Posts by: Megan Doherty

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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

LinkedIn

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!

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Elisa Camahort Page co-founded BlogHer, later became the CCO at SheKnows Media after they acquired BlogHer, and is now a writer and consultant. Entrepreneur, speaker, conference leader, and blogger, Elisa has the type of bird’s-eye view of work the rest of us can only dream of. Laurie and Elisa talk about the disconnected workforce, the gig economy, and the rise of those brave souls who are daring to be their whole selves at work.

  • Elisa has a unique view of why work is broken. Have you ever noticed that the higher up someone gets in the management chain, the more disconnected they become from what they did before? That disconnect turns into a fundamental lack of empathy. But here’s the kicker – that lack of empathy goes in BOTH directions. Elisa has been at the top of the management chain, and she approached the problem of empathy directly.
  • If you’re an aspiring entrepreneur who is looking for a partner or co-founder, you know it isn’t easy. Elisa has some very practical advice for finding the right person: date them. Not romantically, but work on a project together before you launch a company. You’ll thank her later. She shares the story of how she and someone she barely knew founded BlogHer.
  • Many of the issues we’re discussing in this day and age (wage gaps, family leave, etc.) were front and center for BlogHer in 2008 – a decade ago. That fact alone makes the idea of change seem like a lost cause. But is it? Elisa shares what is disappointing for her, but also, where she has hope for the future. The first one might surprise you: working from home.
  • Then, there’s the gig economy. With so many people working from home as contractors, what about benefits? How is automation affecting jobs? Why is wealth being concentrated in the hands of so few? Is it possible to outsource and globalize yourself out of having a workforce that is engaged? Elisa and Laurie pick apart what the future of work looks like.
  • At BlogHer, Elisa and her crew were looking at how women can be fairly compensated and fairly heard in the workplace, and she brings some happy news. As side hustles become main hustles, there’s a lot more hope for marginalized groups to earn what they deserve. And there’s a hidden benefit to this as the gig economy allows us to bring our WHOLE selves to work, not the version of us that corporations want.
  • Have you ever heard of a ‘work-life advocate?’ These people are coming from a place of not being politically engaged or familiar with social issues, but in recent years, they’ve become galvanized. To do what? Elisa explains what work-life advocates are… are you one of them? This is one of those cases where it might do a later generation well to learn from the younger ones.
  • There are some companies out there who are doing it right. Take, for example, the company who makes WordPress. They don’t even have a headquarters; they meet regularly, but everything they do is remote. People who can’t work in traditional settings flock to companies like this, and the flexibility they provide is incredible.
  • We’ve covered the ideas of living wages, dividends, and universal basic income. Like many of our other guests, Elisa doesn’t see another option, especially with automation and globalism. Alaskans get a dividend from oil, but have you thought about the tech industry doing something similar? With automation and outsourcing, there ARE no jobs.
  • In closing, Elisa tells the story of a boss who told her she needed to lower the expectations of her employees when they were upset they didn’t have the time or resources to do their jobs well. As you can imagine, that didn’t go over well with Elisa. You have to hear what she asked HIM to do instead. And the point of the story is this: do you understand the difference between satisfaction and happiness?

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!

Elisa Camahort Page

Website/Speaking

Preorder Book: Road Map for Revolutionaries

LinkedIn

SheKnows Media

Website

LinkedIn

Twitter

Facebook

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Katrina has a unique way of fixing work. She’s blazed a trail into nearly uncharted territory with an audacious goal: to take high volume, low retention jobs and make them not suck. She’s not afraid of a challenge; one of her clients hires people for split-shifts to work with small children. We love kids, don’t get us wrong. But it’s not always easy to work with a group of someone else’s kids. So, Katrina wants to help people find the right job, not just any job.

