Season Recap - A Look Back and a Look Ahead

[00:00:02] [SPEAKER_00]: Here's an experiment for you.

[00:00:04] [SPEAKER_00]: Take passionate experts in human resource technology.

[00:00:07] [SPEAKER_00]: Invite cross-industry experts from inside and outside HR.

[00:00:12] [SPEAKER_00]: Mix in what's happening in people analytics today.

[00:00:15] [SPEAKER_00]: Give them the technology to connect, hit record, pour their discussions into a beaker.

[00:00:21] [SPEAKER_00]: Mix thoroughly and voila!

[00:00:24] [SPEAKER_00]: You get the HR Data Labs podcast where we explore the impact of data and analytics

[00:00:29] [SPEAKER_00]: to your business.

[00:00:31] [SPEAKER_00]: We may get passionate and even irreverent, but count on each episode challenging

[00:00:35] [SPEAKER_00]: and enhancing your understanding of the way people data can be used to solve real-world problems.

[00:00:41] [SPEAKER_00]: Now here's your host, David Turetsky.

[00:00:46] [SPEAKER_02]: Hello and welcome to the HR Data Labs podcast, Ending Season 7 Overview.

[00:00:52] [SPEAKER_02]: And I am your host, David Turetsky, alongside my BFF and co-host, partner from salary.com.

[00:00:59] [SPEAKER_02]: Do I brown? Do I tower you?

[00:01:01] [SPEAKER_01]: Great.

[00:01:02] [SPEAKER_01]: You know, the way your first few words started, it sounded like you were announcing a UFC fight or something.

[00:01:08] [SPEAKER_01]: No! In the green corner.

[00:01:11] [SPEAKER_02]: It could be. It could actually turn out to be, especially when we go through

[00:01:14] [SPEAKER_02]: the review of our predictions from last season.

[00:01:18] [SPEAKER_02]: True.

[00:01:19] [SPEAKER_02]: Season 6. So we'll see.

[00:01:21] [SPEAKER_02]: We could be bloodied and battered from that.

[00:01:23] [SPEAKER_02]: No, no. It never happens that way. I mean, but we might.

[00:01:26] [SPEAKER_02]: We might want to actually start like being a little bit more edgy. So we'll see.

[00:01:32] [SPEAKER_02]: Get a little controversy in there.

[00:01:34] [SPEAKER_02]: A little controversy. You know, a little controversy never hurt anybody, but

[00:01:38] [SPEAKER_02]: in this case, you know, if you're kind of, if you're comparing this to UFC,

[00:01:41] [SPEAKER_02]: I think that's a little bit overkill.

[00:01:44] [SPEAKER_01]: Just a little.

[00:01:47] [SPEAKER_01]: I've never been prone to exaggeration.

[00:01:49] [SPEAKER_02]: No, you're prone. Very prone.

[00:01:51] [SPEAKER_02]: But as we do in every season finale, we're going to start off with

[00:01:58] [SPEAKER_02]: one fun thing that no one knows about Dwight from the last six months.

[00:02:03] [SPEAKER_02]: Did I talk about polishing rocks before?

[00:02:08] [SPEAKER_02]: Do you think that I remember you talking about polishing rocks? I should.

[00:02:14] [SPEAKER_02]: Is this is this when the paragliding doesn't go well and you fall down and you start

[00:02:20] [SPEAKER_02]: rumbling around on the ground?

[00:02:22] [SPEAKER_01]: Yeah. No, that's when I start polishing my teeth on the gravel is what happens there.

[00:02:29] [SPEAKER_02]: No, no, you did not tell me about polish or us.

[00:02:33] [SPEAKER_01]: All right. Yeah. So here's a little nerd secret for you. When I was a kid,

[00:02:42] [SPEAKER_01]: I was kind of fascinated with rocks. And so my parents bought me a rock polisher and

[00:02:51] [SPEAKER_01]: I used to, I used to get rocks from wherever I could get rocks from. I'd pick them up and see

[00:02:57] [SPEAKER_01]: something cool and try to polish it up. I tried polishing gravel. Gravel doesn't polish by the

[00:03:02] [SPEAKER_01]: way. It just disintegrates. It was in case you were wondering. It's good to know.

[00:03:06] [SPEAKER_01]: The, so yeah, I would polish these rocks up and then I would sell them around the neighborhood.

[00:03:14] [SPEAKER_01]: I would go from house to house and people would feel sorry for me. So they'd pay me a

[00:03:20] [SPEAKER_01]: quarter for my polished rocks. They actually look pretty good. You know what I mean?

[00:03:23] [SPEAKER_01]: I still think they're worth a quarter, but so that was, that was my first

[00:03:29] [SPEAKER_01]: query into enterprise and entrepreneurship. Did that pay for college?

[00:03:34] [SPEAKER_01]: I think it paid for maybe one meal in college and that was about it.

[00:03:42] [SPEAKER_02]: Better than nothing. Yeah, that is true. That is true. That is true. Well, that's interesting.

[00:03:48] [SPEAKER_02]: Oh, how about you? One new fun thing. So I was cleaning up my basement the other day,

[00:03:56] [SPEAKER_02]: literally the other day and I found a bunch of stamps that I think my grandfather collected

[00:04:02] [SPEAKER_02]: as an adult, as well as as a child. And I saw some extremely old stamps. There are some pre-war stamps.

[00:04:14] [SPEAKER_02]: Now here's the fun thing about philatelics. Pretty similar or which war are we talking?

[00:04:20] [SPEAKER_02]: My grandfather was not that old. We've had so many. I'm not that old. My grandfather

[00:04:24] [SPEAKER_02]: was born in the 1900s, I think just barely in the 1900s. So my father's dad was born in 1898,

[00:04:32] [SPEAKER_02]: but no, no, this one was born I think in 1900 and 1902. But anyway, so it's pre-World War II.

[00:04:40] [SPEAKER_02]: Thank you. Okay. And some of the ones that I looked up online could be worth like three,

[00:04:46] [SPEAKER_02]: four hundred dollars. So, but the problem of philatelics, which is kind of the study

[00:04:53] [SPEAKER_02]: of stamps or the collecting of stamps or whatever, is that there are very few people who give a crap

[00:05:00] [SPEAKER_02]: that you find all these great stamps. You have to find a reputable American philatelics society

[00:05:07] [SPEAKER_02]: dealer and then one that wants to look at the stamps that you've collected. Now if you don't

[00:05:11] [SPEAKER_02]: have it all arrayed and you don't have it in a book or whatever, that's a problem. And

[00:05:16] [SPEAKER_02]: you know how many people run across their grandparents old stamp collections and bother

[00:05:21] [SPEAKER_01]: these people? A lot. So I found that out the hard way. Well, my brother is a stamp dealer,

[00:05:28] [SPEAKER_02]: so I totally get it. Oh, well, maybe I can send them to you and you can go and bring them to me.

