In 1966, two Brazilian men were found dead on Vintém Hill under bizarre circumstances that continue to perplex investigators and conspiracy theorists alike. Lying side by side, their bodies were discovered wearing matching lead masks—shields with no eyeholes—alongside cryptic notes. Were they victims of a cult ritual, a failed experiment, or something even more otherworldly? See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .…
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While We Were Working: Human Resources Advice and Workplace Tech Insights for The HR Practitioner Community
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Are Stay Interviews Still Relevant + Addressing Cultural Difference in a US Company with Global Team
Manage episode 395966895 series 3394982
İçerik Jumpstart HR LLC tarafından sağlanmıştır. Bölümler, grafikler ve podcast açıklamaları dahil tüm podcast içeriği doğrudan Jumpstart HR LLC veya podcast platform ortağı tarafından yüklenir ve sağlanır. Birinin telif hakkıyla korunan çalışmanızı izniniz olmadan kullandığını düşünüyorsanız burada https://tr.player.fm/legal özetlenen süreci takip edebilirsiniz.
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
117 bölüm
Are Stay Interviews Still Relevant + Addressing Cultural Difference in a US Company with Global Team
PaylaşManage episode 395966895 series 3394982
İçerik Jumpstart HR LLC tarafından sağlanmıştır. Bölümler, grafikler ve podcast açıklamaları dahil tüm podcast içeriği doğrudan Jumpstart HR LLC veya podcast platform ortağı tarafından yüklenir ve sağlanır. Birinin telif hakkıyla korunan çalışmanızı izniniz olmadan kullandığını düşünüyorsanız burada https://tr.player.fm/legal özetlenen süreci takip edebilirsiniz.
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
117 bölüm
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1 The Power of HR and The State of HR Tech 31:33
31:33 
Daha Sonra Çal 
Daha Sonra Çal 
Listeler 
Beğen 
Beğenildi31:33
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiTake 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…
1 Internal Hiring vs External Hiring - What’s Better? Ft. Fit Small Business 32:18
32:18 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi32:18
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 NYC’s AI Bias Law Isn’t Working + Demystifying Employee Ratings 29:48
29:48 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi29:48
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 Traits of a Great Leader at Work + My Job Changed And I’m Not Happy About It 29:50
29:50 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi29:50
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 HR’s Toughest Challenges + Can AI Hire Better Candidates? 26:43
26:43 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi26:43
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 2024 PTO Trends + What If My Employee Goes To Jail? 28:18
28:18 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi28:18
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 Exploring Current Work Trends + Value of Podcast for HR Professionals 36:47
36:47 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi36:47
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 Navigating Religious Inclusion in the Workplace + How to Handle Employee Grievances with Company 29:03
29:03 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi29:03
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 New Independent Contractor Rule for Compliance + Benefits of HR Support From the Beginning 33:11
33:11 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi33:11
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 Are Stay Interviews Still Relevant + Addressing Cultural Difference in a US Company with Global Team 24:47
24:47 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi24:47
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary 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…
1 Remote Jobs Available but Nobody Wants + Companion Animal Policies for Employees 25:24
25:24 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi25:24
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary This episode of ‘While We Were Working,’ Joey and Sommer delve into the world of remote jobs that prove unpopular and challenging to fill. They explore the reasons behind the unpopularity of specific work-from-home roles, shedding light on the difficulties in hiring for customer support positions. The duo also examines the concept of pet policies within organizations and the significant role pets play in employees’ lives. Practical considerations for implementing pet policies and the benefits of partnering with Jumpstart HR are also tackled in this insightful episode. Takeaways Some remote jobs are unpopular and difficult to fill, even in the current work-from-home trend. The unpopularity of certain jobs may be due to factors such as limited access to personal devices and lack of clear career progression. Employers should consider addressing challenges in hiring by reevaluating their employer brand and commitment to growth. Implementing pet policies in organizations can improve employee experience and show support for employees’ personal lives. Chapters 00:00 Introduction and Overview 01:21 Discussion on Remote Jobs 02:51 Unpopular Jobs and Difficulty in Filling Positions 04:08 Reasons for Unpopularity of Work from Home Jobs 07:19 Challenges in Customer Support Roles 08:47 Addressing Challenges in Hiring 09:46 Adapting to Changing Needs of Workers 10:58 Introduction to Consultants Corner 11:42 Discussion on Pet Policies in Organizations 12:57 Importance of Pets in Employees’ Lives 15:52 Implementing Pet Policies in Organizations 20:46 Practical Considerations for Pet Policies 24:11 Benefits of Working with Jumpstart HR 25:43 Conclusion…
1 How Long Work Hours Leads to Burnout Not Productivity + Pitfalls of Premature Promotion 29:51
29:51 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi29:51
