As businesses continue to return employees to the workplace, it is vital to have leadership in management that can motivate, support, and uplift your workers, thereby increasing employee happiness and productivity. How can business owners and corporations use compassion and empathy to increase collaboration, reduce employee turnover, and build sustainable leadership for the future of your business?
Join me and my guest, Marissa Badgley, Founder of "Reloveution", to discuss how corporate strategies steeped in business acumen and love can build sustainable leadership models for growth. A game-changing show for a game-changing Covid-19 era!
Eric introduces his guest Marissa Badgley, MSW. Marissa is the Founder of “ReLoveution”, a consulting and professional development services provider that transforms organizational strategy with heart. She talks about her toxic experiences in the workplace and how it inspired her to create authentic systems that derive from compassion and understanding. Marissa mentioned that the cause for a toxic workplace comes from the lack of H.E.A.R.T. (humanity, empathy, authenticity, relationships, and trust). She believes that with more compassion amongst employer and employee there will be an increase in positive productivity and a decrease in employee turnovers.
After the break, Eric and Marissa went on to talk about the connection between empathy, heart, and productivity. Marissa explained that in order to have a work environment suitable for everyone, organizations must create leaders that are grounded in heart, from there you maximize productivity. Employers can ensure that systems are in place to hold their employees at the highest standard so companies don’t have to rely on scare tactics or prioritize competition. Marissa believes that making an employee feel valued makes a difference.
Eric and Marissa also talked about people working during the pandemic and how it shifted people’s priorities. Marissa explains that values have shifted after enduring a traumatic year. She believes there will be a wave of people deciding to resign from their job because they found better ways to manage work and life during the pandemic.
Marissa continues to talk about the traumatic experiences individuals have faced during the past year. She goes on to explain how trauma can impact the brain in profound ways. People go through spiritual changes during these hard times. While some of us head back to work, employers can’t expect the same employee from 2020. Company’s need to acknowledge that we are in a mental health crisis and the next phase needs to be about healing, collectively.
In the final segment, Eric and Marissa wrapped up their conversation. Eric reinstated Marissa’s views on listening to employees and valuing their human needs. Eric also mentioned how Marissa’s services helped businesses get to a place where there is harmony and productivity.
00:00:45.390 --> 00:00:58.200 Eric Sarver, Esq.: Good evening, welcome to employment law today i'm your host erick solver i'm an employment law business law attorney and I host this weekly podcast on Tuesday evenings from 5pm to 6pm Eastern standard time.
00:00:58.530 --> 00:01:12.030 Eric Sarver, Esq.: Where I have guests who come on the show and we discuss pressing issues around employment and around business that small and mid sized companies and entrepreneurs are facing during these challenging times of the coven 19 pandemic.
00:01:12.600 --> 00:01:24.570 Eric Sarver, Esq.: And that spirit tonight i'd like to welcome a very interesting guest speaker and guest on the show marissa badgley msw, who is the founder of real illusion Murcia, welcome to the show.
00:01:24.840 --> 00:01:26.340 Marissa Badgley, MSW, Reloveution: Thank you so much for having me.
00:01:26.970 --> 00:01:34.920 Eric Sarver, Esq.: you're welcome it's great to have you on glad you're able to have this conversation this evening and we have an interesting topic for our audience tonight.
00:01:35.280 --> 00:01:41.370 Eric Sarver, Esq.: And i'm going to introduce you in just a moment with more detail, but for now i'll just say the topic where it's going to discuss is.
00:01:41.790 --> 00:01:50.370 Eric Sarver, Esq.: A covert real evolution for companies, and that was not a tongue twister I didn't make a mistake if they correct again a comin real evolution for companies.
00:01:51.000 --> 00:01:59.280 Eric Sarver, Esq.: And what we're discussing is as businesses continue to return their employees to the workplace it's really vital to have a leadership and management.
00:01:59.640 --> 00:02:06.210 Eric Sarver, Esq.: That can motivate support and uplift their workers, thereby increasing employee happiness and productivity.
00:02:06.810 --> 00:02:13.500 Eric Sarver, Esq.: So the question is become, how can business owners and corporations use compassion and empathy to increase collaboration.
00:02:13.980 --> 00:02:23.340 Eric Sarver, Esq.: To reduce employee turnover and to build sustainable leadership for the future of the business so tonight mercy, I will be discussing this topic, including.
00:02:23.670 --> 00:02:31.110 Eric Sarver, Esq.: An a topic of how corporate strategies steeped in the business admin and love can build sustainable leadership models for growth.
00:02:31.770 --> 00:02:41.670 Eric Sarver, Esq.: This is a game changing show, I believe, and the game changer in this challenging time that is Cobra 19 is strange to era so Reza once again great to have you on the show.
00:02:41.970 --> 00:02:47.040 Eric Sarver, Esq.: Thank you so much you're welcome, and I want to say to our guests, or that our audience that if they're listening.
00:02:47.370 --> 00:02:58.920 Eric Sarver, Esq.: That you, you are the founder of revolution, we love ocean pardon me it consulting and professional development services provider, that is, on a mission to transform workplaces and leadership.
00:02:59.400 --> 00:03:08.340 Eric Sarver, Esq.: Through the power of compassion community and heart influenced by versus own journey through burnout and frustration in the workplace.
00:03:08.790 --> 00:03:16.920 Eric Sarver, Esq.: The rest of seeks to teach others how to disrupt destructive cycles authentically sustainably and equitably in leadership.
00:03:17.370 --> 00:03:23.160 Eric Sarver, Esq.: and management and systems to build community and to transform hearts and change the world.
00:03:24.150 --> 00:03:34.650 Eric Sarver, Esq.: we're still holds a masters in social work from Washington University in St Louis and a bachelor's from find that Franklin and Marshall college so again Mercedes for the did have in the show tonight.
00:03:36.780 --> 00:03:46.470 Eric Sarver, Esq.: And I want to ask my first question, which is tell us more about yourself, including how you came to form we love ocean yeah.
00:03:46.500 --> 00:03:54.180 Marissa Badgley, MSW, Reloveution: Thank you so much, thanks so much for the wonderful introduction and for allowing me to share a little bit more about my story, and my journey to this point.
00:03:54.570 --> 00:04:10.740 Marissa Badgley, MSW, Reloveution: So religion was born out of my own experience in toxic workplaces my own experience with burnout my own experience, ending up in the hospital with heart palpitations because I was working so much and there was no end in sight and I had no support structure.
00:04:11.190 --> 00:04:16.710 Marissa Badgley, MSW, Reloveution: And so I came out of a really successful career and felt like.
00:04:17.550 --> 00:04:24.270 Marissa Badgley, MSW, Reloveution: People could have done more for me systems could have been more supportive of me and I had some really good ideas on how to do that.
00:04:24.630 --> 00:04:40.680 Marissa Badgley, MSW, Reloveution: So I launched real vision in 2019 you know right before the world sort of exploded and have been helping employers better meet the human needs of their employees, ever since and.
00:04:41.340 --> 00:04:49.860 Marissa Badgley, MSW, Reloveution: We are committed to helping leaders reach their highest potential and helping workplaces maximize the human potential.
00:04:50.190 --> 00:05:04.140 Marissa Badgley, MSW, Reloveution: of their workplaces because honestly, there are lots of reasons that people are unhappy in their workplaces and America more than 80% of employees or stress dissatisfied burnt out.
00:05:04.620 --> 00:05:11.340 Marissa Badgley, MSW, Reloveution: frustrated in their workplaces, which is where they spend where we spend the majority of our time, most of those things are preventable.
00:05:11.550 --> 00:05:22.560 Marissa Badgley, MSW, Reloveution: And so I help companies of all shapes and sizes prevent those challenges, and if you weren't successful at preventing them solving them retro actively and.
00:05:23.700 --> 00:05:28.020 Marissa Badgley, MSW, Reloveution: really trying to make a difference and build stronger companies.
00:05:28.770 --> 00:05:29.130 huh.