[00:05:35] [SPEAKER_02]: Do the same thing this guy did and toss them aside and go, yeah, he doesn't need any more stamps.

[00:05:42] [SPEAKER_01]: So if you find one with an upside down airplane on it,

[00:05:46] [SPEAKER_01]: then you hit the jackpot. Yeah, the upside down Jenny. Yes, that's all I know about stamp collecting.

[00:05:53] [SPEAKER_02]: Yeah, but there are plenty of other stamps that are valuable. Oh yeah. The problem is that,

[00:05:57] [SPEAKER_02]: and you know, the difference between a valuable one and one that's not valuable

[00:06:02] [SPEAKER_02]: is very small differences. Exactly. And do I, do you know how much room I have in my life

[00:06:07] [SPEAKER_02]: for figuring what that is? I haven't seen none, my friend.

[00:06:14] [SPEAKER_02]: Yeah, less than none, like negative. So I want to honor my grandfather and I want to figure it all

[00:06:20] [SPEAKER_02]: out but I'm running out of time. So I kind of budgeted some time for it. There are apps for it,

[00:06:28] [SPEAKER_02]: but they're not very good and they cost a ton of money. So slowly over time.

[00:06:33] [SPEAKER_02]: Yeah. Yeah. That's cool. So that's my thing that no one knows.

[00:06:38] [SPEAKER_02]: Now that everybody knows and they're all laughing.

[00:06:43] [SPEAKER_01]: Well, they just heard about my polishing rocks. Do you think they're gonna,

[00:06:46] [SPEAKER_02]: they say they're going to be laughing at your stamps? Stamps and rocks. Yeah. One's more valuable

[00:06:53] [SPEAKER_02]: than the other. Yours could be much more valuable if you pick the right rock.

[00:06:58] [SPEAKER_02]: True. Very true. Hey, this one's shiny. It looks like a crystal. I can't polish it.

[00:07:06] [SPEAKER_02]: It's destroying my rock polisher as I put it in there.

[00:07:13] [SPEAKER_02]: Anyway, so welcome to the season finale of season seven. It was a phenomenal season.

[00:07:20] [SPEAKER_02]: Now let's dive into it and talk a little bit about what we learned.

[00:07:30] [SPEAKER_02]: So season seven was interesting Dwight and I know that you've actually thought a little

[00:07:35] [SPEAKER_02]: bit about kind of the themes that kind of ran through your head as you were looking at the

[00:07:40] [SPEAKER_01]: list of the episodes that we had recorded. That is true. I, you know, as I listened to it and went

[00:07:48] [SPEAKER_01]: back and read listen to some of the episodes and looked at them biggest theme in my mind was really

[00:07:55] [SPEAKER_01]: drivers and motivations. And we looked at that from a lot of different angles. And what I mean

[00:08:02] [SPEAKER_01]: by that is the sub theme that I think of with this is meshing humans and technologies or

[00:08:11] [SPEAKER_01]: as you loved that I said crossbreeding humans and computers.

[00:08:19] [SPEAKER_01]: We're not advocating for human hybrids, by the way. Exactly. We may be getting there pretty soon.

[00:08:25] [SPEAKER_01]: You know, I'm just saying mentally. Yeah. But that's those were really the themes that I

[00:08:31] [SPEAKER_01]: picked out of things. And I mean, to some extent, every season we could say that about because we

[00:08:38] [SPEAKER_01]: really do examine both humans because we're talking human resources. And we talk a lot about the

[00:08:43] [SPEAKER_01]: technology side of things. But I felt like it really, we really took some different angles with

[00:08:49] [SPEAKER_02]: it with this season. Yeah. And to that point, you know, because we're going to go early in

[00:08:56] [SPEAKER_02]: this podcast and talk about, you know, artificial intelligence being such a gigantic topic,

[00:09:02] [SPEAKER_02]: especially something that a lot of people are concerned about how it's influencing the world

[00:09:06] [SPEAKER_02]: of human resources and how it's really embedding itself into a lot of the decisions that we make.

[00:09:12] [SPEAKER_02]: Or what is it? What is it kind of doing to our roles? And what is it going to do for our

[00:09:16] [SPEAKER_02]: jobs? We actually had a lot of conversations, both last season and this season about that.

[00:09:21] [SPEAKER_02]: And it's going to bleed into probably many more of our episodes as we go forward because

[00:09:27] [SPEAKER_01]: it's really driving a lot of the conversation. Yeah. It is not getting smaller, definitely getting

[00:09:32] [SPEAKER_01]: bigger. Yeah. And we'll continue to do so. And rightly it should. I mean, I was thinking

[00:09:38] [SPEAKER_02]: about this for a presentation I'm going to be doing this week, you know, comparing

[00:09:43] [SPEAKER_02]: the generations and their exposure to technology and their usefulness of technology

[00:09:48] [SPEAKER_02]: has been fascinating from, you know, I started my work in the 80s when computers really weren't

[00:09:55] [SPEAKER_02]: around. They were starting to embed themselves into the human resources world, but they really

[00:10:00] [SPEAKER_02]: weren't there yet. And then after in the 90s, we started to see a gigantic approach because

[00:10:05] [SPEAKER_02]: they were embedding themselves into everywhere. Well, it's that same kind of process or,

[00:10:12] [SPEAKER_02]: I guess you could say seasonality, but now it went from computers embedding themselves to

[00:10:19] [SPEAKER_02]: the internet embedding itself and now, you know, artificial intelligence

[00:10:24] [SPEAKER_02]: embedding itself into every aspect of work. But most of all, into what we care about,

[00:10:30] [SPEAKER_02]: which is how HR influences the rest of the business.

[00:10:34] [SPEAKER_01]: So let me ask you this. I mean, since you started in the work world in the 80s and

[00:10:40] [SPEAKER_01]: it was just the computers were still coming in and in the 90s, we saw that proliferation of things.

[00:10:48] [SPEAKER_01]: Compare the conversations that we have about AI with the conversations that were happening

[00:10:53] [SPEAKER_01]: around computers and their influence on jobs at that point. Is it a recycling or is it a very

[00:10:58] [SPEAKER_02]: different conversation? I think it's a very analogous conversation. I mean,

[00:11:03] [SPEAKER_02]: every time a gigantic innovation happens in the world of business, it influences how we work.

[00:11:11] [SPEAKER_02]: And to your point, and I guess to the emphasis and the question,

[00:11:18] [SPEAKER_02]: it really changes who we are and how we work. I love bringing up the example of

[00:11:25] [SPEAKER_02]: those menil envelopes that used to go into office because the mailroom would come by

[00:11:33] [SPEAKER_02]: your desk and pick up your mail and drop off your incoming mail. And that form, that very secure

[00:11:42] [SPEAKER_02]: merit increase form or market adjustment form that had someone's increase in it that was being

[00:11:48] [SPEAKER_02]: sealed with a extremely secure manila envelope that had holes in it, by the way.

