Toot or Boot

Disengagement at work is often framed as an attitude problem. But what if it’s actually a nervous system response? In this episode of Toot or Boot, Stacey Nordwall sits down with HR leader and psychology-trained strategist Erica Spitale to unpack the deeper forces behind workplace disengagement, trust, and emotional safety. Together they explore why employees withdraw when environments feel unsafe, how organizations misunderstand emotions at work, and why productivity without humanity simply doesn’t last. The conversation digs into the complex reality of modern work: employees bringing global crises, economic stress, and personal uncertainty into the workplace while organizations attempt to maintain focus and output. Erica offers a powerful reframing — emotions are not distractions; they are data. Stacey and Erica also examine the fragile nature of trust at work, how it forms (and collapses), and why trust is less about individuals and more about the conditions organizations create. Along the way they tackle the tension between emotional expression and professional boundaries, the myth of “political neutrality” at work, and the structural forces behind disengagement. If you’ve ever wondered why employees seem checked out, why trust at work feels fragile, or how leaders can build healthier workplaces without sacrificing accountability, this conversation offers a more human framework for understanding what’s really happening. Key Takeaways Workplace disengagement is often a nervous system response to perceived threat, not laziness or apathy. Employees disengage when they lack psychological safety, belonging, or trust in their environment. Emotions at work are data points, revealing what matters and where friction exists. Organizations frequently mislabel disengagement as an individual attitude problem instead of a systemic issue. Productivity without acknowledging human needs cannot be sustained long-term. Trust in the workplace is not an individual trait — it is an environmental outcome created by conditions. Employees maintain multiple relationships at work: with their job, their team, and the organization. Leaders must balance clear expectations with humane assumptions. Emotional expression and professional boundaries can coexist — workplaces need space for both engagement and retreat. During economic uncertainty, organizations should invest in developing existing employees rather than relying solely on hiring. Timestamps 00:00 – Why the modern workplace feels emotionally heavy 02:00 – The idea of disengagement as a nervous system response 05:00 – Why disengagement is often misdiagnosed as an attitude problem 08:30 – Making space for emotions while maintaining workplace boundaries 12:00 – Why emotions at work provide valuable organizational data 17:00 – The myth of political neutrality in workplaces 19:00 – Why sustainable productivity requires humanity 23:00 – The complicated role of trust in organizations 28:00 – Trust as an environmental condition, not a personality trait 33:00 – AI hype, responsible leadership, and investing in existing employees

For decades, SHRM has been the institution shaping HR standards, HR certifications, and workplace policy. But as political tensions rise, protections erode, and credibility questions grow louder, HR leaders are asking a new question: What happens when the largest HR organization in the world stops representing workers — and starts representing itself? In this packed, no-nonsense episode of Toot or Boot originally recorded in November 2024, Stacey Nordwall sits down with Sarika Lamont, Tracie Sponenberg, and Morgan Williams to unpack the long, complicated history of SHRM’s decisions and the ripple effects those choices have had on the HR profession, marginalized employees, and federal policy. The group traces SHRM’s evolution from “the only place HR could go” to an entity criticized for political alliances, removing equity from DEI, paywalling pandemic resources, and most recently, found responsible for discriminating and retaliating against a former employee. They also dive into something that matters even more: the rise of people-first HR communities that filled the vacuum when SHRM didn’t — and what HR practitioners can rely on now. Whether you’re SHRM-certified, SHRM-skeptical, or SHRM-conflicted, this conversation gives you the context you need to understand what’s at stake for HR, workers, and the future of workplace policy. Key takeaways SHRM’s decisions shape HR policy, employment law, and workplace norms worldwide. The organization’s political alignment has shifted sharply — and visibly — in recent years. SHRM paywalled critical COVID resources at the height of crisis. Removing the “E” from DEI sent a damaging message to marginalized workers. Johnny Taylor’s public stances contradict SHRM’s stated neutrality. SHRM’s lobbying often benefits employers, not employees or practitioners. The ongoing discrimination lawsuit highlights internal cultural issues. HR’s community-driven response during COVID created better models for learning and support. Alternatives — Peak HR, Hacking HR, Safe Space, Troop HR, and others — now offer richer, people-centered resources. HR leaders must stay informed because SHRM’s policy influence impacts workers, equity, and the future of the profession. Timestamps 02:00 — How each guest’s SHRM journey shaped their perspective 07:00 — The SHRM–HRCI split and political entanglements 12:00 — SHRM’s silence after George Floyd and LGBTQ+ cases 16:00 — The COVID paywall and the turning point in trust 20:00 — Johnny Taylor’s political positioning and the Labor Secretary shortlist 25:00 — Why SHRM’s power matters for HR and workers 33:00 — The danger of “civility” replacing equity 40:00 — How HR community spaces filled the gap 50:00 — Alternatives to SHRM and where HR is going next SHRM controversy, HR policy, Johnny Taylor, DEI equity removed, SHRM lawsuit, HR community, workplace politics, HR certification, lobbying impact, alternatives to SHRM

Hiring has never felt more confusing — for candidates, recruiters, or the HR teams stuck in the middle. Between ATS myths, bad advice on TikTok, the Mobley v. Workday lawsuit, and a flood of AI-powered recruiting tools no one fully understands, it’s no surprise people are frustrated and misinformed. In this episode of Toot or Boot, Stacey Nordwall is joined by talent experts Dani Herrera and T. Tara Turk-Haynes to pull back the curtain on what actually happens behind the scenes of recruiting. They break down common ATS misconceptions, explain how knockout questions really work, unpack the rise of grifters targeting desperate job seekers, and explore the messy overlap between automation and AI. The trio also digs into the Mobley lawsuit: what triggers instant rejections, when discrimination comes from the humans (not the software), how automation gets misread as AI, and why companies should be terrified of buying shiny tools without asking hard questions about data, bias, legality, and accountability. If you’ve ever wondered why you got rejected in 30 seconds, who really makes hiring decisions, or why every “ATS-proof résumé” online is a scam, this episode gives you the truth — with humor, receipts, and the kind of grounded reality only seasoned recruiters can offer. Key Takeaways Recruiters are not the final decision makers — hiring managers are. ATS systems don’t “reject” people; knockout questions and human setup errors do. Automation ≠ AI — and most instant rejections are automation, not algorithms. Keywords help recruiters search, but keyword stuffing is unnecessary and harmful. Résumé templates claiming to be “ATS-compliant” are pure grift. Many interviewers receive no training, which derails fair hiring. Workday and other large systems are only as ethical as the people who configure them. The Mobley lawsuit highlights systemic, not just AI-driven, discrimination risks. HR teams must ask vendors hard questions about data sources, audits, and bias. Candidates should be wary of bad online advice and seek guidance from real recruiters. Timestamps 00:00 — Why recruiting feels like a black box 02:00 — What recruiters actually control (and don’t) 07:00 — How ATSs really work behind the scenes 14:00 — The truth about keyword myths and “résumé hacks” 20:00 — How knock-out questions trigger instant rejections 23:00 — Grifters preying on job seekers with false promises 28:00 — Workday as ATS and HRIS — why that matters 33:00 — The deeper problem behind Mobley v. Workday 47:00 — When AI amplifies human bias instead of preventing it 55:00 — The questions HR must ask AI vendors now

