**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)**

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Ashlie Beiter, co-founder of Winona, about supporting menopausal women in the workplace and the critical need for post-reproductive healthcare benefits.

Guest: Ashlie Beiter

Ashlie Beiter is the co-founder of Winona, a telehealth company supporting women experiencing menopause through doctor-prescribed hormone replacement therapy. Since 2021, she has led marketing efforts as VP of Marketing, growing Winona's online community to over 10,000 members and expanding services to 34 states and territories.

Key Topics Discussed:

1. (00:00) Overview of menopause's impact on workplace productivity

2. (02:55) The scope of menopause symptoms and workplace challenges

3. (05:27) Early onset and duration of menopause symptoms

4. (08:52) Comparison of reproductive vs post-reproductive workplace support

5. (17:16) Corporate benefits and FSA/HSA utilization

6. (25:47) Addressing ageism in the workplace

Highlights:

* Menopause affects 26% of the workforce, with 80% finding it challenging to work

* There are 135 different menopause symptoms

* Perimenopause can start as early as age 35

* $1.8 billion in lost work productivity due to menopause symptoms

* UK has incorporated menopause into their Equality Act

* Companies can support employees through flexible work arrangements and wellness programs

Connect with Ashlie Beiter:

https://bywinona.com/employers
https://fsastore.com/winona.html FB: https://facebook.com/bywinona IG: https://instagram.com/bywinona LinkedIn: https://linkedin.com/in/bywinona Twitter: https://twitter.com/by_winona Connect with Traci:

* https://linktr.ee/HRTraci

Visit our website: https://HRTraci.com

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Connect with Traci here: https://linktr.ee/HRTraci

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

*No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)*

In this episode of the Bringing the Human Back to Human Resources podcast, Traci concludes our layoff series with Dan Goodman, founder of Dan Goodman Employment Advisory (DGEA). They explore the "counter to HR" perspective on layoffs, severance negotiations, and employee rights during termination.

Guest: Dan Goodman

Dan Goodman is the founder of Dan Goodman Employment Advisory (DGEA), launched in February 2023. He has successfully helped over 1,800 people during critical interactions with their employers. With over 30 years of experience in corporate America, including senior positions in cybersecurity, enterprise software, and executive consulting, Dan combines his extensive experience, empathy, and business acumen to help employees navigate workplace challenges.

Key Topics Discussed:

1. (00:01) Introduction to the concept of "Counter HR"

2. (13:23) The true purpose of HR and employee advocacy

3. (24:46) How companies handle system access during terminations

4. (29:41) The truth about performance improvement plans (PIPs)

5. (37:51) Understanding severance agreement review periods

6. (40:25) Changes to non-disparagement agreements in severance

Highlights:

* Companies often misrepresent severance as a favor rather than a negotiation

* Transparency is crucial in employer-employee relationships

* Performance improvement plans are frequently misused as exit tools

* Employees over 40 have specific rights regarding severance agreement review

* The National Labor Relations Board's 2023 ruling on non-disparagement agreements

* The importance of treating departing employees with dignity and respect

Connect with Dan Goodman:

* Website: DanGoodmanEA.com

* LinkedIn: Dan Goodman - Posts daily at 8:23 AM and 6:53 PM

Connect with Traci:

* https://linktr.ee/HRTraci

Visit our website: https://HRTraci.com

Thank you for joining us for our layoff series! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing what happens when you or someone you know experiences a layoff, focusing on both the practical and emotional aspects of job loss.

Key Topics Discussed: (00:02) Introduction and preview of next week's episode with Dan Goodman (02:18) Statistical overview - 40% of Americans experience layoffs (04:38) Initial concerns and questions during layoff notifications (06:57) Review of separation agreements and negotiation opportunities (09:26) Outplacement services and career preparation (11:46) Important documents and intellectual property considerations (14:08) Managing the emotional impact of job loss

Highlights:

• Over 40% of Americans experience a layoff at least once in their career
• Separation agreement review periods vary based on age and circumstances
• Most aspects of severance packages are negotiable
• Companies typically don't disclose reasons for employment termination
• Maintaining updated career documents is crucial for preparedness

Practical Steps After a Layoff:

• Review the separation agreement carefully

• File for unemployment (US-based)
• Negotiate healthcare continuation before COBRA
• Gather important documents (performance reviews, etc.)
• Consider intellectual property agreements
• Maintain professional connections
• Request references if company policy allows

Financial Considerations:

• Review severance package options

• Understand healthcare continuation rights
• Explore emergency fund access
• Investigate benefit cash-out options
• Consider expense reduction strategies

Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci

Don't miss next week's final installment of our layoff series featuring Dan Goodman, who brings a counter-perspective to traditional HR functions.

If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.

Connect with Traci here: https://linktr.ee/HRTraci

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing the critical topic of self-care for HR professionals during layoffs and how to support both departing and remaining employees through these challenging transitions.