00:05:30.150 --> 00:05:37.260 Eric Sarver, Esq.: Yes, interesting the background, there and mercer We appreciate, I appreciate you sharing that with all US it's what i've noticed over the years is that.
00:05:37.830 --> 00:05:45.720 Eric Sarver, Esq.: people that are on to a new, innovative idea or a service product very often their story there's a personal connection whereby.
00:05:46.020 --> 00:05:58.110 Eric Sarver, Esq.: They experienced either the the need wasn't met there was a need for service or product, maybe that a certain disability and they found that there's a need for an APP that inform them of which restaurants and places in the city had.
00:05:59.130 --> 00:06:09.090 Eric Sarver, Esq.: You know, accessible bathrooms and stairways and ramps or people have questions or issues around a need for as a support system is not there into the form that.
00:06:09.480 --> 00:06:17.640 Eric Sarver, Esq.: In the form of a the shape of a service so it's I think it's really good to hear you just talk about your own experience, having had.
00:06:18.060 --> 00:06:24.540 Eric Sarver, Esq.: burnout and realizing hey you know you worked hard and it wasn't that support what I also heard what was interesting is.
00:06:25.020 --> 00:06:31.950 Eric Sarver, Esq.: I heard you say that you help companies either proactively or sort of retro actively and I could really identify with that.
00:06:32.340 --> 00:06:40.230 Eric Sarver, Esq.: set an appointment lunch or an email we work in similar spaces, I help companies often to comply with the law and many comes mean practically, how do we.
00:06:40.830 --> 00:06:56.070 Eric Sarver, Esq.: set things up to follow the Labor laws payments and termination so to avoid lawsuits and sometimes though sort of reactivity right there being sued so my imagine you get you know your share your fair share of both.
00:06:57.510 --> 00:07:14.520 Eric Sarver, Esq.: And you know it's I can leave a two part question for you, you know talking about this toxic environment that you face that you see in companies wondering what do you see where it says, some of the main causes out there may cause that lead to a toxic or dysfunctional workplace.
00:07:14.820 --> 00:07:22.620 Marissa Badgley, MSW, Reloveution: yeah So there are a lot of them there are so many reasons why people are unhappy, and I think that that's one of the things that I have to convince.
00:07:23.010 --> 00:07:29.700 Marissa Badgley, MSW, Reloveution: Employers and leaders have because we talk about a few at a time, and then we sort of.
00:07:30.270 --> 00:07:36.990 Marissa Badgley, MSW, Reloveution: bubble in on that, like this is what we need to address and humans are different humans have.
00:07:37.290 --> 00:07:48.720 Marissa Badgley, MSW, Reloveution: Core needs but different humans have different needs so I hear everything from I feel unappreciated and undervalued to my workload is unrealistic i'm working 90 hours a week.
00:07:49.170 --> 00:08:02.790 Marissa Badgley, MSW, Reloveution: And everything from I am experiencing bias or discrimination to I have a terrible manager, who has no idea how to manage people or toxic or ineffective leadership.
00:08:03.510 --> 00:08:21.900 Marissa Badgley, MSW, Reloveution: So people feel like they're just unfulfilled in their roles, some people feel like there aren't real opportunities for professional growth for moving up for being able to advance skills, sometimes we hear about unnecessary bureaucracy or.
00:08:22.890 --> 00:08:32.880 Marissa Badgley, MSW, Reloveution: interpersonal relationships, like the gossiping at the watercooler type of thing and people feel like they're gossiping about me or the people doing the gossiping and.
00:08:33.360 --> 00:08:43.920 Marissa Badgley, MSW, Reloveution: So all of those things come together and again almost every one of those things can be solved through strong proactive and human centered approaches.
00:08:44.400 --> 00:08:53.400 Marissa Badgley, MSW, Reloveution: And I sort of lump all of that together in this major category of lack of heart, and so, for us, that resolution part is an acronym.
00:08:53.760 --> 00:09:04.560 Marissa Badgley, MSW, Reloveution: So when our systems and our leadership and our workplaces lack part so that's humanity empathy authenticity relationship and trust.
00:09:05.040 --> 00:09:24.240 Marissa Badgley, MSW, Reloveution: We are at a severe disadvantage as what we do is help diagnose, how is your workplace unto itself, and how are the people within embodying humanity, how are we embodying empathy and compassion and love, how are we, ensuring that people can show up at their most authentic selves.
00:09:24.930 --> 00:09:27.420 Marissa Badgley, MSW, Reloveution: without having to wear masks or codes which.
00:09:27.660 --> 00:09:32.070 Marissa Badgley, MSW, Reloveution: hurry, ensuring that there are strong relationships, so that people.
00:09:33.810 --> 00:09:40.800 Marissa Badgley, MSW, Reloveution: Not only know people for what they do in a company, but also for who they are, and what lights their soul on fire.
00:09:41.820 --> 00:09:55.080 Marissa Badgley, MSW, Reloveution: And then, how do we make sure that trust is underlying all of that and it's not enough to just have trustworthy leaders and trustworthy individual contributors, we also need to have trustworthy systems and infrastructure and culture.
00:09:55.350 --> 00:10:11.310 Marissa Badgley, MSW, Reloveution: And those things wrapped around the people, and so I mean that's a very long answer, there are a lot of things that lead to toxic and dysfunctional workplaces my job is to diagnose the root causes of what you're hearing and seeing or what companies are hearing and seeing.
00:10:11.580 --> 00:10:13.680 Marissa Badgley, MSW, Reloveution: And then, helping operationalize.
00:10:13.830 --> 00:10:26.010 Marissa Badgley, MSW, Reloveution: sustainable solutions, not one off solutions not solutions that are going to make people feel good for just a week or two but solutions that will last in in the long term, no matter who's in charge, no matter who's working there.
00:10:26.910 --> 00:10:32.010 Eric Sarver, Esq.: yeah you know it's funny when you said in terms of the answer I recognize that the question.
00:10:32.730 --> 00:10:36.030 Eric Sarver, Esq.: In terms of the causes, the may even the main causes of the toxic work environment.
00:10:36.510 --> 00:10:45.960 Eric Sarver, Esq.: If you really truly I think when it's all done which I have no doubt you can your expertise experience we be or two that's eight o'clock at night so i'm very mindful of that as well.
00:10:46.560 --> 00:10:57.360 Eric Sarver, Esq.: But what I what I heard you say, with the algorithms part is that whether it's an issue with gossip whether it's interpersonal friction for there's discrimination or bias.
00:10:57.720 --> 00:11:04.770 Eric Sarver, Esq.: That underlying like those instead of them them here and that the root causes underneath to go underground gets the roots.
00:11:05.160 --> 00:11:14.340 Eric Sarver, Esq.: it's a lack of, as you say, man, the embassy authenticity and trust things integrity things that nature, and I think that's really important to really see.
00:11:14.910 --> 00:11:18.900 Eric Sarver, Esq.: The root causes, and I think it's a good a novel approach I think so often.
00:11:19.740 --> 00:11:34.920 Eric Sarver, Esq.: In the workplace typically when it comes to employee engagement employee morale think a lot of consultants and service providers will look at like the immediate symptoms okay what's on what's on the surface, how can we pick up these branches, but what about the roots.
00:11:35.340 --> 00:11:43.740 Eric Sarver, Esq.: yeah definitely you find as well that companies come to you and say okay here's the problem and you say to them well that's the surface problem, but let me tell you about what's underneath the surface.
00:11:44.040 --> 00:11:45.330 Marissa Badgley, MSW, Reloveution: Almost every day.
00:11:45.630 --> 00:11:48.840 Marissa Badgley, MSW, Reloveution: And I think I don't blame people because it's the language were.
00:11:48.840 --> 00:12:01.770 Marissa Badgley, MSW, Reloveution: given to us right we're told that we need to pay attention to work culture in terms of relationship team building, we need to focus on leadership, and those are all perfectly good things to focus on.