[00:11:53] [SPEAKER_02]: Yeah, that was considered a firewall at that point. Those holes.

[00:11:57] [SPEAKER_02]: Right. Well, it had the string which made sense. If that string was come undone,

[00:12:02] [SPEAKER_02]: then that meant somebody looked at it. Well, there were some ethics there.

[00:12:07] [SPEAKER_02]: But now think about how that process has changed. We kind of don't have a mailroom anymore.

[00:12:13] [SPEAKER_02]: Any mail you're getting pretty much from a snail mail perspective gets put on a desk and then

[00:12:21] [SPEAKER_02]: people have to pretty much go get it themselves or you have somebody whose responsibility is

[00:12:26] [SPEAKER_02]: in, as part of what they do to do that. But really the concept of mailroom is gone.

[00:12:33] [SPEAKER_02]: The concept of those forms has now been transformed into your HRAS has employer manager self-service.

[00:12:41] [SPEAKER_02]: So that analogy of how does the technology transform the way we work? Well, there are

[00:12:48] [SPEAKER_02]: a few jobs we just talked about specifically the mailroom where that's gone. And that

[00:12:54] [SPEAKER_02]: concept of those manila envelopes, we don't buy them anymore because they're not necessary.

[00:13:00] [SPEAKER_02]: That interoffice... Can't buy them anymore probably.

[00:13:02] [SPEAKER_02]: Well, you probably can and they're probably gag gifts.

[00:13:06] [SPEAKER_01]: But yeah, exactly. But either that or collector's items on eBay.

[00:13:10] [SPEAKER_02]: Right. And we used to have tons of them laying around everywhere until they got

[00:13:15] [SPEAKER_02]: thrown away. Not recycled by the way, but thrown away.

[00:13:18] [SPEAKER_02]: But no, but that's the point though, Dwight, to your question. As technology has improved,

[00:13:23] [SPEAKER_02]: as connectivity has improved, as the computer has become more able to take away some of the

[00:13:29] [SPEAKER_02]: things that we've been doing from an administration perspective, the job that we do has fundamentally

[00:13:34] [SPEAKER_02]: changed. And a lot of us will say for the better. I mean, yeah, I'd love to have in the mailroom

[00:13:40] [SPEAKER_02]: person come around and have a conversation with them about how the Rangers are doing.

[00:13:45] [SPEAKER_02]: But yeah, that's gone. That job has now transformed. It's become something else.

[00:13:52] [SPEAKER_01]: It's interesting hearing the conversations around AI because you hear so often that AI

[00:13:57] [SPEAKER_01]: is going to take over all the jobs. And we even touch on that in the episodes this season.

[00:14:08] [SPEAKER_01]: But yeah, I think that there's... I don't think there's a true understanding of what AI is.

[00:14:14] [SPEAKER_01]: And so I think it's good that we're starting to explore these...

[00:14:18] [SPEAKER_01]: explore the AI topic from different angles throughout season seven and into the future.

[00:14:25] [SPEAKER_01]: Because I think we need to... I think we really need to set the stage for what exactly is AI

[00:14:31] [SPEAKER_01]: and what will it replace and what won't it replace?

[00:14:36] [SPEAKER_02]: I don't know if you remember, but when we came back from HR Tech last year for season,

[00:14:42] [SPEAKER_02]: I think it was during season six. And then we started to... I think we actually had them done

[00:14:50] [SPEAKER_02]: by the end of season six because we had made them in parallel with the normal series.

[00:14:56] [SPEAKER_02]: Everything that we were talking about was artificial intelligence. Every single thing.

[00:15:00] [SPEAKER_02]: There wasn't a thing that was at the HR Technology conference that wasn't,

[00:15:06] [SPEAKER_02]: that at least had something to do with HR Tech, AI in HR Tech. And to me that kind of speaks to

[00:15:14] [SPEAKER_02]: not what's happening in 2024 or 2025, but what's happening beyond. Because those technologies don't

[00:15:21] [SPEAKER_02]: get adopted right away. They get adopted slowly. And so we might see this coming HR Tech

[00:15:29] [SPEAKER_02]: stories about adoptions that companies had kind of early adopters had kind of taken on from

[00:15:36] [SPEAKER_02]: the 2023 HR Tech conference. And what was the end result? And so there may be a little pushback

[00:15:44] [SPEAKER_02]: or they may have honed a lot of those companies that brought AI and were talking

[00:15:48] [SPEAKER_01]: about AI, may have honed their story now. Yeah, I think the companies are honing their

[00:15:54] [SPEAKER_01]: story. I think it's the employees that aren't necessarily the experts in AI,

[00:16:01] [SPEAKER_01]: or the people who are not necessarily the experts that put AI in this big bucket. And

[00:16:08] [SPEAKER_01]: it's sort of a big brother sort of bucket that they think of it and where

[00:16:13] [SPEAKER_01]: they just don't know enough to know how is it going to help us? What's it going to replace?

[00:16:18] [SPEAKER_01]: We're answering all of those kinds of questions. I'm just putting the finishing touches on a

[00:16:27] [SPEAKER_01]: white paper of the influence of AI and customer service and have some interesting data about,

[00:16:35] [SPEAKER_01]: you know, there are a lot of people out there saying that matter of fact,

[00:16:39] [SPEAKER_01]: I think one of our guests even said that we're at the point where AI will completely replace

[00:16:45] [SPEAKER_01]: customer service representatives. Somebody did say that. And the data just doesn't,

[00:16:50] [SPEAKER_01]: it doesn't bear out in the data and it doesn't bear out in logic when you start to look at what

[00:16:57] [SPEAKER_01]: AI can and can't do and you start to think about the jobs. And I think that that's

[00:17:02] [SPEAKER_01]: extensible across a lot of different jobs. I mean, I'm just looking at customer service, but

[00:17:07] [SPEAKER_01]: all that to say that is the conversations move forward, it will be interesting,

[00:17:13] [SPEAKER_01]: the myths that get dispelled and the facts that come out and where those two get mixed up.

[00:17:21] [SPEAKER_02]: I'm looking forward to reading your white paper. I actually listened to

[00:17:25] [SPEAKER_02]: somebody else's podcast. I know I actually did listen to somebody else's podcast.

[00:17:32] [SPEAKER_02]: And yeah, don't be critical. Did you podcast sheet on me?

[00:17:35] [SPEAKER_02]: Yeah, I did. I'm sorry. I have a lot of podcasts I listened to. But one of the fun

[00:17:40] [SPEAKER_02]: things that I heard or that I was listening to was that a person had called in for customer support

[00:17:48] [SPEAKER_02]: to, I forget what they said they were calling into, but they said it took them at least 10 minutes

[00:17:54] [SPEAKER_02]: in a conversation with AI to realize that it wasn't human. And while that's fascinating,

[00:18:03] [SPEAKER_02]: it certainly wasn't my experience with T-Mobile. Love T-Mobile, don't get me wrong.

