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Employment Law Today

Tuesday, September 14, 2021
14
Sep
Facebook Live Video from 2021/09/14 - Creating Workplace Culture During Covid

 
Facebook Live Video from 2021/09/14 - Creating Workplace Culture During Covid

 

2021/09/14 - Creating Workplace Culture During Covid

[NEW EPISODE] Creating Workplace Culture During Covid

With the Covid-19 pandemic, employers have faced many challenges regarding creating company culture for employees, attracting multi-generational talent, and following proper workplace procedures. However, with a new type of workforce emerging, there are opportunities for employers to build morale, improve diversity and inclusion, and have a cohesive workforce that thrives on socially conscious and ethical ways to relate to their employees.

Join me and my guest, John Edwards, Regional Practice Leader at Paypro Workforce Management, as we discuss these issues on Employment Law Today!

Tune in for this informative conversation at TalkRadio.nyc or watch the Facebook Livestream by Clicking Here.


Show Notes

Segment 1

Eric begins the show by introducing the topics for tonight's episode. He talks about creating workplace culture during COVID-19. Tonight's guest John Edwards of Paypro has been a part of the human capital management space for twenty years. John helps organizations with human resources, like employee benefits and payroll needs. John has an undergraduate and graduate degree in business administration. He is also a part of a non-profit, Final Salute. Before the break, John goes into detail on his background and how he got started in human resources.

Segment 2

After the break, Eric continues the conversation on inclusion and inviting diversity in the workplace. He adds how it’s not beneficial for companies to ignore employees' uniqueness; race, gender, or religion. John talks about how having diverse employees can bring different solutions to the table. Eric asks John what are some practices employers can use to attract younger generations without alienating older generations? John answers with environmental,social, and corporate governance. It’s a universal practice that can resonate with both generations.

Segment 3

Coming back from the break, Eric and John discuss how companies can minimize their risk factors during COVID. John talks about following CDC guidelines and having consistent health screening and social distancing. Eric and John also talked about workforce productivity. John says wellness should be forefront. As an employer, they must ensure policies are working with their employees and not against them.

Segment 4

After the break, Eric and John discussed the benefits of having various age groups as employees. John talked about his team based approach and how it helps his company. Eric and John continued the conversation on benefits of the older and younger generations. John mentioned that the younger generation are coming from great schools with strong education. On the flipside he talks about the benefits of the seasoned workers and their wisdom and experience. Toward the end of the segment John tells the audience the best way to reach him and his team.


Transcript

00:05:23.670 --> 00:05:30.780 Eric Sarver, Esq.: Good evening, welcome to employment law today i'm your host erick solver i'm an employment law and business law attorney.

00:05:31.110 --> 00:05:39.900 Eric Sarver, Esq.: And I host this weekly live talk radio show and video podcast every Tuesday 5pm to 6pm on talk radio nyc.

00:05:40.410 --> 00:05:48.150 Eric Sarver, Esq.: And the purpose of my show is to help small to mid sized business owners, including startups and businesses have been around for many years.

00:05:48.570 --> 00:05:58.110 Eric Sarver, Esq.: to learn about and get clarity on the various employment law legal law and business law issues and also the non legal issues, the employment.

00:05:58.500 --> 00:06:04.080 Eric Sarver, Esq.: and business issues that many of us are facing today, particularly in light of the coven 19 pandemic.

00:06:04.650 --> 00:06:14.460 Eric Sarver, Esq.: And so, in the spirit I have guests every week, who can share their knowledge and their experience and give helpful guidance and tips and tonight, I am very happy to have.

00:06:15.120 --> 00:06:22.050 Eric Sarver, Esq.: My colleague john edwards, who is the regional practice leader at PayPal workforce management john welcome to the show.

00:06:22.950 --> 00:06:24.300 John Edwards: hey Eric, thank you for having me.

00:06:24.960 --> 00:06:26.970 Eric Sarver, Esq.: Oh, my pleasure sounds great to have you on the show tonight.

00:06:28.050 --> 00:06:34.050 Eric Sarver, Esq.: i'm going to give you a more proper introduction in just a moment, but I thought first i'd introduce the topic for our listeners know what they're in for this evening.

00:06:34.800 --> 00:06:45.180 Eric Sarver, Esq.: And Okay, so our topic tonight is called in creating workplace culture during coven and the premise here is that with the coven 19 pandemic.

00:06:45.810 --> 00:06:52.860 Eric Sarver, Esq.: Many employers have faced a lot of challenges regarding creating company kosher for their employees, some of you might relate if you're listening tonight.

00:06:53.760 --> 00:07:00.600 Eric Sarver, Esq.: The challenge of attracting, for example, multigenerational talent and following proper workplace procedures.

00:07:01.260 --> 00:07:09.510 Eric Sarver, Esq.: And out now with a new work type of workforce emerging their opportunities as well for employers to build morale and to improve diversity.

00:07:09.930 --> 00:07:19.620 Eric Sarver, Esq.: and inclusion and have a cohesive workforce that thrives on socially conscious and ethical ways to relate to employees and relate to customers and clients.

00:07:20.130 --> 00:07:30.510 Eric Sarver, Esq.: And so tonight i'm here my guests, as I mentioned john edwards regional practice leader at pay pro workforce management and we're going to discuss this issue of creating workplace culture.

00:07:31.290 --> 00:07:40.920 Eric Sarver, Esq.: right here on the show tonight so with that i'll just give an introduction more properly fitting for john a little bit of background for our listeners to to hear, if I may.

00:07:41.610 --> 00:07:49.770 Eric Sarver, Esq.: And so, as I mentioned john did pay pro and he has been in the human capital management space for about 20 years now.

00:07:50.370 --> 00:07:55.620 Eric Sarver, Esq.: He helps organizations with human resources with employee benefits and with payroll needs.

00:07:56.280 --> 00:08:04.770 Eric Sarver, Esq.: john has both an undergraduate and graduate degree in business administration and he's a member of the society for human resource management, which we call sherm.

00:08:05.250 --> 00:08:19.830 Eric Sarver, Esq.: And hoes licenses in property casualty life and health insurance as well when he isn't working China enjoy spending time with his family attending his sons across schemes running doffing playing soccer.

00:08:21.390 --> 00:08:27.690 Eric Sarver, Esq.: attending his daughter's cheerleading competitions and volunteering his time with a nonprofit called the final salute.

00:08:28.170 --> 00:08:38.880 Eric Sarver, Esq.: which provides honor guard services and the final salute during funerals for New Jersey veterans and their families, so john once again really great to have you here to share your knowledge with us tonight.

00:08:39.690 --> 00:08:54.330 John Edwards: Yes, likewise, so thank you for the bio is really great I am what they consider a cheer dad so I love attending my my daughter's cheerleading competitions and my son's lacrosse tournament so i'm excited to be here yeah.

00:08:54.540 --> 00:09:01.080 Eric Sarver, Esq.: Sure it's right, and I think we're with you never taken your choice, I think we talked about this before our kids and I have a young son just turned two.

00:09:02.160 --> 00:09:07.680 Eric Sarver, Esq.: So there's there's a, but I can participate, always like little things each each month, and he grows and changes in daycare.

00:09:08.550 --> 00:09:18.690 Eric Sarver, Esq.: I try to imagine what would be like when he's 15 or 16 or 18 take it one day at a time, but it's nice to know that there is those those also those things when they're old and is still you can still enjoy with them.

