#MeToo and the Gray Areas of Sexual Harassment

with Speakfully's Co-Founder & CEO, Jana Morrin

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Our guest today is Jana Morrin, the co-founder and CEO of Speakfully. An anonymous workplace reporting platform, Speakfully gives employees a safe, supportive way to report workplace harassment, and empowers employers with data and analytics to take action before it’s too late.

  • Jana's personal story with harassment in the workplace
  • Defining the term grooming and how it shows up in the workplace
  • Gender roles in workplace harassment
  • What steps you can take to find help or understand if you're a victim of harassment
  • What is the new generation of workers looking for in reporting tools
  • The importance of anonymous communication
  • No previous harassment reports does not mean it's not happening (call-in hotlines)
  • What type of companies or industries use Speakfully
  • Speakfully's free product offering

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[tom]: My guess today is Jane Morrin. We are thrilled to have you on the talent empowerment

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[tom]: podcast Welcome to the show, Jana.

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[jana_morrin]: Thank you for having me time. I'm excited to be here.

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[tom]: Well, if you don't know, Janna is the Ceo and co founder of Speakfully Speakfully gives

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[tom]: employees a safe supportive way to speak up, and empowers employers with data and

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[tom]: analytics to take action before it's too late. with their anonymous workplace reporting

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[tom]: platform, you can find all of the information aboutfully at w, w w dot speakfully dot

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[tom]: com. So Ja, we are very excited to have you on the show today. Let's just start with

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[tom]: your story. How did you start speakfully And what was the background in relation to

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[tom]: this endeavour?

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[jana_morrin]: Yeah, happy, happy to be here like I said, Uh, yeah, so speakfully I was

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[jana_morrin]: created a few years back. Um, based off of a personal experience that I had of

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[jana_morrin]: my own in the work place, Um. unfortunately, I had um, an event where I was

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[jana_morrin]: harassed by my superior at the organization that I was at and ended up leaving

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[jana_morrin]: there because of that experience that I had, and when I left that organization,

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[jana_morrin]: Uh, reflected a lot on. You know what I wish I would have had as a as an

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[jana_morrin]: employee going through that during those times, Uh, but also what I wish the

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[jana_morrin]: organization would have had in order for me to come forward sooner than which

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[jana_morrin]: than what I did. Um, Which was Day of exit, which is, you know, not in my

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[jana_morrin]: character, not my nature, not something that I um, would ever do or think that

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[jana_morrin]: I would would do. Um. and that's you know how speakfully was formed. Uh, we

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[jana_morrin]: wanted to be able to you know, provide a safe private way for employees to be

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[jana_morrin]: able to speak up. have a voice. Um, and feel comfortable doing so. but also you

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[jana_morrin]: know, Give um the organization some real time de analytic so that they you know

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[jana_morrin]: can get in front of those small issues before they become big problems, like

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[jana_morrin]: you see, you know, in the press almost on a daily basis. Unfortunately, now,

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[jana_morrin]: Um, and that's kind of how we came to be. You know, you look at those. Well, I

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[jana_morrin]: remember the day that I, when I was experiencing these things, I knew that we

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[jana_morrin]: had a a traditional workplace reporting hotline. Uh, and I didn't use it. And

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[jana_morrin]: so I thought a lot about. Why didn't I use that? you know? Um. What are some of

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[jana_morrin]: the main reasons why people don't use those because most people don't um, and

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[jana_morrin]: and solved for that problem, Speakefully,

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[tom]: So so you knew that there was existing

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[jana_morrin]: Mhm,

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[tom]: components in place to support you, But they maybe a little dated like a classic Eight

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[tom]: Hundred number.

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[jana_morrin]: right,

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[tom]: Call your Hr team.

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[jana_morrin]: right,

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[tom]: Speak up,

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[jana_morrin]: Mhm.

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[tom]: and is there a sense that there were were not the resources in place

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[tom]: or the right culture to support you in in this environment.