[00:18:09] [SPEAKER_02]: But their go-to-market strategy is you're going to talk to a human quickly if you want to.

[00:18:16] [SPEAKER_02]: And that's okay. And I love that fact because I've had so many conversations with AI

[00:18:23] [SPEAKER_02]: that just don't understand what the heck I'm saying. Now, I don't have a heavy accent.

[00:18:28] [SPEAKER_02]: Right.

[00:18:29] [SPEAKER_02]: And I don't have a heavy lisp, although sometimes I might, especially if I'm tired, but

[00:18:34] [SPEAKER_02]: trying to have a conversation with an artificial intelligence engine still to this day,

[00:18:41] [SPEAKER_02]: I'm pretty sure I can tell most of the time when it's AI.

[00:18:46] [SPEAKER_02]: Yeah.

[00:18:46] [SPEAKER_02]: And my first conversation with them is representative.

[00:18:51] [SPEAKER_02]: Representative.

[00:18:52] [SPEAKER_01]: Rep-resentative.

[00:18:55] [SPEAKER_01]: Because...

[00:18:56] [SPEAKER_01]: What did you not understand about rep-resentative?

[00:19:00] [SPEAKER_02]: Well, first before I give you over to representative, can you please give me no representative?

[00:19:08] [SPEAKER_02]: Then I turn into my dad and I start...

[00:19:11] [SPEAKER_02]: My eyes turn red. My blood pressure goes off. I start turning into the Hulk.

[00:19:16] [SPEAKER_02]: Rep-resentative. Rep-resentative.

[00:19:20] [SPEAKER_01]: Start bashing the phone on that.

[00:19:22] [SPEAKER_02]: Hulk want representative.

[00:19:24] [SPEAKER_01]: Okay, Hulk, we're going to get you over to representative right away.

[00:19:27] [SPEAKER_01]: Or what exactly? But that's what I mean about the meshing of humans with technology or the

[00:19:34] [SPEAKER_01]: cross-breeding between humans and computers because, I mean, let's face it, we're trying

[00:19:40] [SPEAKER_01]: to make these computers be exactly human. And the technology is getting there.

[00:19:44] [SPEAKER_01]: Yeah.

[00:19:45] [SPEAKER_01]: It's not there yet as we've just been talking about.

[00:19:48] [SPEAKER_02]: But...

[00:19:48] [SPEAKER_02]: Yeah, but I think it still goes back to solving what problem, right?

[00:19:53] [SPEAKER_02]: Right.

[00:19:53] [SPEAKER_02]: In the context of a customer service might be okay. I think there are a lot of wonderful

[00:20:00] [SPEAKER_02]: customer service people that I've spoken to that really know their job, but some of them

[00:20:05] [SPEAKER_02]: are in such complex roles and they're dealing with things that are extremely personal,

[00:20:11] [SPEAKER_02]: like for example, banking or whatnot, that you probably could get away with talking

[00:20:16] [SPEAKER_02]: to an AI about your banking relationship until it gets to the point where it says

[00:20:20] [SPEAKER_02]: that check wasn't deposited and we're not going to tell you why.

[00:20:24] [SPEAKER_02]: Right.

[00:20:25] [SPEAKER_02]: I'll give you another example.

[00:20:26] [SPEAKER_02]: Yeah.

[00:20:27] [SPEAKER_02]: When you ever call a package service, and by package service I mean one that has three

[00:20:31] [SPEAKER_02]: letters in their name or one that has five letters in their name and you're saying where

[00:20:36] [SPEAKER_02]: is my package? I'm waiting for it. It seems stalled that its current location and tracking.

[00:20:42] [SPEAKER_02]: You cannot talk to a human. They won't let you.

[00:20:45] [SPEAKER_02]: And trying to talk to an AI about that, all it will tell you is what the current step is in

[00:20:51] [SPEAKER_02]: the tracking process because other than that it won't give you any more information

[00:20:56] [SPEAKER_02]: and it won't be more helpful than that.

[00:20:58] [SPEAKER_02]: Yeah. Zero problem solving.

[00:21:00] [SPEAKER_02]: Exactly.

[00:21:01] [SPEAKER_02]: And that's I mean when we talk about AI and HR, that is not going to work.

[00:21:06] [SPEAKER_02]: My medical benefits aren't working. You're going to tell me that an AI is going

[00:21:10] [SPEAKER_02]: to be able to help somebody with that? I don't think so.

[00:21:12] [SPEAKER_01]: Yeah. Good luck.

[00:21:13] [SPEAKER_01]: Exactly.

[00:21:13] [SPEAKER_01]: Good luck.

[00:21:14] [SPEAKER_02]: But that's also where the compassion of the person and the willingness to go the next step.

[00:21:20] [SPEAKER_02]: An AI is probably not programmed to be as compassionate nor willing to go the next step.

[00:21:26] [SPEAKER_02]: It's got facts.

[00:21:27] [SPEAKER_02]: Facts are you're not in our system. I don't know why. It doesn't tell me why.

[00:21:32] [SPEAKER_02]: And therefore I can't tell you thank you very much. Have a great day and hang up.

[00:21:35] [SPEAKER_02]: And the person then they actually have to go to urgent care because

[00:21:41] [SPEAKER_02]: they're having a hardest act because they're getting pissed.

[00:21:45] [SPEAKER_02]: Right.

[00:21:45] [SPEAKER_02]: And I don't mean to make light of that situation but that's where some people are.

[00:21:50] [SPEAKER_02]: For whatever reason my benefits aren't showing up anymore.

[00:21:53] [SPEAKER_02]: I still have my job. I don't know why. It's just not there.

[00:21:57] [SPEAKER_02]: So these are circumstances and situations where we're talking right now about one of the major

[00:22:03] [SPEAKER_02]: themes that we're dealing with in season seven which is people are worried about their jobs,

[00:22:08] [SPEAKER_02]: people are worried about their roles and AI in the world of human resources

[00:22:12] [SPEAKER_02]: is going to be something that we're going to talk about for a very long time.

[00:22:17] [SPEAKER_01]: And we're going to hit it from a lot of different angles.

[00:22:18] [SPEAKER_01]: Oh sure.

[00:22:19] [SPEAKER_01]: It's sure.

[00:22:20] [SPEAKER_01]: Yeah.

[00:22:21] [SPEAKER_01]: And I think it's important.

[00:22:23] [SPEAKER_01]: It's here. It's part of our lives.

[00:22:26] [SPEAKER_01]: We've got to talk about it because otherwise it's big, heavy and scary.

[00:22:29] [SPEAKER_01]: Exactly.

[00:22:30] [SPEAKER_01]: If we don't.