00:09:19.980 --> 00:09:24.780 John Edwards: yeah they do say big kids big problems i'm starting to feel that slowly but surely.

00:09:26.730 --> 00:09:34.950 Eric Sarver, Esq.: Surely luxury problems and sure if it so, but what I something to the topic a little bit just to kind of cut to hear.

00:09:35.700 --> 00:09:45.300 Eric Sarver, Esq.: So john, can you tell us a little bit more about about yourself your additional relevant background, maybe, and maybe anything that led you to the HR space, you want to share tonight.

00:09:46.230 --> 00:09:58.350 John Edwards: yeah I mean, I do have a very cool story and what how I got into this space, and so I can talk so if you need me the real man just just just let me know.

00:09:59.010 --> 00:09:59.640 John Edwards: I got some.

00:10:00.270 --> 00:10:00.840 Eric Sarver, Esq.: Great ahead.

00:10:01.350 --> 00:10:11.280 John Edwards: So my my mom always want and you'll appreciate it my mom always wanted me to be a CPA and she always she had these dreams grandiose dreams, I have in my own practice.

00:10:11.790 --> 00:10:26.910 John Edwards: That was her vision for me and I was, I was kind of on that track, you know is heading that way until probably about junior year in college, I took a marketing class i'm like marketing what's that I just thought coupons and cute brochures.

00:10:28.260 --> 00:10:30.540 John Edwards: But along the way, before getting to that point.

00:10:32.640 --> 00:10:39.900 John Edwards: You know I took site classes and sociology classes, so I would bump into Sigmund Freud not literally but through writing.

00:10:41.220 --> 00:10:51.510 John Edwards: maslow's hierarchy of needs, but when I took this one marketing class was consumer behavior and I bumped into these guys again right Abraham and sigman and.

00:10:52.380 --> 00:11:03.600 John Edwards: What was pretty cool is we were doing a case study on well on the United States army and, at the time, well, I guess i'm OJ so i'm dating myself this was like the early 90s.

00:11:04.500 --> 00:11:19.500 John Edwards: The recruiting efforts their recruiting efforts were very low, so their numbers going in were very low, and they were trying to figure it out what was going on, so Lo and behold, through you know meeting with consultants and advertising agencies.

00:11:21.000 --> 00:11:32.160 John Edwards: They followed maslow's hierarchy of needs, so the top wrong self actualization so they came up with this marketing campaign be all you can be.

00:11:33.300 --> 00:11:50.520 John Edwards: um yeah so from there they're recruiting efforts went up and that really drive to help through recruiting efforts so that's kind of where I I kind of developed a very strong passion for marketing however exiting out of college.

00:11:51.990 --> 00:12:00.690 John Edwards: My first job I don't know if i'm allowed to name names, but it was so I was with an organization called adp I think a lot of people are familiar with them so.

00:12:01.110 --> 00:12:06.810 John Edwards: What was cool back then is so we were doing consulting and we were providing HR outsourcing services.

00:12:07.770 --> 00:12:16.260 John Edwards: And, in the meantime their recruiting effort was being an employer of choice, so i'm like wow here i'm coming out of college.

00:12:16.890 --> 00:12:23.520 John Edwards: I did I let my mom down right out of the gate and it's good just just do it right out of the gate I never became so gay.

00:12:24.300 --> 00:12:33.000 John Edwards: But I got my my marketing degree, and when I was an EDP just analyzing the situation of becoming an employer of choice I learned a lot.

00:12:33.720 --> 00:12:47.700 John Edwards: And you know, I was consulting and providing the services these HR outsourcing services from payroll HR employee benefits to clients and you know it, that old mantra or cliche of hand the glove it just fit.

00:12:48.060 --> 00:13:07.080 John Edwards: It just fit it felt right and I just kept running with it and I stayed in the industry from adp I went to other global risk management companies where I did employee benefit consulting we got heavy into HR culture total rewards.

00:13:08.310 --> 00:13:14.370 John Edwards: So yeah that's kind of my my long story trying to keep it as short as possible and that's why i'm selling this space.

00:13:15.150 --> 00:13:25.260 Eric Sarver, Esq.: No, I think it's great you know I think it's like this right amount of time there in terms of your background john little extra context and color for our audience it's interesting how you mentioned, like the.

00:13:26.280 --> 00:13:37.440 Eric Sarver, Esq.: Housing kind of fit hand in glove but the interesting thing is that you're taking like psychology courses and social sociology courses, like in college and then the marketing and I can certainly see how.

00:13:37.950 --> 00:13:49.740 Eric Sarver, Esq.: The HR world combines those things right combines like psychology there's a phrase industrial psychology which refers to, I think the psychology of consumers in business or how.

00:13:50.220 --> 00:14:02.340 Eric Sarver, Esq.: Companies work within employee structures but interesting that those those things were sort of a passion for you and not able to channel into what you do an HR and benefits the consulting space.

00:14:03.420 --> 00:14:09.300 Eric Sarver, Esq.: i'm always interested to hear like how people get into their space and i've always had a passion for law, even as a small kid.

00:14:09.720 --> 00:14:14.520 Eric Sarver, Esq.: And, and then in college the creative aspect with writing and the arguing and debating the analysis.

00:14:14.940 --> 00:14:21.000 Eric Sarver, Esq.: All fit for me, I will make a joke you mentioned your mom you know letting her down with a CPA thing tongue in cheek there and.

00:14:21.420 --> 00:14:24.690 Eric Sarver, Esq.: had a few friends that went through that were coming out of school, but I know for me.

00:14:25.080 --> 00:14:35.340 Eric Sarver, Esq.: My parents put that they never pushed me in a career direction they always said, whatever you want to be is fine, but I was saying, want to be a Laura since I was like 10 years old, so not many parents bit of pushback on that you know.

00:14:36.180 --> 00:14:46.320 Eric Sarver, Esq.: But but back to you again out to your to your space so you're in the HR space right you're here you're here now you've been here for a while and then covert 19 hits and i'm wondering.

00:14:47.520 --> 00:14:56.370 Eric Sarver, Esq.: You talked a lot about diversity and inclusion of the last few years right it's not just about you know the weaving in the employment space and it's not just about.

00:14:57.270 --> 00:15:03.960 Eric Sarver, Esq.: You know, avoiding litigation it's about making the actual active effort to include people of different backgrounds and i'm wondering.

00:15:04.440 --> 00:15:19.650 Eric Sarver, Esq.: How are you john how are you seeing the term diverse and inclusive workforce being used by employers today and i'm wondering also like how important do you believe it is for employers to attract that you know diverse and inclusive workforce in today's post Coleman workforce.

00:15:21.030 --> 00:15:28.020 John Edwards: yeah so it's very, very important um so there's two to cast of characters out there, that I say.

00:15:28.860 --> 00:15:38.610 John Edwards: i'm in my travels so there and I, you know I may be grown up with a mother that's from New York i'm full of these cliches so.

00:15:39.420 --> 00:15:50.730 John Edwards: The the fake it till you make it that's out there, so there are companies out there they're using dni there as a marketing ploy and I visit some of them and we're trying to help them as well.

00:15:51.300 --> 00:16:04.440 John Edwards: And they're like we're all into dni right on the diversity inclusion, but when you meet with them you're you're in their conference room and there's a certain color and there's a certain age and you're like you're not really doing it and.

00:16:05.850 --> 00:16:11.190 John Edwards: And then you meet those their their their full boat into it, meaning.