00:12:02.640 --> 00:12:11.850 Marissa Badgley, MSW, Reloveution: What I really enjoy doing is helping people not only recognize those roots, but also the soil that those roots are growing, which is our culture, our society.
00:12:12.180 --> 00:12:25.920 Marissa Badgley, MSW, Reloveution: And if the soil is still toxic you're going to still bear poisonous fruit every time, and so we need to disrupt those roots and you're right, most of the time people don't know what that means.
00:12:26.190 --> 00:12:37.950 Marissa Badgley, MSW, Reloveution: So a really good example of this is the truck part right leaders come to me all the time they people just don't trust each other here like Okay, what do you mean by that and they say people just don't trust each other here.
00:12:38.640 --> 00:12:51.960 Marissa Badgley, MSW, Reloveution: And that's not actually the thing right and so i've actually been working on this trust diagnostic tool for several years, where we've actually diagnose or we've actually pulled out these eight components of trust.
00:12:52.500 --> 00:13:03.930 Marissa Badgley, MSW, Reloveution: and any one of them can go wrong and we have to know whether or not trust is an issue because people are unreliable is trust, an issue because there's lack of transparency.
00:13:04.290 --> 00:13:19.860 Marissa Badgley, MSW, Reloveution: Is trust, an issue because people are in the wrong seat of the bus and like they're ineffective that their jobs is trust, an issue because they're not people aren't credible they don't actually have the skills, the baby, we see that with managers and leaders home the time.
00:13:20.460 --> 00:13:39.390 Marissa Badgley, MSW, Reloveution: Right, you know what that is an eye opener for people, you know Oh, I never really thought about it that way we've always looked at trust, as this sort of giant concepts that's problematic but it's way easier to disrupt when you know what the ingredient is that is disruption.
00:13:41.010 --> 00:13:41.490 Marissa Badgley, MSW, Reloveution: yeah.
00:13:42.720 --> 00:13:50.640 Eric Sarver, Esq.: I would imagine, so I mean imagine might be similar in terms of people saying, well, we have an issue with employee morale and but what does that mean well employee morale is low.
00:13:51.060 --> 00:13:59.250 Eric Sarver, Esq.: Okay well low in terms of not wanting to come to work low in terms of them being fearful around if you're fearful to take risks.
00:13:59.640 --> 00:14:06.930 Eric Sarver, Esq.: and low in terms of not connecting with one another, so it's um it's an interesting I think way to look at things.
00:14:07.350 --> 00:14:07.740 Marissa Badgley, MSW, Reloveution: And I think.
00:14:07.770 --> 00:14:24.210 Marissa Badgley, MSW, Reloveution: I think that, very often, the standardized normed tools that we use to measure employee engagement and satisfaction actually measured the wrong things, or they don't measure enough of the right things to actually say this is what we need to work on.
00:14:24.750 --> 00:14:35.640 Eric Sarver, Esq.: mm hmm right that's I think again, I hear more about getting to the root of the problems and challenges that companies have in business owners had and.
00:14:36.060 --> 00:14:43.440 Eric Sarver, Esq.: I think it's I think it's a key thing for any type of service, whether we're like myself as an attorney I can help clients with the immediate.
00:14:44.280 --> 00:14:52.020 Eric Sarver, Esq.: Fire put it out, but if they're storing to use a metaphor right or the rags and kerosene next week next to each other.
00:14:52.830 --> 00:15:00.720 Eric Sarver, Esq.: In all their different rooms, then this problem right exactly and then it'll be service right we'll put the fire out there'll be a new lawsuit.
00:15:01.170 --> 00:15:13.560 Eric Sarver, Esq.: Over alleged discrimination or things are in contracts that a breach in the speeds, so I think it's i'm hearing also talking with like specificity right in terms of how you approach.
00:15:14.250 --> 00:15:17.970 Eric Sarver, Esq.: And, believe it or not speaking it approaches we're approaching our first commercial break.
00:15:18.780 --> 00:15:27.240 Eric Sarver, Esq.: So we need to take that break in just a moment folks you're listening to the employment law today i'm your host erick savoured my guest tonight is.
00:15:27.660 --> 00:15:44.370 Eric Sarver, Esq.: Theresa badgley founder of real evolution, when we come back we're going to talk about how the coven 19 pandemic may have intensified problems, create new problems as well, and what we can do about that so stick around be right back.
00:18:11.550 --> 00:18:21.990 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver here tonight with my guest versa badgley msw and founder of revolut of part meet real evolution.
00:18:22.590 --> 00:18:33.570 Eric Sarver, Esq.: Getting the name accurate correct there, and yet it is a bit of a revolutionary approach, I believe, in terms of incorporating love and compassion empathy and heart over.
00:18:34.530 --> 00:18:39.660 Eric Sarver, Esq.: Productivity I think a lot of people out there who provide services to companies.
00:18:40.560 --> 00:18:47.760 Eric Sarver, Esq.: very much the draw is okay, these are the metrics we're getting you know triple your sales we're going to reduce employee.
00:18:48.510 --> 00:18:55.770 Eric Sarver, Esq.: Dissatisfaction or employee turnover by 30% and i'm i'm sure that's well i'm not sure I would imagine that.
00:18:56.250 --> 00:19:08.220 Eric Sarver, Esq.: Those objective metrics and measures are things that perhaps your clients might aspire to, but Would I be correct that they also are you're teaching them about the guiding principles on how to manage and.
00:19:08.640 --> 00:19:31.350 Marissa Badgley, MSW, Reloveution: Such yeah, so I think what I like to talk I don't like to say that we're valuing empathy humanity heart any of those things over productivity, we believe that, by creating organizations and leaders that are grounded in heart that that maximizes our productivity, every time.
00:19:31.680 --> 00:19:44.340 Marissa Badgley, MSW, Reloveution: I also think that one of the things I hear a lot of is like we're over there singing kumbaya around the coffee machine like it's all very whoo like love compassion empathy there's no place for that in business.
00:19:44.910 --> 00:19:54.240 Marissa Badgley, MSW, Reloveution: And I think it's, the only way that we can do business in this era in any era and I honestly believe guys.
00:19:55.080 --> 00:20:11.010 Marissa Badgley, MSW, Reloveution: If you are creating a system has empathy and compassion and no accountability it's going to yield chaos right, I am all for strong systems strong productivity measures strong accountability systems, and I believe that.
00:20:12.000 --> 00:20:16.590 Marissa Badgley, MSW, Reloveution: One of the greatest ways that we can show love, one of the greatest ways we can be compassionate.
00:20:16.830 --> 00:20:17.820 Marissa Badgley, MSW, Reloveution: Is my giving.
00:20:18.090 --> 00:20:36.420 Marissa Badgley, MSW, Reloveution: radically radical feedback by holding people accountable and making sure that those systems are in place to be able to hold people to the highest bar and higher standard we don't have to yell at them, we don't have to use fear and scarcity as tactics, we don't need to prioritize competition.
00:20:37.530 --> 00:20:48.210 Marissa Badgley, MSW, Reloveution: So all of the things that I teach are the baseline for the things that you and other companies care about most and I really, really believe in that.
00:20:48.750 --> 00:20:57.210 Eric Sarver, Esq.: yeah absolutely you know, essentially because earlier on site, we were discussing different challenges companies face and your approaches.
00:20:57.630 --> 00:21:12.300 Eric Sarver, Esq.: I was thinking to myself, I hear a both end solution and not an either or solution, I think, too often in our, especially in business right people sort of, say, is it do I go this route, or that so hear somebody say Oh, I think we should have.
00:21:13.380 --> 00:21:21.540 Eric Sarver, Esq.: love and compassion empathy instead of focusing on productivity and other say no, no, I think we spoke with our productivity in lieu instead of.
00:21:22.050 --> 00:21:29.220 Eric Sarver, Esq.: Focusing on heart and passion so i'm glad you brought that to the marrying of those to because there really is.
