HR Data Labs – Details, episodes & analysis

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Summary:

Suzanne Wertheim, Ph.D. is a researcher, consultant, and educator of strategic and effective language in business. She’s talked at conferences, annual events, and leadership summits about the why’s, the how’s, and the power of adopting inclusive language. She’s also the author of The Inclusive Language Field Guide. 

In this episode, Suzanne talks about addressing fears surrounding poor communication; how context affects what might be considered acceptable (or offensive) language; and how we can strive for inclusive language without falling victim to politically-motivated narratives. 

Chapters:

[0:00 - 6:01] Introduction

• Welcome, Suzanne!
• Today’s Topic: How to Communicate Better by Using Inclusive Language

[6:02 - 17:53] Suzanne’s response to people’s worries about poor communication

• Why humans feel so compelled to comment on differences even if we know we shouldn’t
• Communication dos and don’ts may look different for different people

[17:54 - 33:03] How does context influence how you should communicate?

• Identifying and replacing existing biases
• The key to replacing insensitive linguistic habits for good

[33:04 - 47:49] How do recent political events affect how we communicate? 

• The number one rule of inclusive grammar: reflect reality
• How status affects how we communicate

[47:50 - 49:25] Closing

• Thanks for listening!

Quotes:

“[One] principle of inclusive language is ‘show respect.’ . . . and showing respect for some people shows up differently than showing respect for other people.”

“Language skills build up slowly over time . . . it just takes time to get to that pattern recognition and get enough data into your brain.”

Resources tab 

The Inclusive Language Field Guide 

Dr. Wertheim’s Newsletter 

Contact:
Dr. Suzanne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Mark Scherer, PhD had been a life-long entrepreneur until a severe accident motivated him to pivot to coaching. In 2018, Mark founded Encompass Life, a professional training and coaching company, and developed Quantum Leap Technique™ coaching. 

In this episode, Mark talks about the problems we face when we don’t work on our emotional intelligence; the processes we can use to gain control over and improve our emotional intelligence; and how improving our emotional intelligence can positively impact all aspects of life. 

Chapters:

[0:00 - 5:49] Introduction

• Welcome, Mark!
• Today’s Topic: Improving Your Emotional Intelligence

[5:50 - 18:23] What is the problem?

• How poor emotional intelligence stems from childhood woundings
• The impact of being comfortably miserable in your “familiar zone”

[18:24 - 30:27] How to gain more control over your own emotional intelligence

• Using the “Quantum Leap” technique
• Using language to reframe and resolve issues

[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of life

• How healing one aspect of your life will affect all other aspects
• On managing emotional reactions at work and in life

[42:12 - 45:45] Final Thoughts & Closing

• A brief comment on woundings in the workplace
• Thanks for listening!

Quotes:

“To really have the life you love, you gotta find what limits you the most is also what you hate the most about yourself and what you defend the most.”

“What people fear the most is giving up their excuses—they fear giving up their identity. Who would you be if you didn’t have that fear?”

Contact:
Dr. Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

This episode is a recording of panel discussion that took place during the recent NYCA event in which Sean Luitjens, General Manager of total rewards analytics at Visier, Jackie Rubin, Associate Director of talent and rewards at Willis Towers Watson, and K.C. Weinraub, VP of total rewards at eHealth, answer questions posed by our very own David Turetsky. 

In this episode, Sean, Jackie, and KC talk about the past, present, and future world of pay and tackling the new complexities of compensation planning.

Chapters:

[0:00 - 9:46] Introduction

• Welcome, Sean, Jackie, and KC!
• Today’s Topic: Tackling the New Complexities of Compensation Planning

[9:47 - 17:30] In what surprising ways does pay affect compensation planning?

• Communication of compensation plans is increasingly becoming HR’s scope
• Developing a data strategy before rolling out an AI strategy

[17:31 - 36:01] What pay decision issues are we anticipating for the rest of 2024?

• Developing managers as opposed to “knighting” managers
• How employees weigh compensation vs. benefits when looking for a jobs

[36:02 - 49:39] Predicting for changes in compensation planning in 2025

• Why it might make sense to revise compensation plans more frequently
• How pay increases might change in the future

[49:40 - 62:36] BONUS: What scares you about the future of pay?

• Legislation regarding exempt vs. non-exempt employees

[62:37 - 63:28] Closing

• Thanks for listening!

Quotes

“We have to train our managers and our leaders on how to talk about [compensation plans] to the populations within our organizations.”

“I think compensation planning will become more cyclical—three or four times a year. . . . I think that will help with the employee experience and with the manager experience.”

Contact:
Sean's LinkedIn
Jackie's LinkedIn
KC's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Jessica Miller-Merrell is an HR practitioner turned entrepreneur and the founder of Workology, a two-time Forbes recognized human resources, workplace, and recruiting resource established in 2005. Workology reaches 800,000 HR practitioners every single month and strives to help them elevate their businesses. Jessica is also the host of the Workology Podcast, which recently published its CHRO series. 

