Hey everyone, In today's episode, I'm giving you a major update...

I will no longer be working at Workleap!

I'll be leaving Flip Flops and People Ops in the hands of the Workleap team, but I wanted to take this chance to thank everyone who has made this podcast what it is today ❤️

I've thoroughly enjoyed my time as the host of Flip Flops and People Ops and hope for the best for all my colleagues I'll be leaving.

Thanks to you guys once again for all of your support, kind messages and engagement!

Feel free to reach out to me through my LinkedIn below 👇

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Hey everyone! Ever found yourself eagerly splurging on a shiny new tool, only to watch it crash and burn? The rollout was a disaster, you're left with a gaping hole in your wallet, and worst of all, nobody seems to give a darn about the tool, rendering it useless. But fear not! Tune into today's episode to find out how to PROPERLY shop for AND assess HR Tech.

Key Topics:

• Why you SHOULD survey employees and people managers to find problem statements
• Turning problem statements into a shopping list of features
• How to avoid time-wasting demos
• When to walk away from a tool that isn't fitting your needs
• What to do if you pick the wrong tool

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Welcome to today's episode! I'll be diving into a common mistake made when bringing on a new team member. We've all experienced the disruption that comes with integrating a new hire, even when their skills align with expectations. But what often gets overlooked is the impact on team dynamics. In my view, the key to avoiding this disruption is straightforward: inclusion. 

However, there's much more to this concept than meets the eye, particularly when it comes to fostering employee engagement. Join me as we explore the importance of inclusion in creating cohesive and productive teams.

Key points:

• Talk to the team BEFORE hiring a new member
• The major pitfalls in most hiring processes
• How asking the team can save your company money!

Resources Mentioned:

•  Open-ended questions for hard and soft skills: https://docs.google.com/document/d/1VTBA3hq929hNcRJ9JKInAGGRDypcmn-KFVfSXRKOkKo/edit?usp=sharing

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Hey everyone! In today's episode, we discuss the mutually beneficial alliance of HR and IT! These two departments often share a lot in common in terms of workplace habits and struggles, as well as similar day-to-day tasks. But for some reason, there's still a big disconnect between these departments in most companies, and that DOESN'T have to be the case! 

Join me as I cover the benefits of teaming up with the IT department to maximize employee engagement!

Key points:

• The things HR and IT have in common
• HR and IT should be helping each other!
• IT can help to solve disengagement

Resources:

• https://workleap.com/ 
• Bigger Better Bolder Podcast with Shaun Bourque:  https://podcasts.apple.com/ca/podcast/bigger-better-bolder-it-podcast/id1705083039

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Hey everyone! In today's episode, we're diving deep into a crucial topic that's often clouded by HR buzzwords: understanding the differences between Employee Satisfaction, Employee Experience, and Employee Engagement.

Why is this important? Knowing these distinctions is key to solving the disengagement puzzle in the workplace. 
This episode is a must-listen for anyone looking to gain respect from CEOs, improve employee relations, and finally end those sleepless nights worrying about your engagement strategy. Remember, understanding these concepts is not just about improving numbers; it's about genuinely improving the lives of your employees and, in turn, the success of your business!

Key Points:

• Definitions: Satisfaction vs Engagement
• Common misconceptions (Being satisfied but not engaged, or vice versa — being engaged but not satisfied).
• Why do we overfocus on satisfaction and how can we balance this with enhancing the employee experience?
• How do you correct someone who misuses a term when talking about what YOU'RE doing?
• Why you're not crazy.

Resources mentioned:

• LinkedIn Post: https://www.linkedin.com/posts/christiehoffman 

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 Pingboard has been acquired by Workleap!  🎉 This isn't just big news for me – it's huge for YOU too! Say hello to a more comprehensive, more dynamic platform that's all about revolutionizing your employee experience!

I'm bursting with excitement to share this game-changing update with you. While I'm currently navigating the exhilarating process of onboarding and immersing myself in the awesomeness of my new team, I promise I'll be back behind the mic before you know it!

