درباره این پادکست 🔗
HR for Humanity is practical HR for people who actually manage people. Hosted by senior HR leader Christopher Goostrey, each episode cuts through vague advice and turns difficult workplace problems into clear decisions, useful tools, and actions managers can take now. Hiring, performance, leadership, employee relations, and the human side of work—explained with candor, experience, and no corporate theater.
میزبان‌ها:
فرکانس به روز رسانی:
daily
میانگین طول صدا:
12 minutes
انگلیسی
ایالات متحده آمریکا
28 قسمت
از سال 18 اوت 2026
episodic
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Your door is open. Your employee still needs three reminders, a lucky hallway encounter, and a small miracle to get a decision. That's not accessibility. That's another job.
This week Chris puts the open-door policy on trial: who actually does the work of making management happen? A familiar Tuesd…
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اپیزود قبلی 🔗
Your calendar says one-on-one. Your agenda says completed, in progress, blocked, and next. That isn't coaching. It is project software with eye contact.
This week Chris explains why routine status reporting consumes the only protected conversation many employees have with their manager, why meetin…
Your organization says it identifies future leaders. But when the criteria are vague, nominations are secret, and opportunity keeps flowing to the same familiar people, the high-potential list may be measuring sponsorship more than potential.
Christopher Goostrey explains how access turns into evi…
The manager says everything is fine for six months. Then Human Resources appears on a calendar invitation and the employee discovers a fully documented performance problem nobody bothered to mention.
That is not kindness. It is conflict avoidance with paperwork.
Christopher Goostrey explains why …
Companies call employees family when they want loyalty, sacrifice, and one more weekend. When budgets tighten, the language suddenly becomes much more contractual.
Christopher Goostrey explains why "we are family" can blur power, weaken boundaries, and turn ordinary workplace expectations into emot…
The leadership team leaves the offsite with a new values deck, branded notebooks, and a renewed commitment to accountability. Then Monday arrives, the same protected leader causes the same damage, and nothing happens.
Christopher Goostrey explains why culture is shaped less by what leaders say than…
The employee has resigned, accepted another job, and mentally left three meetings ago. Now the company wants radical honesty. Instead, it often gets the professionally survivable version: "I found a better opportunity."
Christopher Goostrey explains why exit feedback is filtered by timin…
An employee resigns, and suddenly the impossible raise, promotion, or flexibility exception becomes available before lunch. Leadership calls it retention. The employee may see proof that the company could have acted earlier and chose not to.
Christopher Goostrey explains why many counteroffers res…
Your most reliable employee gets the furious client, the broken process, the struggling coworker, and the project nobody else can rescue. Leadership calls that trust. The employee may experience it as a tax on being competent.
Christopher Goostrey explains how the competence tax turns strong perfo…
Your engagement score may look healthy because employees trust the culture. Or it may look healthy because employees have learned exactly how dangerous honesty can be.
Christopher Goostrey explains why response rate is not the same as candor, how managers contaminate survey data before the first q…
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