We’ve been taught that “nice” is the goal at work — be pleasant, be agreeable, don’t rock the boat. But what if niceness is actually keeping us stuck, silencing truth-tellers, and protecting the status quo? In this episode of Toot or Boot, Stacey Nordwall sits down with author and communications strategist Amira Barger to unpack her new book The Price of Nice — a fierce, funny, deeply human guide to understanding how performative niceness, forced neutrality, and “civility” are used to silence real people and reinforce harmful systems. They explore why truth-telling gets punished, how identity and politics always enter the workplace, why leaders cling to neutrality, and what “nerve” really looks like in practice. If you’ve ever swallowed your truth to keep the peace — this episode will give you language, tools, and permission to show up differently and to challenge harm without self-abandoning. Key Takeaways “Niceness” often demands self-abandonment in service of others’ comfort. Kindness and niceness are not the same — kindness requires honesty. Neutrality is not neutral; it protects power, not people. Identity, politics, and lived experience always walk into work with us. Civility can be weaponized to silence truth-tellers and maintain the status quo. The “nerve vs. nice” continuum explains how we’re socialized to stay small. Micro-actions of courage matter as much as big acts of resistance. Leaders need both advocacy and inquiry to create real change. Perfectly assertive communication helps challenge harm without blowing things up. DEI work still happens in micro-spheres — influence what you can control. Timestamps 00:00 — Welcome + why Amira’s work resonates 01:19 — Defining “the price of nice” 03:17 — The story that exposed the harm of niceness 06:41 — Nice vs. nerve: the continuum 10:22 — Kids, truth-telling, and naming what adults ignore 12:03 — Why politics and identity cannot be separated from work 15:42 — The myth of neutrality — and who it protects 20:52 — The weaponization of civility and tone policing 25:19 — Advocacy + inquiry: a better leadership model 30:03 — The Four W Model: navigating hard moments with clarity 36:48 — Micro-actions as everyday nerve 40:31 — The “relay” model of shared resistance Top Keywords niceness vs kindness, workplace neutrality, nerve vs nice, psychological safety, performative civility, identity at work, DEI backlash, assertive communication, leadership inquiry tools, speaking up at work

Work shouldn’t be the worst part of your week — but for too many people, it still is. In this episode of Toot or Boot, Stacey Nordwall talks with Madison Butler — author of Let Them See You — about what it really means to show up as yourself at work, even when systems weren’t built for you. Together, they unpack authenticity, burnout, boundaries, and what happens when companies say they value “culture fit” but really mean “sameness.” Madison shares the story that sparked her journey toward radical authenticity — from code-switching and corporate conformity to refusing to straighten her hair for anyone again — and how that moment changed everything. She and Stacey get candid about navigating fear-based leadership, detaching self-worth from productivity, and finding joy when the world (and the workplace) keeps serving chaos. It’s real talk about identity, healing, and humanity at work — the messy, necessary kind that actually makes things better. Key Takeaways: Authenticity isn’t about performance — it’s about liberation. “Culture fit” is just code for exclusion; hire for value add. Fear-based leadership thrives because it protects power, not people. You can’t heal burnout inside the system that caused it. Detaching your worth from work is an act of resistance. Boundaries are a form of self-preservation, not rebellion. Leaders set the tone — your behavior teaches your team what’s safe. Joy at work isn’t frivolous; it’s fuel for survival. Therapy isn’t a luxury — it’s a leadership skill. Creating space for real humans makes better work, period. Timestamps: 00:00 — Why work shouldn’t send you to therapy 02:00 — How Madison learned to show up as herself 06:00 — The moment she stopped code-switching at work 10:00 — The myth of “authenticity” on social media 15:00 — Burnout, dopamine, and chasing the next thing 20:00 — Fear-based leadership and caring less (on purpose) 23:00 — Detaching identity from job titles 28:00 — Culture fit vs. value add: the truth 33:00 — Likability bias and who gets punished for honesty 36:00 — Leading with joy when everything’s on fire Top Keywords: authenticity at work, burnout recovery, fear-based leadership, work identity, culture fit vs value add, psychological safety, trauma-informed leadership, HR and mental health, joy at work, boundaries and burnout

Between layoffs, burnout, political chaos, AI anxiety, and the cost of living crisis, it’s no wonder employees aren’t okay. But if “not okay” has become the new normal, how do we lead, work, and stay human in the middle of it? In this episode of Toot or Boot, Stacey Nordwall is joined by Kat Kibben and Ryan-Mae McAvoy to explore the crises reshaping the modern workplace. Together, they dig into what’s behind the stats — from chronic fear and distraction to the way work has replaced community — and why “resilience” isn’t a cure for systemic dysfunction. The conversation goes deep on leadership, empathy, and accountability: why companies still reward the wrong traits in leaders, what a truly trauma-aware organization looks like, and how HR can create stability when the world won’t stop spinning. They talk about what healthy work could look like even when no one’s okay. Key Takeaways: Most employees are operating from chronic fear and instability — and pretending otherwise makes it worse. “Resilience” has become a buzzword that ignores systemic problems. Leadership starts with self-awareness and accountability, not policy. Work has replaced community — and it’s breaking people. Constant information flow keeps nervous systems on high alert. HR can help by creating clarity, consistency, and small certainties. Access to benefits ≠ real psychological safety; trust is built in action. The U.S. over-relies on employers to fill social safety gaps. Leaders need to slow down, ask more questions, and model boundaries. Optimism and connection are radical leadership tools in uncertain times. 00:00 — Welcome + why “employees are not okay” became a refrain 02:50 — The nonstop chaos economy: layoffs, fear, and instability 07:00 — Brene Brown, burnout, and the limits of empathy 11:40 — The trauma of layoffs and why we can’t grit through it 14:00 — Fear-based leadership and the dopamine trap of bad news 18:30 — Are workplaces actually built for resilience? 23:00 — Work as the new community (and why that’s dangerous) 26:30 — What we can learn from other countries’ systems 33:00 — Modern work as dependence: a new kind of slavery 35:30 — Redefining leadership: connection, courage, and curiosity Top Keywords: employee burnout, workplace mental health, HR leadership, resilience at work, trauma-informed leadership, workplace culture, psychological safety, layoffs and fear, nervous system regulation, future of work

Something strange is happening in the C-suite — and employees are the ones feeling it. In this fiery and funny episode of Toot or Boot, Stacey Nordwall is joined by Jessica Winder and Kim Rohrer to unpack a record-breaking trend: more CEOs have stepped down in 2025 than any year in recent history. They dig into why leaders are bailing, what’s really going on behind the “personal reasons” PR statements, and how the revolving door at the top is wrecking trust, culture, and stability across organizations. From “glass cliff” appointments to the “CEO gig economy,” the conversation is equal parts HR therapy and truth serum about power, privilege, and burnout at the top. The crew also looks ahead — asking what happens when nobody even wants to be in charge anymore. And yes, they go there: could AI actually replace a CEO? Key Takeaways: CEO departures hit a 20-year high — and “no reason given” often hides real turmoil. Interim CEOs and “fractional” leaders create confusion, not stability. Boards keep firing individuals instead of fixing systemic problems. The “glass cliff” still pushes women — especially Black women — into impossible roles. Employees feel the ripple effect: fear, fatigue, and lost trust. Leadership churn erodes culture faster than layoffs do. The next generation isn’t aspiring to lead — and that’s a warning sign. Burnout isn’t just for employees; executives are breaking too. AI “leaders” aren’t a solution — but the fantasy says a lot about disillusionment. The future of leadership requires re-imagining power, not recycling it. Timestamps: 00:00 — Welcome and introductions: why CEOs are “not okay.” 04:20 — The CEO exodus by the numbers — record turnover in 2025. 07:15 — Interim CEOs, scapegoating, and corporate gaslighting. 10:30 — Boards keep firing the wrong people. 13:00 — The “glass cliff” and why women say “I’m out.” 15:00 — What’s really behind “voluntary departures.” 20:30 — The shrinking pipeline for diverse leadership. 28:00 — Culture collapse: how constant CEO changes wreck teams. 33:00 — Loyalty vs. chaos: what employees should expect now. 36:00 — Can AI be your CEO? (We said it.) Top Keywords: CEO turnover, leadership instability, HR insight, glass cliff, burnout, workplace culture, board dynamics, interim CEO, employee trust, diversity in leadership

