"You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary.
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Employee Experience vs. Happiness: What Leaders Need to Know Post-COVID
Monday, September 15, 2025 • Duration 38:57
What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need.
In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it.
Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive.
Key Takeaways➡ Employee experience must be intentionally designed, not just “happiness.”➡ Leaders are responsible for setting employees up for success.➡ COVID-19 reshaped workplace expectations and culture permanently.➡ Listening is the most underrated leadership skill.➡ Dissent and disagreement fuel innovation when managed effectively.➡ Many organizations still reward toxic behaviors without realizing it.➡ Employees want clarity, support, and a chance to contribute meaningfully.➡ Everyone deserves a brilliant employee experience.
Chapters00:00 – Who is Kalifa Oliver02:50 – The Importance of Employee Experience05:50 – Communication and Listening in Organizations08:54 – The Impact of COVID-19 on Work Culture12:00 – The Journey to Writing the Book14:47 – Understanding Employee Experience vs. Happiness17:52 – The Role of Leadership in Employee Experience20:58 – Dissent and Innovation in the Workplace23:58 – Creating a Positive Work Environment
Connect with our Guest
Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/Get the book: I Think I Love My Job – https://www.kalifaoliver.com/
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/
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Burnout, Bias, and Broken Trust: Employ's 2025 Jobseeker Nation Report
Wednesday, July 16, 2025 • Duration 41:15
Job seekers aren’t playing games in 2025. Between AI, inflation, and ghosted applications, candidates are demanding better. We sat down with Stephanie Manzelli to unpack the latest Job Seeker Nation Report and why it’s more than just stats—it’s a warning sign. From broken trust to burnout, this conversation dives deep into how recruitment is being redefined.
In this episode we talk about how AI is changing the hiring experience, why transparency isn’t optional anymore, and what employers can do to rebuild trust before talent walks out the door.
Key Takeaways
➡ 57% of job seekers expect to hear back within 3 days of applying—slow comms kill trust.
➡ Only 28% of candidates think salaries are keeping up with inflation.
➡ 77% are fine being recorded during interviews—privacy concerns are shifting.
➡ 85% are open to leaving even if they’re “happy.” Retention isn’t just about satisfaction.
➡ Loyalty is no longer a given—workers are prioritizing self-preservation.
➡ Compensation transparency is table stakes, not a perk.
➡ Burnout is fueling job searches even more than bad bosses.
➡ AI is becoming an accepted tool—especially when it improves fairness.
➡ Candidates would rather hear bad news than be ghosted.
➡ Employer branding means nothing without follow-through and clarity.
➡ Re-engaging past candidates isn’t just smart—it’s expected now.
➡ Technology is fine, but without a human element, it still falls flat.
Chapters
00:00 – Who is Stephanie Manzelli?
04:57 – Candidate Expectations and the Role of Technology
08:04 – Compensation Trends and Perceptions
11:06 – The Impact of Inflation on Salary Expectations
14:07 – The Role of AI in Interviews and Candidate Experience
17:54 – The Value of Reconnecting with Past Candidates
20:15 – Setting Clear Expectations in Hiring
21:31 – The Importance of Transparency in Employer Branding
26:17 – Balancing Human Connection and Technology in Recruitment
30:38 – The Shift in Employee Loyalty and Job Satisfaction
33:59 – Understanding Burnout and Its Impact on Job Searches
Connect with our guest:
Stephanie Manzelli, Chief People Officer at Employ: https://www.linkedin.com/in/stephmanzelli/
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/wrkdefined
Facebook: https://www.facebook.com/WRKdefined/
Twitter (X): https://twitter.com/WRKdefined
Substack: https://wrkdefined.substack.com/
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How Employ's Pillar Power Move is Redefining HR Tech
Wednesday, March 5, 2025 • Duration 12:27
Employ's CEO, Steve Cox, unpacks the strategy and vision behind the acquisition of Pillar, highlighting how it’s set to transform HR tech through AI-driven integrations and improved workflow efficiency. He discusses the importance of customer engagement, transparency, and future growth plans, including potential new acquisitions.