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[jana_morrin]: Yeah, I mean,

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[jana_morrin]: I think you know A. as I, you know, reflect. Obviously, there's been tons of

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[jana_morrin]: reflection on that experience that I went through and um, and and talking to so

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[jana_morrin]: many people since the since the start of Speakfully, Um, and other other

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[jana_morrin]: individuals that are experiencing either now or currently have experienced

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[jana_morrin]: something similar to what I have. Um. It's not. It's not even necessarily that

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[jana_morrin]: that that there weren't any Um

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[jana_morrin]: tools in place. there were. but like I said it was, it is a an outdated tool.

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[jana_morrin]: Um. and there were tools that that weren't effective for lots of different

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[jana_morrin]: reasons, and I, I felt it didn't give the organization Uh what they needed in

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[jana_morrin]: order to be more proactive. Um, the employees themselves. You think about one

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[jana_morrin]: of those hot lines that you know, you call in a number which, first of all, no

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[jana_morrin]: one use his phones anymore, So that's you know. That's the way the world that

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[jana_morrin]: we live in at this time. Um. so that number one is going to be impactible. It's

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[jana_morrin]: going to prevent someone from using it just because of that, but also those

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[jana_morrin]: types of tools. Didn't um,

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[jana_morrin]: give the organizations any information to be able to be proactive about things.

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[jana_morrin]: So you know they can't have those ongoing conversations with employees because

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[jana_morrin]: they don't even know things that are are not happening. Because either, they're

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[jana_morrin]: not calling to, period, because it's not conducive, it's sterile. There's no

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[jana_morrin]: transparency. There's nothing there for the employees to trust it. Um, but

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[jana_morrin]: um, That about's like three of so many reasons, but the analytics piece of it

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[jana_morrin]: of being able to get some of that information. Um, allows the organizations to

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[jana_morrin]: have ongoing conversations with employees that they um, wouldn't know to have

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[jana_morrin]: otherwise, And you're thinking about an employee who's experiencing something

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[jana_morrin]: in that moment. If they're not hearing these ongoing conversations that are

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[jana_morrin]: going on then even if they do trust H, R, or they like H. r, it's still well,

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[jana_morrin]: what are they going to do Because they don't talk about it Except for that

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[jana_morrin]: first day that I started work and we were going through the handbook and they

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[jana_morrin]: told me what I should do. First of all, I don't remember what that is. Number

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[jana_morrin]: barely, I mean, I knew that there was a hot line, but that's all I remember or

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[jana_morrin]: knew about it. Um, but secondly, they, they ha, didn't have conversations

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[jana_morrin]: regularly about some of these harder conversations to have, because they might

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[jana_morrin]: not have known, and even if they did, they weren't doing it. so it didn make me

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[jana_morrin]: feel comfortable coming forward, and so with speakfully, we not only give the

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[jana_morrin]: employees you know a some ways to be able to feel more comfortable. It doesn't

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[jana_morrin]: go into a black hole, or's some communication that can have be had anonymously

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[jana_morrin]: with the employees even after they submit. But it's more about the analytics

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[jana_morrin]: that we can give to those orgs so that they can be able to have those ongoing

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[jana_morrin]: conversations or know what to have conversations about. Even

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[tom]: Well, look, I think this is a wonderful reason to start a company and the best company

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[tom]: come from founders with personal experience. I' incredibly sorry that you had to go

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[tom]: through that, but what I love is that you've pivoted your life's work into supporting

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[tom]: others so that they don't have to go through it in the future, which I think is just a

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[tom]: beautiful transition

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[tom]: from a from from a bad situation.

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[tom]: So I'm incredibly proud to talk to you today

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[jana_morrin]: yeah,

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[tom]: and hear more about her more about this. So let's let's jump into a term I've heard

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[tom]: before that I don't know the we're all familiar with. Maybe you can educate our

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[tom]: audience. I've heard this term grooming before in these types of settings. Can you? can

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[tom]: you help us understand that a little bit?

