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In part two of the four-part layoff series, Traci addresses what often goes unspoken in layoff conversations: the toll on the HR professionals managing them, and how to take care of yourself while taking care of everyone else. What We Cover: — The grief HR professionals carry that nobody talks about— Numbness as a warning sign, not a badge of honor— How to structure your day when the conversations are relentless— The end-of-day ritual that actually creates separation— Where to find HR peer support when you need people who get it— What survivors are feeling after the dust settles— Rebuilding morale without forcing it Connect with Traci here:https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Traci sat down with Jena Dunay, founder of Recruit the Employer, to talk about conducting layoffs with dignity. We're bringing this one back as the first episode of our four-part layoff series because it's just as relevant now as it was when it first aired. What We Cover: Offboarding as seriously as onboardingWhat's at stake when there's no plan in placeWhat outplacement actually is (hint: not George Clooney in Up in the Air)The communication plan every HR leader needs before they ever need itLegal landmines to think through before a single conversation happensSurvivors' guilt and what leaders can actually do about itWhat owning leadership mistakes publicly really looks likeWhy middle management is the make-or-break layer in post-layoff recoveryConnect with Jena Dunay: RecruittheEmpoyer.com | Recruiter Unlimited | LinkedIn Connect with Traci here:https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week, Traci sits down with the co-founders of Flora Fertility to talk about why employer-sponsored fertility coverage is broken and what the first individually owned fertility insurance solution is doing to fix it. Dr. Christy Lane is a global leader in InsureTech, an investor, founder, and award-winning health scientist with expertise in AI, digital health, and wearable devices. She is the co-founder of Flora Fertility and the Stanford Wearable Health Lab, and a venture partner with IA Capital in New York. A mom of three who went through IVF herself, Dr. Lane has built her career in women's health research since the 1990s. Laura McDonald is the co-founder and CEO of Flora Fertility, the first individually owned insurance solution for fertility and women's health. She previously founded, scaled, and sold Canada's largest financial media company focused on women and wealth, and is the author of two bestselling personal finance books. A mother of four, Laura brings deep expertise in insurance, direct-to-consumer AI models, and bringing new financial products to market. What We Cover: Why fertility benefits tied to your employer are a risk most employees don't see comingThe underwriting model that makes Flora unlike any fertility product on the marketWhat most people get completely wrong about IVF and the fertility treatment spectrumEgg freezing vs. Flora and why it might not be the either/or choice you think it isHow employers can offer Flora without open enrollment, utilization risk, or complicated adminThe recent federal guidance that could change how fertility benefits are offered at workConnect with Dr. Christy Lane and Laura McDonald: HeyFlora.com | LinkedIn | IG: @heyflorahealth Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week, Traci sits down with Steve Cadigan to explore what the future of work actually demands from HR leaders and why most organizations are still building for a world that no longer exists. Steve is a globally recognized talent strategist, advisor, author, and founder of Cadigan Talent Ventures. Best known as LinkedIn's first CHRO, he helped scale the company from 400 employees through its IPO. His book Work Quake debuted as Amazon's #1 Hot New Release and a graduate-level course at Stanford was built around the culture he helped create. In this conversation, Steve shares the frameworks, hard lessons, and contrarian thinking that have shaped his career and what they mean for HR leaders navigating today's workplace. What We Cover: Why high turnover might actually be your competitive advantageThe two things every HR leader must have and why you can't have one without the otherWhat LinkedIn taught Steve about building HR completely from scratchWhy working yourself out of a job makes you more valuable, not lessThe happiness trap that's quietly leading organizations toward mediocrityWhy "Head of Diversity" might be creating more problems than it solvesWhere AI delivers the greatest leverage in HR right nowConnect with Steve Cadigan: LinkedIn | TikTok | Podcast: Workplace Weekly |  Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working Connect with Traci here:https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This episode is about how the language we use to describe people at work is quietly shaping both workplace culture and the future of AI. Joshua Berry, author, speaker, and Director of Iconic, brought this conversation to the podcast last year and it has only gotten more relevant since. The business terms you've been using on autopilot (headcount, right-size, prospects) aren't neutral. They're belief systems, and they're being baked into the AI your