Avsnitt
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This episode features an interview with Hamza Khan, Future of Work and Leadership Expert. He is the best-selling author of Leadership Reinvented and The Burnout Gamble and is a two-time TEDx Speaker. Hamza challenges organizations to rehumanize their workplaces to achieve inclusive and sustainable growth. His clients include Microsoft, Deloitte, and TikTok.
In this episode, Shawn sits down with Hamza to discuss why work is not working, how to make employees owners, and the no day work week.
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“If you invest in employee engagement and well-being, then it turns all the other priorities into guaranteed outcomes. That's where the work needs to be done. We actually need to do this work, at the individual level with every single leader in the world. We have to just overhaul our education system to produce more human-centric, values-driven, change-friendly, self-disrupting leaders. But, we also have to make connecting with other human beings an organizational imperative. That should be the only priority that leaders pursue at every level. The welfare, the well-being, the engagement, and actually, just summarize all that into the thriving of their employees.” – Hamza Khan
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Episode Timestamps:
*(05:09): Rapid fire questions
*(11:48): Hamza discusses his 2016 TEDx Talk and if it holds up today
*(21:43): The history and influence of The Haymarket Affair on work today
*(26:57): Giving employees more say over their work
*(38:48): Will AI increase the amount of work for employees
*(45:14): What Hamza is hopeful about
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Links:
Connect with Hamza on LinkedIn
Visit Hamza’s website
Read Hamza’s books
Connect with Shawn on LinkedIn
Cohesion Podcast
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This episode features an interview with Jordan Katz, Chief Insights Officer at Simpplr. Jordan advises organizations on the influential use of data and analytics to develop strategies that predict outcomes and increase performance. Prior to Simpplr, he was one of the Heads of Employee Experience Strategy at Qualtrics and has consulted hundreds of SaaS companies and global organizations.
In this episode, Shawn and Jordan dive into Simpplr’s Future of Employee Experience Report. They discuss the importance of personalized and efficient communication platforms, analyzing diverse data sources to create a seamless employee experience, and taking a human-centered approach to AI.
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“87% of professionals are passionate about their current jobs, but 64% of them frequently feel stressed or frustrated at work. We have a primed and ready to go race car with rocket fuel in the tank. We load up a bunch of sandbags in the trunk that represent crappy tools and inefficient processes. There’s no reason for that. The more we study employee experience, the more we learn how critical it is to think holistically about the work people do, the task distribution they have, and how we can operationalize great efficiency. Using systems and AI to free up people to do the strategic work that will catapult our organizations into the next level from a performance perspective.” – Jordan Katz
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Episode Timestamps:
*(03:11): Jordan defines employee experience
*(05:00): Rapid fire questions
*(14:36): What the report says about frontline workers
*(22:54): Creating a personalized employee experience
*(34:11): What prevents companies from implementing an HR stack
*(41:05): How AI impacts employee experience
*(51:49): Jordan’s golden rule for work
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Links:
Connect with Jordan on LinkedIn
Read Simpplr’s Future of Employee Experience Report
Connect with Shawn on LinkedIn
Cohesion Podcast
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Saknas det avsnitt?
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This episode features an interview with Jordan Katz, Chief Insights Officer at Simpplr. Jordan advises organizations on the influential use of data and analytics to develop strategies that predict outcomes and increase performance. Prior to Simpplr, he was one of the Heads of Employee Experience Strategy at Qualtrics and has consulted hundreds of SaaS companies and global organizations.
In this episode, Shawn and Jordan dig into Simpplr’s 2024 State of Internal Communications Report. They discuss the most surprising results, creating highly effective teams, and using AI to tailor messages.
