial journey and why helping people learn and grow is his priority. Key takeaways: Everyone has their own version of the truth Transparent leadership builds trust Journaling is a great way to stay centered as a leader Sometimes it is necessary to slow down in order to speed up This is a great podcast episode for entrepreneurs.

This week Cody Lamens of TinyPulse talks about how engagement drives not just how hard you work, but how effective you are in your efforts. He describes how sales leaders can face and defeat challenges by adapting and adjusting to the pressure and opposition. Cody brings great success to TinyPulse by tuning his processes and building passion in his teams through effort, quality, and open communication.

In this episode Andrew and Cody talk about: Improving Corporate Culture Outbound Only Better Account Based Management

TINYpulse is on-line tool for pulse surveys. It helps you get almost real-time data about the mood in your team. I've been using it for a long time and I'm very happy we could connect with David Niu, it's founder and CEO. But we didn't talk only about the app. Few years ago, David took his "careercation" and travelled the world while interviewing entrepreneurs and CEOs in various countries and cultures. We have much more in common than I expected :)

Are your employees fulfilled, appreciated, and understood? Shep interviews Carol Lee Andersen, the President of Questback North America, about the importance of listening to not just your customers, but also to your employees. And, she shares the advantages and occasional difficulties of doing so. First Up: Shep starts off by introducing Tiny Pulse, a company that has created a simple software program to gain an ongoing “pulse” of your employees with quick, short, and simple surveys for employees. This frames the discussion for the entire episode on customer and employee feedback. He discusses a key fact about collecting feedback – you need to use it, or you will leave employees and customers dissatisfied. Featured Interview: Shep begins the show by asking Carol Lee about Questback’s history. Carol Lee explains that the company got started with a quest for gaining feedback. They discuss the importance of customer and employee feedback, and stress the importance of not only collecting the feedback but also taking action – you must do something with it. Otherwise, your employees and customers will suffer what Carol Lee calls feedback fatigue, which is when customers or employees fill out too many surveys and don’t see anything come out of it. She goes on to explain that when you collect feedback from employees and actually use it, employees feel valued; they feel they are being listened to, and that in turn creates trust. Otherwise, if an employee feels their concerns are falling on deaf ears, then the employee can feel unfulfilled, unconvinced, and even disengaged. They conclude the show with Carol Lee’s final thoughts which are; think before you act, use the appropriate tools, get some advice from the right people, and be thoughtful in your process. Top Takeaways: • Engage Your Employees – Create dialog with your employees. Even if the feedback is unsolicited, if your employees want to provide you with feedback – take it! Employees can frequently pick up on potential issues before they become a big problem. • Avoid Feedback Fatigue – If you collect data you must do something with it. Collecting feedback and not doing anything with it is worse than not collecting at all. If you collect it and take action on the feedback, then employees and customers feel they are being listened to, and that creates trust. • Think Before You Act – Feedback has to be deployed strategically to succeed. It is not enough to have highly engaged employees, you want highly engaged employees that are working towards the same goal. About: Carol Lee Andersen is president of Questback North America and voted as one of the Top 150 Most Powerful Women in New Zealand. She leads a diverse team in crafting and delivering a feedback platform that helps enterprises make better decisions, mitigate risk and avoid costly failures through redefining relationships with the most important people: customers and employees. Shep Hyken is a customer service and experience expert, best-selling author and your host of Amazing Business Radio. Learn more about your ad choices. Visit megaphone.fm/adchoices

http://www.kevburns.com Safety improves when engagement improves. Engagement improves when supervisors and safety people make it a point to value the people that they work with. On this episode, 6 areas to start building a better safety culture. An untrained or under-skilled supervisor or safety person tends to get the basics done. Nothing more. Get production. Stay within the safety rules. Everybody goes home safe (fingers crossed). Job done. Except, the job is not done. In fact, it could be argued that job is systematically being undone. If you're focused on just getting it done, you may be missing the biggest part of the safety picture. A 2014 TINYpulse survey revealed the top ten list of things employees want from their work. Number 7 was money. There are six things that are more important to employees at work than money. Give employees these 6 things and you begin to change the corporate culture. Once you begin to shift the corporate culture, safety culture shifts with it. Supervisors and safety people have a great deal of control over both. Here is the list of six things that employees want more than money and what it means to safety. Kevin Burns is a management consultant, safety speaker and author of "PeopleWork: The Human Touch in Workplace Safety." He is an expert in how to engage people in safety and believes that the best place to work is always the safest place to work. Kevin helps organizations integrate caring for and valuing employees through their safety programs. Learn moire about Kevin's book at http://www.kevburns.com/peoplework

In this HRchat episode, Tim Baker had an opportunity to speak with Henry Albrecht, CEO of Limeade and Brooks McMahon, head of Business Development at TINYpulse. The two companies have created a partnership to create a single environment that integrates the employee engagement services of TINYpule into Limeade’s corporate wellness platform. One of the strategies is to create retention solutions from the integration of employee “well-being” and engagement. The two companies have worked together for a few years, so the partnership and collaborative initiatives are very authentic and natural.