In the meantime, let's take a little trip back to move forward. 🚀 Join me on this journey as we gear up for an absolutely epic year ahead, filled to the brim with insightful content that's tailor-made to empower YOU in the world of HR and People Ops. Together, we're about to embark on something truly extraordinary – so buckle up, because the adventure is just beginning! 🌈✨

Stay tuned for more updates, and remember, the best is yet to come! 💫

Key topics:

• I'm onboarding as a new employee, how meta! 
• This new company Workleap is LEGIT... 
• Pingboard is not dead, just absorbed
• HR is evolving fast -exciting to see new tech being developed

Resources mentioned:

- Join my community, the Engagement Academy!: https://www.linkedin.com/groups/14306857/

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, we spoke about how HR and People Ops are often mistakenly mislabeled as a business cost center. This simply means, “You cost us money, you don’t bring in money.” 

But hold up – let's dive deeper, shall we?

Sure, sales, marketing, and engineering get all the glory for their direct link to revenue. Closing deals, engaging customers, running those flashy marketing campaigns—yeah, they're the stars. But, don't overlook the unsung heroes!

This episode explains why HR is the Ultimate profit center, and how to reframe to your CEO how to buy into this thinking!

HR's got a pivotal role in staffing, motivating, and keeping those superstar teams thriving. And guess what? Investing in HR isn't just a feel-good move—it's a money-maker! Picture this: tools for an epic employee experience, top-notch coaching for managers, educational events, and savvy consultants. That's the secret sauce to a company's financial triumph. So, join us as we unravel the power of investing in HR—because trust me, it's a game-changer!

Key topics:

• Invest in a training manager and train your managers!
• How maintaining HR provides additional profit
• How to get your manager to value HR
• Why is HR so important to the company culture and growth

Resources mentioned:

• HR post on LinkedIn: https://www.linkedin.com/feed/update/urn:li:activity:7137867382345134080/
• The no. 1 way to drive engagement!: https://youtu.be/p6Dq-HziBAQ?feature=sharedhttps://youtu.be/p6Dq-HziBAQ?feature=shared
• Confronting CEO objections to surveys: https://youtu.be/ucbUi75E4wg?feature=shared
• How to deal with question overload: https://youtu.be/Kj7z0rIsOX4?feature=shared
• Survey Strategy basics: https://youtu.be/h0UcEVvasCg?feature=shared

Join my community, Engagement Academy! https://www.linkedin.com/groups/14306857/

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In today's episode, we talked about how neglecting your company's culture could seriously mess with its long-term success and, hold onto your seat, even affect the bottom line! But fear not, Zein dropped some easily actionable strategies to make sure your company's philosophy and culture always take the spotlight, securing that long-term success we're all after.

Seriously, this episode is a goldmine for anyone wanting to keep their business on the up and up. Zein's strategies are like a secret weapon to shield your company's values and culture, ensuring they stay the beating heart of your success story.

 Because when you do, magic happens! Employees are happier, the company thrives, and success becomes a given. You won't want to miss out on these insider tips – they're a total game-changer!

Key Topics: 

• The importance of establishing culture early on
• Why does your workplace culture matter?
• Solutions to poor culture habits and ways to change broken workplace culture
• Your values should align with your employees' values

Resources mentioned:

• https://www.systemsofharmony.com/
• Radical Candor - https://www.amazon.co.uk/Radical-Candor-What-Want-Saying/dp/1509845356
• Fierce conversations - https://www.amazon.co.uk/Fierce-Conversations-Achieving-success-conversation/dp/0349417369
• Zein's LinkedIn - https://www.linkedin.com/in/zeinnemri/

Join my community, Engagement Academy! https://www.linkedin.com/groups/14306857/

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In today's episode, the incredible JRuss and I, unravel the power of appreciation in shaping workplace culture, especially in our remote landscape! We unpack practical strategies and unveil real-life success stories showcasing the impact of acknowledging and rewarding employees. Discover how these simple acts elevate morale, ignite motivation, and weave a stronger, more cohesive team fabric.

