We're Only Human

Michelle Pulido, Senior VP of People at Rothy's, discusses aligning employee efforts with company goals. Topics include creating positive employee experiences, understanding motivations, aligning with leadership priorities, utilizing platforms for recognition, and providing choices for personalized recognition.

"We can make the case. Research is out there that prioritizing connection over productivity is the fastest way to get the productivity. When people have the sense of belongings and feel valued and be part of something, the productivity goes up."Junko Fukuma, AVP of Talent, HealthesystemsWe're Only Human -- Episode 175In this episode of "We're Only Human," Ben Eubanks interviews Junko Fukuma about the importance of creating connections and fostering belonging in the workplace. They discuss the concept of a "me manual" as a tool to facilitate understanding and communication between team members. Junko shares insights on how the me manual can improve team dynamics, enhance productivity, and create a sense of belonging. The conversation highlights the significance of personal connections, especially in a remote work setting, and emphasizes the impact of prioritizing human connections over productivity.Three takeaways: Me Manual: A tool used for creating connections and fostering understanding in the workplace by sharing brief user manuals with questions about working preferences and communication styles.Importance of Connection: Prioritizing connection over productivity leads to increased productivity and retention in the workplace.Psychological Safety: Creating a culture of psychological safety allows for open communication and constructive feedback among team members.Show NotesConnect with Junko on LinkedInSee the show archives and sign up for episode updates

"I also enjoy the face to face with employees. And I think I really have chosen this field of benefits, this discipline, because I want to help employees maximize the benefits that are offered to them."Summer Martin, Human Resources Generalist, STRATA-G SolutionsWe're Only Human -- Episode 174The episode features a conversation between Ben Eubanks and Summer Martin about Summer's journey in pursuing the Certified Employee Benefits Specialist (CEBS) certification. Summer shares her passion for educating employees on benefits and helping organizations enhance their benefits offerings. She discusses the importance of effective communication in benefits and the value of specialized certifications in HR. The conversation highlights the role of benefits in attracting and retaining talent, as well as the significance of tailoring benefits information to different audiences.Show NotesConnect with Summer on LinkedInSee the show archives and sign up for episode updatesSee the show archives and sign up for episode updates

"And someone says, 'I don't think management's for me.' Celebrate that! When somebody says that to you, you need to celebrate and say, 'Great decision!' As an individual contributor, you have joy in your job by being excellent, by being a subject matter expert."Cheryl Gochis, Chief Human Resources Officer, Baylor University We're Only Human - Episode 173 In this episode, Ben Eubanks interviews Cheryl Gochis, the chief human resources officer at Baylor University. They discuss the importance of enabling and selecting great leaders. Cheryl highlights the impact of a good manager on their team, the importance of truthful job descriptions for manager roles, and the need for HR professionals to understand and support the business they serve. The interview also highlights the value of sharing real stories and narratives to guide managers, rather than adopting a formulaic approach.Show NotesConnect with Cheryl on LinkedInSee the show archives and sign up for episode updates See the show archives and sign up for episode updates

JD Dillon, Chief Learning Officer at Axonify, discusses the evolution of learning technology for frontline workers, including personalized learning, overcoming language barriers, and the potential of AI. The conversation highlights the importance of enabling personalized and effective learning experiences through technology.

"I would be remiss to tell our employees 'you have the power to question your doctors' if I didn't tell HR people 'you have the power to question your consultants and brokers' the exact same way."Melissa Cassidy, Human Resources Leader, ValpakWe're Only Human -- Episode 171In this podcast episode, host Ben Eubanks engages in a conversation with Melissa Cassidy, focusing on the topics of benefits, HR, and employee wellness. They discuss Melissa's background and her experience in the field. Melissa shares the challenges she faced when implementing a new benefit plan and the importance of gathering employee feedback. Moreover, they dig into the strategies they used to educate and support employees in terms of benefits and financial literacy. Key Takeaways:Gathering employee feedback is crucial: Melissa emphasizes the significance of listening to employees and their needs when it comes to benefits. Conducting surveys and actively seeking input from employees can help shape effective benefit strategies.Tailor education and communication: Melissa highlights the importance of delivering benefit information in a way that meets the needs of the diverse employee population. Using various communication channels, such as in-person meetings, virtual visits, and recorded presentations, allows employees to access information at their convenience.Holistic approach to employee wellness: In addition to focusing on health benefits, Melissa's organization prioritizes mental and financial well-being. Providing access to financial advisors and mental health resources demonstrates a commitment to the overall well-being of employees beyond just health insurance coverage.Show NotesCheck out Melissa on LinkedInSee the show archives and sign up for episode updates See the show archives and sign up for episode updates