Culture is the spark that ignites employee engagement.  That is something that David Niu discovered after interviewing more than 30 business leaders across the globe, and the motivator for the company that he built, TINYpulse.  The company helps leaders discern employee sentiment and take actions that help improve engagement. 

On this episode Joe and I discuss how to develop the talent you already have, the telltale signs of disengaged employees and a real life example of how Joe took a company from good to being recognized as a "best place to work" over hundreds of their competitors. Listen to this episode and discover: - Why treating everyone with the same level of respect impacts your business. - Should you treat your employees like clients - and vice versa? Joe answers. - The two ways to know if your employees are not engaged. - Specific suggestions to get your employees engaged. - What's the greatest business lesson Joe has learned? - And so much more… Episode Overview Today the companies that are succeeding are the ones who treat their employees like clients, and their clients like employees. Research has shown time and time again this method pays off; it's where the marketplace is going and successful companies are falling in line. Our guest for this episode, Joe Mechlinski, shares his strategies for helping your company do the same. His first recommendation is to find a way to make sure everyone feels heard, valued and appreciated. Make the decision that there are no second-class citizens in your business, whether from the janitor to the C-Level executives. His second recommendation is to find out if your employees are actually engaged. He has two ways to know: the first is to measure. You can connect with them weekly through a service like Tiny Pulse; send out weekly emails and listen to what they have to say. The second way to know if your employees are engaged or disengaged is to look for the invisible. Do not look at the revenue or profits, but notice if there's a lack of consistency and follow through. Is there a lack of collaboration, a lack of overcommunication and declining response times? Are deadlines being missed and meetings starting late? If so you have disengaged employees. Also if you start hearing the word "trust" it can indicate your people coming from a place of fear rather than faith. In general if you have the sense that people are participating at more of a practice camp level versus playing in the Super Bowl, Joe says you have a lack of engagement. On this episode Joe also shares what to do when there's disengagement in your workplace, a real world example of taking a good company to earning the title of "Best Place to Work" and the greatest business lesson he's learned during his career. Joe provides actionable tools and lessons, listen in to hear them and then implement them in your business.

Leading Matters #19 features Kevin Nakao, the Head of Employee Engagement at TINYPulse.  TINYPulse is a solution that helps companies keep their employees happy and engaged.  Kevin shares insight into the importance of diversity to company values, and the impact of a focused and well communicated mission

visit www.virtualnotdistant.com Pilar talks to Laura Troyani, from TinyPulse, a company that helps to keep the conversation going within organisations to address employee engagement. "Peers are the #1 motivator for going the extra mile at work." 00:30 Pilar thanks @BernieJMitchell , @DJ_Motorteufel, @gdbeaulieu @tonyjreeves 06: 40  Laura shares the story behind TinyPulse. Asking and pulsing your team every week, to see how happy/frustrated your team is. 12:55 People analytics and data. 14:06 How TinyPulse works in practice. 17:30 Anonymity in employee feedback. How it helps the employee and the manager. 21:10 The different organisations using TinyPulse. 27:10 Laura's role as Director of Marketing. Using TinyPulse in other areas apart from engagement. 30:30 The #1 reason for people going the extra mile at work. www.tinypulse.com/2014-employee-engagement-organizational-culture-report If you're interested in engagement in teams, especially in virtual teams, check out the episode including a Virtual Coffee with Lisette on Engagement at Work. Virtual teams: Higher levels of engagement in people working out of the office for 20% of the time. 39:15 Peer-peer recognition. Appreciation at work. How can organisations foster a culture of honest, open communication. Check out the TinyPulse blog for a range of articles on employee engagement and company culture. Laura Troyani twitter handle: twitter.com/lauratroyani Looking for a course on leading and managing virtual teams? visit www.virtualnotdistant.net

Moe and Kevin Nakao talk about what TinyPulse's data is revealing about workplace culture. 

In this episode, David Niu, the CEO and Founder of TINYpulse and Brenda Williams, the CEO of Your Coaching Solution share their thoughts on talent, leadership and culture with host and CEO of PeopleG2, Chris Dyer.