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The world is small and good. Social media and the internet is pretty great.

Years ago, my husband worked for Monsanto/Searle/Pharmacia. He made drugs. The entity was acquired by Pfizer, so we moved to Kalamazoo for his career. I also worked for Pfizer and had an office in Building 88 in Kalamazoo, which was a modernist gem. Didn’t spend enough time there because I traveled too much.

The building was torn down a few years ago, and I wrote about it.

Just yesterday, someone sent me this note:

What a joy to have found you. I was recently in Kalamazoo, MI driving along Portage Road. I looked out the window and said: “Building 88 is gone!.”

Today on the Internet I found your article about said building. My dad spent his entire working life employed by The Upjohn Company. He worked in the basement of Building 41 and was Vice President of Personnel. He started after graduate school, went into the Army during World War II, and then came back to Upjohn until his retirement in the 1980’s.

I was in Building 88 a few times, including lunch. It was ahead of its time and a tribute to the era of 1950 and 1960’s America. It would not appeal to all but it was done very well by the architects and builders.

Those were the days. Upjohn had its own fleet of buses for employee transportation to and from work.
They had barbershops, subsidized cafeterias, on-site pharmacy (you could buy a 16 oz bottle of vanilla extract for cooking purposes), an outdoor picnic area and so on. There was the veterinary unit, the agricultural unit, the expansion into Puerto Rico. The fleet of corporate aircraft. The Unipet dog treats in the ceramic bowl with bell ringing lid.

Many small and medium-sized cities are never the same after a local iconic company merges or is taken over by entities out of town.

Got any good Dorothy Dalton stories? How about Sue Parish’s pink WWII P 40 Warhawk?

One could not be a Kalamazoo resident and not have in their home a supply of Kaopectate and a supply of Unicap vitamins.

One last unique place and thing related to Upjohn. Brook Lodge

Thanks for listening. Best of luck with your career.

I love how the son of a VP of personnel found my blog and reached out. What a joy.

The internet is pretty great. Don’t let the naysayers tell you otherwise.


I don’t believe in patting adults on the back for being adults, and I don’t believe in celebrating great places to work.

Are you a great place to work? Fabulous. Congratulations for doing the bare minimum. You’re not a great place to work? Close your doors. You don’t deserve to be in business.

You’re either a great place to work or you’re not.
Your employees love working there or they don’t.
Your working conditions are humane or they aren’t.

It’s childish to celebrate doing the right thing, and I’m done praising companies and leaders for adulting.

What’s worse are those “Best CEOs” lists. I’m especially done with CEOs who extoll the virtue of “culture” and pretend like they’re doing something right when they pay attention to employment issues like diversity, inclusion and the employee experience. Is it ever okay not to be a great CEO? Should I applaud you for doing your job? Are you three years old? Did you go pee pee on the potty? Do you want recognition for showing up?

Besides, those lists are biased. There’s advertising and consulting revenue behind the scenes that may or may not influence where a company is placed on those lists. We don’t know because the selection process is rarely ever transparent.

The world needs role models, but, as George HW Bush once said, the world doesn’t need to celebrate the soft bigotry of low expectations. I love it when companies and leaders treat their workers well, but it’s a sorry state of affairs when, in 2018, companies jump on those “best places to work” lists and make it into a marketing campaign.


Instead of celebrating great places to work, it’s time to flip the switch and use evidence to determine the worst places to work.

Who pays poorly? Where do women and protected minorities struggle to earn equal pay? What companies have the most EEOC complaints? Which hospitals in what part of the country are treating the most egregious safety-related injuries? Which companies and leaders have settled worker lawsuits? For how much?

One big database that tracks employee-related issues. That’s all we need to figure out the companies who are great and the companies who fail their workers.

Want to be known as a great place to work? Is your CEO one of the best? Don’t show us your lists, awards and accolades. Show us your data.


Robin Schooling is ‘America’s HR Lady’ and has been Laurie’s dear friend for quite some time. Despite that, Laurie has been putting off the HR episode because, frankly, HR has a bad reputation for fixing work. It took someone like Robin, who is breaking stereotypes around the globe, to make this episode possible. In today’s episode, Laurie and Robin talk about a slew of HR-related issues, from discrimination to whether HR is really needed.

