Bringing the Human back to Human Resources

Traci Chernoff

People are at the center of every business--or at least they should be. "Bringing the Human back to Human Resources" is a podcast hosted by Traci Chernoff, a Senior Director of Employee Engagement, who has spent 10 years in critical HR leadership roles. Traci explores the delicate balance between people and business and destigmatizes what it means to be in "Human Resources". read less

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210. Creating a Neuro-Inclusive Culture: How it Benefits All Employees ft. Kate Isichei

210. Creating a Neuro-Inclusive Culture: How it Benefits All Employees ft. Kate Isichei

Magic Mind is offering an exclusive 45% off their new bundle pack – both the focus and sleep shots together. Just go to magicmind.com/HumanHRJan⁠ In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Kate Isichei about creating neuro-inclusive workplace cultures and understanding neurodivergence in organizations. Guest: Kate Isichei Kate Isichei is a neuro-inclusion consultant who helps recruiters, HR professionals, and people managers build neuro-inclusive cultures to harness the skills and talents of neurodivergent candidates and existing employees. Her journey in neuro inclusion began four years ago when her own children were diagnosed with autism and ADHD. She has since dedicated herself to helping organizations understand and support neurodivergent employees, recognizing the unique skills and innovative thinking they bring to the workplace. Key Topics Discussed: (00:00) Introduction and welcome (01:34) Kate's background and journey into neuro inclusion (02:08) Discussion on hidden neurodivergence in organizations (04:02) Statistics on neurodivergent population and diagnosis challenges (06:19) Communication strategies for neuro-inclusive workplaces (10:14) Importance of calendar invites and structured communication (14:31) Understanding the spectrum of neurodivergence and masking (17:46) Role of people managers in supporting neurodivergent employees (19:11) Notable neurodivergent individuals and workplace challenges (22:11) Flexible working and environmental considerations (24:43) Handling disclosure and creating inclusive cultures Highlights: Approximately 15-20% of the global population is neurodivergent, including conditions like autism, ADHD, dyslexia, dyspraxia, and dyscalculia Clear communication strategies are essential, including using plain language, proper formatting, and multiple communication channels People managers are crucial as "vanguards of the employee experience" in creating inclusive environments Physical workspace considerations, like fixed desk arrangements, can significantly impact autistic employees' comfort and productivity Neurodivergent individuals often bring unique strengths like deep focus, creativity, and innovative thinking to organizations Creating a neuro-inclusive culture benefits both current employees and future talent acquisition Legal protections exist for diagnosed individuals, but disclosure should remain voluntary Successful neuro-inclusion requires understanding specific needs rather than applying a one-size-fits-all approach Connect with Kate here: ⁠http://www.wheretolookcomms.co.uk/⁠ ⁠https://www.linkedin.com/in/kateisichei/⁠ ⁠https://www.wheretolookcomms.co.uk/whitepaper-harnessing-your-nd-employees-skills⁠ ⁠⁠ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Episodes

