World at Work

"You're not being duped if someone leaves for better pay. You're just part of their journey. Focus on what you gained while they were with you."

Notable Moments

02:36 – Setting the salary range and mismatched expectations

04:49 – When candidates leave for better offers (and it's not personal)

05:35 – Questions to ask candidates taking a lower salary

07:52 – The value of short-term high performers

10:44 – What to do when a candidate asks for more than you can pay

11:13 – Why salary market analysis matters

13:35 – Where to get help with salary benchmarking

In this episode Tim Dyck and Jody Maberry explore the nuances of managing salary expectations in hiring. What do you do when a candidate asks for more than you can offer or decides to take a role below their usual pay? Tim shares practical steps for assessing motivation, minimizing risk, and deciding when it's worth making the hire. Learn how to ask the right questions, handle salary gaps with transparency, and why short-term high performers can still bring long-term value. If compensation conversations ever feel awkward, this episode will help you approach them with strategy and confidence.

Read the blog for more from this episode about managing salary expectations.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

"You're never overworked; you're underorganized. The org chart should help you fix that."

Tim Dyck and Katie Currens dive into the importance of intentional organizational charts. Tim explains how reactive decisions, like adding roles to solve immediate problems or merging jobs without reflection, can lead to burnout, confusion, and inefficiency. The episode explores how to design org charts around customer needs, include key voices from the front lines, and plan ahead with future-focused job descriptions. Whether you're growing a team or restructuring after a departure, this conversation offers practical steps to build a healthier, more effective organization.

Read the blog for more from Tim Dyck on organizational charts.

Notable Moments

[00:01:51] – Why most org charts are reactive instead of intentional

[00:03:07] – The power of building org charts around customer needs

[00:06:14] – Why front-line voices matter in org chart planning

[00:08:05] – The risk of combining roles without self-awareness

[00:10:36] – Why job descriptions should be based on the next 6–12 months

[00:12:05] – Steps to rebuild your org chart intentionally

[00:13:45] – How to develop job descriptions aligned with future needs

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

"Success in hiring starts with understanding when your industry's people are most likely to listen."

Notable Moments

00:02 – Seasonal hiring patterns in education

00:04 – Energy industry trends and maintenance scheduling

00:06 – Resources for researching hiring patterns (news, board minutes, unions)

00:08 – Mindset and timing in professional roles like physiotherapy

00:10 – Strategic workforce planning based on project end dates

00:11 – How we help organizations align recruitment with industry timelines

00:12 – Final thoughts on navigating shifting career interests and hiring seasons

When it comes to hiring, timing is everything. Seasonal trends shape job markets across industries, from education and energy to hospitality and healthcare. Leaders can get ahead by identifying project timelines, industry trends, and even board meeting minutes to build smarter recruitment strategies. For job seekers, understanding when companies are hiring gives you the chance to show up at just the right time. Whether you're solving your next people puzzle or exploring your career options, this episode is your guide to thinking seasonally and strategically.

Read the blog for more from this episode.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

"There are things that are said, there are things that are heard, and there are things that are remembered. And very rarely are all three of those things the same."

Notable Moments

01:20 Why most hiring strategies break down during rapid growth

06:40 What fractional recruiting looks like in action

13:10 The key questions businesses fail to ask before hiring

20:45 How to avoid "check-the-box" recruiting and build meaningful teams

27:00 When it's time to bring in outside expertise

Is your team growing faster than your hiring process can handle? You're not alone. In today's fast-moving business landscape, the pressure to fill critical roles without slowing down operations is higher than ever. What happens when your internal team can't keep up, or your recruiters aren't equipped to hire outside their comfort zone?

Fractional recruiting is not just a cost-saving measure, but a smart, strategic way to build high-performing teams when internal resources are stretched. Mike Simmons is a veteran in sales, leadership, and growth strategy who returns to discuss fractional recruiting. Whether you're a business leader trying to scale without burning out your staff, or a recruiter juggling roles you're not equipped to fill, he offers clear insight and actionable advice.

Fractional arrangements should never be horror stories. They should propel your business forward, with flexibility and precision. If you want to ensure your next fractional hire is a win, focus on alignment, communication, and process.

Connect with Mike Simmons

Mike Simmons on LinkedIn

findmycatalyst.com/fractional

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

"Nothing becomes normal and common until somebody disrupts things and makes it normal. And sometimes there's space and room for disruption."

Notable Moments

00:41 Unconventional Job Benefits Trends

05:38 Negotiating a Different Compensation Package

06:57 Evaluating Workplace Culture and Values

10:32 Employee Value Justification

14:34 Pitching Unconventional Ideas to Employers

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Asking for what you need at work isn't just okay; it's essential. Many of us grew up thinking benefits were fixed, but the modern workplace is shifting. More people are realizing that unconventional benefits, from remote work options to flexible healthcare or extra vacation days, can make all the difference in whether a job actually fits their life.

One thing I always encourage is self-reflection before making these requests. Ask yourself why this benefit matters to you and how it lines up with your values and needs. When you understand what's truly important, it becomes much easier to explain it to an employer—and to show them the value you bring in return.

Benefits aren't just perks; they're an extension of an organization's culture. If you're negotiating an offer or considering asking for something a little different, remember it's not just about the request but the overall value you're offering in return. Employers want to know how supporting your needs might help everyone win.