  • What does it take to get the title, ‘America’s HR Lady,’ from Laurie? Robin has been in the HR profession for a long time. During her two decades of HR experience, she worked across many fields: healthcare, academia, banking, gaming, and that’s just to name a few. In other words, she’s pretty much done it all. And when asked how to fix work, Robin’s first question was how we would fix HR.
  • Robin has a fantastic analogy on the state of work – it’s a hemophiliac who has fallen down too often and gotten too many bruises. Work might be broken, but it’s in the ER and needs urgent care if it’s going to be saved. Robin shares how she thinks we got there, based on her wide breadth of experience. She also dives into the power shift happening between job seekers, employees, and employers. The day of reckoning is at hand.
  • Robin admits that HR is certainly part of the problem of work being broken, and the reason she gives is that HR as a department isn’t really sure where to place itself in the conversation. It started out as being very insular, and over the years, things have improved. But not enough. While HR departments have come to understand business, the next step is for them to understand the world. And what does that mean exactly? Robin explains.
  • There’s also a fine line that many HR people must straddle: the needs of the employees and the needs of the business. Sound familiar? Robin says it’s a ‘cop out’ in many ways. Sure, there might be a bit of truth in it, but ultimately, being an advocate for both the business and the employees isn’t mutually exclusive. It’s not one or the other, and that’s where many HR people struggle.
  • You’ve heard it many times – employees are fighting HR to get something they need. So why should anyone care about HR? Robin reminds us all that HR isn’t a faceless mass out to get you. They are your co-workers and they are people, too. In fact, Robin’s experience with other HR people is that they got into it for the right reasons and with a good heart.
  • Recruiting is a huge part of human resources; it’s one of the happiest times for both HR and employee. But according to Robin, those good feelings don’t carry over. She offers the great idea of doing the same with employees as they navigate within the company, whether it’s handling health care, mediating disagreements, or even changing positions within the company. Ultimately, this little-by-little change is fueled by people caring for one another. And equally as important, HR people need to bring the stories of employee realities to leaders.
  • Laurie asks if she’s naïve for believing that if we fix ourselves, we wouldn’t need HR, and Robin’s reply is priceless. In truth, HR as we know it will always be there. It has to be to ensure things are done according to legal requirements. Even with the automation that is becoming far more common, and Robin talks about why humans will always be needed in human resources.
  • What is the future of HR? Robin sees it splitting into two separate departments or having two divisions within the same department: administration and people. The administration side deals with compliance, payroll, PTO, and the other dry things, while the people department works with employees to help them understand what’s happening, as well as growth and development.
  • Are businesses and their HR departments ready for the reckoning that is coming? In fact, Robin believes that HR, at least, is poised for the shift. So what positions are in danger? Is the generalist here to stay? What about the firefighter? Robin shares her thoughts on who had better be ready to adapt to new roles and dive into specialties in the near future.
  • So what does the future of HR look like? Robin has settled on a phrase: she is an advocate of the workplace revolution. It’s time to change – not only should you be an advocate and ally of the people who hired you, you should also be an advocate and ally to those who come to you with their work-related issues. It sounds simple, right? Robin reveals what it actually entails.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Robin Schooling




Carnival of HR


Ever wonder what it’s like to be an influencer and someone who is important to an industry? Me too. Sometimes, people and companies want to talk to me about work-related technology and trends. More and more, I say no.

A few months ago, I got a call from Microsoft. They wanted to meet with me at the 2018 SHRM conference in Chicago to talk about their analytics product. They offered to pay for airfare, hotel, and a conference pass if I would take a meeting and learn more about their Workplace Analytics and MyAnalytics tools. They also asked me to share my thoughts on my blog.

The influence game is a weird one, and I was on the fence. There are a lot of great HR bloggers out there, and I’m hardly as influential as most of them. But I’ve done work with Microsoft in the past and even keynoted a big event in Seattle with Steve Ballmer. It was a great experience.

So, I flew to Chicago for one day and had a meeting with a woman named Dawn Klinghoffer. We met in a hotel suite above McCormick Place, and she told me about her job.

Dawn is the General Manager on the HR Business Insights team, who use MyAnalytics and Workplace Analytics in their day-to-day work. Those products use the data left behind when you go about your everyday work in Office 365 — like time in meetings and email — to help companies and people make better decisions about how they spend their time at work.