When politics and policy collide with people’s livelihoods, HR leaders are often the ones left cleaning up the mess. In this episode, Stacey sits down with fractional HR leaders Anessa Fike and Morgan Williams to unpack the chaos surrounding recent presidential proclamations on H-1B visas, the newly proposed “gold card” visa, and what happens when immigration policy turns into a political weapon. They share firsthand stories from the front lines of HR during both the 2016 and 2025 crises—when rushed visa restrictions sent companies into panic mode, disrupted families overnight, and exposed how little most Americans understand about how H-1Bs actually work. From wage suppression myths to talent pipeline realities, this conversation offers the clarity and context that global companies, startup founders, and HR practitioners need right now. Key Takeaways: What the $100K H-1B fee really means for employers. Why this proclamation mirrors the 2016 immigration chaos. The human toll on workers, families, and HR teams. Why H-1B holders aren’t “stealing jobs.” How global talent drives U.S. innovation. The ripple effect on startups, STEM, and tech. What HR leaders must do when layoffs involve visas. The uncomfortable truth about “gold card” visas. How power and privilege shape who gets to stay. Why HR’s role in political turbulence matters more than ever. Timestamps: 00:00 — Welcome + Why this conversation matters 02:40 — Breaking down the new H-1B rules 05:30 — Déjà vu: echoes of 2016 08:00 — Inside HR’s panic during sudden policy shifts 13:30 — The truth about wage suppression myths 18:20 — What H-1Bs reveal about global talent markets 23:40 — Layoffs, life disruption, and HR ethics 28:50 — How the $100K fee blocks smaller orgs 37:00 — Tech, innovation, and talent pipelines at risk 41:00 — “Gold card” visas and the politics of access

Black women are being pushed out of the U.S. workforce at alarming rates—and it’s not by choice. In this powerful episode of Toot or Boot, host Stacey Nordwall sits down with workplace equity expert T. Tara Turk-Haynes and communications leader and career strategist Cassandra Babilya to unpack how federal job cuts, dismantled DEI programs, and systemic neglect have created an economic crisis that reveals much more than the headlines. Together, they explore what this moment says about the state of work, leadership, and allyship—and what HR and business leaders can actually do to respond. Takeaways Black women’s unemployment rate has surged past 7%, the highest of any demographic group. Federal job cuts are erasing a long-standing path to middle-class stability for Black workers. The dismantling of DEI programs has disproportionately removed Black women from leadership roles. “Economic canary in the coal mine”: what happens to Black women first eventually affects everyone. Many former DEI and HR professionals are now turning to entrepreneurship out of necessity, not choice. Fear of “job hugging” and retaliation may be stifling allyship inside organizations. Mutual aid and microgrants are emerging as critical lifelines for displaced workers. Business leaders must proactively assess who’s being most affected by layoffs and hiring freezes. Individual action—referrals, donations, advocacy—still matters when sustained collectively. True allyship means staying present, vocal, and engaged when it’s no longer convenient. Chapters 00:00 – Opening: Black women and federal job cuts set the stage. 05:47 – Cassandra’s “gong” moment: realizing this isn’t a blip. 07:15 – Tara on being “pushed” into entrepreneurship. 10:35 – Why the silence from supposed allies feels like betrayal. 13:55 – The rise of Black women entrepreneurs as a survival strategy. 17:05 – Understanding why Black women are the canary in the coal mine. 21:09 – How layoffs in HR and DEI deepen inequality across the workforce. 29:10 – The erosion of collective bravery and the rise of isolation. 35:50 – Mutual aid and community action in the face of federal cuts. 43:22 – The call to HR: prove you’re human resources, not corporate defense. Resources: https://fortune.com/2025/08/15/black-female-leadership-future-ceos-erased-dei/ https://www.npr.org/2025/04/27/nx-s1-5349442/black-federal-employees-trump-cuts https://www.govexec.com/workforce/2025/05/agencies-majority-women-and-minority-workforces-are-some-hardest-hit-trump-staff-cuts-new-report-finds/405179/ https://19thnews.org/2025/07/black-women-unemployment-jobs-warning-sign/ https://www.msnbc.com/know-your-value/business-culture/300000-black-women-left-labor-force-3-months-s-not-coincidence-rcna219355 https://time.com/7315624/rising-unemployment-black-women-economy/ https://www.epi.org/blog/whats-behind-rising-unemployment-for-black-workers/ https://www.sheenmagazine.com/relief-is-resistance-the-state-of-women-relief-fund/

In this episode, we explore three critical workplace strategy topics: how effective leaders can minimize office politics through transparency, accountability, and encouraging diverse viewpoints—strategies that seem obvious yet many workplaces still struggle to implement; Moderna's innovative approach to merging their tech and HR departments under a single "chief people and digital technology officer" role, complete with over 3,000 custom GPTs, representing a thoughtful years-long integration rather than a knee-jerk AI adoption; and the challenges of scaling a business sustainably, where the advice to build systems for 10x capacity sounds great in theory but often conflicts with the reality that HR infrastructure typically lags behind growth, creating a delicate balance between building too little too late versus over-engineering for your current stage. Connect Katya Laviolette on LinkedIn: https://www.linkedin.com/in/katya-laviolette-6907b726/ Stacey Nordwall on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles How Effective Leaders Minimize Office Politics Why Moderna Merged Its Tech and HR Departments Why Scaling a Business is the Hardest—and Most Important—Stage of Growth

This episode dives into why some CEOs are paying the price for walking back DEI, how the employer-employee relationship has fundamentally shifted, and the horrifying conditions faced by Meta’s outsourced content moderators. From strategic miscalculations to moral failures, we examine what these stories tell us about leadership, labor, and the values that shape today’s workplaces. Connect: With Anessa: On LinkedIn: https://www.linkedin.com/in/anessafike/ On her website: https://www.fikeandco.com/ Her book: https://bookshop.org/p/books/the-revolution-of-work-fuck-the-patriarchy-and-the-workplace-it-built-anessa-fike/21206822?ean=9781961347540&next=t With Stacey on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: How some corporations miscalculated the impact of abandoning DEI  Has the Labor Market changed or have employees? Meta faces Ghana lawsuits over impact of extreme content on moderators

In this episode, we explore Cake’s Body’s bold $36K childcare stipend, why the job market is suddenly so brutal for college grads, and what the WEF’s new report reveals about the steep decline in employee well-being. We break down what these headlines signal about where workplaces are headed—and what HR needs to be thinking about next. Connect: With Anessa: On LinkedIn: https://www.linkedin.com/in/anessafike/ On her website: https://www.fikeandco.com/ Her book: https://bookshop.org/p/books/the-revolution-of-work-fuck-the-patriarchy-and-the-workplace-it-built-anessa-fike/21206822?ean=9781961347540&next=t With Stacey on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: Cakes Body’s $36K Child Care Credit Leads the Way in Affordable Child Care Planning for Employees Something Alarming Is Happening to the Job Market  World Economic Forum Warns Employee Well-Being Is Declining—and Costing Businesses Trillions