[00:22:31] [SPEAKER_00]: Like what you hear so far?

[00:22:33] [SPEAKER_00]: Make sure you never miss a show by clicking subscribe.

[00:22:36] [SPEAKER_00]: This podcast is made possible by salary.com. Now back to the show.

[00:22:42] [SPEAKER_02]: But the other thing that we talked about during season seven which I know that you wanted to

[00:22:46] [SPEAKER_02]: talk about as well is the being more human and the ability to be more yourself which is

[00:22:54] [SPEAKER_02]: exactly the opposite of what we were just talking about, about being more

[00:22:58] [SPEAKER_02]: programmatic and more human.

[00:22:59] [SPEAKER_02]: More robotic and yeah.

[00:23:01] [SPEAKER_02]: But we had some conversations this year which were actually rather emotional for us because

[00:23:07] [SPEAKER_02]: they're focused on being a different human.

[00:23:10] [SPEAKER_02]: And learning from our past woundings and our past interactions with people

[00:23:17] [SPEAKER_02]: and how that makes us react in the next situation which isn't always good.

[00:23:24] [SPEAKER_02]: And it did get really, really emotional for us in at least two or three episodes right?

[00:23:30] [SPEAKER_02]: Yeah.

[00:23:31] [SPEAKER_02]: There was, oh the woundings one was Amber Antevaros that was really powerful.

[00:23:36] [SPEAKER_02]: Yeah.

[00:23:36] [SPEAKER_02]: Really, really powerful.

[00:23:37] [SPEAKER_02]: Powerful toward the end.

[00:23:38] [SPEAKER_02]: Yeah.

[00:23:39] [SPEAKER_02]: There was another one though that.

[00:23:42] [SPEAKER_02]: Well there was Jacob Morgan with leading with vulnerability.

[00:23:45] [SPEAKER_02]: That was it.

[00:23:46] [SPEAKER_02]: Yes.

[00:23:46] [SPEAKER_02]: Exactly.

[00:23:48] [SPEAKER_02]: And that was a powerful one as well because you know we always try and show our brave face.

[00:23:53] [SPEAKER_02]: We always try and be I'm a corporate.

[00:23:56] [SPEAKER_02]: I'm a computer.

[00:23:57] [SPEAKER_02]: I don't show any emotion at work.

[00:24:00] [SPEAKER_01]: Yeah.

[00:24:00] [SPEAKER_01]: Good luck.

[00:24:01] [SPEAKER_01]: Right.

[00:24:02] [SPEAKER_01]: Well and I gotta say those made me really uncomfortable for exactly what you just said.

[00:24:08] [SPEAKER_01]: I just you put your work face on, you put on, you know you put up the steel wall and I don't

[00:24:15] [SPEAKER_01]: have feelings on just a machine and you know I don't like going there and trust me in my

[00:24:21] [SPEAKER_01]: life I've gone there plenty and so I is those episodes were coming up.

[00:24:27] [SPEAKER_01]: It's like yeah.

[00:24:28] [SPEAKER_01]: God I admittedly I really was not looking forward to was not looking forward to recording

[00:24:35] [SPEAKER_01]: but I'm at the end I was glad we did and it gave a lot to think about and.

[00:24:43] [SPEAKER_01]: Absolutely.

[00:24:44] [SPEAKER_01]: And even as I was thinking about this recap of the season I went back to

[00:24:52] [SPEAKER_01]: Jacob's leading with vulnerability and thought about times where I've done it,

[00:24:57] [SPEAKER_01]: where I've done it effectively at least effectively relative to what he was saying,

[00:25:01] [SPEAKER_01]: the way that he was saying you should do it.

[00:25:03] [SPEAKER_01]: And ways that I've done it ineffectively and then ways that just have not done it at all.

[00:25:10] [SPEAKER_01]: And and I think I think I err more towards the not doing it at all because I just don't like

[00:25:16] [SPEAKER_01]: putting myself out.

[00:25:18] [SPEAKER_01]: That's how we write off.

[00:25:19] [SPEAKER_02]: Right.

[00:25:19] [SPEAKER_02]: You can't bring an authentic part of yourself to work and that right you know that kind of

[00:25:27] [SPEAKER_02]: sucks.

[00:25:28] [SPEAKER_02]: I'll tell you two other episodes that really kind of threw me for a loop and that I was

[00:25:34] [SPEAKER_02]: really uncomfortable with the Becky Yvonne episode where we were talking about you

[00:25:41] [SPEAKER_02]: know how white D&I professionals you know we can we can look at what their job is and

[00:25:47] [SPEAKER_02]: not get worried about it or not think about it in the wrong way.

[00:25:50] [SPEAKER_02]: That one I was really worried about because I wasn't really sure where we're going with it

[00:25:54] [SPEAKER_02]: but at the end of the day it actually turned out to be a quite a fascinating episode

[00:25:58] [SPEAKER_02]: because it really gave us an understanding of the kind of problems that they're dealing with

[00:26:04] [SPEAKER_02]: or the kind of way that they're and because they're white how they actually have to work

[00:26:11] [SPEAKER_02]: around that in order to be more effective or to be effective in D&I.

[00:26:16] [SPEAKER_02]: Right.

[00:26:16] [SPEAKER_02]: And then the second one was Robin Rodriguez and in a very similar way we were talking about

[00:26:21] [SPEAKER_02]: the challenges that female leaders have to overcome all the crap that is stacked against

[00:26:27] [SPEAKER_02]: them still to this day.

[00:26:29] [SPEAKER_02]: And right I love Robin and I thought it was a wonderful episode but you know kind of

[00:26:34] [SPEAKER_02]: transitioning from those I think if we look back most of the conversations that we had

[00:26:42] [SPEAKER_02]: this season were really fascinating in their own way they were challenging in their own way

[00:26:49] [SPEAKER_02]: they gave us a lot to think about and it was it was a good season.

[00:26:54] [SPEAKER_02]: I think Seven was a really good season.

[00:26:57] [SPEAKER_02]: Oh yeah.

[00:26:57] [SPEAKER_02]: And when we look back on season and we look back rather favorably it was it's one that

[00:27:03] [SPEAKER_02]: I think we're going to be very proud of for many years.

[00:27:05] [SPEAKER_01]: And I really hope that despite our discomfort going into it that our listeners start to see

[00:27:12] [SPEAKER_01]: the human side of us too and I hope that I'm able to bring that out for myself whether it's

[00:27:19] [SPEAKER_01]: scary or not but because as we get into season eight you know we wrapped up with some very

[00:27:26] [SPEAKER_01]: human issues with season seven and we're going to continue looking at that as we go forward

[00:27:32] [SPEAKER_01]: into season eight.

[00:27:33] [SPEAKER_01]: That is true.

[00:27:35] [SPEAKER_02]: To be honest because of the conversation we had a bit of AI I think I want people to

[00:27:39] [SPEAKER_02]: think of me as more robotic so I'm going to go the other way.