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“We're creating not a time machine, like go back in time machine, but a save you time, reduce friction. Where everything is served up at your fingertips in a way that not only helps you get your job done, helps you be more productive, reduces cycle time on search and access to information. And by the way, can help you eliminate some of the administrative tasks or recognize your peers or any of the things that you want to do on a day-to-day basis that are not the high value stuff that drives crazy impact at your job. But instead, helps lift you up so you can do the best work that you can possibly do in the most efficient manner possible.” – Jordan Katz
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Episode Timestamps:
*(03:45): Rapid fire questions
*(10:43): Surprising results from the State of IC Report
*(18:59): How AI can improve IC messaging
*(30:12): Jordan’s advice for implementing an intranet
*(35:17): What makes highly effective IC teams
*(46:56): What’s next for IC in 2025
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Links:
Connect with Jordan on LinkedIn
Read Simpplr’s State of Internal Communications Report
Connect with Shawn on LinkedIn
Cohesion Podcast
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This episode features an interview with Josh Bersin, Founder and CEO of The Josh Bersin Company. Josh is an analyst, author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces. He studies the world of work, HR and leadership practices, and is often cited as one of the leading HR and workplace industry analysts in the world.
In this episode, Shawn and Josh discuss the post-industrial workforce, building dynamic organizations, and creating superpowered HR through AI.
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“AI is not magic. It's not going to do everything perfectly out of the box. Just like every other technology we've ever implemented, we're going to have to take care of it. We're going to have to make sure it has good data, we're going to have to train it, we're going to have to optimize it. I think the big thing is this is a high-powered, highly capable technology that needs your help. You need to tune it. You need to have IT involved. You need to look at data management, data security.” – Josh Bersin
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Episode Timestamps:
*(02:26): Josh answers rapid fire questions
*(05:31): Josh explains The Josh Bersin Company
*(08:56): Josh explains the Post-Industrial workforce
*(15:24): The importance of employee activation
*(23:43): Creating dynamic organizations
*(32:27): The role of AI in revolutionizing HR
*(38:23): Pitfalls of AI
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Links:
Connect with Josh on LinkedIn
Learn more about The Josh Bersin Company
Learn more about The Josh Bersin Academy
Learn more about Irresistible Conference
Read Josh’s book
Learn more about Dynamic Organizations
Connect with Shawn on LinkedIn
Cohesion Podcast
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The Cohesion podcast is back with more exciting episodes! Shawn Pfunder, Communications and Employee Engagement Director extraordinaire is taking over the role of host.
Previously this season, we had some amazing guests including CEOs, Founders, and Chief People Officers. They shared valuable tips on creating a world-class employee experience, transforming culture, rebuilding trust after layoffs, and empowering every employee to be a leader.
In the second half of the season, we're bringing new voices into the mix! We'll be talking to consultants, motivational speakers, and future of work experts. We'll dive deep into the intersection of AI and HR, discuss how to organize people effectively for sustainable growth, and explore the relationship between technology, employee experience, and communications.
Stay tuned for more episodes of Cohesion! Check out previous episodes wherever you get your podcasts.
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Links:
Connect with Shawn on LinkedIn
Cohesion Podcast
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In this short episode, Amanda Berry has a special message for the Cohesion Podcast audience. After two years and speaking with over 50 employee experience experts, Amanda is moving on from the host position. For now, Cohesion is taking a short break to prep for Season 3 of the show.
Thank you for listening to and watching the Cohesion Podcast! Take care and we’ll see you soon!
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Links:
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with William Tincup, President and Editor-at-Large of RecruitingDaily.com. William is a writer, speaker, consultant, and investor at the intersection of HR and technology. He has spent the last 20 years studying all aspects of HR and talent acquisition, including practitioners and the tech that serves them.
In this episode, Amanda sits down with William to discuss the excessive amount of tech in HR, user satisfaction versus adoption, and why the ROI of tech is flawed.
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“What I learned when I was studying user adoption years ago, is the game isn’t adoption. We think it is, it's a false signal though. The game is user satisfaction. How do we get users to actually fall into love with software? So on the way, we have to get people to use it, check. We’ve got to communicate, we've got to do all the things we've talked about. We’ve got to get them to use it. Once they use it and they consume it, and they're utilizing it, they're going to have questions. But, there's this moment in which they come over and they love the software. And it doesn't have to be perfect software. People think when I talk like that, they're like, ‘Oh, well there's no software that's perfect.’ I’m like, ‘It isn't about being perfect.’ It's about them understanding how to use the software in such a way that they know that this software helps them be successful and they can't imagine life or their job without it. And it's user satisfaction. You're beyond adoption at that point. You've crossed over into real, true user satisfaction, user love.” – William Tincup
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Episode Timestamps:
*(02:07): William explains why there’s too much tech in HR
*(13:22): How to drive tech adoption through training
*(20:02): How long it takes to successfully roll out new tech
*(30:45): William explains RecruitingDaily.com and his role there
*(44:11): Segment: Getting Tactical
*(44:49): William explains why ROI of tech is flawed
*(55:59): Amanda and William dive into mergers and acquisitions
*(01:10:03): Segment: Asking For a Friend
*(01:10:21): What the future of HR tech will look like
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Links:
Connect with William on LinkedIn
Listen to The RecruitingDaily Podcast
Listen to The Use Case Podcast
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Shawnee Irmen-De Anda, Chief People Officer at Thriveworks. Shawnee has two decades of experience serving as a human resources strategic business partner for growing and well-established healthcare organizations. At Thriveworks, Shawnee leads a first-class people strategy, focusing on expanding team potential and empowering sustainable growth.
