54 episodes

Employee engagement is dead. Employee Experience in a traditional office is dead. If you, like all leaders post COVID-19, need to make split decisions that drive the best digital employee experience (DEX), this podcast delivers on all the latest and greatest strategies that top companies are implementing today.

Join our host, Josh Drean, as he helps you to retain your top talent during these challenging times.

www.forgeant.com
www.joshdrean.com Support this podcast: https://anchor.fm/forgeant/support

Forging Employee Experience Forgeant

    • Business
    • 5.0 • 41 Ratings

Employee engagement is dead. Employee Experience in a traditional office is dead. If you, like all leaders post COVID-19, need to make split decisions that drive the best digital employee experience (DEX), this podcast delivers on all the latest and greatest strategies that top companies are implementing today.

Join our host, Josh Drean, as he helps you to retain your top talent during these challenging times.

www.forgeant.com
www.joshdrean.com Support this podcast: https://anchor.fm/forgeant/support

    How COVID-19 Reshaped the Employee Experience with Ben Eubanks

    How COVID-19 Reshaped the Employee Experience with Ben Eubanks

    On any given normal workday, we see our employees come into the office and go about their work. Their mere presence at work tells us a lot more than we think.

    If an employee shows up at work, then they are not too sick to get out of bed, at the hospital, taking care of their children, or caring for other loved ones. We can also assume that nothing overly drastic has happened in their life such that they would need to be somewhere else. We can further deduce from their appearance and behavior, compared to their normal, if they are stressed or agitated. (Thanks Watson)

    That is a lot of assumptions that we typically have unlimited access to when working alongside coworkers.

    Covid-19 has taken most of that away from us.

    We have no idea what is going on with our employees. We know they are getting their work done because they respond to emails, take conference calls, and meet deadlines. But all of the external factors that affect their mental state are a complete mystery.

    Are their family members healthy? Are their kids driving them crazy? Are they short on hard-to-find supplies (why is all the toilet paper gone?!)? Do they personally feel under the weather? Are they supported with the technology they need to do their job? Are they agitated at all the information they’re being bombarded with?

    These are just some of the things that are definitely affecting the workforce of today. In a recent podcast with Ben Eubanks, HR Analyst, Author, and Podcaster, he describes the fundamental attributes that organizations must have as they work with their new logistic set up – grace. Ben describes the attitude of grace as one of compassion and understanding. While we don’t necessarily know all of the things that are going on in our employees’ lives, we do know that there are now a lot of unknowns. Being truly empathetic of that and treating our employees accordingly is the true meaning of grace. To hear the rest of the podcast go to Forging Employee Experience. To connect with Ben, go to his site: https://lhra.io/.

    Employees and employers alike are having a tough time with so many things that have nothing to do with their day-to-day responsibilities. Now more than ever, employers need to listen and hear what is going on with their at-home workforce to better lead and assist them through the tough times ahead.


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    • 9 min
    REFORGE Dr. Tomas Chamorro-Premuzic

    REFORGE Dr. Tomas Chamorro-Premuzic

    Josh and Alexander recap the amazing content Dr. Tomas shared on his recent episode. Come learn from the best and brightest minds of this generation as it relates to the future of work and designing a better employee experience. 



    For more info visit Dr. Tomas' website: https://drtomas.com/






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    • 9 min
    80% of Employee Experience is Determined by Managers, with Dr. Tomas Chamorro-Premuzic

    80% of Employee Experience is Determined by Managers, with Dr. Tomas Chamorro-Premuzic

    Managers hold power. They have the ability to control and regulate the daily life of an employee. Their administrative mandate to observe, review, and divvy out work implicitly gives them the ability to determine how and when an employee works. Furthermore, the human condition subconsciously leads us to believe that those with such authoritative responsibility should be trusted more than those without.

    This leads to a power dynamic. Every employee knows that their boss could make their life miserable. Furthermore, every employee knows that in the event of a dispute, the company is likely to take the side of the boss. This is especially true in workplaces where management consists of a very non-diverse group of people.

