FNDN Series

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Lachlan Bradford, Community Content Manager at Sked Social and Co-Host of the Funny Business Podcast, we explore the powerful intersection of brand, community, and people operations. Lachlan shares his unconventional journey from cricket academy to lift operator in Canada, bar manager, e-commerce founder, and ultimately to building vibrant communities in the startup world. We unpack the critical lessons HR teams can learn from community building, the importance of authentic employer branding, the power of personal connection over automation, and how to create workplaces where people genuinely don't want to leave. Keep watching to discover how treating your people like community members can transform your retention, engagement, and company culture.Chapters: 00:00 Introduction and Welcome 01:45 Guest Introduction: Lachlan Bradford 03:20 Lachlan's Unconventional Journey: From Cricket Academy to Community Building 09:15 The Teachers Who Shaped His Approach to Leadership 13:40 From Bar Manager to E-Commerce: Building OB and Co 16:50 Starting Funny Business Podcast During COVID 32:40 The Founder Mindset: Customer Obsession Applied to HR 36:20 Authentic Employer Branding vs Generic Approaches 40:15 The Power of Niche: Speaking Your Audience's Language 44:30 LinkedIn Strategy: Real Relationships Over Automation 48:45 Surprise and Delight: Creating Memorable Employee Experiences 57:35 Creating Workplaces Where People Don't Want to Leave 58:45 Conclusion and Wrap-UpConnect with Lachlan:Visit: https://skedsocial.com LinkedIn https://linkedin.com/in/lachlanbradford Resources Mentioned: Sked Social - Social media management and scheduling platform where Lachlan serves as Community Content ManagerFunny Business Podcast - Podcast for free thinkers and creators hosted by Lachlan Bradford and Robbie HicksDream Big Social Club - Community initiative founded by Lachlan featuring events, workshops, and networking opportunitiesWays of Working Consultancy - Agile delivery consultancy launched from the Funny Business podcastPeople Mentioned:Ben Waterman - CEO of The Resilience Project, former teacher at Cricket AcademyDavid McKay - Fusion scientist and former Cricket Academy teacher (brother of Australian cricketer Clint McKay)Mark Worthington - Player Development Manager at Geelong Cats (AFL)Peter Boul - Leadership expert who delivered workshops for the Dream Big Social Club communityRobbie Hicks - Co-host of Funny Business Podcast and business partnerConcepts Discussed:Customer Obsession in People OperationsAuthentic vs Generic Employer BrandingLinkedIn Relationship Building StrategiesCommunity-First Approach to Workplace CultureSurprise and Delight Employee ExperiencesThe Power of Niche Positioning in Talent AttractionFounder Mindset for Employee EngagementMore FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Nav, Fractional CTO at Spoony, we explore the often-overlooked topic of burnout among startup employees beyond just founders. Nav shares his personal journey through chronic depression, multiple startup experiences, and the harsh realities of burning out across six different organizations. We unpack what burnout actually is versus simple tiredness, examine the catalysts that drive employees to exhaustion (from bureaucracy to toxic positivity), and discuss both personal and organizational responsibilities in preventing burnout. This conversation gets refreshingly honest about failure, mental health, and the human side of working in high-pressure startup environments. Keep watching to hear Nav's candid insights on recognizing burnout symptoms, the importance of checking your own ambitions, and why startup culture needs to give more attention to the people who aren't founders.Chapters:00:00 Introduction and LinkedIn Connection Story01:45 Guest Introduction: Nav, Fractional CTO at Spoony03:30 Defining Burnout: What It Is and What It Isn't06:15 Physical and Emotional Symptoms of Burnout08:45 Burnout vs Disengagement: Understanding the Difference12:20 Matt's Personal Burnout Story: The Law Firm Experience17:30 Catalysts of Burnout: Bureaucracy and Apathy21:15 The Exponential Product Story: Law Firm Retention Issues24:40 High Performance Culture Paradox28:10 The Problem with "Just Ship It" and Chronic Positivity31:45 Startup Success Narrative and Failure Stigma35:20 LinkedIn's Role in Toxic Positivity38:30 Organizational Culture and Psychological Safety42:10 Engineering Teams and Burnout Dynamics46:25 The Brilliant Jerk and Team Burnout48:50 Personal Responsibility in Preventing Burnout52:15 Checking Your Own Ambition: Nav's Big Company Experience55:30 Manager Responsibilities and Human Connection57:45 Beyond Founder Burnout: Supporting All Startup EmployeesConnect with Nav:Visit: https://spoony.app  https://www.linkedin.com/in/nav-rao/ Resources Mentioned:Culture Amp - Employee experience platform referenced in law firm retention discussionOffice Vibe - Early-stage employee engagement toolExponential - Pre-COVID employee engagement product for law firms in New