00:16:12.330 --> 00:16:23.490 John Edwards: If you hear, we want the inside, to look like the outside, then you know you're dealing with the real deal Holyfield so their policies are in place everything's in their handbook.

00:16:24.000 --> 00:16:44.310 John Edwards: um they definitely are trying to recruit in all aspects or backgrounds and age, so you know even dni even includes you know veterans, but it also includes race, age, now the OJ inclusive thing was like the lactating room.

00:16:45.720 --> 00:16:54.000 John Edwards: That has morphed some companies have moved they're like hey bring you a you know used to be, when you, you came to work, it was check you at the door.

00:16:54.450 --> 00:16:59.190 John Edwards: Right now it's bring you to the door it's it's a whole different mantra and companies are having.

00:17:00.720 --> 00:17:07.590 John Edwards: Healthy conversations yeah conference room conversation where they you know they want to hear employees have to say.

00:17:07.920 --> 00:17:09.060 John Edwards: Like your air out.

00:17:09.060 --> 00:17:24.720 John Edwards: pleasantly your gripes you know how do you feel, how do we change, how do we make this more inclusive so they're leaning on their employees little more to develop their strategy and execute and to write policies employment policies as well i'm in addition.

00:17:25.770 --> 00:17:33.150 John Edwards: As you mentioned before, as G right environment, social governance wellness those are.

00:17:34.020 --> 00:17:44.340 John Edwards: Big cultural I liked it I don't wanna say hawks if that's appropriate world we're because most most generations most age most backgrounds love the planet right.

00:17:44.730 --> 00:17:55.680 John Edwards: Sure, like, I think you can get a wide spectrum of those I love the ocean, they want to clean ocean right they want a healthy vibrant planet so that's kind of almost universal.

00:17:56.970 --> 00:18:03.660 John Edwards: Especially when it comes to governance, because the younger crowd and coming out of college, so what we experienced.

00:18:04.260 --> 00:18:14.460 John Edwards: they're reading about Enron they're reading about Bear Stearns they're reading about the economic crisis, the mortgage crisis and they're like holy cow I don't want to work for companies that do that.

00:18:14.940 --> 00:18:30.360 John Edwards: um and wellness and wellness is pretty universal especially encoded you know mental wellness financial wellness healthy living that's huge that's pretty universal, especially with the younger crowd they want that.

00:18:30.720 --> 00:18:33.270 John Edwards: Even the older crowd it's time hey you know what.

00:18:34.080 --> 00:18:43.080 John Edwards: You know i'm very season I gotta watch my p's and q's I gotta be healthy, I gotta I gotta do the exercise and eat right, so I can have longevity in retirement so.

00:18:43.500 --> 00:18:52.680 John Edwards: Those are really hot topics and universal and companies are starting to intertwine it into the corporate fiber of the of their culture.

00:18:53.400 --> 00:18:53.730 yeah.

00:18:54.780 --> 00:18:59.580 Eric Sarver, Esq.: yeah you know I think I tend to agree with you, I see it, a lot with clients well business owners and I think that.

00:19:00.090 --> 00:19:15.030 Eric Sarver, Esq.: The this idea that diversity inclusion is more expansive when people might just might think of originally it's a transit goes beyond includes raise national origin but also can include, as you mentioned john the veterans as able bodied disabled or otherwise able bodied people.

00:19:16.230 --> 00:19:22.620 Eric Sarver, Esq.: intergenerational terms of age of employees and I think it's like you know interesting that you can have like six a.

00:19:23.100 --> 00:19:37.020 Eric Sarver, Esq.: company that might be able to attract talent from all those different pools, and not alienate one of the other, and I think that might be a great jumping off points themselves may come back, we have our first commercial break if you can believe it the time.

00:19:37.380 --> 00:19:39.210 Eric Sarver, Esq.: always goes back, I feel, but.

00:19:39.240 --> 00:19:47.760 Eric Sarver, Esq.: We have plenty of time left so don't worry don't worry about a thing so i'm here tonight Eric Sabra host of employment law today my guest, Mr john and words.

00:19:48.300 --> 00:19:57.090 Eric Sarver, Esq.: From a pro so when we come back we'll be talking more about this diverse and inclusive workforce and different policies that employer can use to to attract.

00:19:58.140 --> 00:20:01.650 Eric Sarver, Esq.: A healthy team of employees so stick around we'll be right back.

00:22:14.640 --> 00:22:22.080 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver and here tonight with my guest john edwards from a pro.

00:22:22.770 --> 00:22:28.290 Eric Sarver, Esq.: workforce management and we were just talking before the break john something you said just I.

00:22:28.890 --> 00:22:35.790 Eric Sarver, Esq.: wanted to mention, but I wanted to get to the commercial break, so we can roll into the topic, but I wanted to say, you know I appreciate you're.

00:22:36.240 --> 00:22:46.110 Eric Sarver, Esq.: Pointing out something that i've seen in employment circles as well that with diversity and inclusion, I heard you talking about how compared to the old guard right and then times now.

00:22:46.560 --> 00:22:56.670 Eric Sarver, Esq.: it's not about say companies know inviting diverse people and count on them to check their personality at the door check their uniqueness, I think a lot of companies used to think that.

00:22:57.150 --> 00:23:10.170 Eric Sarver, Esq.: Diversity, inclusion and being non discriminatory they used to think of it as well, we are colorblind you know we're age line we're you know we don't see color or national origin or religion, we just see you as the as the worker.

00:23:10.560 --> 00:23:16.680 Eric Sarver, Esq.: And I think the challenge, there is that we're not actually then acknowledging and celebrating people's and say.

00:23:17.280 --> 00:23:27.630 Eric Sarver, Esq.: Diverse like perspective, their culture, what they can bring to the table, whereas now we're saying you know right bring who you are and and no need to check it, as you said, to embrace it.

00:23:28.080 --> 00:23:37.110 Eric Sarver, Esq.: And that was interesting point and I think it's also to some business owners may be counterintuitive that you know, the more you have discussions, like in the workplace.

00:23:38.040 --> 00:23:44.070 Eric Sarver, Esq.: about these issues, a lot of people think oh that's that's rubbish right that's taboo we're gonna open up a can of worms, for you know.

00:23:44.490 --> 00:23:50.070 Eric Sarver, Esq.: disputes and discrimination, but I think what often happens is that, by having those conversations.

00:23:50.460 --> 00:24:01.680 Eric Sarver, Esq.: It sort of alert people at this some know what discrimination is like and to learn about micro aggressions and that helps to clear the air, I wonder if that's something that you've seen as well, what your thoughts are about that.

00:24:03.180 --> 00:24:07.230 John Edwards: yeah yes, and so, when it comes to recruiting.

00:24:08.460 --> 00:24:21.630 John Edwards: right back to cliches again birds of a feather flock together so when when you have a when you have someone from a certain background, whatever its age or race or cultural background.

00:24:22.650 --> 00:24:28.650 John Edwards: So when you're in an environment like you said, and I said we're it's open in these discussions are having.

00:24:29.790 --> 00:24:36.450 John Edwards: That resonates with that person of that background, so when it comes to recruiting you know, in setting policy.

00:24:37.200 --> 00:24:52.140 John Edwards: You know birds of a feather flock together when those referral programs come out hey john who do you know your typical recurring thing hey you bring someone in will give you like 500 hours but i'm going to reach out to like minded people people, people like me.

