Explore every episode of the podcast Diagnosing The Workplace: Not Just An HR Podcast
Dive into the complete episode list for Diagnosing The Workplace: Not Just An HR Podcast. Each episode is cataloged with detailed descriptions, making it easy to find and explore specific topics. Keep track of all episodes from your favorite podcast and never miss a moment of insightful content.
In this episode, we examine nepotism (the act of granting an advantage, privilege, or position to relatives or friends in an occupation or field) in the workplace. The reality of dealing with hiring family is something many businesses do not handle as well as they should.
Our prescription for this episode: transparency is key. The intent that you have for hiring relatives is something you need to look long and hard at. Also, if there are grumblings and protests about nepotism in your workplace, that may actually be more about how present Job Dissatisfaction is, rather than about nepotism itself.
In this episode, we explore 3 questions from listeners and conversations with clients:
1. What is the difference between Orientation, Onboarding, and Upskilling? 2. How can we address labor gaps due to retirement? 3. How can we Generate Buy-in for anything new?
Our prescription for this episode: have a more strategic approach to how you implement your staffing initiatives. Whether you are training employees, addressing talent shortages, or managing change; take a step back and look at the assumptions you make be making. Can you have a more tactical approach?
In this episode, we explore 3 questions posed to us by our listeners:
1. Why do many recognition programs fall short? 2. Why do many teams give up on people and culture initiatives? 3. How can a new manager improve things when they do not have the authority to change them?
Our prescription for this episode: understand the complexity of efforts, changes, and programs you want to implement. Anything involving people is naturally complex, so "off the shelf" solutions never work every time, in every situation, for everybody.
In this episode, we examine what it takes to infuse innovation into your workplace culture, and what are the big warning signs of complacency that will hold back innovation.
Our prescription for this episode: understand the Warning Signs of a Climate of Complanency (CoC), and look to start including the Indicators of Innovation (IoI) if you want to make innovation sustainable in your organization.
Warning Signs of a Climate of Complacency (CoC) | Comfortable and Traditional methods | Rigid Thinking | Finding the No | Unconfident and Low-profile Leadership
| Indicators of Innovation (IoI) | Make Failing Part of the Plan | Mitigate the Risk | Unfinished is the New Normal | Confident Leadership
In this episode, we examine "fit" and how we may have been misunderstanding the reality of hiring for fit.
Our prescription for this episode: avoid the trap of looking for people who will "fit in" and prioritize finding talent who will add value to your organization and who will "be a good fit".
In this episode, we examine skills and try to bring a fresh perspective to the separation between "soft" or "essential" skills and "hard" or "technical" skills.
Our prescription for this episode: let's start looking at skills through the lens of Employability, especially in how we recruit, develop talent, and groom people for leadership
In this episode, we explore 3 questions posed to us by our listeners:
1. How do we know when something is AI or just marketed as AI? 2. How do you handle a toxic employee? 3. How can I implement wellness accommodations for a team member without burning out everyone else on the team?
Our prescription for this episode: never underestimate the negative impact of job dissatisfaction and poor psychological safety. Toxic employees, employee burnout, and low productivity are natural outcomes of a workplace culture that is riddled with job dissatisfaction.
In this episode, we examine what it means to "do" employee engagement. Our conversation explores the pitfalls that come from not truly understanding employee engagement and the consequences of doing it wrong.
Our prescription for this episode: understand that employee engagement is an outcome, not an activity. There are very practical and tangible things you can do that will create motivation and enthusiasm in employees, but you need to be strategic in your efforts.
Episode 14: Why Is Employee Engagement So Difficult? Episode 15: Is Job Dissatisfaction Really That Dangerous? Episode 16: How Do We Build A Workplace Culture? Episode 21: How Do You Motivate Employees Through Meaning And Purpose? Episode 24: What Makes Employee Engagement Actually Work? S2 E7: What Happens When Businesses Counterfeit Psychological Safety?
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine an all-to-common situation in most workplaces - Chaos Solutions. This is the reality of not fully understanding the complexity of workplace challenges or looking for shortcuts to resolve issues, which ultimately creates more harm than good.
Our prescription for this episode: we need to think critically about the situations we are trying to resolve and ask ourselves the question: "What needs to exist first before this solution will be effective."
In this episode, we examine what it looks and feels like when a workplace has counterfeited psychological safety, or to put it another way, has made some of the easy steps to merely create the illusion of psychological safety.
Our prescription for this episode: understand the red flags for counterfeit psychological safety, and take the time to learn, measure, and effectively engrain psychological safety into your workplace is you really want to reap the benefits of it.