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[jana_morrin]: yeah, yeah, um,

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[jana_morrin]: you know, grooming is an interesting topic, as that is one of the primary

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[jana_morrin]: reasons where when I do talk to other people who' have experienced this since I

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[jana_morrin]: started the business. Uh, so many people can relate, So I did a blog series on

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[jana_morrin]: my experience specifically in detail. and when I did that, I talked about the

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[jana_morrin]: grooming experience that I had Um, with Uh, my superior, and it related with so

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[jana_morrin]: many people. Um, And that's what in you know, what made them reach out to me?

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[jana_morrin]: And so I do think it's an important topic to discuss so people understand what

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[jana_morrin]: it means. Um, So in in, you know if I use my, my example, Um, you know, there

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[jana_morrin]: was a a series of of

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[jana_morrin]: back the back of three months, four months of when I relocated for this

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[jana_morrin]: position was recruited to go uh to this company and this organization and work

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[jana_morrin]: for this person. And

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[jana_morrin]: Um, when I did that, Like I said, the biggest thing, or like I said, we've had

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[jana_morrin]: conversations before, But what I say a lot is that I, with my Um. Superior, I

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[jana_morrin]: felt like we had a great professional relationship. Um, for me personally, I am

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[jana_morrin]: a big um, advocate and big person of Um. You know my work being you know, being

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[jana_morrin]: super passionate about it, always a go getter, Um, very comp. What I'm doing

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[jana_morrin]: and really wanting to provide and help with the bottom line of the

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[jana_morrin]: organizations that I'm working for as much as possible. I don't have kids. I

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[jana_morrin]: moved there when I was thirty five. I had my dog. I was all just like I'm all

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[jana_morrin]: in, and I wanted heads down and be able to do all I can now. For the first

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[jana_morrin]: three four months that was great. Um. good professional relationship. My

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[jana_morrin]: superior was always Um. advocating for the different, my professional

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[jana_morrin]: development, which was super important to me, Um. and and where I could Um be

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[jana_morrin]: years down the line within that company itself, Um, but just in my career and

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[jana_morrin]: it was really exciting. it was great. Um. I felt like everything was going

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[jana_morrin]: great, and during that time when you start when you start building a good

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[jana_morrin]: relationship with your superior, the nice thing about that is you you build

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[jana_morrin]: some loyalty with that Like that's just kind of some loyalty. You trust each

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[jana_morrin]: other, And when each other is doing when it comes to work, And so

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[jana_morrin]: three or four months happened, That was what was going on for three, four

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[jana_morrin]: months, then after that, after you know three or four months hits, that's where

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[jana_morrin]: little things started happening That didn't make me feel comfortable. I knew

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[jana_morrin]: when it the first time something happened that I felt uncomfortable in my mind

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[jana_morrin]: the entire time. I'm thinking No, maybe I'm overthinking this.

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[jana_morrin]: Uh. oh, it, maybe being too sensitive. Um, That couldn't have been how he

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[jana_morrin]: meant. it couldn't have been. It was just a one off situation right. Um, And I

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[jana_morrin]: think when you talk about grooming, you don't know that it's happening until

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[jana_morrin]: the bad things start happening until the bad things start were starts taking

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[jana_morrin]: play. And so I think that's where people get in this really weird grey area.

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[jana_morrin]: It's not necessarily black and white. Um, A lot of times as you are feeling

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[jana_morrin]: like you have this loyalty towards somebody. Um, and then now they're kind of

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[jana_morrin]: slowly starting to a act differently, But it's not in a significant way each

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[jana_morrin]: time that it is confusing as a person

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[jana_morrin]: in the in that space, so it makes you feel a little crazy. Um, you feel crazy.