00:24:53.220 --> 00:25:01.200 John Edwards: So my background is Puerto Rican Colombian my mom side, German, English, on my dad's side, so I know these people right so chances are.

00:25:01.800 --> 00:25:08.460 John Edwards: i'm gonna i'm going to ask a bright, you know someone that's from the you know put a rank in design or Colombian did send that.

00:25:08.760 --> 00:25:13.710 John Edwards: hey you know i'm working for this company and they're they're very open minded they're very forward thinking.

00:25:14.310 --> 00:25:21.660 John Edwards: um you know I and there's a job position opening you know, give me your resume and it's very important if I could just add one thing.

00:25:22.560 --> 00:25:30.660 John Edwards: Especially I learned in my marketing class, so we did it we did a case study right on the on the chevy Nova and i'm bringing this up because.

00:25:31.200 --> 00:25:39.930 John Edwards: it's important to have people from different backgrounds, with a different lens so chevy Nova did a case study, because they were trying to sell the product.

00:25:40.410 --> 00:25:58.470 John Edwards: Right to the Spanish Hispanic back community, but it was failing miserably but everybody knows that the word vamos means go right and Bob is the root word of go in the car was Nova so if they had someone on the product development team I don't know if they did, or they didn't.

00:25:58.920 --> 00:26:00.120 Maybe someone got a sniff.

00:26:01.230 --> 00:26:05.640 John Edwards: you're not going to sell out of these cars in Spanish, because your courses don't go.

00:26:07.980 --> 00:26:09.120 Eric Sarver, Esq.: You run for a car yeah.

00:26:09.480 --> 00:26:22.140 John Edwards: yeah when you open it up it's very important that the boardroom yeah the boardroom inside looks like outside um it's it's just very fruitful for for organizations to think like that yeah.

00:26:23.430 --> 00:26:24.210 Eric Sarver, Esq.: So yeah.

00:26:25.020 --> 00:26:26.250 Eric Sarver, Esq.: Oh sorry yeah.

00:26:26.280 --> 00:26:29.430 John Edwards: that's that's my my thing is everyone's everyone looks at.

00:26:31.080 --> 00:26:36.180 John Edwards: Problem Solving, especially those are with engineer background for a different lens.

00:26:36.360 --> 00:26:38.460 John Edwards: So they're going to bring different solutions.

00:26:38.520 --> 00:26:47.730 John Edwards: To the table yeah and they're all they're going to be the best of breed solutions, so it just it behooves corporations to start thinking like this start moving like this.

00:26:48.840 --> 00:26:51.870 John Edwards: versus the old adage yes right.

00:26:52.740 --> 00:26:58.470 Eric Sarver, Esq.: So it helps them for an employment point of view, with their employees and morale I can attest that helps I think my opinion.

00:26:58.950 --> 00:27:06.750 Eric Sarver, Esq.: The legal point of view, because I think that people are often less likely, they say, to lay a termination at their employers feet, based on.

00:27:07.200 --> 00:27:13.380 Eric Sarver, Esq.: Discrimination if the company is more diverse and as actively recruited as active discussions and conversations.

00:27:13.800 --> 00:27:21.960 Eric Sarver, Esq.: The very often the distribution still happens sometimes it's someone's fired for legitimate reason but they believe they perceived as discrimination, something that has to do with.

00:27:22.350 --> 00:27:28.320 Eric Sarver, Esq.: Maybe their own experiences, but sometimes it could be on the company, because they didn't have enough of a diverse workforce.

00:27:28.710 --> 00:27:39.360 Eric Sarver, Esq.: to know those conversations I know it can be more complex than that of course to but just an example, I mean to your point I think it's like who's companies, you know to be to have a wider lens to look through.

00:27:40.410 --> 00:27:47.220 Eric Sarver, Esq.: And you mentioned that in terms of starting to talk about policies and practices, so I was wondering if we can get into a little bit you can tell us the audience tonight.

00:27:48.510 --> 00:27:54.990 Eric Sarver, Esq.: What are some practices and policies that employer can use let's say let's say to attract a young a diverse team of employees.

00:27:56.100 --> 00:28:04.620 Eric Sarver, Esq.: Maybe, for example, how do you attract you mentioned a little bit about younger generation, how do you do in a way that doesn't do you need the older generations.

00:28:06.180 --> 00:28:19.530 John Edwards: Yes, so not to repeat he SG pisco is going to come back up um because yeah It really is universal um so the more seasoned.

00:28:20.250 --> 00:28:37.530 John Edwards: Employees they're there they're into as well, a lot of them, or you know baby boomers you know they grew up in that Woodstock era peace love and happiness and that's where to the whole thing came out, you know the tree hugger and all that thing, so a lot of them are.

00:28:38.460 --> 00:28:39.360 John Edwards: Pro environment.

00:28:39.960 --> 00:28:49.170 John Edwards: And and guess what they're there in the workforce, so there are they are capitalists not to the extreme, but they're capitalists they want to make money.

00:28:50.130 --> 00:29:05.580 John Edwards: They want a vibrant career, but they also or environmental conscious and friendly and a want what's best for the environment as well and that's same thing with the younger crowd as well, so I would definitely revert to usg and wellness.

00:29:06.690 --> 00:29:09.930 John Edwards: Because I think that's a mutual playground.

00:29:10.950 --> 00:29:16.440 John Edwards: Where people from all different shapes and sizes can come and.

00:29:17.550 --> 00:29:21.210 John Edwards: really be able to break bread per se.

00:29:22.800 --> 00:29:34.890 John Edwards: And, and you know it's it's the studies and the white papers are coming out that these are the cultures that employees are gravitating towards so.

00:29:35.580 --> 00:29:44.190 John Edwards: Like if you're an HR and you know i'm sitting down with HR and i'll ask if they have a dni policy or a plan or if they have.

00:29:44.670 --> 00:29:55.830 John Edwards: yeah you know what what what's your current culture, how do you want to change it, where do you want it to be, and a lot of them are kind of lost or like I don't even know where to go where do I begin so that's a good jumping point and a good starting point.

00:29:57.330 --> 00:30:04.920 Eric Sarver, Esq.: I think yeah I think you're right about that I think those may have tuned in late disappearance E, F G, you know the government's part right ethics and you know.

00:30:06.060 --> 00:30:14.610 Eric Sarver, Esq.: wellness health and in this government governance and can you elaborate is what we're talking about for those that don't know when you think governance and, within the context of company.

00:30:15.630 --> 00:30:20.430 John Edwards: yeah so governance, it really boils down to two ethics ethics.

00:30:22.230 --> 00:30:31.200 John Edwards: So I mean a lot a lot happened in probably a 20 year span right we had Dodd frank come how we had the economic crisis, the banking crisis.

00:30:32.910 --> 00:30:42.930 John Edwards: And RON again Bear Stearns I mean Enron and so no knock here and no disrespect so it was the typical Shell game.

00:30:43.410 --> 00:30:50.730 John Edwards: yeah i'm in cut employees at the time, thought they were working for a company would admission that they were part of.

00:30:52.650 --> 00:30:57.990 John Edwards: And people people got hurt you know 401 k's are loss pensions were lost.

00:30:59.550 --> 00:31:10.710 John Edwards: So, having a good ethic and policy in place to prove to you know employees that are looking to be hired by these companies hey we are, we are an ethical company.