In this episode, Amanda sits down with Shawnee to discuss creating brand awareness while recruiting, incorporating tech into the employee experience, and fighting burnout during times of crisis.
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“I think in healthcare, technology should always enhance but not replace that human-to-human connection. It's really easy to leverage technology to save money at times, but that human-to-human connection is critically important. It's the same principle that we adhere to when we're looking at providing therapeutic care. Technology should also make the day-to-day functions of our teams easier, not harder or longer. At times if technology isn't working, we know the frustrations and added gray hair that that can have also. Having an intranet or centralized resource repositories, things like that for employees, is really important. Healthcare is one where you're either extremely advanced, and I think more hospital systems, things like that tend to have more up-to-date technology, or you're extremely outdated with the technology that you have. We're really lucky to have a tech and product team here that their sole purpose and what they really and truly want to do every day is make sure that our clinicians can do what they're here to do. And that's see clients, not have to battle technology challenges.” – Shawnee Irmen-De Anda
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Episode Timestamps:
*(04:27): Shawnee’s role at Thriveworks
*(09:22): Segment: Getting Tactical
*(09:39): How Shawnee creates brand awareness while recruiting
*(11:28): The relationship between employee experience and retention
*(17:50): How to incorporate tech into the employee experience
*(20:25): Segment: Ripped From The Headlines
*(24:10): How Thriveworks uses tech to fight employee burnout
*(27:34): Segment: Asking For a Friend
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Links:
Learn more about Thriveworks
Connect with Shawnee on LinkedIn
Email Shawnee
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Betsy Leatherman, Global President of Consulting Services at Leadership Circle. Betsy has 10 years of experience transforming executives and middle managers into exceptional leaders. In her current role, Betsy helps clients become more effective leaders so they can make decisions that engage and motivate members of their organizations and customers they serve.
In this episode, Amanda and Betsy discuss leadership development, common mistakes leaders make during layoffs, and the two leadership orientations.
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“The rubber meets the road at the middle manager. Because, even if you've got a great leadership team that's highly developed, if they do not translate that through the way in which a middle manager shows up to a frontline employee, it doesn't matter. If you've got a great set of senior leaders, let's say, and then a set of middle managers that haven't been developed, it can actually be really, really challenging for the frontline employee. Because, they see one thing and they experience something so different, and immediately they'll lose trust. My perspective is if you start at a customer and then you move backwards in terms of importance, frontline employees are very important to be extraordinarily well-resourced. Their managers also have to be even better resourced, personally, to help them handle their complexities. When that occurs, all of a sudden it's at scale. You, as a leader, a senior leader in the organization, you're at scale because you're helping them to be better and you're getting their perspective and vantage point that you might otherwise not be offered.” – Betsy Leatherman
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Episode Timestamps:
*(01:59): Betsy dives into leadership development
*(08:35): Segment: Story Time
*(10:23): Why Betsy created a career in leadership development
*(17:17): Segment: Getting Tactical
*(25:16): Betsy explains the two leadership orientations
*(34:24): Segment: Ripped From The Headlines
*(34:54): Common mistakes leaders make during layoffs
*(40:46): Segment: Asking For a Friend
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Links:
Learn more about Leadership Circle
Email Betsy
Connect with Betsy on LinkedIn
Follow Betsy on X (formerly Twitter)
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Brian Brockman, VP of Communications, US & Canada at Nissan Motor Corporation. At Nissan, Brian is responsible for telling the brand’s transformation story, protecting company reputation, and promoting strong product messages to both internal and external audiences. Previously, he served as the Director of Communications where he led efforts around new vehicle launches, product lifecycle, and regional operations.