In this episode, we look at acquisition, HR tech, AI technology, Employ, Pillar, customer engagement, workflow efficiency, integration, recruitment, and technology. Steve shares how this acquisition aligns with Employ's broader strategy to enhance its product suite and deliver measurable value to customers.
Key Takeaways:
➡️ The acquisition of Pillar is a strategic move to enhance AI-driven recruitment technology.
➡️ Employ plans to double its engineering team to accelerate product development.
➡️ Integration with existing platforms like Lever is already in progress.
➡️ Customer feedback is central to measuring the acquisition's success.
➡️ Employ is committed to transparency with its customer base post-acquisition.
➡️ Customer advisory boards will influence future product roadmaps.
➡️ The acquisition aims to bring more resources to Pillar's technology stack.
➡️ Steve Cox hints at potential future acquisitions to expand capabilities.
➡️ Aligning acquisition actions with customer needs is a top priority.
➡️ Enhanced workflow efficiency is a core goal of the acquisition.
➡️ AI technology integration is set to redefine customer engagement strategies.
➡️ Steve's vision is to own the AI-driven HR tech space.
Chapters:
➡️ 00:00 - Introduction to the Acquisition
➡️ 01:26 - The Rationale Behind the Acquisition
➡️ 04:28 - Integration Plans and Customer Impact
➡️ 07:48 - Customer Engagement and Feedback
➡️ 08:56 - Measuring Success Post-Acquisition
➡️ 10:31 - You Should Know
Connect with us here:
🔗 Connect with Steve Cox: https://www.linkedin.com/in/steve-cox-588a2024/
🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/
🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network:
🔗 Site: http://www.wrkdefined.com
🎥 TikTok: https://www.tiktok.com/@wrkdefined
💼 LinkedIn: https://www.linkedin.com/company/wrkdefined
📘 Facebook: https://www.facebook.com/WRKdefined/
🐦 Twitter (X): https://twitter.com/WRKdefined
📩 Substack: https://wrkdefined.substack.com
💬 What’s your take? Is Employ’s acquisition of Pillar a game-changer for HR tech, or just another move in the market? Drop your thoughts in the comments! 🚀
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Yes And: How Improv Principles Can 10X Your Leadership and Business
Wednesday, March 5, 2025 • Duration 38:36
In this episode, we explore how improv techniques can reshape business dynamics, boost creativity, and enhance leadership. Neil Mullarkey unpacks the power of listening, the 'yes and' mindset, and the importance of trust in building collaborative teams. The conversation dives into overcoming resistance to improv in corporate settings and the impact of inclusive leadership.
Key Takeaways
➡️ Improv is fundamentally about listening and accepting offers.
➡️ The 'yes and' principle encourages collaboration and creativity.
➡️ Building trust can be achieved through shared experiences and active listening.
➡️ Leaders should create an environment where all voices are heard.
➡️ Improv training can help individuals overcome imposter syndrome.
➡️ Embracing imperfection leads to greater innovation and creativity.
➡️ Women often feel unheard in meetings, highlighting the need for inclusive leadership.
➡️ Improv originated as a tool for social workers to help children express themselves.
➡️ The essence of improv is storytelling and making others look good.
➡️ Navigating uncertainty is a key skill for effective leadership.
➡️ The 'yes and' mindset fosters a culture of possibility rather than rejection.
➡️ Effective communication is rooted in empathy and trust-building.
💬 What’s your take? Are we headed toward a new normal, or just workplace chaos? Drop your thoughts in the comments!
Connect with us here:
🔗 Connect with Neil Mullarkey: https://www.linkedin.com/in/neilmullarkey/
🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/
🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
🔗 Site: http://www.wrkdefined.com
🎥 TikTok: https://www.tiktok.com/@wrkdefined
💼 LinkedIn: https://www.linkedin.com/company/wrkdefined
📘 Facebook: https://www.facebook.com/WRKdefined/
🐦 Twitter (X): https://twitter.com/WRKdefined
📩 Substack: https://wrkdefined.substack.com
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Redefining Financial Wellness: The Acquisition Shaping DEI and Employee Wellbeing
Wednesday, January 22, 2025 • Duration 42:24
Financial wellness isn’t just a buzzword—it’s the future of work. Liz Davidson, CEO of Financial Finesse, and Yemi Rose, founder of OfColor, join forces to unpack the game-changing acquisition that’s reshaping financial wellness for employees of color. They dive into the cultural nuances, personalized coaching, and employer strategies driving a more equitable future.
