We're Only Human

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 178

In 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 LinkedIn

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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 177

Today'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

"So how do we ensure that our team is focused on the right things so that they're making an impact and seeing that reflected in the business success? As companies increasingly are focused on the bottom line, we just cannot afford to have employees working on things that are not moving the ball forward as it relates to our priorities."
Michelle Pulido, Senior Vice President of People and Workplace, Rothy's

We're Only Human -- Episode 176

This episode of We're Only Human discusses how Rothy's, a sustainable company, prioritizes connecting with employees, aligning employee experience with business priorities, and providing choices and flexibility in recognition. Michelle Pullido, the Senior Vice President of People and Workplace at Rothy's, shares insights on strategies for creating a positive employee experience, including understanding employee motivations, aligning with leadership priorities, and utilizing platforms like Goody for employee recognition.

Get your own free $20 Goody credit: https://www.ongoody.com/business/signup
Connect with Michelle on LinkedIn: https://www.linkedin.com/in/mvpulido/

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"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, Healthesystems

We're Only Human -- Episode 175

In 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:

1. 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.
2. Importance of Connection: Prioritizing connection over productivity leads to increased productivity and retention in the workplace.
3. Psychological Safety: Creating a culture of psychological safety allows for open communication and constructive feedback among team members.

Show Notes

• Connect with Junko on LinkedIn

• See the show archives and sign up for episode updates

"I also enjoy the face to face with employees. And I think I really have chosen this field of benefits, this discipline, because I want to help employees maximize the benefits that are offered to them."

Summer Martin, Human Resources Generalist, STRATA-G Solutions

We're Only Human -- Episode 174

The episode features a conversation between Ben Eubanks and Summer Martin about Summer's journey in pursuing the Certified Employee Benefits Specialist (CEBS) certification. Summer shares her passion for educating employees on benefits and helping organizations enhance their benefits offerings. She discusses the importance of effective communication in benefits and the value of specialized certifications in HR. The conversation highlights the role of benefits in attracting and retaining talent, as well as the significance of tailoring benefits information to different audiences.

Show Notes

• Connect with Summer on LinkedIn
• See the show archives and sign up for episode updates

• See the show archives and sign up for episode updates

"And someone says, 'I don't think management's for me.' Celebrate that! When somebody says that to you, you need to celebrate and say, 'Great decision!' As an individual contributor, you have joy in your job by being excellent, by being a subject matter expert."Cheryl Gochis, Chief Human Resources Officer, Baylor UniversityWe're Only Human - Episode 173

In this episode, Ben Eubanks interviews Cheryl Gochis, the chief human resources officer at Baylor University. They discuss the importance of enabling and selecting great leaders. Cheryl highlights the impact of a good manager on their team, the importance of truthful job descriptions for manager roles, and the need for HR professionals to understand and support the business they serve.The interview also highlights the value of sharing real stories and narratives to guide managers, rather than adopting a formulaic approach.

Show Notes

• Connect with Cheryl on LinkedIn
• See the show archives and sign up for episode updates

• See the show archives and sign up for episode updates

"My refrigerator broke one day and I didn't call a repair person. I didn't go to refrigerator repair school. I went to YouTube, found a person who had a similar problem, followed along, fixed the problem, moved on. And then we go to work and suddenly you can't do that anymore."

JD Dillon, Chief Learning Officer, Axonify

We're Only Human - Episode 172

In this episode, Ben talks with JD Dillon, a learning leader and advocate for frontline workers and the use of technology to support learning outcomes. In the conversation, they discuss the concept of the modern learning ecosystem, emphasizing the importance of enabling frontline workers and exploring the evolution of learning technology and its impact, particularly for frontline employees. The conversation focuses on the practical application of technology to improve work experiences, including personalized learning, language barriers, and the promise of AI. Three takeaways for listeners include:

1. The evolving role of learning technology in supporting frontline workers.

2. The potential for technology to address challenges such as language barriers and accessibility.

3. The importance of rethinking the work experience and leveraging technology to enable personalized, equitable, and effective learning and development.

Show Notes

• Connect with JD on LinkedIn
• See the show archives and sign up for episode updates

"I would be remiss to tell our employees 'you have the power to question your doctors' if I didn't tell HR people 'you have the power to question your consultants and brokers' the exact same way."

Melissa Cassidy, Human Resources Leader, Valpak

We're Only Human -- Episode 171

In this podcast episode, host Ben Eubanks engages in a conversation with Melissa Cassidy, focusing on the topics of benefits, HR, and employee wellness. They discuss Melissa's background and her experience in the field. Melissa shares the challenges she faced when implementing a new benefit plan and the importance of gathering employee feedback. Moreover, they dig into the strategies they used to educate and support employees in terms of benefits and financial literacy.

Key Takeaways:

1. Gathering employee feedback is crucial: Melissa emphasizes the significance of listening to employees and their needs when it comes to benefits. Conducting surveys and actively seeking input from employees can help shape effective benefit strategies.
2. Tailor education and communication: Melissa highlights the importance of delivering benefit information in a way that meets the needs of the diverse employee population. Using various communication channels, such as in-person meetings, virtual visits, and recorded presentations, allows employees to access information at their convenience.
3. Holistic approach to employee wellness: In addition to focusing on health benefits, Melissa's organization prioritizes mental and financial well-being. Providing access to financial advisors and mental health resources demonstrates a commitment to the overall well-being of employees beyond just health insurance coverage.

Show Notes

• Check out Melissa on LinkedIn
• See the show archives and sign up for episode updates

"So when it comes to training and learning as a viable solution for helping people be the best that they can be in the roles that they serve, I believe that that's always been important. We've just not always been able to illustrate impact in the past the way in which we're able to now. That is because of the different types of tools and resources and knowledge that we've gained about the science of measuring the impact of training and learning."

Kevin M. Yates, The L&D Detective

We're Only Human -- Episode 170

It's an age-old problem: We're training people, but how do we know if it's working? What's the impact? What's the result? What's the ROI?

In this interview with Kevin M. Yates, the learning detective and a daily practitioner with experience in learning analytics and measurement at organizations like Meta and McDonald's, you'll learn about how measuring and proving training value is closer than ever before.

Show Notes

• Check out Kevin's nonprofit: https://mealsinthemeantime.org/
• Check out Kevin's work: https://kevinmyates.com/
• See the show archives and sign up for episode updates:https://lhra.io/podcast

"So it's really designed to be a two-way street and to create that conversation from the very, very beginning points. So we're setting the expectations for what employment is going to be like, especially as a leader at our company."

Nicole Hirsch, Sr Recruiting Manager, Lattice

We're Only Human -- Episode 169

Teaching hiring managers how to interview... It sounds like a foregone conclusion, yet data from the 2023 Lighthouse Research & Advisory Modern Screening Practices Study of more than 500 employers shows that it's not happening as much as it should. Employers put their reputation on the line every time they let hiring managers speak with candidates, but they don't always do a good job of preparing them for what to say, how to say it, etc.

In this conversation between Ben and Nicole Hirsch, a senior recruiting leader, you'll hear how to approach this with intentional focus in order to drive the best hiring results.

Show Notes

• Thanks to Brighthire for connecting us with Nicole! https://brighthire.com
• Connect with Nicole on LinkedIn: https://www.linkedin.com/in/nicolethomsenhirsch/
• See the show archives and sign up for episode updates:https://lhra.io/podcast