This week, we're diving into three concerning workplace trends: First, employee engagement is declining sharply, with managers under 35 and female managers leading this downward slide—potentially because they're caught in middle management roles with high responsibility but little decision-making power. Meanwhile, BNY Mellon is increasing its office mandate from three to four days weekly by September 2025, again bringing up the question of if RTOs are actually solving the challenges businesses are having. Finally, tech CEOs are raising alarms about candidates using AI to fake their way through remote job interviews—with Gartner projecting that by 2028, one in four global job applicants will be using AI-generated profiles, posing serious security risks beyond simple resume fraud. Connect: With Lee Rubin on LinkedIn: https://www.linkedin.com/in/rubinl/ With Stacey Nordwall on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: Employee Engagement is Dropping and Managers are leading the slide BNY asks employees to return to office four days a week by September Fake job seekers are flooding U.S. companies that are hiring for remote positions, tech CEOs say

This week, we discuss why HR professionals are naturally positioned for C-suite operations roles, examining the journey of Hinge's Angel Franklin from CPO to COO and why this transition shouldn't be considered unusual. We also dive into MongoDB's approach to hybrid work models, and fascinating research on how job ad language may inadvertently attract candidates with narcissistic tendencies and what this means for recruitment strategies. Connect: with Steven Huang on LinkedIn: https://www.linkedin.com/in/thestevenhuang/ or sign up for his newsletter: https://setthesetting.substack.com/ with Stacey Nordwall on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: Why it’s not far-fetched for HR pros to dream of being COO  Giving employees a choice when to be in the office  Why is your boss a narcissist? Blame the job ad that got them hired

This week, we dive into the real-world impacts of DEI rollbacks, workplace discrimination, and employee disengagement. We examine how Target faced boycotts and significant business impacts after eliminating DEI initiatives recently met with Rev. Al Sharpton to address the impacts of boycotts. We'll also explore troubling new research showing increased workplace discrimination against LGBTQ+ employees amid a record year of anti-LGBTQ+ legislation. Finally, we discuss the emerging concept of "quiet cracking" and what it reveals about the current state of workplace wellbeing and employee engagement. Connect: with Steven Huang on LinkedIn: https://www.linkedin.com/in/thestevenhuang/ or sign up for his newsletter: https://setthesetting.substack.com/ with Stacey Nordwall on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: Rev Al Sharpton meets with Target CEO over halting of DEI initiative LGBTQ+ workers report more discrimination, less happiness at work What is ‘quiet cracking’? Worker disengagement has a new name

This week, we welcome Nathan Chung, Jessica Donahue, and Greer Procich for a critical conversation about workplace accessibility and inclusion. With collective experience in HR, cybersecurity, and disability advocacy, our panel examines how current workplace policies often overlook the experiences of disabled and neurodivergent employees. The conversation explores three major topics affecting the workplace: The surge in return-to-office mandates and their disproportionate impact on people with disabilities which is reversing progress that had been made in employment for people with disabilities. The potentially devastating implications of Texas v. Becerra, a lawsuit challenging Section 504 of the Rehabilitation Act, the ripple effects of which could undermine fundamental disability rights in workplaces. Recent changes at the EEOC, including the halting of sexual orientation and gender identity discrimination claims and the abandonment of existing lawsuits - as the EEOC continues to operate without a quorum. Our guests offer advice and insight for HR professionals navigating these challenges and advocating for truly inclusive workplaces.  Learn more about Rethink Ability: https://www.linkedin.com/posts/greerprocich_rethinking-disability-from-red-tape-to-real-activity-7310716858263908354-uJxk Connect: Nathan Chung: on LinkedIn: https://www.linkedin.com/in/nc808/ on the Disability Disrupted podcast: https://www.youtube.com/@DisabilityDisrupted Jessica Donahue: on LinkedIn: https://www.linkedin.com/in/jessica-e-donahue/ on her website: https://www.adjunctleadership.com/ Greer Procich: on LinkedIn: https://www.linkedin.com/in/greerprocich/ Stacey Nordwall: on LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: 5 years into the remote work boom, the return-to-office push is stronger than ever—here's why  ‘Dangerous’ lawsuit could imperil disability rights, advocates say Andrea Lucas renominated to EEOC, pledges ‘evenhanded’ civil rights enforcement  Five years of remote work changed workplace accessibility. Employees with disabilities will feel its loss.

In this episode, we analyze new Glassdoor research suggesting employees are increasingly deprioritizing workplace relationships, questioning whether this shift stems from broader social disconnection or reflects changing priorities in a hybrid world. We also discuss a revealing Perceptyx survey showing that while 95% of HR teams are collecting employee feedback, only 27% feel confident they can act on it—highlighting the growing burnout crisis among HR professionals who are stretched too thin. Finally, we explore the controversy surrounding Meta's "do not rehire" list, examining the tension between standard HR offboarding practices and transparency in employment relationships.  Connect: Kim Minnick: https://www.linkedin.com/in/kim-minnick/ Stacey Nordwall: https://www.linkedin.com/in/staceynordwall/ Articles: Employees care less and less about workplace relationships, new research finds Stressed HR teams say they can’t take action on employee feedback  Meta keeps secret ‘do not rehire’ list of ex-employees — despite exceptional performance reviews: report

Kim Minnick joins this week as we dive into three fascinating workplace trends from around the globe. We examine Tokyo's move toward a four-day workweek aimed at addressing Japan's population crisis and work-life balance challenges, while questioning why it takes demographic emergencies to implement family-friendly policies. We also explore the "resignation by proxy" phenomenon emerging in Japan's hierarchical corporate culture. Finally, we unpack a thought-provoking UK tribunal case where an estate agent successfully sued after being assigned a lower-status desk, revealing how seemingly minor workplace arrangements can significantly impact employee roles and retention. Join us as we examine these developments and their implications for the evolving modern workplace. Connect: Kim Minnick: https://www.linkedin.com/in/kim-minnick/ Stacey Nordwall: https://www.linkedin.com/in/staceynordwall/ Articles: Tokyo is turning to a 4-day workweek in a desperate attempt to help Japan shed its unwanted title of ‘world’s oldest population’  Resignation By Proxy: A New Workplace Trend Leaders Should Watch Senior staff can sue if given ‘low status’ desk, UK tribunal rules

In this special April Fool’s Day episode, host Stacey Nordwall hands over the reins to co-producer Lexi Croswell for a fun twist on the usual format. Instead of tooting or booting HR headlines, Stacey and HR consultant Nadia Eran have to decide if the headlines are real or fake – and why!  Connect: Nadia Eran -> on LinkedIn: https://www.linkedin.com/in/nadiaeran/ Or her website Future in Work: https://futureinwork.com/ Lexi Croswell -> on LinkedIn: https://www.linkedin.com/in/alexiscroswell/ Or her website: https://www.alexiscroswell.com/services Stacey Nordwall -> On LinkedIn: https://www.linkedin.com/in/staceynordwall/