organization will rely on tomorrow. What We Cover: Words are a symptom of your unconscious beliefs about people"Headcount" isn't neutral, and neither is "right-size"Your internal messages are actively training the next generation of AIWe're at an inflection point where conscious language can reshape what AI believes about human valueWhat HR professionals actually need to hear about AI and their jobsThe custom ChatGPT setting that flags dehumanizing language before you hit send Connect with Joshua Berry: LinkedIn | Iconic Website | JoshuaBerry.com Connect with Traci here: a href=" HRTraci / Traci Chernoff (00:00.622) Hello everyone, welcome back to the podcast. Thank you so much for being here for another week. I am so excited because Josh Berry has returned to the podcast. If you remember him, he was on the podcast episode 183. Thankfully I was able to find it. Thank you, Google. He pasted these are the shownotesw dfor this week's episode which is one of our greatest hits replay series. please refer to our shownote gudie and create shownotes for this peidos with the following changes from teh style guide. teh first sentence of the first paragraph needs to tell the reader what the episode is about. the bulleted chapters shoudl be one sentence hooky title.s 12:24 PM Synthesized transcript details and structured Greatest Hits show notes Synthesized transcript details and structured Greatest Hits show notes Here are the show notes: Ep [#]. [Title] feat. Joshua Berry Some conversations are too good to hear only once. Joshua Berry, author, speaker, and Director of Iconic, returns to discuss why the words we use to describe people at work are quietly shaping both workplace culture and the future of artificial intelligence. Spoiler alert: The business terms you've been using on autopilot — headcount, right-size, prospects — aren't neutral. They're belief systems, and they're being baked into the AI your organization will rely on tomorrow. Joshua traces the line between unconscious word choice and workplace dehumanization, then connects it directly to what generative AI is learning about the value of people. He tackles the job displacement question head-on, unpacks why the "infinite interns" mindset shift changes everything, and walks through a ChatGPT setting most people don't know exists that will call you out when your language starts to dehumanize. What We Cover: Words are a symptom of your unconscious beliefs about people "Headcount" isn't neutral, and neither is "right-size" The first step toward dehumanization is already in your email drafts Your internal messages are actively training the next generation of AI We're at an inflection point where conscious language can reshape what AI believes about human value What HR professionals actually need to hear about AI and their jobs The "infinite interns" thought experiment that reframes how you think about AI's role Why digging your heels in on AI resistance is the wrong move Using AI as a coaching partner, not just a research assistant The custom ChatGPT setting that flags dehumanizing language before you hit send Key Quote: "We're at a very interesting inflection point where we can start to shift the narrative of what generative AI thinks about people and their value, based upon the conscious word choices that we have." — Joshua Berry Connect with Joshua Berry: [LinkedIn/Website — add from episode links] Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode. Flagging a couple of things: I need the current episode number to fill in the title, and you'll want to drop in Joshua's contact links. Also left the title blank since you may already have one — happy to pull together options if not. episode 269 i need title suggesitons after you revie wthe title doc in files 12:27 PM Synthesized episode themes and crafted five compelling title options Synthesized episode themes and crafted five compelling title options Here are five options across the winning structures: Ep 269. The Words Teaching AI What People Are Worth feat. Joshua Berry Ep 269. What AI Learns When We Call People Headcount feat. Joshua Berry Ep 269. From Headcount to Human: How Your Words Shape AI feat. Joshua Berry Ep 269. Your Language Is Training AI to Dehumanize Your Workforce feat. Joshua Berry Ep 269. The HR Words Quietly Building a Dehumanized Future feat. Joshua Berry Options 1 and 2 use Concept + Impact (your strongest consistent performer). Option 3 is Transformation Frame. Option 4 is Ownership. Option 5 is a punchy Concept + Impact with a slight edge to it. I'd lean toward 1 or 2 — both hit the AI angle without being alarmist, and the "what people are worth" / "headcount" framing will land specifically with an HR audience. Joshua's name is worth including since he's a returning guest with a TED Talk on the way. what oes it say about using the guest name int he titl 12:28 PM Investigated guest name title documentation guidance Investigated guest name title documentation guidance From the quick reference doc: Include "feat. [Guest Name]" when: Guest is a recognized expert in their field (Dr., attorney, founder) Guest has industry reputation or media presence Guest's name would be recognized by your existing audience Guest's credentials add credibility to the topic Title is under 10 words on its own Omit when: Topic is