In this episode, Jessica talks about her new HR Benchmark Survey and how it’s going to help shed some light on what CHROs are dealing with today. 

Chapters:

[0:00 -3:31] Introduction

•Welcome, Jessica!

•Today’s Topic: What are CHROs Dealing with Today?

[3:32 -8:56] Why build a CHRO survey and where would people get this data previously?

•How Jessica’s interviews with CHROs highlighted a need for more data

•How do small and medium sized businesses (SMBs) differ from others?

[8:57 -15:09] What is the goal of the CHRO survey?

•Quarterly updates and information trends

•Pushing wider acceptance and use of data analytics in HR

[15:10 -15:47] Closing

•Thanks for listening!

Quotes:

“I started doing the interviews and to date we've had over 50 interviews with heads of HR, but I was finding that it was just anecdotal [conversations]. . . . So we launched what we called the HR Benchmark Survey.”

“Innovation is everything. The more diversity we have in terms of people we bring into the profession of human resources, I think the better it is for everyone because we're dreaming up new things.”

Contact:

Jessica's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

This past June, at SHRM22, our very own Lenna Turner, Director of Diversity, Equity, and Inclusion at Salary.com, and David Turetsky had the opportunity to host a session on pay equity while presenting an overview of the Plunkett Pay Equity Framework. Lenna and David begin by addressing the importance of pay equity today and then lay out the six steps to achieving pay equity in your organization. In this episode, Lenna and David talk about pay equity and how to achieve it. 

Chapters:

[0:00 -4:30] Introduction

•This episode was recorded live at SHRM22!

•A New Perspective: Pay Equity and How to Achieve It

[4:31 -15:56] Why is pay equity important today?

•It’s the right thing to do!

•Pay equity legislation

[15:57 -42:33] What is pay equity and the 6 steps to achieving it

•Mandate pay equity

•Group comparable jobs

•Model internal equity

•Benchmark external competitiveness

•Communicate transparently

•Update continuously

[42:34 -58:33] Final Thoughts & Closing

•Use these 6 steps to get ahead of the pay equity curve

•Thanks for listening!

Quotes:

“The first and critical step [to pay equity]. . . is working with your senior leaders and the board of directors to make sure that it is mandated by them, and it's therefore important.”

“This method . . . sets you up to, first of all, get that mandate because now you have a process that you can translate into an action plan that your CEO and your board can actually support and approve and fund.”

Contact:

Lenna's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Carlee Wolfe is an insightful people and culture business partner with deep, rich experience accelerating change, transforming cultures, and elevating performance to achieve business objectives in multiple industries. She has spent her career exploring her passion for inclusion, organizational development, leadership, change, and capability development. Most recently, Carlee served in transformative leadership roles at major brands such as Under Armor and Hyatt Hotels. 

In this episode, Carlee talks about ways that we can simplify change management and how we measure it. 

Chapters:

[0:00 -5:51] Introduction

•Welcome, Carlee!

•Today’s Topic: Simplifying Change Management

[5:52 -12:33] The importance of change management

•Measuring the success of change in simple ways

•Maintaining a focus on the “why” and the “how”

[12:34 -24:55] How has Carlee evolved her changes measures over the years?

•It all comes down to information, support, and encouragement

•Making sure people are still participating in the change

•The role leadership plays in checking in on people going through change

[24:56 -30:59] Carlee’s favorite way of measuring change

•Making a before/after comparison

•Gathering new, relevant insights

[31:00 -33:10] Final Thoughts & Closing

•Recognizing the difference between data and insights

•Thanks for listening!

Quotes:

“Information, support, and encouragement . . . If you're doing these three things as a leader, you're going to have better success in facilitating your transformation than you would have if not thinking about them at all.”

“There's data and there's also insight. And I think we spend a lot of time talking about, ‘how do we get insights that are gonna matter?’ I think those insights can be reported in meaningful ways, right? . . . So I would just encourage folks to continue to find those insights. And when you're stuck, [ask yourself], ‘what's the most simple thing that we can go after today to at least get some of those insights?’”

Contact:

Carlee's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

Nadia Clifford is passionate about transforming and reinventing complex technology organizations through efficient processes and collaboration. Her entire career she’s been at the forefront of digital transformations, even before this term existed. Her penchant for taking on new challenges has propelled her into different industries throughout the years (e.g., biotech, HR & payroll, retail, media, financial services, crypto, and banking). She has also worked in a range of roles, like Java software engineer, analyst, Scrum Master, and Product Owner to name a few. It’s that range of experience that makes her an effective technology leader and coach. In this episode, Nadia talks about the biggest pitfalls that people run into when managing complex technology initiatives, including product management in HR technology. 

Chapters:

[0:00 -6:10] Introduction

•Welcome, Nadia!

