HR Mavericks

In this episode, we sat down with Chris Ruddy, HR and Operations Specialist at Skill Struck, to hear about his experience establishing and running an HR department of one at a small business.

Like many in the industry, Chris fell into the field of HR. But what’s kept him here is the possibilities that come with establishing a new HR department from scratch.

We also talked about:

• Where to start when you’re the first HR person hired for a small business

In this episode, we sat down with Kelly Loudermilk, Talent Innovator at BuildHR, to hear about the key trend HR should be watching for in 2022. According to Kelly, the anti-work movement will turn everything we know about HR on its head—and HR professionals and leaders need to be prepared to redefine the relationship between employer and employee in the year ahead.

We also talked about:

• What a Talent Innovator does—and how the role isn’t that different from what HR has always done

As a field that is often associated with strict rules and regulations, HR is actually a pretty innovative and creative place to work.

But don’t take it from us. Take it from Cassidy Gonzalez, Vice President of People at Pura. In this episode, we sat down with Cassidy to hear about how she and her team have discovered opportunities to innovate the way things have always been done in HR.

We also talked about:

• Why innovate is more than just a corporate buzzword

People analytics is about people. It’s not just for big companies. It’s not just for tech-savvy companies. It’s for all companies that want to better understand their people.

In this episode, we sat down with Joseph Ifiegbu, Co-Founder & CEO at eqtble, to hear about the value people analytics tools add to organizations of all sizes.

We also talked about:

• Why he’s interested in the intersection of data analytics and HR.

What is unconscious bias? Do you have one? Is there something ‘wrong’ with you if you do?

Let’s answer the second and third questions first: Yes, everyone does. And no, but it’s good to take the time to understand your own biases and work on them.

Now, to better understand the answer to the first question, we sat down with Angela Livingston, Sr. HR Business Partner at Cobham Advanced Electronic Solutions (CAES). She told us all about what unconscious bias in the workplace is—and why it’s important to understand our own biases in order to overcome them and not take action on them.

In this episode, we also talked about:

• How to know if you have an unconscious bias

PS. Here’s the link to take the Harvard Implii Harvard Implicit Association Test (IAT) Angela referenced.

The pandemic accelerated the capabilities organizations had (for years) to go remote. It also accelerated trust—the trust companies put in their employees to work from home, maintain the same levels of productivity, and still be engaged.

And while decentralized teams are strengthening, in the future of work, companies will need to be intentional about fostering human connectivity in order to support innovation and creativity.

We sat down with Christine Wzorek, Founder and CEO at White Label Advisors, to hear about the value of human connectivity, what it means and why it matters to companies, and how—when an organization gets human connectivity right—it supports its ability to achieve business goals and financial outcomes.

In this episode, we also talked about:

• How optimal human connectivity in an organization impacts financial outcomes and enhances the probability of achieving business goals.

Feeling a sense of belonging at work means being able to be your full, authentic self. It doesn’t mean compartmentalizing your personal problems at work, or pretending stress doesn’t exist within the four walls of the office.

Yet, when stress—personal and work-related—starts to get in the way of employees’ productivity and ability to focus, there are negative business implications—implications organizations need to be aware of, get ahead of, and address with empathy.

We sat down with Steven Farber, Financial Wellbeing Benefits Carrier at LegalShield Business Solutions, to hear about how companies can utilize low-cost or no-cost benefits solutions to reduce workplace stress and improve employee retention, acquisition, and productivity.

In this episode, we also talked about:

• Why stress—and employee turnover—are higher than ever, and what the connection is between the two.

Whether your employees are line cooks, truck drivers, or desk workers, everyone appreciates hearing the words “thank you” the same. And that’s all it takes, a simple phrase, to show your employees you appreciate them.

In fact, a recent survey conducted by Motivosity showed that 68% of people said their mental health would improve if they were recognized and appreciated more often for the work they do.

We sat down with Logan Mallory, Vice President of Marketing at Motivosity, to hear about why businesses, especially small businesses, should be thinking about their employee engagement strategies—right now—for the year ahead.

In this episode, we also talked about:

• What’s causing employee turnover and difficulty hiring

With everything that transpired in 2020, the discussion of mental health at work became an increasingly important component of a healthy, enduring small business. How can you make an impact and create an open culture surrounding mental health at your workplace?

Organizational Psychologist and Author Melissa Doman noticed a major theme of work-related mental health issues in her experience as a former clinical mental health therapist. Blending her clinical background with her organizational field experience, she addressed the issue at its core - hosting talks and workshop sessions in actual workplaces. Now, she’s compiled all of her learnings from the field into a guide on discussing mental health at work with her new book, Yes, You Can Talk About Mental Health at Work: Here’s Why (and How to Do it Really Well) and shared her insights on the podcast.

What we discussed:

• How Melissa’s clinical background led her to specialize in mental health at work in an organizational setting

At some companies, core values are just words on a page. At others, employees live and breathe the core values. Walker Edison is the latter; a company where employees know every value starts with “we”—and the most important one is “We give.”

We sat down with Megan Putnam, Head of People and Culture at Walker Edison, to hear about how culture emanates through the work that employees do at her company. She shared how having a culture of service doesn’t start when you hit a certain revenue or sales goal. It starts on day one—and how that mentality is evident in everyday work-life at Walker Edison.

In this episode, we also talked about:

• Why culture has to start at the top with senior people leading by example