Podcast

018 – Debunking Common Training Myths | Amy Woodall

Amy Woodall is the Executive Vice President of Sandler Training Trustpointe. For the past 19 years, the company has specialized in training, coaching, and assessments for individuals, teams, and organizations looking to foster techniques to grow sales and increase clientele.

Amy describes her craft as “business therapy,” providing “mental Interventions” for large to mid-sized companies. She focuses on the true core of what holds many companies back: the negative self-doubts within employees themselves. By first assessing the needs of the individual, she uses these voices together to build a more robust and accountable workforce.

She believes in the power of the engaged worker. To produce engagement, Amy strives to foster environments of vulnerability. By knowing that their questions and concerns are welcome, Amy attests that employees will take more ownership in their own personal success.

Truth You Can Act On:

  1. Leaders Must Be Involved: It’s not as simple as developing employees by only asking your team how they are doing. As leaders, you need to engage in development alongside your people.
  2. Trust Is Huge: In order to have a team that is going to gel, absorb, and take on the training and development that you’re bringing to them, trust has to be established. If trust isn’t there, it won’t stick. The key to developing trust: bring your own vulnerability to the team.
  3. Dealing With Difficult People: You have to understand and be aware of what personally pushes your buttons in addition to what actions act as triggers. It could often be our own doing for fostering a troublesome people dynamic. Don’t take others’ comments personally – investigate why these situations are so challenging for you.
  4. Don’t Pigeonhole Your Employees: Don’t get into the habit of assuming that past performance will always perfectly predict the future. There is always the opportunity for individuals to change and grow and perform at new levels.

Nikki’s Book Recommendation:

Sponsors:

  • Purple Ink – Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you. And look for The JoyPowered Workspace Podcast wherever you listen to podcasts!
  • Titus – in their conversations with CEOs and hiring managers, they hear frustration with traditional recruiting. From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance.

 

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017 – A Culture Philosophy in 5 S’s | Bernie McGuinness

Bernie McGuinness is the Chief Executive Officer at Majestic Care. The business specializes in community-based skilled nursing throughout Indiana, including short-term rehabilitation, long-term care, and memory care. Bernie has been CEO since May 2018.

With more than 20 years of experience in senior healthcare management, Bernie understands the inherent stresses of the modern day healthcare professional. It’s his primary motivation for fostering what he calls a “culture first, people first” organization. He constantly focuses on developing the emotional ownership of his care team members, who are the critical first points of contact for the communities served by his organization.

Bernie has condensed his vast professional management knowledge into a strategy he describes as “The Five S’s.” He developed the system to better empower his employees to take big ideas and turn them into daily strategies for sustainable and prolonged growth.

Truth You Can Act On – The Five S’s:

  1. Shine: First impressions make incredible impacts. Continued impressions create expectations. What does your physical work environment say about your culture? Set a high priority on fostering a clean and inspiring environment to demonstrate the value of your employees.
  2. Smile: Turnover is high in many industries, including healthcare. Don’t overlook or undervalue the basic need of all employees: to feel welcomed and appreciated. A warm greeting manifests a winning culture of people-first.
  3. Start Strong: Start each and every day out strongly. Promote the importance of employees arriving and starting their tasks on time. Start every meeting exactly when scheduled. These daily acknowledgments of respect fuel a culture of success.
  4. Swagger: A confident employee shouldn’t be a random anomaly. Confidence stems from a deep understanding of not only internal products but also dynamics within your industry. Strive for swagger by providing your employees with tools to be informed and engaged.
  5. Show Off: It’s easier for management to take pride in what they do, as they tend to see the bigger picture of how all of the moving parts come together. Foster this sense of pride and ownership within your workforce by promoting employees at all levels to share their success stories.

Sponsors:

  • Custom Concrete – Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on their expertise because so much depends on getting it right. Their knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive their business, excellence does.
  • Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

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016 – How to Be A Destination Employer | Jason Ells

Jason Ells is the Senior Vice President of Custom Concrete. Founded in 1969, the company specializes in foundations for residential homes, commercial buildings, and industrial facilities. Jason is responsible for developing strategic sales, marketing, and business development plans based on organizational goals that will promote sales growth, positive branding, and new business for the company. He’s been with the organization for nearly 20 years.

Jason wants Custom Concrete to be a “destination employer.” He equips his workforce with unique benefits such as wellness coaching, financial literacy courses, and a mobile app designed to foster stronger internal communication. He believes empowering employees for success starts from day one.