  • It’s not all on the employee to find the right job, which is why Katrina focuses on teaching the employers what that phrase means. Katrina rounds out her list of places that suffer from high turnover rates. Have you ever held one of these jobs? And if you’re the one hiring for these positions, well. You’ll want to take notes.
  • How does Katrina help these employers? She explains some of the first things she does when she comes in to consult with a company. First among them is taking a psychological profile of the top, most successful, employees in the role.
  • Katrina draws on her own personal experience when working with her clients, and she makes an ‘on the nose’ observation about how she felt in her various roles. She was needed but not valued. Take a moment and let that sink in. Needed but not valued. Katrina has a unique combination of skills which has landed her in a strange array of jobs, and she shares how, no matter the size of the company, no matter the job title, the day-to-day experience rarely changed. And that’s why she started her own company.
  • Laurie makes an interesting assertion that employees rarely grow within a company. Instead, they grow by going from one job to another. This is especially true for Katrina; as a consultant, she hops from one situation to another, and in doing so, she’s fixed work for herself. It wasn’t an easy road for her; she was conditioned to the stability of a guaranteed paycheck every month. Her first stint as an entrepreneur didn’t end well, and it wasn’t because of lack of clients. It was because of fear.
  • Katrina was much more focused for Round 2 of being an entrepreneur. She reveals her mindset and what she did differently this time around, a lesson you can take if you’re ready to break out of your own job and fix work for yourself. Even if your parents were strict military.
  • If you’re currently struggling in YOUR role, Katrina has some fantastic advice. But to start, you have to answer one question. Are you going to stay or are you ready to leave? Staying at a company where you’re unhappy IS a valid choice, but there’s a very important consideration. If you can’t be honest and transparent about your unhappiness, then you need to leave.
  • As a manager, keeping your employees motivated and engaged is a constant battle. So is keeping yourself motivated and engaged. Katrina shares WHY retail jobs are so challenging and it all comes down to one thing: the more humans you have to encounter in one day increases the ratio of assholes you deal with. You might think that good jobs don’t exist in retail jobs. But Katrina says that isn’t true, at least for all people.
  • There is one problem at work that Katrina is currently obsessing over that no one else is even thinking about. It’s the Fallacies of Work, a rote list of do’s and do not’s that somehow still exist from a totally different age, and Katrina smashes every single one of them.

Katrina Kibben:

Three Ears Media Blog

Three Ears Media Website

LinkedIn

Twitter

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!

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So far no one has challenged Laurie on her premise that work is broken. Until today. Eric Barker is the author of the bestselling book, Barking Up The Wrong Tree, and he believes that issues with managing people and organizing them to accomplish things is a perennial challenge. In fact, he doesn’t believe work is broken because it was never fixed in the first place. Dive in with Laurie and Eric in this stimulating conversation about the state of work.

  • Eric explains why he doesn’t think work is broken, and it’s because he believes it was never fixed in the first place. From technology changes to cultural changes, work is a perennial problem, and you might be inclined to agree with him on this point.
  • Aside from loving the title of his book, it was also Laurie’s favorite non-fiction book of 2017. She asks him a pointed question about success. There are many misconceptions, so you might want to check your own beliefs about what success at works really means. Is it the quality of work? Is it the quantity? Does success in one department look the same as success in another? What about from one manager to the next, and personality conflicts? Eric tackles these tough topics and more.
  • Eric shares something EVERY job-searcher should know when they go into an interview. You see, peer pressure isn’t just something that affects teenagers. It affects us at every age, and the most insidious part of it according to Eric is that we don’t even realize it.
  • What is ‘learned helplessness’ at work? It’s when employees don’t have a sense of agency and felt like they actually could make choices, even exercise a single choice. It turns employees into victims, and Eric gives some very solid steps you can take today to pull yourself up from that position.
  • Volunteering can change your life. It’s true, but why? Eric and Laurie talk about the different thing you can do, and it’s not just about helping others. It’s about changing your sense of worth and identity. You aren’t your job. You are a person and we, as people, can easily get caught in destructive loops. And don’t worry; you don’t need to volunteer for 50 hours a week. You can do it for as little as 2 hours and feel the effects.
  • The Venn Diagram of happiness and success definitely overlap, but not completely. Eric and Laurie investigate what it really means when the two overlap, and the tricky areas where they don’t. Does your work environment allow you to do what you do best? Or what if you’re happy with your job but not successful? What’s in store for you when you’re outside of Venn’s sweet spot?
  • Let’s get one thing straight – if you’re going to fix work, you’ll have to start by fixing yourself. This concept can get VERY woo-woo when you listen to some of the inspirational speakers out there. They think they can make change by ‘whispering a few words’ in your ears. Laurie isn’t big on that. Mindfulness and meditation are good, no doubt, but she and Eric have a deep discussion about what kind of self-help is really needed. By the way… it’s your fault.
  • You can’t underestimate the importance of relationships in work and life. So much of the unhappiness in the world is caused by loneliness. Eric lays out some scenarios. Do any of these sound familiar to you in your life? If you’re going to invest in anything, invest in relationships.