ZealandSpoony - Neurodiversity and chronic illness social media platform where Nav is Fractional CTOPsychological Safety - Creating environments where employees can admit mistakes and concernsTall Poppy Syndrome - Australian cultural phenomenon of cutting down those who stand out10x Rockstar Engineers - The brilliant jerk archetype in engineering teamsQuiet Quitting - Referenced indirectly through discussion of doing minimum workMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Description:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Shelley Johnson, Founder of Boldside and former HR leader, we explore how to build effective leadership capabilities from the ground up - both for developing yourself as a leader and creating systems to develop others. We dive deep into why most HR issues are actually upstream leadership problems, the importance of leadership onboarding processes, and practical frameworks for having difficult conversations including pay discussions. Shelley shares her three-pillar approach to building influence as an HR professional and reveals why leadership development doesn't need to be overcomplicated. Keep watching to discover actionable strategies for transforming leadership capability in your organization.Chapters:00:54 Getting to Know Shelley: From HR Generalist to Leadership Consultant 02:59 Why Leadership? The Connection Between Leadership and HR Issues 06:00 Making Leadership More Approachable: Small Steps and Consistency 08:07 The Upstream Problem: How Poor Leadership Creates People Issues 10:09 Building Self-Awareness Through Consistent Reflection 12:43 Creating Safe Spaces for Leader Vulnerability and Growth 15:09 What Does Good Leadership Look Like? The WAGOLL Framework 19:02 Defining Leadership Behaviors: Care, Courage, and Consistency 21:46 Lightweight Leadership Development: Monthly Manager Conversations 24:42 Why People Don't Want Leadership Roles Anymore 27:11 Stopping the Sink or Swim Strategy 28:20 Creating Leadership Onboarding Processes 30:45 Setting Clear Expectations for New Leaders 32:59 Is Management an Add-On or the Core Role? 37:47 Having Difficult Conversations: The Pay Discussion Challenge 41:38 Preempting Difficult Topics as a Manager 46:51 What Employees Can Do: Starting Pay Conversations 48:12 Building Confidence and Influence as an HR Professional 51:32 The People, Presence, Problems Framework for HR Influence 55:37 Final Thoughts: Start Simple with Leadership DevelopmentConnect with ShelleyVisit: boldside.com.au https://www.linkedin.com/in/shelley-johnson/?originalSubdomain=au Resources Mentioned:Leadership Development Concepts:WAGOLL Framework (What A Good One Looks Like) - Educational approach for showing examples of excellenceThe three C's of leadership: Care, Courage, and ConsistencyPeople, Presence, Problems framework for building HR influenceLeadership onboarding processes (similar to new starter onboarding)Workplace Practices:Regular one-on-one check-ins (15-30 minutes based on individual needs)Self-reflection habits for leadersProactive pay and career development conversationsMonthly manager learning communitiesMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, VP of People and Culture at Vidyard, we tackle the most challenging compensation conversations that people leaders face. From delivering "no raise" news to high performers during budget constraints, to navigating pay transparency questions about salary differences between new hires and existing employees, Sarika shares practical frameworks for handling these difficult discussions. We explore how AI can enhance performance feedback, the importance of transparency in building trust, and strategies for managing expectations when business realities clash with employee desires. Keep watching to discover how to turn your toughest pay conversations into opportunities for deeper engagement and trust-building.Chapters:00:50 Guest Introduction: Sarika Lamont, VP at Vidyard02:15 The Toughest Pay Conversation: Telling High Performers "No"03:21 Framework for Delivering Bad News About Compensation06:34 The Power of Recognition Beyond Money08:20 Building Year-Round Recognition and Development11:57 Using AI to Enhance Performance Feedback and Mentoring12:31 Practical AI Application for Personalized Development Plans13:02 Pay Transparency Challenges: New Hire vs. Existing Employee Pay16:02 Navigating Pay Band Implementation and Market Reality19:27 The Benefits of Long-Term Employment vs. Job Hopping21:15 Moving Toward Pay Transparency Despite Executive Concerns22:52 Treating Employees Like Adults: Trust and Consistency24:14 Conclusion and Wrap-UpConnect with SarikaVisit: vidyard.com https://linkedin.com/in/sarikal/ Resources MentionedTools and Companies:Vidyard - AI-enabled go-to-market platform for video messaging and hostingChatGPT - Used for creating structured performance feedback and development plansOntario Pay Transparency Laws - Full transparency requirement starting January 1st, 2026Concepts Discussed:Pay band quartile systems for compensation structureComp ratios and market positioning strategiesAI-powered performance feedback generation________________Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.Access Information & Resources from Pave:2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.Report Landing Page (Email)Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.Pave Homepage________________More FNDN Episodes:Spotify | Apple Podcast