Together, we emphasize the pivotal role of training in fostering meaningful recognition and explore how technology turbocharges this process. Tune in to unearth the secrets behind nurturing a culture of appreciation and connection. Learn how this drives not just engagement but also unwavering employee loyalty. Get ready to revitalize your workplace with the insights from this episode!

Key topics:

• The importance of recognition in companies
• Why is recognition effective and how can I use it in my team?
• The importance of making recognition to colleagues relevant AND timely 
• How does this contribute to overall growth?

Resources mentioned:

• The Five Love Languages: https://www.amazon.co.uk/Five-Love-Languages-Secret-Lasts/dp/0802473156
• J Russ' LinkedIn: https://www.linkedin.com/in/j-russ/
• Asking for more budget: https://youtu.be/EHObnFWU78k?feature=shared
• Mission Vs Vision Vs Value: https://youtu.be/ok9uRFszgHc?feature=shared
• How to hire for a culture fit: https://youtu.be/Nb8y9oxJEJA?feature=shared
• Join my community, the Engagement Academy! https://www.linkedin.com/groups/14306857/

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, Tom and I spoke about how our habits at work affect the quality of our work and how effectively we can do it. People like to stick to habits and systems to make them feel safe and help guide them throughout their day, that SHOULD NOT be different in the workplace, but sometimes we don't have the incentives or facilities in place to enforce good habits consistently. We thought about how making 1 small change at a time (as cliche as it sounds) could lead to a wealth of positive change!

Key topics:

• You don't want to train cats to bark!
• What is the threshold for waiting for improvement?
• Avoiding bias in workplace tension 
• Real-life examples

Resources mentioned:

• 16 Personalities website: https://www.16personalities.com/
• Hogan personality test: https://www.hoganassessments.com/
• Atomic Habits book: https://jamesclear.com/atomic-habits
• Join my community, Engagement Academy! https://www.linkedin.com/groups/14306857/

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, I delve into the AI revolution that has sparked endless discussions this year – and for all the right reasons! If you're feeling bogged down by the buzz but haven't yet harnessed the remarkable potential within your dynamic HR/PeopleOps role, now is your moment!

Imagine having a dependable virtual assistant at your fingertips, flawlessly executing tasks without a single typo, armed with the expertise to streamline those less glamorous facets of your day-to-day.

Discover how to automate annoying repetitive tasks, write better policies, craft more compelling internal comms, draft stronger job descriptions, identify potential root causes of disengagement, and even respond to your occasionally grumpy, revenue-obsessed CEO with professionalism and poise!

Key topics:

• Squashing your reasons not to try 
• Tools available to try 
• The 4 times to use AI
• Real-life examples

Resources mentioned:

• Daan Van Rossum: https://www.linkedin.com/in/daanvanrossum/
• Surveys Webinar: https://www.youtube.com/watch?v=qYLetFXbflI
• Linkedin Live AI for HR Replay: https://www.linkedin.com/events/aiforhr-peopleops7115732353670422528/comments/
• AI for HR Cheat Sheet: https://d.pr/i/rIFVxn
• (friends, if this link ever doesn't work, you can access the cheat sheet in the community listed just below!)
• Join my community, Engagement Academy! https://www.linkedin.com/groups/14306857/

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, I discuss how while exit interviews are common, STAY interviews are the proactive step that can help you retain your top talent and maintain a happy, productive workforce! I'll explain why conducting stay interviews is essential to driving engagement and provide you with practical tips on how to handle them in a way that won't spook your employees. 

Learn the why, when, and how of stay interviews, helping you build stronger connections with your employees and ensuring they remain engaged and committed to your organization's success!