In this episode, Amanda sits down with Brian to discuss transforming work culture, crafting an equitable employee experience, and how internal and external communications can flow together.
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“Once you get people moving with you, they will work, they will get things done side by side. When you see things that work, keep leaning into it, keep using that, keep trying to use that to motivate people. The other thing is it's very easy to get caught up in the challenges that are there, the little setbacks. Things that happen that don't go as well as you plan. Recognize that. Celebrate failures for what they are. And when you do acknowledge it, learn from it, and then move forward, and then celebrate your wins. Celebrate what you learn and use that to rally people. Use that for recognition. While you're doing this transformation, don't lose track of having a culture of recognition and understanding that it's people that are going to drive the success. It's people who are going to drive the transformation.” – Brian Brockman
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Episode Timestamps:
*(02:12): Brian explains Nissan Next
*(10:19): Segment: Story Time
*(12:21): How Brian makes internal and external communications work together
*(16:06): Segment: Getting Tactical
*(16:26): How to successfully transform culture
*(25:25): Segment: Asking For a Friend
*(28:20): How to get skeptics to buy-in on culture transformation
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Links:
Connect with Brian on LinkedIn
Check out Nissan's Media Site
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Preston Lewis, Founder and CEO of Intactic, a modern communications company focused on creating human-centric experiences for people at work. Over the last 20 years, Preston has partnered with respected companies to develop and implement communication and behavior change campaigns. He is a sought after employee engagement, internal communications, and enterprise transformation expert and can often be found speaking about the future of work.
In this episode, Amanda sits down with Preston to discuss the modern employee experience, investing in technology and upskilling teams, and how to create a human-centric work experience.
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“We think of [employee experience technology] as a three-legged stool. And of those legs, there's one typically owned by IT, there's another typically owned by People or the HR function. And then a third, we can frame it as Communication, sometimes we frame it as Change. What we do know to be true is that if any of those legs are a little bit shorter than any of the others, that seat isn't flat. And that seat is where employees sit. We as employees are customers, if you will, for using that technology. When we think about employee experience, that's a nice visual we like to have. Not only in terms of one leg being shorter, but if one doesn't exist, then we can't do the right work the right way. What we've seen is organizations that subscribe to a modern employee experience philosophy, it just makes sense. There is a role for different functions to have and we're constantly tuning into which of those legs is as effective as it needs to be to balance out that experience for people.” – Preston Lewis
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Episode Timestamps:
*(02:33): Preston explains the modern employee experience
*(11:35): Segment: Story Time
*(12:19): How Intactic is creating a human-centric experience at work
*(19:54): Segment: Getting Tactical
*(24:57): Key partnerships of employee experience technology
*(31:15): Segment: Ripped From The Headlines
*(36:18): AI use cases in employee experience
*(42:21): Segment: Asking For a Friend
*(42:36): What internal comms technology will look like in the future
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Links:
Connect with Preston on LinkedIn
Learn more about Intactic
Listen to TechVerified podcast
Listen to New State of Work podcast
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Julia Christenson, U.S. Employee Experience Chair at Edelman. Julia has over 15 years of experience helping clients design employee engagement programs to drive stability and connection. She has developed employee sentiment dashboards, manager trainings, go-to-market message plans, and culture roadmaps. Prior to joining Edelman, Julia led the People Advisory Services at EY and organizational change management at IBM.
In this episode, Amanda and Julia discuss the sticky factor of employee experience, the power of employee recognition, and how to establish trust in difficult times.