[00:27:45] [SPEAKER_02]: Call me Captain Data or Corporal Data.

[00:27:50] [SPEAKER_02]: Oh, could be so shallow.

[00:27:52] [SPEAKER_02]: Could be so shallow.

[00:27:55] [SPEAKER_02]: Let's talk a little bit about season eight because we've actually recorded a bunch of

[00:27:59] [SPEAKER_02]: season eight already and I'm really looking forward to those releases.

[00:28:04] [SPEAKER_02]: There's going to be some fascinating conversations again.

[00:28:08] [SPEAKER_02]: Yeah.

[00:28:09] [SPEAKER_02]: Wow.

[00:28:10] [SPEAKER_02]: Some really powerful ones too.

[00:28:12] [SPEAKER_02]: We've got some really cool ones coming up.

[00:28:14] [SPEAKER_02]: Really.

[00:28:14] [SPEAKER_02]: So stick around all of you because I mean it's not going to happen today sorry but

[00:28:19] [SPEAKER_02]: over the next couple of months we've actually had some great guests and

[00:28:25] [SPEAKER_02]: again ones that have kind of knocked our socks off.

[00:28:28] [SPEAKER_02]: Right.

[00:28:29] [SPEAKER_02]: So stay tuned.

[00:28:32] [SPEAKER_01]: It's going to be a good season.

[00:28:33] [SPEAKER_01]: Oh, they're all good season.

[00:28:35] [SPEAKER_01]: Yeah, well I see that every season.

[00:28:37] [SPEAKER_01]: They're all our children.

[00:28:37] [SPEAKER_01]: It's going to be a good season.

[00:28:38] [SPEAKER_01]: Well, they're all me.

[00:28:41] [SPEAKER_01]: Hopefully it's not the ugly baby.

[00:28:43] [SPEAKER_02]: Well, I'll take that one.

[00:28:45] [SPEAKER_02]: That's me.

[00:28:48] [SPEAKER_02]: Hey are you listening to this and thinking to yourself?

[00:28:51] [SPEAKER_02]: Man, I wish I could talk to David about this.

[00:28:53] [SPEAKER_02]: Well, you're in luck.

[00:28:54] [SPEAKER_02]: We have a special offer for listeners of the HR Data Labs podcast.

[00:28:58] [SPEAKER_02]: A free half hour call with me about any of the topics we cover on the podcast or whatever is on

[00:29:04] [SPEAKER_02]: your mind.

[00:29:05] [SPEAKER_02]: Go to salary.com forward slash hrdl consulting to schedule your free 30 minute call today.

[00:29:14] [SPEAKER_02]: But now it's time to turn our attention to the past and the future Dwight.

[00:29:20] [SPEAKER_02]: Now it's the time of that episode of the season finale episode where we get to look back

[00:29:26] [SPEAKER_02]: and we're looking back now on the season six recap.

[00:29:30] [SPEAKER_02]: And we're going to talk a little bit about the predictions that were made.

[00:29:35] [SPEAKER_02]: So now it's time to look at the crystal ball from the past and say what did we say six

[00:29:42] [SPEAKER_02]: months ago?

[00:29:44] [SPEAKER_02]: And what happened with that?

[00:29:47] [SPEAKER_02]: So would you like me to remind you what your prediction was from season six?

[00:29:54] [SPEAKER_01]: No, I'm looking right at it.

[00:29:56] [SPEAKER_01]: Well, I thought you were going to say no please don't remind me.

[00:30:01] [SPEAKER_01]: No, there's other areas I don't want you to remind me of.

[00:30:05] [SPEAKER_01]: All right.

[00:30:06] [SPEAKER_01]: All right.

[00:30:06] [SPEAKER_01]: No, thank you.

[00:30:07] [SPEAKER_01]: Thank you to you.

[00:30:09] [SPEAKER_01]: I've got it right in front of me here.

[00:30:11] [SPEAKER_01]: So I talked about as I turned to ESGs and as it turns out I got the-

[00:30:16] [SPEAKER_01]: I got the acronym right.

[00:30:19] [SPEAKER_01]: Yeah, it's really ERGs.

[00:30:20] [SPEAKER_01]: Employee Resource Groups.

[00:30:21] [SPEAKER_01]: Employee Resource Groups and DEI.

[00:30:25] [SPEAKER_01]: And I talked about the fact that there's going to continue to be pressure against ERGs and DEI

[00:30:35] [SPEAKER_01]: just based on some of the stuff that I was seeing in the news.

[00:30:38] [SPEAKER_01]: And I want to be clear the same way that I hope I was clear last time because

[00:30:45] [SPEAKER_01]: somebody may misconstrue that and say that I am against ERGs and DEI.

[00:30:50] [SPEAKER_01]: That is not the case at all.

[00:30:51] [SPEAKER_01]: That is not the case at all.

[00:30:53] [SPEAKER_01]: In fact, I view it as a real positive that there's this pushback against it because

[00:30:59] [SPEAKER_01]: meaningful change, the only time that change becomes meaningful is when there's controversy

[00:31:04] [SPEAKER_01]: around it.

[00:31:06] [SPEAKER_01]: And the only time that change is going to stick is when there's controversy around it.

[00:31:11] [SPEAKER_01]: And so to me it's a positive sign because there have continued to be other articles.

[00:31:18] [SPEAKER_01]: I mean, it's not a big proliferation of articles but there have continued to be other

[00:31:22] [SPEAKER_01]: instances where there's pushback against ERG.

[00:31:26] [SPEAKER_01]: There's elimination of ERGs and different companies that started to go down that road.

[00:31:31] [SPEAKER_01]: Even elimination of DEI programs in companies and other organizations.

[00:31:38] [SPEAKER_01]: But I view that as part of the natural transition of this becoming a concept to this being a way

[00:31:47] [SPEAKER_01]: of life.

[00:31:48] [SPEAKER_01]: And I think it's going to be a really positive thing.

[00:31:51] [SPEAKER_01]: Even though it's painful going through it, I did continue to see some in the news about

[00:32:01] [SPEAKER_01]: losing those in different companies and organizations.

[00:32:03] [SPEAKER_01]: So I feel like my prediction was on the mark.

[00:32:10] [SPEAKER_01]: But I am not the appropriate judge.

[00:32:13] [SPEAKER_02]: You are the judge of that.

[00:32:15] [SPEAKER_02]: Oh no, I thought it was spot on.

[00:32:17] [SPEAKER_02]: And again, both of us are very much in favor of diversity, equity and inclusion programs.

[00:32:23] [SPEAKER_02]: And I agree with you.

[00:32:25] [SPEAKER_02]: It would be nice if someday we didn't need them but we do.

[00:32:29] [SPEAKER_02]: Right.