Topics Discussed:

• What's a STAY interview? 
• How to pick which employees to talk to
• How to structure the interview
• Why this helps you drive engagement

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

Today, we're going to explore a fundamental skill every HR/People Ops / Culture leader must master - REGULARLY surveying your employees (to create a feedback loop)! In this episode, I'll guide you through three essential survey formats: eNPS (Employee Net Promoter Score), Pulse Surveys, and Engagement Surveys...

1. eNPS (Employee Net Promoter Score): eNPS is like the "temperature gauge" or benchmark of your organization's morale. I'll explain when to send it, what questions to ask, and how to interpret the results. 
2. Pulse Surveys: Pulse surveys are your real-time connection to your employees' feelings and experiences. Please find out more specific details to double-check potential solutions for your EX before you spend all the time and energy doing it. 
3. Engagement Surveys: Engagement surveys go deep. They help you understand the intricate nuances of your organization's culture and the factors influencing employee engagement. Learn when to conduct them, what questions to include, and how to use the data for strategic decision-making.

But here's the challenge - as an HR leader, you've got a million things on your plate! How do you manage the survey process without losing your mind? I've got you covered with practical tips and tools to streamline the survey process, so it doesn't become just another chore. Remember, mastering the art of employee surveys is NOT OPTIONAL; it's the foundation for driving engagement at all levels of your organization. Join us in this episode as we empower you with the knowledge and strategies to create a culture of feedback and continuous improvement within your company.

Topics Discussed:

• The 3 survey format types 
• What questions to ask in your surveys
• Survey cadence
• The art of a feedback loop

Resources mentioned: 

• LinkedIn Live - https://www.linkedin.com/posts/christiehoffman_employeeengagement-employeeexperience-hr-activity-7095084191100403712-D2DE?
• Christie's Engagement Academy: https://www.linkedin.com/groups/14306857/
• Employee hierarchy of needs ep: https://youtu.be/wEveR_FuWDs?feature=sharedG
• Gallups 12 questions: https://www.gallup.com/q12/?campaignid=18945816141&adgroupid=143633586477&adid=635680356860&gclid=CjwKCAjw1t2pBhAFEiwA_-A-NElZEFScFDahUh6fb5njJ0fKmdlPKgu0SGNnrhXuK36XRO8I06aRqRoCcokQAvD_BwE
• The art of the proper 1 on 1 link
• 
  

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In today's episode, I ask you have you ever noticed how there are countless articles online like, "8 Ways to Boost Engagement"? Yet they consistently overlook the single most effective approach that applies universally, regardless of an organization's size, industry, or revenue. 

The best part? It's surprisingly straightforward, and you can start implementing it today. Tune in to discover how you can create a more engaged tomorrow!

Topics discussed

• GIVE THEM (the employee experience) CAKE! 
• You are Hoping for negative feedback
• Why send surveys?
• Join the engagement academy for more help and support!

Resources mentioned 

• Christie's Engagement Academy

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, Erica and I are diving deep into the pivotal topic of company inclusivity and how it impacts workforce engagement. So, picture this: not everyone is gung-ho about hanging out AFTER work, and that's totally okay. We're going to chat about why it's crucial not to forget about this, and why it can be a big deal if we do.

Join us for some super interesting insights from Erica Rooney. She really knows how to create inclusive experiences, whether it's face-to-face or virtual, that bring people together and help bridge those gaps among team members. Today's enlightening conversation dives deep into that, so DON'T miss it! 😄

Topics discussed:

• What is an "inclusive company"?
• The old ways of engagement DON'T WORK ANYMORE!
• What do "inclusive company events" have to think about?
• You can't do everything alone!

Resources mentioned: 

• Erica's LinkedIn
• Christie's Engagement Academy

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, I was in the middle of recording this episode when I remembered that me, and Daan already had a brilliant interview on this topic! So I decided to show you the conversation in which Daan and I discussed what a people-first company is and isn't, and why it's the key to revenue, productivity, and a more engaged workforce! Plus the importance of managers because ohhhh no-no... you CAN'T drive engagement alone! 

