Let’s Fix Work is underwritten by WorkHuman, sponsored by Globoforce.​ Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

Not everyone knows that I am a daughter of a police officer. My mom is retired from the Chicago Police Department. She has a great benefit plan and pension package. That’s because of smart union negotiations. Yes, the union has done right by my family. And speaking of unions, my guest this week is Jason Greer, labor relations expert and founder of Greer Consulting Inc. He is a Gen-Xer with a slightly different take on unions. He believes in protecting the working class and that there is strength in numbers. But yet he also believes a union is the wrong way of protecting your interests.  We talk about all of that and more in this week’s episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Jason’s quick and dirty story of who he is and what he does
  2. The reasons many companies fight unions and work to keep them out
  3. Jason’s thoughts on “getting the union you deserve”
  4. Labor relations and why it’s really shades of grey (and not just black and white)
  5. If employees forgo use of a union, what can they do to protect their benefits and interests?
  6. How to bridge the divide and recover a relationship that’s broken following a union or employee dispute
  7. Unions and the civil rights movement, how the two are connected and whether or not unions have been good for protecting minorities in America
  8. Jason shares one horror story about what a union does and doesn’t do if you don’t play along
  9. How can you decertify a union? Jason shares what you can do, what’s legal, what’s illegal and some next steps you can take

Leaders and employees, if you take anything away from this conversation, take this: You’ve got to start the conversation early about what you want and voice your expectations. If you do so, maybe you won’t need a union or even an intermediary. What you need most is to have a voice, to be brave and to begin the conversation.

Jason said it best when he said, “There is strength in being proactive.”

If you are interested in the state of unions in 2019 or you want to hear from an African American man who talks about civil rights and busting unions from a different perspective, then give this episode a listen.


Resources from this episode:

Jason’s website: www.greerconsultinginc.com

Twitter: twitter.com/LaborDiversity

Facebook: www.facebook.com/GreerConsultingInc/

LinkedIn: www.linkedin.com/in/jasonjgreer/

Danny Ozment’s Podcast Supercharger Course: dannyozment.com/podcastsupercharger


Let’s Fix work is underwritten by WorkHuman, sponsored by Globoforce.  Visit WorkHuman.com and use code WorkHumanLFW for a $100 off discount.

Are you known as a troublemaker? Do you hate the status quo? Well, on today’s show, Dr. Patti Fletcher joins me to discuss what it means to be a disruptive influence at work and how it can work to your advantage. Dr. Patti Fletcher is a global speaker on gender equity, cultural transformation and leadership, and the best selling author of the book, Disrupters: Success Strategies from Women Who Break the Mold.  

In addition to talking about disrupting the status quo, we talk about Patti’s career journey, how she came to research the topics of unconscious bias and gender equity, plus we talk all about her book. Additionally, we discussed the topic of gender equity and exclusivity. And of course, we covered disruption in the workplace — both the positive effects and negative.  

In this episode you’ll hear:

  1. The various stages of Patti’s career beginning with enterprise software and on to what she is doing now
  2. How Patti came to pursue the topic of disrupting HR and gender equity in the workplace
  3. Patti shares about her book, Disrupters: Success Strategies from Women Who Break the Mold, real-life stories from real women in the workplace
  4. What Patti thinks about the book Lean In, its message about gender equity and why, in the words of Michelle Obama, “That shit doesn’t work.”
  5. Disruption and disrupters, including negative disruption and positive disruption
  6. What to do when someone feels threatened when you are disrupting the status quo and how to protect your own interest in a healthy way
  7. Stories of people who didn’t belong and found purpose and meaning elsewhere
  8. The state of business today as it relates to disruption, unconscious bias and gender equity

In the wise words of Dr. Patti Fletcher, “There is a status quo that’s no longer serving the world in which it lives and we have to disrupt it. Disrupting means you unpack it. Some things might be working, let’s keep those. But let’s disrupt the ones that aren’t.”

So if you’re ready to burn bridges or at least shake up your career, this episode is a MUST listen. Oh, and hey, come see Dr. Patti and me at WorkHuman in March, in Nashville, Tennessee! We are appearing together on a panel and we’d love to meet you.

Resources from this episode:

Website: drpattifletcher.com

Book: Disrupters: Success Strategies from Women Who Break the Mold

Dr. Patti on TwitterInstagramFacebook

She for S.H.E. Conference

SXSW (South by Southwest)

Lean In by Sheryl Sandberg

Michelle Obama’s Take On ‘Lean In’? ‘That &#%! Doesn’t Work’ www.npr.org/2018/12/03/672898216/michelle-obamas-take-on-lean-in-that-doesn-t-work

Thanks to Danny and his team at Emerald City Productions, the producers of Let’s Fix Work


I love it when podcasts are confessional and brave. It inspires me and makes me want to tell you all of my secrets. But what happens when a podcast veers away from being authentic to straight-up marketing that is, well, somewhat jarring? I will tell you what happens (because it did); I become inspired to record a bonus episode to talk all about it.

While listening to a marketing podcast, the host shared her experience about a recent weight gain. What was perceived as authentic and vulnerable at first, crescendoed into an affiliate marketing pitch. Okay I understand podcast hosts sell products on their episodes. I get it and can respect it. I may sell products or services on my podcast in the future, as well. But then the host said this, “Everybody needs a life coach,” and my respect flew right out the window.


I’m not really sure that everybody needs a life coach. I do know that everybody needs psychological safety, love, food and healthcare. Sometimes we say, “Life coach,” when we mean, we need friends (or support) or even therapy.


The work of living an authentic life, where we are happy with ourselves, where we treat our bodies and souls with kindness, that doesn’t happen in a mastermind group, with a life coach or even in therapy. It happens in our hearts. And, that is the topic of this bonus New Year’s Eve episode – it’s about doing the work, being your own life coach and fixing yourself in 2019.