Listen to the Spotify Playlist! 

Find Eric:

Website/Blog

LinkedIn

Barking Up The Wrong Tree Book

 

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!

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What is the future of work? Katie Augsburger is the Founder and Partner of Future Work Design, an organization that wants to smash the patriarchy and decenter whiteness. Okay – before anyone starts bristling about being pushed out, that’s not her intent. Katie has some amazing ideas of how helping those with least access can benefit all employees.

  • Katie has two answers to the question, ‘How do you fix work?’ The first one is pretty cheeky and involves smashing things, but the second one takes a deeper look at the design of work. But first, she shares a story of walking into a women’s bathroom and finding a row of urinals.
  • We’re told as women to lean into the systems, but they aren’t built for us. Part of what Katie does is to break systems. She talks about how she doesn’t try to get rid of white men; she’s trying to make room for women. If you haven’t heard of the ‘curbside’ effect, then you need to listen to the analogy.
  • Using her theory of the curbside effect, she comes into companies with a radically different way of looking at things. How can we put the least advantaged people in the center of the design, and how will that help everyone succeed?
  • One of the best ways Katie get results is to ask questions. Not the typical questions managers ask quarterly or whatever, but deep reaching questions from the bottom all the way to the top. She talks about how smashing the old system and creating something new has worked out for one of her clients.
  • Companies tend to hire for skills and tech, but fire for behavior and soft skills. It’s this systematized, procedural way of looking at things that create problems. But Katie believes it’s the soft skills, the behaviors, that will make or break the systems and processes.
  • Laurie poses the question: is it harder for companies to hold an open dialogue on gender issues or race issues? Katie and Laurie share their theories on why it’s more difficult to talk about race.
  • Not every company needs to be smashed. Katie shares a case study of a call center that, despite being an undesirable job, has managed to make THEIR work meaningful and impactful to their employees. Another great company Katie likes is Airbnb, and she reveals why.
  • Katie wraps up the episode with her approach to smashing the patriarchy and decentralizing whiteness, and it comes from a place of great compassion. She’s not interested in pushing out anyone who is white or male; instead, she wants to make things better for everyone by making it better for those who are great employees but don’t measure up on the outdated yardstick.
  • Listen to the Spotify Playlist! 
  • Find Katie

  • LinkedIn
  • Website
  • 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!

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Ben Brooks was THE guy in HR. He had it all, but then he left it all to became an entrepreneur. Today Ben and Laurie talk about how executive coaching can help you fix yourself AND your work. Not sure what life coaching is, how it differs from executive coaching, or why it matters? They’ll answer these questions and more in today’s episode.

  • Ben talks about this ‘arranged marriage’ to corporate America, and how it really didn’t fit with his ideas of innovation and making things better. In fact, one of his peers told him point blank: he had outgrown a 50,000-person company. Ben shares what a gift that message was.
  • Ben took a little time before beginning his journey into entrepreneurship, and what finally changed his mind about it was a name tag. Would he choose unemployed, entrepreneur, or employee? After a week among entrepreneurs, Ben realized he’d found his tribe.
  • Ben did what a lot of new entrepreneurs do: he started without a real business plan. He reveals what he learned about business plans, what his first little while was like, and when things finally took a positive turn for him. He shares his thought about generalist advisers, and what he says will surprise you: you don’t absolutely NEED to be in a niche, not in today’s world.
  • Ben talks about what he calls ‘democratizing executive coaching.’ In a nutshell, it means getting coaching to more people, when they need it, and at prices they can afford. He explains why he was driven to do this rather than set up a $500/hr coaching practice. Ben’s revelation about group coaching surprises Laurie, and it will probably surprise you, too.
  • One of the problems Ben ran into with Pilot, his coaching company, was that people loved it but they believed their company should pay for employment coaching. So he turned to companies, and while many of them won’t invest in it, there is a distinct group of forward-thinking leaders who have, like those at MetLife.
  • Do you need an executive coach? Before you answer, listen to what Ben has to say about it. He likens it to marriage counseling. If you’ve ever been fired or left a job, are you able to see past your emotions and understand what really went wrong? Are you able to fix it for yourself? The answer may not be to start your OWN business, because if you aren’t able to fix yourself, entrepreneurship won’t do it for you.
  • According to people smarter than us, one of the biggest factors of happiness at work is self-advocacy. Ben and Laurie discuss what that means and why it seems to be more difficult for women. They also reveal what to do to be a better advocate for yourself.
  • Ben leaves his final message that everyone needs to hear: Take command of your career. It’s the tagline of his business, Pilot. He shares the inspiration behind it, and why it will change your life.
  • Listen to the Spotify playlist. 