00:31:11.880 --> 00:31:28.380 John Edwards: We do believe in social issues out there, so we take that to heart and we're trying to put our best foot forward to solve some of those on and we're environmental friendly and sometimes that doesn't have to be a severe policy or practice.

00:31:29.490 --> 00:31:36.480 John Edwards: It can be as simple as when it comes to building morale and team morale I mean hey zoom is great for team meetings.

00:31:37.590 --> 00:31:44.970 John Edwards: And you know HR they get a little a little hokey for team building and morale where you know there's the Bingo games and things of that nature.

00:31:46.080 --> 00:31:50.340 John Edwards: But some companies are moving to hey let's falling protocol.

00:31:50.670 --> 00:32:03.960 John Edwards: Like social distancing so what's what's meeting what's meet at a park let's clean up the park let's meet at a beach let's clean up the beach so they're coming up with these creative ideas that are aligning with the environmental strategy.

00:32:05.490 --> 00:32:15.900 Eric Sarver, Esq.: yeah you know and they're actually I guess in that centered building right teamwork Community a sense of service for not choosing a cause that's going to alienate certain people because you know cleaning up beach right.

00:32:16.890 --> 00:32:24.720 Eric Sarver, Esq.: let's say a cleaning up pollution like you know, like who can like silly arguments against their their culture, their their beliefs, you know per se.

00:32:26.130 --> 00:32:33.450 Eric Sarver, Esq.: I think I think it's interesting that you know we have these like policies and practices, and I think that you're right the company should really.

00:32:33.870 --> 00:32:39.870 Eric Sarver, Esq.: Look at how to attract talent, by showing them that they can be trusted right trusted as an employer.

00:32:40.290 --> 00:32:47.460 Eric Sarver, Esq.: and trusted as a company facing the world so that you know when that employee goes out into the world says, I worked for ABC ink or company.

00:32:48.450 --> 00:32:56.520 Eric Sarver, Esq.: They don't have to worry that in a year that company will be all over the paper is for let's say you know stocks and fraud around stocks and everything like that or investment.

00:32:57.480 --> 00:33:01.020 Eric Sarver, Esq.: Banking fraud that there won't be a problem with like cooking cooking the books.

00:33:01.740 --> 00:33:08.340 Eric Sarver, Esq.: i've known colleagues who are younger and I started out with some companies that he thought had a good name and the name got solid and tarnished by.

00:33:08.790 --> 00:33:23.550 Eric Sarver, Esq.: You know a few folks who did some very inappropriate legal things, and now they had a hard time you know saying I worked for ABC company because everyone's like oh that you know you in their banking for know, I was that part of that scheme that everyone heard about so.

00:33:24.180 --> 00:33:30.720 John Edwards: I think yeah that's hard to shake because sometimes you sometimes you get branded you unbeknown to you.

00:33:31.950 --> 00:33:41.850 John Edwards: right then you're on that list, and yes, so future employment and career or mobility could hurt if you get to position with the wrong cast of characters per se.

00:33:42.600 --> 00:33:48.900 Eric Sarver, Esq.: yeah absolutely so I know we have a couple more a couple more questions and interesting issues to cover.

00:33:49.800 --> 00:33:56.070 Eric Sarver, Esq.: Just about time for our next commercial break so i'll just let the audience know that once again you're listening to and watching.

00:33:56.490 --> 00:34:03.300 Eric Sarver, Esq.: employment law today here in talk radio nyc my guest tonight China words and Eric solver and if you stick around.

00:34:03.660 --> 00:34:16.530 Eric Sarver, Esq.: we'll come back we'll talk about some HR related policies and benefits that are vital to companies productivity, but talk about a little bit on a pro so a lot of good stuff coming forward so stick around and we'll be right back.

00:36:53.280 --> 00:37:00.900 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver still here tonight with john edwards and pay pro and.

00:37:01.290 --> 00:37:09.150 Eric Sarver, Esq.: If this than the commercials there there's some great shows check out during the week Monday through through Friday on the station and.

00:37:09.780 --> 00:37:14.970 Eric Sarver, Esq.: Interesting you know we heard even the show about you know marijuana from less taboo perspective.

00:37:15.690 --> 00:37:23.790 Eric Sarver, Esq.: which I think is like interesting because it does show a little bit of the changing times and that's a whole other issue and employment that could take a long time to discuss, but I would say that.

00:37:24.330 --> 00:37:33.030 Eric Sarver, Esq.: That issue probably wouldn't might not have been a topic on a radio show a mainstream radio station, you know 30 years ago 25 years ago.

00:37:33.450 --> 00:37:41.160 Eric Sarver, Esq.: So I think we have to acknowledge that the world is changing and we're really becoming more aware of their finishes looking at them differently.

00:37:41.550 --> 00:37:53.700 Eric Sarver, Esq.: And so I think it goes to your point about how, when we have a more diverse workforce people bring different perspectives to different issues and can eat some good you're good connection amongst employees.

00:37:55.320 --> 00:38:00.270 Eric Sarver, Esq.: And I want to ask you a question, maybe leading into that or that leads into a question I suppose around just.

00:38:01.020 --> 00:38:09.300 Eric Sarver, Esq.: Talking about Cobra 19 right and the dynamic how its impacted businesses and their people working remotely and i'm wondering, so when we look ahead john as we.

00:38:10.050 --> 00:38:26.970 Eric Sarver, Esq.: slowly towards normal or a new normal phrase to turn around a lot, what is the HR related say benefit related matters that you believe will be vital to accompany let's say, for example in minimizing litigation risk knowing they need an attorney but you know your thoughts about that.

00:38:27.510 --> 00:38:30.690 John Edwards: yeah no um so it's like you know.

00:38:31.920 --> 00:38:39.930 John Edwards: jumping in a cold ocean you just you don't want to just jump right in right, so we do we got it we got to be smart about this, we got to ease our way into this.

00:38:41.190 --> 00:38:52.260 John Edwards: As you know, is it you're operating in New York there's the New York heroes act right so they're their policies and procedures to follow that, and you know when it comes to the health screening.

00:38:53.310 --> 00:38:56.730 John Edwards: Social distancing hand sanitation.

00:38:57.900 --> 00:39:00.270 John Edwards: sterilizing the office.

00:39:01.980 --> 00:39:10.770 John Edwards: and personal personal equipment, respecting or a space and and separation those those are the practices, besides, you know.

00:39:12.000 --> 00:39:25.170 John Edwards: knowing what to see the CDC has to recommend the department Labor and OSHA says we ease into this yeah it, it makes sense it's just common sense to follow these these procedures right like jumping in a cold water.

00:39:26.130 --> 00:39:32.610 John Edwards: Eventually you're gonna you're going to get acclimated to the Cold War it, it can warm up a little you can use to it.

00:39:33.090 --> 00:39:40.680 John Edwards: yeah and then you know, I guess, I guess, we will get close to normal as whatever that that that is.

00:39:41.640 --> 00:39:50.490 John Edwards: But I think I think will will definitely go there, so from a risk mitigation I would definitely follow those procedures in New York heroes act CDC OSHA.

00:39:50.970 --> 00:39:56.310 John Edwards: On the department Labor follow those steps until the coast is clear until we get to a point where.

00:39:57.150 --> 00:40:09.450 John Edwards: Whoever whoever's making the call you know either did the deltas drop the cases a drop where the coast is clear and we're coming out of the fog definitely follow that know when it comes to workforce productivity.