[00:32:30] [SPEAKER_02]: Going to work is not a place where we can show our authentic selves and actually that's more

[00:32:36] [SPEAKER_02]: necessary than ever.

[00:32:39] [SPEAKER_02]: And we have not turned the corner on that evolution yet and it sucks.

[00:32:44] [SPEAKER_02]: But no, you get an A plus on your prediction which puts more pressure on your next prediction

[00:32:52] [SPEAKER_02]: which we're going to get to in a minute.

[00:32:54] [SPEAKER_02]: And I want to guess, I'm not going to talk that one.

[00:32:59] [SPEAKER_01]: Hey, you can't hit it on the mark every time.

[00:33:01] [SPEAKER_01]: No, you can't.

[00:33:02] [SPEAKER_02]: You need some singles sometimes.

[00:33:04] [SPEAKER_02]: We might hit at home runs every once in a while but you need some singles and you strike out

[00:33:08] [SPEAKER_02]: every once in a while.

[00:33:08] [SPEAKER_02]: It's okay.

[00:33:09] [SPEAKER_02]: That's all right.

[00:33:10] [SPEAKER_02]: If I get an RBI, I'm happy.

[00:33:12] [SPEAKER_02]: Yeah, okay.

[00:33:13] [SPEAKER_02]: I'm done with analogies from baseball.

[00:33:15] [SPEAKER_02]: I am not a baseball fan so if you talk about, you score a shutout.

[00:33:20] [SPEAKER_02]: If I go to hockey, we got it.

[00:33:21] [SPEAKER_02]: We got it.

[00:33:22] [SPEAKER_02]: You swept a series.

[00:33:24] [SPEAKER_02]: You know, okay, great.

[00:33:27] [SPEAKER_02]: Okay, now for mine.

[00:33:31] [SPEAKER_02]: So my prediction was that artificial intelligence in HR is going to get scrutinized more based

[00:33:37] [SPEAKER_02]: on some of the court cases and I was specifically speaking about the workday case

[00:33:44] [SPEAKER_02]: and legislation especially from the EU and some other entities.

[00:33:48] [SPEAKER_02]: Well, there actually has been some movement on AI legislation.

[00:33:53] [SPEAKER_02]: It hasn't been very specific about HR but there are HR rules that need to follow from that.

[00:33:59] [SPEAKER_02]: I don't know.

[00:34:00] [SPEAKER_02]: Maybe that's more like a B or B- because you're undercutting yourself.

[00:34:09] [SPEAKER_02]: Yeah, well no.

[00:34:10] [SPEAKER_02]: I know I am but for a purpose, what I was talking about in that prediction was that

[00:34:15] [SPEAKER_02]: there was going to be movement and there was going to be specific legislation.

[00:34:19] [SPEAKER_02]: Now, maybe some states had passed that, that's true but I was thinking that there would be more

[00:34:25] [SPEAKER_02]: legislation but I mean Congress is just a shit show right now but I thought there

[00:34:29] [SPEAKER_02]: would be some legislation that it would at least come out of the federal government around

[00:34:32] [SPEAKER_02]: being able to portray at least a framework but that hasn't happened yet.

[00:34:37] [SPEAKER_01]: Yeah, I mean it hasn't but I still think you had a spot on.

[00:34:43] [SPEAKER_01]: I mean you may be taking your prediction a little bit too literal there.

[00:34:48] [SPEAKER_01]: Maybe because there has been plenty out there about not only the legislation but

[00:34:54] [SPEAKER_01]: just self-governance in the industry and to me that's just as good and probably better than

[00:35:02] [SPEAKER_01]: legislation so I'm going to give you an A on that one maybe even an A.

[00:35:08] [SPEAKER_02]: No, I'm going to max out you at a B plus if that.

[00:35:12] [SPEAKER_02]: I think it's more of a B minus or a C plus.

[00:35:16] [SPEAKER_01]: Look dude, I'm grading your paper here.

[00:35:19] [SPEAKER_01]: I didn't say that this was a self-grading class.

[00:35:21] [SPEAKER_02]: Great just pass it to the next person in the class and they'll grade it.

[00:35:26] [SPEAKER_02]: It's not Professor Brown so.

[00:35:29] [SPEAKER_02]: Okay, all right well but now we actually have to put on our Karnak hats and think about

[00:35:35] [SPEAKER_02]: and look in our crystal ball whatever you want to do and come up with what's our prediction

[00:35:39] [SPEAKER_02]: for the next six months so we'll evaluate this in the beginning of 2025 after we've gone through

[00:35:45] [SPEAKER_02]: a full political cycle. The political cycle probably will be done by then given the crap

[00:35:52] [SPEAKER_02]: that happened last time. I don't know about that it may actually keep going until

[00:35:57] [SPEAKER_02]: what has to end on I think January 20th so you know.

[00:36:01] [SPEAKER_02]: God yes, the shit show Mary go around.

[00:36:04] [SPEAKER_02]: God help us. We do not talk politics on this program but unfortunately

[00:36:09] [SPEAKER_02]: I don't know how we're going to avoid it for this six months. This is going to suck.

[00:36:13] [SPEAKER_02]: Right, yeah there's no way we're going to avoid it.

[00:36:17] [SPEAKER_01]: Well we'll just have to skirt around it as best possible.

[00:36:20] [SPEAKER_02]: Yeah well where is your head going? Where do you think?

[00:36:24] [SPEAKER_01]: All right so my prediction, I couldn't take any great predictions but this one is based off my own.

[00:36:31] [SPEAKER_01]: It has to be accurate it doesn't have to be great let's just put it that way.

[00:36:35] [SPEAKER_01]: This one is based off my own exasperation or frustration.

[00:36:38] [SPEAKER_01]: Okay. I think that we're going to see a movement again.

[00:36:44] [SPEAKER_01]: I think we've got survey fatigue at this point. I can't go anywhere.

[00:36:48] [SPEAKER_01]: I can't purchase anything. I can't do anything.

[00:36:51] [SPEAKER_01]: I can't make a telephone call without getting a survey asking me to give my opinion on something.

[00:36:59] [SPEAKER_01]: I mean my inbox is full of more surveys than it is real email because every action and

[00:37:08] [SPEAKER_01]: so I think that I think people are getting fed up and I think that we're going to start to see a

[00:37:15] [SPEAKER_01]: pushback against that. I know that's benign but especially if we go into this political environment

[00:37:21] [SPEAKER_01]: I want to say it's far away from politics as possible so and maybe it is a political issue

[00:37:27] [SPEAKER_01]: but anyway I think we're going to start to see pushback against companies doing surveys for

[00:37:33] [SPEAKER_02]: anything and everything. Okay is that including like employee engagement

[00:37:38] [SPEAKER_01]: and satisfaction surveys? No I mean like consumer. We're going to the consumer world now.

[00:37:45] [SPEAKER_02]: Okay we're gonna have to change it from HR data labs to now the data labs.