Last week our team was at the Transform Conference in Las Vegas, connecting with HR practitioners and thought leaders. We decided to have some fun and do quick on the conference floor interviews with fellow attendees and friends of the pod. So this week we're spreading the fun and bringing you a special compilation episode of all of our interviews, which involve folks tooting your booting things about Vegas pop culture. And of course, as always, HR headlines. The audio was a bit tricky at times, so apologies in advance for that and for saying you heard it here at the end of pretty much every interview. I hope you enjoy. Our guests: Theresa Fesinstine: https://www.linkedin.com/in/theresafesinstine/ Nadia Eran: https://www.linkedin.com/in/nadiaeran/ Kim Minnick: https://www.linkedin.com/in/kim-minnick/ Rebecca Taylor: https://www.linkedin.com/in/rebeccataylor2/ Daniel Huerta: https://www.linkedin.com/in/daniel-huerta-mpl/ Stephen Huerta: https://www.linkedin.com/in/stephenhuerta/ Lia Seth: https://www.linkedin.com/in/liaseth/ Stefanie Fackrell: https://www.linkedin.com/in/stefaniefackrell-hr-rebel/ The headlines:  Accusations of Corporate Espionage Shake a Software Rivalry Cameo puts its money where its office is with new RTO policy Resignation By Proxy: A New Workplace Trend Leaders Should Watch Typing loudly, wearing AirPods: ‘taskmasking’ is how gen Z pretends to work at the office

We discuss a recent sex discrimination case where a male employee in a female-dominated workplace filed a claim after being excluded from awards with the announcement "it's not going to be any of the men." We explore the complex dynamics of being in the minority at work. Next, we analyze the growing trend of companies like Google and the Trump administration offering buyouts with an underlying message of "get on board or get out." What does this signal about workplace culture when organizations are explicitly prioritizing mission alignment over accommodating diverse perspectives? Finally, we question the emerging concept of "revenge quitting" - is this just a rebranding of employees setting reasonable boundaries by leaving toxic environments? We examine how companies are scrambling to prevent turnover, but seemingly don't want to acknowledge how this is the work of DEI and HR. Connect with DeMario: On LinkedIn: https://www.linkedin.com/in/demario-bell-7a510994/ Connect with Stacey: On LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles Man loses sex discrimination claim after boss says ‘sorry boys’ at awards do Why Trump and Google are paying employees to quit and what it means for your business 5 ways employers can prevent employees from revenge quitting in 2025

In this episode, we start with the concerning prevalence of workplace ageism, where research shows nearly all employees over 40 experience age discrimination and feel pressured to downplay their experience. We then explore the puzzling "career catfishing" phenomenon, where 34% of Gen Z workers reportedly accept positions only to deliberately skip their first day without notice - raising questions about evolving power dynamics between employers and employees. Finally, we analyze Gallup's recent findings showing U.S. employee engagement has hit a 10-year low, with just 31% of workers feeling engaged and particular disengagement among younger workers and those in finance and technology sectors.  Connect with DeMario: On LinkedIn: https://www.linkedin.com/in/demario-bell-7a510994/ Connect with Stacey: On LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles: The silent career killer? Nearly every employee over 40 sees rampant ageism in the workplace Gen Z is ‘career catfishing’ in power move to irk corporate employers US employee engagement falls to 10-year low

Matt is back to talk about the growing divide in workplace flexibility across different sectors of the workforce. We dive into new research showing how Britain's frontline workers are being left behind in the flexible work revolution, creating a "two-tier" system. We'll explore Randstad's 2025 Workmonitor report revealing that workers now prioritize work-life balance over pay, and discuss JP Morgan CEO Jamie Dimon's stance against remote work (spoiler - he really f*ing hates it!).  Connect with Matt: On LinkedIn: https://www.linkedin.com/in/matthewmcfarlane/ Or here: https://linktr.ee/fndnseries Articles: Inequality in flexible working dividing Britain into ‘two-tier workforce’It's not about the money. Employees now choose work-life balance over pay‘I’ve had it’: JP Morgan boss rails against Gen Z in expletive-laden outburst

In this episode, we dive into layoffs due to performance, AI and workplace monitoring. First, we chat Meta's controversial "low performer" layoffs, where terminated employees are challenging the company's performance-based justification. And we talk about the shift in messaging from previous layoffs that were described as cost-cutting measures. We also explore Australia's  parliamentary report calling for mandatory AI guardrails in workplace decision-making, and discuss the troubling allegations of employee surveillance in federal workplaces. Join us as we unpack the complex intersection of technology, privacy, and worker rights in today's evolving workplace environment. Connect with Matt: On LinkedIn: https://www.linkedin.com/in/matthewmcfarlane/ Or here: https://linktr.ee/fndnseries Articles: Meta’s ‘low performer’ layoffs disputed by fired staffers and criticized by expertsLawmakers call for mandatory AI guardrails to prevent private sector RobodebtFederal Workers say DOGE put spyware on their work PCs is that ever ok in the workplace

Join host Stacey Nordwall and special guests Julie Turney and Stephanie Lemek for a deep dive into HR burnout - an issue that has become critical for the field.Drawing insights from Emily and Amelia Nagoski's book "Burnout," the conversation goes beyond the oversimplified notion that burnout is just feeling tired or can be fixed with a long weekend. Instead, they explore how burnout represents a biological stress cycle that needs proper completion, discussing concepts like "Human Giver Syndrome" and the unique challenges faced by HR professionals who are often expected to maintain endless empathy while managing their own stress.The episode critically examines why HR practitioners are particularly vulnerable to burnout, exploring factors like the isolation of the role, the expectation of constant emotional labor, and the tension between doing what's right and what's organizationally possible. They also challenge conventional burnout prevention advice, critiquing surface-level solutions like "take advantage of company benefits" or "have meeting blackout days" in favor of more systemic approaches.Whether you're an HR professional feeling overwhelmed by increasing demands and limited resources, or a leader looking to better support your HR team, this episode offers both validation and practical strategies for addressing burnout in the human resources field. The discussion particularly resonates in a post-pandemic context, where HR roles have faced greater demands while often being first in line for resource cuts. Connect with Stephanie: On LinkedIn: https://www.linkedin.com/in/stephanielemek/ At her website: https://www.thewoundedworkforce.com/ Connect with Julie: On LinkedIn: https://www.linkedin.com/in/iamjulieturney/ At her website: https://www.hratheart.com/ Connect with Stacey: On LinkedIn: https://www.linkedin.com/in/staceynordwall/ Articles and book: Beyond burnout: Why changing how we talk about employee well-being could help solve itHalf of HR report burnout, wanting renewed job focusWhy HR leaders are struggling to retain their own team members.8 Surprising HR Burnout Statistics in 2025.Burnout

Coming up on today's episode: We're diving into the latest RTO trends for 2025! We'll explore how major companies are taking wildly different approaches - from WPP's new four-day office mandate to firms like Spotify doubling down on flexibility. Plus, we'll discuss some fascinating findings about workers choosing flexibility over higher salaries, and tackle the tricky question of whether remote work might be holding back career progression. Stick around for a candid conversation about what all this means for HR practitioners navigating the future of work.Connect with JaredOn LinkedIn: https://www.linkedin.com/in/jaredkleinert/ Connect with StaceyOn LinkedIn: https://www.linkedin.com/in/staceynordwall/ArticlesHow return-to-office mandates could change in 2025, according to top HR leaders from PwC, EY, and CanvaWhy Americans Are Accepting Lower SalariesGlobal ad giant WPP issues sweeping RTO mandate for its 114,000 staff, calling them back to office 4 days a week

This week we kick it off with some anticipated employment law changes that could impact your workplaces. We'll unpack 5 laws expected to impact businesses in 2025, from pay transparency mandates to revamped contractor rules. We'll also analyze key leadership changes in Washington, as we discuss Keith Sonderling's appointment as deputy labor secretary. Plus, we'll explore the latest of buzzphrases, "soft quitting." Whether you're a business owner, HR professional, or employee, this episode equips you with insights to navigate 2025's evolving workplace landscape. Connect with AubreyOn LinkedIn: https://www.linkedin.com/in/adblanche/https://aubreyblanche.com/Connect with Staceyhttps://www.linkedin.com/in/staceynordwall/Articles5 employment law changes set to hit the workplace in 2025Trump names former EEOC Commissioner Keith Sonderling deputy labor secretaryWhy Soft Quitting At Work Could Be More Dangerous Than Quiet Quitting

