We're Only Human

In this conversation, Alli Ford, VP of HR at Assembly Software, dives into how a profound grasp of company strategy can elevate employee NPS scores. She highlights the necessity for HR leaders to know their company’s mission and vision intimately. Alli discusses the transformative effects of effective communication and aligning HR practices with strategic goals. Furthermore, she emphasizes the critical role of trust in building a positive culture and the significance of employee feedback in fostering growth.

Christopher Lind, Chief Learning Officer at ChenMed and host of "Future Focused," discusses AI's impact on jobs and skills development. He highlights the alarming replacement of customer service roles by AI at companies like Klarna. Lind emphasizes the need to combine human skills with AI technology to maintain personal interactions in business. He also stresses the importance of mentorship and experiential learning to prepare the future workforce for an AI-driven world, advocating for a balanced approach between hard and soft skills.

In this episode of We're Only Human, host Ben Eubanks talks with Marjorie Williamson, the leader of Global Total Rewards and HR Operations at RTI International. They discuss the importance of connecting people strategy with business strategy, focusing on RTI's ambitious North Star goal to positively impact over 1 billion people by 2030. The conversation covers topics like the development of a holistic people strategy, creating a culture and organizational health dashboard, and using total reward surveys to inform compensation strategies. Marjorie also shares insights on leadership involvement, the importance of flexibility, and the challenges and progress in implementing these strategies at RTI.Connect with Marjorie Williamson See the show archives and sign up for episode updates

In this episode of We're Only Human, Ben Eubanks hosts David Wentworth, talent platform evangelist at Schoox, to discuss the importance of developing frontline workers. They discuss the challenges frontline workers face, such as time constraints and lack of practice opportunities, and emphasize the value of mobile solutions for training and communication. David also shares examples of companies like Hooters of America and Sonesta Hotels that have successfully invested in their frontline employees, demonstrating the long-term benefits of supportive development practices.Check out the research report discussed on this episodeSee the show archives and sign up for episode updates

In this episode of We're Only Human, Ben Eubanks interviews Sarah from Enterprise Mobility's talent acquisition team to discuss strategies for emerging talent and improving candidate experiences. Sarah shares insights about Enterprise Mobility's internship program, onboarding processes, and an expedited hiring model to streamline the recruitment of IT talent. Sarah also emphasizes the importance of early engagement, robust training, and creating strong leadership connections for interns. The discussion also covers the benefits of quick hiring processes and methodologies for convincing stakeholders to adopt new recruiting practices. In addition, to open the episode, Ben speaks with Rocky Paap, CEO of Filtered and a partner that supports Enterprise Mobility's talent acquisition function with screened and vetted candidates. Learn more about Filtered.aiConnect with Sarah FaupelSee the show archives and sign up for episode updates

In different organizations, sometimes learning is a punishment. If people don't do the right thing or there's a safety issue or a compliance issue, we send people to training. The other end of that spectrum is it's a reward for people. So, your top performers, key talent. So how do we  find somewhere in the middle? We're Only Human -- Episode 179In this episode of We're Only Human, host Ben Eubanks talks with learning executive and neuroscience enthusiast Hannah Conkey. The interview discusses the importance of redefining the role of learning in organizations, emphasizing the need to move away from a punitive training approach to a more holistic and motivational perspective. It touches on key concepts such as: the use of neuroscience in learning,  creating a safe learning environment, and  the significance of equipping individuals with tools for self-awareness and self-regulation. Connect with Hannah on LinkedInSee the show archives and sign up for episode updates

What's it going to take for them to be able to retire? They're going to need to number one: save.  Number two, have earnings on what they've saved. And number three, they're going to have to minimize the deductions coming out of their accounts. We call that the three key drivers.Chris Thixton, Principal, Pension Consultants, Inc. We're Only Human -- Episode 178In this episode of We're Only Human, host Ben Eubanks and retirement benefits strategist Chris Thixton discuss the importance of properly managing retirement plans and benefits, emphasizing the three key drivers. It stresses the need for HR leaders to set clear goals, establish measurable metrics, and prioritize transparency. A practical example is shared where a company enhanced its retirement plan outcomes through a strategic shift in focus and commitment. The conversation highlights the significance of caring for employees' financial security and the impact of proactive retirement planning on individuals' future well-being.Connect with Chris on LinkedInSee the show archives and sign up for episode updates

Recruiting is preparation for retention.  I think it's really top of mind that we should focus on that because a lot of people think that recruiting is just the top of funnel--just getting people in the door. But the experience that people have during the recruitment process... Data has supported that it flows into the retention of that individual throughout their life cycle.We're Only Human -- Episode 177Today's podcast episode is a replay of the Q4 2024  livestream research release keynote panel conversation between Travis Windling of RBC, Lisa Brignall of Coca Cola, and Camille Tate of Strava.  Listeners can expect to learn:   Insights on Diverse Hiring Strategies  Focus on Data-Driven Recruitment Decisions  Practical Tips for Recruitment Success See the show archives and sign up for episode updates

Michelle Pulido, Senior VP of People at Rothy's, discusses aligning employee efforts with company goals. Topics include creating positive employee experiences, understanding motivations, aligning with leadership priorities, utilizing platforms for recognition, and providing choices for personalized recognition.

"We can make the case. Research is out there that prioritizing connection over productivity is the fastest way to get the productivity. When people have the sense of belongings and feel valued and be part of something, the productivity goes up."Junko Fukuma, AVP of Talent, HealthesystemsWe're Only Human -- Episode 175In this episode of "We're Only Human," Ben Eubanks interviews Junko Fukuma about the importance of creating connections and fostering belonging in the workplace. They discuss the concept of a "me manual" as a tool to facilitate understanding and communication between team members. Junko shares insights on how the me manual can improve team dynamics, enhance productivity, and create a sense of belonging. The conversation highlights the significance of personal connections, especially in a remote work setting, and emphasizes the impact of prioritizing human connections over productivity.Three takeaways:  Me Manual: A tool used for creating connections and fostering understanding in the workplace by sharing brief user manuals with questions about working preferences and communication styles. Importance of Connection: Prioritizing connection over productivity leads to increased productivity and retention in the workplace. Psychological Safety: Creating a culture of psychological safety allows for open communication and constructive feedback among team members. Show NotesConnect with Junko on LinkedInSee the show archives and sign up for episode updates