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary In this episode, Joey and Summer explore how long work hours lead to burnout and not productivity. The hosts delve into the pitfalls of premature promotions, something consultants see occurring. While done with good intentions, they illuminate potential challenges, providing a thought-provoking exploration of the topic. Takeaways Employees who log off at the end of the workday exhibit a 20% higher productivity score, emphasizing the importance of maintaining a healthy work-life balance. Limited work breaks contribute to burnout, with those who don't take breaks being times more likely to experience burnout. Premature promotions can lead to a significant skill and knowledge gap, resulting in underperformance and increased stress for the promoted employee. Disruption of team dynamics is a common consequence, with colleagues feeling frustrated if promotions are perceived as undeserved. Strained relationships and a toxic work environment may result from premature promotions, affecting effective communication within the team. Lack of job satisfaction and retention issues may arise, as employees feel overwhelmed and seek opportunities elsewhere that align with their skills. Chapters 00:00 Introduction and Overview 01:47 Long Work Hours Lead to Burnout Not Productivity 16:27 Pitfalls of Premature Promotion 27:33 Wrap-up and Conclusion…
1 Employment Changes for 2024 + “How to Handle an Extemely Unhappy or Toxic Employee on your Team” 34:11
34:11 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi34:11
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiSummary In this episode, Joey and Summer discuss the mandatory employment law changes that may impact businesses in 2024. They cover topics such as OSHA reporting expansion, changes to non-compete agreements, cannabis use protections, changes to paid leave laws, and minimum wage changes. They also provide insights and advice on how to handle toxic employees in the workplace. Takeaways Stay informed about the mandatory employment law changes that may impact your business in 2024. Be prepared to comply with new OSHA reporting requirements for certain employers in high hazard industries. Stay updated on changes to non-compete agreements, as the Federal Trade Commission has proposed a rule to ban most non-competes. Understand the new laws and protections regarding cannabis use in the workplace. Chapters 00:00 Introduction and Overview 03:04 OSHA Reporting Expansion 05:32 Changes to Non-Compete Agreements 10:36 Changes to Paid Leave Laws 14:01 Cannabis Use Protections 18:12 Minimum Wage Changes 20:22 Consultants Corner: Dealing with Toxic Employees 31:44 Wrap-up and Conclusion…
1 Does AI at Work Mean Worse Employee Experience? + “My Employee Won’t Turn His Camera On, What Should We Do?” 27:11
27:11 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi27:11
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiIn this episode, Joey Price and Summer Ketron discuss Forester.com’s predictions for 2024, focusing on employee experience, AI, and recruiting. They highlight the challenges faced in 2023, such as inflation, hybrid work adjustments, and employee strikes. The conversation delves into the importance of employer’s commitment to employee experience and the potential impact of AI on recruiting, including the hiring of unqualified candidates and the creation of fake profiles. The hosts provide recommendations for organizations to navigate these challenges and emphasize the need for a balanced approach between talent and technology. The episode concludes with a discussion on addressing the issue of camera on, camera off in virtual meetings. Takeaways The challenges faced in 2023, such as inflation and hybrid work adjustments, have raised questions about employers’ commitment to employee experience. AI in recruiting can bring both magic and mayhem, with the potential for hiring unqualified candidates and the creation of fake profiles. Organizations should invest in employee experience programs to drive productivity and retention. A balanced approach between talent and technology is crucial for organizations to navigate the future of work. Chapters 00:00 Introduction 01:59 Forester.com’s Predictions for 2024 03:22 Challenges in 2023 06:08 Employer’s Commitment to Employee Experience 08:38 AI and Recruiting 14:13 Recommendations for 2024 16:36 Consultants’ Corner: Camera On, Camera Off 27:03 Conclusion…
1 NLRB Predictions for 2024 + How to Deliver a Performance Improvement Plan If A Medical Condition is Involved 31:32
31:32 Daha Sonra Çal Daha Sonra Çal Listeler Beğen Beğenildi31:32
Daha Sonra Çal Daha Sonra Çal Listeler Beğen BeğenildiIn this episode, Joey and Summer discuss the Fisher Phillips Labor Board highlights for the new year. They cover topics such as work rules, limitations on non-competes, planning for AI advancements, responding to union recognition demands, and sharing information and increased enforcement. In the Consultants’ Corner segment, they provide guidance on how to handle a sensitive situation where an employee discloses a medical condition after being given a performance improvement plan. Takeaways Employers should review their policies and handbooks to ensure they do not interfere with employees’ Section 7 rights. There are increased limitations on non-compete agreements, and employers should ensure they are in compliance. Employers should plan for advancements in AI and be aware of workplace surveillance and algorithmic management technologies. Employers should be prepared to respond to union recognition demands and engage in conversations with employees about unionization. Employers should be aware of increased information sharing and enforcement efforts between government agencies. When handling a sensitive situation where an employee discloses a medical condition after receiving a performance improvement plan, employers should have a conversation with the employee, review their obligations for reasonable accommodations, and document the process. Chapters 00:00 Introduction and Retreat 02:34 Fisher Phillips Labor Board Highlights 09:14 Limitations on Non-Competes 13:42 Planning for AI Advancements 17:00 Responding to Union Recognition Demands 19:45 Sharing Information and Increased Enforcement 22:59 Consultants’ Corner: Handling Medically Sensitive Performance Improvement Plans…
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