stronger than the person Including the name would push the title over 12 words Guest is lesser-known (let the topic speak first) For Joshua specifically — he's a returning guest with a TED Talk dropping soon, which boosts his credibility case. But "lesser-known" is probably the honest read for a general HR audience, so the topic likely carries more weight than his name. I'd drop "feat. Joshua Berry" from whichever title you go with. can yuo pull a short quote from teh transcript for me to use in a linkedin post 12:37 PM Curated memorable quotes for LinkedIn engagement Curated memorable quotes for LinkedIn engagement A few options depending on the angle you want: On word choice: "Words are just a symptom of our conscious or unconscious beliefs." — Joshua Berry On AI: "We can start to shift the narrative of what generative AI thinks about people and their value, based upon the conscious word choices that we have." — Joshua Berry On AI and jobs (fun, memorable): "If you had infinite interns at your disposal, what would you be able to do?" — Joshua Berry The first one is the sharpest and most standalone. The third is the most likely to stop a scroll. these need to support the topic of the episode 12:38 PM Reconsidered quote relevance to dehumanization and AI training theme Reconsidered quote relevance to dehumanization and AI training theme Fair point — the infinite interns one drifts from the core theme. Here are two that are squarely on topic: On words and dehumanization: "Words are just a symptom of our conscious or unconscious beliefs." — Joshua Berry On AI learning from how we talk about people: "We can start to shift the narrative of what generative AI thinks about people and their value, based upon the conscious word choices that we have." — Joshua Berry The second one is the stronger LinkedIn pull — it's specific, timely, and speaks directly to an HR audience thinking about AI right now. back to tghe show notes. there are too many chapters. narrow it down to the top 6 12:41 PM Curated ten points into six most impactful chapters Curated ten points into six most impactful chapters Words are a symptom of your unconscious beliefs about people "Headcount" isn't neutral, and neither is "right-size" Your internal messages are actively training the next generation of AI We're at an inflection point where conscious language can reshape what AI believes about human value What HR professionals actually need to hear about AI and their jobs The custom ChatGPT setting that flags dehumanizing language before you hit send Dropped the ones that either overlapped with a stronger bullet or drifted from the core topic (infinite interns, AI resistance, AI as coaching partner). give me teh full show notes now. please rememebr that the episode was doen lsat year and is a replay episode so teh time references in the episode are not accurate 12:42 PM Orchestrated show notes structure adhering to style guidelines and replay episode protocols Orchestrated show notes structure adhering to style guidelines and replay episode protocols Ep 269. The Words Teaching AI What People Are Worth This week, Traci welcomes back Joshua Berry — author, speaker, and Director of Iconic — for a conversation about how the language we use to describe people at work is quietly shaping both workplace culture and the future of AI. Spoiler alert: The business terms you've been using on autopilot — headcount, right-size, prospects — aren't neutral. They're belief systems, and they're being baked into the AI your organization will rely on tomorrow. This is one of those conversations that stuck with listeners the first time around, and it's easy to see why. Joshua connects the dots between

This week, Traci sits down with Stephen Flanagan to tackle one of the most persistent problems in growing organizations: the gap between strategy set in the boardroom and what actually gets executed on the ground. Stephen Flanagan is the founder of Seeks Consulting, a firm dedicated to helping lean, fast-growing companies scale leadership by turning mid-level managers into execution-ready leaders. He spent the last decade in learning and development across high-growth organizations, and his flagship program, the Performance Booster, has helped hundreds of leaders drive measurable business impact. What We Cover: Why 60% of strategic goals never translate into results, and what HR leaders say the real number isTranslation, communication, and adoption — the three forces driving or stalling executionWhy mid-level managers are the most critical leverage point in any organizationThe "when instead of I will" framework and how it turns strategy into simple, triggerable daily habitsWhy starting laughably small leads to a 75-85% habit adoption rateHow workplace habits spill into personal life, improving stress, presence, and performance at home Connect with Stephen Flanagan: LinkedIn | Seeks Consulting Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week, Traci sits down with James Warren, founder and CEO of ShareMore Stories, to explore how storytelling, emotional intelligence, and human experience research are reshaping the way organizations understand their employees, and themselves. James brings nearly 30 years across marketing, insights, and strategy, blending storytelling and AI through his company's