In this episode of the How People Work Podcast, Jordan and Jason explore the intersection of human skills and AI, questioning whether we're competing with technology for mastery in key areas. Could AI eventually replace some of the skills we work so hard to develop, skills that organizations highly value?

In this episode, we explore the growing trend of skills-based hiring, a transformative approach that’s reshaping the recruitment landscape. As talent shortages and the rise of non-traditional learning paths continue to challenge employers, hiring managers are shifting their focus from degrees and work experience to the actual skills candidates bring to the table. We’ll discuss the key factors driving this shift, including the need for innovation, greater emphasis on equity and inclusion, and the demand for a more adaptable workforce in fast-changing industries. You’ll also learn about the many benefits of skills-based hiring, from accessing a broader and more diverse talent pool to fostering a more dynamic, future-ready team.

In this episode, we explore the evolving landscape of work, from the future of remote work and the return to office, to the critical role of trust and accountability in today’s workforce. We dive into what truly constitutes meaningful work and why companies must prioritize investing in their employee experience. We examine the shifting dynamics of work engagement, the challenge of balancing empathy in leadership, and how organizations can adapt to the changing expectations of their employees. Join us as we unpack the future of work and what it means for businesses and the people who drive them.

In this episode of How People Work, hosts Jordan Peace and Jason Murray explore the evolving landscape of work across generations. From Baby Boomers to Gen Z, each generation brings unique values, expectations, and approaches to the workplace. Jordan and Jason dive into how cultural shifts and societal changes have shaped the way people view work—and how these perspectives continue to influence the modern workplace. They discuss the distinct work ethics, career priorities, and communication styles that define each generation, while examining how businesses can adapt to create inclusive and dynamic environments that bridge generational divides. Whether you're a manager navigating multi-generational teams or an employee looking to better understand your colleagues, this episode offers valuable insights into the diverse ways people engage with work.

In this episode, Jordan and Jason explore the power of holiday employee gifting and how it can improve workplace culture, boost morale, and drive employee engagement. With the holiday season approaching, they share key insights on why thoughtful gifts matter, what employees really want, and how personalized or customizable options can make a lasting impact.They highlight innovative approaches, like Fringe’s gift selection platform, which allows employees to choose their own presents, from customized company swag to unique experiences. Jason and Jordan also discuss how personalized gifts show appreciation and strengthen team loyalty, helping to create a positive and productive work environment. Key Takeaways: Why personalized and choice-based gifts boost employee satisfaction How thoughtful gifting can improve engagement and loyalty Real-world examples of successful holiday gifting strategies Tune in for practical tips on optimizing your holiday gifting strategy and making this season one to remember for your team!

Welcome Back to How People Work. Is “work” just a means to an end, or is it a calling? In this episode, Jordan and Jason explore the cultural shifts redefining the workplace. From "quiet quitting" to the generational divide between native digital and native analog workers, they dive deep into what motivates each group. Why do older generations view work transactionally—"be thankful you have a job"—while younger ones prioritize purpose over pay? How can businesses balance self-expression and the bottom line? Jason and Jordan also tackle the nuanced pressures of producing results in a modern workforce, fostering empathy, and navigating productive friction. They debate what it means to create value and build a better future of work—while giving everyone the benefit of the doubt. Are you an HR/People Leader interesting in learning more about Fringe? Follow Fringe on LinkedIn Connect with Jason on LinkedIn Connect with Jordan on LinkedIn What is Fringe?

