We're Only Human

"We can't forget about being human." Tom Moran, Chief Strategy Officer, Prodoscore   We're Only Human -- Episode 102   When workers gathered to work on assembly lines, productivity was easy: you counted the widgets produced per hour. In the modern workplace, it's a much harder proposition. How do you know when knowledge workers are really accomplishing what they need to be?  In today's discussion, Ben dives into those questions and more with Tom Moran of Prodoscore. Prodoscore is a productivity intelligence tool designed to help companies understand how the workforce gets things done, who may need help, and where opportunities exist for smarter business practices.  Tom shares how Prodoscore helps customers measure individual worker productivity, how the data can serve as a performance coaching tool, and more.    See Prodoscore's ethical pledge: https://www.prodoscore.com/company/#pledge   See the show archives and sign up for episode updates

"We allow business leaders to dictate things based on who they like, who they golfed with the last weekend, and things like that when it should be: 'Who is doing the work and who is a benefit to our work environment and our culture?'" Carla Patton, HR Executive   We're Only Human -- Episode 101   One of the challenges in the last year is that the pandemic showed the cracks in the relationships created by poor leadership. In an office environment, there are enough opportunities to smooth over mediocrity from a leadership perspective, but when things are virtual, those kinds of behaviors like favoritism or simply being inept become magnified.  In this episode, Carla Patton encourages us to stop accepting mediocrity from our leaders and hold them to a higher standard. It's not just about business results--it's about the kind of environment they create for their team and whether that environment encourages performance or hinders it.    Links:  Ben on the Paychex HR Podcast: https://open.spotify.com/show/3F4a4zK3l

"We map the employee journey and experiences that an employee has. We do things where we can really hear, learn, and better understand the employee sentiment, directly from employees. We have feedback mechanisms built in that allow us to continually evolve, and we really look at that feedback that we get on our experiences as a gift. We welcome it. We want to hear 'what did we do' and 'how did it land' and 'how can we make it better?'" Adella Bell, PayPal   We're Only Human -- Episode 100   Today, one of the most challenging pieces of supporting employees is understanding their unique journeys, identifying their needs at each step, and designing experiences that meet those needs. At PayPal, there is a clear approach that leads to better outcomes, and it hinges on employee-focused design. From how feedback is gathered to how journeys are mapped and more, every piece of this is centered on the employees and what they need.  In today's discussion, Ben talks with Ramesh Murugan and Adella Bell from PayPal's HR te

"So you're about to go into a meeting physically or remotely, you click on the team on the calendar invite and it'll pull up the culture of that meeting. Imagine EQ everywhere, and you're delivering emotional intelligence insights where every person can communicate, collaborate, and connect." Juan Betancourt, Humantelligence We're Only Human -- Episode 99  One of the issues with the tools, the technology, and the processes we use in HR is that we sometimes get away from the human at the core of it all. This episode includes an incredible case study of how Ashley Furniture reduced turnover by approximately 30% and saved nearly $5 million in the process by focusing on the real drivers and values of each individual they hire onto their team. In today's discussion, Ben and Juan dig into how we can use more emotional intelligence insights in everyday interactions, creating more human and people-focused workplaces. From hiring decisions to team alignment, there are many different types of opportunities to support a

"Human resources is ripe for innovation right now. Innovation is definitely a place of great opportunity within human capital. We should be constantly looking out for how we can leverage what others have done in other areas and apply it to human resources functions." Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group We're Only Human -- Episode 98 If you've ever wondered why HR seems to struggle with innovation, you're not alone. For some companies, HR expects innovation to come from other departments. For some companies, HR tries but fails to generate the innovation it needs. But in some firms, HR leads the charge with innovation, creating new opportunities to drive the business and demonstrate the value of HR within the organization.  In today's discussion with Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group, Ben and Karin talk about how this process works and Karin opens her playbook on how to build relationship capital in authentic ways, what it t

"My company is going remote because of COVID. How do I transition our culture over?"  We're Only Human -- Episode 97 In 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 questions@upstarthr.com or record a short voice question anonymously at http://upstarthr.com/question Quote 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

"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

"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 Osborne We're Only Human - Episode 95 If 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/3iG8o55 See 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, Google We're Only Human - Episode 94 What 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

"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 93 Organizational 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:

"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, Starmind We're Only Human - Episode 92 Skills 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

"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 Foundation We're Only Human Podcast Episode 91 How 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 Communications We're Only Human Episode 90 Heads 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 Sharks We're Only Human episode 89 In 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, PeopleStrategy We're Only Human - Episode 88 In 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/AntiracismForum Connect with Lesley: lesley.lyons@peoplestrategy.com  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.com On 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.or

"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 Unisys This 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 listener See 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 Browne In 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-demand See 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, Jobvite In 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, SHL Hiring 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