"So when it comes to training and learning as a viable solution for helping people be the best that they can be in the roles that they serve, I believe that that's always been important.  We've just not always been able to illustrate impact in the past the way in which we're able to now. That is because of the different types of tools and resources and knowledge that we've gained about the science of measuring the impact of training and learning."Kevin M. Yates, The L&D DetectiveWe're Only Human -- Episode 170 It's an age-old problem: We're training people, but how do we know if it's working? What's the impact? What's the result? What's the ROI? In this interview with Kevin M. Yates, the learning detective and a daily practitioner with experience in learning analytics and measurement at organizations like Meta and McDonald's, you'll learn about how measuring and proving training value is closer than ever before.  Show NotesCheck out Kevin's nonprofit: https://mealsinthemeantime.org/ Check out Kevin's work: https://kevinmyates.com/ See the show archives and sign up for episode updates: https://lhra.io/podcast  See the show archives and sign up for episode updates

"So it's really designed to be a two-way street and to create that conversation from the very, very beginning points. So we're setting the expectations for what employment is going to be like, especially as a leader at our company."Nicole Hirsch, Sr Recruiting Manager, LatticeWe're Only Human -- Episode 169 Teaching hiring managers how to interview... It sounds like a foregone conclusion, yet data from the 2023 Lighthouse Research & Advisory Modern Screening Practices Study of more than 500 employers shows that it's not happening as much as it should. Employers put their reputation on the line every time they let hiring managers speak with candidates, but they don't always do a good job of preparing them for what to say, how to say it, etc.In this conversation between Ben and Nicole Hirsch, a senior recruiting leader, you'll hear how to approach this with intentional focus in order to drive the best hiring results.  Show NotesThanks to Brighthire for connecting us with Nicole! https://brighthire.com Connect with Nicole on LinkedIn: https://www.linkedin.com/in/nicolethomsenhirsch/See the show archives and sign up for episode updates: https://lhra.io/podcast  See the show archives and sign up for episode updates

"Like a lot of people, it's something I fell into. I don't think there's anybody out there that woke up and said, "When I grow up, I want to be an HR tech/HRIS person. So I had a background in social work, counseling, and nonprofit, then got into it and then ended up working in an HRIS role implementing a learning management system.That was my first kind of true HRIS and I'd never worked with learning management before. I'd never worked in HR before. So it was a learning experience for me. But since then, I've grown in responsibility and different systems that I've worked with, and I've gotten a lot of experience doing data analytics, people analytics and system support. I just love that blending of technology and people."Tim Whitley, Director of HR Technology, Oklahoma State We're Only Human -- Episode 168Everyone knows the core elements of human resources: hiring, training, compliance, payroll... But what about HRIS?What does it take to excel in that type of role, and how do you get into that specific discipline of HR? In this interview with Tim Whitley, the HR Tech Wizard, Ben dives into that background, the transition, and advice Tim might have for others that want to explore the same career path. Show NotesGet Tim's top tips for succeeding in HR Tech: https://hrtechwizard.com/download See the show archives and sign up for episode updates: https://lhra.io/podcast See the show archives and sign up for episode updates

Megan Nail, Vice President, Total Rewards Practice at NFP, discusses the significance of pay transparency and the importance of having an education plan for employees. The podcast also covers strategies for evaluating compensation competitiveness and managing pay transparency in a healthy manner. It explores the unexpected findings on increasing entry-level pay rates and highlights the role of factors beyond pay in turnover rates.