Topics discussed

• What is a people-first company
• What is a people-first company
• Why should you put people first, not profits?
• Don't let your managers work!
• Your managers should spend their time managing people
  
  

Resources mentioned

• Employee hierarchy of needs: https://www.youtube.com/watch?v=wEveR_FuWDs

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, we will explore what it means to be a people-first company and what are some easy and effective ways to infuse your company's DNA into your interview process. We'll dive into strategies that assess skills and experience and reveal whether a candidate's heart and spirit align with the beating pulse of your organization! 

Imagine a hiring process where resumes and checkboxes take a backseat, and instead, candidates are drawn to your organization like moths to a flame. This paradigm shift redefines the hiring landscape, emphasizing authenticity and cultural alignment. It's about inviting individuals to become not just employees, but enthusiastic participants in a shared mission! 

In this new era of hiring, your company's values, beliefs, and practices become a beacon, attracting those who genuinely resonate with your purpose. The result? A workforce that is not just skilled but passionately committed, energized by the authenticity they encounter from the very FIRST INTERACTION.

Topics discussed

• Why we've been overthinking "culture fit"
• What questions to ask in interviews to see if someone is a "culture fit"
• The magic number of interviews
• How to hire fast, with confidence

Resources mentioned 

• Open-ended questions for interviews; https://docs.google.com/document/d/1VTBA3hq929hNcRJ9JKInAGGRDypcmn-KFVfSXRKOkKo/edit?usp=sharing

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In many episodes, I mention my favorite manager at the company I was by far the most engaged. We talk about his leadership style and why our team did so well under his management, as well as his bumpy start as a manager and how he learned to let go of trying to control everything — so much so that his teams thrived past what any of us ever imagined.

Topics Discussed

• What it was like working with Matt
• TRAIN YOUR MANAGERS TO COACH PEOPLE!
• The necessity of managerial training
• What are the important things managers need to know
• The importance of the employee-manager dynamic

Resources mentioned

• Proof that Experience Drives Engagement (A True Tale of Two EX's w/ Christie Hoffman): Click to watch the video
• Managerial Success: The Vital Role of On-Going Training and Strategies to Resolve Resistance: Click to watch the video
• Patrick Lencioni Books: Link to the book 
• Radical Candor by Scott Kim: Link for the book
• 101 Tough Conversations to Have by Paul Falcone: Link for the book
• Playing to Win by A.G. Lafley: Link for the book
• Bad Blood by John Carreyrou: Link for the book

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In today's episode, we talk about why messaging apps (Slack, Teams, etc.) are likely making your people NUTS. and having a substantial negative impact on productivity. But because we're all so used to it, we don't even realize how ridiculous it is. 

Burnout will never go away if people feel they can't finish their work. Re-train your people on this fixable, repetitive, daily part of the employee experience!

Topics Discussed:

- 35% of people report being interrupted 100 times a day! 

- How to find out if your people are struggling with being interrupted

- Re-Training Managers 

- Workshopping the company and positioning it as a people-first training

Resources mentioned:

• The Modern Work Crisis: https://almanac.io/modern-work-method/the-modern-work-crisis
• Almanac's website: https://almanac.io/
• The episode with Allan: https://youtu.be/DhpZz3N3M4A

ChatGPT prompt: "Can you help me write an email to tell my CEO that one on ones are key to employee engagement please?" Put something like that into the text prompt for the response!

https://chat.openai.com/

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, we speak about how a lot of you lately say your relationship with the CEO is what gets in the way. My question back to empower and push you in the right direction is... what have you done to work on the relationship? I know there's a power imbalance, but in reality, they're waiting and wanting a person they can trust who can get a handle on disengagement. You can do small things to prove value and gain their trust so you can do what you were hired to do!

Topics discussed:

• Why do a lot of CEOs struggle to connect with their People leader
• What you can do to foster a closer relationship
• Why you can't drive engagement alone
• Using AI to communicate with your CEO

Resources:

• Employee Hierarchy of Needs: Click here for YouTube Video 
• Asking for budget: Click here for YouTube video
• Disrupt HR speech: Click here for YouTube Video 

Here was that blurb from chatGPT if your CEO is missing your 1:1s. I kept it big, make it your own!!