    This power dynamic is the fundamental reason why confidence is so often viewed as competence. In a recent podcast, with Dr Tomas Chamorro-Premuzic, Professor of Business Psychology at Columbia University & UCL, we explored the notion that a fundamental problem with the nature of work today is promotions. Instead of promoting the person who is going to best lead the team, the person with the most confidence gets promoted. To listen to the rest of the podcast, visit Forging the Employee Experience. To connect with Dr Chamorro-Premuzic visit him on LinkedIn or visit his website.

    This practice is a recipe for poor employee experience. When people work for bosses they don’t like, they start working just for the paycheck. No one should have to work just because they want the paycheck. Everyone should be able to work in a place where they can feel like they are contributing meaningfully to the work being done.

    When we prioritize confidence over competence, we undermine the integrity of the work ecosystem by telling our employees that their performance is less important than their personality … which, by the way, wasn’t good enough to get them that promotion.

    Entry- and mid-level managers have the absolute greatest influence on an organization’s culture and each employee’s experience at work. The system is set up for failure if the wrong people get promoted into positions of authority. Instead, we need to ensure that competence and leadership are the prevailing characteristics of the next wave of managers.


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    • 32 min
    Ending Human Trafficking with Employee Engagement with Gabrielle Thompson

    Ending Human Trafficking with Employee Engagement with Gabrielle Thompson

    As far as titles go, the above might be slightly melodramatic. Nevertheless, it’s one hundred percent valid.

    In a recent podcast with Gabrielle Thompson, CEO of Free for Life International, we had the opportunity to discuss how her organization’s mission is the identification, assistance, and restoration of victims and survivors of human trafficking. (Before we get any further into this article, please consider making a donation at their website.) No one would argue that their goal is an ambitious and noble one. It’s also a very difficult, multifaceted plight to tackle. There are several different areas of focus that could be leveraged in order to make progress, but all of them share a central, common resource – they all require people to get it done.

    On the spectrum of types employees an organization like Free for Life would want to aide them in their mission to end human trafficking, they don’t want people showing up just for a paycheck. Too many organizations settle for employees who are just there to get paid. Worse yet, by and large, it’s the fault of the organization.

    Free for Life has a very strong and clear mission. Because of the strength and clarity of that mission, they know exactly what they are looking for when they hire new people. They’re looking for candidates who share that same passion for freedom. This simple onboarding lens allows Free for Life to make sure that they are not hiring the wrong type of people into their organization.

    Thousands of people have been rescued through the efforts of Free for Life. These rescues did not occur because of a group of employees who are apathetic about the overall success of the company.

    Freedom happened because their employees are engaged.

    Most organizations don’t have the same caliber of cause to rally behind but that doesn’t mean that don’t have any cause at all. If companies want passionate, engaged employees, then they themselves need to be passionate and engaged in a clear, understandable mission.

    To hear more about how Free for Life uses their powerful mission to engage its employees, please visit Forging Employee Experience. If you’d like to connect with Gabrielle and hear more about the work they are doing reach, out to them at https://freeforlifeintl.org/contact-us/.

    Once again, please consider donating via their website.


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    • 16 min
    Eureka! How to Create an Award-winning Culture with Dr. Laura Wendt

    Eureka! How to Create an Award-winning Culture with Dr. Laura Wendt

    We’re all very familiar with the phrase “the customer is always right.” So familiar, that no one could use it in a legitimate business scenario and be taken seriously. We’ve heard it so many times that it’s lost its value. Which, objectively speaking, is a shame because the statement is a powerful one. While an individual customer is certainly capable of being wrong, if a quorum of customers is offering feedback, we should listen – whether we want to hear it or not.

    The same effect has occurred with the notion of Company Culture. Executive and staff alike roll their eyes at the topic of this amorphous notion. Again, tragedy has struck! Simply because so many people have been harping on it for so long and most of them have been completely clueless about how to effect change that does not mean this concept likes value. In fact, those that ignore it, do so at the peril of their own success.

