"My company is going remote because of COVID. How do I transition our culture over?" We're Only Human -- Episode 97In today's episode, Ben takes three audience questions: How do we move to a remote work culture?What payroll technology works for a smaller organization? How do I leave a toxic workplace? We are trying out this Q&A series and would love to hear your feedback! Let us know if you enjoy it or if you want to ask your own question. Just send it to [email protected] or record a short voice question anonymously at http://upstarthr.com/questionQuote for today's episode by Kahlil Gibran: Work is love made visible. And if you cannot work with love but only with distaste, it is better that you should leave your work and sit at the gate of the temple and take alms of those who work with joy. For if you bake bread with indifference, you bake a bitter bread that feeds but half man's hunger. And if you grudge the crushing of the grapes, your grudge distils a poison in the wine. And if you sing though as angels, and love not the singing, you muffle man's ears to the voices of the day and the voices of the night.See the show archives and sign up for episode updates

"I think you can't make the mistake of designing an optimal, or academically perfect HR operating model in a vacuum. It really must be aligned with your fundamental business strategy and the overall operating model." Lauren Duprey, Takeda Pharmaceuticals This is the first in a fascinating new series of episodes where we interview talent and HR leaders from a select set of IBM Talent and Transformation clients about their innovative practices and approaches.  We're Only Human -- Episode 96 What does it take to change the fundamental model for how HR operates in a business? In the case of Takeda, it took considerable time to settle on an approach that balanced global governance and accountability with localized, agile decision-making. The rollout of this HR transformation began in February of 2020.Yes, right as COVID was beginning to hit.Some would say that's the worst time, but in hindsight it might have also turned out to be the best. In the turmoil that followed globally, Takeda's HR team was set up to respond to business needs, adapt to change, and deliver service in a tailored and agile manner. In today's discussion, Ben talks with Lauren Duprey and Dominique Brewer about the firm's shift in operating models, deep focus on equity and inclusion, and more. This session is a master class on how to design an HR model that enables the talent team to support the critical objectives of the business.  To learn more about IBM Talent Transformation Services:http://ibm.biz/talentacquisitionTo see the work Takeda is doing and understand more about the firm, visit takedajobs.comSee the show archives and sign up for episode updates

"And to me, just hands down learning is the future of work. Let's just put a period on that. That's how I feel about this.  We've entered this era of where there's continuous, rapid change. It just keeps coming for us. Every day we're faced with a new change. And the only way that we can sort of ride those changes or rise to them is through continuous learning." Shelley OsborneWe're Only Human - Episode 95If that statement doesn't convey the sentiment of this episode, nothing will. In this discussion with Shelley Osborne, the conversation explores key points and ideas from The Upskilling Imperative, Shelley's new book. Ben and Shelley dig into why we learn the way we do, what it takes to shake up corporate learning practices, and how to drive better outcomes with manager involvement, feedback, and so much more. Want to get the book? Check it out here: https://amzn.to/3iG8o55See the show archives and sign up for episode updates

"One of the things that I find most fascinating about using neuroscience in the [change management] work that I do is that there's a lot of really common misconceptions about neuroscience." Travis Hahler, GoogleWe're Only Human - Episode 94What is neuroscience and why should we be thinking about it as HR and business leaders? Neuroscience is the study of how the brain works, how we make decisions, and what drives our behaviors. If we can understand some of the underlying evidence and contributing factors, we can change behaviors of the people we work with. It sounds easier than it is, but using neuroscience principles to guide these changes can lead to powerful outcomes. In today's discussion, Travis Hahler from Google talks with Ben about some of the elements of brain science that fit into change management and behavior modification. This interview was recorded during the first ever virtual reality conference for HR leaders, the Global HR Summit, in September 2020. Connect with Travis on LinkedIn: https://www.linkedin.com/in/travisdhahler/See the show archives and sign up for episode updates

"What we're telling customers is that we can help make work more human. First is really putting empathy at the forefront of the employee experience. It's up to HR to work with leadership and create this human experience." Munjal Munshi, Oracle We're Only Human - Episode 93Organizational agility is a critical part of adapting to and overcoming change. What does this mean in the context of the work HR does? Everything. Our newest data at Lighthouse Research & Advisory show that 96% of employers that claim to be future-ready also say that their HR technology plays a critical role in enabling that agility at an organizational level. In today's discussion, Ben talks with Munjal Munshi of Oracle to discuss the concept of organizational agility, how HR technology plays a role in that, and the practical lessons and ideas for today's business leaders.One critical part of the talk? How HR and IT can work more closely together to create better relationships and better outcomes. Check out the free research report: http://oracle.com/goto/lighthouseSee the show archives and sign up for episode updates