This episode announces Financial Finesse’s acquisition of OfColor, exploring how it bolsters financial literacy, reduces workplace stress, and scales meaningful DEI initiatives. From tailored financial education to strategic integration, Liz and Yemi reveal how companies can empower employees, foster inclusion, and create shared value at scale.
Key Takeaways
Financial Finesse’s acquisition of OfColor sets a new standard for equity-driven financial coaching.
Cultural nuances in financial literacy demand customized education to truly resonate.
Employees of color face systemic financial hurdles that require tailored support.
Personalized financial coaching improves engagement, retention, and overall wellbeing.
Integrating diverse financial expertise into benefits programs amplifies impact.
HR’s role in financial wellness is central to reducing workplace stress and driving inclusion.
Sustainable DEI efforts must go beyond lip service to deliver measurable impact.
Acquisitions can succeed when they prioritize meaningful benefits and cultural alignment.
Financial education should “meet employees where they are” to foster trust and action.
Scaling equitable financial wellness creates shared value for employees and employers alike.
In this episode, we look at acquisition strategies, financial wellness, cultural nuances, employee benefits, DEI, personalized coaching, financial literacy, HR’s responsibility, employee engagement, and creating lasting workplace impact.
You can connect with today's guests and hosts below:
Guest: Liz Davidson, Founder and CEO, Financial Finesse
Guest: Yemi Rose, Founder and CEO, OfColor
Learn more about the acquisition here
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network:
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Building Trust and Leadership Through Hybrid Work with Anthony Abbatiello, PwC
Tuesday, December 3, 2024 • Duration 48:39
The inaugural Workforce Radar Report unpacks hybrid work, leadership, and HR technology. We explore employee engagement, transparent communication, and the strategic use of generative AI in workforce management. Trust, purpose, and rapid tech changes define the future of work, and leaders must adapt to thrive.
In this episode we look at HR technology, workforce management, employee engagement, return to office, leadership, trust, generative AI, workplace culture, and talent strategy. The Workforce Radar Report highlights actionable insights for HR organizations navigating hybrid models, tech innovation, and purpose-driven work environments.
Key Takeaways
Hybrid work leads to higher employee engagement and improved performance metrics.
Transparent communication boosts organizational trust by up to 35%.
Generative AI enhances workforce productivity and unlocks innovation potential.
HR’s strategic role is pivotal in navigating rapid technology shifts.
Leaders must align purpose and strategy to build stronger workforce connections.
Workforce Radar Report outlines the need for actionable workforce analytics.
Employee preferences and understanding reduce organizational costs significantly.
Trust in leadership correlates directly with engagement and retention.
Purpose-driven work enhances employee satisfaction and organizational success.
HR leaders must transition from tactical functions to strategic workforce partners.
Effective hybrid models prioritize flexibility without compromising accountability.
Investment in leadership development ensures long-term organizational adaptability.
Chapters
00:00 Who is Anthony and what is the Workforce Radar Report?
03:01 The Evolution of HR Technology
05:47 Overview of the Workforce Radar Report
08:54 Understanding Workforce Levers
12:00 Return to Office: Challenges and Insights
14:54 The Importance of Purpose in Work
18:11 Building Trust and Communication in Leadership
20:53 The Future of Work: Challenges Ahead
24:11 The Role of HR in Workforce Management
26:58 Key Takeaways for Leaders
30:14 Conclusion and Where to Find the Report
Connect with Anthony Abbatiello: https://www.linkedin.com/in/apabbatiello/ and https://www.pwc.com/us/en/contacts/a/abbatiello-anthony.html
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Loud Loyalty: The Manager’s Role in Building Trust and Engagement, Stacey Messier, GM of CIC New England
Wednesday, November 20, 2024 • Duration 41:08
Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams.
In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media.
Key Takeaways
Workplace loyalty has shifted post-pandemic, with employees redefining what it means.
Managers must create environments that prioritize trust, communication, and transparency.
Relationships and meaningful conversations are the foundation for fostering loyalty.