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[jana_morrin]: you know asking yourself all these questions and you're feeling shameful

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[jana_morrin]: guilty. You don't know why, Um, and it's because you're feeling you know

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[jana_morrin]: negatively towards this person who has been a person who has been a loyal to

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[jana_morrin]: you for three or four months, and and really trying to help you grow in your

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[jana_morrin]: career and what you're doing. So it's it's a conflicting thoughts that you're

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[jana_morrin]: having, And so those first three or four months is what we call grooming. It's

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[jana_morrin]: because this manipulator, um, someone who you know knows that they have this

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[jana_morrin]: impact as superior, someone in power, Um, you create this you know again

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[jana_morrin]: professional relationship. That that was was exactly what I was hoping for and

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[jana_morrin]: that I've had Pe in the past, were um superiors of who I've worked for and it's

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[jana_morrin]: worked out great, but it never led to the aftermath of that where weird things

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[jana_morrin]: start it happening, And that was just a continuous ongoing path. So it when

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[jana_morrin]: never was grooming 'cause it just is what it was. They were just great bosses,

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[jana_morrin]: and when it gets to the weird part then that's where it's like. Oh, okay, like

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[jana_morrin]: they set it up so that you will be confused when these things are happening.

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[jana_morrin]: You won't question it as much, or maybe you will, but you won't tell anyone.

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[jana_morrin]: because you're You're still trying to make sense to it yourself. So I think

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[jana_morrin]: that that's why

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[tom]: Yeah, yeah,

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[jana_morrin]: I wrote that blog to begin with was because I think that this could be

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[jana_morrin]: happening and could happen to a lot of people and they're just confused about

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[jana_morrin]: it and don't say anything because they are trying to make sense of it in their

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[jana_morrin]: own head.

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[tom]: and sharing your story is going to help so many others come forward as well that are

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[tom]: dealing with workplace harassment? And I think that's what we're all hoping for

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[jana_morrin]: Mhm,

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[tom]: Is that your story shed some light on this issue.

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[jana_morrin]: Right and it already has. Honestly, I've had so many people reach out to me

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[jana_morrin]: after reading that blog and they're either in tears because they didn't think

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[jana_morrin]: that anyone would understand and now they're really starting to understand what

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[jana_morrin]: it is that they went through or that they're currently going through. And a lot

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[jana_morrin]: of people these people haven't told anyone because they just don't know what it

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[jana_morrin]: is. And that's where it gets confusing to explain. Mean, Um, because a lot of

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[jana_morrin]: times too, it's not just a.

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[jana_morrin]: A. A, a very aggressive thing. it's it's kind of like it starts slow and then

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[jana_morrin]: it ends up building. And so someone really truly doesn't understand the story

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[jana_morrin]: until you tell them the twenty things that happened. If I told you one thing

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[jana_morrin]: that happened in my situation, you'd be like Okay, like that's that's not cool.

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[jana_morrin]: But if I told you the twenty, you'd be like, Oh, Okay, like that's that's

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[jana_morrin]: that's not cool. That's different and it's it's just a a pattern that just kind

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[jana_morrin]: of builds and it just leaves you feeling

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[tom]: It's the accumulation of bad behavior

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[jana_morrin]: exactly

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[tom]: that that causes the abuse, you know's death by a thousand paper cuts. So to speak,

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[tom]: where things are are compounding on one another, and taken as an individual event may

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[tom]: not seem as alarming, but taken as a series

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[jana_morrin]: Mhm.

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[tom]: of events is really Um. where we start to see some of this

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[tom]: into into abuse. I, I have a question about sort of gender roles in this.

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[jana_morrin]: Mhm, Mhm,

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[tom]: In you know, I think we traditionally think of Um, the harassment being sort of male,

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[tom]: Uh, being the harasser and the female being the victim. I think that's our natural

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[tom]: sense perhaps to to feel that way. Do you sense that that it's that way all the time or

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[tom]: or is there a different um way to look at this?

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[jana_morrin]: Yeah, I mean I. it's definitely can be.

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[jana_morrin]: I mean, it really can be anyone. Honestly at the end of the day, Uh,

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[jana_morrin]: I've actually, when I've had people reach out to me, I've had it be women,

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[jana_morrin]: bosses and women that they're doing it too. I've had. I mean, I've i. I have

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[jana_morrin]: yet to have anyone reach out to be male male. Um, but I've also had you know.

