85 episodes
How People Work Fringe
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- Business
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4.9 • 13 Ratings
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Welcome to the How People Work podcast, where we explore the intersection of how humans think and act and how they apply themselves to their work.
Every week, startup co-founders Jordan Peace and Jason Murray discuss topics ranging from human psychology and anthropology to leadership, business trends, people strategy & more.
This podcast is for anyone who strives to be a compassionate and compelling leader and organization builder. If you are a people leader who wants to better understand and serve your people, this podcast is for you.
Jordan Peace (CEO) and Jason Murray (Head of Innovation) are co-founders of Fringe, a lifestyle benefits start-up based out of Richmond, VA. Lifestyle benefits are services that enhance employees’ lives in personal and meaningful ways. These services reduce stress, give time back, spark joy, and impact families.
Learn how Fringe can help supercharge your talent, culture, wellbeing, and DEI efforts at fringe.us.
Season 1: Bragworthy Culture
The stories behind America’s best places to work. Welcome to the BragWorthy Culture Podcast, where people leaders share how they’ve created a company so incredible their employees tell their friends about it.
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HR People: You Must Speak the Executive Team’s Language
In this week’s episode, Jason and Jordan discuss all things data and how people teams must use data insights to speak the executive team’s language. They explore the pitfalls of many companies’ data systems and offer up a solution to help HR people sell their executives on people programs.
Word of the day: Assuage
Timestamps:
(0:00) Intro
(1:53) HR people need to be able to sell people programs
(3:21) The gap between people who represent the needs of an org and executives having to make business decisions
(8:24) Companies claim to be data-driven, but are they?
(11:54) HR people treat humans less like resources than non-HR people
(15:09) Data is useless if you don’t do anything with it
(16:57) In many organizations, asking for budget is a zero sum game
(19:45) The C-Suite at your company is not all-knowing
(22:37) Why companies are drowning in so-called ‘data lakes’
(26:15) The mistake so many companies make
(29:40) People are more similar than they are different
(30:55) Understanding people and communicating how they work is essential to presenting to executives
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s -
How People Teams Can Do More With Less
In this episode, Jordan and Jason discuss another challenge people teams are facing today: being charged to do more with less resources. They explore areas where HR teams can improve efficiency and consolidate their people stack. Jordan ends with a charge for executives to have a clear vision for their employee experience.
Word of the day: Sashay
Timestamps:
(0:00) Intro
(3:49) HR teams are being charged to do more with less
(5:11) In order to do more with the same, we must maximize efficiency
(7:31) The rise of SaaS companies has led to innovation, but has also led to siloed solutions
(8:52) Startups typically do one thing very well, but that leads to an overloaded tech stack
(10:03) Consolidation is top of mind for people teams
(12:06) Bridging the gap between solutions not only is good for the business, but provides a better employee experience
(16:16) The proliferation and consolidation of streaming services
(19:05) How do you justify a benefit that only 2% of the company is using?
(22:31) There are too many tools, but still a need for more sufficient ones
(25:26) The source of the decline of sentiment metrics
(32:58) An encouragement to executives, from executives
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s -
What It Means to Have a Good Employee Experience
In this episode of How People Work, Jordan and Jason define a holistic view of the employee experience. They discuss what the ideal employee experience looks like and how it has evolved over time with market changes and new generations entering the workforce.
Jason and Jordan also examine what means to intrinsically belong somewhere, especially in the context of work which is traditionally a merit-based belonging.
Key ideas and highlights:
Employee experience is holistic and revolves around this idea of belonging.
People seek belonging at work more than they ever have before.
Employers need to have both entitlement-oriented and merit-based belonging in order to promote belonging and self-actualization.
The employee experience has evolved over time, and it’s up to both employers and employees to have the ideal employee experience.
Word of the Day: Obstinate
Timestamps:
(0:00) Intro
(2:04) Here are the greatest challenges HR professionals face today
(3:24) What do we mean when we talk about the employee experience?
(5:39) Does employee experience only matter in an employees’ market?
(8:42) Why our product flopped with some of our customers
(10:18) What human beings need universally in order to have a positive employee experience
(12:08) What it means to belong somewhere
(13:48) Entitlement-oriented vs. merit-based belonging - which is better in the workplace?