Honestly, I was skeptical when I heard the words “Microsoft” and “people analytics” in the same sentence. It seemed a little audacious to me because Microsoft isn’t known for much in HR beyond Office 365. If anything, they have four HR products — Outlook, Excel, Skype, and LinkedIn — and I don’t hear the market clamoring for more Microsoft HR solutions.

Can Microsoft do people analytics?

Dawn explained that Workplace Analytics aggregates and anonymizes employee data at a company level so leaders can look at broad trends across an organization. MyAnalytics allows individuals to measure and set goals to improve how they spend time at work, in meetings, and even how much time they spend on work after hours. She called it “a fitness tracker for work.”

(I was like — Can you send me notes on this stuff? I’ll never remember it.)

Dawn also told me about how her technical team works to help Microsoft’s HR team to drive better employee experiences within their own company. There are live events where leaders speak with employees through the platform, and Dawn’s team analyzes data to understand the behaviors of managers with the most engaged employees and the actions that create the most positive onboarding experiences for new employees.

(That’s pretty cool.)

She also told me that other companies use MyAnalytics and Workplace Analytics to have more productive meetings, increase focus time, and understand the behaviors of the most productive sales teams.

(I didn’t get other company names, though, because I forgot to ask.)

So, that was a lot. I was tired, and my eyes were sore. Once the meeting was over, I went to a big lunch with Microsoft — where they gave me a free computer that I eventually donated to 22-year-old art student — and then I flew home.


I’ve had a few months to reflect on the experience, and it’s not like I can tell you whether or not those Microsoft products and tools are any good. But I can tell you that I enjoyed meeting with Dawn because she’s a long-time Microsoft employee and we know some of the same people. It was fun to listen to her story and hear how she is passionate about her role in “fixing work” and improving the employee experience.

Dawn also described how she fell into her role in human resources and developed as a leader. Microsoft has supported her career journey as a woman, a mother, and a manager over the past 20 years. You don’t always hear those stories from big tech companies, and it stuck with me.

So, if you are curious, being an influencer is a lot like this:

1. You get flown to meetings.
2. People pitch you on stuff.
3. If there’s gold in anything you learn, you write about it transparently.

And there was some gold in that meeting.

I’m excited that Dawn is leading Microsoft’s charge into the HR technology space, and I’m hopeful that her team does great work. We need more seasoned women in the HR tech industry — serving as examples for future generations of people who want to fix work and improve the employee experience — and I want to help advocate for someone who is doing great work.

So, I’m glad I went to Chicago and met with Microsoft. If you ever cross paths with Dawn Klinghoffer or want to connect with her on LinkedIn, please tell her that I sent you. And feel free to tell her what you think about Microsoft’s entry into the HR tech space. Good? Bad? Uneventful? You’re as influential as I am, and I know she’d love to hear from you.


If anybody is the “Voice of HR,” it’s Mark Stelzner.

Years ago, Jason Seiden and I worked with our buddy Mark to make magic happen with the #VoiceofHR brand. While we never made it work as a company, we had a booth and went to some conferences.

Isn’t that all that matters?

I have about 100 videos of Mark and I being dorks and looking like we’re in Talibani hostage videos.

Are we in trouble? Do we need help? No, we’re just at an HR conference.

Also, it’s hard to watch old videos. Sheesh, I’m insufferable.

Jason Seiden was smart and bounced from Voice of HR pretty early, but look at this old video where I talk to him about LinkedIn training.

Also, what?! LinkedIn training? And when was Jason so young?

Anyway, #VoiceofHR is now solely owned by Mark. Our collective careers have pivoted, but our friendships endure.

So, today, I wanted to wish Jason Seiden nothing but love and peace on his birthday. And I want to encourage you to donate to Human Rights Campaign, The True Colors Fund, or The Burning Limb Foundation in Elle Seiden’s memory.

The HR community is here for one another at conferences, and we’re here for each other in the real world. Take a second, donate, and remember that you are the voice of HR. You can make a difference when one of our colleagues is hurting.

Thanks for reading my nostalgic post about my friendships formed through blogging, and thanks for donating a few dollars to one of Elle’s favorite charities.


Hey, everybody. Tomorrow is A Tribute to Elle, the day where we’re remembering Elle Seiden and honoring her father, Jason Seiden, who is our HR/recruiting colleague.