210. Creating a Neuro-Inclusive Culture: How it Benefits All Employees ft. Kate Isichei

210. Creating a Neuro-Inclusive Culture: How it Benefits All Employees ft. Kate Isichei

Magic Mind is offering an exclusive 45% off their new bundle pack – both the focus and sleep shots together. Just go to magicmind.com/HumanHRJan⁠ In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Kate Isichei about creating neuro-inclusive workplace cultures and understanding neurodivergence in organizations. Guest: Kate Isichei Kate Isichei is a neuro-inclusion consultant who helps recruiters, HR professionals, and people managers build neuro-inclusive cultures to harness the skills and talents of neurodivergent candidates and existing employees. Her journey in neuro inclusion began four years ago when her own children were diagnosed with autism and ADHD. She has since dedicated herself to helping organizations understand and support neurodivergent employees, recognizing the unique skills and innovative thinking they bring to the workplace. Key Topics Discussed: (00:00) Introduction and welcome (01:34) Kate's background and journey into neuro inclusion (02:08) Discussion on hidden neurodivergence in organizations (04:02) Statistics on neurodivergent population and diagnosis challenges (06:19) Communication strategies for neuro-inclusive workplaces (10:14) Importance of calendar invites and structured communication (14:31) Understanding the spectrum of neurodivergence and masking (17:46) Role of people managers in supporting neurodivergent employees (19:11) Notable neurodivergent individuals and workplace challenges (22:11) Flexible working and environmental considerations (24:43) Handling disclosure and creating inclusive cultures Highlights: Approximately 15-20% of the global population is neurodivergent, including conditions like autism, ADHD, dyslexia, dyspraxia, and dyscalculia Clear communication strategies are essential, including using plain language, proper formatting, and multiple communication channels People managers are crucial as "vanguards of the employee experience" in creating inclusive environments Physical workspace considerations, like fixed desk arrangements, can significantly impact autistic employees' comfort and productivity Neurodivergent individuals often bring unique strengths like deep focus, creativity, and innovative thinking to organizations Creating a neuro-inclusive culture benefits both current employees and future talent acquisition Legal protections exist for diagnosed individuals, but disclosure should remain voluntary Successful neuro-inclusion requires understanding specific needs rather than applying a one-size-fits-all approach Connect with Kate here: ⁠http://www.wheretolookcomms.co.uk/⁠ ⁠https://www.linkedin.com/in/kateisichei/⁠ ⁠https://www.wheretolookcomms.co.uk/whitepaper-harnessing-your-nd-employees-skills⁠ ⁠⁠ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

209. Beyond the Boardroom: Using Play and Improv to Drive Innovation ft. Kristen Brun Sharkey

209. Beyond the Boardroom: Using Play and Improv to Drive Innovation ft. Kristen Brun Sharkey

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Kristen Brun Sharkey about building a culture of innovation and effective leadership strategies. Guest: Kristen Brun Sharkey Kristen Brun Sharkey is the Founder and CEO of Emboldify, an executive coach, facilitator, and speaker with 15 years of experience leading teams in advertising, tech, and marketing at companies from early-stage startups to Fortune 100s. She helps leaders advance their careers, make better decisions, execute change effectively, develop innovative solutions, and successfully engage their teams. Her unique approach combines evidence-based business and leadership frameworks with principles from improv theater. She holds a master's degree in management strategy and leadership from Michigan State University and has spoken at notable conferences including the California Conference for Women and the Chief in Tech Summit. Key Topics Discussed: 1. (00:00) Introduction and welcome 2. (02:09) Defining innovation and its importance in business 3. (02:35) Model for building a culture of innovation 4. (05:36) Incorporating improv principles into leadership 5. (10:18) Separating idea generation from evaluation 6. (14:50) Case studies in innovation failure (Blockbuster example) 7. (15:22) The role of humility in leadership 8. (22:31) Strategies for influencing resistant leaders 9. (26:55) Behaviors that support innovative culture Highlights: * Innovation requires both high commitment and openness to new ideas * Psychological safety and destigmatizing failure are crucial for fostering innovation * The "Yes, and" principle from improv theater can transform team dynamics and idea generation * Great leaders create more leaders by elevating others' ideas and solutions * Separating divergent thinking (idea generation) from convergent thinking (evaluation) is essential * Feedback, especially through third parties like coaches, can help leaders develop self-awareness * Successful innovative cultures celebrate failure and embrace play * Leaders must balance humility with the ability to guide their teams effectively Connect with Kristen Brun Sharkey: *LinkedIn: https://www.linkedin.com/in/kristenbsharkey/ *Company Website: https://www.emboldify.com/ *Podcast: https://www.loveandleadershippod.com/ Connect with Traci: * https://linktr.ee/HRTraci * Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