In this episode, we examine the important workforce events that happened in 2023, as well as what we should be the fundamental takeaways from this very busy year. We identify 5 main lessons to learn from 2023 that will impact our success in 2024.
Our prescription for this episode: realize that things have permanently changed, and if we want to have success going forward, we need to think differently, revise our priorities, and move beyond the traditional way of doing things.
Statistics Referenced:
The number of workers on Strike in 2021 was 141,000 for the full calendar year
The number of workers on Strike in 2022 was 242,000 for the full calendar year
The number of workers on Strike in 2023 was 453,000 as of October
Cornell University School of Industrial and Labor Relations' Labor Action Tracker Data as of October 2023
(29%) of companies enforcing office returns are struggling with recruitment.
76% of employees stand ready to jump ship if their companies decide to pull the plug on flexible work schedules
In the SHED survey, the gravity of this situation becomes more evident. The survey equates the displeasure of shifting from a flexible work model to a traditional one to that of experiencing a 2% to 3% pay cut.
In this episode, we explore 3 questions posed to us by our listeners:
1. What are the biggest risks facing small businesses around HR compliance? 2. How do you make coaching and team building programs have a lasting effect in a workplace? 3. How do you effectively measure DEI?
Our prescription for this episode: pay attention and look for effective ways to evaluate the work environment that you and your employees work in. A huge risk that every business faces is what we don't know. Making the need to properly view and measure our workplace an essential part of reducing risk and creating success.
In this episode, we examine workforce planning, specifically for small and medium businesses. This is something all businesses know is very important, but few address it with the right approach.
Our prescription for this episode: consider three approaches when looking to build a workforce plan; a Strength-Based Strategy, Temporary Talent, and Succession Planning. These are three practical approaches that should give you more options when looking at your long-term growth.
Past episodes referenced: S2 E14: Should We Be Hiring For Fit? S2 E18: What Does HR Stand For In Your Company? S2 E21: What Is The Technical Founder Paradox?
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the realities of artificial intelligence (AI) in our workplaces, specifically looking at its impact on Human Resources. We break down AI into practical terms with the intent to make its use and integration into our workplaces more practical and meaningful.
Our prescription for this episode: understand what is and is not AI, as there are a lot of misconceptions out there. Also start thinking of AI as a productivity tool, that is like adding another member to your team.
Statistics referenced:
49% of HR professionals say they leverage seven or more employment systems of record, inclusive of their HRIS, ATS, benefits administration, payroll, and time-tracking systems.
38% of HR professionals whose organizations have more than 1,000 employees report having ten or more employment systems in their tech stack.
The vast majority (84%) of HR executives at the VP level or higher (e.g., Head of HR, CHRO, etc.) believe their teams are using generative AI, yet only 34% of individual contributors report doing so.
- Finch. Early Look: Finch Survey Finds Many Opportunities to Improve the Employment Tech Stack. (2023)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the importance of collecting, not just any data, but the right data to inform your People and Culture decisions. We highlight the importance of having targeted diagnostic tools to make smart business decisions that will improve organizational efficiency.
Our prescription for this episode: think beyond surveys when collecting data. Many rich sources of data can come from tasks, assets, and efforts you likely already have.
In this episode, we examine the hidden costs that come with typical workplace culture challenges. We call these additional expenses and productivity wastes Labour Value Loss, and they eat away at profits and potential in almost every business.
Our prescription for this episode: understand that doing nothing about these everyday challenges comes at a steep cost, whether you are aware of the problems or not.
Statistics referenced:
On average, companies are running at 33% efficiency. - Gallup. Treat Your People Like Assets, Not Expenses -- Invest in Them (2019)
The result of 22 case studies show a typical cost of turnover of 20% of salary. - Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)
The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary. - Morneau Shepell. Morneau Shepell's Annual Mental Health Index (2022)
The relationship between Sexual Harassment and reduced productivity has been directly established. A person experiencing Sexual Harassment losses productivity equivalent to 45% of their annual salary. - Willness, Steel & Lee. A Meta-Analysis Of The Antecedents And Consequences Of Workplace Sexual Harassment. University of Calgary. (2007)
An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary. - Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)
Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee's annual salary. - Grammarly and The Harris Poll. State of Business Communication report (2023)
The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company. - Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the all-to-common reality of organizations and managers using rules, standards, and policies as weapons to control, retaliate, and oppress employees.
Our prescription for this episode: understand where this common practice of using policies as weapons comes from, and realize that there are more effective ways to create rules and policies that will yield far better results and employee performance.