Want to know more about Ben? Find him here:

Pilot website
Facebook
Twitter
Instagram
LinkedIn
Pinterest
YouTube

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? Download it for free!

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Have you ever effed something up so badly you’re not sure if anything will get better ever again? Laurie has. In this candid, bonus episode, she shares her biggest failure – a product called GlitchPlan that was supposed to help you do pre-mortem on a situation. What’s that? Laurie explains the concept and talks about how she’d been doing it herself for a lifetime. It was a sure thing, or so she thought.

  • Laurie explains what the concept of pre-mortem is and shares some very painful moments in her past where she was forced to use it to make life-changing decisions. It’s one of her core mantras: if you can see it, you can beat it.
  • Laurie and her partner pulled together a team of 5, all of whom were experts, but all of whom were also employed elsewhere. Except Laurie. That was the first indicator of failure. Laurie talks about what her life was like being a CEO of a company whose employees weren’t engaged. But the employees weren’t the only ones to blame. Laurie talks about how she failed them.
  • One of the next indicators of failure Laurie shares was that, in hindsight, if your tech team won’t even use what they’re building, there’s something wrong. Laurie was using it, though, and her pre-mortem problem lists weren’t being avoided. They were happening right before her eyes. In other words, she used her own product to watch its development fail. Oh, the irony.
  • Laurie ended up firing part of her team, but she wasn’t finished with GlitchPath just yet. After some reflection, she brought together another set of people – and she has great experience as a recruiter. But she said something in her job ad that had people coming out of the woodwork to gripe at her. It was just two little words and it was the best thing she did during the entire GlitchPath experience.
  • Version two of Laurie’s team was amazing. Except for two things. The team wouldn’t use it. Again. Laurie tells the story of the development of a product no one wanted to use. The second problem? No one else wanted to use it. Laurie reveals the interesting reason why; it has to do with fear at work.
  • Laurie’s third goal was to integrate GlitchPath into other apps and tools on the market: Slack, Asana, Basecamp, etc. Her two lessons there were 1) most companies use weird project management, and 2) none of those tool companies would every buy her out, which she had hoped for from the beginning.
  • Laurie still loves the pre-mortem concept, but GlitchPath was a dead end. She brought her team together and killed it for the second, and final, time. She shares the big lessons she learned from GlitchPath, personally and professionally.

Enjoy this bonus episode? Do you want more like it? We’re thinking about putting together a community where you’ll get all normal content PLUS juicy tidbits, stories, access to Laurie, and an inside look at how she’s fixing work. Let us know! Email us at hello@letsfixwork.com.or sign up for weekly updates.

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Maybe you despise work. Maybe you’re apathetic about it. Or maybe work would be bearable if it weren’t for that one co-worker who always… You get the picture. Most people aren’t passionate about their cubicles. We’ve had some interesting guests over the past few weeks, and today, Laurie shares her takeaways from those conversations and some of her own theories on how to fix work, starting with one very important thing: to fix work, you need to fix yourself.