208. Season Finale: HR's Future in 2025

208. Season Finale: HR's Future in 2025

In this episode of the Bringing the Human back to Human Resources podcast, Traci shares her predictions and insights on the key HR trends for 2025 in this special end-of-year episode. Episode: 208 (Final Episode of 2024) Key Topics Discussed: 1. (00:28) Introduction and end-of-year announcements 2. (03:12) Milestone celebration - 208 episodes and four years 3. (03:42) Human-centric leadership evolution 4. (06:31) AI and human balance in the workplace 5. (11:26) Personalization of work experience 6. (13:24) Employee wellbeing and engagement 7. (17:11) Skills and development evolution 8. (20:33) Sustainability and eco-consciousness 9. (24:21) Workplace connection and hybrid work future Highlights: * Human-centric leadership will continue to evolve with 90% of HR leaders believing it's crucial for success * AI should be viewed as an enhancement tool rather than a replacement, with focus on ethical use and literacy * Six in ten employees will need skill-based training by 2027 * Companies must address the "Great Detachment" phenomenon through enhanced engagement strategies * Remote and hybrid work will continue to evolve, with hybrid likely becoming the dominant model * There's an increasing need to balance technological advancement with genuine human connection * Sustainability and eco-consciousness will drive new job creation and workplace practices * Focus on turning hourly jobs into quality positions through personalization and flexibility * Emphasis on both technical and power skills development * The importance of integrating work-life balance rather than just striking a balance Resources: "Future Work Trends: 14 Workplace Predictions For 2025" by Bryan Robinson, Ph.D. (Forbes, November 13, 2024) "Outdated workplace trends to say goodbye to" "16 Trends Set To Disrupt Workplaces In 2025" (Forbes Coaches Council, November 20, 2024) "Top Trends in Workforce Transformation in 2025" by Sayantoni Das (December 2, 2024) Connect with Traci: * Website: https://HRTraci.com * Complete Resource Hub: https://linktr.ee/HRTraci Important Dates: * Podcast Returns: January 7th, 2025 * Holiday Break: December 2024 - Early January 2025 If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. During the break, catch up on previous episodes, share with friends, and leave a review if you feel inclined. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

207. Decoding Gen Z: Creating an Inclusive Multi-Generational Workplace ft. Dr. Meghan Grace

207. Decoding Gen Z: Creating an Inclusive Multi-Generational Workplace ft. Dr. Meghan Grace

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Dr. Meghan Grace, a leading generational expert, about Gen Z in the workplace and how to effectively work across generations. Guest: Dr. Meghan Grace Dr. Meghan Grace is a leading generational expert whose research on Gen Z spans the last decade. She has helped companies, universities, and associations worldwide understand generations to work better together. She is the host of the podcast "Hashtag Gen Z" and has co-authored three books on Generation Z, with her new book "Generations in the World of Work" coming out later this year. She co-leads the Institute for Generational Research and Education. Key Topics Discussed: 1. (00:00) Introduction and overview of generational differences 2. (02:44) Defining Gen Z: age ranges and characteristics 3. (05:27) Technology's role in shaping Gen Z's worldview 4. (09:05) Predictions for Gen Z's future in the workplace 5. (16:01) Gen Z's entrepreneurial mindset and questioning nature 6. (23:29) Research findings on Gen Z characteristics 7. (27:06) Strategies for engaging Gen Z employees 8. (32:36) Remote work and maintaining human connection Highlights: * Gen Z includes those born between 1995-2010 (ages 18-29 in 2024) * Technology has been embedded in Gen Z's DNA - they have no conscious memories before the iPhone * Gen Z prioritizes work-life balance and protection of their self-worth * "Responsibility" consistently ranks as a top self-identified characteristic for Gen Z * Gen Z craves human connection, especially after experiencing crucial developmental years during the pandemic * They value authentic relationships and need to trust leadership before buying into company initiatives * Gen Z responds well to flexibility but needs clear expectations and genuine human connections * Companies can support remote Gen Z workers through initiatives like coffee shop stipends and intentional relationship-building Connect with Dr. Meghan Grace: * Website: https://www.meghanmgrace.com/ * LinkedIn: https://www.linkedin.com/in/meghanmgrace/ * Instagram: @MeghanMGrace * Threads: @MeghanMGrace Connect with Traci: * https://linktr.ee/HRTraci * Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