Key Topics Discussed:

(00:00) Introduction and recap of previous episode with Jenna Dunay

(02:05) The emotional toll of layoffs on HR professionals

(03:00) Signs of emotional exhaustion and burnout

(04:52) Strategies for managing stress during layoffs

(11:29) Best practices for managing the layoff process

(15:53) Supporting remaining employees and addressing survivor's guilt

(17:15) Communication strategies post-layoff

(18:14) Rebuilding morale after layoffs

Highlights:

- HR professionals must prioritize self-care to effectively support others

- Creating clear boundaries between work and personal life is essential

- Signs of burnout include emotional exhaustion, sleep issues, and numbness

- Layoff conversations should be conducted in private spaces with empathy

- Common reactions from remaining employees include fear, anger, and productivity drops

- Regular, transparent communication is crucial for rebuilding trust

- Team-building events and recognition programs help rebuild morale

Self-Care Strategies Discussed: - Schedule breaks between difficult meetings- Create end-of-day shutdown rituals

- Join HR peer support communities

- Seek professional support when needed

- Establish clear work-life boundaries

Connect with Traci:

Email: contact@HRTraci.com

Website: https://HRTraci.com

Instagram: @HRTraci

Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic, followed by a special guest who challenges traditional HR functions.

If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com**

In this episode of the Bringing the Human Back to Human Resources podcast, Traci discusses the challenging topic of layoffs with Jena Dunay, founder of Recruit the Employer, an outplacement and career development firm. They explore how to conduct layoffs with dignity and how organizations can recover internally after such events.

Guest: Jena Dunay

Jena Dunay is the founder of Recruit the Employer, an outplacement and career development firm. She is a LinkedIn Learning instructor with over 167,000 learners and has been featured on Business Insider, Forbes, Built In, The Skimm, and The Muse.

Key Topics Discussed:

1. (03:44) The importance of aligning layoff processes with company core values

2. (07:14) The significance of off-boarding as much as onboarding

3. (13:02) Planning and communication strategies for layoffs

4. (16:06) The role of outplacement services in supporting exiting employees

5. (25:43) Addressing survivor's guilt among remaining employees

6. (28:36) Rebuilding trust and culture after layoffs

Highlights:

- Layoffs should be conducted with dignity, reflecting the company's core values

- Proper planning and communication are crucial for a smooth layoff process

- Outplacement services can provide valuable support to exiting employees

- Leaders should own their mistakes and maintain open communication during layoffs

- Rebuilding trust between senior leadership and middle management is essential

- Organizations should focus on rebuilding culture after layoffs

Connect with Jena Dunay:

- Website: https://recruittheemployer.com

- LinkedIn: https://www.linkedin.com/in/jenadunay/

Resources mentioned in this episode:

- https://bywinona.com/employers

-https://fsastore.com/winona.html

Connect with Traci:

- (https://linktr.ee/HRTraci

Visit our website:

https://HRTraci.com

Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic with more expert insights and practical strategies for HR professionals.

We hope you enjoyed this insightful discussion on conducting layoffs with dignity! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this 200th episode of the Bringing the Human back to Human Resources podcast, Traci celebrates this milestone and discusses the recent Monster Work Watch Report 2024.

She critically analyzes workplace trends and statistics, encouraging listeners to think critically about generalized reports. Traci also announces a special giveaway to celebrate the 200th episode milestone.

Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠

Links mentioned in this episode:

• Monster Work Watch Report 2024
• Traci's Instagram for giveaway details

Chapters: 00:00 Introduction and 200th episode celebration 05:00 Announcement of the giveaway 10:00 Discussion of Monster Work Watch Report 2024 20:00 Critical analysis of workplace trends and statistics 30:00 Encouragement for critical thinking about reports 35:00 Closing thoughts and gratitude to listeners

We hope you enjoyed this special 200th episode celebration and insightful discussion on workplace trends!

If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership.

You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!

Don't forget to subscribe, leave a comment, and give this video a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff discusses the upcoming 200th episode and the associated giveaway.

She also introduces a new series focused on navigating layoffs with empathy, highlighting the importance of self-care for HR professionals and addressing survivor's guilt among employees.

The episode serves as a brief overview of what listeners can expect in the coming weeks.

00:00 Introduction and Episode Overview

02:51 Upcoming 200th Episode and Giveaway

06:01 Layoff Series Introduction and Themes

Don't forget to subscribe, leave a comment, and give this video a 👍🏼 Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the parallels between parenting and leadership with Valerie Cockerell, author of "Manage Like a Mother."

They explore how the instincts and skills developed as a parent can be applied to effective leadership in the workplace. Valerie shares insights from her experiences as a mother of three and her career at Disney, highlighting how empathy, demonstrating by example, and consistent engagement are crucial in both parenting and leadership roles.

⁠Connect with Valerie here: ⁠Website

LinkedIn

Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠

Chapters: 00:00 Introduction and Valerie Cockerell's background 05:30 The importance of storytelling in leadership and parenting 10:15 Onboarding and first impressions in parenting and organizations 15:45 Values alignment in teams and families 22:30 Empathy and feedback in leadership and parenting 28:00 Leading by example and the power of observation 33:30 The importance of consistent engagement with employees and children 38:45 Closing thoughts and where to find Valerie's book

We hope you enjoyed this insightful discussion on the parallels between parenting and leadership! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!

Don't forget to subscribe, leave a comment, and give this video a 👍🏼

Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.