00:21:29.760 --> 00:21:37.110 Eric Sarver, Esq.: molly room for both but they both kind of do connect and they think create I think also they feed each other right, I think that.
00:21:37.560 --> 00:21:51.270 Eric Sarver, Esq.: The baseline and the principles in place, it leads or activity, I think, productivity and positive Margaret reinforced for the employees and employers hey this works and let's try this approaches keep it going yeah absolutely.
00:21:52.650 --> 00:21:55.080 Eric Sarver, Esq.: it's it's interesting it brings me to another question to me was.
00:21:55.770 --> 00:22:02.280 Eric Sarver, Esq.: You know you mentioned like, especially in this era and, of course, you know where we're very much in the coven 19 era that.
00:22:02.580 --> 00:22:12.270 Eric Sarver, Esq.: Be I wouldn't say post cover because it's not fully over button we're in a different phase of it right, there was the shutting down days and all that and tell them that, if we turn the clock back.
00:22:13.020 --> 00:22:25.830 Eric Sarver, Esq.: 1314 months ago, even a year ago, then there were sort of mean adjusting to this new way phase, then there's sort of a glimmer of hope and then the vaccine people coming back so I wanted to talk about coordinating.
00:22:26.970 --> 00:22:43.710 Eric Sarver, Esq.: And i'm wondering has do you think the Cobra 19 pandemic as intensified existing problems between companies and their employees, maybe I should say and Reagan both hands as it created new types of dysfunction and toxicity in the workplace.
00:22:45.420 --> 00:22:49.170 Marissa Badgley, MSW, Reloveution: yeah, so I think that there had been some companies that have done, really, really well.
00:22:49.530 --> 00:23:02.610 Marissa Badgley, MSW, Reloveution: And I think, but there are some companies that haven't done so well at all, and I think that there are some companies that have done really well during this period that are at risk of not doing.
00:23:02.910 --> 00:23:10.080 Marissa Badgley, MSW, Reloveution: So well as we move into this next reopening phase i'll tell you a little bit more about what I mean by that.
00:23:10.140 --> 00:23:10.830 Marissa Badgley, MSW, Reloveution: yeah so.
00:23:10.860 --> 00:23:27.300 Marissa Badgley, MSW, Reloveution: When when everything shut down last March there was like a compassion revolution right we all we heard from leaders in was that we need to be deeply empathetic like people are experienced profound loss, especially in New York, where you and I are just so.
00:23:28.380 --> 00:23:41.040 Marissa Badgley, MSW, Reloveution: There was so much lost so much trauma so much chaos around us and people shifted really quickly into like these human centered mindsets of, we need to take care of our people, we need to make sure that families are safe.
00:23:41.670 --> 00:23:56.820 Marissa Badgley, MSW, Reloveution: And that was the right thing to do, and we should have been doing it all along, we need to make sure that our employees are taking care of not only in times of crisis, but also in times of normalcy and calm.
00:23:57.150 --> 00:24:06.450 Marissa Badgley, MSW, Reloveution: And that allows us to start from a better place when conflict does arise when challenges do arise right.
00:24:07.020 --> 00:24:25.530 Marissa Badgley, MSW, Reloveution: If if employees feel like they're valued like they're appreciated, then it makes a difference so what's interesting right now is that we're moving back into business as usual, whatever the heck that means in June 2021 race where we're aspiring to go back to normal.
00:24:25.890 --> 00:24:26.370 Marissa Badgley, MSW, Reloveution: And what.
00:24:26.430 --> 00:24:43.170 Marissa Badgley, MSW, Reloveution: What risky here is that normal wasn't good for most employees right it started the beginning by saying that 80% of employees are unhappy in their work environments, so we weren't doing great before the pandemic.
00:24:43.440 --> 00:24:54.330 Marissa Badgley, MSW, Reloveution: know those numbers might have actually ticked up for some companies during the pandemic, because there was this radical new approach we're taking care of our people were providing childcare subsidies we're doing.
00:24:54.600 --> 00:25:08.880 Marissa Badgley, MSW, Reloveution: All of these extra innovative things and now what i'm seeing is that companies are starting to pull back on those things like we're going back to business as usual we're not going to have as many leniency we're not going to be as flexible.
00:25:09.150 --> 00:25:13.020 Marissa Badgley, MSW, Reloveution: Are you have to choose whether you're going to work from home or be in an office.
00:25:13.290 --> 00:25:26.640 Marissa Badgley, MSW, Reloveution: And you have to make that decision, right now, so that we know when we open in September, like what's what's going on, and so it sort of feels like in some places, everything that we learned is starting to go by the wayside.
00:25:26.760 --> 00:25:30.720 Marissa Badgley, MSW, Reloveution: And so i'm here to remind you of what you do right now really, really matters.
00:25:31.530 --> 00:25:42.210 Marissa Badgley, MSW, Reloveution: And I think there's been a lot of writing in the last couple of weeks I don't know how I feel about the name but it's the people are deeming it the great resignation.
00:25:42.960 --> 00:25:51.150 Marissa Badgley, MSW, Reloveution: And it's this idea that people are going to be resigning really high rates because coming into the summer, out of the summer.
00:25:52.020 --> 00:25:53.520 Marissa Badgley, MSW, Reloveution: because things have stabilized.
00:25:53.850 --> 00:25:58.980 Marissa Badgley, MSW, Reloveution: they've recognized that there's another way they can have work life balance.
00:26:00.120 --> 00:26:11.340 Marissa Badgley, MSW, Reloveution: And so I think that I think i'll get more into that after in another question may what we have the opportunity to do now is that one of our values is authenticity.
00:26:11.670 --> 00:26:27.780 Marissa Badgley, MSW, Reloveution: And so the decisions that companies are making at this moment, are going to validate that companies authenticity metric whether that company can be trusted because if you revert to business as usual everything you've done for the last year ago is null and void it doesn't matter anymore.
00:26:27.990 --> 00:26:29.880 Marissa Badgley, MSW, Reloveution: But if we actually.
00:26:30.120 --> 00:26:40.110 Marissa Badgley, MSW, Reloveution: learn from this year and recognize how much people have gone through and start from there and reinvent a new business as usual there's tremendous power there.
00:26:40.440 --> 00:26:42.780 Marissa Badgley, MSW, Reloveution: So I think that that's one piece.
00:26:43.980 --> 00:26:57.000 Marissa Badgley, MSW, Reloveution: Within that I i've seen both sides of the coin, I think that for the first six months of the pandemic, there was a blurring of work life balance that was extraordinarily disruptive for many of us.
00:26:57.270 --> 00:27:05.040 Marissa Badgley, MSW, Reloveution: It was like back to back zooms I never asked my boss thinks that they can call me at 9pm because where else would I be i'm just sitting here.
00:27:07.080 --> 00:27:07.380 Eric Sarver, Esq.: yeah.
00:27:07.440 --> 00:27:12.270 Marissa Badgley, MSW, Reloveution: yeah I think that some of the intensity of that has decreased.
00:27:12.570 --> 00:27:21.900 Marissa Badgley, MSW, Reloveution: But I do think that there are some people in some companies that were more productive than they've ever been because of unrealistic expectations and so like that's something to be aware of.
00:27:22.200 --> 00:27:25.290 Marissa Badgley, MSW, Reloveution: The flip side of that is that i've also talked to leaders.
00:27:25.740 --> 00:27:41.160 Marissa Badgley, MSW, Reloveution: who have had work life balance, for the first time in 20 years they are getting to spend time with their children with their wives, with their husbands, with their partners and, like we I actually really like these people want to see my kids grow up.
00:27:41.220 --> 00:27:49.890 Marissa Badgley, MSW, Reloveution: Right and by going back to this place or going back to the office, where I might have an hour and a half commute i'm going to lose like that time with my kids.
00:27:50.970 --> 00:28:01.560 Marissa Badgley, MSW, Reloveution: and employers are going to have to be ready to hear that, like people's values have shifted As with any trauma that we just went through a collective trauma people's values have shifted.
