“Glassdoor. Glassdoor serves a purpose. The free version of Glassdoor specifically is not a comp tool. So don't rely on that. Be careful when employees come to you when they're arguing for a raise and they've done researc...”
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“Well, in my mind, I definitely correlate it to engagement. So if I correlate it to engagement, look at a very wide range of factors on our dashboard monthly, um, leading indicators, lagging indicators. We regularly inter...”
“became SkillCycle, which essentially brings performance and development together. It's unique in, as far as HR tech platforms, because you have HRISs that do everything, not that. Then you have these point solutions that...”
“So firstly, I would look at your data, you know, look at your performance calibrations, see how they are within our performance. I don't know if this happens for a lot of other people, but within our performance cycle an...”
“Yeah, and I'll give, I'll give a little bit of a plug to the tool that I use. I would say the one-word answer for you, Dave, is critical. Using technology is very important because on our own, we cannot go out and get re...”
“leadership executive sponsorship that I was able to make a lot of good things happen within organizations that are often nebulous and very difficult at times. And so that's how I spent my majority of my career. I left co...”
“this culture measurement tool where they went out and surveyed the organization and measured the difference between what I do and what I observe and the gaps between the two. And through that, they distill human behavior...”
“Yeah, so this is a great question because I love metrics and stats in HR. It truly drives me, and I think it's how we can have those decisions made and pushed with leadership. Any app or program we have has data and metr...”
“A assessment, the Enneagram, the Predictive Index. I think you could name 20 right off the cuff, but again, the more you understand about yourself, what are your strengths, what are your blind spots, the better, because...”
“And these tools were essentially trying to triangulate performance using a lot of independent data points. The intention was great, but it was really tough for new managers to navigate, especially coming from different b...”
“our virtues. But it's also in our recognition systems. We've added it to our intranet so people can do shoutouts, and it's gained real momentum. And the belief is that we're going strong. So again, that challenge still b...”
“approach. We're going to be putting in a number of things. We have a financial planning benefit for all of our employees. Which is paid for by the college, which is a game changer in terms of an employee benefit because,...”