Limited job opportunities can strengthen an employee’s sense of loyalty.
Technology and social media are key in promoting and spreading loyalty culture.
Leadership choices and team prioritization directly impact employee loyalty.
Chapters
00:00 Introduction and Topic: Creating Loud Loyalty at Work
03:17 Bringing Loud Loyalty to the Table
09:03 Constraints and Creativity in Loyalty
17:51 The Taboo of Talking Positively about Work
20:10 Prioritizing the Right People for Loyalty
29:23 Spreading the Idea of Loyalty Through Cross-Channel Content
Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok
Share your brand across the WRKdefined Podcast Network
Learn more about your ad choices. Visit megaphone.fm/adchoices
The Impact of Ambition on Burnout with Julia Arndt of Peak Performance
Tuesday, November 12, 2024 • Duration 46:54
Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you.
In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects.
Key Takeaways:
Burnout is a syndrome closely tied to chronic workplace stress.
Roughly 90% of doctor visits link back to stress-related issues.
Ambitious individuals often believe burnout is unavoidable.
Self-imposed stress contributes heavily to burnout risk.
Pandemic-era changes have intensified burnout across industries.
Effective time management is essential for burnout prevention.
Chapters
00:00 Introduction to Burnout and Its Impact
03:29 Defining Burnout: Understanding the Symptoms
06:51 The Role of Self-Inflicted Stress
11:43 Pandemic Effects on Work Habits
13:40 Ambition vs. Burnout: The Correlation
18:54 Time Management: A Key to Avoiding Burnout
23:42 Trends in High Performers: Protecting Time and Setting Boundaries
29:37 Identifying Early Warning Signs of Burnout
34:13 The Interconnection of Personal and Work Life
40:32 Stress: The Inevitable Companion
43:18 Conclusion: Strategies for Managing Burnout
Connect with Julie Arndt here: https://www.peakperformancemethod.com/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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Are Leaders Born or Made? The Role of Curiosity in Leadership
Tuesday, November 5, 2024 • Duration 40:24
Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations.
In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success.
Key Takeaways
Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics.
Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice.
Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability.
Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience.
Breaking old habits involves changing underlying neurological rewards, making change more sustainable.
Self-leadership aligns personal values with intentional actions, setting a powerful example for others.
True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams.
A shared language around self-leadership fosters a strong, cohesive organizational culture.
Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective.
Chapters:
00:00 Who are Andrew and Alex Geesbreght?
04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership
07:12 Are Leaders Born or Made?
09:09 The Role of Curiosity in Leadership
11:16 The Linkage Between Curiosity and Transformation
13:18 The Importance of Self-Awareness and Practice in Leadership Development
18:51 Recognizing the Power of Self-Leadership
20:15 The Complexity of Values and Decision-Making
22:50 Exploring Blind Spots and Areas of Discipline
23:58 Creating a Common Language for Self-Leadership
26:00 The Influence of Behavior and Modeling
28:04 The Circle of Control and Circle of Influence
30:03 The Challenge of Optimization and Team Composition
34:29 The Journey of Self-Leadership and Continuous Growth
Learn more about PRAX Leadership: https://praxleadership.com/
Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/
Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
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The Rise of Gig Work: Skills-Based Hiring, Challenges, and the Future of the Workforce w/ Art Knapp, CEO of HireGenics
Tuesday, October 29, 2024 • Duration 45:14
Summary:
Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring.
In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning.
Key Takeaways:
MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards.
Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19.
Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies.
Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles.
Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge.
Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce.
Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market.
Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent.
Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence.
Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception.
Chapters
00:00 Introduction and Overview
07:51 The Rise of Gig Work and its Drivers
13:03 Classifying and Managing Perception of Gig Workers
17:07 The Importance of Skills-Based Hiring
22:10 The Responsibility for Upskilling Gig Workers
24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap
32:48 The Evolving Nature of the Employer-Employee Relationship
37:12 The Importance of Loyalty to a Brand
42:22 Cultural Differences Between Traditional Industries and the Gig Economy
Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok
Share your brand across the WRKdefined Podcast Network
Learn more about your ad choices. Visit megaphone.fm/adchoices
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