00:28:02.730 --> 00:28:06.780 Marissa Badgley, MSW, Reloveution: And we have to be responsive responsive to that.
00:28:08.040 --> 00:28:20.880 Marissa Badgley, MSW, Reloveution: I think that's the last piece here is that one of the big things that has been totally exacerbated during this time, is that you cannot recreate in person connection virtually.
00:28:21.420 --> 00:28:32.070 Marissa Badgley, MSW, Reloveution: It can, and there are some people out there, that will tell you that you can, but there is something different, about being able to manifest serendipity you bump into somebody in an elevator.
00:28:32.130 --> 00:28:32.490 Eric Sarver, Esq.: Which is.
00:28:32.550 --> 00:28:38.250 Marissa Badgley, MSW, Reloveution: Further conversation you grab a coffee or you go out for.
00:28:38.790 --> 00:28:46.590 Marissa Badgley, MSW, Reloveution: A walk that sparks new conversations that sparks innovation and there's actually a lot of research that shows that people are more innovative.
00:28:46.860 --> 00:29:00.180 Marissa Badgley, MSW, Reloveution: Even if they're not talking to each other, just by being in the same room as other people, yes, and we need innovation, we need creativity and so while technology is incredibly helpful and thank goodness we had it this year.
00:29:00.720 --> 00:29:05.880 Marissa Badgley, MSW, Reloveution: I really believe that we need that those organic relationships moments.
00:29:06.000 --> 00:29:07.020 Marissa Badgley, MSW, Reloveution: The opportunity for.
00:29:07.020 --> 00:29:12.060 Marissa Badgley, MSW, Reloveution: Human beings to feel each other's energy and understand each other.
00:29:13.470 --> 00:29:24.780 Marissa Badgley, MSW, Reloveution: And that I is really a challenge, because I think most companies are moving towards hybrid models, where some people are working from home, some people are working from another country, some people are.
00:29:24.780 --> 00:29:25.230 Eric Sarver, Esq.: Working in.
00:29:25.290 --> 00:29:38.370 Marissa Badgley, MSW, Reloveution: The office and that's Okay, but i've been telling people, you have to add into your budget into your strategic plan for the year at least quarterly in person gatherings or events.
00:29:39.420 --> 00:29:43.650 Marissa Badgley, MSW, Reloveution: Just because we need it we're human creatures for social creatures.
00:29:43.680 --> 00:29:44.910 Eric Sarver, Esq.: Yes, yes.
00:29:46.020 --> 00:29:55.620 Eric Sarver, Esq.: Russia, there is some real goal, I believe unpack there you said things I think like I appreciate hearing, because I can see it with my clients, but also, I can see.
00:29:56.040 --> 00:29:59.790 Eric Sarver, Esq.: My own personal evolution through some of these muscle injury, but you're talking about.
00:30:00.690 --> 00:30:14.070 Eric Sarver, Esq.: Including the work life balance, which i've always valued the time of my wife and son my family but certainly seeing the and that actually is interesting to unpack right there, but it is time for commercial break so rather than.
00:30:15.210 --> 00:30:26.640 Eric Sarver, Esq.: Against that after the break with you what i'm packet instead so folks Eric Sabra here with my guest mercy badly for me the mission on here on talk radio, am I see plan will today.
00:30:27.330 --> 00:30:36.120 Eric Sarver, Esq.: When we come back we're gonna unpack some of the goal that versa, just share with us and talk about looking ahead as a return to a place for it.
00:30:37.980 --> 00:30:44.070 Marissa Badgley, MSW, Reloveution: you're listening to talk radio and my see and lift educate and.
00:33:23.310 --> 00:33:36.090 Eric Sarver, Esq.: Welcome back to employment law today i'm your host and Eric solver here tonight folks with marissa badgley founder of real revolution, which is taking the transform businesses and how management.
00:33:36.750 --> 00:33:43.560 Eric Sarver, Esq.: Basically, does what they do and leads people and increases employee morale and connectivity.
00:33:44.400 --> 00:33:50.190 Eric Sarver, Esq.: Really, a lot that you said, there is no such word unpack a few things before the you spoke about before the commercial break.
00:33:50.820 --> 00:34:05.190 Eric Sarver, Esq.: In terms of how I see it, applying in our today and for our audience to kind of take in this idea that people we tend to get very sort of this like infamous flood of compassion.
00:34:05.850 --> 00:34:13.830 Eric Sarver, Esq.: When something very horrific happens or tragic or like a collective trauma or individual trauma and you know to your point, the first question.
00:34:14.190 --> 00:34:24.450 Eric Sarver, Esq.: Why not be that way right all the time, like why, why do we need you know, a global pandemic, or you know, a terrorist attack or some horrible thing.
00:34:24.810 --> 00:34:30.180 Eric Sarver, Esq.: to rally people to say hey you know you're my you know you're my equal you're my brother and sister, you know.
00:34:30.810 --> 00:34:42.540 Eric Sarver, Esq.: so to speak, and then the idea that you know people are wanting to return to business as usual i've seen a phenomenon with some of my clients, because I work with employers, where.
00:34:42.960 --> 00:34:53.070 Eric Sarver, Esq.: it's like they don't say this in their language, but the subtext that I hear maybe you hear it too is OK, you know, we were very generous, we were compassionate.
00:34:53.640 --> 00:35:03.240 Eric Sarver, Esq.: We set you up, we took care of you, we understood about your kids having you know school zoom at home and and enough is enough, you know okay now now you know it's time to get.
00:35:03.990 --> 00:35:19.380 Eric Sarver, Esq.: To be tough and to you and and I wonder, do you do you see that, and if you do what flawed model, do you see that, coming from what omit the part might be missing Those sort of to get over it, or okay now it's time to.
00:35:19.380 --> 00:35:20.160 Marissa Badgley, MSW, Reloveution: All of them.
00:35:22.050 --> 00:35:23.640 Eric Sarver, Esq.: Are it right yeah.
00:35:23.820 --> 00:35:41.580 Marissa Badgley, MSW, Reloveution: So I think it goes back to our previous conversation about the the symptoms right right so when when an employer says covert 19 was the problem or the pandemic was the problem and we solve for that now that is over.
00:35:42.840 --> 00:35:45.270 Marissa Badgley, MSW, Reloveution: That that was that was part of the problem.
00:35:45.390 --> 00:35:48.660 Marissa Badgley, MSW, Reloveution: That was the problem that was most up in our faces.
00:35:48.870 --> 00:35:49.080 Eric Sarver, Esq.: yeah.
00:35:49.140 --> 00:36:01.380 Marissa Badgley, MSW, Reloveution: It was not the problem that they're that employees have been experiencing in their workplace day to day, every day, when when they've been coming into work right all things that we talked about if there's.
00:36:02.490 --> 00:36:06.930 Marissa Badgley, MSW, Reloveution: low morale there's low trusted people did not trust their leadership.
00:36:07.140 --> 00:36:08.400 Marissa Badgley, MSW, Reloveution: Before that the endemic.
00:36:08.850 --> 00:36:12.780 Marissa Badgley, MSW, Reloveution: I there's very little that you can do during crisis to reverse that.
00:36:14.250 --> 00:36:25.350 Marissa Badgley, MSW, Reloveution: And so I think that there's a lot of all right, we did our thing we got through this now pull yourself up by your bootstraps and bond.
00:36:26.040 --> 00:36:43.260 Marissa Badgley, MSW, Reloveution: that's problematic because of what I just said, but it's also problematic be like on a very biological perspective, and so one of the other things that's important to recognize as an employer is that the last 15 months or so has been.
00:36:44.100 --> 00:36:51.120 Marissa Badgley, MSW, Reloveution: A time of profound loss, they have been a time of profound human suffering.
00:36:52.590 --> 00:37:06.240 Marissa Badgley, MSW, Reloveution: I know a number of people who have lost multiple family members to the pandemic and if not, to the disease itself potentially weren't able to grieve the loss of loved ones.