His motto is simple: he loves concrete, he loves people, and he embraces thriving in a world surrounded by both. Jason is constantly focused on discovering and implementing new systems to make the business more efficient while increasing quality. He believes in the power of supplementing relationship building with data. By utilizing analytics while making decisions, he’s better able to validate what he calls his “gut instincts.”

Truth You Can Act On:

  1. Showcase Your Company As A Career: If you treat your employees as expendable commodities, they will treat your business in a similar fashion. Consider hiring a dedicated onboarding coordinator to set the tone early for employees: they are valuable to your business, so much that you will invest in their career long-term.
  2. Play The Numbers Game: Experience breeds a trust in “going with your gut,” but don’t make all crucial decisions based on feel. Modern technology is capable of producing a plethora of data and analytics. Embrace these tools to make more informed decisions that will benefit your sustained growth and mitigate risk.
  3. Don’t Overlook Onboarding: You’ve succeeded in hiring a new employee, but the real work hasn’t even begun. A stale, uninteresting, and disengaged onboarding process will turn away even the best hires. Strive to empower a culture of positive vulnerability, allowing new hires to express their feelings quickly and accurately.
  4. Integrate Creative Communication: It’s true: it’s now quicker and easier to communicate in the modern world than ever. This idea of quantity, however, doesn’t necessarily dictate quality or honesty. Access pain points in your communication channels and be creative when identifying the best solutions.

Nikki’s Book Recommendation:

Sponsors:

  • LHD Benefits – LHD is a full-service employee benefits firm, that empowers their clients to make the best possible decisions for their employees — to define optimal objectives, monitor outcomes, improve health, and engage and advocate for employees and their loved ones.
  • Titus – in their conversations with CEOs and hiring managers, they hear frustration with traditional recruiting. From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance.

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015 – Building an Authentic Culture | Scott Miller

Scott Miller is the President of Bowman Construction Co. Inc. Founded in 1895, the locally owned and operated company focuses on general contracting, value engineering possibilities, design and build options, and concrete and carpentry services. Their mission: to remain committed to building long-term relationships with customers based on integrity, performance, value, and client satisfaction.

According to Scott, it’s crucial for businesses to push for all employees to truly engage in the holistic success of the company. He believes that companies should establish environments where employees treat the business as if it’s their own by fostering emotional investment in the idea of gross profit. Enlightened financial knowledge and transparency results in empowered employees making smarter decisions.

It’s not all about numbers. Scott believes in the simple idea of likability: people tend to do more business with whom they have established a positive relationship. He constantly looks for likability factors when hiring new employees and securing contracts to make sure these new relationships are proper cultural fits.

Truth You Can Act On:

  1. Invest Individuals in Team Results: If your employees don’t understand why their individual contributions matter, they won’t buy into the overall goals of your business. By educating your staff on your business’ dollars and cents, you’ll increase accountability and personal ownership.
  2. Factor in Likability: It’s a simple truth in personal circles: most people associate with people they like. This also bodes true in the sales world – most people prefer to buy from people they like. Don’t get overly caught up in developing the hard skills of your employees. Empowering their likability will reap great dividends.
  3. Instigate Proactive Conversations: Don’t wait to call meetings together until there is a cultural crisis. Find out what your employees need help with – today, tomorrow, this week, this month, etc. By knowing what pain points are holding back your employees, you can find the best solutions for fostering success.
  4. Connect with Stories: All employees are human beings. Establish a culture that cares about employees outside the walls of your business. Learn about their families, hopes, and dreams. By enhancing the emotional DNA of your organization, you will attract incredible employees and clients.

Nikki’s Book Recommendation:

Sponsors:

  • Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.
  • Purple Ink – Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you. And look for The JoyPowered Workspace Podcast wherever you listen to podcasts!

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014 – Creating Sustainable Systems for Longterm Success | Tim Beatty

Tim Beatty is the President of Bullen Ultrasonics. Founded in 1971, the company specializes in precision ceramic machining, ultrasonic machining and polished glass substrates. Tim has been its president since 2014, directing the company’s executive team, spearheading corporate strategy, and overseeing its global business development team. He promotes a positive company culture based on trust, respect and open communication among employees.

He is a firm proponent of building teams with a common, fundamental core value: the desire to create and maintain sustainable solutions. This mindset of avoiding quick fixes and “band-aids” is crucial to an organization’s growth. He believes fostering employee ownership of any organization starts by embracing an environment of transparency, which in turn fuels higher engagement and productivity.