206. The Silent Treatment: When Companies Ghost Their Candidates

206. The Silent Treatment: When Companies Ghost Their Candidates

***Get expert HR insights and strategies with HRTraci.com. Subscribe for weekly episodes that bring the human back to Human Resources.*** In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the concerning trend of "ghosting" in the interview process, featuring voice messages from Hannah, who shares her personal experiences with being ghosted during job searches. Guest: Hannah - Professional with nearly 10 years of working experience - Background in HR, L&D, coaching, talent management, HRBP, and program management - Has experienced three layoffs in the past six years Key Topics Discussed: 1. (00:06) Introduction and context about ghosting in recruitment 2. (02:59) Hannah's personal experiences with ghosting 3. (13:01) Analysis of Hannah's situation and broader implications 4. (21:28) Discussion of multiple ghosting scenarios 5. (23:22) Current job market challenges and unemployment trends 6. (34:28) Advice for handling resume gaps and job searching Highlights: * Applied to over 50 positions in her field * Experienced ghosting after multiple rounds of interviews, including panel interviews with 10-11 people * Waited 4-5 weeks after final interviews with no response * Was ghosted even after being directly invited to apply for positions * Current unemployment duration (6 months) is longer than previous experiences (typically 3 months) * Massachusetts unemployment benefits discussion and limitations Key Takeaways: * Continue applying for jobs even when far along in promising interview processes * Consider part-time or contract work during extended job searches * Resume gaps are more acceptable post-COVID * Q4 typically sees more layoffs due to business pressures * Q1 often brings new job opportunities Connect with Traci: * Email: contact@HRTraci.com * Website: ⁠https://HRTraci.com⁠ * Instagram: @HRTraci - Send DMs for feedback and questions * All links: ⁠https://linktr.ee/HRTraci⁠ Upcoming Schedule Note: * Guest episode next week * Last episode of 2024 in two weeks * Return January 7th, 2025 If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

205. Menopause in the Modern Workplace: From Stigma to Support ft Ashlie Beiter

205. Menopause in the Modern Workplace: From Stigma to Support ft Ashlie Beiter

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)** In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Ashlie Beiter, co-founder of Winona, about supporting menopausal women in the workplace and the critical need for post-reproductive healthcare benefits. Guest: Ashlie Beiter Ashlie Beiter is the co-founder of Winona, a telehealth company supporting women experiencing menopause through doctor-prescribed hormone replacement therapy. Since 2021, she has led marketing efforts as VP of Marketing, growing Winona's online community to over 10,000 members and expanding services to 34 states and territories. Key Topics Discussed: 1. (00:00) Overview of menopause's impact on workplace productivity 2. (02:55) The scope of menopause symptoms and workplace challenges 3. (05:27) Early onset and duration of menopause symptoms 4. (08:52) Comparison of reproductive vs post-reproductive workplace support 5. (17:16) Corporate benefits and FSA/HSA utilization 6. (25:47) Addressing ageism in the workplace Highlights: * Menopause affects 26% of the workforce, with 80% finding it challenging to work * There are 135 different menopause symptoms * Perimenopause can start as early as age 35 * $1.8 billion in lost work productivity due to menopause symptoms * UK has incorporated menopause into their Equality Act * Companies can support employees through flexible work arrangements and wellness programs Connect with Ashlie Beiter: https://bywinona.com/employershttps://fsastore.com/winona.html FB: https://facebook.com/bywinona IG: https://instagram.com/bywinona LinkedIn: https://linkedin.com/in/bywinona Twitter: https://twitter.com/by_winona Connect with Traci: * https://linktr.ee/HRTraci Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼 Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

204. Layoff Series: Employee Advocacy - Challenging HR's Role

204. Layoff Series: Employee Advocacy - Challenging HR's Role

*No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)* In this episode of the Bringing the Human Back to Human Resources podcast, Traci concludes our layoff series with Dan Goodman, founder of Dan Goodman Employment Advisory (DGEA). They explore the "counter to HR" perspective on layoffs, severance negotiations, and employee rights during termination. Guest: Dan Goodman Dan Goodman is the founder of Dan Goodman Employment Advisory (DGEA), launched in February 2023. He has successfully helped over 1,800 people during critical interactions with their employers. With over 30 years of experience in corporate America, including senior positions in cybersecurity, enterprise software, and executive consulting, Dan combines his extensive experience, empathy, and business acumen to help employees navigate workplace challenges. Key Topics Discussed: 1. (00:01) Introduction to the concept of "Counter HR" 2. (13:23) The true purpose of HR and employee advocacy 3. (24:46) How companies handle system access during terminations 4. (29:41) The truth about performance improvement plans (PIPs) 5. (37:51) Understanding severance agreement review periods 6. (40:25) Changes to non-disparagement agreements in severance Highlights: * Companies often misrepresent severance as a favor rather than a negotiation * Transparency is crucial in employer-employee relationships * Performance improvement plans are frequently misused as exit tools * Employees over 40 have specific rights regarding severance agreement review * The National Labor Relations Board's 2023 ruling on non-disparagement agreements * The importance of treating departing employees with dignity and respect Connect with Dan Goodman: * Website: DanGoodmanEA.com * LinkedIn: Dan Goodman - Posts daily at 8:23 AM and 6:53 PM Connect with Traci: * https://linktr.ee/HRTraci Visit our website: https://HRTraci.com Thank you for joining us for our layoff series! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