00:37:07.020 --> 00:37:14.880 Marissa Badgley, MSW, Reloveution: This has been a season of loss in so many ways, people have lost their independence, people have lost their.
00:37:15.360 --> 00:37:21.150 Marissa Badgley, MSW, Reloveution: Potentially their financial security people have in some cases, lost their homes or their housing.
00:37:21.450 --> 00:37:34.020 Marissa Badgley, MSW, Reloveution: People lost a sense of safety for over a year right and loss is a type of trauma that impacts our brains in really, really profound ways.
00:37:34.470 --> 00:37:46.440 Marissa Badgley, MSW, Reloveution: And we can't just turn that off because we're all vaccinated so we've gone through this prolonged period of trauma that is changed fundamentally changed, who we are, as people.
00:37:47.100 --> 00:37:57.300 Marissa Badgley, MSW, Reloveution: brains are different now employers can't expect for the same people to show back up in their works workplaces, the same people from much 2020.
00:37:57.750 --> 00:38:07.920 Marissa Badgley, MSW, Reloveution: Right different humans, with different lived experiences coming in and we we can't just get rid of that because it's convenient the.
00:38:08.070 --> 00:38:08.460 Eric Sarver, Esq.: Next.
00:38:08.550 --> 00:38:10.830 Marissa Badgley, MSW, Reloveution: Day, I mean we're not through the pandemic yet.
00:38:11.640 --> 00:38:17.040 Marissa Badgley, MSW, Reloveution: yeah and even if we do get through it, the next phase is about healing.
00:38:17.520 --> 00:38:26.040 Marissa Badgley, MSW, Reloveution: Right it's about how do we heal collectively from this intense trauma that we've all experienced together.
00:38:26.340 --> 00:38:37.950 Marissa Badgley, MSW, Reloveution: People are experiencing higher levels of mental health crisis than ever before, which means that they're going to be there's a need for more accommodations in workplaces and people are going to be requesting them at higher rates.
00:38:38.160 --> 00:38:38.490 Marissa Badgley, MSW, Reloveution: And we.
00:38:38.550 --> 00:38:47.070 Marissa Badgley, MSW, Reloveution: can't just gaslight them and say this isn't actually a thing, like any anxiety and mental health disorders are like actually a thing that are happening.
00:38:47.670 --> 00:39:03.660 Marissa Badgley, MSW, Reloveution: And, and we need to be ready as companies as employers to respond to that with compassion, which is not the same thing as sympathy and a lot of people are really good at sympathy and say, are there, there, this was.
00:39:03.750 --> 00:39:04.890 Eric Sarver, Esq.: Sorry, yes.
00:39:05.310 --> 00:39:08.070 Marissa Badgley, MSW, Reloveution: here's a card, because your grandma died from covert.
00:39:08.160 --> 00:39:08.580 Right.
00:39:10.050 --> 00:39:19.020 Marissa Badgley, MSW, Reloveution: Now is a time for radical compassion that is accompanied by action that shows people that you actually care in the long term.
00:39:20.220 --> 00:39:27.630 Marissa Badgley, MSW, Reloveution: And that is what heals the parts of our brains that have been damaged true care true love true support in relationships.
00:39:28.860 --> 00:39:39.930 Eric Sarver, Esq.: That I think is a great segue into My other question for you my final question before we talk a little about more about your company and some events might be having or but i'm.
00:39:40.350 --> 00:39:45.930 Eric Sarver, Esq.: Looking ahead, like let's talk about this, you know where we've gone through this collective trauma, as you pointed out, and we're still like.
00:39:46.200 --> 00:39:53.310 Eric Sarver, Esq.: they're saying going through it as as well, there are the you know I think when we're in a traumatic situation right we get into that sort of like.
00:39:53.880 --> 00:40:00.390 Eric Sarver, Esq.: Like lockdown or fight or flight or freeze mode, as we tend to say, but what now in terms of the healing.
00:40:01.140 --> 00:40:05.970 Eric Sarver, Esq.: Pardon me so the question becomes looking ahead, as we turn to in person or hybrid offices.
00:40:06.540 --> 00:40:22.200 Eric Sarver, Esq.: workplaces, how can like How would it be Lucian help companies and businesses to repair right or improve their company's internal leadership in rally what concrete steps would you advise our listeners tonight to take this compassion practice.
00:40:22.470 --> 00:40:33.630 Marissa Badgley, MSW, Reloveution: yeah, so I would say that, whether you decide to reach out to me or not it's really, really important to diagnose what's actually happening not to make assumptions about.
00:40:34.110 --> 00:40:47.520 Marissa Badgley, MSW, Reloveution: what's happening for your people, your employees, their families, their communities like we actually ask the hard questions and measure quantifiably measure not like mushy gushy stuff.
00:40:47.970 --> 00:40:58.770 Marissa Badgley, MSW, Reloveution: Like measure what is happening for the human beings that are working with us, so I would say that taking that time to actually diagnose the issue is important.
00:40:59.280 --> 00:41:06.750 Marissa Badgley, MSW, Reloveution: The second step, there is that once you have a diagnosis, you need to have a holistic intervention process so.
00:41:07.350 --> 00:41:19.320 Marissa Badgley, MSW, Reloveution: At religion, we focus on four major levels, and we believe that you have to create an intervention or a portion of the intervention and every one of these levels in order to see real change.
00:41:19.680 --> 00:41:26.850 Marissa Badgley, MSW, Reloveution: So a lot of times and i'll tell them share them in those four levels in a second, but a lot of times in players will focus on one or two of them.
00:41:27.300 --> 00:41:39.510 Marissa Badgley, MSW, Reloveution: And then wonder why they're not getting results, and the reason is because I believe that you have to do all them, so the first is the individual contributor level, so ensuring that every human being.
00:41:40.260 --> 00:41:53.970 Marissa Badgley, MSW, Reloveution: That works, whether they're a leader or not has the skills, knowledge, expertise and resources to do their job well and some of that is the soft stuff and some of that is hard skill stuff.
00:41:55.230 --> 00:42:09.690 Marissa Badgley, MSW, Reloveution: The second piece, the second domain is around leadership and management which we so often fall short on so keep making sure that leaders and managers have the skills, knowledge, expertise and resources to lead and manage well.
00:42:09.990 --> 00:42:10.860 Marissa Badgley, MSW, Reloveution: And so.
00:42:10.890 --> 00:42:20.700 Marissa Badgley, MSW, Reloveution: Making sure that there is a there's a program in place for that development that's something that I do it's something that a lot of people do.
00:42:21.870 --> 00:42:32.670 Marissa Badgley, MSW, Reloveution: I advocate for that being done internally with managers, rather than sending to an external training, because you want managers that are learning according to your values and your culture.
00:42:33.030 --> 00:42:47.430 Marissa Badgley, MSW, Reloveution: Which brings us to the third component, the third domain is culture and community, so ensuring that every workplace every company has common mission vision values, not just beautifully written on a website.
00:42:47.940 --> 00:42:57.810 Marissa Badgley, MSW, Reloveution: But also like in action that employees understand the north star how their role contributes to that North star.
00:42:58.200 --> 00:42:59.940 Marissa Badgley, MSW, Reloveution: And then the fourth domain is.
00:42:59.970 --> 00:43:18.570 Marissa Badgley, MSW, Reloveution: Systems policies procedures, how do we ensure that those are also human centered How do we make sure that our hiring processes are interviewing processes um our accountability processes our performance review processes all of those also need to embody heart.
00:43:18.870 --> 00:43:26.160 Marissa Badgley, MSW, Reloveution: Right, so we intervene at all four of those levels and all four are really, really important.
00:43:27.330 --> 00:43:29.850 Marissa Badgley, MSW, Reloveution: I think that if I were to say two things really quickly that.
00:43:29.850 --> 00:43:40.800 Marissa Badgley, MSW, Reloveution: People can do like invest in today, I think, but one is making sure that there is a system in place to know that have your humans know that there are people that care about them.
