While We Were Working: Your Weekly Small Business HR and People Leadership Podcast

Take our 10-minute survey and improve workplace technology for all! https://www.surveymonkey.com/r/ZSPLMNN   In this episode of the While We Were Working podcast, host Joey Price and guest Tami Nutt discuss the latest developments at Jumpstart HR and Aspect43, including their focus on HR technology research, recent market insights, and the release of Joey's new book, The Power of HR. They explore the importance of compliance, strategic leadership in HR, and how professionals can stay ahead of industry trends. The conversation also highlights upcoming conferences and the significance of taking actionable steps after reading the book to future-proof HR careers.   What's In This Episode?: Aspect43 focuses on the needs of HR technology buyers. Research helps inform HR practitioners about market trends. Compliance is crucial in HR technology evaluation. The new subscription service offers valuable insights for HR tech providers. Joey's book aims to empower HR leaders to claim their influence. HR professionals must influence both the boardroom and the break room. Staying informed about trends is essential for HR success. The book provides practical steps for HR professionals. Future-proofing HR careers is vital in a changing landscape. Collaboration between HR and technology is key for organizational success. Key Quotes: "Compliance is my love language." "It's a busy time for us at Aspect43." "Claim your power, HR leader." "It's about future-proofing your success." "HR has got to be the model." "It's been so fun working with you." Chapters: 00:00 Introduction to the Podcast and Guests 02:00 Understanding Aspect43's Research Focus 05:45 Recent Releases and Market Insights 11:07 Upcoming Conferences and Events 15:19 The Power of HR Book Release 20:20 Becoming Strategic Leaders in HR 22:19 Staying Ahead of HR Trends 25:16 Taking Action After Reading the Book 29:42 Future-Proofing HR Careers 32:50 Closing Thoughts and Future Collaborations   keywords: HR technology, compliance, research, strategic leadership, talent acquisition, HR trends, Aspect 43, Joey Price, Tammy Nutt, The Power of HR summary

Summary This episode’s conversation explores the topic of internal versus external hiring in small businesses. Experts from Jumpstart HR and the Fit Small Business team discuss the key differences between the two methods, including the impact on cost, time efficiency, employee morale, retention rates, and diversity of skill sets. They also provide a five-step framework to determine whether to fill a role with an internal hire or an external hire, which includes assessing current skills and gaps, identifying growth and development opportunities, conducting a cost benefit analysis, considering cultural fit and adaptability, and evaluating long-term impact and strategic alignment. Takeaways Internal and external recruitment methods have different impacts on cost, time efficiency, employee morale, retention rates, and diversity of skill sets. A five-step framework can help small businesses determine whether to fill a role with an internal hire or an external hire: assess current skills and gaps, identify growth and development opportunities, conduct a cost benefit analysis, consider cultural fit and adaptability, and evaluate long-term impact and strategic alignment. Communication, performance reviews, and feedback are important in assessing current skills, identifying growth opportunities, and promoting internal candidates. Cost considerations include compensation, benefits, and potential expenses for external hiring, while internal hiring may involve salary adjustments and filling previous positions. Cultural fit and adaptability should be considered when deciding between internal and external candidates, as well as the long-term impact and alignment with business goals. Chapters 00:00 Introduction 03:23 Key differences between internal and external recruitment methods 06:00 Cost implications of internal versus external hiring 08:46 Time efficiency of internal and external recruitment methods 14:16 Effect of internal and external recruitment on employee morale and retention 16:31 Impact of internal and external candidate recruiting strategies on diversity of skill sets 21:57 Step 1: Assessment 24:30 Step 2: Identifying 28:04 Step 3: Costs 31:24 Step 4: Culture 31:54 Step 5: Long-term impact and strategic alignment   To learn more about Internal vs External Hiring, visit @FitSmallBusiness’s Helpful Guide: https://fitsmallbusiness.com/internal-vs-external-recruiting   To subscribe to Fit Small Business, visit: https://link.fitsmallbusiness.com/join/65m/hr-social-signup   To work with Jumpstart HR’s team of HR professionals, visit our website: www.jumpstart-hr.com

Summary In this episode, Joey Price and Sommer Ketron discuss New York City’s AI bias law and the challenges it faces in terms of enforcement and compliance. They also evaluate the use of numerical ratings in performance reviews, highlighting the pros and cons of this approach. The conversation emphasizes the importance of clear communication in performance management and offers assistance in developing effective performance rating systems. Takeaways New York City’s AI bias law, which requires employers to audit automated employment decision tools for potential bias, has faced challenges in terms of compliance and enforcement. The law’s narrow scope and lack of awareness among employers contribute to low compliance rates. Numerical ratings in performance reviews provide clarity and a means of quantifying performance, but they can also be subjective and demotivating. Alternative approaches to performance reviews that focus on feedback and improvement without assigning numerical scores may be more effective. Clear communication and evaluation of performance rating systems are crucial for successful performance management. Chapters 00:00 - Introduction and Overview 01:54 - Discussion of New York City’s AI Bias Law 03:55 - Challenges and Non-Compliance with the Law 08:30 - Enforcement and Compliance Issues 15:10 - Numerical Ratings in Performance Reviews and Pros and Cons of Numerical Ratings 20:00 - Clarity and Subjectivity of Numerical Ratings 26:01 - Alternative Approaches to Performance Reviews 28:00 - Importance of Communication in Performance Management 28:27 - Assistance with Performance Rating Systems 30:07 - Conclusion