203: Layoff Series: What to Do When You're Laid Off - From Shock to Next Steps

203: Layoff Series: What to Do When You're Laid Off - From Shock to Next Steps

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing what happens when you or someone you know experiences a layoff, focusing on both the practical and emotional aspects of job loss. Key Topics Discussed: (00:02) Introduction and preview of next week's episode with Dan Goodman (02:18) Statistical overview - 40% of Americans experience layoffs (04:38) Initial concerns and questions during layoff notifications (06:57) Review of separation agreements and negotiation opportunities (09:26) Outplacement services and career preparation (11:46) Important documents and intellectual property considerations (14:08) Managing the emotional impact of job loss Highlights: Over 40% of Americans experience a layoff at least once in their careerSeparation agreement review periods vary based on age and circumstancesMost aspects of severance packages are negotiableCompanies typically don't disclose reasons for employment terminationMaintaining updated career documents is crucial for preparedness Practical Steps After a Layoff: Review the separation agreement carefully File for unemployment (US-based)Negotiate healthcare continuation before COBRAGather important documents (performance reviews, etc.)Consider intellectual property agreementsMaintain professional connectionsRequest references if company policy allows Financial Considerations: Review severance package options Understand healthcare continuation rightsExplore emergency fund accessInvestigate benefit cash-out optionsConsider expense reduction strategies Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci Don't miss next week's final installment of our layoff series featuring Dan Goodman, who brings a counter-perspective to traditional HR functions. If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources. Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

202. Layoff Series: Taking Care of HR - Because We're Human Too

202. Layoff Series: Taking Care of HR - Because We're Human Too

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing the critical topic of self-care for HR professionals during layoffs and how to support both departing and remaining employees through these challenging transitions. Key Topics Discussed: (00:00) Introduction and recap of previous episode with Jenna Dunay (02:05) The emotional toll of layoffs on HR professionals (03:00) Signs of emotional exhaustion and burnout (04:52) Strategies for managing stress during layoffs (11:29) Best practices for managing the layoff process (15:53) Supporting remaining employees and addressing survivor's guilt (17:15) Communication strategies post-layoff (18:14) Rebuilding morale after layoffs Highlights: - HR professionals must prioritize self-care to effectively support others - Creating clear boundaries between work and personal life is essential - Signs of burnout include emotional exhaustion, sleep issues, and numbness - Layoff conversations should be conducted in private spaces with empathy - Common reactions from remaining employees include fear, anger, and productivity drops - Regular, transparent communication is crucial for rebuilding trust - Team-building events and recognition programs help rebuild morale Self-Care Strategies Discussed: - Schedule breaks between difficult meetings- Create end-of-day shutdown rituals - Join HR peer support communities - Seek professional support when needed - Establish clear work-life boundaries Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic, followed by a special guest who challenges traditional HR functions. If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