Ultimately, being clear, confident, and self-aware can open up a genuine conversation with your current or future employer. Most importantly, there's nothing wrong with asking for what matters to you. When you articulate your needs and tie them to how you'll bring value to the team, you're building the foundation for a work experience that truly supports both sides. Don't be afraid to ask the questions that matter. It could lead to a better role for you and a stronger organization for everyone.

"Are you doing this just to look good for yourself, or are you doing this because you genuinely want to make a difference for your people?"

Notable Moments

"Are Your Company Benefits Truly Employee-Centric?": "The first question you have to ask yourself is, are you doing this just to look good for yourself, or are you doing this you genuinely want to make a difference for your people?"

","includeExtensions":["PushEvent","PushSelectionUpdate"]}" data-live-json="{}" data-slots="{}">

04:42 Unlimited PTO: Productivity and Legalities

09:00 Managing Unlimited PTO Challenges

12:58 Competitive Compensation & Benefits Analysis

13:42 Thoughtful Compensation Strategy Assistance

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

There is a lot of discussion around whether unconventional benefits really enhance work culture, or if they are just a shiny façade. Benefits like stocked kitchens, ping pong tables, or even unlimited PTO can seem appealing, but the motivation behind them is what truly matters.

Read my blog for more on ways companies can adopt unconventional benefits, while making sure they are doing it for the genuine benefit of employees.

"Every single person that is working with you is usually capable of far more than you realize."

Notable Moments

00:57 Navigating Internal Job Opportunities

06:15 Highlight Relevant Experience

09:30 Objective Hiring and Open-Minded Leadership

11:16 Assess Motivation in Interviews

14:17 Value of Skills and Motivation

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

There may come a time when an internal position is posted that piques your interest. The only challenge is that it is very different work from what you've been doing. Now you're trying to figure out how to stand out when applying for a new role within your organization. It's actually a challenge I've faced personally. My biggest lesson? Communication is everything

Read the blog to learn more about how leaders can create the environment where talents are recognized and nurtured. When they learn how to do this, our businesses and our people will thrive.

"Fractional work is an opportunity to help make an impact inside an organization as quickly as possible. Accelerate speed to impact by helping people move forward."

Notable Moments

01:02 Fractional Executive Recruitment Clarity

05:55 Navigating Noise in Fractional Roles

08:41 Strategic Planning and Caution

09:55 Beware of Fake Consultancies

15:24 Fractional Executive Expertise Essentials

16:39 Finding Right Fractional Expertise

19:23 Fractional Executive Solutions

Connect with Mike Simmons

Mike Simmons on LinkedIn

https://www.findmycatalyst.com/fractional

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Fractional roles are shaking up the business world, offering tailored executive support without the full-time price tag. Navigating this dynamic landscape can be daunting. This week, I welcome Mike Simmons, a seasoned expert in people and processes, to demystify the world of fractional work.

Mike and I have observed a considerable rise in the number of professionals offering fractional services, especially since the pandemic. Businesses are keen to tap into high-level expertise without committing to a salary-heavy full-time role. However, the surge has brought along its fair share of confusion and noise. Mike points out the perils of "fractional by convenience", or those who unexpectedly enter this space without the requisite experience, aiming to learn on the job instead of delivering impactful results.

Our discussion hit home on the essence of fractional work: speed to impact. Unlike traditional roles that evolve over time, fractional experts are brought in to initiate swift, substantial progress. Mike and I stressed the importance of hiring the right person to ensure businesses move out of their strategic ruts effectively.

For those considering fractional help, we encourage a proactive approach, assessing whether it's a good fit before the problems arise. We've even developed a fractional readiness assessment to guide you through this decision-making process.

In the end, the key takeaway is simple: fractional work should expedite and streamline solutions via experienced professionals who are ready to make an immediate impact. If you're feeling lost in the maze of fractional offerings, remember, there's always a way to find the right support to tackle your business challenges.

"Have a very deliberate process for filling existing roles that is the same for everybody, external, internal. Make sure that process is also going to identify the best candidate for the role and that you're developing people to be the best candidate."

Notable Moments

00:53 Deliberate Internal Candidate Development

04:28 Pitfalls of Internal Promotions Without Purpose

07:04 Create a Deliberate Hiring Process for Internal and External Candidates

12:35 Developing Leadership Skills for Longterm Employee Growth

14:15 Recruitment and Strategic Organizational Culture Services

A common pitfall in organizations is making internal promotions based on sentiment rather than strategy. One of the worst approaches to filling a position is promoting someone just because it felt like the right thing to do. On the flip side, organizations that focus primarily on external hiring neglect internal talent and miss the opportunity to further develop people already committed to your business. Talent coming from within the organization can bring unique advantages when the process is approached correctly.

Read the blog for more on the importance of implementing a structured approach, developing your people, and how internal promotions done right can boost morale and strengthen your organization.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

"In order for a survey to mean something, it has to be followed through on the results."

Notable Moments

00:51 Timing of Exit Interviews

03:53 Constructive Versus Emotional Feedback

08:03 External Feedback Handling Recommended

10:07 Understanding Customer and Employee Feedback

13:41 "Boosting Retention Through Honest Surveys"

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Avoid the cost of turnover by investing in employee feedback. When done with intention, a simple conversation could make sure your organization is one where people want to work and stay. Conducting exit and stay interviews give organizations an opportunity for improved retention, boosted morale, and a culture of genuine care. Read our blog for more about how gathering and reviewing feedback is an investment in your company's future.

To explore ways to implement these strategies in your organization, consider reaching out to Best Culture Solutions at bestculturesolutions.ca or emailing Tim directly at [email protected]. Together we can come up with your best culture solution.