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“I think one of the other things is when there's just a lack of communications until all decisions are final. Bring us to the seat at the table, even if you don't know the decision yet. Even if you don't know if we're going to switch our benefits or IT platforms, or if we don't know how the branding's going to change, bring us in and have it be a part of the discussion. I do think where it's challenging is where there is just a vacuum until all decisions are final. Without communications, that's where rumors start, misinformation, distrust is because we don't understand what's being decided or even what the process looks like.” – Julia Christenson
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Episode Timestamps:
*(02:21): How Julia defines employee experience
*(09:30): Segment: Story Time
*(14:19): Julia dives into the Edelman Trust Barometer
*(20:08): Segment: Getting Tactical
*(20:55): Why employee recognition is important
*(28:20): How leaders can establish transparency during difficult times
*(35:44): How to rebuild trust after a layoff
*(44:49): Segment: Asking For a Friend
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Links:
Connect with Julia on LinkedIn
Check out the 2023 Edelman Trust Barometer
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Rajamma Krishnamurthy, Senior Director and Leader of Enterprise AI Strategy at Microsoft. Rajamma has over two decades of experience empowering human resources through technology at Fortune 100 companies. She has led large scale digital transformations and has managed teams across the globe.
In this episode, Amanda sits down with Rajamma to discuss enabling HR through AI, tackling biases, and improving the employee lifecycle with AI.
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“Think of AI as your caddie that's going to walk in with all of your golf clubs. They will even tell you which iron to take out and hit the golf ball with. But, you are the one that needs to decide which iron and where, how fast and how big you hit, and you need to make that hole in one. AI is going to be of tremendous help in all the burdensome aspects of your work. But, you have to take whatever AI gives, you have to judge it and you have to make a good judgment call based on that. And you have to then implement it in your area. I feel like there will always be humans in the middle of everything that we do.” – Rajamma Krishnamurthy
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Episode Timestamps:
*(02:09): Rajamma explains her new role at Microsoft
*(04:04): Segment: Story Time
*(06:43): Segment: Getting Tactical
*(07:03): How AI enables the HR space
*(13:09): Segment: Ripped From The Headlines
*(13:35): Rajamma’s stance on AI taking away jobs
*(17:07): How to deal with biases in AI
*(24:39): Segment: Asking For a Friend
*(27:03): How employees feel about AI in HR
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Links:
Data & Society
AI Now Institute
Partnership on AI
Data & Trust Alliance
Download the Algorithmic Bias Safeguards for Workforce
Connect with Rajamma on LinkedIn
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Ann Melinger, CEO and Owner of Brilliant Ink, an agency dedicated to designing meaningful employee experiences. Ann has spent the last two decades counseling organizations on improving business results and employee engagement.
In this episode, Amanda and Ann discuss refreshing company values, engaging with hands-on employees, and how language factors into inclusivity.
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“Typically, we see companies refresh their values every five to 10 years. But, what we really encourage is that companies should revisit their values, intentionally, at least once a year. Sit back, take a look at them, ask yourselves, ‘Does this value represent where we are today? Does this value highlight what makes us different? Is it something that we do better than most other companies out there? Is it something that we expect people to demonstrate the moment that they walk in the door?’ And if the answer to any of those questions is, ‘No’, then it's probably time to think about a refresh.” – Ann Melinger
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Episode Timestamps:
*(02:33): Why keeping company values fresh is important
*(14:12): Segment: Story Time
*(20:10): Segment: Getting Tactical
*(24:55): Why hands-on employees are at higher risk for burnout
*(31:15): How language factors into inclusivity
*(38:40): Segment: Asking For a Friend
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Links:
Visit Brilliant Ink
Connect with Ann on LinkedIn
Follow Brilliant Ink on LinkedIn
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Nell Derick Debevoise, Founder of 3D Performance. She has spent her career helping purpose-driven leaders expand their impact, grow their businesses, and build powerful legacies. Nell is also a Partner at PurposeFused, author of Going First, and a Senior Contributor for Forbes.
In this episode, Amanda sits down with Nell to discuss purposeful leadership, implementing a growth mindset, and the Me, We, and World dimensions of employee experience.