00:43:41.190 --> 00:43:41.850 Marissa Badgley, MSW, Reloveution: for real.
00:43:43.380 --> 00:43:48.930 Marissa Badgley, MSW, Reloveution: man to that goes to appreciation gratitude showing value, and I think that.
00:43:49.680 --> 00:44:01.920 Marissa Badgley, MSW, Reloveution: Making sure that there is a growth, development plan for every person and this particular moment in time is going to help prevent that great resignation, or whatever is happening.
00:44:02.130 --> 00:44:10.260 Marissa Badgley, MSW, Reloveution: Because if people have something they're aspiring to they're less likely to leave if they believe that a promotion is coming or a growth opportunity is coming.
00:44:10.440 --> 00:44:24.870 Marissa Badgley, MSW, Reloveution: They will likely stay so at this particular moment because retention is on everybody's mind that's what we need to be focused on and it needs to be authentic and needs to be real yeah and that's what I do I helped I helped design those interventions which is super cool.
00:44:25.140 --> 00:44:37.500 Eric Sarver, Esq.: yeah I mean for sure, I think I agree with you have to be authentic and there are people I think you if you're motivated by the genuine desire to have a better happier workplace that's more stream.
00:44:37.920 --> 00:44:44.040 Eric Sarver, Esq.: And more compassionate that's I think like the north star of our moral compass, but also, I think you know if.
00:44:44.730 --> 00:44:52.770 Eric Sarver, Esq.: If that's a similar audience listening tonight or listening in the future, maybe they're not quite there yet, but they're get they're working towards that goal that North star.
00:44:53.310 --> 00:45:02.130 Eric Sarver, Esq.: nice to know that you know, there are other positive ramifications for for implementing you know these the heart, if you will acronym and then these principles.
00:45:02.490 --> 00:45:12.270 Eric Sarver, Esq.: I know that is an employment lawyer and that often companies asked me, you know this person has an accommodation request, what does a lot of, say, have to do or don't have to do what's my what's my obligation and.
00:45:13.110 --> 00:45:22.800 Eric Sarver, Esq.: You know, there is a law firm is like the the floor and then the ceiling and this the bare minimum, but I it's been my experience practicing employment law, these years that.
00:45:23.550 --> 00:45:32.160 Eric Sarver, Esq.: When a company is just doing the bare minimum, for their employees employees know that, and if you have disgruntled employees and there is a conflict.
00:45:32.640 --> 00:45:40.950 Eric Sarver, Esq.: And there's a ground for them to possibly Sue they're more likely to go to that place than if they feel supported that okay there's a conflict.
00:45:41.430 --> 00:45:48.450 Eric Sarver, Esq.: But you generally trying to work it out and i've seen that with employees to inform discrimination employees doing for.
00:45:48.840 --> 00:46:02.190 Eric Sarver, Esq.: Toxic workplace or wrongful termination, and so we know really good it's like hey there are motivations here, you know you want to reduce your risk liability increase your profit and also do the right thing, so we're on a commercial break.
00:46:03.000 --> 00:46:06.330 Eric Sarver, Esq.: And we come back we'll just talk about some of these issues in more detail.
00:46:07.350 --> 00:46:16.620 Eric Sarver, Esq.: You listening to employment law today my guest tonight and rest of badly and relaxation on talk radio nyc stick around folks we'll be right back.
00:48:31.920 --> 00:48:38.460 Eric Sarver, Esq.: Welcome back folks to employment law today i'm here tonight with my guest rest of algae i'm Eric Sabra hosted the show.
00:48:38.790 --> 00:48:43.920 Eric Sarver, Esq.: And we're talking about this covert real evolution really a revolution of sorts for companies.
00:48:44.310 --> 00:48:51.450 Eric Sarver, Esq.: Talking about corporate strategies that are steeped in business acronym but also steeped in love and compassion, as a way to provide.
00:48:51.930 --> 00:49:01.020 Eric Sarver, Esq.: Sustainable leadership and growth and really a lot there, I think you know for people to take away from this talk tonight and i'm the things that I got from what you shared.
00:49:01.890 --> 00:49:10.710 Eric Sarver, Esq.: With our audience I here right, the importance of a holistic approach of looking at the whole picture and not just saying picking and choosing not just cherry picking well.
00:49:11.220 --> 00:49:19.320 Eric Sarver, Esq.: we're all about culture and connection but let's not really go into diversity bias too much or you know that's not a problem for us.
00:49:20.100 --> 00:49:30.690 Eric Sarver, Esq.: or getting past the the idea that we can be compassionate during a crisis, and then, when that crisis is starting to to abate that we can send the same.
00:49:31.080 --> 00:49:38.820 Eric Sarver, Esq.: All right, well let's get back to business as usual and then Lastly, you know your point about I think that if there's any silver lining for this.
00:49:39.540 --> 00:49:48.630 Eric Sarver, Esq.: This year 30 months of difficult, as you mentioned just trauma for for us as a as a as a world for anybody the globe right is that I think people can.
00:49:48.990 --> 00:49:57.150 Eric Sarver, Esq.: Some people can would urge to take stock they're able to take stock and reassess what's important to them, and if you run a business.
00:49:57.720 --> 00:50:03.330 Eric Sarver, Esq.: You may have taken that stock for yourself, but I think you can be sure that at least some of your employees.
00:50:03.720 --> 00:50:12.810 Eric Sarver, Esq.: have done some of that soul searching maybe all them some degree so it's important I here to listen to your employees right to value their.
00:50:13.200 --> 00:50:29.370 Eric Sarver, Esq.: Their human needs, and not just their need for a paycheck and that's what I took away from and I took away so that you through evolution through revolution help businesses to get to a place where there's harmony and productivity is that kind of like the gist of what you're saying.
00:50:29.460 --> 00:50:35.430 Marissa Badgley, MSW, Reloveution: yeah it's really good summary I call it holistic harmony and I think it needs to be.
00:50:36.570 --> 00:50:45.060 Marissa Badgley, MSW, Reloveution: It needs to be inclusive of everything that we do from the micro decisions we make on a daily basis to the really, really big decisions.
00:50:45.720 --> 00:50:57.480 Marissa Badgley, MSW, Reloveution: i've been talking to a lot of startups these days about how in so some some startups it really, really well during the pandemic and recently switched to a startup that started with.
00:50:58.470 --> 00:51:07.320 Marissa Badgley, MSW, Reloveution: four employees in March 2020 and there are now more than 60 employees worldwide, and none of them have ever met each other, like that.
00:51:08.040 --> 00:51:10.200 Marissa Badgley, MSW, Reloveution: That makes a huge difference.
00:51:10.890 --> 00:51:25.200 Marissa Badgley, MSW, Reloveution: And i've also been talking to teams about mergers and acquisitions So how do you do this well when you have two cultures that you're trying to bring together, how do you meet the human needs of people who are scared and uncertain and like these moments of.
00:51:26.040 --> 00:51:31.920 Marissa Badgley, MSW, Reloveution: That are traditionally really, really scary and sort of volatile situations for human beings.
00:51:32.430 --> 00:51:46.770 Marissa Badgley, MSW, Reloveution: And so I feel like one of my favorite parts of my job is that humanity is the common element to everything that we do, and it is the three line you're a human i'm a human every employee, except for maybe some service dogs.
00:51:47.040 --> 00:51:57.900 Marissa Badgley, MSW, Reloveution: are like they are human beings, and we all have these core human needs which are to be loved which are to belong to feel like we can be successful in the world.
00:51:58.830 --> 00:52:03.420 Marissa Badgley, MSW, Reloveution: If you like, we can do the things that we were put on this earth to do.
00:52:04.230 --> 00:52:14.100 Marissa Badgley, MSW, Reloveution: And to feel safe, while doing it and that's not just physical safety which we've paid a lot of attention to this past year it's also really emotional safety and.