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[jana_morrin]: obviously, Um, a male in Um, and a female, so I've seen both of those. So it is

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[jana_morrin]: a combination majority. Yes, then the more, what we've seen in in the past the

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[jana_morrin]: majority. it does come back as male and female. but there are still lots of

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[jana_morrin]: lots of different stories that I've heard where it's a woman who is actually

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[jana_morrin]: Um, who is harassing in some capacity another female And so there is lots of

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[jana_morrin]: different elements to it which builds the confusion Honestly. I mean you're

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[jana_morrin]: just trying to figure out what this actually is. Um, but yeah, the groomer

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[jana_morrin]: could be a woman. I've heard those exacting stories. People have read my blogs

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[jana_morrin]: and said it was a woman that did it to me and they were a woman. But it's the

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[jana_morrin]: same type of same type of um. situations and experiences.

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[tom]: So so if somebody was

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[tom]: listening to this and saying my goodness,

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[tom]: I'm seeing a pattern with somebody that I work with and' making me uncomfortable.

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[jana_morrin]: Mhm,

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[tom]: Do you have a couple of steps that someone might take? Is there

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[jana_morrin]: yeah,

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[tom]: a resource or two

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[tom]: that that we could provide to help somebody that may be in a a difficult spot?

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[jana_morrin]: mhm. yeah, I mean, I think initially,

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[jana_morrin]: a lot of times you're still trying to figure out things yourselves when

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[jana_morrin]: something happens to you, Let's say some. You know some experience happened.

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[jana_morrin]: You felt a certain way. You aren't quite ready to go to H. r R. because you're

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[jana_morrin]: still trying to figure it out yourself.

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[jana_morrin]: The high. The biggest thing that I recommend is just writing it down. I would

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[jana_morrin]: guarantee you that,

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[jana_morrin]: and I will say that I thought this about myself as well. Is

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[jana_morrin]: it's just one time. It probably won't happen again. But

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[jana_morrin]: so I'm not going to do anything about it. You know, in my story, Actually,

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[jana_morrin]: luckily, I, I thought about writing it down. It actually was therapeutic for

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[jana_morrin]: me, but I know a lot of people that do not, and then you get to three or four

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[jana_morrin]: times and then you already forgot to write the three or four beforehand, and

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[jana_morrin]: that's where the confusion lies Is. if you don't write those things down,

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[jana_morrin]: you're not going to really remember to be able to tell the story appropriately

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[jana_morrin]: if you are trying to come for it in a given time Because you're talking about.

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[jana_morrin]: You know something that happened ▁x amount of time ago and you didn't write it

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[jana_morrin]: down. So no matter how much you think that you're going to remember it exactly

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[jana_morrin]: you're not. and it's just much better to go in and write about it and write

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[jana_morrin]: about how it made you feel what happened, Um the day that it happened, and just

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[jana_morrin]: write as much information as possible so that you can recall it if you ever do,

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[jana_morrin]: have to call it back if you were, if you' ever come forward. So that's my

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[jana_morrin]: number one thing is is making sure that you go and and write about it, no

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[jana_morrin]: matter

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[jana_morrin]: if you think that it's going to happen again. Maybe you could just throw it

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[jana_morrin]: away maybe six months down the line and you're like Okay, Never mind. that was

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[jana_morrin]: that I. I wasn't as big of a thing as I thought it was. Oh, I mean, it's still

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[jana_morrin]: there. You don't have to. you know. Go back to it. It's hard. It's one of those

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[jana_morrin]: hard things I remember doing it and I felt so gross doing that. You know you

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[jana_morrin]: felt you feel dirty. Feel gross. even though it's nothing that you did. It's

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[jana_morrin]: just you don't even want to look at it. You don't want to look at the person's

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[jana_morrin]: name. It's just all that made you feel

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[jana_morrin]: you know. So I think the biggest thing is writing about it, And then, really,

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[jana_morrin]: if if if it keeps happening over time, that's where you have, start asking

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[jana_morrin]: yourself. Okay, how long am I going to withstand this? When will I go forward?