00:40:09.840 --> 00:40:20.910 John Edwards: hmm right, so you know, maybe, maybe because i've been hanging around too many veterans right now I just got people in the military either they're just true close friends or their family.

00:40:22.020 --> 00:40:37.470 John Edwards: So yeah when I don't want to say when war subsides and it's over there is a mental impact so for employee productivity wellness again not to be drama again not to beat a dead horse it's going to be forefront.

00:40:38.490 --> 00:40:43.620 John Edwards: So you can have physical wellness you're going to have to deal with to deal with mental wellness.

00:40:45.120 --> 00:40:52.080 John Edwards: Financial wellness that will be a big topic financial wellness because some people, you know.

00:40:53.430 --> 00:40:55.350 John Edwards: including myself, I mean.

00:40:56.550 --> 00:41:05.190 John Edwards: Financial financial struggles so they're happening they're real and when we transition into the workforce we're gonna we're gonna bring all that baggage.

00:41:05.730 --> 00:41:13.830 John Edwards: To the work, so how productivity, how productive you think employees, going to be when you're thinking about all my credit cards are maxed out.

00:41:14.370 --> 00:41:27.240 John Edwards: Right I don't know if I can refinance how do I clear this debt i'm i'm really I really haven't adapted well to the environment i'm coming out of the Environment mentally I feel fatigue, I feel exhausted.

00:41:27.780 --> 00:41:39.450 John Edwards: So we people employers have to deal with that, and you know what i'm so Eric when when coven first broke out right yep I was running I was doing a lot of running I actually did I actually did a marathon last.

00:41:39.450 --> 00:41:39.960 July.

00:41:41.100 --> 00:41:48.870 John Edwards: But then I kind of fell I fell off the cliff and I got the Cobra 19 i'm I I did I put on I put more weight than I should have.

00:41:49.350 --> 00:41:49.710 John Edwards: So.

00:41:50.190 --> 00:41:55.740 John Edwards: You know, as as everything to frost right, and then the freeze goes away.

00:41:56.400 --> 00:42:04.650 John Edwards: Then people are going to be exhausted they're going to be added shape, they would be fatigue 10 they're going to need a financial hole so as an employer yeah yeah.

00:42:05.250 --> 00:42:11.700 John Edwards: The the empathy the human has got to come on and how do we, how do we get these people rock and roll and again.

00:42:12.480 --> 00:42:22.680 John Edwards: Like a war went to war and whatever it was will were to you know soldiers are coming back there they're just they're just tired and beat up now, there was a baby boom I don't know that will happen, but.

00:42:25.140 --> 00:42:33.930 John Edwards: But employers have to be cognizant they're gonna have to take that consideration they're going to have to be they have to be lenient on workforce policies.

00:42:34.620 --> 00:42:36.060 John Edwards: and probably gonna have to put.

00:42:36.150 --> 00:42:42.480 John Edwards: in place new policies to accommodate these these issues, some way, shape or form absolutely.

00:42:42.570 --> 00:42:50.100 Eric Sarver, Esq.: Absolutely john yeah I think really good points, I mean talking about some of the laws to follow with coven there are some new protocols, as you mentioned in your hero act.

00:42:50.460 --> 00:42:58.440 Eric Sarver, Esq.: Basically, talking about having a certain standards for infectious disease everyone disease like prevention and also safety protocols in place.

00:42:59.280 --> 00:43:05.490 Eric Sarver, Esq.: there's also, as you mentioned, there are CDC guidelines around like social distancing and the workplace, and you know socially distance and.

00:43:06.390 --> 00:43:13.110 Eric Sarver, Esq.: there's back and forth around like mask wearing with the delta variant being up three important thing to fall by the rules.

00:43:13.590 --> 00:43:21.750 Eric Sarver, Esq.: That guidelines, like the regulations of you have the federal state and city agencies, and you have to CDC in the eeoc for employment guidance, you have.

00:43:22.500 --> 00:43:33.480 Eric Sarver, Esq.: OSHA occupational safety and health act or agency that basically takes care of and health and safety issues in the workplace, so you have all those regulations, you also have some new.

00:43:34.650 --> 00:43:37.590 Eric Sarver, Esq.: laws and the rules they can affect them, so if the Carl those as well.

00:43:38.520 --> 00:43:48.150 Eric Sarver, Esq.: Think it's like a really good point that you know when should be aware of all these different employment law, I know that i've been very busy in the last six a year and a half or so, is he getting helping companies to get.

00:43:48.840 --> 00:43:56.940 Eric Sarver, Esq.: up to speed with all those laws, what are these logic would have to do what our obligation so definitely I agree with you, and then I think it's a great way to mitigate.

00:43:57.420 --> 00:44:06.930 Eric Sarver, Esq.: That risk i'll say and also keep the company's productivity which kind of goes to your second point, how do you keep employees right productive and keep the morale up.

00:44:07.830 --> 00:44:13.740 Eric Sarver, Esq.: think you hit the nail on the head, I think it might have coven that I mean I suppose we can think about it right, we can say that.

00:44:14.940 --> 00:44:18.270 Eric Sarver, Esq.: Employee wellness fitness has always been in an important issue.

00:44:18.660 --> 00:44:24.540 Eric Sarver, Esq.: Whether companies realize it or not, I think a lot of companies think oh wellness is what employees doing their own time they go to the gym.

00:44:24.870 --> 00:44:32.880 Eric Sarver, Esq.: You know, Tuesday and Thursday night and Saturday Saturday morning whenever three times a week or they go to yoga or they go to the therapist that you know and.

00:44:33.360 --> 00:44:44.340 Eric Sarver, Esq.: Monday evening, whatever, but I think that what employers are seeing is that, as you mentioned, you know coming on a call that in some ways that those primary being in a war we're all kind of beat up we've got a bit of ptsd.

00:44:44.370 --> 00:44:46.950 John Edwards: Collectively, going from the constant to sit on the.

00:44:47.010 --> 00:44:59.370 Eric Sarver, Esq.: back and forth, and the restrictions and the specter of you know, mortality like hanging over our heads, especially in the first year people lost loved ones they lost careers, you mentioned my finances, you know the economic recession.

00:45:00.030 --> 00:45:07.860 Eric Sarver, Esq.: I think a lot of employees, like have a spouse lost the job they lost the job, so I think you're right it's important to have what I hear you saying is that companies should have.

00:45:08.280 --> 00:45:16.470 Eric Sarver, Esq.: An inclusive wellness focus right help employees with psychological wellness there could be you know, an employee assistance programs are in place.

00:45:17.820 --> 00:45:26.370 Eric Sarver, Esq.: Interesting you mentioned emotional wellness and also financial honest, I think, often again employees often think company employees finance the personal it's their private business.

00:45:27.120 --> 00:45:36.030 Eric Sarver, Esq.: And I think, to some extent that's true if they want privacy, should give it to them right you can't legally inquire about say their credit ratings and certain situations.

00:45:37.110 --> 00:45:46.110 Eric Sarver, Esq.: But you know you can offer employees benefit of saying hey we have right financial visor to come in and talk about ways to save money or get rid of debt.

00:45:46.470 --> 00:45:56.100 Eric Sarver, Esq.: Because, as you pointed out, you know if employees are distracted right they buy their financial hardship distracted by emotional mental fatigue and that's going to impact their.

00:45:56.940 --> 00:46:02.280 Eric Sarver, Esq.: Productivity even their experience as an employee, you know, so I think you made some really good points there to kind of.