    Company culture is the lifeblood of an organization. It describes the how each employee connects with the organization on an emotional level. The best success a company with poor culture can hope for is the summation of the lowest performance potential of each employee. Work will still get done. Carrots and sticks are still very effective motivators. However, if a company wants to do more with less, then they will take the status of their company’s culture very seriously.

    In a recent podcast with Dr Laura Wendt. She compared a groups ability to excel to porcupines huddling together for warmth. She explained that when a group of porcupines comes together to survive cold climates, they must be conscious of the effect their having on the group. If their group is agitated than there will be a great deal of uncomfortable poking and quilling. However, if in an attempt to see to the groups best interest, each porcupine avoids bristling its quills, the end result will be a prickle of porcupines that enjoys each other’s company and makes it through the cold climate. To hear the rest of the podcast, visit Forging Employee Experience. To connect with Dr Laura Wendt, feel free to reach out to her on LinkedIn.

    Fundamental to increased group performance is the social and emotional well-being of that group. This concept is the backbone to the trite term Company Culture. Though frequently used and rarely acted upon, company culture is a hugely critical element to the success and profitability of any organization.



    Twitter: @Laura_R_Wendt
    LinkedIn: https://www.linkedin.com/in/dr-laura-wendt-63976ab2/



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    • 24 min
    Err on the Side of Kindness With Company Culture With Kristen Harcourt

    Err on the Side of Kindness With Company Culture With Kristen Harcourt

    For being entrenched in a society with so much change, we love the status quo. By default, most people prefer to find a situation that they are comfortable with and stay there. It takes so much incentive to force a behavioral change that entire industries have been built around getting people to do something different than they are used to.

    Those charged with crafting a positive employee experience are often victims of this inertia. It’s an unfortunate paradox: if an organization has been around long enough to need intentionality in the management of their employee’s experience, they are profitable, successful and less likely to think any change to culture is necessary. This business success is too often viewed as the end goal and provides a false sense of success. Profitability is never the end goal. It’s certainly a major milestone but once it becomes the sole purpose of an organization, that org will soon see the beginning of its decline. Instead organizations should be prepared to fight against this inertia and continuously strive to improve.

    Companies must be constantly looking for ways they can improve the lives of their employees. They must be intentional about how they go about creating a better experience for those they employ.

    In a recent podcast with Kristen Harcourt, Global Executive, Leadership & Career Coach, we had the privilege of discussing this concept of strategic intentionality. One of the highlights of Kristen’s message was her point that as we work to break out of the inertia that prevents us from making an impactful difference on the workplace, we should err on the side of kindness. It’s so easy be overwhelmed with all that goes into making a great place to work. However, if we are committed to kindness and respect, our policies and initiatives will reflect that, and our company culture eventually become one where people want to stay. To hear the rest of the podcast, visit Forging Employee Experience. To connect with Kristen, visit her at her LinkedInor at her website.

    Not becoming complacent with profits and being able to break through the inertia inherent with success, organizations will be able to saturate their companies with a culture that exudes kindness and respect. This cannot help but create a culture which employee have a deeply positive connection with the place where they work.


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    • 23 min

Customer Reviews

5.0 out of 5
41 Ratings

41 Ratings

thunster ,

Why you need Forgeant

If you’re a business owner, or in the business of managing employees, Forgeant can help you. Josh and Alexander are young, dedicated, and passionate about employee engagement and people analytics.

Check out their podcasts. Then let Forgeant help you help your employees to feel empowered and like they matter.

Success is right around the corner.

Judy Dickson

Kimball V ,

Experts on people analytics

Josh Drean and Alexander Noren provide insightful information to anyone interested in understanding people analytics. They are dedicated to helping individuals and businesses alike in this pursuit. Bonus: They both have engaging and exciting personalities.

crjm05 ,

Great Content and Guest

This podcast is full of great content and the guest bring very valuable insights for anyone involved in management to include the managed. I love hearing the experiences and examples shared in these podcasts and like thinking of how I can relate them to my everyday challenges.

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