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[jana_morrin]: How would I do it? Um, and that's going to be based up of the different ways

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[jana_morrin]: that the organization has for either way able to do that. And hopefully there

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[jana_morrin]: are some safe private ways for you to be able to do that. Um,

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[jana_morrin]: That will make you feel comfortable doing so.

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[tom]: Well, that's outstanding. And thank you for those those tips, ont things going through

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[tom]: the organizational channels and making sure that there's privacyed along the way. I.

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[tom]: there's a whole new generation of workers

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[jana_morrin]: Mhm,

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[tom]: out there. There's a whole new work force that demands and requires

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[jana_morrin]: right,

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[tom]: a lot more than what was delivered on in the

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[tom]: eighties

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[jana_morrin]: Mhm,

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[tom]: or prior to that.

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[jana_morrin]: Yeah, absolutely,

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[tom]: Let's let's talk about that a little bit, because your, your comment about privacy is

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[tom]: so critically important,

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[jana_morrin]: Mhm.

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[tom]: and and being able to have a voice,

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[tom]: what is this next generation of workers looking for from their H. R leaders from their

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[tom]: organization? And it doesn't matter if you are a ten life company or a ten thousand

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[tom]: Life Company, Were all people trying to figure out this game of life?

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[jana_morrin]: Mhm, Mhm,

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[tom]: How do we support this next generation?

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[jana_morrin]: Yeah, I mean, I think the biggest thing is just being able to have tools in

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[jana_morrin]: place that give them the ability to do so and do it in a way that Um

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[jana_morrin]: is is user friendly. the quickest way to be able to do it, but also not

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[jana_morrin]: creating barriers for them to do it. so that like when I say create barriers,

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[jana_morrin]: I'm talking about. Okay, you have the the call and hotline that. already, just

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[jana_morrin]: even saying that is a barrier because it means that they have to actually pick

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[jana_morrin]: up a phone and call. Um. So there's like different things that you can put in

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[jana_morrin]: place that make it much, Um, a lot more conducive for them to be able to to to

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[jana_morrin]: report. And if you're thinking about these people that are going through

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[jana_morrin]: something like what I went through, it's not so simple when you're in it to

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[jana_morrin]: just it to be. Oh yeah, I'm going to go pick up a hotline. It's terrifying, so

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[jana_morrin]: it's trying to be able to Um. give them. you know, the tools that that are easy

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[jana_morrin]: to use. Like I said Um. They can have an easy flow to it, but then it also not

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[jana_morrin]: only just helps the employee, but helps the organization be able to build that

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[jana_morrin]: trust with the employee by giving them the analytics for them to be able to do

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[jana_morrin]: things more regularly, like prioritize different Um trainings or different Um

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[jana_morrin]: things that they have planned for the year based off of the analytics they're

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[jana_morrin]: seeing of of what people are either submitting about or what they're

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[jana_morrin]: preemptively going to be submitting about which we offer, So um, you know it's

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[jana_morrin]: not every employee,

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[jana_morrin]: um

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[jana_morrin]: re feels. Comfortable doing the exact same thing as the next employee, so Utah

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[jana_morrin]: might feel more comfortable going straight to H. R, and and tellalent and face

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[jana_morrin]: to face, I might feel more comfortable doing it over the technology that we

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[jana_morrin]: have a platform, which is what everyone's using these days. Not using phones.