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“There has to be a willingness and investment in self-awareness and reflection as a starting block. But without the leader and a leadership team and eventually all of your managers, all of your people managers, having the support and the expectation to do that self-reflection and self-awareness, to really get clear and honest about what they care about and what they're good at, it's just not going to stick. Without doing that individual change from the top and all the way down and through, there is no organizational change.” – Nell Derick Debevoise
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Episode Timestamps:
*(02:41): Nell explains the Me, We, and World dimensions of employee experience
*(13:44): How leaders can speak up without alienating employees
*(21:59): Segment: Story Time
*(22:16): Nell explains PurposeFused, Purposeful Growth Institute, and Inspiring Cowgirl (now known as 3D Performance)
*(31:08): Nell gives a preview of her book Going First
*(37:55): Segment: Getting Tactical
*(39:36): Nell explains what a growth mindset is
*(44:41): Segment: Ripped From The Headlines
*(45:20): Responsibilities of leaders when handling layoffs
*(54:36): Segment: Asking For a Friend
*(54:51): Mistakes HR makes in personal and career development
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Links:
Visit Nell’s Website
Connect with Nell on LinkedIn
Learn more about Going First
How Your Organization Can Navigate Layoffs With Humanity
Investing in middle managers pays off—literally
Topgrading Interview Guide: How to Evaluate Talent
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Marla J. Albertie, Owner and Founder of Truth Speaks Group, a multimedia coaching company that helps women create strategies for work-life integration. She is also the Founder and President of I/O for Teens, a program that teaches adolescents transferable life and career skills. Marla is a certified life, career, and executive coach and has authored several books on work-life harmony.
In this episode, Amanda and Marla discuss why cultural fit is a myth, how to brag about yourself, and what we’re getting wrong about DE&I.
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“The reason I call myself the work-life harmonizer is because there's no such thing as balance. You're never going to be perfect. You’ve got to learn to harmonize. I say you have to integrate work and life because guess what? It is your life. Work is a part of your life. It is not separate. It is a part of what you do. You're a human being. Let's start there. Then we can talk about being a spouse, parent, mother, all those roles come later. You’ve got to first realize you're a human being.” – Marla J. Albertie
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Episode Timestamps:
*(02:14): Marla dives into her book The Ultimate Brag Book About Yourself
*(12:38): Segment: Story Time
*(19:21): Marla explains Truth Speaks Group and I/O for Teens
*(29:42): Segment: Getting Tactical
*(34:06): Why DE&I progress has slowed down and how to solve it
*(48:20): Segment: Ripped From The Headlines
*(48:37): Marla’s opinion on returning to work for the sake of culture
*(54:47): Segment: Asking For a Friend
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Links:
Connect with Marla on LinkedIn
Visit Truth Speaks Group
Follow Truth Speaks Group on Instagram
Visit I/O for Teens
Follow I/O for Teens on Instagram
Subscribe to I/O for Teens on YouTube
Read Marla’s books
Email Marla
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Tan Le, Founder and CEO of EMOTIV. Tan is an innovator, entrepreneur, speaker, and award-winning industry leader. Founded in 2011, EMOTIV is a bioinformatics company that uses electroencephalography (EEG) to better understand the human brain and accelerate brain research globally. EMOTIV’s braintech is cited by more than 19,000 research papers, representing breakthroughs in research for a range of diseases, brain impairments, and educational modalities.
In this episode, Amanda and Tan discuss using science to improve employee experience, personalizing wellbeing, and the cost of task switching.
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“The nice thing about technology like this is that you don't have that single moment bias that's skewed towards the moment in which you were surveyed. You actually get to see the ebb and flow of a person's emotion, their cognitive state throughout an entirety of a week or whenever you are actually using the technology. This takes away that bias that intrinsically happens with surveys and you really start to understand different types of work, different types of environments, different types of tasks, and its effect on your brain.” – Tan Le
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Episode Timestamps:
*(02:44): Tan explains EMOTIV
*(11:52): Segment: Story Time
*(15:11): Tan’s background
*(17:51): Segment: Getting Tactical
*(18:18): What data and science can tell us that employee surveys can’t
*(31:06): The cost of task switching
*(34:42): Segment: Asking For a Friend
*(37:48): Tan’s advice for implementing EEGs
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Links:
Connect with Tan on LinkedIn
Learn more about EMOTIV
Alzheimer’s and Dementia Study
BCI4Kids Program
Watch @brainpaintbyjohn paint while wearing EMOTIV’s EPOC headset
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Carolyn Clark and Shaun Randol. Carolyn is the VP of Employee Experience Strategy and Transformation at Simpplr, where she elevates the employee experience by driving innovation and revitalizing how employee communication is delivered. Prior to Simpplr, she led internal and HR communication at companies like Yahoo, Pandora, and GoDaddy. Shaun is the Editor-in-Chief of Digital Publications at Lam Research and the Founder of Mister Editorial, a mixternal communications newsletter. Previously, he spent 13 years leading communications at Bloomberg, BlackRock, and Splunk.