There’s a tricky, but necessary, balance to strike with employees when it comes to empowerment and accountability, he adds. It’s finding this sweet spot within this tension that allows for employees to be their best.

From The Editor – Episode Notes:

  • Bullen Ultrasonics provides lunch sponsors for only salaried employees during orientation. Orientation for hourly employees remains onsite, as they cannot leave for lunch due to liability reasons.
  • Beatty’s mother-in-law and father-in-law started the foundation by which Bullen Ultrasonics provides charitable contributions. Bullen Ultrasonics collaborates with the foundation to foster a greater collective impact.

Truth You Can Act On:

  1. Drive Engagement By Connecting: When sending out surveys, talk to your employees first to get their input on what questions regarding engagement matter the most. Set aside time each week and commit to organic conversations with staff – innovation cannot exist without an engaged workforce.
  2. Establish Core Values: If your employees all aren’t on the same page, consistent results will become impossible. Engagement stems from being aware of expectations and having the tools to deliver upon those goals.
  3. Let Transparency Be Your Friend: It’s challenging to convince workers to invest in short-term goals when the big picture of what success looks like hasn’t been conveyed. Be as transparent as possible during meetings and trainings to foster a smarter workforce and increase buy-in from employees.
  4. Mind the Accountability Gap: A disengaged manager can be just as destructive to your company culture as a micro-manager. Consistently assess the proper balance between employee accountability and freedom. Schedule conversations to keep managers on track in keeping employees connected.

Nikki’s Book Recommendation:

Sponsors:

    • Custom Concrete – Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does.
    • PurpleInk – Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you.

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013 – Employees First, Customers Second | Michael Crafton

Michael Crafton is the President and CEO of Nelbud Services Group. Founded in 2005, the company’s origins were humble to say the least, with only Michael’s pickup truck and $800 in hand. He has since grown the business to be the largest self-performing kitchen exhaust hood cleaning company in the country and been recognized four times as an award-winning top workplace in Indiana. In 2013, he was named a Forty Under 40.

Michael has built a reputation for quickly assessing opportunities and scaling enterprises through acquisitions, organic growth, and market diversification.  He strives to create a best in class employee experience and accomplishes this by creating sustainable careers that empower, attract, and promote a culture that is second to none. By living the core values of his organization, Michael embodies a culture of compassionate service offerings and servant leadership.

Truth You Can Act On:

  1. Happy Employees Create Happy Customers: It’s crucial to maintain emotional ownership from employees regarding what your company is trying to accomplish. Providing the freedom for staff to make decisions empowers their happiness and fuels sustainable growth and success.
  2. Rely on Employee Referrals When Hiring: Your employees are your best gauge as to whether or not new potential hires will properly fit the culture of your business. It’s incredibly expensive to lose new hires quickly – save time and money by relying on your strongest brand advocates to guide the process of adding staff.
  3. Dynamic Company Culture Must Adapt: The needs and wants of staff are ever-changing. Develop a diverse array of creative benefits, providing constant opportunities for enhancing communication, fostering mentorship, and developing professional skills. Above all, actively listen to your employees and stay connected.
  4. Set Your Priorities: Don’t do yourself a disservice by searching for new employees purely based on hard skills. Rethink this idea: assess their culture fit first, talent second, and skills third. Focus on individuals who will bring energy, charisma, and will buy into the goals of the company. This passion will drive the will to learn the craft.

Nikki’s Book Recommendation:

Sponsors:

  • LHD Benefits – LHD is a full-service employee benefits firm, that empowers their clients to make the best possible decisions for their employees — to define optimal objectives, monitor outcomes, improve health, and engage and advocate for employees and their loved ones.
  • Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify.  Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.

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012 – The Importance of Contextual Training | Rebecca Fleetwood Hession

Rebecca Fleetwood Hession is the President of Fleetwood Hession Consulting, providing leadership development, sales training, and coaching for human resources and training teams. As a mother of child with Attention Deficit Disorder, she is a passionate speaker and advocate to increase awareness and knowledge of ADD, leading to her creation of the program “Not Wrong Just Different: Seeing ADD Differently.” Her TEDx talk on the subject has gathered more than 100,000 views.

She believes that dynamic staff development comes from the process of improving day-to-day work, not just from training sessions and classes. She fully endorses the idea of kinesthetic learning, in that the best leaders are the ones listening and learning from others on the front-line. It’s these direct conversations that foster educational opportunities for all levels of management.

For Rebecca, motivating employees is all about providing consistent context in addition to hosting deliberate and engaging trainings to build real skills. She preaches quality over quantity, the idea that companies should focus on doing better work, not more work.

