Guerrilla HR

While many professionals are familiar with the "5 Love Languages," applying these concepts to a professional setting is a game-changer for retention and culture. In this episode of the Guerrilla HR Podcast, Becky Drozdz sits down with Dr. Paul White to discuss how managers can move beyond vague "good job" emails and connect with their teams on a deeper level. From navigating appreciation in a remote world to understanding generational differences in communication, Dr. White provides actionable tactics for HR leaders and business owners to build more connected, loyal workplaces.

• The Transition from Love to Work: Dr. Paul White shares the origin story of how a "disastrous" family business succession plan led to his collaboration with Dr. Gary Chapman.

  
  

• The 5 Languages Defined: A breakdown of the five languages—Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts, and Physical Touch—and how their application differs in a professional context.

  
  

• The "Good Job" Trap: Why vague praise often falls flat and the research-backed model for giving meaningful, specific affirmation.

  
  

• Generational Shifts in Appreciation: Why older employees value focused time with supervisors while younger workers (Gen Z) often prioritize connection with their peers.

  
  

• Acts of Service & Remote Work: Practical ways to support colleagues who are miles away, including "proactive checking in" and freeing up resources for time-sensitive projects.

  
  

• The Impact on Retention: Exploring the statistic that 79% of people who quit cite a lack of appreciation as a primary reason for leaving.

  
  

• Becky’s "Oh My God, Becky" Segment: A concluding discussion on advocating for yourself with market data and the importance of respectful communication with employers regarding compensation.

Becky Drozdz sits down with Anu Jassal, owner and president of TeamLogic IT, to tackle one of the most pressing issues facing organizations today: data security. From rising benefits costs to the growing threat of cyberattacks, Becky and Anu explore how employers can safeguard sensitive information while supporting their workforce.

💡 Key insights you’ll hear:

• Why rising benefits costs demand smarter broker relationships and creative plan design
• How small businesses can protect themselves against data breaches without big IT budgets
• The importance of layered defenses: strong passwords, multi-factor authentication, firewalls, and email filtering
• Why phishing simulations build “muscle memory” and help employees spot suspicious activity
• The growing sophistication of scams—from impersonation emails to AI-powered fraud—and how to stay vigilant
• Practical steps for secure file sharing and role-based access to sensitive information

This episode blends HR strategy with IT expertise, offering actionable advice for leaders who want to protect both their people and their data in an increasingly digital workplace.

Becky Drozdz welcomes Jessica Arellano—strategic HR leader and retired U.S. Marine—to explore the parallels and differences between military and civilian human resources. Jessica shares her 20-year journey in the Marine Corps, where she managed HR functions like benefits, performance management, and succession planning, and how those experiences translate into today’s corporate world.

💡 Key takeaways:

• Why nearly 90% of U.S. employees worry about covering basic monthly expenses—and what employers can do to help
• How HR in the military mirrors corporate HR, from recruiting to performance management
• The structured promotion and succession systems of the armed forces
• The challenges veterans face when transitioning to civilian careers—and the transferable leadership skills they bring
• Practical advice for service members preparing to exit the military, including networking, mentorship, and leveraging nonprofit resources

In this episode of Guerrilla HR, Becky Drozdz sits down with Bill Kasko, President and CEO of Frontline Source Group, to unpack the evolving world of recruiting and staffing. From the days of fax machines to the rise of LinkedIn, Bill shares how technology, recessions, and the Great Resignation have reshaped the balance of power between employers and employees.

💡 Key insights you’ll hear:

• Why free speech at work isn’t as simple as the First Amendment
• How Bill’s unexpected journey from tech to staffing shaped his perspective
• The impact of the Great Resignation on compensation and retention
• Why today’s “tight market” is driven by fear as much as opportunity
• How platforms like LinkedIn have become essential for both job seekers and employers

This candid conversation blends Becky’s HR expertise with Bill’s recruiting experience, offering practical takeaways for leaders, employees, and anyone navigating the modern labor market.

Becky Drozdz tackles the emotional weight of a divided world and pivots toward personal agency, starting with your paycheck. After a heartfelt reflection on legacy and how we show up in the world, Becky dives into the wage gap debate, busts myths about gender and negotiation, and delivers a no-nonsense guide to asking for a raise.

💡 What you'll learn:

• Why your employer doesn’t care why you want a raise—and what they do care about
• How to shift from personal need to professional value in your ask
• The power of a “Yay Me” folder and how to build one
• What market data to trust (and what to avoid)
• How to handle rejection and turn it into a growth opportunity

Whether you're early in your career or a seasoned pro, this episode will help you advocate for yourself with clarity, confidence, and strategy.

🔗 Subscribe, share, and send Becky your questions—she’s ready to tackle them in future episodes.

Becky dives into the latest CEO compensation data and the jaw-dropping gap between executive pay and employee wages. But that’s just the warm-up. From the myth of the “shit sandwich” feedback model to the emotional toll of toxic coworkers, Becky lays out a clear, practical framework for accountability in the workplace. Whether you’re a new manager, a seasoned HR pro, or just tired of eye rolls and sighs in the break room, this episode delivers real talk, actionable advice, and a few spicy TikTok comments to boot.