•Today’s Topic: Issues and pitfalls with managing complex technology initiatives

[6:11 -11:06] Lack of Vision: Creating a solution for an unidentified problem

•Who is running into the problem? Why are you trying to solve it?

•Not delivering on the intended value because resources are stretched too thin

[11:07 -15:39] Everything is a #1 priority

•Learning to say “no” or “not now”

•How deliverables and feedback can inform, or possibly even change, the vision

[15:40 -24:53] Lack of communication and/or buy-in

•Get buy-in by letting people experience the problem you’re trying to solve

•Balancing frequent communication with work-life

•Has remote work has affected how people work together?

[24:54 -26:41] Final Thoughts & Closing

•Getting feedback sooner than later is critical to complex technologies’ success

•Thanks for listening!

Quotes:

“Prioritization is not just saying ‘yes’, . . . it's also saying ‘no’ to everything else. And it takes a lot of guts to say ‘no’.”

“If a product manager really wants their stakeholders or their development teams to hear their message, they need to use every possible communication channel.”

Contact:

Nadia's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about Dwight’s past experience at Mayo Clinic working with quality analytics. This episode is a bit of a case study in process automation and how it can, in some cases, save lives. 

Chapters:

[0:00 -2:23] Introduction

•Today’s Topic: Process Automation

[2:24 -11:31] Examining processes and recognizing what can be automated

•Manual processes can be time consuming and can use up valuable resources

•The importance of investing in change management

[11:32 -18:29] Examples of business processes that could benefit from automation

•How we can improve personnel action forms

•Small changes and incremental improvement

[18:30 -24:45] Tackling small process changes in HR

•Job tables

•Performance management

[24:46 -25:56] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“One of the big barriers that we had to get past was people letting go of their processes.”

“I think if organizations could move [toward automating their performance management processes], their ability to do performance management, both proactive and reactive performance management, is enhanced.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Summary:

Kevin Campbell, employee experience scientist with Qualtrics, is back again for another fascinating discussion with David and Dwight! Kevin creates and implements plans for strategic positioning with company executives and high-level leaders with the goal of improving the employee experience. Prior to his current role at Qualtrics, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about program evaluation and program effectiveness. 

Chapters:

[0:00 -4:31] Introduction

•Welcome, Kevin!

•Today’s Topic: Program Evaluation and Program Effectiveness

[4:32 -12:58] How current HR program spending trends came to be 

•The importance of measure outcomes and not only completion

•Recognizing what needs to be accomplished with a program

[12:59 -25:31] How can we improve surveys for better qualitative data? 

•Daily surveys that we take as consumers vs surveys that we take at work

•Lessons that HR can learn from the customer experience department

[25:32 -35:03] How can we harness unstructured data to measure the employee 

experience?

•Employees sharing their experience outside of work and on social media

•The importance of truly randomized, AB testing

[35:04 -36:37] Final Thoughts & Closing

•If you organization needs to make cuts to HR, better it be your program than you

•Thanks for listening!

Quotes:

“A lot of work done in humanitarian aid, as an example, [has] flaws around measuring whether or not the food or supplies was delivered . . . rather than measuring the true outcome, which is whether or not people go to bed hungry. When you fail to measure the true outcome and you only measure the widgets produced or the bags of rice delivered, you could be having things where there's an unequal distribution of those supplies that you're offering, or it ends up benefiting only some families more than others.” 

“One of the problems with the traditional survey is that you're already defining the universe of responses and questions. . . . So those unknown unknowns aren't even in your field of awareness.”

Resources:
Upstream by Dan Heath

Contact:

Kevin's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about compensation benchmarking in hopes of demystifying it and breaking down how it works. They list some of the beneficial aspects of benchmarking and other areas that present opportunities for improvement. 

Chapters:

[0:00 -3:20] Introduction

•Today’s Topic: Compensation benchmarking

[3:21 -8:48] How companies can use compensation benchmarking to learn more about their workforce

•Large data sets are readily available

•How technology has enabled us to have more confidence in the data we use

[8:49 -17:31] Where are the opportunities to improve compensation benchmarking?

•Training HR employees on the ins and outs of the compensation process

•The importance of understating the surveys that you’re using

•How job descriptions (or the lack thereof) can impact the results of a benchmarking project

[17:32 -19:29] Summary & Closing

•Seek out help from experts for benchmarking projects

•Thanks for listening!

Quotes:

“I can take two different surveys looking at the same industry and I can get vastly different results. . . . I see people come in using one survey and I think they don't necessarily know what the positives and pitfalls of that particular survey are.”

“Anybody who tries to make matching and survey processes into science experiments—they fail. . . . You can know who the participants are, and the person could have done a really good job matching, but they could have excluded a bunch of people because [of whatever reason]. . .. [I’m] not trying to say they did anything nefarious, but it just happens.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media