For more information on how to participate, check out the website or watch the video.

Raise awareness, raise your voices, and lift Jason and his family up. Let me know if you have any questions.



The Let’s Fix Work podcast is a fun project and has opened up new relationships in my life. We recently published episode 22, and, after nearly two-dozen conversations about fixing work, I’m more convinced than ever that the modern world of work is broken.

Some people disagree with me, which makes for interesting discussions. Sometimes, people decline to be on my show because the word “broken” feels a little too strong.

Other times, potential guests object to the word “fix.” One person told me that it’s not the right word. Work is “too complex” and “fix is the wrong word” to use for such a nuanced topic.

I didn’t know how to respond, so I thanked him for his time and wrote, “I believe winners fix things.”

(Have to thank my new buddy Jesse Itzler for those inspired words.)

I don’t mind it when people say no. I decline many things. It’s all about tone and intention. When you say no with good intent, it means the world. Be kind and polite. Those are the new rules of work. But if you say no and act like a fool, you deserve to be told.

A few months ago, I invited an esteemed professor and author to be on my podcast. He has a new book out, and it’s pretty good. Wanted him on Let’s Fix Work as a guest and then feature his book in the HR Book Club. So, I reached out on LinkedIn and he invited me to move the conversation over to email.

I followed up via email, and here is his reply.

Whoa, okay, whiplash.

It’s not the worst response, but it’s not the best. And I love how he thinks my audience isn’t big enough for his time commitment — as if we’re measuring reach and resonance in inches.

I laughed at out loud and the response, but then thought about why he chose to respond so negatively.

1. Maybe he’s crusty, clueless and harmless.

2. It’s possible that he enjoys turning the screws and gives feedback to feel superior over people.

3. He is grieving in some way, and the 180-degree response has nothing to do with me.

I’m not in the business of disparaging anybody’s character, so I’ll keep his name private. But it’s curious how older white men in power still feel that it’s okay to talk to women like this. Haven’t we just had a global discussion on #MeToo and power?

Also, it’s even more interesting how someone who “knows business” doesn’t know how to write a more appropriate response. Someone needs to teach this dude some manners. Or maybe not. Maybe you don’t need manners when you’re old and esteemed. I wouldn’t know.

Here’s what I do know: People will ping you for your time for all kinds of ridiculous reasons. Not every request warrants a response, but how you respond is your responsibility. At a bare minimum, be respectful. Also, check your assumptions about the incoming request. Maybe it’s not as ridiculous as it seems?

I also believe that, in a world that’s so cruel and thoughtless, it’s easy to be kind. I’m going to use my blog and podcast to fix work. Part of my mission is to make sure you never respond to people like the esteemed professor responded to me.

Want to fix work? Have some manners. It starts right there.


Don MacPherson is an entrepreneur who built a company called Modern Survey, which he successfully sold without laying people off or taking on debt. That’s the American Dream. But Don’s not resting on his laurels. Growing up in a mining community, Don learned the value of work early and isn’t interested in status symbols like cars and clothes. He’s soon launching a new venture called 12 Geniuses focused on fixing the future of work for everybody. He’s here to talk about his journey in tech, how to be ruthlessly pragmatic with your finances, and how you can set yourself up financially for success. Ultimately, it’s about enjoying your work. Don has a unique view of the world that you need to hear, especially if you want to retire early.