"At the beginning of my career, HR was looked at as a necessary evil. Now it's completely flipped to where HR is the driving force for how companies grow and expand." Eric Storm, StarmindWe're Only Human - Episode 92Skills are the currency of business. Research shows that in the 1980s, 85%+ of organizational value was in tangible assets (property, facilities, equipment, etc.) Today, that has shrunk to just 15% or less, and the rest of value is in intangible assets (ideas, capabilities, intellectual property, etc.)Skills are a key part of organizational value, but very few companies know the skills inside the business well enough to leverage their value. In this interview with Starmind, Ben digs in with Eric Storm to understand how the firm offers employers a way to identify, understand, and leverage the skills of the workforce. To learn more about Starmind, visit http://starmind.ai Also, check out episode 24, which Ben references during the show: https://upstarthr.com/the-secret-to-great-team-performance-may-surprise-you-podcast/ See the show archives and sign up for episode updates

"We as an industry are driving toward the cliff and the HCM [technology] vendors are competing over who offers better tire pressure." Dror Gurevich, Velocity Network FoundationWe're Only Human Podcast Episode 91How are organizations gathering skill data inside the business? Our research shows that the most common method is also one of the most biased: manager observations. However, Velocity Network Foundation is a nonprofit organization that aims to solve the problem of unverified, unvalidated employee skills through the power of blockchain.Dror and Ben explore what this means for the future of the business world, what it enables organizations to do from a talent perspective, and how trusted career records can change processes like hiring and training forever. Learn more about Velocity Network Foundation: https://www.velocitynetwork.foundation/See the show archives and sign up for episode updates

"We need help communicating the benefits we pour our hearts and souls into and making them successful for our employees."Jesse Albro, Flimp CommunicationsWe're Only Human Episode 90Heads up: open enrollment will happen this year. While this seems like the strangest year in, well, forever, it also has some predictable elements to it. That said, how do you plan for a virtual approach to open enrollment? How do you measure the impact of your communications/ How do you support your people as they think more carefully about health and wellness than ever before? In today's conversation, Ben talks with Jesse Albro from Flimp about these topics and more. Jump in and learn how your company can plan and implement a more virtual and scalable approach to open enrollment. Learn more about Flimp: http://flimp.net/See the show archives and sign up for episode updates

"For me it's always been about focusing on how we can use technology to transform the way we develop, grow, and care for our employees." Christopher Lind, learning technology leader at GE Healthcare and founder of Learning SharksWe're Only Human episode 89In today's discussion, host Ben Eubanks digs in with Christopher Lind on how to use technology as a piece of the bigger picture of supporting the workforce from a learning perspective. Discussion topics include knowing the business, what your learning culture looks like, and how to stay current on the technologies that enable better business performance.  Connect with Christopher on LinkedIn: https://www.linkedin.com/in/christopherlind/Learn about the Learning Health Check Assessment: http://learningsharks.com/See the show archives and sign up for episode updates

"This year has really redefined what compassion means to me. The need to have compassion for others, whether it's wearing a mask for those at high risk when I'm going into a store or what role I can personally play in social injustice, it really is all just coming back to compassion."Lesley Lyons, PeopleStrategyWe're Only Human - Episode 88In this conversation Ben interviews Lesley Lyons, a marketing executive with PeopleStrategy, to talk about the themes of connection and compassion and how they play a part in helping each of us support each other during challenging times. Lesley also announces the new Antiracism Forum, a free event for business leaders to get expert insights on how to build antiracist cultures. https://www.peoplestrategy.com/AntiracismForumConnect with Lesley: [email protected] See the show archives and sign up for episode updates

"That hiring maanger still has a view of the candidate's abilities and skills without being exposed to their race, gender, or ethnicity." Scot Sessions, Talvista Did you know that there are nearly 200 cognitive biases that affect our decisions every day? While a decision about where to eat or what to wear is unlikely to have negative consequences, making a biased choice in hiring can lead to negative outcomes for people of color, women, and other minorities.  In this conversation, Ben speaks with Scot Sessions and Elaine Orler from the Talvista team to understand how technology can help minimize hiring biases and lead to better, more equitable outcomes. They discuss resume blinding and how it works and other practical advice for employers looking to hire more inclusively.  Connect with the Talvista team: talvista.comOn Twitter: @scotsessions @elaineorler  To get the HR Summer School on demand replay with five separate sessions on inclusion and equity at work,visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listener!See the show archives and sign up for episode updates

