How People Work

Fringe
  • 4.9 (13)
  • ECONOMÍA Y EMPRESA
  • CADA SEMANA
How People Work

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.

  1. 26/07/2023

    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

    34 min

  2. 19/07/2023

    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

    37 min

  3. 12/07/2023

    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

    29 min

  4. 05/07/2023

    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

    30 min

  5. 28/06/2023

    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

    34 min

  6. 21/06/2023

    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

    34 min

  7. 14/06/2023

    Your Feedback Isn’t as Impactful as You Think It Is. Here’s Why.

    In this episode of How People Work, Jordan and Jason delve into various aspects of the feedback fallacy and its impact on personal and professional growth. The introduction sets the stage, highlighting the significance of managers in determining the health of an organization. The discussion then shifts to the common claim that everyone wants direct feedback, questioning its validity. The podcast explores how well-intentioned attempts to help others learn might inadvertently limit their growth, raising questions about conventional wisdom that encourages working on weaknesses. Instead, Jason and Jordan argue to reject this claim and focus on strengths. People hinder their own growth by fixating on weaknesses, and Jordan advocates for a shift in perspective. Great managers are highlighted as those who prioritize leveraging the strengths of their team members when building their teams. Jason challenges the belief that others are more aware of our weaknesses than we are, emphasizing the of self-discovery over feedback, suggesting that personal exploration yields greater benefits. Word of the Day: Rarefied Timestamps: (0:00) Intro (2:14) Managers determine the health of an organization (4:02) Everyone says they want direct feedback. But do they really? (5:30) 50% of your rating of someone else is really just reflective of your own characteristics (8:23) Receiving feedback from someone you trust may help you accept and internalize it more, but you can only promote growth beyond that set point (11:21) You could be limiting your people's growth in the way you're going about trying to help them learn (12:06) Humans learning as an empty vessel vs. buds on a branch (14:45) Conventional wisdom tells us to work on our weaknesses. Why we should reject that claim (16:59) People are stifling their growth by focusing on their weaknesses (18:25) Great managers focus on the strengths of their people when building their teams, not the weaknesses (22:07) Others are not more aware of your weaknesses than you are (29:59) We are hardwired to make up stories of why something might be when we don’t understand something (35:18) Self-discovery is more valuable than feedback 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

    40 min

  8. 07/06/2023

    How to Empower Your People to Take Charge of Their Own Wellbeing

    In this episode, Jason and Jordan further explore the concept of wellbeing in the workplace and how it is a collaborative effort between employers and employees. They discuss the importance of establishing boundaries and responsibilities for employees to experience wellbeing. Furthermore, they delve into the influence of our childhood experiences on our relationships with responsibility in the workplace and share personal stories from their childhood. Creating an environment where individuals can thrive is crucial, as it allows employees to bring their authentic selves to work. As companies grow, we discuss strategies for scaling wellbeing initiatives to ensure continued success. We also emphasize the connection between a sense of acceptance and having responsibilities within the organization. A company's ideals for its employees should be rooted in its core values, aligning the organization's mission with the individual's sense of purpose. Lastly, we emphasize that when choosing a company to work for, factors such as salary and benefits should not be the sole determining factors. Instead, it is essential to consider the overall culture, values, and support for employee wellbeing. Key ideas and highlights: There is so much more to work than a transaction. Wellbeing is the responsibility of both the employee and employer. We are messy, complicated, flawed individuals. Employers must allow employees to bring their full selves to work. A company’s expectations for their employees should stem from their values. Word of the day: Carouse Timestamps: (0:00) Intro (2:35) Wellbeing is a coordinated effort between employer and employee (6:53) Employees need two things to experience wellbeing: boundaries and responsibilities (9:11) How our childhood affects our responsibility relationships in the workplace (15:33) An environment where people can thrive allows them to bring their whole selves to work (17:33) How companies can scale wellbeing as their teams grow (19:26) A feeling of acceptance comes with responsibility (21:20) A company’s ideals for their employees should stem from their values (23:10) The difference between humility and arrogance (25:56) Choose companies based off values not salaries (26:35) Work is more than transactional 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

    31 min
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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.

Información

  • Creador
    Fringe
  • Años de actividad
    2021 - 2023
  • Episodios
    85
  • Clasificación
    Apto
  • Copyright
    © Fringe 2023
  • Mostrar sitio web
    How People Work

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