Resources from this episode:

John Hancock Stair Climb – bit.ly/LFRHustle19

Snickerdoodles recipe – laurieruettimann.com/omahs-snickerdoodles/


This week’s guest on Let’s Fix Work is Joe Hirsch, TEDx speaker and best-selling author of ‘The Feedback Fix’ and managing director of Semaca Partners, a boutique communications firm. Joe is also an award-winning educational leader in using applied behavioral science to create more positive and better-performing workplaces.

In this episode, Laurie asks Joe about his philosophy behind creating positive change and his methods of optimizing how you give and receive feedback. He also explains the correct mindset to approach feedback as a manager, do you want to force a change or provoke an insight? Laurie and Joe discuss bypassing resistance to change and how traditional performance management falls short when compared to treating people as agents of change.

Laurie quizzes Joe about when it is appropriate and how to tell someone that their feedback is unwanted, and both then discuss some anecdotes about times they received feedback that was difficult to digest. Joe and Laurie then explore how to avoid recreating family dynamics in a professional environment and why it is important to deputize and delegate feedback as a manager.

Laurie and Joe unpack some of the preconceptions about gender roles pertaining to feedback, Joe covers the importance of collaboration and towards the end of the episode, gives his conclusions about the collaborative nature of feedback and a gem of a quote. “Letting go isn’t about what you give up, it’s about what you give.” We’ll be using that one in the future.

Twitter: @joemhirsch

LinkedIn: www.linkedin.com/in/joemhirsch/

Book: “The Feedback Fix: Dump the Past, Embrace the Future, and Lead the Way to Change”

Website: www.joehirsch.me

TEDx Video: “The Joy of Getting Feedback”


How do you know it’s the end of the year? Everybody asks for predictions.

This week, I was honored to appear on Changing The Game with HR, Presented by SAP. The host is Bonnie D. Graham, who happens to live down the road from me, and the panelists included Art Mazur and Dr. Patti Fletcher.

I was asked to share my 2019 predictions for HR, which are mostly predictions scraped together from other smart thinkers. But here’s what I believe:

User personalization continued to be a hot consumer trend in 2018, and the desire for customization has arrived within the confines of HR. At all levels, the employee experience demands a customized user experience in the workplace. In a tight labor market, recruiters and HR leaders have been pushed to put the employee’s experience at the center of their policies and processes to attract and retain highly productive and talented workers. The benefit of personalization is that our workforce doesn’t need to search for resources and information, thus allowing more time for increased productivity, efficiency and collaboration.

Compensation is on the minds of many executives and HR leaders. Companies benefited from tax breaks in 2018 and awarded bonuses throughout their organizations; however, for most US workers, wages have barely risen in decades. As we move from a traditional labor force to a distributed workforce rooted in the principles of the gig economy, companies will have to wrestle with critical questions about the importance of financial margins versus the importance of economic wellbeing for FTEs, consultants, and contractors alike.

Wellbeing is a trendy buzzword that isn’t going away in 2019. Rather than focusing on punitive programs meant to guilt people into losing weight, progressive HR departments are getting ahead of the curve and designing creative benefit programs to enhance the quality of life. From nap rooms to pawternity benefits, employers want happier and healthier employees. Do these wellbeing perks work? Only data will tell us.

HR is gonna learn something new. Traditionally, HR departments focused on the organization’s development needs. Training and learning are absolutely on fire, but, in 2019, training and development will be on the minds of HR professionals who haven’t paid attention to their growth. Whereas it was once essential to build individual learning plans for our workforce, we’ll be doing it for ourselves in 2019.

In 2019, we’ll see more business people join the ranks of HR and lead more and more HR organizations. HR was once considered a place to send your low-performing leaders before banishing them entirely; however, now it’s regarded as a stepping stone to additional executive opportunities. How can you lead without knowing the intricacies of your people-related agenda?

What are your predictions? What do you see for HR in 2019? Leave a comment below, and feel free to have a listen to this week’s show!


Let’s Fix Work is back for Season 2.

The first episode has Laurie interviewing a returning audience favorite, Áine Cain. Áine is a reporter in the retail section at Business Insider. She covers Walmart, Target, Home Depot, and Lowe’s.

We begin the episode catching up with Áine about her recent trip to Iceland, involving hotdogs, highlands and the famous Blue Lagoon. Laurie asks Áine about the impact of the trends toward online shopping and the current retail situation some have termed the ‘retailpocalypse’. Áine unpacks why some stores are moving towards what they call ‘omnichannel outlets’, in an attempt to become more flexible and pivot to customer’s needs.

The next segment starts with a discussion about Amazon’s recent pay debacle and their ‘gig economy’, which leads to some exploration of working conditions at larger companies. Laurie poses the question “is there still room in the market for boutique outlets?” and casts a skeptical eye over the theory that employee happiness directly impacts profitability. Laurie and Áine then discuss to what extent moral judgments play in customer’s shopping choices and what on the whole creates brand loyalty.

Áine is in a new role at Business Insider since her last appearance on the podcast, and she gives us some insight into what it was like for her to transition into retail reporting. Laurie comments on how statistically atypical Áine’s current career is for her generation. She commutes to work and has a job with a desk. Many GenXers are leaving those jobs, but Áine enjoys her organization’s culture.

Then to finish up, Laurie and Áine talk a little about Black Friday’s dwindling influence over holiday shopping—and whether or not self-checkout is actually faster than someone doing it for you—before saying goodbye for this week.


Áine Caine on Business Insider

Áine Caine on LinkedIn

Áine Caine on Twitter

‘We sped like crazy’: Amazon delivery drivers say they feel pressure to drive dangerously, urinate in bottles, and sprint on the job

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