  • First things first: Don isn’t a Millennial tech bro. He’s close to 50 with a wealth of experience in customer service, technology, healthcare, employee engagement, and even truck driving. Don will tell you he isn’t a natural entrepreneur, but he is a risk taker. So much so he decided to move to Germany and only bought a one-way ticket. Don shares the story of living in an attic.
  • When he returned from Germany, he took a job with American Express, and that was when Don met his future business partner, a contractor who was living the dream. Don wanted that dream life, so together, he and his partner founded an online survey company, Modern Survey, in 1999. Their startup money was $1,000 each. He took this company through to a successful exit, the American dream.
  • Don could easily rest on his laurels now, but he’s starting another company instead. There’s a driving force that keeps him moving: yes, he’s a risk taker and he loves his work, but deep down, he loves helping people reach their potential. Don believes that EVERYONE can perform at extraordinary levels, and he explains how.
  • One of Don’s guiding principles is that he pays himself first. It’s enabled him to do everything that he’s wanted. Interestingly, the thought was planted by a commercial he saw as a teenager. It was a simple commercial and the gist of it was to get started and begin saving early. Don reveals how he applied this to his life from a young age, and what “you pay you first” really means.
  • For Don, money is freedom. He doesn’t come from a family of savers, though, and what he understood from his younger years was that you took the job that paid the most money. It was essential to have an incredible work ethic, too. But taking a job that pays the most cash is how you survived. Don realized, though, that work could be so much more. It can be fulfilling, and having money allowed him to experiment and do things he couldn’t have otherwise.
  • There came a time when Don’s business almost failed, and he tells the story of how he had to abandon his “you pay you first” philosophy for a time. He and his partners had to each put in a hundred grand to save the company, and it was only because he had been so disciplined in his savings that he was able to do it. And that was how the company pulled through the tough time.
  • We’ve hinted at how Don’s success hasn’t encouraged him to be spendy. Quite the opposite, in fact. Don never invested in a brand new car, and the duplex he lived in for 15 years was partly financed by the renters he had living in the second apartment. Don shares some of his other money hacks he used to amass his wealth. He even delayed parenthood until he was nearly 50.
  • If you take Don’s advice, he believes you will never have to work at a job you don’t like. And that is powerful, especially in this era of work being broken. He talks about how we can do our best work when we have a sense of security and freedom that being financially responsible brings. You might be wondering if it’s too late for you. The answer is no, and Don explains why.
  • Have you heard the concept of being a prisoner in a workplace? You’re stuck in a job you can’t leave because you have so many bills to pay. Don says that as many as 1 in 12 workers are prisoners. They’re financially stuck, and they don’t believe they can make more money elsewhere. Most of us agree that work is broken, so you can imagine what happens with work prisoners and how they contribute to that. Equally as important, their home life is also negatively affected.
  • Laurie points out that it’s often more expensive for women in the workplace than men – they have to buy a lot of things men don’t, and as they age, they’re expected to do everything they can to look younger. Clothing, makeup, surgery… and then there’s the issue of maternity and childcare. Given that women don’t make as much as men, can you imagine what it’s like for a single mom? Don shares his thoughts on the workplace for women.
  • Don’s new company is called 12 Geniuses (coming soon). He shares exactly what it is and what he does, and you might be surprised by his belief that the world is a better place, despite what the news might have you believe. But did you realize that most people aren’t ready for positive change?

Don MacPherson


12 Geniuses — COMING SOON

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!


There is nothing less American than a northern California shower.

The hotels all have low-flow shower heads — even the luxury hotels — and you can’t get yourself clean or wash the shampoo out of your hair. You walk around the Bay Area half-clean, half-soaped and half-bathed.

Also, while long and decadent showers aren’t good for the environment, I don’t like people telling me what to do. Part of what’s wrong with America is that we design and regulate our lives to the lowest common denominator instead of forcing the lowest common denominator to level-up.

So, okay, enough about America. I’m here in Half Moon Bay and had to take a northern California shower before my conference, this morning. But I’m sick of being half-clean. That’s when I looked over at the bathtub and decided to try the hand-held sprayer. Guess what? It’s super fast and aggressive. The water pressure is so strong that you could strip paint off the side of a house.

I’m like, “I’ll take a jerry-rigged-tub-shower! America is great, again!”

But here’s the deal: I wasn’t fully awake, and my mind was focused on a hundred things that had nothing to do with the bath. I hung up my conference dress on a hook, and, as I stepped into the tub, my mind wandered.

What should I wear to my event, today? Jim Knight and Scott Stratten wear jeans. Can I wear jeans instead of my dress? Should I put on mascara? My eyes are still sensitive, but I like to look nice on stage. And I haven’t heard from my friend Sarah in a few days. What’s up with that? Hope she’s okay. Also, she would tell me to wear jeans.

That’s when I accidentally dropped tub sprayer at my feet, and it went crazy like a garden hose — snaking all over the bathroom and spraying my face, the mirror, my dress, the walls, and the ceiling. The room was soaked before I could finally turn off the water.

Needless to say, I’m not wearing a dress on stage at today’s event. And it was a pain to wipe down the bathroom because all of my spare towels were soaked. But, more importantly, this could’ve been avoided if I did one thing: mono-tasking.