Key Topics Covered:

• 📊 AP CEO Compensation Survey: $17.1M median pay vs. $85K employee median

• 📉 The 1.7% raise reality for workers—and what it says about corporate priorities

• 🧠 Accountability defined: obligation vs. willingness to own your actions

• 🧍‍♀️ Job hugging, the great stay, and fear-based workplace cultures

• 🧃 Why the “shit sandwich” feedback model fails—and what to do instead

• 🧑‍🤝‍🧑 Behavioral accountability: eye rolls, sighs, and toxic team dynamics

• 🧾 Performance management tips: clarity, timeliness, and dignity

• 🏈 Becky’s football analogy: spitting, refs, and workplace civility

• 💬 TikTok comment of the week: “Nonprofits don’t choose where they pay”—Becky’s rebuttal

• 💡 Favorite coaching phrases: “What does success look like?” and “What do you need from me?”

Becky sits down with Dr. Crystal Maxwell; family physician, entrepreneur, and founder of Light Family Wellness, to unpack the real cost of traditional healthcare and introduce a smarter, more human alternative: direct primary care. From predictable pricing and same-day access to personalized treatment without insurance interference, Dr. Maxwell explains how DPC works, why it’s affordable, and how it’s transforming care for individuals and small businesses alike. Plus, Becky shares a viral TikTok comment that sparks a myth-busting moment about menstrual cycles and workplace empathy.

Key Topics Covered:

• 🏥 What is direct primary care (DPC) and how it differs from concierge medicine

• 💸 The real cost of traditional insurance: premiums, deductibles, and unpredictable billing

• 📊 KFF data on 2024 insurance premiums and why small businesses struggle to offer coverage

• 📞 How DPC offers flat-fee care, direct access to physicians, and same-day appointments

• 💊 In-house labs and pharmacy: transparent pricing and no surprise bills

• 🧑‍💼 Flexible employer options: covering employees, contractors, and even families

• 🧠 Mental health, patient trust, and the emotional toll of delayed care

• 🩺 Why DPC is a win-win for employers and employees—and how to get started

• 🧴 Bonus: Dr. Maxwell’s skincare secrets and vampire-level glow (future episode tease)

• 🩸 TikTok myth-busting: menstrual cycles are not “like clockwork”—and why workplace empathy matters

Quote to Highlight:"Delayed care increases healthcare costs—and it increases your anxiety." — Dr. Crystal Maxwell

Resources Mentioned:

• Light Family Wellness

• Reginfo.gov for legislative updates

• YouthRules.gov for child labor law clarity

• Contact: [email protected] | Text: 704-594-1140

Becky dives into the uncomfortable truths that shape our workplaces—from child labor violations in poultry plants to the emotional toll of pretending everything’s fine. With her signature mix of humor, honesty, and coaching clarity, Becky walks us through the “ugly truths” managers and employees need to hear. Whether it’s learning to say no, setting boundaries, or fixing your Zoom face mid-meeting, this episode is a masterclass in emotional intelligence and HR strategy. Plus, a shoutout to youthrules.gov and a classic quote from Becky’s dad: “Like birth control, hope is not a method.

Key Topics Covered:

Becky kicks off this episode of the Guerrilla HR Podcast with a sweaty gym anecdote that leads into a powerful conversation about workplace burnout—specifically a rising phenomenon called “quiet cracking.” From Rhode Island’s new menopause accommodation law to the emotional toll of staying in toxic jobs, Becky blends humor, empathy, and HR expertise to unpack what it means to truly support employees through every stage of life. Whether you’re an HR pro, a manager, or someone quietly cracking yourself, this episode offers insight, validation, and practical steps forward.

Key Topics Covered:

• Becky’s gym story and the heat that sparked a deeper HR reflection

• Rhode Island’s new regulation on menopause accommodations

• What “quiet cracking” is and how it differs from quiet quitting

• Signs of burnout: emotional withdrawal, absenteeism, reduced initiative

• Why employers must build cultures of trust and proactive support

• Tips for individuals: boundaries, self-awareness, and reclaiming small wins

• Organizational strategies: manager training, scheduled rest, honest workload conversations

• The power of continuous learning and long-term career planning

"If you don’t like something, change it. If you can’t change it, change your attitude." — Maya Angelou

Becky tackles one of the workplace’s most persistent taboos: talking about money. Why are employers still so cagey about compensation? And what does that silence say about your brand?

Becky breaks down the myths, the legal realities, and the strategic advantages of pay transparency. From outdated handbooks to secretive salary ranges, she calls out the practices that erode trust—and offers clear, actionable advice to help HR leaders and business owners shift toward open, honest conversations about compensation.

If you want to build a workplace culture rooted in trust, accountability, and engagement, this episode is your wake-up call.

• Why is it still taboo to talk about money in the workplace?

• The disconnect between employer silence and employee curiosity

• Protected activity: Yes, employees can talk about pay

• Employment brand and how secrecy undermines trust

• Why vague job postings repel top talent

• How to build a compensation philosophy—even if you’re a small business

• The power of pay ranges and how to use them strategically

• Training managers to talk confidently about compensation

• Real-life example: Executive pay negotiation with transparency

• Create a simple compensation philosophy (“We pay fairly for what people do”)

• Document your pay practices—even if they’re basic

• Share salary ranges internally and on job postings

• Use ranges to outline growth paths, not just numbers

• Train frontline managers to handle pay conversations with clarity

• Don’t make up answers—be honest, even if you don’t have all the info