[00:37:50] [SPEAKER_01]: Hey humans run the consumers. Are you sure it's not a yeah yet?

[00:37:55] [SPEAKER_01]: Well that's true. That's true. Oh wow.

[00:37:59] [SPEAKER_02]: Okay. The human centered robots. All right I'm not sure how we're going to measure this because it

[00:38:05] [SPEAKER_02]: seems like a very unmeasurable. I know I told you I didn't have a great one. Well you're right.

[00:38:11] [SPEAKER_01]: And I've been agonizing this. I've been agonizing over this for like three weeks and

[00:38:17] [SPEAKER_01]: that's the best I can come up with. Okay all right well it is what it is.

[00:38:21] [SPEAKER_02]: Pull me out of the water with yours. No I'm not going to. I think I'm going to stay on

[00:38:25] [SPEAKER_02]: path with some of the things, some of the themes that I've talked about in previous predictions.

[00:38:32] [SPEAKER_02]: I'm going back to pay transparency again because we've still seen you know states

[00:38:40] [SPEAKER_02]: adopting it very slowly but adopting it. I think that what's happening now is

[00:38:46] [SPEAKER_02]: pay transparency is going to become something that companies have to de facto do

[00:38:51] [SPEAKER_02]: because they operate in states either next to or in. I mean we're talking New York and California

[00:38:58] [SPEAKER_02]: or two that actually have it now and Colorado as well and others. I don't see how you're going

[00:39:04] [SPEAKER_02]: to get away with not having some form of transparency. So I think I'm going to

[00:39:09] [SPEAKER_02]: lean in a little bit here and say that transparency is going to continue

[00:39:13] [SPEAKER_02]: and that there are going to be more states adopting legislation on it

[00:39:18] [SPEAKER_02]: and that we're going to see many companies just adopt a standard of pay transparency just because

[00:39:23] [SPEAKER_02]: it's easier than trying to figure out which state are we going to post this damn job in

[00:39:28] [SPEAKER_02]: and move forward. So I think we're going to go to that what we've been calling for a while

[00:39:34] [SPEAKER_02]: lowest competent nominator and saying that's got to just be part of what we do.

[00:39:39] [SPEAKER_01]: Right so that's my prediction. I think that's a great prediction. It'll be

[00:39:44] [SPEAKER_01]: it'll be interesting to see how it plays out. I tend to agree with you.

[00:39:47] [SPEAKER_02]: I remember I failed on one of them because I said pay transparency was going to be picked up by a

[00:39:52] [SPEAKER_02]: lot more states and that they don't happen. But in this case I'm not saying a lot more states.

[00:39:56] [SPEAKER_02]: I'm saying that my specific prediction by the way is that more companies are going to adopt

[00:40:02] [SPEAKER_02]: a de facto standard of pay transparency. I don't know how we're going to measure that either

[00:40:06] [SPEAKER_02]: but that they're going to because they operate in so many states that already have it.

[00:40:11] [SPEAKER_01]: Yeah. So there you go. Yeah I think a lot of companies here even if they're not in the state

[00:40:17] [SPEAKER_01]: it seems like they're starting to they're starting to adopt it more and more but yeah it'll be

[00:40:23] [SPEAKER_01]: interesting to see how it plays out over the next six months. And I think he edged your bets

[00:40:27] [SPEAKER_01]: well so that you don't get an F on a day. Yeah that's all right. My GPA for this

[00:40:34] [SPEAKER_02]: for these season ending episodes isn't that great anyway. So if it came down to

[00:40:39] [SPEAKER_02]: you grading me the whole time yeah it would be higher but when I grade myself I grade myself

[00:40:43] [SPEAKER_02]: really low so my GPA sucks. Oh no well get yourself more. Yeah I don't need it.

[00:40:50] [SPEAKER_02]: But listen granted that we've been doing this now for many years and that we've gone over 50,000

[00:40:57] [SPEAKER_02]: downloads and we're on our way to easily over 200 episodes and it's just so much fun

[00:41:04] [SPEAKER_02]: and I really want to thank you Dwight for being a really wonderful partner in this and

[00:41:09] [SPEAKER_02]: being a great co-host and really taken on a lot of burden of helping us get this podcast out.

[00:41:17] [SPEAKER_02]: Obviously we have to also thank Carissa Harris who's been a phenomenal podcast manager and really

[00:41:22] [SPEAKER_02]: helped us make actually this sound somewhat useful. Yeah. And Carl you know what would we do

[00:41:31] [SPEAKER_01]: with that Carl? Yeah. Carl Hood with the Afagato media we got to put a plug in there for him.

[00:41:36] [SPEAKER_01]: Wonderful. He works wonders. He makes this sound human. Oh yeah. Not AI. I know he makes this sound

[00:41:44] [SPEAKER_01]: halfway decent. Usually well you at least but no I appreciate you bringing me along on this journey

[00:41:51] [SPEAKER_01]: and we have so much fun together and I love these wrap up these wrap up episodes because

[00:41:58] [SPEAKER_01]: I don't know it's just great being able to sit down and shoot the bowl with you and tie in a

[00:42:05] [SPEAKER_02]: theme with it. Yeah. So the fact that people are still listening to this it's just amazing but

[00:42:10] [SPEAKER_02]: thank you very much everybody for being a part of it and for shepherding us through all these

[00:42:16] [SPEAKER_02]: years and we have a lot of great input that we get and I just had actually a conversation today

[00:42:23] [SPEAKER_02]: with a podcast listener who was asking questions about her workforce planning and how can work inside

[00:42:32] [SPEAKER_02]: of a larger organization. So thanks. We get really great interactions with our listeners and that's

[00:42:39] [SPEAKER_02]: just one part of it and it's just wonderful. Yeah. It's an awesome piece of it. Again Dwight

[00:42:53] [SPEAKER_02]: thank you so much. It's been a pleasure to be with you all these episodes. Likewise my friend.

[00:42:58] [SPEAKER_02]: I love it and here's to many more. Yep well actually raise a glass. I know that you can't hear it on the

[00:43:04] [SPEAKER_02]: I'm raising my energy during. Yep. I'm gonna I can't knock it against anything because everything's

[00:43:09] [SPEAKER_02]: really expensive and I don't want to hit against my SM7B because it'll destroy it like it did last

[00:43:14] [SPEAKER_02]: year but your desk lapses. God forbid but but dude again thank you very much take care

[00:43:21] [SPEAKER_02]: and everybody thank you for listening take care and stay safe.

[00:43:26] [SPEAKER_00]: That was the HR Data Labs podcast. If you liked the episode please subscribe and if you know anyone

[00:43:32] [SPEAKER_00]: that might like to hear it please send it their way. Thank you for joining us this week

[00:43:37] [SPEAKER_00]: and stay tuned for our next episode. Stay safe.