Get ready for your HR news fix! This week we're diving into three timely stories: guidance on how to approach the administration change, Apple's response defending their DEI initiatives against shareholder pushback, and a potential emerging trend of "reverse discrimination" lawsuits. Join us as we unpack what these developments mean for workplaces and HR professionals, share our takes on the latest industry moves, and break down why these stories matter. Whether you're in HR or just interested in how companies are navigating these challenges, we've got you covered with clear analysis and real talk.Connect with AubreyOn LinkedIn: https://www.linkedin.com/in/adblanche/https://aubreyblanche.com/Connect with Staceyhttps://www.linkedin.com/in/staceynordwall/ArticlesHow HR leaders can prepare for a new administration and congress‘Inappropriate’ micromanaging: Apple pushes back on anti-DEI proposal‘Reverse’ discrimination claims may pose a class-action threatStacey made reference to this LinkedIn post: https://www.linkedin.com/posts/franbenjamin_dei-activity-7283595143100690432-0HFw

In this week's special episode, your host Stacey Nordwall joins the Toot or Boot hot seat with Erica Spitale and Rebecca Taylor, and producer Lexi comes out from behind the scenes for a rapid-fire edition of Toot or Boot, all about 2025 HR predictions.  Lexi reviewed 15 different predictions sources (that’s over 75 predictions) which were organized into five different themes: AI, Remote/Hybrid Work, Leadership and Organizational Change, Employee Experience and Well-being, and Diversity, Equity, and Inclusion (DEI).  Unlike a usual episode of Toot or Boot, Stacey, Erica, and Rebecca had no idea what predictions/trends they would encounter. They were put on the spot to take each trend at face value, Toot or Boot it at the same time, then discuss. Afterwards, Lexi reveals each trend's source. Here are the trends we cover on this episode:  Internal processes get an AI makeover: 5 predictions for HR and the world of work in 2025 | Culture Amp   PR comes to HR: 2024 HR Trends and 2025 Predictions | SHRM Despite the benefits of AI in powering accessibility tools, this author predicts that the cybersecurity risks from AI will lead to some organizations prohibiting such tools in greater instances in 2025: Neurodiversity and Disability Employment – Reflections on 2024 and Predictions for 2025 | Nathan Chung  Mental Health Gets Personal. 7 Seismic Shifts Coming to HR in 2025 | Bill Brown Leadership That Actually Leads: 2025 HR Predictions: Looking Into the Crystal Ball | Katarina Berg Other articles referenced: I talked to Meta's Black AI character. Here's what she told me.The excerpt from Culture Amp's article that Lexi references about their cohort using internal AI: "When used right, Gen AI tools can dramatically improve workflows, eliminate inefficiencies, and make information available in seconds. In 2024, some Culture Amp employees gained early access to an internal Gen AI tool. They now show higher engagement levels and report having more energy at work than employees who weren’t in the pilot cohort. We’re only one company, but we can’t help but share our own experimentation with people solutions and strategies. We’re excited about the possibilities!"Connect with Erica Spitale On LinkedIn Connect with Rebecca TaylorOn LinkedIn or email [email protected] hosts the HR Confessions podcast with Kim Rohrer. The premise of HR Confessions is we collect anonymous stories of things that happened in HR, and Rebecca reads them live for Kim to react and respond to. Find it wherever you get your podcasts, and if you have your own HR confession that you want to submit, email [email protected]

What do we mean when we say DEI? Are the companies rolling back their DEI programs making substantive changes? And what is DEI going to look like under the new administration?In this episode of Toot or Boot, we welcome back guests Vijay Pendakur and Tara Turk-Haynes for an in-depth discussion on DEI (Diversity, Equity, and Inclusion) in the workplace. We discuss three  articles, including Vijay's own HBR piece on reframing diversity's value proposition, as we explore how DEI initiatives are evolving in today's climate.The episode tackles current DEI discourse through three main articles:1. "Reframe the Value Proposition of Diversity" from HBR, written by guest Vijay Pendakur, which explores new ways to understand and communicate diversity's impact on organizations2. "Change Is Here: 5 Hard Truths & A Blueprint for Your DEI Plan in 2025," which presents a possibly controversial perspective on the future of corporate DEI initiatives3. "What Trump's Second Term Could Mean for DEI" from HBR, which outlines strategic models for organizations to maintain inclusive practices in potentially challenging political environmentsJoin us as we examine the broader implications for the future of workplace DEI initiatives.Connect with Vijay PendakurDr. Vijay Pendakur is the author of the highly anticipated book, “The Alchemy of Talent: Leading Teams to Peak Performance.” A true multi-sector organizational leader, Vijay has held senior roles at four companies: Zynga, VMware, Dropbox and Salesforce. He has also served as the Dean of Students at Cornell University. In his time at Cornell, he was named Presidential Advisor for Diversity and Equity, as part of a new approach to campus-wide transformation at the largest Ivy League institution. A widely recognized thought leader, Dr. Pendakur’s writing has been featured in Fast Company, Harvard Business Review, Forbes,  and Time. Vijay is a board advisor with Ezra Coaching, Enterprise Ireland, and Wisq. He lives in Austin, Texas, with his wife, Katie, a psychotherapist and yoga teacher, and his two young daughters, Mira and Savi. Find Vijay here: www.vijaypendakur.comMore about his bestselling new book: https://a.co/d/bSb1lxhFor Fractional DEI Advising: https://www.vijaypendakur.com/fractional-dei-advisingOr sign up for his newsletter: Quick tips for leading high performance teams. Connect with Tara Turk-HaynesTara is a first generation college graduate, corporate worker, and the first of her immediate family to reach an executive level.  She is a Talent, Engagement, DEIB, Internal Comms operator and strategist. She has worked in house and as a consultant, helping other businesses develop and grow with equity embedded so they have a higher chance of having a strong, sustainable operations for the future. Find Tara at Equity Activations.You can also connect with Tara on LinkedInOr sign up for her newsletter: https://equityact.beehiiv.com/subscribeRead the articles:Reframe the Value Proposition of DiversityChange Is Here: 5 Hard Truths & A Blueprint For Your DEI Plan In 2025What Trump’s Second Term Could Mean for DEI

In this episode, we explore the turbulent landscape of modern workplaces, starting with Greenhouse's survey revealing that over half of job seekers experience ghosting or "love-bombing" during the hiring process—creating frustration and mistrust in organizations. What’s driving these behaviors, and how can HR professionals and hiring managers do better? Next, we delve into the lawsuit against CloudKitchens and its controversial CEO, Travis Kalanick. Allegations of wrongful termination and a return to toxic “bro culture” raise questions about how far workplace culture has—or hasn’t—evolved since the Uber scandals. Finally, we shift to a brighter topic: the power of volunteer programs. Studies show volunteering as the most impactful workplace wellness initiative. But is the real benefit the program itself or the sense of support employees feel when they’re encouraged to participate? We’ll unpack how organizations can build meaningful well-being into their cultures. Tune in for insights on the good, the bad, and the transformative potential of today’s workplaces. Connect with KateOn LinkedInKJS ConsultingArticlesMost job seekers say they’ve been ghosted or ‘love-bombed’ during interviews—it can make them ‘question their career and sanity’From dinners with Travis Kalanick to fired after maternity leave: One of CloudKitchens’ earliest employees is suingVolunteering programs are probably the most powerful well-being benefit in your toolkit