"What really excites someone to join a company? Why do they stay at the company? Every person you talk to has a different story." Amit Pamar, HR executive at UnisysThis conversation happened at IAMPHENOM, one of the last live events prior to the COVID-19 shutdown. In today's episode, Ben interviews Amit Parmar, an HR executive at Unisys, a technology firm with 20,000+ employees. Ben and Amit talk about talent, AI, analytics, digital transformation, and more. The discussion digs into why it doesn't matter if chatbots are AI or not, how personalization creates better experiences for the workforce, and how we can automate the "grunt work" of HR and focus on the strategic work we need to be doing. To connect with Amit: https://www.linkedin.com/in/parmar79/To get the HR Summer School replay:Visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listenerSee the show archives and sign up for episode updates

"We need to own what we do. We've been apologizing and apologetic for being in HR instead of owning what we do. Every other profession says, I'm a salesperson, I'm a finance person. I'm a marketer. We go, I'm sorry. I'm in HR." Steve BrowneIn this conversation, a replay from the most popular session at HR Summer School 2020, Ben talks with Steve Browne, the most connected person in HR, about how to be an intentional connector, how to add value to relationships, and why HR is an essentially human profession. If you enjoy the talk with Steve, his new book HR Rising is now available! You can also see the full video replay in addition to the 50+ other speakers on HR Summer School On Demand at HumanResourcesAcademy.org here: https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demandSee the show archives and sign up for episode updates

"And then the other piece of it was just the fear of losing a job increased dramatically... So the top line headline was one of anxiety in the marketplace."Jeff Rohrs, JobviteIn recent months things have turned upside down not just for many employers but for job seekers as well. In this episode Ben talks with Jeff Rohrs of Jobvite to discuss the company's annual Job Seeker Nation study and the key findings that HR and talent leaders need to know, from how job seekers feel right now to what place internal hiring and mobility practices have in the recruiting process (hint: they are the #1 thing candidates are looking for). Learn more at: https://www.jobvite.com/lp/2020-job-seeker-nation-report/See the show archives and sign up for episode updates

"The assessment traditionally has seemed a bit disconnected from the job role. This can come across as friction. You've worked hard to find a candidate and you want them to join--this can seem disjointed."Jora Gill, SHLHiring is a balancing act. We want to drive candidates into the funnel, create positive experiences, and bring the best candidates into the organization, but we also need data to help make the right choice. While AI has been challenged for its impact on hiring, new evidence shows that it can help to minimize erroneous decisions. In this conversation, Ben talks with Jora Gill from SHL about how assessments can be blended into the hiring process for better, more objective decision-making without sacrificing candidate experience. Learn more about SHL at http://shl.com See the show archives and sign up for episode updates

"We are wasting talent. We can't afford as a nation, as a society, to waste talent."  Brenda Weitzberg, Founder and Executive Director of AspiritechWhen we talk about diversity in the workplace, we often overlook the concept of neurodiversity, which encompasses the broad range of intellectual capabilities that individuals have. In today's episode, Ben interviews Brenda Weitzberg about her company, Aspiritech, and how it is able to hire individuals on the autism spectrum for specific tasks that suit the unique strengths of individuals with autism.The capabilities of each person, regardless of the color of their skin, their gender, or their mental clarity, are unique. As Brenda says in the interview, "When you've seen one person with autism, you've just seen one person. You haven't seen them all." Let's learn more about how to open up opportunities for those that are neurodiverse.Learn more at aspiritech.orgSee the show archives and sign up for episode updates

"People don't want flexibility. they want complete control over their time."Today, we keep hearing that flexible work is the way to go. People want it. They crave it. Yet in today's episode of We're Only Human, Ben talks with Jody Thompson, creator of the ROWE movement. ROWE stands for "results only work environment," and it has been around for some time (the first book, Why Work Sucks, was published in 2008). Today the workplace looks different than it did then, but according to Thompson, employers are still chasing the wrong things. We're looking at when work gets done and where work gets done, but we're not focusing enough on the what in terms of results. That lack of focus on the right things sometimes forces our people to fight for control over their work. How? By looking for workarounds, playing the "I'm busy" game, arriving early or staying late, and more. Instead of looking at managers as controlling figures, we should look at them as performance coaches. Expect to explore all of this and more in today's conversation. Enjoy!Learn more about Jody and ROWE at: https://www.gorowe.com/resource-librarySee the show archives and sign up for episode updates