Description:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, Vice President of People & Culture at Vidyard, we explore how to customize and personalize compensation in today's challenging economic environment. We dive into the art of persona mapping for compensation design, discuss how five generations in the workforce have vastly different priorities, and examine practical strategies for creating equitable yet personalized reward packages without breaking the budget. Stay tuned as we uncover how to balance transparency, fairness, and personalization in your compensation strategy during economic downturns.Chapters:00:50 Guest Introduction: Sarika Lamont from Vidyard02:15 The Era of Personalization Meets Economic Reality03:04 Five Generations in the Workforce: Different Values and Priorities06:32 Building Employee Personas Like Marketing ICPs08:07 The Importance of Transparency in Equitable Compensation09:02 External Context: How Downturns Change Employee Priorities13:08 From Government Consulting to Tech: Scaling Persona Mapping14:01 The Interview Process: Validating Personas with Real Data15:01 Country-Specific Compensation: Australia vs America Priorities15:29 Why Companies Fear Asking Employees What They Want16:12 The Christmas Wishlist Approach to Employee Feedback18:10 Building Culture Through Transparent Communication19:52 Scaling Back: When You Need to Unbuild What You Built20:23 Budget Transparency and Honest Conversations22:03 Resources and Templates for Getting Started with Personas23:44 Using AI Tools to Build Persona MapsConnect with SarikaVisit: vidyard.comhttps://linkedin.com/in/sarikalamont Resources MentionedCompanies Mentioned:Vidyard - AI-enabled go-to-market tool with video messaging and hosting capabilitiesMercer - HR consulting firm (acquired the persona mapping consultancy mentioned)Netflix - Referenced as pioneer of personalization algorithmsTools and Concepts:Persona mapping templates (to be provided in show notes)ChatGPT/Claude - AI tools for building persona cardsEngagement survey data analysisCompa ratio analysis for compensation planning________________Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.Access Information & Resources from Pave:2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.Report Landing Page (Email)Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.Pave Homepage________________More FNDN Episodes:Spotify | Apple Podcast

Description:Welcome back to the FNDN Series, join us as we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, VP of People and Culture at Vidyard, we explore how AI is transforming the people function beyond just tools and automation. Sarika shares her unique journey from leading people operations to spearheading AI adoption across her entire organization, revealing practical strategies for reducing administrative burden while enhancing employee experience. We dive deep into the mindset shifts required for successful AI implementation, the importance of critical thinking when leveraging AI tools, and how to start small with automation to create meaningful impact. Keep watching to discover how AI can revolutionize your people's operations and learn actionable steps to begin your own AI transformation journey.Sarika Lamont is a seasoned People leader with 20+ years in talent strategy, DEI, and organizational transformation. As VP of People and Culture at Vidyard, she leads AI and automation efforts while fostering inclusive, high-performance cultures that enable teams to thrive and deliver meaningful impact through clarity, focus, and execution.Chapters:00:00 Welcome to FNDN Series 01:12 Guest Introduction: Sarika Lamont 02:37 How AI Leadership Role Emerged at Vidyard 03:11 From Organic Interest to Company Priority 05:54 The Cultural Change Management Aspect of AI 07:05 Cross-Functional Collaboration with IT and Security 09:35 AI as a Connector: Seeing Opportunities Across Business 10:26 AI Tools vs Experimentation vs Wellbeing Considerations11:48 Critical Thinking and AI: Avoiding Over-Reliance 14:56 Reducing Administrative Burden and Burnout 16:53 Re-imagining How We Work with AI 18:47 Biggest Impact: Admin Reduction and Experience Improvement 22:59 Connecting Systems: From Manual to Automated Workflows 24:18 Getting Started: Practical Tips for AI Adoption 27:11 Conclusion and Wrap-UpConnect with Sarikalinkedin.com/in/sarikalamontVisit: vidyard.com Resources MentionedCompanies/Tools Mentioned:Kinfolk - AI-enabled platform for onboarding and workflow automationHiBob - HRIS platform integrated with AI workflowsZapier - Automation platform with HR AI applicationsConfluence - Documentation platform for policy informationOpenAI/ChatGPT - Generative AI tool mentioned for getting startedPeople Mentioned:Brandon Sammut - Chief People Officer at Zapier (HR and AI webinars)Bonnie - TA leader at Zapier____________Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.Access Information & Resources from Pave:2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.Report Landing Page (Email)Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.Pave Homepage_______________More FNDN Episodes at ⁠⁠⁠Spotify⁠⁠⁠ | ⁠⁠⁠Apple Podcast⁠