201: Layoff Series: Conducting Layoffs with Dignity feat. Jena Dunay

201: Layoff Series: Conducting Layoffs with Dignity feat. Jena Dunay

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com** In this episode of the Bringing the Human Back to Human Resources podcast, Traci discusses the challenging topic of layoffs with Jena Dunay, founder of Recruit the Employer, an outplacement and career development firm. They explore how to conduct layoffs with dignity and how organizations can recover internally after such events. Guest: Jena Dunay Jena Dunay is the founder of Recruit the Employer, an outplacement and career development firm. She is a LinkedIn Learning instructor with over 167,000 learners and has been featured on Business Insider, Forbes, Built In, The Skimm, and The Muse. Key Topics Discussed: 1. (03:44) The importance of aligning layoff processes with company core values 2. (07:14) The significance of off-boarding as much as onboarding 3. (13:02) Planning and communication strategies for layoffs 4. (16:06) The role of outplacement services in supporting exiting employees 5. (25:43) Addressing survivor's guilt among remaining employees 6. (28:36) Rebuilding trust and culture after layoffs Highlights: - Layoffs should be conducted with dignity, reflecting the company's core values - Proper planning and communication are crucial for a smooth layoff process - Outplacement services can provide valuable support to exiting employees - Leaders should own their mistakes and maintain open communication during layoffs - Rebuilding trust between senior leadership and middle management is essential - Organizations should focus on rebuilding culture after layoffs Connect with Jena Dunay: - Website: https://recruittheemployer.com - LinkedIn: https://www.linkedin.com/in/jenadunay/ Resources mentioned in this episode: - https://bywinona.com/employers -https://fsastore.com/winona.html Connect with Traci: - (https://linktr.ee/HRTraci Visit our website: https://HRTraci.com Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic with more expert insights and practical strategies for HR professionals. We hope you enjoyed this insightful discussion on conducting layoffs with dignity! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

200. Milestone, Myths & Giveaway: 200th Episode Special

200. Milestone, Myths & Giveaway: 200th Episode Special

In this 200th episode of the Bringing the Human back to Human Resources podcast, Traci celebrates this milestone and discusses the recent Monster Work Watch Report 2024. She critically analyzes workplace trends and statistics, encouraging listeners to think critically about generalized reports. Traci also announces a special giveaway to celebrate the 200th episode milestone. Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Links mentioned in this episode: Monster Work Watch Report 2024Traci's Instagram for giveaway details Chapters: 00:00 Introduction and 200th episode celebration 05:00 Announcement of the giveaway 10:00 Discussion of Monster Work Watch Report 2024 20:00 Critical analysis of workplace trends and statistics 30:00 Encouragement for critical thinking about reports 35:00 Closing thoughts and gratitude to listeners We hope you enjoyed this special 200th episode celebration and insightful discussion on workplace trends! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

199: A Look Ahead: Landmark Episode, Upcoming Series, and Wellness in HR

199: A Look Ahead: Landmark Episode, Upcoming Series, and Wellness in HR

In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff discusses the upcoming 200th episode and the associated giveaway. She also introduces a new series focused on navigating layoffs with empathy, highlighting the importance of self-care for HR professionals and addressing survivor's guilt among employees. The episode serves as a brief overview of what listeners can expect in the coming weeks. 00:00 Introduction and Episode Overview 02:51 Upcoming 200th Episode and Giveaway 06:01 Layoff Series Introduction and Themes Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

198. Manage Like a Mother: Bridging Parenting and Leadership

198. Manage Like a Mother: Bridging Parenting and Leadership

In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the parallels between parenting and leadership with Valerie Cockerell, author of "Manage Like a Mother." They explore how the instincts and skills developed as a parent can be applied to effective leadership in the workplace. Valerie shares insights from her experiences as a mother of three and her career at Disney, highlighting how empathy, demonstrating by example, and consistent engagement are crucial in both parenting and leadership roles. ⁠Connect with Valerie here: ⁠Website LinkedIn Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters: 00:00 Introduction and Valerie Cockerell's background 05:30 The importance of storytelling in leadership and parenting 10:15 Onboarding and first impressions in parenting and organizations 15:45 Values alignment in teams and families 22:30 Empathy and feedback in leadership and parenting 28:00 Leading by example and the power of observation 33:30 The importance of consistent engagement with employees and children 38:45 Closing thoughts and where to find Valerie's book We hope you enjoyed this insightful discussion on the parallels between parenting and leadership! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

197. Reimagining Values: Creating a Culture of Authenticity and Belonging

197. Reimagining Values: Creating a Culture of Authenticity and Belonging

**No more headaches with managing your leave process. Head over to ⁠⁠⁠Cocoon using this link: https://bit.ly/46QzEYm to learn more and get up to a fifty percent implementation fee discount.** In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the importance of belonging in organizational culture with Kevin Finke, an expert in culture and employee experiences. They explore the concept of a "core story" for companies, the relationship between belonging and achievement, and the idea of "value add, culture fit" in hiring practices. Kevin shares insights on effective onboarding and how to create environments where employees can authentically contribute their unique strengths. Connect with Kevin here: ⁠Experience Willow (Kevin's human-centered design firm) https://www.linkedin.com/in/kevinfinke/ https://www.kevinfinke.com/ Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Kevin Finke's background 05:30 Defining belonging and its importance in the workplace 10:15 The "core story" concept for companies 15:45 Values as mobile and adaptable elements 22:30 "Value add, culture fit" in hiring practices 28:00 Effective onboarding practices and key questions for new hires We hope you enjoyed this deep dive into belonging and organizational culture! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

