TalentCulture #WorkTrends

The TalentCulture #TChat Show is back live on Wednesday, August 20, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about how data analyses can help companies understand and measure company culture, and this week we'll extend that conversation to how to survive a poor company culture. Of course company culture and cultural fit have a huge impact on day-to-day happiness. Being able to identify when a culture is turning bad, and what we can do about it, are obviously critical skills for managing our career happiness. Culture originates with leadership values and the core business mission, and then flows from the people inside an organization do with all of that, and eventually with what meaning is attached to all those continuously evolving behaviors. When the accepted collective behaviors lead to conflict and strife, we've got a bad culture on our hands. Lots of things that can create a bad culture, but all of them can be summed up by three factors we're going to discuss this week on the show. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how to identify, survive, or leave a poor company culture with this week's guests: Anuj Shah, Co-Founder of Traba; and Michael Flynn, Head of Marketing at Traba. Traba mentors know how companies choose candidates and walk you through the best way to tell your story for landing interviews and jobs. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Dice, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, August 13, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about passive recruiting strategies, and this week we're going to talk about how data and the right analysis can help companies of any size understand and measure company culture. There it is again — company culture and employee engagement. But mercy we must keep working towards the goal of improving it. According to Strategy& of PwC, 96% of employees have stated a "culture change" is needed at their company. But culture goes deeper than a workplace flexibility, pizza lunches and ping-pong tables. In fact it should drive most every aspect of business – from customer relations to internal practices. This week we talk "Talent Science" — the science of using quantifiable data to find and hire employees that will be most engaged with the company, therefore contributing more to the bottom line. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about how data can change company culture with this week's guests: Brent Daily, Founder of RoundPegg, employee engagement software that increases business performance through applied culture science; and Natalie Baumgartner, a Ph.D. in Clinical Psychology with a specific focus on assessment and additional training in strength-based psychology. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, August 6, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about about workplace bullying, and this week we're going to talk about passive recruiting strategies. Converting job seekers into job applicants via relevant career content is easy when they're looking for a job. But what about those who aren't? The elusive passive candidate — that's where you have to be smarter and engage them in conversations around relevant career content, but not literally job-specific content, at least not all at once. According to this week's guest, after a 90-day case study on social media content, conversation-based content increased response rates by 54%. We should teach recruiters and sourcers how to engage prospects in real conversations. But whether it's on a forum, user group, blog, simple email or any social network, how do we get the passive ones to start a conversation with us? Strike up a conversation as you would face to face. Talk to them about things they care about first. Recruiters should always know their market and their talent. Recruiting is only human and all about relationships. Always. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about passive recruiting strategies with this week's guest: Bryan Chaney, a global talent sourcing and attraction strategist and Sourcing Executive at IBM. Thank you to our sponsors and partners: RIVS, GreatRated! of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 30, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about the state of HR Technology, and this week we're talking about workplace bullying and the legal and moral implications. Wow. According to one recent study, 96% of American employees experience bullying in the workplace, and the nature of that bullying is changing thanks to social media and online interactions. Even though the employment world is already heavily regulated, one major gap remains: workplace bullying. No state prohibits bullying, unless it relates to a protected group (such as race, sex or disability). But workplace bullying has harmful, reverberating effects, not only on the victims, but also on the witnesses. The good news is that we don't need to wait for a law to be enacted to prevent and respond to bullying. Progressive employers who want to be successful ensure their cultures are bully-free. This week's guest will talk about how. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about workplace bullying with this week's guest: Jonathan Segal, an employment lawyer and partner with the international law firm Duane Morris LLP, as well as an active TalentCulture #TChat community member. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, Globoforce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 23, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about values based leadership and this week we're going to talk about the state of HR Technology with a co-chair of Human Resource Executive's HR Technology® Conference and the host HR Happy Hour Show, a radio program and podcast -- Mr. Steve Boese. Employee engagement and recognition, company culture, cloud computing, HR data management, talent analytics and integrated HR and talent acquisition and management systems continue to be hot trends in the HR tech space, not to mention social collaboration and video (from recruitment to onboarding to core talent management). And a better user experience to boot is what it's all about today. There's a renaissance of new edge applications improving recruiting, learning and talent engagement, and HR buyers are more sophisticated that ever before. Plus, #TChat community members can get $600 off of the HR Tech Conference full rate (expires August 4). Pssst…the secret code is TW14 (case sensitive). This year's HR Technology Conference & Exposition is coming up fast (October 7-10), so join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the state of HR technology with this week's guest: Steve Boese, a co-chair of Human Resource Executive's HR Technology® Conference and a technology editor for LRP Publications. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 16, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about amplifying the talent engagement experience, and this week we're going to discuss values based leadership. Leadership development isn't anything new, but it's is clear that people today care about different things and their expectations from business in their roles as associates, customers, investors, and community members are rapidly changing. For organizations to keep up, leaders have to go first; the culture of any organization is an extended shadow of leadership. For business leaders to successfully transform themselves and bring others along with them, they must come from a place of passion, purpose, competency and authenticity. There are those words again, but unfortunately businesses are not keeping up and still use old school leadership mind-sets and skill-sets of the past. The squandering of the extraordinary potential that lies largely untapped in our employees and organizations is painful to witness, but there is hope. This week's guest calls it Values Based Leadership, similar styles include Authentic, Servant and Truly Human Leadership. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about values based leadership with this week's guest: Mark Fernandes, Chief Leadership Officer of Luck Companies, a global Values Based Leadership (VBL) organization. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, July 9, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Before the 4th of July break we talked about how organizations can and should differentiate, and this week we're going to talk about the benefits of true talent engagement. Unfortunately talent management strategies of the past no longer work. Today people work differently, are motivated differently and are engaged differently. Millennials may have pushed all the employer flexibility buttons, but now every generation is demanding more. For example, employees want ongoing growth opportunities, workplace flexibility, tools and systems that encourage collaboration, and commitment to a reciprocal climate of support and encouragement, all of which lead to payoffs in employee retention, satisfaction, and overall business performance. The key, today, is to drive a higher level of contribution and deeper engagement through a better "people management" experience that can lead to better and more lucrative business outcomes. Companies that demonstrate consistently high engagement scores are gaining an advantage with fully immersed employees who are committing to their organization by contributing to, both, a healthy culture and bottom line. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about improving the talent engagement experience with this week's guest: Jeff Carr, CEO and President of PeopleFluent. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 18, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about the power of workforce culture and continuous talent mobility, and this week we're going to talk about authenticity. The fact that it's more than a buzzword. That it has truly powerful significance to both employee and employer. That it's hard work and usually involves some risk, but the payoff potential is huge. And the fact that authenticity is an inside job — you have to start with yourself. Unfortunately according to this week's guests (and the hosts as well), authenticity is not that simple, it's not neat and orderly, it's not always safe, and it's certainly not as common as we'd like to see, especially in the workplace. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about true authenticity with this week's guests: Jason Lauritsen and Joe Gerstandt, co-founders of Talent Anarchy where they speak on and write about helping companies build cultures that fuel innovation. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 11, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about how to have a transformative onboarding experience for new hires, and this week we're talking about the power of workforce culture and continuous talent mobility. According to 2013 SuccessFactors WFA Benchmarking Data, normal voluntary turnover is 8.9% annually compared with 18.8% voluntary turnover for hires with their first year of employment. That's more than double. It's no wonder companies struggle to retain top talent from the moment the ink is dry on the new hire paperwork. Plus, once onboarded, networked and contributing, every single employee is a perpetual candidate and a growth opportunity for the company at large. In turn, providing a continuous mobility experience to your workforce that includes the flexibility to dial up and down their level of contribution, while ensuring they're career paths are personalized growth opportunities, are the keys to retaining knowledge and your competitive edge. Why look outside first when you already have an internal talent community and referral network? You invest a lot in your talent up front and to lose them quickly because of little to no nurturing empowers your competitors, not your company. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the power of workforce culture and continuous talent mobility with this week's guest: Tracey Arnish, SVP of Talent at SAP. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.

The TalentCulture #TChat Show is back live on Wednesday, June 4, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about how to visualize real-time talent alignment, and this week we're talking about how to have a transformative onboarding experience for new hires. According to the Talent Board's 2013 Candidate Experience Awards report, based on data from nearly 50,000 candidates from over 90 progressive companies, new hires are sometimes met with less-than-ideal onboarding processes. They're usually bombarded with disparate paperwork on the first day, as well as left with many questions about everything from benefits to job responsibilities. Nobody wants to do their "day 1" paperwork from a cold, dark office. They want to do it from the comfort of wherever that comfort derives. They want to get on with the cultural immersion — and get to work. A good onboarding experience is crucial to the success of every new employee, and a happy candidate experience makes for exceptional hires and happy customers. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn how to have a transformative onboarding experience with this week's guests: Todd Owens, President & COO at TalentWise; and Wendy Matyjevich, SPHR, Managing Partner of Human Capital for BlackRain Partners. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.