In recent weeks the podcast has covered critical topics like the Families First Coronavirus Response Act and how HR technology providers are supporting businesses during this time. Today, we're going to take a step toward engaging those workers that are working remotely, many of them doing so for the first time. In this solo episode, Ben covers 11+ ways HR leaders and line managers can support and engage their workers, from simple concepts like one on one's to more complex ideas for how to run company all hands briefings. Working remotely may be a challenge right now, but for those workers that enjoy the experience and want to remain remote after the COVID-19 scare is over, managers will need new tools and ideas to help them support workers they can't see on a daily basis. If you have your own ideas to add to the list, please send them to [email protected] and we'll add them to the show notes here. Thanks!See the show archives and sign up for episode updates

"As the head of HR, I'm now suddenly expected to be a doctor, virologist, and epidemiologist." That quote came from a discussion with an HR leader in the last few days, and it clearly outlines what many companies are going through right now. In today's conversation, Ben talks with Brett Meager of Paycor to learn how employers are responding to the dynamic situations happening across the country as well as how the company is supporting its small and mid-size clients in the middle of the chaos. Brett talks about how the firm is helping to keep people informed on legislation and other details as they arise (see the links in the show notes below for more on that).The best thing we can all do right now is share positive, helpful resources and information with each other, so if you would be willing to share this episode with a friend or colleague as a way of making work better and safer, I would greatly appreciate it.  For pandemic preparedness plans, advice, resources, webinar and communication templates check out the Paycor Coronavirus Support Center for SMB Leaders. Paycor posts on Twitter and LinkedIn daily with our latest COVID19 resources, we encourage you to follow along!Brett also shared a few tips on Working From Home with Kids: https://www.paycor.com/resource-center/how-to-work-from-home-with-kidsSee the show archives and sign up for episode updates

"Here's my general advice for businesses--don't be afraid to get help."In recent weeks a flurry of legislative activity has led to numerous laws to help employers and businesses dealing with the COVID-19 outbreak, and the Families First Coronavirus Response Act is a big part of the activity. What does this law mean for employers, and how does it benefit them? What other considerations should employers think through as they support their workforces during this pandemic? In this episode, Ben talks with Eric Meyer, Partner at FisherBroyles, LLP, about how employers should be responding to the current environment and what the law means for them. Connect with Eric: https://www.linkedin.com/in/emeyer/Follow Eric's blog: https://www.theemployerhandbook.com/ List of HR Tech companies offering free software and/or support: https://lhra.io/blog/hrtech-companies-offering-free-resources-information-covid-19-crisis/  Ben's personal piece on how to respond to the crisis: https://upstarthr.com/rising-up-to-embrace-our-humanity/See the show archives and sign up for episode updates

Agile talent acquisition? What's that? Many of the talent leaders we encounter have heard of agile as it pertains to the software development industry, but what lessons does this methodology have for today's talent leaders? Agile, at its core, is about prioritizing (ruthlessly) on the things that need to get done. In agile talent acquisition, managers hold more power to set priorities. At the same time, recruiters and talent advisors get the benefit of clearer communication, a framework that sets them up for success, and a true partnership with their customers (the hiring managers in the organization). In today's discussion, Ben talks with Trent Cotton, a key figure in the implementation of agile talent acquisition methods at BBVA, a global financial firm with more than 10,000 North American employees and a global workforce of over 100,000. Cotton explains how the process works, what benefits BBVA has seen from the approach, and offers specific advice for how to make it a reality in any organization. If you'd like to connect with Trent, you can find him on LinkedIn: https://www.linkedin.com/in/trentcottonIf you found this episode valuable, you might also enjoy episode 58, which was an intriguing conversation with Paul Shane about how Northwestern Mutual created its hiring playbook: https://upstarthr.com/were-only-human-58-open-sourcing-the-recruiting-playbook-from-northwestern-mutual/This is somewhat like our conversation with the H&R Block head of TA on episode 25: https://beneubanks.podbean.com/e/were-only-human-25-how-to-forecast-hiring-needs-and-lead-a-recruiting-team/See the show archives and sign up for episode updates