00:52:14.100 --> 00:52:15.450 Marissa Badgley, MSW, Reloveution: Psychological safety.
00:52:16.350 --> 00:52:25.170 Marissa Badgley, MSW, Reloveution: Ensuring that we are taking care of each other and seeing each other and truly hearing each other, and there are so many things that.
00:52:26.910 --> 00:52:38.460 Marissa Badgley, MSW, Reloveution: I can do that, we can do together to help start really operationalize and system and typing on some of those traditionally more subjective human experiences.
00:52:39.330 --> 00:52:48.780 Eric Sarver, Esq.: right and it definitely does come down to systems, and when you said a moment ago about you know, there are micro decisions and their major ones, I think.
00:52:49.110 --> 00:52:56.430 Eric Sarver, Esq.: Often, what we say and do in the micro is just as important and revealing and regulatory as our major decisions.
00:52:57.420 --> 00:53:03.690 Eric Sarver, Esq.: Whether you're owning a business and you're having policies for your employees or for yourself, for your customers as well.
00:53:04.080 --> 00:53:11.160 Eric Sarver, Esq.: it's interesting too, I think that having consistent messages so kayden I was reading an article recently, and it really struck me that company that.
00:53:11.670 --> 00:53:16.200 Eric Sarver, Esq.: tried to five hour work day as an experiment and the thing that struck me.
00:53:16.710 --> 00:53:23.970 Eric Sarver, Esq.: was not so much the five our part, but that and the company, and this is from the article so it's not anything it's all facts they admit this they confirm this.
00:53:24.690 --> 00:53:35.010 Eric Sarver, Esq.: The i'm the CEO and had basically said we're going to have eight at 8am to 1pm day, so we can give you your life back and have the afternoons free time and family, they said but.
00:53:35.550 --> 00:53:43.590 Eric Sarver, Esq.: we're gonna expect you to do all the work you did before, and more or you're fired so i'm putting pressure on you and giving you a gift.
00:53:43.920 --> 00:53:58.440 Eric Sarver, Esq.: And to me that sends a mixed signals well okay wait, you know you value me and my my my time, but i'm fired if I can figure this out in five hours after eight hour day, so I think they try this pre pandemic and then.
00:53:59.100 --> 00:54:06.390 Eric Sarver, Esq.: If they found that it didn't quite if there were breakdowns and culture and communication, so you know I think I mean I read, I mentioned that because.
00:54:06.900 --> 00:54:14.310 Eric Sarver, Esq.: I read that I thought oh have missed on the show tomorrow wonder her thoughts about that, but I feel like you and unfortunate, we have a few minutes left, but you know.
00:54:15.360 --> 00:54:24.840 Eric Sarver, Esq.: covered the need for you know, anticipating and consistency and messaging and I think that you know my mind that's kind of a weird.
00:54:25.920 --> 00:54:28.080 Eric Sarver, Esq.: You know, like a disconnect there you know it's.
00:54:28.560 --> 00:54:29.400 Eric Sarver, Esq.: You know, have some.
00:54:29.460 --> 00:54:30.780 Marissa Badgley, MSW, Reloveution: free time and.
00:54:32.070 --> 00:54:40.380 Marissa Badgley, MSW, Reloveution: And that's exactly why we believe that it's important to do intervention offer levels to make sure that they're those things are insane.
00:54:41.070 --> 00:54:47.460 Marissa Badgley, MSW, Reloveution: So often a really good leader will say, of course, you're like you just lost somebody take all the time, you need.
00:54:47.850 --> 00:54:59.280 Marissa Badgley, MSW, Reloveution: to guess what the human resources person doesn't get didn't get that memo and the pilot that the Community, the company policy it doesn't match with the typical you need compassionate approach.
00:54:59.490 --> 00:54:59.760 Eric Sarver, Esq.: Right.
00:54:59.820 --> 00:55:16.410 Marissa Badgley, MSW, Reloveution: You have to reconcile those differences we have to have the deep and uncomfortable conversations, but like what do you truly stand for, and if you really stand for your people, and then let's figure out how to do that, like, how do we help you take care of your people sustainably.
00:55:16.920 --> 00:55:26.850 Eric Sarver, Esq.: huh yeah very I think I think really good points to make morrison and we are coming to the end of our show about two and a half minutes left, so I.
00:55:27.150 --> 00:55:35.790 Eric Sarver, Esq.: want to give you a couple minutes to share people, and how can they contact you, and if you have any interesting events coming up or promotions or webinars and the floor is yours.
00:55:36.240 --> 00:55:39.960 Marissa Badgley, MSW, Reloveution: Sure, so again, thank you so much for having me.
00:55:41.010 --> 00:55:50.460 Marissa Badgley, MSW, Reloveution: I am just really excited to talk to you and let you know that I exist here, I offer an alternative approach to consulting and professional development, I.
00:55:51.150 --> 00:56:07.230 Marissa Badgley, MSW, Reloveution: am looking to connect with leaders and decision makers who have tried, the traditional approaches and their people are still unhappy they're frustrated because that you might have spent a whole lot of money on a consultant, and your problems still unsolved.
00:56:07.950 --> 00:56:12.270 Marissa Badgley, MSW, Reloveution: Why would this consultant, we did this work, two years ago, why are we still talking about these things.
00:56:13.020 --> 00:56:23.790 Marissa Badgley, MSW, Reloveution: So we offer a suite of services, so we talked about heart, we have a heart audit to help you really diagnose the challenges that you're experiencing in your workplaces.
00:56:24.450 --> 00:56:37.440 Marissa Badgley, MSW, Reloveution: That pushes out a report card with recommendations and then we'll help you through it like implementing the solutions we also do a ton of training and professional development, both one off and also.
00:56:38.580 --> 00:56:45.930 Marissa Badgley, MSW, Reloveution: programs, so we talked about leadership and management development, we have a new manager development program called really visionary leaders.
00:56:46.230 --> 00:56:56.730 Marissa Badgley, MSW, Reloveution: And we implement that in house with your team over a period of time to really support them building the skills and philosophy and mindsets needed to do their jobs well and.
00:56:57.360 --> 00:57:06.570 Marissa Badgley, MSW, Reloveution: I do consulting and professional development for companies by also work with individuals so sometimes a leader will come to me and say I just need a 60 minute strategy session.
00:57:06.780 --> 00:57:14.760 Marissa Badgley, MSW, Reloveution: So if you're listening and you feel like you could benefit from a conversation about your work, culture, your employee engagement challenges.
00:57:14.910 --> 00:57:15.210 Eric Sarver, Esq.: We can.
00:57:15.240 --> 00:57:22.950 Marissa Badgley, MSW, Reloveution: dig into our framework together and always they're always light bulbs, you will walk away with great ideas.
00:57:23.430 --> 00:57:30.870 Marissa Badgley, MSW, Reloveution: And right now we are recruiting for our nonprofit culture cohort, we will have a startup culture covert.
00:57:31.320 --> 00:57:45.480 Marissa Badgley, MSW, Reloveution: Starting in the fall, so if anything that you've heard today has resonated with you and you are associated with a nonprofit is a six month experience designed to help nonprofits build the culture of their dreams.
00:57:47.100 --> 00:57:47.340 Marissa Badgley, MSW, Reloveution: Oh.
00:57:47.400 --> 00:57:48.270 Eric Sarver, Esq.: i'm so sorry I.
00:57:49.350 --> 00:57:50.190 Marissa Badgley, MSW, Reloveution: Know we're out of time.
00:57:50.670 --> 00:57:57.450 Eric Sarver, Esq.: We have but think that was wonderful great discussion tonight folks i'm Eric solver again apologies for that intro but we're.
00:57:58.800 --> 00:58:06.840 Eric Sarver, Esq.: host of employment law today tune in Tuesday nights 5pm for interesting guests and topics rest of badly folks from real evolution, thank you for joining us tonight.
00:58:06.990 --> 00:58:08.670 Marissa Badgley, MSW, Reloveution: Thank you so much, thank you.