I wanted to take a moment to discuss an important matter regarding our regular 1:1 meetings. I believe it would greatly benefit both of us to prioritize these sessions to discuss workplace engagement and explore potential improvements to our organizational culture.

First and foremost, I appreciate the time and attention you dedicate to our 1:1 meetings. These sessions have proven to be invaluable for exchanging ideas, receiving feedback, and aligning our goals. I have found our conversations to be incredibly valuable in fostering a positive work environment, and I would like to continue this collaborative dialogue moving forward.

However, I must express my concern regarding the cancellation of our last 1:1 meeting. While I understand that unforeseen circumstances may arise, I couldn't help but feel a sense of disappointment. The regular 1:1 meetings serve as an opportunity for me to share my thoughts on improving our workplace culture and engagement. I believe that addressing these matters proactively can lead to a more productive and satisfying work environment for everyone.

Given the importance of workplace engagement and our collective responsibility to create a positive culture, I kindly request that we reinstate our regular 1:1 meetings. I am eager to discuss my observations and thoughts on how we can diagnose and improve our workplace culture effectively. These conversations can help us identify areas of strength, address potential challenges, and collectively foster an environment that encourages the best in our team members.

I assure you that I intend to contribute constructively and offer meaningful insights during our 1:1 meetings. I value your leadership and appreciate the opportunities you provide for open dialogue. By reinstating our regular meetings, we can ensure that we stay aligned and work together toward enhancing our workplace engagement.

Thank you for considering my request. I look forward to the opportunity to continue our discussions and collaborate on strengthening our organizational culture.

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, I finally got a chance to speak with Acey Holmes, the founder of Playful Work Design. A company that helps you gain insight into your teams and leaders, identify potential areas of change, develop goals to meet key metrics, and recommend scientific playful strategies for driving engagement. We discuss the importance of integrating playfulness into the work environment, and why play in the workplace is not only beneficial but NECESSARY! We spoke about how play can be useful in boosting morale and productivity as well as much more! why play in the workplace is not only beneficial but vital! 

Topics discussed:

• Why play at work isn't a bad thing
• What is play at work and what isn't it?
• Play vs Fun, what's the difference?
• Data to help show you why play is useful 
• Ways to introduce play at work

Resources mentioned:

• Bees playing: Click here to watch the YouTube video 
• Acey's website www.playfulworkdesign.com 
• Personal play identities - Click here to read the article 
• Fierce conversations; Click here to watch the YouTube video
• Acey's disrupt HR talk; Click here to watch the video
• Connect with Acey on LinkedIn: linkedin.com/in/aceym
• Book: Creativity, Inc.: https://www.amazon.co.uk/Creativity-Inc-Overcoming-Unseen-Inspiration/dp/0593070097
• Book: Joy, inc.:https://www.amazon.co.uk/Joy-Inc-Built-Workplace-People/dp/1591847125
• Asking for more budget episode: Click here to watch the YouTube video
• Mission vs vision vs Values episode: https://Click here to watch the YouTube video

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, we discuss how engagement initiatives need an adequate budget allocation to support tools, coaches, consultants, and experts like any other department. Don't let the misconception of achieving engagement without investment hinder your progress. Advocate for the necessary resources to accelerate your efforts and deliver a better employee experience. Stay tuned for future episodes as we explore strategies for maximizing employee engagement and organizational success!

Topics discussed:

• Asking for Budget
• Engagement and its direct impact on long-term success
• The importance of seeking to understand before being understood
• Figuring out what your budget should be 
•  The value of investing in our people and their experience in our organization

Resources:

• Mission vs Vision vs Values Episode - Click here to watch the Youtube video
• Employee Hierarchy of Needs: Click here to watch the Youtube video
• Fierce conversations episode; Click here to watch the Youtube video
• Employee Engagement Survey Workshop: Click here to take the Survey

SCRIPT 👇

We need to discuss the importance of employee engagement and its direct impact on employee turnover, productivity, revenue, and ultimately, our companies long term success. I want to emphasize that investing in initiatives to deliver a better employee experience, which is what drives engagement is not just a matter of employee satisfaction, but a strategic move to drive revenue and productivity in the long term. 

