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The HR Hub

WRKdefined Podcast Network

Practical advice for mid-level HR professionals navigating real workplace challenges. Weekly interviews with experts who deliver solutions and insights you can actually use.

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  • 22 episodes
  • Avg 22 min
  • English

Episodes 22

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  • June 23 · 20 min

    How to Build a People-Focused Culture

    Building a positive work environment requires more than just corporate perks or collaboration values on a wall. Josh Block, President of Block Imaging, joins the show to discuss how focusing on "Together, Thoughtful, and Transparent" transforms company culture and employee ownership. How the "Together" principle improves major business decisions. Moving from the Golden Rule to the Platinum Rule Why pay attention to the lighting The importance of constant feedback. The 3 C's of hiring and exiting: Character, Competency, and Chemistry. 00:00 Intro 00:46 The 3 T's as a foundation 01:35 Together: Making decisions together 02:10 Thoughtful: Considering the needs of others 02:27 Transparency: Starting the trust cycle 03:33 Moving beyond silos and dictatorships 04:47 Sharpening the final 10 percent 07:03 Applying the Platinum Rule at work 07:43 Why compensation and workspace matter most 10:04 Overcoming the urge to hide information 12:31 Why clear feedback is actually kind 16:15 The 3 C's of employee exits 18:35 Transparency vs. complaining in the chain 19:32 Where to start with People Matter Find Josh Website: https://www.peoplematterwork.com/ LinkedIn: https://www.linkedin.com/in/josh-block-9a84275/ Book Titles: People Matter at Work Find Andrea (me) Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

  • March 31 · 11 min

    [SMB Essentials] Handling Employee Complaints - The Draining Kind

    Managing employee complaints in a small business can quickly become a demanding role that drains your decision-making energy. If you find yourself frustrated by constant venting about co-workers or office lighting, it is a signal that you may need to shift how you respond to complaints. In this episode, I break down how to differentiate between complaints that require your intervention and those that serve as coaching opportunities for your team. I explore the importance of written policies for predictability, how to handle feedback regarding your managers, and the specific questions you can ask to return responsibility to your employees. Running a productive business does not mean an environment free of friction, but it does require helping your people navigate that friction themselves.00:00 Managing normal complaints01:10 Why frequent complaints wear you out02:02 Balancing policy and nimbleness03:22 Deciding when to get involved04:38 Respecting employees through their own problem-solving05:30 Handling complaints about your managers07:08 Using coaching questions instead of fixing08:44 Calibrating realistic workplace expectations10:06 Support for small and medium businesses**Find Andrea (me)**Website: https://thehrhub.ca/LinkedIn: https://www.linkedin.com/in/andrea-adams1/Email: andrea@thehrhub.ca

  • March 24 · 23 min

    Hiring - An Evidence-Based Approach (w. Dr. Nita Chhinzer)

    Stop hiring for the wrong things. When you hire, are you actually screening for success, or just a polished resume and a good interview that ticks the experience and credentials boxes? In this episode, I sit down with Dr. Nita Chhinzer (University of Guelph) who challenged my perspective on recruitment. And as a bonus, what's happening in the market.It turns out, most of us are looking at the wrong things and asking the wrong questions. While technical skills get someone through the door, the evidence indicates that three "hidden" traits actually predict long-term performance: 1. Professional Maturity: Can they handle the sometimes unspoken realities of work?2. Attitude (The Useful Kind): Do they have genuine ownership, are they resilient, or are they just clocking in?3. Feedback Receptivity: Can they hear feedback without becoming defensive? Then will they actually use it to improve? Because if they can't take feedback, they won't grow as much.Ad despite what your client says they want, these three qualities are what they actually want according to the evidence and research. Once the basic skills pass a screening.So what soft skills do you include in your screening? Leave a comment. Has a "great on paper" hire ever failed because they lacked one of these three? *Find Dr. Nita Chhinzer in the following places* LinkedIn: https://www.linkedin.com/in/nitachhinzer/https://nitachhinzer.com/https://www.uoguelph.ca/lang/people/nita-chhinzer*Find Andrea Adams in the following places*https://www.linkedin.com/in/andrea-adams1/https://thehrhub.ca/

Showing 1–20 of 22 episodes