00:46:02.940 --> 00:46:11.610 Eric Sarver, Esq.: connect with employers should know that this is a time to expand an emphasis in these policies, not just to get everyone, you know back in their chairs and.

00:46:12.030 --> 00:46:24.390 Eric Sarver, Esq.: Back to like you're writing up the tps report, if you remember the old movie off my face, you know i'm just not just about you know writing out charts and do we're supposed to do, but so I think it's very interesting that you have that you know.

00:46:26.070 --> 00:46:31.440 Eric Sarver, Esq.: And I wonder if it might need a segue into another question turn the MIC over to you, of course, i've been kind of.

00:46:33.630 --> 00:46:46.860 Eric Sarver, Esq.: Observing for a bit here at my own take on things but i'm wondering, as to how does, how does PayPal distinguish itself from other HR and benefit companies like what methods do you guys use that may have been successful, you know with your clients during the pandemic.

00:46:48.540 --> 00:46:51.300 John Edwards: Oh well, yeah so we we are client centric.

00:46:52.350 --> 00:46:55.710 John Edwards: So we're even though we're a boutique.

00:46:56.910 --> 00:47:15.090 John Edwards: firm, so we do we have national reach we're not in every city like the big guys, but we are definitely very big regional, so we are client centric we did we not to beat a dead horse, we did build a wellness platform, so it consists of.

00:47:17.190 --> 00:47:18.810 John Edwards: diet exercise.

00:47:20.310 --> 00:47:28.560 John Edwards: There was there was mental me md which is mental fitness as well and and tell a medicine so telemedicine.

00:47:29.670 --> 00:47:40.920 John Edwards: That we got a lot of traction on that, especially when Kobe first broke out, you know everyone was nervous everyone was concerned employees didn't didn't really want to go to the doctor either.

00:47:42.390 --> 00:47:54.540 John Edwards: Because they just didn't want to sit in a room full of you know, maybe potential spreaders so telemedicine took off we develop that platform, and it was big hit for.

00:47:55.200 --> 00:48:04.020 John Edwards: Our clients and they appreciated it because they were able to give a perk to their employees in a time where was it was well needed.

00:48:05.400 --> 00:48:06.990 John Edwards: So how we were different.

00:48:08.340 --> 00:48:16.620 John Edwards: we're different because the way we the firm operates we're you know we're a staff of very seasoned people.

00:48:18.840 --> 00:48:19.350 John Edwards: We don't.

00:48:21.120 --> 00:48:27.660 John Edwards: I mean there is there's a year break of how much experience we have in the industry, a lot of us have 15 plus years experience.

00:48:28.200 --> 00:48:35.640 John Edwards: We have Mike some of my counterparts are certified professional payroll associates, so they have their sermons and payroll.

00:48:36.210 --> 00:48:47.040 John Edwards: They have their sherm certification as well society for human resource management, I have other certifications and I am working on a certification for for culture that's why it's top of mind for me as well.

00:48:47.730 --> 00:49:00.240 John Edwards: But I have like I said, all my licenses and life, health, property casualty I my MBA as well, so people were were a staff that's well well rounded.

00:49:01.200 --> 00:49:11.610 John Edwards: And we're bringing not only acted you know dimmick philosophies to our client, but real world experience as as well, and our clients definitely appreciate that.

00:49:12.780 --> 00:49:16.650 Eric Sarver, Esq.: see practical and feel theoretical.

00:49:17.970 --> 00:49:27.480 Eric Sarver, Esq.: Philosophical you know get the the the advice and guidance and the knowledge but also taking into account pragmatic real world concerns I here with experience as well.

00:49:29.250 --> 00:49:36.030 Eric Sarver, Esq.: interesting and I think we do have to take one more commercial break we'll come back we'll have until 557 don't you worry i'll keep track of time.

00:49:36.720 --> 00:49:37.680 Eric Sarver, Esq.: So for everyone.

00:49:38.460 --> 00:49:47.010 Eric Sarver, Esq.: watching tonight you're watching and listening to employment law today on talk radio nyc i'm your host erick sovereign employment law business law attorney.

00:49:47.400 --> 00:49:57.270 Eric Sarver, Esq.: here tonight with my guest john edwards gen Z regional practice manager practice leaders he's me and pay pro workforce management so stick around we'll come back more john edwards bread back.

00:50:27.780 --> 00:50:31.170 uninformed about menopause and how it impacts on your life.

00:51:59.550 --> 00:52:09.390 Eric Sarver, Esq.: Welcome back to employment law today once again i'm your host erick solver here tonight with john Edward you're talking about creating workplace culture during code.

00:52:09.900 --> 00:52:21.000 Eric Sarver, Esq.: And covering some really good topics here about intergenerational appeal talking about expanding the term diversity inclusion, as we know it, and having.

00:52:21.570 --> 00:52:28.740 Eric Sarver, Esq.: Solid policies in place that look towards creating Elisa work for us that is up to date with the coven 19.

00:52:29.370 --> 00:52:39.720 Eric Sarver, Esq.: compliance and also his focus on wellness their employees and i'm wondering john we can go back a little bit touch base an interesting topic I think in today's.

00:52:40.590 --> 00:52:48.780 Eric Sarver, Esq.: workforce about you know the different generations that we have all working together right, you know we used to have let's say three generations in the workforce at some point.

00:52:50.220 --> 00:52:55.680 Eric Sarver, Esq.: Or maybe the the baby boomers gen X and millennials arguably I think at some point.

00:52:56.520 --> 00:53:04.500 Eric Sarver, Esq.: When minerals we're starting the workforce, maybe you had a few hanging on for the generation before proceeding baby boomers that sound generation, but I think the baby boomers is such a.

00:53:04.950 --> 00:53:14.880 Eric Sarver, Esq.: Broad category that it seemed to cover and basically that yeah gen xers and millennials and now you have right gen gen Z or the I think the.

00:53:15.180 --> 00:53:32.310 Eric Sarver, Esq.: You know the Alpha generation and coming out of the workforce, you have millennials we're now you know could be in their late 30s and you have college graduates and then people who are say maybe come in high school did an internship you know, maybe born in like 2003 so So how do we.

00:53:33.480 --> 00:53:42.900 Eric Sarver, Esq.: want some some ways that you that your company recommend that people have say conversations about you know, keeping everyone in harmony and different generations in the workforce.

00:53:43.980 --> 00:53:54.180 John Edwards: yeah so um I am i'm a big movie buff so that the movie out there, the intern when Anne hathaway and Robert de niro that that's a great movie and that kind of sets the stage.

00:53:55.080 --> 00:54:13.350 John Edwards: on how to really do it um so yeah I mean a team based approach is always the best way to go, it's actually been proven even even in the military right, so you have different people at different ranks at different ages, with different background.

00:54:14.460 --> 00:54:25.020 John Edwards: But you know the the mission and purpose has to be known right so each generation, they want to know that they're on a train going somewhere.

00:54:26.040 --> 00:54:32.460 John Edwards: And they want to know the mission and they want to know their involvement and how they contribute to that that team.

00:54:33.030 --> 00:54:41.370 John Edwards: And that's you know that the team based approach and HR is even proven it out the white papers are coming out that's where the camaraderie comes in.

00:54:42.240 --> 00:54:55.290 John Edwards: And it's a flat team approach it's not like you know here i'm the director you're my team, and you know I talked down it's almost kind of have that that military field team approach hey i'm in it with you.