Email us with your stories of the Policies as Weapons at info@roman3.ca.
Quick Correction: The Three Fragile Grips are The Harsh Grip, The Weak Grip, and The Stable Grip (Not the Supportive Grip)
Statistics referenced:
59% of managers report having no training at all. - West Monroe. Companies are Overlooking a Primary Area for Growth and Efficiency: Their Managers (2018)
A manager or supervisor directly influences a shocking 70% of an employee’s motivation and engagement. - Gallup. The Gallup Business Journal (2015)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the difficult reality of managing a workplace full of employees with different political and social views. How can we employees get past their differences and find common ground in the workplace?
Our prescription for this episode: we need to broaden our view of others. People are complex and we need to see past the parts we disagree with and look to find alignment in the harder-to-see, but certainly present, areas that we can agree with.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the different aspects of wellness in the workplace and explore the potential challenges and areas of growth that can come with improving employees' physical, mental, and emotional health.
Our prescription for this episode: understand that wellness strategies cannot be successful in a silo. We need to look at physical, mental, AND emotional health all together. Employee wellness is how you maintain employees in the long term.
Statistics referenced:
Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. -GCC Insights. Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It. (2016)
The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary. -Morneau Shepell. Annual Mental Health Index. (2022)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we explore 3 questions posed to us by our listeners:
1. How would you use a framework, like Integrity Leadership, to guide your decision-making? 2. HR and managers need to be more focused on workplace culture, but what does that look like in the everyday processes they have to go through? 3. What are your thoughts on performance management, tips, mistakes, and new ideas?
Our prescription for this episode: reflect on our thinking and how we lead others. We cannot think of HR processes and procedures as being separate from our organizational culture. How we structure and measure employee performance says a lot about how performance and success are viewed in our organization.
In this episode, we examine common expectations that exist in our workplaces that severely damage our organizational culture. We also provide some practical ways to look at our workplace and the expectations we place on employees that can resolve these issues.
Our prescription for this episode: we need to accept that the highly visible signs of success are the most important ways to measure success. Often is it the less tangible, everyday improvements that actually matter.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine the common assumptions that many businesses make when they are looking to attract talent. Many of these assumptions come from favoriting a more traditional approach to talent attraction and retention, increasing the risk of being left behind.
Our prescription for this episode: Consider the more unconventional candidates, and beware of the value of transferable skills.
Stats referenced:
Globally, just 35 percent of those who quit in the past two years took a new job in the same industry. In finance and insurance, for instance, 65 percent of workers changed industries or did not return to the workforce.
Reasons why people are leaving: 41% Lack of career development and advancement; 36% Inadequate total compensation; 34% uncaring and unispiring leaders; 31% lack of meaningful work; 29% unsastainable work expectations.
- McKinsey (2022) The Great Attrition is making hiring harder. Are you searching the right talent pools?
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine an all too common, yet vitally important dynamic, being the new boss of your friends and former co-workers.
Our prescription for this episode: manage the expectations of those around you and create confidence and consistency in how you lead. This will help you maintain the trust and respect you need to be successful as a new manager in their new dynamic.
In this episode, we examine what it takes to become a better leader and the realities of teaching yourself the needed skills and capabilities with books, webinars, and other self-study materials.
Our prescription for this episode: understand that the journey from information to knowledge to wisdom is possible alone, but only in rare situations is it practical. Leadership development is best not tackled alone.
Past Episode referenced: Season: 1 Episode: 29 - Leading With Integrity, HR Processes, Performance Management - Answering Listener Questions
In this episode, we examine key indicators for small businesses to know when they should be prioritizing and investing in their People and Culture. We also provide some practical options to make this vital investment more accessible to small businesses.
Our prescription for this episode: understand the growth of your business is dependent on your internal growth being aligned with your external growth.
Stat Referenced around employee engagement levels are higher in remote and flexible work environments than in fully onsite work environments were from Gallup's latest report: State Of The Global Workplace 2023: The Voice Of The World’s Employees
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the fundamental ideas around employee engagement and provide some clear advice on how we can avoid the common mistakes that most organizations make.
Our prescription for this episode: Employee Engagement is an outcome, a result of a culture that supports higher employee motivation and enthusiasm. It is not a collection of actions to make employees happy.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we explore 3 questions posed to us by our listeners:
1. What is the best way to begin to investigate your workplace culture? 2. My company's professional development program doesn’t seem to be producing much in the way of higher skill and talent, how can we fix that? 3. You talk a lot about the old ways of doing things, what are the main old ways of doing things that we need to avoid?