In this episode, Amanda, Carolyn, and Shaun take on the vast world of AI. They discuss how they use tools like ChatGPT in their everyday lives, the role AI plays in internal communications, and security and ethics concerns in this new landscape.
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“I don't think AI will replace you, but somebody using AI will. I also think that the number of jobs in our industry, there will be fewer because one person can do more using these technologies. Or maybe it's the same amount of jobs and people's time is spent more on thoughtful strategic work. Rather than rote, repetitive, junior-level material.” – Shaun Randol
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Episode Timestamps:
*(06:47): The role AI will play in internal communications
*(19:09): Segment: Story Time
*(26:40): Segment: Getting Tactical
*(27:13): How AI has already improved internal comms and HR
*(39:49): The dangers and fears of AI
*(01:02:23): Segment: Asking For a Friend
*(01:02:41): AI security and ethics resources
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Links:
Connect with Carolyn on LinkedIn
Visit Carolyn’s website
Visit Simpplr’s blog
Connect with Shaun on LinkedIn
Visit Mister Editorial
Follow Sam Altman, Founder of OpenAI
Read IBM’s AI Ethics Guide
Visit Anthropic for more on AI ethics
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Lexi Clarke, Chief People Officer at Payscale, a leading provider of compensation data, software and services. Lexi leads the company’s internal HR strategies for over 600 employees around the world. With over 14 years of experience at companies like Convoy, Redfin, and Boeing, she is an expert in people-first HR leadership, workforce growth strategy, and compensation best practices.
In this episode, Amanda sits down with Lexi to discuss pay transparency, measuring your worth as an employee, and discussing salary in the interview process.
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“I think overall, we're starting to see that pay transparency and just transparency in general has been shown to have a positive impact on job satisfaction, on engagement, on overall productivity. And I think that's tied to an inherent trust. When you’re a little bit more transparent, there's more trust built with your employees and within the organization. It’s so powerful. I just think it is such a powerful concept.” – Lexi Clarke
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Episode Timestamps:
*(02:18): The trend of talking openly about salaries
*(07:47): How Payscale is helping the shift towards pay transparency
*(15:08): Segment: Story Time
*(15:37): How to talk about salary in an interview
*(20:51): Segment: Getting Tactical
*(27:20): How to measure your worth as an employee
*(33:23): Segment: Ripped From The Headlines
*(35:49): What Lexi thinks of “quiet quitting”
*(40:17): Segment: Asking For a Friend
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Links:
Connect with Lexi on LinkedIn
Visit Payscale
Follow Payscale on Twitter
Connect with Payscale on LinkedIn
Payscale Retention Report
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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This episode features an interview with Ephraim “Phrai” Freed, Customer Growth Manager of Reality Labs at Meta. Phrai helps growing companies create impactful experiences through community, productivity, and performance while enriching the lives of employees. His digital strategist and communications expertise has been shaped at companies like Magic Leap and Riot Games.
In this episode, Amanda sits down with Phrai to discuss AI’s impact on internal communications, the value of cross-functional relationships, and why an equitable employee experience is critical.
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“You should be spending time in your stores, in the back room, watching people work, observing what they do, how they do it, seeing the problems they face, seeing how they get the information they get. You should understand in great detail how those people work. Step one is for communicators, IT people, executives to actually be there in the field, in the situations and context of these hands-on workers and observing them so that they can build empathy, build insights, and destroy any assumptions that they have about what those people's lives are actually like.” – Ephraim Freed
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Episode Timestamps:
*(02:13): Why Ephraim thinks the employee experience is broken
*(05:25): Ephraim’s career journey
*(06:50): Segment: Story Time
*(13:07): Segment: Getting Tactical
*(18:03): Creating an equitable employee experience for hands-on and on-screen workers
*(32:02): Segment: Seat at the Table
*(32:36): How cross-functional relationships improve employee experience
*(37:09): Segment: Asking For a Friend
*(37:23): The rollercoaster of AI
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Links:
Connect with Ephraim on LinkedIn
Connect with Amanda on LinkedIn
www.simpplr.com/podcast
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