In this week’s episode, Jason and Jordan discuss all things data and how people teams must use data insights to speak the executive team’s language. They explore the pitfalls of many companies’ data systems and offer up a solution to help HR people sell their executives on people programs. Word of the day: Assuage Timestamps: (0:00) Intro (1:53) HR people need to be able to sell people programs (3:21) The gap between people who represent the needs of an org and executives having to make business decisions (8:24) Companies claim to be data-driven, but are they? (11:54) HR people treat humans less like resources than non-HR people (15:09) Data is useless if you don’t do anything with it (16:57) In many organizations, asking for budget is a zero sum game (19:45) The C-Suite at your company is not all-knowing (22:37) Why companies are drowning in so-called ‘data lakes’ (26:15) The mistake so many companies make  (29:40) People are more similar than they are different (30:55) Understanding people and communicating how they work is essential to presenting to executives Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode, Jordan and Jason discuss another challenge people teams are facing today: being charged to do more with less resources. They explore areas where HR teams can improve efficiency and consolidate their people stack. Jordan ends with a charge for executives to have a clear vision for their employee experience.  Word of the day: Sashay Timestamps: (0:00) Intro (3:49) HR teams are being charged to do more with less (5:11) In order to do more with the same, we must maximize efficiency (7:31) The rise of SaaS companies has led to innovation, but has also led to siloed solutions (8:52) Startups typically do one thing very well, but that leads to an overloaded tech stack (10:03) Consolidation is top of mind for people teams (12:06) Bridging the gap between solutions not only is good for the business, but provides a better employee experience (16:16) The proliferation and consolidation of streaming services (19:05) How do you justify a benefit that only 2% of the company is using? (22:31) There are too many tools, but still a need for more sufficient ones (25:26) The source of the decline of sentiment metrics (32:58) An encouragement to executives, from executives Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason define a holistic view of the employee experience. They discuss what the ideal employee experience looks like and how it has evolved over time with market changes and new generations entering the workforce. Jason and Jordan also examine what means to intrinsically belong somewhere, especially in the context of work which is traditionally a merit-based belonging. Key ideas and highlights: Employee experience is holistic and revolves around this idea of belonging. People seek belonging at work more than they ever have before. Employers need to have both entitlement-oriented and merit-based belonging in order to promote belonging and self-actualization. The employee experience has evolved over time, and it’s up to both employers and employees to have the ideal employee experience. Word of the Day: Obstinate Timestamps: (0:00) Intro (2:04) Here are the greatest challenges HR professionals face today (3:24) What do we mean when we talk about the employee experience?  (5:39) Does employee experience only matter in an employees’ market? (8:42) Why our product flopped with some of our customers (10:18) What human beings need universally in order to have a positive employee experience (12:08) What it means to belong somewhere (13:48) Entitlement-oriented vs. merit-based belonging - which is better in the workplace? (19:20) Can we really do anything we put our minds to? (20:06) People seek belonging at work more than they ever have before (25:11) It’s not just on the employer to create a satisfying employee experience (25:40) Our advice to HR leaders Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s

In this episode of How People Work, Jordan and Jason dive into more of the research they conducted last year with HR professionals. This week, they discuss what HR leaders have expressed as being the most difficult part of their job — gaining executive support. Jason and Jordan give an executives’ perspective on how HR can communicate the ROI of people programs effectively and obtain executive sponsorship, driving success for both the HR function and the organization as a whole. Key ideas and highlights: The most difficult part of the HR function is gaining executive support. Executive support is key to the success of the HR function at any organization. HR leaders must understand how people programs fit into key business objectives and how to communicate the ROI effectively. Word of the day: Yips Timestamps (0:00) Intro (1:56) How the perception of HR’s greatest challenges differs from reality (4:43) The disconnect between HR leaders and executives when communicating the value of people programs (5:34) There’s just not enough authority being given to HR.  (6:24) How HR leaders can effectively command authority (7:40) Sometimes the executive team doesn’t know what good looks like in terms of people programs (10:51) HR must align with business objectives in order to gain executive support (13:16) How to speak to executives about the ROI of people programs (17:51) The value of people programs is more recognized by Millennials than any other generation (22:08) Supportive executive teams are essential to HR’s success (24:05) Why some of the best HR leaders come from the operating side of the business (25:52) The benefits and culture at your company point directly to your values Connect: Are you an HR/People Leader wanting to learn more? https://www.fringe.us/talk-to-our-team People Data & Insights Report: https://fringe.my.salesforce.com/sfc/p/#1U000000tSl7/a/4X000000ouMw/9lixakNDHeXoFyinZ5hmod6GeWRUmxBtAhVd3oCgDmg Jason’s LinkedIn: https://www.linkedin.com/in/jasonatfringe/ Jordan’s LinkedIn: https://www.linkedin.com/in/jordan-peace-fringe/ How Fringe works: https://www.youtube.com/watch?v=9NiAGyFut6E&t=2s