Summary In this episode, Joey Price and Sommer Ketron discuss the traits of a great leader and how to compare oneself against those traits. Also exploring what to do when an employee’s job changes and they are no longer happy about it. The conversation emphasizes the importance of hiring for fit, prioritizing attitude over aptitude, and motivating employees to be engaged. Also discussing the Gallup poll that suggests only 10% of people in management positions have the talent to lead, highlighting the need for coaching and support. In the Consultant’s Corner segment, they provide insights on how to handle job changes and address employee dissatisfaction.   Takeaways Hiring for fit is crucial to ensure employees align with the position and the company’s culture. Great leaders prioritize attitude over aptitude, focusing on employees’ willingness to learn and grow. Motivation and employee engagement are key to inspiring employees to perform at their best. Coaching and support are essential for developing management skills and bridging skill or will gaps. Handling job changes requires open communication, understanding employee concerns, and managing expectations.   Chapters 00:00 - Introduction 01:16 - Article: Are You a Great Leader or an Average Leader? 04:48 - Hiring for Fit 07:20 - Attitude vs. Aptitude 10:37 - Motivation and Employee Engagement 13:14 - Management Ability and Coaching 16:13 - Consultant’s Corner: Handling Job Changes

Summary In this episode, Joey Price and Sommer Ketron discuss the challenges that HR professionals face and how candidates are using AI to cheat the recruiting process. Exploring top concerns keeping HR executives up at night, including navigating HR budgets and managing hybrid remote workplaces. And discussing the shift in focus from recruitment and retention to building company culture and learning development. The importance of employee engagement and people analytics is highlighted, along with practical tips for job seekers and hiring managers to adapt to the use of AI in the hiring process.   Takeaways HR executives are concerned about navigating HR budgets, managing hybrid remote workplaces, recruitment and retention, employee engagement, and people analytics. Candidates are using AI tools to craft resumes and cover letters, making it difficult for hiring managers to identify qualified candidates on paper. Hiring managers should familiarize themselves with AI tools and look for indicators of AI-generated content, such as language and sentence structure. To adapt to the use of AI in the hiring process, hiring managers can prioritize in-depth references, work samples, skill demonstrations, and assessments. Chapters 00:00 - Introduction 02:23 - What’s Keeping HR Up at Night 03:49 - Navigating HR Budgets and Managing Hybrid Remote Workplaces 04:55 - Shift in Focus: Recruitment and Retention 06:42 - Importance of Employee Engagement 09:23 - The Significance of People Analytics 12:57 - Consultants Corner 13:19 - Candidates Using AI to Cheat the Recruiting Process 16:04 - Advice for Job Seekers and Hiring Managers 23:22 - Using One-Way Video Interviews 26:16 - Conclusion

Summary In this episode, Joey Price and Sommer Ketron discuss two topics: PTO trends and what to do when an employee is in jail. Exploring the trends and challenges of unlimited PTO, including the low percentage of employers offering it and the barriers to its implementation. While also providing insights and advice on how to handle the situation when an employee is in jail, emphasizing the importance of understanding legal requirements and considering options such as leave of absence or termination.   Takeaways Unlimited PTO is still not widely adopted by employers, with only around 9% offering it. Barriers to unlimited PTO include heavy workloads, inadequate staffing, and lack of leadership support. The adoption of unlimited PTO is relatively new, and it may become more common as companies compete for talent. When an employee is in jail, employers should understand their legal requirements and consider options such as leave of absence or termination.   Chapters 00:00 - Introduction 02:00 - PTO Trends\ 11:09 - Adoption of Unlimited PTO 12:05 - Unlimited PTO hurdles 15:08 - Consultant’s Corner: Employee in Jail 23:16 - Legal Requirements and Options 25:36 - Follow-up Questions 28:09 - Conclusion