SEEQ platform to help leaders listen more deeply and act with more impact. In this episode: The hidden truths your employees are carrying into work every dayThe fishbowl nobody warns leaders aboutThe power imbalance every employee feels but nobody talks aboutWhy failure is actually the belonging signal you've been missingThe one reframe that changes how your whole team takes risksWhy you're shaping your culture faster than you think Connect with James Warren: LinkedIn | ShareMoreStories.com | IG and YT: @warrenjwric Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week's greatest hits replay features generational researcher Dr. Meghan Grace breaking down who Gen Z actually is, what drives them at work, and how leaders can better engage and retain them. Dr. Meghan Grace is a leading generational researcher, host of the Hashtag Gen Z podcast, and co-author of three books on Generation Z. She co-leads the Institute for Generational Research and Education, where she's spent the last decade helping companies, universities, and associations around the world understand generations and work better together. - The Generation That Refuses to Be Scammed - Why They Question Everything (And Why That's Actually Good News) - The Trait Gen Z Values Most — And the One Thing That Unlocks It - Where the Real Tension Comes From - What HR Can Actually Do Differently - The 10-Minute Habit That Builds More Loyalty Than Any Perk Key Quote: "You don't find connection over spreadsheets. I'm sorry, you just don't." — Dr. Meghan Grace Connect with Dr. Meghan Grace: MeganmGrace.com | LinkedIn | Instagram/Threads: @meghangrace | institute4gens.com  Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week, Traci sits down with Brett Hoogeveen, co-founder of Better Culture, to pull apart what culture actually is, why perks and benefits aren't it, and what organizations can do right now to build something that lasts. Brett shares the philosophy behind Better Culture's 20 Tenets of Culture, a research-backed framework built around the attitudes and behaviors that define high-performing, healthy teams, this episode gives you a practical, no-fluff roadmap for making culture something your whole organization actually feels. What We Cover: Culture is invisible, and that's exactly why we keep getting it wrong Foosball tables aren't culture (neither are your benefits) The iceberg problem: what's lurking beneath your company's surface Pride, appreciation, and investment, the three questions worth measuring Why recognition events miss the point and what to do instead The 20 Tenets of Culture and why "be coachable" comes first Assume positive intent: the two words that dissolve workplace drama Bottom-up culture building and how to reach every employee, not just leaders Why your core values might be doing absolutely nothing The Culture Kickstarter Pack, a free tool to get your team started FREE GIFT: Visit betterculture.com/HRTraci to download Brett's free Culture Kickstarter Pack, which includes self-assessments, coaching videos, and team exercises built around two of the 20 Tenets of Culture. Connect with Brett Hoogeveen: LinkedIn: Brett Hoogeveen | betterculture.com | The Better Culture Podcast Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week on a replay episode, Traci welcomes Bianca Best to discuss what actually stops burnout and why values alignment matters more than sleep, exercise, or vitamins. Bianca Best is a globally recognized speaker, author, and strategist whose career includes collaborations with Google, Amazon, Deloitte, Barclays, and Unilever. She's dedicated to empowering professionals to achieve extraordinary results without sacrificing their health or happiness. Her book Big Impact Without Burnout offers actionable strategies to help leaders align purpose with performance while thriving sustainably. (00:00) Meet Bianca and What This Episode Is Really About (03:11) From Side Hustle to Entrepreneurship: How the Burnout Cycle Started (08:14) Why Your Last Burnout Happened in 2015—And What Changed (10:30) The Missing Piece Nobody Talks About (15:10) That Feeling in Your Gut That Something's Wrong (22:08) Energy Management as Your Foundation (24:16) Why Where You Work Actually Matters (26:24) How Gender Changes the Burnout Equation (30:32) What the Workforce Is About to Look Like (34:27) The One Question That Changes Everything About Your Career This conversation will change how you think about your career, your values, and what burnout really costs you. If you're feeling stuck between ambition and exhaustion, this is for you. Connect with Bianca Best: Website: BiancaBest.com  Book: Big Impact Without Burnout (endorsed by Arianna Huffington) Connect with Traci: https://linktr.ee/HRTraci  Don't forget to rate, review, and subscribe wherever you listen. Share this with someone on your team who's running on empty. