The Talent Economy Podcast

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Preventing Burnout in Times of Crisis

Season 2, Ep. 2

Companies have faced many challenges during the pandemic, but the best ones prioritized their employees’ mental and physical health—and were successful as a result. In fact, the only way to maintain a healthy work environment is to make sure staff feels safe, heard, and valued. 

Joining Toptal’s Thought Leadership Lead Editor Meredith Bodgas today is Roche Diagnostics’ Bridget Boyle, People and Culture Business Partner, Enterprise Diagnostics North America. She is the former Vice President and Senior HR Business Partner of JPMorgan Chase & Co. and has more than 25 years of experience working in HR. 

Since Boyle joined Roche Diagnostics in 2007, she has helped transform its culture and beliefs, leading to a strong and sustainable relationship with employees, customers, and patients.

In this episode, we talk about how Roche increased its retention rate during the pandemic, all while creating and distributing key COVID-19 tests and diabetes-care products. We also talk about the company’s tactics to prevent employee burnout, the importance of nurturing connections, and how to make workers feel secure and cared for. She explains how Roche dealt with internship programs, recruiting, and much more in an inspiring conversation. 

Some Questions Asked:

  • Tell us about your path to leading people and culture at Roche.
  • Roche has been in the news during the pandemic for creating tests. Can you tell us a little bit about those tests? 
  • You mentioned that you thought about how to feed your essential employees. What do you mean by that? 
  • What did you do for the parents at Roche and the other caregivers?
  • How did you prevent employees from burning out? 
  • Mental health apps exploded in 2020. Did Roche offer any of these to their employees? 
  • How did Roche keep employees physically healthy? 
  • How did Roche approach internships during the pandemic? 

In This Episode, You Will Learn:

  • Roche’s two types of essential workers 
  • How Roche ensures people feel connected to leaders and the company’s vision 
  • New ways for providing employees relief 
  • How Roche makes essential workers’ lives easier 
  • The positive impact of less formality and more realness 
  • How having a lighter touch in the performance review process increases connection and discussion 

Links:


More Episodes

5/24/2021

Preparing for the New Normal

Season 2, Ep. 6
The past 14 months have changed the way we work. And as workplaces grow more flexible, companies can begin to adapt their cultures in creative ways. In this episode, we speak with Kristin Johnson, Chief Human Resources Officer of Fortune 500 company Edward Jones, about what reopening can look like.Johnson joined the premier financial services firm in 1995 as a member of the internal audit department, and continued to climb the ranks over the next 24 years. In November 2019, she was appointed Chief Human Resources Officer and began leading efforts to attract, develop, and engage the 49,000-person workforce with a commitment to diversity and inclusion. She serves as a senior executive sponsor of Edward Jones’ Black/African American and Young Professionals Business Resource groups, as well as serving on the boards of the Center of Creative Arts, Webster University, and the Saint Louis Fashion Fund.Johnson shares insights into why being a human-centered company matters, the importance of respecting the individual, and what it’s like to work as a high-ranking executive in a male-dominated industry. She also discusses the challenges corporations face in a post-pandemic world, including effectively communicating in a remote environment while still focusing on employees’ continuing education.Some Questions Asked:Can you tell us a little bit about your path from accounting to leading almost 50,000 people?What role would you say that continuous learning plays in attracting and retaining top talent?How has Edward Jones expanded wellness programs in light of COVID-19? What direct benefits are you already seeing?In This Episode, You Will Learn:The role creativity plays in human resourcesHow lessons from ballet translate to the world of HRHow COVID-19 has affected training and development programsLinksKristin Johnson - Edward JonesKristin Johnson - LinkedIn
5/3/2021

Humanizing the Hiring Process

Season 2, Ep. 5
As lack of transparency in the hiring process is becoming a thing of the past, we ask our guest, Austin Belcak, CEO of Cultivated Culture, what this transition to greater openness looks like for both companies and job candidates.Belcak pursued a bachelor’s degree in biology from Wake Forest University and put his minor in entrepreneurship to the test after a harrowing experience working in healthcare put him back on the job market. He had sent more than a hundred resumes in 30 days without getting a response, when Belcak designed a solution: a system to get employed by the companies he dreamed of working for. His method was so effective that he landed interviews and offers from Twitter, Google, and Microsoft.Belcak, whose strategies were featured in Forbes, Business Insider, Fast Company, and Inc. Magazine, shares his ideas about what candidates and companies should do differently to get the best out of the hiring process. We discuss one-way interviews, and why most candidates don’t like them. We also touch on the importance of referrals and their role in employee retention. You will hear Belcak’s vision of how assessments should be run and what candidates can do to differentiate and highlight their resumes.Some Questions Asked:How should companies better tell their stories to recruit top talent?How can companies tell whether an applicant is aligned with their values and what they’re trying to accomplish?What impact do referrals have on retention and performance?In This Episode, You Will Learn:About companies taking public stands on social issues to attract the type of talent that is aligned with their valuesThe risks companies are taking when they are not open and transparent in their search for candidatesThat potential and knowledge are not the same, and what folks with no traditional work experience can do to get hiredLinks:Austin Belcak - LinkedInAustin Belcak - InstagramCultivated Culture websiteCultivated Culture Free Tools for Job SeekersThe Dream Job System Podcast
4/12/2021

Corporate Culture Renovations

Season 2, Ep. 4
A healthy, empowering, and people-centered culture is vital for any company to thrive, but leaders must model the company’s culture every day for it to take root. Toptal’s Chief People Officer Michelle Labbe speaks about this with Ana White, Executive Vice President and Chief People Officer of F5 Networks.Ana White earned a Bachelor of Science in Mathematics and a minor in Economics from Seattle University. She graduated with honors and received both academic and athletic scholarships. Early in her career, White discovered that her love for people was more prominent than her other passion, her love of numbers. Before joining F5 Networks, she worked as a Compensation Consultant at Watson Wyatt Worldwide and as General Manager of Human Resources at Microsoft.White, who is dedicated to generating social impact through her work, shares her thoughts on the importance of bringing the company’s culture alive through rewards and recognition and focusing on creating an environment of support and positive feedback rather than a competitive one. We also speak about how crucial it is for companies to provide a platform for employees to realize the personal satisfaction that comes from helping the community and what F5 Networks is doing to raise awareness about mental health issues.Some Questions Asked:Now that COVID-19 is upon us, how have you all had to shift or pivot with the people’s needs?I read a really great article that you wrote on LinkedIn about empowering employees to make a personal connection and social impact. Can you tell us more about that?F5 Networks has around 6,000 employees. How are you keeping everybody together to feel like it’s a family with that many people?In This Episode, You Will Learn:About shifting into an agile mindset from the engineering perspectiveThe importance of the people-first approach at F5 Networks bringing clarity and certainty during difficult timesHow normalizing the conversation about mental health issues through education, understanding, and support is an essential part of well-beingLinks:Ana White - LinkedInF5 Networks