Truth You Can Act On:

  1. Do Less, Better: Find the right training programs for the right people, and don’t focus on a mass quantity of programs. Are managers and leaders reinforcing the trained behaviors once everyone gets back to the job? Emphasize better work, not more work.
  2. Contextualize to Foster Engagement: Engagement is critical for a business to thrive – more specifically, employees need to know the context of how their learning ties into their day-to-day roles. You don’t have to provide entertainment or “bells and whistles” to foster emotional ownership within your business.
  3. Leaders Need Regular Interaction: The best leaders are the ones creating opportunities to learn from employees regarding their daily routines and pain points. These “in between the meetings” conversations are the basis for creating better top-level coaches and a more engaged workforce.
  4. Provide Opportunities for Deep-Thinking: Don’t just take employees off site to entertain them. It’s all about creating an environment for employees to think deeply about the ‘why’ and ‘how’ of their work. Treat emotional bandwidth as a precious resource.

Nikki’s Book Recommendation:

Sponsors:

  • PurpleInk – Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you.
  • Custom Concrete – Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does.

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011 – The Keys to Developing Effective Mentorship Programs | Alison Martin-Books

Alison Martin-Books is the Founder of Pass the Torch for Women and CEO of Diverse Talent Strategies, a mentoring movement across the US seeking to elevate people in the workplace. She is also the author of Learning to Lead Through Mentoring: 8 Mentoring Lessons to Help You Pursue Meaningful Mentoring Relationships.

Alison’s passion for mentorship comes from reflecting on the opportunities she had early in her career. She credits her success to the great mentors who helped her realize her leadership potential. Because of the positive effect mentorship has had on both her professional and personal life, she now strives to equip others with the opportunity for meaningful mentor relationships.

She believes a mentorship program is one of the best ways to increase employee engagement. Not only does mentorship facilitate a transfer of knowledge and help to mold strong leaders, but it gives employees the feeling there’s someone else who invested in their development. They know where to turn when they need answers, and they feel like someone cares about them.

Truth You Can Act On:

  1. Feedback: The ability to give useful feedback is a skill all leaders need to learn and master. Sometimes those critical conversations aren’t the easiest to have, but with practice, you’ll be able to have them more comfortably. It’s not always fun, but it’s what ultimately leads to growth.
  2. Personal Board of Directors: Mentoring is not about one relationship; it’s multifaceted. It’s all based on the many different leadership skills you’re looking to develop. The key is having multiple mentors who serve as your board of directors for all areas you desire to grow in.
  3. Leader Participation: If we want to see engagement being driven throughout the organization by mentoring, we as leaders need to be mentors as well as mentees. We need to be sharing our experiences. If we’re looking for our employees to become more savvy in personal and professional development then we need to share with them the resources we used. It’s the same thing with mentoring. We need to share our participation, share our key takeaways, and walk the walk.
  4. Measuring Impact Through Intentionality: It’s essential to focus on why you’re mentoring in the first place. For example, if you want to improve diversity, you must first understand where your baseline is, where your numbers are, and where you want to go. Understanding this allows you to monitor specific trends, measure the impact your mentorship program is having on diversity, and make any necessary adjustments.

Nikki’s Book Recommendation:

Sponsors:

  • Emplify Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. • Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.
  • Titus – In our conversations with CEOs and hiring managers, we hear they are frustrated with traditional recruiting… From outrageous fees to focusing on candidates before clients, the process was broken and needed to be fixed. Enter Titus Talent. Titus Talent Strategies serves its clients using passionate people, a proven process, and unparalleled performance. Oh, did we mention they guarantee the PERFORMANCE of their candidates for 12 months?

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010 – Increasing Employee Loyalty With Personal Development Programs | Steve Sanner

Steve Sanner, the President of Hoosier Automotive Services, has been an entrepreneur since 1983. Today, his company includes 48 Jiffy Lubes, six Tuffy Auto Repair shops, and four Mighty Auto Parts franchises. In addition to his successful automotive business, he has also held the self-appointed position of Chief Childraising Officer at Dad and Husband, Inc. for the past 28 years.

Through the “growing people through work” program, Steve has managed to create a company culture that focuses on and encourages personal development in all aspects of life. The majority of his blue collar workforce face similar life struggles and often share feelings of hopelessness. In identifying these patterns, Steve realized that building a successful company isn’t just about training good workers; it’s about developing good people.

