We're Only Human

There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.Ben Sieke, Director of Talent Development and Learning, Delta DentalWe're Only Human -- Episode 156When training is the answer to a problem, it can improve performance, satisfaction, and results. When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs. In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you. Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.Show NotesConnect with Ben on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode See the show archives and sign up for episode updates

 "So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us."Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific PartnersWe're Only Human -- Episode 155One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment. In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you. Show NotesConnect with Lisa on LinkedInCheck out the recruitment marketing episode with Kelby Tansey from Southwest AirlinesCheck out the show archives and links to subscribe on Spotify, Google, Amazon, and moreSee the show archives and sign up for episode updates

Bryan Briscoe from Marriott talks pay transparency trends post-autopilot era. Discussion on wage increases, crowdsourced pay data vs. surveys, and key lessons for HR leaders. Emphasizes importance of transparency in compensation communication and fostering genuine connections in the HR community.

We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace. George Rogers, Chief Culture Officer, Lighthouse Research & AdvisoryWe're Only Human -- Episode 153 There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case. In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.  Show NotesThis is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/ Listen to our show archives: https://lhra.io/were-only-human-podcast/ See the show archives and sign up for episode updates

"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role."Allison Lee, Chief People Officer, Persado We're Only Human -- Episode 152 When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable. As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.  Show NotesConnect with Allison on LinkedInLearn more about BryqWatch the whole replay for the State of DEIB eventCheck out the show archives and get free updates for new episodes See the show archives and sign up for episode updates

"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer." Kelby Tansey, Manager of Recruitment Marketing, Southwest AirlinesWe're Only Human -- Episode 151Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.  Show NotesConnect with Kelby on LinkedInWatch the YouTube video Kelby mentioned on the showCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates

"One day he challenged me and he said, 'Listen, I want you to help our 477 store directors be great. But listen, I don't want you to go and teach them about engagement. They don't need like a history lesson. But I want you to teach them how to be engaging.' As I've navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance."Kamaria Scott, Manager Enablement Expert at AccentureWe're Only Human -- Episode 150 During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles. Yet most companies still don't have a structured way to identify, select, and equip managers to be capable professionals. In today's conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about:Some of her favorite methods for helping to create more openness around manager performance enablementSupporting open dialogue with "manager circles"Carefully applying training where it needs to go instead of wielding it as a weapon.This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.  Show NotesConnect with Kamaria on LinkedInCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates

"What I've seen over the last six to 12 months is that companies are literally craving this information to understand: are they still competitive? Because they've made so many moves, whether it was with pay or benefits, they want to understand where they stack as it relates to their competition." Terry Terhark, Founder and CEO, NXTThing RPOWe're Only Human -- Episode 149If you want to be an Olympian, you'd look at what Olympians do and learn from their approach. If you want to achieve that same world-class level of success in hiring, you should look at what world-class organizations are doing in hiring. NXTThing RPO is a recruitment process outsourcing partner for innovative companies that desire support in their hiring operations. The leader of NXTThing is Terry Terhark, a veritable legend in the RPO industry and a wealth of information about what creates successful hiring outcomes. In today's discussion, Ben talks with Terry about how hiring is evolving, what's next for the economy, and how cultural alignment between employers and service providers plays a role in success of outsourcing relationships. Show NotesConnect with Terry on LinkedInSee the report on how the modern candidate is evolvingCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates

And so we experimented and said, let's have a trial run at being a manager. We took about 25 people that wanted to be a manager as a cohort.  We said, okay, for a period of six to nine months, we would give you a small team you'd be responsible to learn how to interview and make hiring decisions. Then you get to decide whether or not you want to continue the manager path or not.Pat Wadors, Chief People Officer, UKGWe're Only Human -- Episode 148Managers are an essential part of getting work done.But many times managers and talent leaders end up butting heads, having mismatched expectations, or simply not getting along. In this episode, Chief People Officer Pat Wadors shares her experiences and advice for creating stronger manager relationships and outcomes that benefit not just HR and line managers, but their teams as well. Pat also dive into belonging and what it means in the modern workplace, giving each of us some ideas on how to make it a part of what we do every day. Links and Show NotesConnect with Pat on LinkedInCheck out the show archives and get free updatesSee the show archives and sign up for episode updates

"I guarantee there is a direct correlation between a fantastic culture to business success.  They are always together. I would say that the strong culture is the insurance policy of every business."Ronni Zehavi, CEO, HiBobWe're Only Human -- Episode 147What if we had a way to shield our businesses from unnecessary turnover, disinterested staff, and other similar challenges?It turns out that we do. It's called culture. In some new research, we found that just 52% of HR leaders say their technology supports the employee-focused culture they desire. That's a big gap. In today's interview with Ronni Zehavi of HiBob, Ben dives deep with Ronni into culture, why it matters, and how HR technology helps to support an employee-focused culture in practical ways. Ronni talks about transparency, teamwork, flexibility, and other tangible examples based on his experience as a business leader.  This episode is sponsored by Workplace from Meta.  Links and Show NotesLearn more about Workplace from Meta at workplace.com/futureLearn more about HiBob and the Bob platformCheck out the show archives and get free updatesSee the show archives and sign up for episode updates