Our prescription for this episode: get the most out of your efforts and talent, you need to be always looking at the aspects of your workplace through the lenses of Policy, Practice, Pe.
Statistic Quoted: (James was a little off) "Globally, just 35 percent of those who quit in the past two years took a new job in the same industry. " - McKinsey & Company The Great Attrition is making hiring harder. Are you searching the right talent pools? (2022)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the different ideas of expanding the DEI relem. Our conversation looks at the pros and cons of some additions, like Belonging and Accessibility.
Our prescription for this episode: concern the role of Agency in what might be missing from our organizations, and in DEI especially.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the link and importance of employees finding a sense of meaning and purpose in their jobs, and their internal drive and motivation.
Our prescription for this episode: make the effort to understand how to connect daily tasks and existing opportunities to people's Sparks of Purpose.
The 8 Sparks of Purpose are: -The Spark to Provide -The Spark to Accumulate -The Spark to Be Part of Something -The Spark of Loyalty to Others -The Spark to Achieve -The Spark to Stay Relevant -The Spark To Make a Difference -The Spark to Improve Yourself
Stats Referenced: Nearly 80% of employees surveyed report that they want to work at an organization where they feel connected to the purpose and the people. - Blueboard. The State of Workplace Connection (2022)
70 percent of people say they define their purpose through work. - McKinsey. The search for purpose at work [Podcast Episode] (2021)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine some fundamental ideas about the role of HR. As well as get to the truth of how an organization prioritizes its HR professionals and departments will impact its success and profits.
Our prescription for this episode: It's time to update our thinking about people and culture. We need to move past the antiquated thinking of the past if we want to be successful in a post-2020 world.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the cold, hard reality of the role that salary and compensation have on talent attraction and retention. This conversation provides some surprising and nuanced insight that could greatly impact how you approach talent acquisition.
Our prescription for this episode: Understand that the influence money has on attraction and retention is complex, and the best thing you can do is better understand the situation you are in if you want to have greater success with your talent.
References Stats: (Coby got two out of three right!)
When it comes to predicting a company’s employee turnover rate, Culture is 10X more effective than Compensation.
(Massachusetts Institute of Technology)
Toxic Culture Is Driving the Great Resignation (2022)
A manager or supervisor directly influences a shocking 70% of an employee’s motivation and engagement.
(Gallup)
Gallup Business Journal (2015)
81% of people who leave their jobs cite dissatisfaction with the work environment as the major reason they started looking for a new job.
(Addison Group)
What Makes Employees Head for the Hills? (2019)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine where most organizational change goes wrong and where we should be placing more resources and effort to have the success we are looking for.
Our prescription for this episode: create buy-in for change by understanding and speaking to the different populations and audiences who will be affected by the change.
For more info on our Organizational Change Management Practitioner certification, visit: https://www.roman3.ca/ocmp
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the real, yet often overlooked, link between a organization's workplace culture and how successful it is with it's business performance and outcomes.
Our prescription for this episode: If you are trying to innovate, manage change, collaborate, or grow - then you need to secure your culture and insulate your productivity.
For more info on the Productivity Insulation, visit www.academy.roman3.ca or email us at info@roman3.ca.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the truth behind organizational culture, the common misunderstanding that most businesses have, and what the steps are to build a strong, supportive, and productive culture.
Our prescription for this episode: Learn to view your organization through the lens of the Workplace Culture Hierarchy, and be intentional in how you shape your workplace.
In this episode, we examine the use and misuse of "Fun" in company values, recruitment, and workplace culture.
Our prescription for this episode: take the time to understand the complexity of the actions and initiatives you take when building your employee experience and employer brand. Otherwise, you can end up creating chaos solutions that will have negative and unexpected consequences.
S2 E10: Are Your Current People and Culture Strategies Resolving Problems Or Creating Chaos? S2 E11: Should Companies Be Doing Employee Engagement? S2 E14: Should We Be Hiring For Fit?
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator with an extensive background in building workforce and organizational capacity.
In this episode, we will examine what Job Dissatisfaction is, where it comes from, and, most importantly, how potentially dangerous it is to our workplaces.
Our prescription for this episode: To understand The 7X3 Rule and to build a strong foundation for your organization that will combat Job Dissatisfaction.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the common misconceptions around employee engagement and try to identify the root cause of these issues.
Our prescription for this episode: Avoid the mistakes that come with thinking too short term about employee engagement, and follow our '3 Don'ts' to reduce the typical wasted effort that plagues many organizations.