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week on the Traci explores what it really means to be cynical at work with Hywel Berry, CEO and founder of Alicorn Learning. A veteran of corporate leadership, sales, and organizational training, Hywel challenges the narrative that cynicism is inherently toxic—and argues that some of the most valuable people in your organization might just be the ones asking tough questions. Throughout this conversation, you'll discover how to harness skepticism as a leadership tool, understand why tone matters more than words, and learn what "realistic optimism" actually looks like when everything feels impossible. What we cover: The cynic paradoxChallenging without being dismissiveTone as strategyRealistic optimism in actionThe role of the natural cynicSpeaking up safelyFeedback meets cynicisIIntention versus impactCode switching for leadersMoving the needle forward Connect with Hywel Berry: Website: alicornlearning.com | LinkedIn  Connect with Traci: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This week, Traci welcomes Karen Worthy, an executive career transition coach who helps leaders accelerate their job search and land their dream roles often in half the time of their peers. Karen unpacks why building community and leveraging your network is the most powerful tool in your career transition toolkit. What We Cover: Your personal "champions list" and how it opens doors across companies, not just within them Why the person you talked to three years ago at a training class can be your secret career weapon The three communities you should be part of at any given time How to network when you're terrified of reaching out to someone you barely remember The transferable skills framework that helped Karen go from engineering to HR Breaking into HR (or any new field) when job postings require experience you don't have yet Why "applying off the street" is only 5-10% successful and what actually works The gym buddy, the neighbor's son, and other weak ties that landed real interviews How to identify and articulate your transferable skills in a new career The difference between having one amazing mentor and building multiple supportive communities Connect with Karen Worthy: LinkedIn: https://www.linkedin.com/in/karenworthy/ Website: https://www.worthycareerp­aths.com/ Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

This episode is all about taking control of your own career development instead of waiting for your manager to hand you opportunities. Traci shares personal lessons learned from influential leaders and her own journey as both an HR professional and podcast founder. You'll walk away understanding that career growth—whether vertical promotions or horizontal skill-building—is ultimately your responsibility, not your manager's. As part of our greatest hits replay series, we're revisiting this powerful solo episode that continues to resonate with our audience about owning your career destiny. Spoiler alert: The best way to get promoted isn't to ask your manager to promote you. It's to demonstrate you're already ready for more. What We Cover: – Your development is your own—taking ownership as the first step toward growth – Why managers can't (and shouldn't) solve your career problems for you – The distinction between vertical growth and horizontal growth—and why you need both – How to shift from "I want more" to "Here's what I'm doing to get there" – The role of self-awareness and honest feedback partners in identifying your gaps – Mentorship, stretch assignments, and seeking feedback as accelerators – Why advocating for yourself matters—especially when negotiating salary – Setting boundaries without sacrificing your value or contribution – Aligning your career vision with your life goals so they work together, not against each other – How filling your own tank outside of work fuels your performance inside of work Key Quote: "Our development is our own. We own every stage of our development. If I want to do more, I can do more. If I want to go beyond the scope of my role, I can go beyond the scope of my role." Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Traci sits down with Chris Hamilton, a benefits consultant who specializes in helping employers cut through the noise of rising healthcare costs, to dig into what's really driving the hardest insurance market in 15 years.  If you sat through open enrollment this year wondering why insurance premiums jumped 20% when you thought it would be single digits, this episode reveals why—and what you can actually do about it. Chris walks through the misaligned incentives that make traditional insurance companies profit when your costs rise, exposes waste hiding in your current plan (like medications available for $300 being charged at $1,000), and breaks down why Wells Fargo and Johnson & Johnson ended up in fiduciary duty lawsuits over benefits decisions.  But the real value is the concrete timeline and strategy for what to do starting this month—not waiting until August—to completely reshape your 2026 renewal and actually improve coverage while reducing costs. Contact Information: Connect with Chris Hamilton: Website | LinkedIn | YouTube | The Insider Playbook Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Traci shares an exciting update about the podcast's production plans for 2026. What You'll Hear: A peek at the production schedule and what's planned for the coming months Why Policy Pulse episodes will return in the summer with new content An invitation to share what topics and guests you want to hear about A sneak peek at next week's episode on insurance and benefits Connect with Traci here: https://linktr.ee/HRTraci  Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.