2024 was a challenging year. We saw the implementation of six-day workweeks, so many layoffs, return-to-office (RTO) mandates, and DEI rollbacks. SHRM removed the E from DEI and Silicon Valley CEOs and VCs seemed to want a return to days of HR past (or no HR at all. We also had some progress with parental leave policies, new prenatal care protections, and much-needed conversations around the realities of HR work sparked by a viral NYT article.Join us as we award the first ever Golden Toots and Coal-filled Boots and recap the highs and lows of 2024.Connect with Kim:On LinkedIn - https://www.linkedin.com/in/kimrohrer/Or at her website Patchwork Portfolio: https://www.patchworkportfolio.com/Articles and resources we discussed:You Got This Journal: https://a.co/d/d417s5VPaidLeave.ai : https://www.paidleave.ai/No HR PlaybookSHRM to lead with inclusion and diversityToday, Lattice Makes History and Leads the Way in Responsible Employment of AIYes Madam clarifies on firing over 100 employees for being stressed, says, 'No one was fired;What You Should Know About the Pregnant Workers Fairness ActNew York becomes first state to mandate paid time off for prenatal careCiti boosts paid parental leave to match industry peersSo, Human Resources Is Making You Miserable?

In this episode, we dive into Elon Musk's and Vivek Ramaswamy's controversial task force, cheekily named the Department of Government Efficiency (DOGE). Their mission? To slash federal workforce numbers by targeting remote and hybrid work—impacting up to a million federal employees. We unpack the implications, including potential productivity myths and disproportionate impacts on marginalized groups. Then, we pivot to Grindr's clash with the NLRB. Accused of retaliating against unionizing employees by enforcing an in-person return-to-office mandate, Grindr’s case is a litmus test for RTO policies and their role in modern labor relations. Are we seeing the start of a broader worker movement? Finally, we explore the “human factor” in workplace design. How can organizations create an employee experience that values flexibility, connection, and well-being in a hybrid world? From balancing tradition with innovation to rethinking digital workspaces, we’ll share insights on fostering environments where employees truly thrive. Tune in for a conversation that bridges the political, legal, and cultural landscapes of today’s workplace!Connect with KateOn LinkedInKJS ConsultingArticles:Elon Musk’s first order of business in Trump administration: Kill remote workNLRB: Grindr retaliated against unionizing workers by forcing a return to officeThe human factor: 5 ways to prioritize what employees really value

This week I'm joined by Vijay Pendakur, an author and HR advisor and consultant, to dive into toxic positivity, toxic leadership and more. First, we chat about managers glossing over bad news, creating an atmosphere of toxic positivity, and losing employee trust. Next, we talk about the leadership style of Steve Jobs, and how many too often misattribute his bullying behaviors for good leadership. And we wrap up by chatting about the potential for a 2025 quitting spree due to declining employee satisfaction - do we think a quitting spree is likely or just hype?Connect with Vijay PendakurDr. Vijay Pendakur is the author of the highly anticipated book, “The Alchemy of Talent: Leading Teams to Peak Performance.” A true multi-sector organizational leader, Vijay has held senior roles at four companies: Zynga, VMware, Dropbox and Salesforce. He has also served as the Dean of Students at Cornell University. In his time at Cornell, he was named Presidential Advisor for Diversity and Equity, as part of a new approach to campus-wide transformation at the largest Ivy League institution. A widely recognized thought leader, Dr. Pendakur’s writing has been featured in Fast Company, Harvard Business Review, Forbes,  and Time. Vijay is a board advisor with Ezra Coaching, Enterprise Ireland, and Wisq. He lives in Austin, Texas, with his wife, Katie, a psychotherapist and yoga teacher, and his two young daughters, Mira and Savi. Visit his website https://www.vijaypendakur.com/Connect with him on LinkedInOr sign up for his newsletter: Quick tips for leading high performance teams. ArticlesManagers Are ‘Glossing’ Over Workplace Issues And Pushing Toxic Positivity, According To ReportI worked with Steve Jobs. Here’s what he’d say about today’s leadership styleBrewing worker resentment could fuel a 2025 quitting spree

Lindsey Caplan joins us again to discuss the stats showing that fewer than one in three employees trust their senior leaders. Next we talk about the employees fired by Meta for misusing their meal credits and what it means about org culture, trust, and how we write and implement our policies. Then, we dig into the stats that a record-low percentage of employees feel genuinely cared for by their employers, and talk about why wellness programs without real action backfire. Connect with Lindsey on LinkedIn or at The Gathering Effect.

On this week's episode, we're doing something a little different. I invited Morgan Williams, Tracie Sponenberg, and Sarika Lamont to go in-depth on one topic - SHRM. SHRM has been the talk of HR news a lot over the past year - they dropped the E from DEI, are facing a lawsuit from a former employee who is alleging discrimination and retaliation, and most recently the CEO was added to a shortlist to serve as Secretary of Labor. So we dive deep on SHRM - who they are, how they've changed, who they serve, and why it all matters. ----Connect with Sarika Lamont on LinkedInConnect with Tracie Sponenberg on LinkedIn or visit her website to sign up for her newsletter. Click on "resources" on her website for the SHRM-alternative list!Connect with Morgan Williams on LinkedIn and check out PeakHR for learning programs designed by HR practitioners for HR practitioners. ----Articles The Problem With SHRM: Why HR Professionals Feel Disappointed, Disillusioned, and Deserted SHRM faces discrimination lawsuit from former employee and criticism from some HR professionals SHRM announces removal of E from DEI SHRM Stands Ready to Partner with Biden Administration to Support Work, Workers and Workplaces Jury may decide whether SHRM conducted sham bias investigation SHRM letter to President-elect Trump ‘It would be an honor’: SHRM’s Johnny C. Taylor reportedly on Trump’s short list for labor secretary

In this episode, we talk about a new HR buzz word “polyworking” – juggling multiple jobs to make ends meet. But is it just hustle and grind culture 2.0? Then, we explore recent moves by the CFPB to extend consumer protection into employment data and cautioning businesses about surveiling employees. Finally, we revisit the debate on whether HR is truly “miserable” and talk more about how HR experiences tensions that aren't felt by other roles and departments. Connect with Lindsey at https://www.linkedin.com/in/lindseycaplan/ or https://www.gatheringeffect.com/

Is the supercommute making a comeback? In this week’s episode, Cassidy Edwards joins as we dive into the story of a man who *loves* his 7-hour daily trek. We also unpack the chaos caused by Dell's sudden return-to-office (RTO) mandate, and explore why HR needs to rethink how they roll out major changes, because lives don’t flip with the stroke of an RTO mandate. Last, we chat about how Workday's disastrous decision to send police to a hospitalized Black employee's home for a wellness check made headlines. Connect with Cassidy or subscribe to Yo! You're on Mute on LinkedIn: https://www.linkedin.com/in/cassidy-edwards-yyom/Find the articles we discussed here:Black Worker Sues US Company After They Sent Police To His Home For A 'Wellness Check' During His Medical LeaveI supercommute over 7 hours for work. I won't move out of NYC, and the journey is productive and relaxingDell staffers scramble to find childcare after 5-days-a-week office mandate gives just a few days’ notice: report