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Vaso Parisinou we tackle one of the most challenging aspects of early-stage people operations: designing and executing your first compensation cycle. We explore the critical steps from data preparation to employee communication, discussing how to build sustainable frameworks that reward performance while maintaining fairness and transparency. Vaso shares practical strategies for creating merit matrices, handling high performers at the top of salary bands, and incorporating non-monetary rewards like sabbaticals. Keep watching to discover the essential roadmap for getting your startup's first compensation cycle right and setting the foundation for future success.Chapters:00:00 Introduction to FNDN Series and Today's Topic01:12 The Challenge of First Compensation Cycles: Getting Support01:47 Key Milestones for Compensation Cycle Planning01:58 Starting with Clean Data and Proper Scaffolding05:03 Creating Merit Matrices for Pay-for-Performance Philosophy05:59 Handling Different Performance Levels and Band Positions06:45 Breaking Salary Bands: When and Why It Makes Sense07:44 Avoiding Performance Demotivation Through Rigid Limits08:00 Balancing Egalitarian Values with Performance Rewards09:07 Non-Monetary Rewards: Spot Bonuses and Sabbaticals10:15 Offering Choice: Tailoring Rewards to Individual Preferences11:21 Post-Cycle Retrospectives and Focus Groups13:21 Testing Employee Understanding of Compensation Philosophy14:23 Helping Employees Understand Pay Equity and Positioning16:26 Conclusion and Key TakeawaysConnect with VasoVisit: ravio.com https://linkedin.com/in/vaso-parisinou-4368b515/?originalSubdomain=ukCompany Mentioned:Ravio - Compensation benchmarking platform where Vaso works as an expert in startup compensation cyclesKey Concepts Discussed:Merit matrices and pay-for-performance frameworksCompensation ratio management within salary bandsNon-monetary reward strategies including sabbaticalsFocus group methodologies for compensation retrospectivesPay equity visualization and transparencyMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-Founder at Dream Team, we explore how to transform people's team by applying product-led principles in practice. We discuss practical strategies for starting small with MVPs, implementing agile ceremonies for HR teams, and leveraging AI to free up time for strategic impact. Shirley shares actionable frameworks for running kickoff meetings, sync meetings, and retrospectives that help people teams ship faster, build credibility, and create measurable business impact. Keep watching to discover how to move from theory to practice and become a more commercial, effective people leader.Chapters:00:00 Introduction to the FNDN Series01:56 Starting with Product Thinking: Defining Outcomes Over Solutions02:40 Running Your First MVP: The Kickoff Meeting Framework05:58 Formalizing What You're Already Doing: User Interviews in HR07:32 Fine-Tuning vs. Radical Shifts in People Operations08:44 Scaling Product Practices: Agile Ceremonies for People Teams09:26 Three Key Rituals: Kickoff, Sync, and Closing Ceremonies11:34 Building Credibility Through Sprint Reviews and Visibility13:49 Normalizing Mistakes: Building Psychological Safety into Your Process14:58 Taking Pressure Off: Iterative Approaches to Compensation and Performance17:12 The Power of Owning Your Mistakes as a Leader18:26 Measuring Success: Qualitative Signals Over Cookie-Cutter KPIs22:23 Defining Impact-Driven Metrics for Each Initiative23:10 The Night and Day Difference: Personal Experience with Product-Led HR25:07 AI's Role in Product-Led People Teams: Automation and Data Insights28:11 Creating Space for Strategic Work Through Operations and Product Split29:58 The Future of AI in HR: From Hype to Practical Application32:29 Conclusion and Wrap-UpConnect with Shirley:https://www.linkedin.com/in/shirleyjb/ Visit: dreamteam.io Newsletter: https://agilehr.substack.com/ Company Mentioned:Dream Team - AI-powered HR platform that automates administrative work and surfaces data-driven insights for people teamsConcepts Discussed:MVP (Minimum Viable Product) approach for HR initiativesAgile ceremonies (kickoff meetings, sync meetings, retrospectives)Sprint reviews for people team deliverablesProduct thinking framework: outcomes over solutionsSynthetic audiences for user researchMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 ProductLedHR, PeopleOperations, HRTransformation, AgileHR, ProductThinking, StartupHR, PeopleTech, HRInnovation, CompensationStrategy, PerformanceManagement, HRLeadership, StartupOperations, PeopleStrategy, HRTech, AIinHR, DataDrivenHR, HRProductManagement, PeopleAnalytics, StartupCulture, HRBestPractices