  • Stop living in your head and comparing yourself to others. You ARE going to face things like institutionalized racism, sexism, ageism and more, and that’s terrible. But you can’t let that force you into your own mental prison. If you’re going to fix yourself, you need to live in the present and live mindfully. You need to be an active participant in your own life.
  • Scott Stratton, the author of UnMarketing, was Laurie’s first guest, and he was fearless in burning down his corporate career. The lesson to take from him is that when your job is killing your soul, you should burn down your professional life and build it back up again. You don’t have to do it like Scott did; Laurie argues for a slow, well-planned burn.
  • We had another Scott next, Scott Santens. He’s known as the foremost thinker and speaker on basic income. It’s not welfare; instead, it’s a dividend. Companies hide profits overseas. They lobby the government for their own benefit, not yours. And the money they save isn’t invested in employees, not at all. Laurie explains how the basic income is needed, and why it needed now more than ever.
  • People need to get fairly paid for their work, and that will only happen with wage transparency, both with employees and employers. Laurie challenges you to ask YOUR potential employers a series of questions that, while they might make them uncomfortable, you need to, and have a RIGHT to know.
  • Jason Lauritsen was up next as a guest, and he and Laurie delved into what you can do to get clear on your goal for your work life. Sure, he hates work. But he doesn’t hate working. They talked about his evolution from cubicle to entrepreneurship and doing it the safer way. It all began with learning.
  • Laurie shares another of her insights to work: we fix work by deprioritizing it in our lives. Hard to do? Of course it is! We need to pay our bills. But even when you’re paying your bills, you can still separate your identity from your job title, and Laure tells you how to do it. She also dares you to only give 80% at work.
  • Guest #4 was Amanda Hite, another of Laurie’s friends. Amanda has had an interesting life, and at one point, she had a boss who encouraged her to stay in the closet to advance her career. Really. Now that Amanda is a successful CEO, she wants people to be their whole selves at work, and she campaigns for employees to be heard and honored, even if it makes management a little more challenging.
  • You need to drop the mask you’re wearing on an everyday basis. It’s not doing you any good to pretend to be someone else, to try to fulfill a role that isn’t you. You can’t live two lives. Laurie believes that we can fix work by having a harmonized personality that reflects your passion, your sense of purpose, and our core values. There’s only one you. So be you.
  • Tim Sackett was the next guest, and he is an expert on recruiters. Yes – the Jerry McGuire type of recruiter who fights to put the best talent in the best jobs. Except they aren’t usually like that. Some – or most – are shady paper-pushers who are only in it for the money. It doesn’t have to be that way, but since you can’t change the recruiters, you can be your OWN talent agent. Laurie explains how.
  • Laurie had a careers reporter from Business Insider as her most recent guest. Áine Cain is the type of woman who breaks the barriers and smashes stereotypes for the next generation of workers in offices. From #MeToo to robot workers, Áine has an exciting breadth of knowledge from her role in Business Insider. She also thinks you should smash your own pseudo-science around generational thinking. Laurie shares what you SHOULD be thinking about instead.

Are you interested in a ‘Let’s Fix Work’ community, where you can get freebies, early access to the podcast, interact with Laurie and guests? Are you interested in sponsoring the podcast? Let’s talk! Email us at hello@letsfixwork.com.

As always, if you like the show, subscribe and leave us a review!

Previous Episodes:

Episode 1 — Burn it Down with Scott Stratten

Episode 2 — Basic Income Versus Welfare with Scott Santens

Episode 3 — Get Clear on What You Want with Jason Lauritsen

Episode 4 — Be The Change At Work With Amanda Hite

Episode 5 — Why Most Recruiters Are Lazy With Tim Sackett

Episode 6 — #Metoo, The Gig Economy, And Robots With Áine Cain

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Wanna know why work sucks? Ask Áine Cain. She’s a careers and employment reporter for Business Insider, and her experience covering multiple workplaces gives her a unique insight into what makes a great – or terrible – place to work. From the #MeToo movement to the gig economy, and lotus-eaters to a robot invasion, Laurie and Áine talk about the current state of work and its future.

