Join our conversation with Max Hunter, Chief Joy Officer and champion for Monday mornings. We had a great chat with Max about the importance of having joy at work and how companies can improve work culture. Max also shared his journey to Chief Joy Officer and how he convinces CEOs that happiness at work is good for the bottom line.
The Chief Joy Officer and the Eastern Princess - Max Hunter's talk at the 2018 HR Congress in Brussels https://youtu.be/qXjjZhCU_jA
What the hell does a Chief Joy Officer actually do? https://www.linkedin.com/pulse/what-hell-does-chief-joy-officer-actually-do-max-hunter/
In this episode we explore the paradox of the role HR plays in many businesses and what the role of HR should or could even be. Is HR Dead?
In our VUCA world what is the role of HR? What should a line manager be doing and should HR be doing? Is HR here for the employees or the business?
Tune in, listen, and we’d love to hear from you! What do you think? Are HR the administrators, the policy makers, the place to build and grow talent, the place to empower people, or something else?
Yes, you read that right....we have entered season 2. (Exciting!!!)
Join us as we continue to delve into business topics that involve Human Resources. In this episode, we discuss what we think future HR professionals need in their training. Marjolijn Vlug brought us this topic after giving her friend advice on a new HR curriculum. Naturally, Lisa Dempsey and Shea Harty wanted to share their opinion as well. We share our views on what skills are needed to navigate human connections in an employment situation? As well as, what is the role of HR professionals when the world is moving more toward machine learning and data science?
Give us your feedback! What do YOU think needs to be added to Human Resources training?
And if you like this podcast, and we think you will, then share it!
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And follow us on our Facebook: HR Matters!!! We want to know what you think!!
This episode is about bringing diversity into the workplace. Or is it really diversity that we need? We talk about the value and benefits of consciously working at inviting, and welcoming, any viewpoint and voice to the table that is different from the standard perspective. But how, and why, do you do that? When the context you are in is different from the examples you've seen? And when it’s plain uncomfortable? Because you miss out on so much when you don’t.
Namely Releases First Workplace Diversity Report 2018, Uncovering Inequalities in the Modern Workplace and Empowering HR to Make a Difference
Women still hold tiny minority of senior roles in financial services
Looking towards the end of the year, in this episode we talk about navigating the mad dash of the fourth quarter. When you're surfing that tidal wave of all of the stuff that needs to be done, how do you also get clear and intentional about what you want next year to look like? And how can you find allies and budget for what you really want and need? Listen in, choose ways to get proactive and join us in saying: it's going to be a good year ahead.
Partially recorded in a cafe (a bit of background noise only at the start), this episode has us slowing down after a conference-heavy couple of weeks. We reflect on the news about the big walkout at Google on November 1st. Not everything about Google turns out to be aspirational for others: in a self-organized protest, 20.000 of their employees across the globe requested more transparency and an end to harassment and inequality. A grassroots protest to Google's global company culture. Which insights does this bring for our own workplaces and, even, for how we individually behave at work?
"We’re the Organizers of the Google Walkout. Here Are Our Demands"
Preceding NYTimes article https://www.nytimes.com/2018/10/25/technology/google-sexual-harassment-andy-rubin.html
New York Times follow-up report on the walkout
Employee Experience, a Dutch book mentioned in the podcast
Recorded on October 11, 2018, this episode’s topic was suggested to us by a listener: Dumb Rules That Make Your Best People Want to Quit. This really resonated with us. People get frustrated with certain types of rules set by HR and managers and those rules become counter-productive. We talk about alternative approaches, a shift in mindset, and how to bring about change.
What are some of the dumb rules you’ve seen? And what are the tips and tricks you’ve encountered to change them? Share your stories and ideas with us, we’d love to hear from you. https://www.facebook.com/hrmattersamsterdam/
The article, a Medium Feature Story: https://medium.com/s/story/10-dumb-rules-that-make-your-best-people-want-to-quit-8491b446dde5
Also mentioned in the recording:
Google’s toothbrush test https://dealbook.nytimes.com/2014/08/17/in-silicon-valley-mergers-must-meet-the-toothbrush-test/
Manoush Zomorodi’s 2017 TedTalk: ‘How boredom can lead to your most brilliant ideas’ https://www.ted.com/talks/manoush_zomorodi_how_boredom_can_lead_to_your_most_brilliant_ideas
Lisette Sutherland’s book ‘Work Together Anywhere: A Handbook on Working Remotely — Successfully — for Individuals, Teams, and Managers’ https://www.collaborationsuperpowers.com/book/
This was recorded on 11 September 2018, based on an interview with Elon Musk, which followed up with an open letter from Arianna Huffington. We discuss if working 120+ hours a week, followed by days and nights in the office without taking a break to go home is brilliance/burnout, or hero/anti-hero behavior. How does this translate to you and your organization?
The New York Times source article: https://www.nytimes.com/2018/08/16/business/elon-musk-interview-tesla.html
Arianna Huffington's letter: https://www.thriveglobal.com/stories/40343-open-letter-elon-musk
We'd love to hear your insights, questions and feedback in the comments here: https://www.facebook.com/hrmattersamsterdam/posts/342105663003597
Footnote: Since the recording of this podcast, Elon Musk has stepped down as chairman of the board of Tesla but is still fulfilling the role of CEO.