Why the Best People Teams Think Like Product Teams - Part 1 with Shirley Baumer  Co-founder at Dream TeamDescription:Welcome back to the FNDN Series, where we continue our deep dive into startup people topics with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-founder at Dream Team and former Product Manager at Monday.com, we explore how people teams can adopt product-led thinking to drive real business impact. Shirley shares insights from her journey at Monday.com, where she was the first product manager and witnessed the company scale from 30 to over 2000 employees. We unpack the parallels between product teams and people teams, and why this mindset shift is critical for HR leaders who want to move beyond administrative work to become trusted strategic partners. Keep watching to discover practical frameworks for transforming your people operations from reactive to impact-driven.Shirley is Co-founder and CPO of DreamTeam, the AI-native people management platform now launching its first-ever AI agents for HR. Before DreamTeam, Shirley led product management at monday.com, joining as the first PM when the company had 30 employees and $6M ARR. She watched it scale to $1B ARR and 2,000 employees globally, experiencing firsthand how critical people management becomes during rapid growth. Shirley also co-founded STEPS&, a platform connecting healthcare providers with patients, and is a recognized speaker on product management and entrepreneurshipChapters:00:00 Introduction to the FNDN Series02:21 Guest Introduction: Shirley  and Dream Team04:46 What is Product-Led Thinking for People Teams?06:04 Moving from Operational to Strategic: The Brand Challenge07:08 Why This Approach Matters Now More Than Ever09:01 Signs Your Team Needs a Product-Led Shift11:04 Having a Seat at the Table: What Success Looks Like12:22 Case Study: Rethinking Performance Reviews18:02 The Myth of Best Practice and the Power of Context19:59 Overcoming the Speed vs Quality Debate23:28 The Safety of Admin Work and Why We Must Move Beyond It24:34 Essential Skills for Product-Led People Teams27:53 Breaking the HR Brand Stereotype29:01 Starting Small: No Grand Announcements Needed30:48 Conclusion and Wrap-UpConnect with Shirley:https://www.linkedin.com/in/shirleyjb/ Visit: dreamteam.ai Newsletter: https://agilehr.substack.com/ Resources and Companies Mentioned:Monday.com - Work management platform where Shirley served as first Product Manager and led core product with $850M ARRDream Team - AI-native people operating system co-founded by Shirley, focused on zero admin work for HR teamsBooks and Resources:The Mom Test - Book on conducting effective user interviews (recommended by Luke Armani)Jessica Zweig - Thought leader on product-led thinking for HRLuke Armani - Thought leader on product-led thinking for HRMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew Bartlow, HR Executive and Consultant with 30 years of experience, we tackle the controversial question of whether engagement surveys are effective tools for measuring compensation satisfaction. Andrew shares his candid perspective on why asking compensation questions in engagement surveys creates more problems than solutions, and reveals better methods for assessing whether your comp practices are actually working. We explore strategic approaches to compensation measurement, the importance of grounding HR work in business objectives, and practical alternatives to traditional survey methods that deliver more actionable insights.Chapters:00:00 Welcome & Introduction to the FNDN Series01:30 Guest Introduction: Andrew McIlvaine's 30-Year HR Journey03:17 The Problem with Compensation Questions in Engagement Surveys06:08 Why Engagement Surveys Create a Pandora's Box for Comp06:42 Better Ways to Measure Compensation Effectiveness09:37 Creating Strategic People Plans and Setting Clear Goals10:21 Exit Interviews vs Exit Surveys: Best Practices for Comp Data12:13 When to Use Live Conversations vs Surveys for Departing Employees13:18 Grounding Compensation Work in Business Objectives15:02 Final Words of Wisdom for People LeadersConnect with AndrewVisit: https://linkedin.com/in/bartlow/ The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.Resources MentionedSurvey Platforms:Gallup - Employee engagement survey providerCulture Amp - Employee feedback and analytics platformConcepts Discussed:Strategic People Plans - Framework for aligning HR initiatives with business goalsRed, Yellow, Green Talent Assessment - Simple performance tracking methodology50th/60th/75th Percentile Market Positioning - Compensation benchmarking strategiesKey Takeaways:Compensation questions in engagement surveys often create more problems than solutionsBetter to track specific metrics like top performer retention ratesExit surveys should be simple and structured for actionable dataGround all compensation work directly in business objectivesMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiMApple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484