Summary In this episode, Joey, with guests Bill Banham and Christopher Bjorling from the People and Performance Podcast, is here to provide insights while covering various topics related to current trends in the world of work. They discuss impactful changes, such as the shift to remote work and the rapid advancement of technology. Exploring the long-term viability and impact of remote work on organizational culture, while also highlighting the use of podcasts as a strategic learning tool for HR professionals, offering insights and perspectives from industry experts. They also share success stories and impactful conversations from their very own People and Performance Podcast, which viewers interested in learning and continuing their personal and professional development can explore.   Takeaways The world of work has undergone significant transformations, including the shift to remote work and the rapid advancement of technology. Remote work has become a new norm for many organizations, and its long-term viability and impact on organizational culture depend on leadership and individual preferences. Podcasts can be a valuable tool for HR professionals to stay up to date on industry trends and continuously learn. They provide bite-sized insights and perspectives from industry experts. Success stories and impactful conversations on podcasts can inspire and provide valuable insights for HR professionals. Continuous learning and staying adaptable are crucial in the ever-evolving world of work.   Chapters 00:00 - Introduction and Guest Bios 03:06 - Impactful Changes in the World of Work 08:05 - Rapid Advancement of Technology and its Impact on the Workplace 12:31 - Long-Term Viability and Impact of Remote Work 18:07 - Addressing Work-Life Balance in Remote Settings 23:09 - Podcasts as a Strategic Learning Tool for HR Professionals 29:11 - Success Stories and Impactful Conversations on the Podcast 35:45 - Conclusion

Summary In this episode, Joey and Sommer discuss two topics that are often considered taboo in business: religious inclusion at work and addressing negative employee sentiment. They explore the complexities of religious inclusion, the importance of cultural sensitivity, and the legal protections for religious accommodations. They also provide insights on how to handle employee grievances and foster a positive work environment. Takeaways Religious inclusion at work is becoming more important as employees seek to bring their whole selves to the workplace. Companies should create policies and practices that accommodate religious observances and foster a culture of inclusivity. Legal protections exist for employees’ religious freedoms, and employers must make reasonable accommodations unless it causes undue hardship to the business. Addressing negative employee sentiment requires open and honest communication. Employers should conduct one-on-one interviews to understand the root causes of dissatisfaction and work towards resolving them. Consulting with HR professionals can provide guidance and support in navigating complex issues related to religious inclusion and employee grievances. Chapters 00:00 Introduction 02:20 Religious Inclusion at Work 03:43 Shifting Culture and Expression of Self 05:23 Cultural Sensitivity and Religious Observances 10:00 Legal Protection and Religious Accommodations 19:18 Investigating Employee Grievances 24:26 Consultant’s Corner: Addressing Negative Employee Sentiment  

Summary In this episode of While We Were Working, Joey and Sommer discuss the new independent contractor rule and the factors of the economic realities test. Emphasizing the importance of understanding the new law and its implications for businesses. They also discuss when businesses should start thinking about HR and the benefits of having HR support from the beginning. Overall, the episode provides valuable insights for people leaders and small business owners.   Takeaways The new independent contractor rule is an important HR issue that businesses need to pay attention to. The economic realities test consists of six factors that determine whether a worker is an independent contractor or an employee. Businesses should start thinking about HR from the beginning and seek HR support to avoid making costly mistakes. Understanding the new law and its implications is crucial for businesses to ensure compliance and protect workers’ rights. Chapters 00:00 Introduction and Overview 01:12 Setting up the While We Were Working segment 03:11 New Independent Contractor Rule 08:12 Discussion on the Factors of the Economic Realities Test 27:29 When to Start Thinking about HR in Your Business 30:42 Closing Thoughts      

Summary In this episode, Joey and Sommer explore stay interviews' HR significance, vital for understanding employee motivations and retention. They emphasize the importance of stay interviews as a retention and recruiting strategy, highlighting the disconnect between understanding the value of retaining customers and employees. The episode covers the implementation of stay interviews and the benefits of creating a space for employees to be heard. Additionally, the conversation touches on working with international colleagues and highlights the significance of open communication and promoting cultural awareness. It concludes with the importance of cross-cultural collaboration in reaching different customers and employees in various regions. Takeaways Stay interviews are an effective retention and recruiting strategy. Creating a space for employees to be heard can improve employee satisfaction and engagement. Treating employees as valued assets is crucial for retention. Conduct state interviews to proactively address reasons for turnover. Consistency in messaging is important, even if it may seem repetitive. Open communication and cultural awareness are crucial when working with international colleagues. Collaborate cross-culturally to understand different customer and employee needs. Chapters 00:00 - Introduction 02:20 - Definition of Stay Interviews 03:32 - Importance of Stay Interviews 05:17 - Implementing Stay Interviews 06:15 - Identifying At-Risk Employees 07:25 - Disconnect Between Customer and Employee Retention 10:03 - Treating Employees as Valued Assets 11:32 - Proactive Approach to Reduce Turnover 12:24 - Importance of Consistent Message 16:37 - Addressing Cultural Differences 17:57 - Promoting Cultural Awareness 18:57 - Encourage Open Communication 22:24 - Promoting Cross-Cultural Collaboration 23:55 - Conclusion