In this episode, we will examine the existing, standard people and culture advice from leading business management books and gurus. Our goal is to identify the cause of the typical people and culture strategies that are holding our workplaces back.
Our prescription for this episode: Be aware that many of the traditional advice on culture and productivity are unsustainable and difficult to measure. However, if we take a new approach, we can both improve our people and culture efforts and practically quantify our successes.
You can learn more about Roman 3's People Intelligence & Culture Transformation (PICT) tools at www.roman3.ca/pict
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine an extremely valuable and versatile management skill that is overlooked by many. We also explore the difference between leadership skills and management skills.
Our prescription for this episode: It's time to improve how we communicate with our employees, our customers, and ourselves. There is a lot to gain from improving our skills, both as managers and aspiring leaders.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the major workplace and labour market impacts of 2022, and identify the root causes of many of the biggest challenges this year.
Twitter, Elon Musk, DEI, Fragile Grip Principle, WFH, Google Layoffs, The 4 Day Work Week, Return to the Office, No One Wants To Work Anymore, Microsoft Pledges for Diversity, and much more!
Our prescription for this episode: There was a lot to learn this year. Let's not make the same mistakes in 2023.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine what the labour market will look like in 2023, and attempt to predict the challenges and opportunities to come.
Our prescription for this episode: It's time to learn from the past and to reframe our understanding of the delicate relationship that organizations have with their employees. But to fully understand what this will look like, we need to understand the "Fragile Grip Principle".
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine how business can create stability in their talent acquisition, and bolster their recruitment efforts.
Our prescription for this episode: if an organization wanted to stand out in their effort to attract talent, they need to create a pipeline of talent that will not only improve their recruitment efforts, but have the talent seeking them out.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine what inclusion in the workplace is; and more importantly what it's not.
Our prescription for this episode is to challenge the assumptions that most of us use when we think about inclusion; what it looks like, how we get it, and how we implement it.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the hidden truth behind the labour market, which is that it operates in a very similar way as the consumer market.
Our prescription for this episode is to reframe our understanding of how we brand and market our products to our potential customers, as a way to guide us in how can brand and market our opportunities to our potential employees.
Citation of Study referenced: -Harvard Business Review Research: How Employee Experience Impacts Your Bottom Line (2022)
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine Paid Time Off and the rise of Unlimited PTO. We will look at the effectiveness of using PTO to address Employee Burnout and Talent Attraction.
Our diagnosis and prescription for this episode will attempt to put some clarity on the intent and ideals behind how we frame, design, and implement various policies. Are they designed to empower the best work? Or to restrict the options and actions of employees?
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we examine what we call "The Technical Founder Paradox", which we define as: When the skills, abilities, and mindset of the founders, which were crucial to starting and growing the business, are what stand in the way of the business’ sustainability and scalability.
Our prescription for this episode: let's start looking at the skills we need for growth, whether they are skills we need to develop, hire for, or put in place so we can step back to focus on what we are good at.
In this episode, we will examine questions like; how important are trade and labour unions in this day and age? What should unions be focused on? How can "The 7X3 Rule" create common ground for unions and businesses?
Our diagnosis and prescription for this issue will attempt to reframe how we as a society thinks about and understands unions. We also discussion some new ways to thinking about the role that unions can plan in improve the strength and sustainability of our workplace, and the organizations that employ their members.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine the realities and arguments surrounding working from home, and provide some exploratory surgery on the motivates fueling them.
Our diagnosis and prescription for this issue will provide owners, managers, and HR professionals a clear understand of the legitimate and non-legitimate reasons for bringing employees back to the office.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine what it really means to create belonging in the workplace. Our conversation will explore the recent conversation sparked by Malcolm Gladwell and how Work From Home (WFH) and belonging are connected.
Our diagnosis and prescription for this issue will provide leaders, managers, and HR professionals a fresh approach to create belonging in their workplace, regardless of it's size and locations.
Stat cited: In April found that 65% of workers said that remote work or work-from-home (WFH) options impacted their decision to accept or reject a job offer. As many as 40% of respondents said they would take lower pay if it meant working remotely. - Employ Inc.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.
In this episode, we will examine how psychological safety impacts the workplace. We will explore what causes it's absence and the symptoms that its absence creates. Most importantly, we will explain how to can start to build it practically and sustainably in your workplace.
Our diagnosis and prescription for this issue will give leaders and managers a practical breakdown of some small steps they can use to build psychological safety today.
About Our Hosts! James is an experienced business coach with a specialization in HR management and talent attraction and retention.
Coby is a skilled educator and has an extensive background in building workforce and organizational capacity.