  • Are there still great places to work? Yes, but don’t be lured by ‘perks’ companies. Áine explains what they are and why they create a culture of complacency and wasting away.
  • According to a Gallup poll, nearly 70% of employees aren’t engaged at work, and naturally, these employees blame their managers. There’s an argument there to be made, but Áine points at two of the major themes she sees frequently, and it’s not managers.
  • What makes a place great to work at? Áine has a lovely acronym to explain what companies are doing right. CCE – co-workers, compensation, engagement. She explains what each of them means.
  • The #MeToo movement has been instrumental in raising awareness of issues at work, but you have to wonder: will awareness lead to long-lasting change? Laurie and Áine tackle that tough question with some anecdotes and insights that will change the way you think about the future of work.
  • Yes, men need to behave better at work. But there’s a second change that needs to take place, and that’s in the systems at work. Laurie and Áine talk about how businesses can replace their antiquated systems.
  • So at whose feet do we lay the burden of fixing work? Management, HR, employees? Laurie and Áine talk about where change needs to happen to make a great workplace, both the ideal and the realistic ways.
  • No one wants to work in the ‘bro culture.’ Áine digs into why that mentality fails and what employees really want to become more engaged and invested in their job. From generational gaps to the advent of the internet, so many different things have contributed to the current job climate.
  • You’ve heard the term ‘gig economy.’ But have you ever stopped to think about what it really is? Find out who is a real part of the gig economy, who it benefits, and whether or not it’s a good thing.
  • We promised robots. Áine says they’re taking over. We’re probably not going to tell you something you don’t know, but you definitely want to hear what Áine says about how the robot takeover will probably mirror the industrial revolution in terms of unemployment. Laurie and Áine discuss some of the ways that can be prevented.
  • Listen to the Spotify Playlist.

Find Áine online: 

Áine on Business Insider

Twitter

LinkedIn

We hope you enjoyed this episode! If so, please subscribe and leave a review! Let’s fix work, together.

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Most recruiters are lazy. Things are broken, great talent is slipping through companies’ fingers, and no one is doing anything about it. Is it because they don’t want to, or because they don’t know how to? Today Laurie talks to ‘America’s Best Recruiter,’ Tim Sackett. Tim answers the most common questions he gets from talent recruitment managers including how he would fix recruitment for them.

  • Laurie asks a very pointed question: can recruitment be fixed or does it need to be changed from the ground up? According to Tim, there’s no single answer. Maybe it’s just a tech or metrics measurement problem. Perhaps it’s the company’s brand or even their performance management.
  • Tim dispels some major myths about why recruitment and retention are broken and it’s NOT candidate experience. That’s a made-up concept. So is employee experience. If you disagree, you need to hear Tim’s example from the movie Jerry McGuire. Are you the kind of boss you need to be? If so, the candidate and employee experience fall into line naturally.
  • Do you have to be a great manager to be a great leader and vice versa? Tim’s answer to this question is very revealing, and if you don’t know the subtle difference between the two, there’s a very good chance you’ll find your talent problem there.
  • Some leaders/managers do all the right things when it comes to ticking off boxes. But the big thing they’re missing is compassion, empathy. Tim is quick to advise against firing them or moving them to non-management positions. His pragmatic view might surprise you.
  • Tim and Laurie diverge just a bit from the topic to talk about putting content out there into the world, how to do it when you don’t know how, and how to deal with the haters even if you’re from Gen X or before. This is advice you don’t want to miss because it applies to more than just putting your content online.
  • Tim is releasing a book, The Talent Fix. In it, he addresses the major problems he sees when he works with companies. First among those is the belief that tech is the problem, not people. He gives his advice on how to deal with that issue right off the bat. Before you even ASK him for help.
  • You’ve heard of the ‘days to fill’ directive for recruitment teams. Tim explains the breakdown of why that measurement fails and offers an alternative: the recruitment funnel. It works kind of like a sales funnel and at the end of it, if you have 10 candidates and you only want to interview 1 of them, you know your funnel is broken.
  • Tim blows the lid off the truth about recruiters. They want that big paycheck but they don’t want to recruit. Instead, they want to be recruiting administrators, and Tim explains what that means, the ‘post and pray.’ In the same vein, Tim and Laurie talk about being mediocre or being exceptional at work. Where do you fall on the scale, and where do you want to be?
  • Listen to the Spotify Playlist.

Find Tim Online:

LinkedIn

The Tim Sackett Project

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If you want to check out the Impact Makers Podcast with Jennifer McClure – you can listen and subscribe right here.

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