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[jana_morrin]: They are connected to their phones, connected to their computers. And it's just

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[jana_morrin]: the easiest way, and it's what the newer generation is just used to doing. So

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[jana_morrin]: it's just being able to find um different ways for them to do it so that they

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[jana_morrin]: will in fact do it in in having those. I can't stress enough. the ongoing

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[jana_morrin]: conversations, the ongoing hard conversations with your employees so that they

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[jana_morrin]: can see that you're open, Um to receiving the information if they did want to

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[jana_morrin]: come forward, even if they were coming forward anonymously. So one thing that

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[jana_morrin]: one of our up products offers is the capability to

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[jana_morrin]: message Uh anonymously back and forth with the employee after they submit

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[jana_morrin]: something to them, and the reason why that's important. A lots of times when

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[jana_morrin]: organizations receive anonymous complaints coming in, they can't do anything

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[jana_morrin]: about it because they don't have enough information. And so this Uh feature

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[jana_morrin]: allows for them to talk to the employee and communicate via our portal, Um,

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[jana_morrin]: anonymouslys. Who get more information if they need it in order to take action,

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[jana_morrin]: or at least show that they're trying to do that, Um by reaching out to the

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[jana_morrin]: employee to ask them for more information all anonymously within the platform.

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[jana_morrin]: So that's trying to solve for one of those problems as well. Um, If you were to

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[jana_morrin]: just use a traditional hotline,

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[tom]: Well, it' got to be anonymous. People aren't going to come,

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[jana_morrin]: and maybe

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[tom]: which is the most important thing.

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[jana_morrin]: evently, and maybe eventually after you communicate back and forth at them

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[jana_morrin]: anonymously, maybe maybe they will disclose who they are, but maybe they won't,

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[jana_morrin]: but you'll have better opportunity to do it, Um. By be able, being able to

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[jana_morrin]: communicate back and forth with them anonymously, so

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[tom]: So what do you say to H.

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[tom]: Leaders would say we, we have an Um. Budsman, Uh, we have an eight hundred line.

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[tom]: we have an P.

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[tom]: we have annual compliance training on workplace harassment. We've got it all covered.

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[jana_morrin]: Mhm,

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[tom]: What would you say to the H R leader That maybe is, is you feeling like they've got

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[tom]: this covered,

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[jana_morrin]: Yeah, I mean, I, well, normally at first I'd ask them how the the Colin hotline

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[jana_morrin]: is working and if they get any anyone calling in and I will tell you, I don't

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[jana_morrin]: think you've actually had one person that is using one that has actually told

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[jana_morrin]: me that they get in anything regularly, or some, most of them say they never

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[jana_morrin]: have gotten anything in it from from that platform before, So

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[jana_morrin]: that answers the question right there when I asked them that, 'cause. It, it is

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[jana_morrin]: is very telling, right, Um, And

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[jana_morrin]: and then one of the questions I ask is a lots of times and what it will kind of

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[jana_morrin]: lead to, 'cause I feel like because they have these platforms that say no one's

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[jana_morrin]: reporting on Um, Like the You know, the call in

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[jana_morrin]: is, they'll say Well, we have a great culture

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[jana_morrin]: people. People just come to us when they have problems, and for me

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[tom]: but nobody's coming to them right.

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[jana_morrin]: right, but no one's coming to them and they're like. Oh, people just come to us

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[jana_morrin]: face. come to us you when they have issues, and to me what I say to them is

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[jana_morrin]: well, how do you know that, though I mean you don't know what you don't know.

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[jana_morrin]: So, if you're not giving them these anonymous platforms that our us are

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[jana_morrin]: friendly, that you have the ability to communicate back and forth that they

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[jana_morrin]: understand us a third party. That there is transparency so that they know

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[jana_morrin]: something's going on. It doesn't go into a black hole. I mean you, it obviously

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[jana_morrin]: takes time when you implement something like this, but over time you're

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[jana_morrin]: learning some analytics that you didn't have. you can start to really build

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[jana_morrin]: that that bridge so that they slowly will start to utilize it. So, if I, for my

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[jana_morrin]: example, if I heard them talking about um, how to report and the ways that they

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[jana_morrin]: can do it, and how it's going to be helpful. And you know if they were getting

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[jana_morrin]: in dad and analyics so that they could take some action on some conversations

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[jana_morrin]: to have, then when I was going through it. In those moments when we were having

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[jana_morrin]: this conversations, I'd be like Okay, Well, they are talking about this At are