196. HR's Wake-Up Call: When Workplace Disconnection Turns Tragic

196. HR's Wake-Up Call: When Workplace Disconnection Turns Tragic

***No more headaches with managing your leave process. Head over to ⁠⁠⁠Cocoon using this link: https://bit.ly/46QzEYm to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci issues a critical wake-up call to HR leaders and workplaces regarding the dangers of employee disconnection following the tragic death of a Wells Fargo employee. Traci dives into the tragic incident, exploring how workplace isolation, lack of check-ins, and missed wellness protocols can result in such a heartbreaking outcome. She also reflects on broader themes of loneliness and disconnection, especially in remote or hybrid work environments. Traci emphasizes how companies can foster more connected, caring, and vigilant workplaces, highlighting steps HR leaders can take to ensure the well-being and safety of their teams. Mentioned in this episode: Forbes article: Why the death of the Wells Fargo employee found at work is so jarringHR Dive article: The epidemic of loneliness and workplace isolation Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters:00:00 Introduction and Trigger Warning02:45 The Tragic Story of Denise Rudeholm at Wells Fargo10:30 Workplace Disconnection and Isolation in Remote and Hybrid Work16:15 How Loneliness Impacts Employee Well-being22:45 Actionable Steps to Foster Connection and Well-being in the Workplace29:00 Final Thoughts and Call to Action We hope you found this discussion insightful and relevant. If you resonate with the message, we invite you to leave a review and share your thoughts. Your feedback helps us spread the word and reach more passionate listeners about creating better workplaces. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼! Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the company by whom Traci Chernoff is actively employed.

195: Creating a Culture of Psychological Safety in the Workplace

195: Creating a Culture of Psychological Safety in the Workplace

No more headaches with managing your leave process. Head over to ⁠⁠Cocoon.com to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci discusses the recent American Psychological Association (APA) report on psychological safety in the changing workplace. She explores the importance of psychological safety in organizations, its impact on job satisfaction, employee well-being, and retention. Traci also shares insights from a listener about college athletes and the NCAA, providing context for the ongoing debate about student-athlete compensation. The episode highlights strategies for building and maintaining psychological safety in the workplace, emphasizing the role of leadership in creating a psychologically safe environment. Mentioned in this episode: Psychological safety in the changing workplace: Work in America 2024 report Ep 192: The NCAA and College Athletes: Exploring the Employee Status Ruling Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Listener Insights on College Athletes 05:30 Overview of APA's Psychological Safety Report 10:15 Impact of Psychological Safety on Job Satisfaction and Well-being 15:45 Strategies for Building Psychological Safety 22:30 Measuring and Maintaining Psychological Safety 28:00 Closing Remarks and Call to Action We hope you enjoyed this deep dive into psychological safety in the workplace! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

194. Building Happy Companies with People Centric Initiatives feat. Megan Cook

194. Building Happy Companies with People Centric Initiatives feat. Megan Cook

No more headaches with managing your leave process. Head over to ⁠⁠Cocoon.com/hr to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci interviews Megan Cook, co-founder and chief administrative officer of Happy Companies, about the importance of people as a competitive advantage in business. They discuss the need to invest in employees and create a people-centered culture to drive better business outcomes. Megan shares her own journey of professional growth and the shift from a compliance-focused HR role to a more people-centric leadership approach. They emphasize the importance of understanding different perspectives and fostering collaboration within teams. Megan also highlights the role of professional maturity in driving positive change in the workplace. Connect with Megan here: ⁠https://www.linkedin.com/company/happycompanies/⁠ ⁠https://www.linkedin.com/in/megancook-hc23/⁠ ⁠https://happycompanies.com/⁠ Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Background of Megan Cook 03:03 People as a Competitive Advantage 07:44 Challenges and Shifts in Prioritizing People 12:03 The Importance of Professional Maturity 23:00 Driving Change and Understanding Different Perspectives 31:28 Closing Remarks and Call to Action We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

