The HR Misfits

Somewhere between the humble-brag "gratitude posts," the AI-generated hot takes, and the DMs that are definitely a scam, LinkedIn lost the plot. In this episode, Marci, Ami, and LaToya dig into the wild, weird, and increasingly unprofessional world of LinkedIn - and yes, they're calling it exactly what it is: Facebook in a blazer.

They swap the most unhinged LinkedIn posts they've seen lately, break down how scams and security red flags are quietly eroding trust on the platform, and get real about the flood of AI-generated content clogging everyone's feed. Along the way, they debate what "whatever you see first says a lot about you" really means for your algorithm - and reminisce about a simpler, MySpace-shaped internet.

But this isn't just a roast session. The trio also gets into genuine ideas for fixing LinkedIn: better platform screening, smarter AI content moderation, and engagement filtering that actually rewards authentic professional networking instead of performative nonsense.

If you've ever scrolled LinkedIn and thought "wait, is this Facebook?" - this episode is for you.

In this episode:

• How LinkedIn shifted from professional networking to personal updates and performative content
• Common scams and security issues chipping away at platform trust
• The impact of AI-generated content on authenticity and engagement
• A candid critique of humble-brag culture and "performative" posts
• Real ideas for restoring LinkedIn's original purpose and what platforms could learn from the past
• Why authentic networking still matters, even in a feed full of noise

What does Gen Z really want from work and what are other generations getting wrong about them?

In this episode of The HR Misfits Podcast, we sit down with Samantha Gunn, a Gen Z HR professional, for an honest conversation about work, leadership, communication and the expectations shaping today’s multigenerational workplace.

Samantha shares how growing up with constant digital access, entering the workforce during the rise of hybrid work and navigating return-to-office expectations have influenced her generation’s perspective. We also explore why Gen Z places such a high value on authenticity, purpose and flexibility—and why their willingness to ask “why” may be one of their greatest strengths.

This conversation goes beyond generational stereotypes to examine how leaders can build stronger relationships by remaining curious, dropping their biases and understanding the whole person—not just the employee.

In this episode, we discuss:

• Gen Z’s perspective on work and communication
• Hybrid work and return-to-office expectations
• Why Gen Z questions traditional workplace norms
• Purpose, flexibility and authenticity at work
• The grit and perseverance Gen Z doesn’t always get credit for
• How different generations can learn from one another
• The role of curiosity and listening in effective leadership
• Building stronger cross-generational relationships

The biggest takeaway? Generational differences don’t have to divide the workplace. When we replace assumptions with authentic dialogue, those differences can become a source of innovation, connection and growth.

Listen in—and consider what another generation might be able to teach you about the future of work.

Work-life balance? That's cute. Let's talk about work-life unbalance.

In this episode of HR Misfits, Ami Graves, LaToya, and Marci get real about the myth of "balance" — and why prioritization, boundaries, and a well-placed "no" will save your sanity faster than any color-coded calendar ever will.

They're talking guilt, self-inflicted stress, leadership's role in setting the tone (yes, if you're emailing at 11pm, your team notices), and why you don't owe anyone an explanation for protecting your time.

If you've ever felt like you're failing at "having it all," this one's your permission slip to stop trying.

In this episode:
Why work-life balance is a myth (and what to chase instead)
Saying no as a leadership superpower
How leadership behavior shapes team culture
Getting real about self-awareness and self-inflicted stress
Why transparency and vulnerability build healthier workplaces
Practical tips for actually protecting your time

Quiet quitting. Revenge quitting. Whatever you want to call it - people are checking out, and some of them are checking out loudly on their way to the door.

In this episode, Marci, Ami, and LaToya get into why "just be a better manager" isn't cutting it anymore, what generational shifts are actually doing to workplace culture (spoiler: it's not what LinkedIn thought-leaders think it is), and the signs of disengagement most leaders don't catch until someone's already gone.

No fluffy retention tips. Just real talk on what's actually driving people out - and what it'll take to get them to stay.

Your best employee just quit. Not because they were failing, because they were succeeding, and their reward was more work, a bigger title, and zero support. Sound familiar?

LaToya, Ami, and Marci break down why companies keep burning out the exact people they can't afford to lose: the real difference between high performers and high potentials (hint: they're not the same person, stop treating them like they are), why Gartner says only 15% of your talent is truly "top" and why that's fine, the quiet power of steady performers, and the rise of revenge quitting.

Because promoting without support isn't development. It's a countdown clock.

Culture doesn't start with HR. It starts with whoever's at the top.

And when leadership is the problem, no amount of HR programming, culture initiatives, or team offsites is going to fix it.

This week we're talking about Ryan Breslow, Bolt, and the very uncomfortable conversation about leadership accountability that most people in HR are having behind closed doors. We just chose to have it on a podcast. 

In this lively discussion, HR Misfits Ami Graves, Marci Coppola, and LaToya Davis share candid stories and insights about the challenges of managing and developing effective leaders. We have seen some things. And today we're pulling back the curtain on one of the most common and most costly mistakes organizations make: taking your best individual contributor and handing them a team without a map, a plan, or a clue.

We're talking about the real cost of poor leadership development, what HR can actually do about it, and why "they were great at their job" is not a leadership strategy. This one gets real. Let's get into it. 

In this engaging episode, the HR Misfits and a special guest explore the credibility crisis in HR, the controversial idea of licensing the profession, and the innovative HR Accountability Project aimed at elevating standards and trust in HR.

Three HR leaders. Three takes on AI. Zero agreement at the start.

In this episode of The HR Misfits, Ami, LaToya, and Marci go all in on the conversation every HR team is having right now - but probably not like this. LaToya's ready to embrace it, Marci's side-eyeing it, and Ami's somewhere in the middle trying not to pick a fight. What starts as a debate, lands somewhere way more honest: AI isn't the enemy, but it's not the savior either. And the human stuff? That part's not optional.

The pandemic didn’t just change where we work, it exposed everything broken about how we work.

In this episode of HR Misfits, we dig into the reality of remote and hybrid work beyond the headlines, policies, and performative debates.

Because here’s the truth:
Not everyone works best the same way. And trying to force a single model? That’s where companies are getting it wrong.

We talk about:
Why the “return to office vs. remote” debate is missing the point
How different roles, personalities, and life realities shape how people perform best
The gap between leadership expectations and employee experience
Why flexibility still isn’t being applied fairly
What actually drives productivity (hint: it’s not location)

This isn’t about picking sides.
It’s about rethinking work entirely.

If you’re a leader still trying to figure out what actually works or an employee feeling stuck in a model that doesn’t - this conversation is for you.

Timestamps

00:00 Intro – Building a High-Performing Agency
00:48 The Secret Behind 80%+ Staff Retention
02:30 Why Culture Must Start From Day One
03:30 Becoming an Employee-Owned Company
04:30 Why Most Company Values Are Useless
06:00 The 3 Values That Actually Work
08:30 Turning Values Into Real Behaviors
11:30 Performance Improvement Without Fear
13:00 How Junior Employees Bring Big Clients
14:30 Making Everyone Think Like an Owner
15:50 What Actually Changed After Employee Ownership
17:00 Employees Sitting in Board Meetings
19:30 Breaking the “Us vs Them” Culture
21:00 Salary, Bonuses & Fairness Explained
23:10 Preventing Employee Frustration Early
24:00 Why Team Trips Boost Performance
27:30 The “Olympics” Idea: Fitness + Charity + Fun
30:10 The Future Vision of the Company
32:30 Final Thoughts – Culture Drives Everything