(19:20) Can we really do anything we put our minds to?
(20:06) People seek belonging at work more than they ever have before
(25:11) It’s not just on the employer to create a satisfying employee experience
(25:40) Our advice to HR leaders
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s -
What We Have Found to Be Most Difficult Part of Being an HR Leader
In this episode of How People Work, Jordan and Jason dive into more of the research they conducted last year with HR professionals. This week, they discuss what HR leaders have expressed as being the most difficult part of their job — gaining executive support.
Jason and Jordan give an executives’ perspective on how HR can communicate the ROI of people programs effectively and obtain executive sponsorship, driving success for both the HR function and the organization as a whole.
Key ideas and highlights:
The most difficult part of the HR function is gaining executive support.
Executive support is key to the success of the HR function at any organization.
HR leaders must understand how people programs fit into key business objectives and how to communicate the ROI effectively.
Word of the day: Yips
Timestamps
(0:00) Intro
(1:56) How the perception of HR’s greatest challenges differs from reality
(4:43) The disconnect between HR leaders and executives when communicating the value of people programs
(5:34) There’s just not enough authority being given to HR.
(6:24) How HR leaders can effectively command authority
(7:40) Sometimes the executive team doesn’t know what good looks like in terms of people programs
(10:51) HR must align with business objectives in order to gain executive support
(13:16) How to speak to executives about the ROI of people programs
(17:51) The value of people programs is more recognized by Millennials than any other generation
(22:08) Supportive executive teams are essential to HR’s success
(24:05) Why some of the best HR leaders come from the operating side of the business
(25:52) The benefits and culture at your company point directly to your values
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s -
What the Role of HR Should Really Be, According to HR Professionals
In this episode of How People Work, Jordan and Jason dive into the changing role of HR and its massive impact on a company's success. HR leaders have the opportunity to create an environment where employees can thrive. HR is so much more than handling administrative and compliance-related tasks, but rather game-changers that shapes the employee experience. Listen in as Jordan and Jason note the challenge that HR leaders face in managing expectations from company executives and communicating the importance of their role in driving the organization's mission, vision, and values.
Word of the Day: Satiates
Timestamps:
(0:00) Intro
(2:53) Our own research on what the role of HR should be
(5:38) What has been the traditional role of HR teams?
(7:12) HR’s role goes far beyond the job description
(12:19) Companies either get it or they don’t
(17:01) The average length of time a company remains in the Fortune 500
(18:56) The importance of understanding what and who people are
(22:42) As companies grow, the bad things get worse
(24:04) Our networks are growing at a rate larger than our capacity for relationship
(27:23) Empathy is not an unlimited resource
(30:35) Culture(s) at a large company
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s -
The Right Way to Help Your People Excel
Key ideas and highlights:
Those regarded as the greatest player in their sport of all time almost always have completely different playing styles. So why do we often fall into the fallacy that excellence is objective?
People often don’t know what their strengths are, especially the younger generation. It’s their managers’ job to help them figure it out.
Excellence is idiosyncratic. We must train up our people in a way that forces them to ask: “what does good look like for me?”
“We need to unlearn that we must become someone else to be excellent.”
— Jordan Peace
Word of the day: Cordial
Timestamps:
(0:00) Intro
(2:10) Recap of Episode 16
(3:42) The Theory of Excellence - is performance universal or idiosyncratic?
(4:45) Sports as an example of the fallacy of excellence
(11:30) Excellence cannot necessarily be taught
(13:06) How do you define the ideal candidate?
(14:02) How to train up your people
(16:44) You need to figure out what your people’s strengths are, especially your younger people
(18:27) We need to unlearn the fallacy that we must become someone else to be successful
(21:14) The idiosyncrasies in excellence force us to ask: “What does good look like for me?”
(22:04) The right way to develop your people is by the language you use
(24:09) What’s wrong with just saying, “good job!”
(27:34) Why you should teach your people to think strategically
(32:00) How pointing people back to their past successes will help them succeed in the future
Connect:
Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team
People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg
Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/
Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/
How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s
Customer Reviews
Great for People-People!
This podcast is AWESOME for anyone wanting to know how to improve their company culture and why it’s so important to prioritize! The quality is clear and the conversations are genuine!