193. Collaboration and Connection: Keys to Building a Vibrant Work Culture (feat. Nicole Greer)

193. Collaboration and Connection: Keys to Building a Vibrant Work Culture (feat. Nicole Greer)

No more headaches with managing your leave process. Head over to ⁠Cocoon.com/hr⁠ to learn more and get up to a fifty percent implementation fee discount. Nicole Greer, CEO of Build a Vibrant Culture, discusses the importance of the manager-employee relationship in building a vibrant culture. She emphasizes that the growth and development of employees is key to creating a vibrant culture. Greer also highlights the role of leaders in casting a vision and inspiring their teams. She explains the four hats that managers wear: leadership, management, mentoring, and coaching. Greer emphasizes the power of asking powerful questions to empower employees and foster their problem-solving skills. Connect with Nicole here: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/ www.vibrantculture.com Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Guest Bio 01:44 Building a Vibrant Culture: The Role of the Manager-Employee Relationship 03:36 The Power of Vision and Inspiration in Creating a Vibrant Culture 12:56 The Four Hats of Managers: Leadership, Management, Mentoring, and Coaching 18:33 Empowering Employees Through Powerful Questions 34:12 Conclusion and Where to Connect with Nicole Greer We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button so you can catch all of the episodes. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by.

192. The NCAA and College Athletes: Exploring the Employee Status Ruling

192. The NCAA and College Athletes: Exploring the Employee Status Ruling

No more headaches with managing your leave process. Head over to Cocoon.com/hr to learn more and get up to a fifty percent implementation fee discount. In this episode, we dive into a game-changing development in college sports. A recent ruling has opened the door to the possibility that some NCAA college athletes could be classified as employees under federal wage and hour laws. Exciting, right? But it's not as simple as it sounds. The ruling highlights the need for a clear test to determine when an athlete's passion for sports transforms into actual work in the eyes of the law. This could shake things up in a big way, folks! We're talking potential major shifts in how college athletes are paid and managed. It might even turn the traditional concept of amateurism in college sports on its head. Join us as we unpack what this means for the future of college athletics! Mentioned in this episode: Third Circuit holds that NCAA athletes can be considered employees under FLSA Court ruling seeks test to decide if athletes are employees Appeals Court Rules Some NCAA Athletes Qualify as Employees US college athletes may be employees under new test, court rules Connect with Traci here: ⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Chapters: 00:00 Introduction and Background on NCAA 02:22 The Recent Ruling and the Need for a Test 03:16 Implications for Compensation and Management 09:56 The Potential for Unionization 19:23 Considerations for Scholarships and Long-Term Consequences 21:43 Gender Disparity in Recovery Amounts 25:02 Conclusion and Call to Action We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button so you can catch all of the episodes. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by.

191. Redefining Managerial Excellence: A Conversation with Kamaria Scott

191. Redefining Managerial Excellence: A Conversation with Kamaria Scott

Kamaria Scott, founder and CEO of Enetic, discusses change management and the role of managers in organizations. She defines change management as guiding people from where they are now to where they need to be and emphasizes the importance of managing the human side of change. Kamaria also highlights the skills and mindset needed to navigate change, including resilience, innovation, and leveraging resources. She distinguishes between managers and leaders, stating that managers are directly responsible for leading, guiding, and coaching others, while leaders can have positional power or influence. In this conversation, Kamaria and Traci discuss the challenges and importance of effective change management and the role of HR professionals in leading change initiatives. They highlight the need for HR professionals to have experience in managing teams and understanding the perspective of managers. Connect with Kamaria: https://www.linkedin.com/in/kamariascott/ https://www.managertomanager.com/ https://www.eneticlps.com/ Connect with Traci here: ⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Chapters 00:00 Introduction to Kamariah Scott and Enetic 02:41 Defining Change Management 06:03 The Human Side of Change 12:42 From Manager to Leader 17:18 Developing Effective Managers 20:27 The Importance of Experience in Change Management 22:42 Involving Stakeholders and Aligning with Business Lines 29:37 Balancing Managerial Responsibilities and Operational Tasks 33:18 Recognizing and Rewarding Good People Leaders 35:04 Creating Space for Managers to Excel Don't forget to rate this podcast 5 stars, leave a review, and subscribe! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by.