To do this well, we need to allocate budget for key areas such as management coaching, employee training, tools, and consultants, these investments will help us develop stronger managers, up skill and retain our workforce, and leverage external expertise to create a better employee experience much faster, than if we didn’t make these investments. 

By doing so, we will foster a motivated and committed workforce that will ultimately contribute to our bottom line and long term growth. I truly believe that by allowing a budget for investing in our people and their experience at our organization it will solve for disengagement and help us hit our revenue targets at the same time." 

(BOOM. ROASTED. 🔥 Just kidding. but if they say no, listen to the full episode to find out what you could say next.) 

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In today's episode, we discuss how managers play a critical role in shaping the employee experience and driving organizational success. We tackle the challenge of unengaged managers and the detrimental effects they can have on your team. 

We consider the importance of establishing a CLEAR management philosophy and holding managers accountable to it. Join us as we delve into the far-reaching repercussions of disengaged managers and the importance of cultivating a unified and positive manager-to-employee relationship!

Topics discussed:

• Cameo from my brother "the soft-skill king" 👑
• Why ALL managers need on-training of any level of experience (Empowering All Managers: Why Training Matters, No Exceptions!)
• Unveiling the Importance of Managerial Training
• What to do if they STILL don't buy-in 
• You can't keep your brilliant jerks!

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In today's episode, we explore the pitfalls of traditional performance reviews and propose a fresh new perspective! Casting aside the mundane, conventional performance evaluations wield unexpected ramifications, spanning from employee distress to undue managerial time constraints. Let's reinvent feedback by integrating real-time insights into routine 1:1 appointments. The result? A vibrant, empowering environment where productivity soars and talents flourish!

Topics discussed:

• Performance review data - proves it's not a good use of time and lowers engagement 
• How to give better feedback
• Managers who give effective feedback, have soft skills
• Managers can drive engagement by giving more timely feedback

Resources mentioned:

• Annual Performance Reviews Don't Work Study: Click here to read  
• Webinar: Giving performance-based feedback: Click here to watch the video 
• Managers need soft skills: Click here to watch the video  
• Perfect 1:1 Agenda for giving feedback:  Click here to read 
• Icebreakers: Click here to read 

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P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!

In today's episode, we discuss how the way we work is broken and how it's time to take action if we ever have the hope of driving engagement! Adam Nathan came on the show to explore the negative impacts of outdated practices, such as excessive meetings, lack of autonomy, and the pressure to be constantly available.
 
He and I reflect on the critical importance of acknowledging the modern work crisis and implementing the principles outlined in "The Modern Work Crisis" and "Modern Work Principles"(that he helped to write). By reevaluating our work methodologies, we can create a more productive, fulfilling, and sustainable work environment for both employees and organizations.

Stay tuned for future episodes as we continue to explore the ever-evolving world of work!

Topics discussed:

• The disconnect between outdated practices and employee expectations
• Negative impacts of a lack of autonomy, and constant availability
• Urgent need to address the modern work crisis for productivity and employee well-being
• 12 Guiding principles to enhance work practices and foster productivity
• Emphasizing autonomy, transparency, and flexibility in the workplace

Resources mentioned: 

• The Modern Work Crisis: Click here to read the article
• 12 Modern Work Principles: Click here to read the article
• Employee Hierarchy of Needs: Click here to watch the YouTube Video

Follow Christie Hoffman (Host) on Instagram, TikTok, and Linkedin, and don't forget to subscribe to the show for the latest content!

P.S. If you're reading this, message me on LinkedIn and tell me your thoughts on this episode!