Mono-tasking is the act of doing the thing you’re doing with intentionality and integrity. You’ve heard the saying before: do one thing and do it well. Eat breakfast and keep your mind on eating breakfast. Drive your car and focus on driving. Take a jerry-rigged-tub-shower and take the goddamn shower.

Although mono-tasking is an extension of mindfulness, you don’t have to be Buddhist or even a northern California wellness guru to practice monotasking. You just need to be someone who’s sick of frenetic energy, wants to improve the quality of your work, and hates feeling spaced out during important moments where you should be present.

Like the shower.

I’m a big fan of mono-tasking, although I’m really bad at it. Today’s shower debacle is a gentle reminder to try again. So, here’s my thought for the day: Be where you are. Do what you’re doing. Focus on one thing at a time.

Mono-tasking will improve the quality of your work and life if you let it. For me, it will definitely improve the quality of my showers.


According to JT O’Donnell, we’re pretty bad at job searching. After all, we aren’t in the business of finding jobs; our skills sets are DOING them. So, if and when you need to change employers, outside advice is invaluable. Today, Laurie and JT talk about why the old way of job searching is obsolete and how you can compete with other job seekers in a very crowded environment.

  • Have you seen the George Clooney movie, Up in the Air, where his job was to lay people off? That was JT’s last corporate career. She laid off hundreds of people before leaving corporate America to start her own career coaching practice. JT saw the recession coming, so she was proactive and started a blog in 2008. When the recession hit, people needed an edge in finding jobs, and JT was there to deliver.
  • Laurie has seen a lot of discrimination when it comes to landing jobs: ageism, sexism, racism. While it’s a common belief that work is broken, JT also believes that the job search is broken. People are going about it the wrong way because the rules changed and they didn’t catch on. It’s all related to a branding problem for both those hiring and those looking for jobs.
  • Do you really need to work through recruiters to find a job? JT has a fresh take on what has happened in the land of recruitment. It’s all become very regimented, and often, recruiters get pushed around by their employers to make certain numbers that are next to impossible. And here’s the result of that: if you’re a job seeker who is doing your part right, you don’t NEED a recruiter to land your dream job. In fact, you might want to AVOID recruiters altogether and JT explains why.
  • How do you get past the gatekeepers and talk to the hiring managers? It’s not really sneaky, but it IS easy. JT shares two of her favorite resources. The first is net. It’s a simple search engine for LinkedIn that allows you to search for hiring managers and other titles. The other is, which allows you to search for up to 100 email addresses every month so you can connect.
  • As you listen, you might feel like everything has changed. It has, fundamentally. Step one to getting YOUR ‘bucket list’ job is to forget everything you think you know about job searching. JT shares the story of someone who reached out to her – they thought what she said about cover letters was the ‘hokiest’ thing ever… until it worked.
  • Like many things on the internet, we have erected walls that are supposed to filter out the unnecessary and irrelevant, but often, these walls also filter out the things we want and need. JT shares how this has happened with job boards online. It goes back to what she said about branding and the lack of marketing between employer and employee. You’re one of the thousands of people applying. It shouldn’t be a surprise you don’t get a call if you haven’t marketed yourself directly to a potential employer.
  • Finding a dream job shouldn’t be like shopping a used car lot for your dream car. JT shares a great strategy for how to begin your search. Start with 20 companies you’d love to work for and figure out WHY you want to work for them. We aren’t talking benefits – what about what they do is so compelling to you? That’s how you target your job search. She shares the next few steps on your path to getting a bucket list job.
  • Community is incredibly important. It’s how you network, find new opportunities and help others do the same. But it’s not always easy to ask for help, especially when free communities tend to be negative. JT shares why her Work it Daily community is so very different – it’s an uplifting place for career coaching, even with generational divides. Coaching isn’t a sign of weakness; it’s the path to greatness.
  • If robots and AI are the future of work, where does that leave job seekers? Make no mistake: there is yet another shift coming in the workforce and you need to be prepared for it. And with all the discrimination that exists now, more is on the way in the form of globalization. JT and Laurie discuss what this future looks like for job seekers and what you can do to be ready for the next set of fundamental shifts.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

JT O’Donnell


Work it Daily Website

Work it Daily YouTube

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