Genuinely caring about the well-being of his workforce, he’s implemented several programs that have literally changed the lives of his employees. His onboarding process includes mandatory training programs aimed at developing positive attitudes, personal finance skills, goal setting skills, and healthy eating habits. In addition, he offers his employees tuition reimbursement, short-term interest-free loans, and much more. Steve’s success has come from showing his employees that he cares, not just with what he says, but by what he does.

Truth You Can Act On:

  1. Recognition or reward is best with a personal touch from the leader. When quality work is recognized by a leader, employees feel more validated and cared about. Make it a priority to schedule time for personally rewarding your employees. Simple acts of recognition and small unexpected rewards are surefire ways of boosting engagement.
  2. Innovation comes from listening. The best way to come up with creative ideas for increasing employee satisfaction and loyalty is by listening. Ask your employees questions, show genuine interest in their needs, and listen to what they have to say. Do this on a regular basis and you’re guaranteed to get some great ideas.
  3. Strict on-boarding predicts future sustainability. During the onboarding process, set clear guidelines for the type of person you’re looking to hire. Make it clear that your company is a serious place to work and that you’re looking for the best. The extra effort required to find the right person will always be worth it in the long run.
  4. The key to on-boarding engagement is trust. Many employees have the preconception that business owners and corporations are out to get them. Your job is to change that perception as quickly as possible. During the onboarding process, find ways to show each new hire that the company cares about them.

Nikki’s Book Recommendation:

Sponsors:

  • Custom Concrete – Custom Concrete has been creating foundations for the finest homes, commercial buildings and industrial facilities throughout Central Indiana since 1969. Builders, contractors, and homeowners rely on our expertise because so much depends on getting it right. Our knowledge and control of all aspects of the job, from excavation to waterproofing to backfill, means that extra value is built into every project. Codes don’t drive our business, excellence does.
  • LHD Benefits – LHD is a full-service employee benefits firm, that empowers their clients to make the best possible decisions for their employees — to define optimal objectives, monitor outcomes, improve health, and engage and advocate for employees and their loved ones.

Subscribe to Gut+Science



009 – LEGOs + Core Values—the building blocks of an authentic culture | Seth Morales

Seth Morales is the President and COO of Morales Group, a recruitment and staffing agency dedicated to giving back to the community. In addition to running a $100 million organization, Seth was recently appointed by Governor Pence to serve on Indiana’s Commission for Hispanic Latino Affairs. Here, he leads Project Stepping Stone, a program helping Hispanic high school students successfully prepare for college.

Seth attributes much of his success to Morales Group’s Core Values – Be Humble, Be Courageous, Be Alive. These principles ooze throughout every part of the organization. Unlike in many companies, where employees have no idea what their core values are, Seth has found creative ways to weave these values into everything Morales does.

One way he has achieved this is through the LEGOs Program. In this program, employees are nominated every month for acts displaying the core values of Morales. Every nominee receives a LEGO, which is used to build model houses proudly displayed in each office. For every LEGO house built, his team takes an annual trip to Mexico to build a real house for an impoverished family. This program has been hugely effective in getting the entire organization on board with Morales’ mission.

Truth You Can Act On:

  1. Leadership Development. Make sure your leadership is aligned. If there is one thing that hinders growth, it’s having leaders who are not on the same page. Cultural alignment and clarity are essential throughout every tier of your company – from the executive team to middle management. Also, don’t forget to invest in your team’s professional development. You are only as strong as your top leadership.
  2. Recognition Programs. Create a recognition program that ties back into your company’s mission. Make it meaningful – something that your employees are proud to participate in. It can’t be an afterthought. Make it a focal part of your company culture. This means creating a system with a frequent (and mandatory) cadence.
  3. Diversity. There are two keys to attracting a diverse workforce. The first is creating a company culture that gives off a diverse vibe. You should be able to walk into your office and just feel it. The second key is going out and developing partnerships with entities connected with diverse populations. An effective way to do this is to hire an Outreach Manager whose main responsibility is to foster these relationships.

Sponsors:

  • Emplify – Are you still using pulse surveys? How about annual questionnaires? If your organization relies on either of these, it’s time to discover Emplify. • Emplify has created a new way to measure employee engagement. It’s where CEOs who want to know what’s really happening within a workforce go… to get honest feedback… and to understand what needs to change for people to love their work using simple and trustworthy data.
  • Purple Ink – Purple Ink’s customized HR services will help you make your workspace JoyPowered. Whether you’re looking for help with recruiting, compliance, or leadership training, they listen to what you need and tailor their solutions to you.

Subscribe to Gut+Science