This week Kim Rohrer and Cassandra Babilya are back to discuss parental leave and policies and practices that support parents. We start off by discussing a lawsuit where a former employee of a law firm alleges that the company’s leave policy violates civil rights law because it offers an additional eight weeks of paid disability leave only to birth mothers.Find the article we discussed hereLaw firm Jones Day must face bias lawsuit over parental leave policyFollow Kim Rohrer icaretoomuch.substack.com patchworkportfolio.com peakhrlearning.com Follow Cassandra Babilya cassandrababilya.com You Got This journal https://www.amazon.com/dp/B0CPMJ5K5R Make Work Suck Less newsletter https://pages.cassandrababilya.com/posts

Are we on the verge of losing key HR leaders due to burnout and lack of strategic support? Tara Turk-Haynes, founder of Equity Activations, joins us to discuss the possible HR leadership exodus along with the EEOC’s 25-year high in disability discrimination charges and how flat hierarchies may be keeping women from applying. Plus, we explore what it all means for DEI programs as middle management roles vanish. Don’t miss it!And -> If you'd like to participate in Tara's survey about the experience of middle managers, please do so here: https://lnkd.in/gGjT8Zwm You can also connect with Tara on LinkedInThe articles we discuss can be found here:A leadership exodus looms as HR leaders consider leaving their jobsEEOC Sues Three Employers for Disability DiscriminationResearch: Flat Hierarchies Can Discourage Women Applicants

This week on Toot or Boot, Tara Turk-Haynes, founder of Equity Activations, joins us to break down Amazon's RTO mandate and the myth of in-office culture-building. Then we dive into the latest tech layoffs—is it the economy, real estate, or the upcoming election driving them? And we ask: Does simply being in the same office foster real collaboration and culture? Get ready for a wild ride!Connect with Tara on LinkedInHere are the articles we discussed: Amazon calls workers back 5 days a week—other companies may be ‘right behind them,’ expert says Cisco's huge layoff round slams Bay Area offices, more than 800 workers cut Intel is laying off over 15,000 employees and will stop ‘non-essential work’ PwC fires 1,800 employees. What’s driving Big 4’s major U.S. layoffs? Working in the office 5 days a week to build company culture is a myth, PwC report says

We dive into the "meeting industrial complex" and whether our work culture has really adapted to remote and hybrid models. Join Noah Warder, VP of People and Culture at Accent Inns, and me as we discuss how to reclaim focus time, explore Gen Z’s impact on sick days and discuss whether HR has swung too far in favor of employees. Connect with Noah on LinkedIn.Articles Gen Z is redefining sick days I've worked in HR for 36 years. Here are the 3 biggest changes I've seen in the workplace — and why I think the dial has swung too far in employees' favor. White-Collar Work Is Just Meetings Now

Noah Warder, VP of People and Culture at Accent Inns, joins to talk about founder mode and what it gets wrong. We also dive into the debate around right-to-disconnect laws. Are they necessary protections, or do they create unnecessary urgency? Plus, we explore how organizations can weave social activism into their governance. Don’t miss it!Connect with Noah on LinkedInArticles: Why Silicon Valley Is Abuzz Over ‘Founder Mode’ How to build social activism into your governance structure ‘Who dreams this crap up?’: Kevin O'Leary slams new rule that allows employees to ignore their bosses after hours

Morgan Williams, CEO and co-founder of PeakHR, joins me to break down messy Texas court rulings on noncompetes and overtime laws, and unpack this new HR trend called "The Great Detachment." Buckle up—this one's a wild ride!Connect with Morgan on LinkedInFollow PeakHR on LinkedInArticles: Federal judge strikes down FTC rule banning noncompete agreements State employees in Texas not subject to overtime rule, judge holds Welcome to ‘The Great Detachment’: Workers are checked out—and so are their bosses

Morgan Williams, CEO and co-founder of PeakHR, joins me to explore the latest round of companies announcing they're dropping or scaling back their DEI initiatives. And we connect those dots to the closing of Women Who Code, Girls in Tech, and the VCs of Silicon Valley who are putting their support behind Republican politicians.  Connect with Morgan on LinkedInFollow PeakHR on LinkedInArticles: Harley-Davidson is dropping diversity initiatives after right-wing anti-DEI campaign https://finance.yahoo.com/news/whats-happened-silicon-valley-insane-170023210.html The movement to diversify Silicon Valley is crumbling amid attacks on DEI

Welcome to another Tootsday! This week Sheila Krueger of The Benefits Bungalow, joins me to dive into the latest HR news: Are women struggling to join the gig economy because they worry about sacrificing benefits? And are return-to-office mandates driving away female talent? We also chat about the latest Textio report that found high performers are getting the worst feedback. Plus, we explore why quality feedback matters for everyone. Follow Sheila on LinkedInArticles: Women want to join the gig economy — but they can't sacrifice their benefits ‘The system is not working for women’: Companies with return-to-office mandates are hemorrhaging female talent High performers at work get the worst feedback, and it's driving them to quit

This week Cassandra Babilya and I break down some of the latest HR buzzwords. Is "Hushed Hybrid" just another overhyped term and is it a case of disempowered managers? And do leaders really care about employee engagement? Then we've got the Great Resignation 2.0—Cassandra calls BS on this one—and the bizarre rise of Employee Nesting. Are employees doomed whether they job-hop or stay put? Tune in for the trend-busting breakdown!Follow Cassandra Babilya cassandrababilya.com You Got This journal https://www.amazon.com/dp/B0CPMJ5K5R Make Work Suck Less newsletter https://pages.cassandrababilya.com/posts Articles Hushed Hybrid Leaders don’t really care about employee engagement. Here’s why Great Resignation 2.0 could be on the horizon, with 3 in 10 workers planning to quit in 2024, survey shows 3 Ways To Know The Difference Between ‘Employee Nesting’ And Company Loyalty

Are Summer Fridays dead because of remote work? Sheila Krueger of the Benefits Bungalo joins me to break down this and more. We start off by talking about The New York Times piece, “So, Human Resources Is Making You Miserable?”—and the heated discussions it’s sparked. Plus, we dive into the Honeywell controversy: firing an employee for refusing mandatory DEI training. Tune in for all the drama!Follow Sheila on LinkedInArticles So, Human Resources Is Making You Miserable? Honeywell employee fired for skipping DEI training has no bias claim Summer Fridays are dead because remote work killed them

On this week's Toot or Boot, Cassandra Babilya and I dive into Greece's befuddling decision to introduce a 6-day workweek. Plus, what is the "broken rung" and is it really what’s holding women back in their careers? And Citi steps up by boosting paid parental leave to match the competition. Join us as we break it all down!Follow Cassandra Babilya cassandrababilya.com You Got This journal https://www.amazon.com/dp/B0CPMJ5K5R Make Work Suck Less newsletter https://pages.cassandrababilya.com/posts Articles Citi boosts paid parental leave to match industry peers Greece six day work week Women can’t fix the ‘broken rung’ unless they acknowledge the role they play in workplace bullying and discrimination

On this week’s *Toot or Boot*, we’re diving into generational workplace dynamics! Kim Rohrer joins the show to talk about if Gen Z really is the hardest to work with, or is it just a myth? We also explore how Gen X is faring in the 401k experiment and the surprising trend of Gen Z maxing out their retirement savings. Join us for the generational deep dive you didn’t know you needed!Follow Kim Rohrer icaretoomuch.substack.com patchworkportfolio.com peakhrlearning.com Articles Gen X is the 401(k) 'experiment generation.' Here's how that's playing out. Meet the Gen Zers maxing out their retirement savings Gen Z really are the hardest to work with