00:54:55.740 --> 00:55:06.810 John Edwards: i'm on the front lines with you i'm talking to talk and walking the walk and that team approach is is best because you probably heard in the workforce.

00:55:07.710 --> 00:55:15.570 John Edwards: And I seen it when I was kind of when I was at when I first came out of school to pull your choice that camaraderie that team building.

00:55:16.170 --> 00:55:22.560 John Edwards: That theory of hey would you would you run through it sounds hokey would you would you run through a wall, for your manager.

00:55:23.400 --> 00:55:47.640 John Edwards: And that that's a powerful concept, because that means you've chosen him or her sorry, as the leader and you, you you believe in the purpose you're forward looking and you're hard charging to accomplish corporate goals so that's that's been a pretty proven philosophy, the team based.

00:55:49.170 --> 00:55:58.350 John Edwards: approach to culture and camaraderie building and productivity and in a team environment.

00:55:59.820 --> 00:56:10.140 Eric Sarver, Esq.: To kind of going to be aligned behind a common purpose but not having them feel as if they're one up or one down that better than less than just sort of like all say spokes in the wheel.

00:56:11.100 --> 00:56:17.700 Eric Sarver, Esq.: which I always I think it's always interesting because great you want to make people feel that they're even with their colleagues.

00:56:18.060 --> 00:56:25.620 Eric Sarver, Esq.: And no one's less than one is greater than and you also want to say, maybe acknowledge someone who may have 15 years experience the company.

00:56:26.340 --> 00:56:41.520 Eric Sarver, Esq.: might have say earned certain levels i'd say if, like you know you can leeway your credibility or you know to to leave certain projects, if need be, but also to know that younger employees coming into the workforce and bring a lot to the table.

00:56:42.720 --> 00:56:50.550 Eric Sarver, Esq.: I think it's an interesting kind of coincide what you're saying a little bit about you know the way we're on the same team and we're not trying to one up each other.

00:56:51.510 --> 00:57:00.900 John Edwards: yeah so um yeah back kind of to pivot to the Alpha generation and the younger generations they're coming out of awesome beautiful school so.

00:57:01.290 --> 00:57:19.890 John Edwards: we're seeing a talent pool a large talent pool of highly highly educated workforce, because a lot of them like we're seeing more numbers coming through MIT top tier schools Stanford Ohio State Michigan see we're seeing more numbers than we've ever seen before.

00:57:21.360 --> 00:57:31.950 John Edwards: um so, but on the flip side right to season, people like me it's kind of like heartbreak Ridge gunny sergeant we know where the land mines are like we've been two tours we've been in corporate America.

00:57:32.610 --> 00:57:41.970 John Edwards: We so we got the hardcore experience we know where to land mines are so we can we can manage that talent pool together in a team environment.

00:57:42.930 --> 00:57:44.430 John Edwards: To really drive the mission.

00:57:45.060 --> 00:57:55.320 John Edwards: Of the organization and and hit hit goals right so even though corporate America could be touchy feely right but there's a matrix right.

00:57:55.950 --> 00:58:13.200 John Edwards: there's a matrix a scorecard there's things that we have to do the keep the company vibrant and moving in the right direction, so between season talent and young young bright stars working in a team environment is really the recipe for success.

00:58:14.520 --> 00:58:23.490 Eric Sarver, Esq.: yeah you know I I tend to agree with you on that, and I think that it's important to convey that right both types of.

00:58:24.750 --> 00:58:31.170 Eric Sarver, Esq.: Aspects bring value there's the seasoned experience right wisdoms often knowledge plus experience you really get in your gut.

00:58:31.620 --> 00:58:40.230 Eric Sarver, Esq.: And there's also even just the sharp minds being trained recently on school have maybe more update on different theories and such had or you know.

00:58:40.650 --> 00:58:55.800 Eric Sarver, Esq.: Ideas brings the table, I think what i'm hearing, too, is like just the idea that people have open conversations and I hear you talking talking earlier tonight that is about, just like the importance of you know, letting everyone know they're important and they're all on the same team.

00:58:57.300 --> 00:58:58.770 Eric Sarver, Esq.: So I oh yeah.

00:58:59.460 --> 00:59:09.090 John Edwards: I know yeah absolutely because a well balanced team right it's a number, setting as well, but it's skill set so you don't want two people doing the same thing.

00:59:10.140 --> 00:59:13.350 John Edwards: So it creates that ecosystem that that engine.

00:59:13.710 --> 00:59:15.420 John Edwards: Where it's all firing on.

00:59:15.840 --> 00:59:23.670 John Edwards: The same cylinder but each piece of the engine is a critical component to the whole to the whole versus just the piece absolutely.

00:59:24.210 --> 00:59:35.820 Eric Sarver, Esq.: john we have about a couple minutes left, maybe, so I want to give you about a minute and a half minute or so to wrap up, maybe, just like sharing about how people can reach you and he interesting things you have coming up, the floor is yours oh.

00:59:36.510 --> 00:59:54.870 John Edwards: yeah absolutely the best way to reach me is is via email, which is john edwards that pay pro core.com please hit our website wwe pay pro core core.com corp P, when you get to the web page i'll be on there under understand, but when you scroll down to the bottom.

00:59:56.010 --> 01:00:05.340 John Edwards: You know, please sign up for our newsletter we have a newsletter that goes out it kind of gives the state of state, you know what's going on in corporate America was going on in hr.

01:00:05.820 --> 01:00:23.790 John Edwards: what's going on in our space and there are webinars I might be hosting some but we're also going to pull in subject matter experts into these webinars so it's you know it's very fruitful for our clients and our potential clients as well, so again WW dot pay pro corp COM.

01:00:24.780 --> 01:00:35.610 Eric Sarver, Esq.: And for those listening at home PC pro core a PA y PR corp COM know lowercase E capital that's where the information is that you mentioned.

01:00:36.810 --> 01:00:42.870 Eric Sarver, Esq.: Wonderful but Jen Thank you it's been a pleasure, well, we have a little bit of time to wrap up here, I would just like, first I want to thank.

01:00:44.010 --> 01:00:52.230 Eric Sarver, Esq.: Thank you john edwards and paper for being on the show tonight and talking to us about you know, creating a workforce culture during coven really helpful information.

01:00:53.040 --> 01:01:01.530 Eric Sarver, Esq.: You can people can find that recording on the talk radio dot nyc website, you can find the audio also you can find the video on the Facebook.

01:01:02.130 --> 01:01:07.920 Eric Sarver, Esq.: Page for the target to nyc station, so, if you like, what you heard tonight we listening to.

01:01:08.340 --> 01:01:14.790 Eric Sarver, Esq.: and watching talk radio nyc i'm your host of employment law today, my name is Eric solver i'm an employment law attorney and I.

01:01:15.120 --> 01:01:27.990 Eric Sarver, Esq.: Am on the show every Tuesday thing I posted show 5pm to 6pm Eastern standard time, so please come back tell your friends or your clients and colleagues and once again john edwards a great show tonight, many thanks to you have a wonderful evening.

01:01:28.710 --> 01:01:34.950 John Edwards: Absolutely Eric Thank you very much excited to be here now look forward, maybe I can reconvene a later point, so thank you Eric.

01:01:35.400 --> 01:01:38.400 Eric Sarver, Esq.: sounds great sounds good job, thank you take care.

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