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[jana_morrin]: all hands. Because they're seeing some of this information. they obviously care

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[jana_morrin]: about it. and in those moments then I would potend like, Maybe I, maybe they

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[jana_morrin]: will care if I go in and and go in and talk about this. Now what I'm

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[jana_morrin]: experiencing, Um, versus not talking about those things at all, Me saying, Oh,

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[jana_morrin]: they don't even talk about these things that they don't talk about it. I don't

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[jana_morrin]: know how they're going to receive it. Um, because they don't talk about it. And

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[jana_morrin]: so it's just it's just all about the communication piece that I feel like we're

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[jana_morrin]: trying to bridge

371
00:24:23,692 --> 00:24:27,612
[tom]: So it's really about ongoing conversations

372
00:24:27,460 --> 00:24:28,460
[jana_morrin]: Mhm,

373
00:24:28,732 --> 00:24:30,172
[tom]: that we shed a light on

374
00:24:31,692 --> 00:24:37,852
[tom]: what harassment can look like and feel like in the workplace and that we're all open to

375
00:24:37,932 --> 00:24:41,132
[tom]: having that consation so that it doesn't happen

376
00:24:40,980 --> 00:24:41,980
[jana_morrin]: right, right,

377
00:24:42,732 --> 00:24:46,012
[tom]: in. in a way, it feels like preventative medicine,

378
00:24:45,860 --> 00:24:46,860
[jana_morrin]: Mhm, Mhm,

379
00:24:47,532 --> 00:24:48,892
[tom]: so that you don't get sick.

380
00:24:49,020 --> 00:24:50,020
[jana_morrin]: right, right,

381
00:24:49,532 --> 00:24:54,572
[tom]: This is a prevention tool to help prevent it from happening in the first

382
00:24:54,420 --> 00:24:55,420
[jana_morrin]: right,

383
00:24:54,812 --> 00:24:58,972
[tom]: place. And if it does, we' providing the privacy,

384
00:24:59,220 --> 00:25:00,220
[jana_morrin]: Mhm,

385
00:25:00,412 --> 00:25:01,532
[tom]: the the safe space,

386
00:25:01,700 --> 00:25:02,700
[jana_morrin]: right,

387
00:25:02,732 --> 00:25:07,532
[tom]: and Um, that ongoing dialogue back and forth in a two

388
00:25:07,580 --> 00:25:08,580
[jana_morrin]: Yep,

389
00:25:07,772 --> 00:25:10,652
[tom]: waying for somebody to solve the problem

390
00:25:10,260 --> 00:25:11,260
[jana_morrin]: Mhm,

391
00:25:11,772 --> 00:25:13,372
[tom]: in a way that's modern

392
00:25:13,620 --> 00:25:14,620
[jana_morrin]: right, right,

393
00:25:14,432 --> 00:25:15,432
[tom]: and differentiated.

394
00:25:15,760 --> 00:25:19,600
[jana_morrin]: exactly exactly. I mean, I think the ongoing conversations and the ability to

395
00:25:19,600 --> 00:25:23,200
[jana_morrin]: do that with the data that you have is crucial in order to bridge you that

396
00:25:23,360 --> 00:25:27,200
[jana_morrin]: grap, so that your employees do you feel more comfortable coming forward. I

397
00:25:26,820 --> 00:25:27,820
[jana_morrin]: mean,

398
00:25:28,560 --> 00:25:30,960
[jana_morrin]: you think about someone who's going. They don't know when they're going to go

399
00:25:31,040 --> 00:25:34,160
[jana_morrin]: through a. so like I go. You know, I went through the employee handbug per se

400
00:25:34,400 --> 00:25:37,600
[jana_morrin]: hire clearly, first say I hire, so I'm not experiencing anything that I need to

401
00:25:37,760 --> 00:25:40,560
[jana_morrin]: report. Hopefully, that's not the case for anyone right, But

402
00:25:41,600 --> 00:25:46,640
[jana_morrin]: you think about it and this happens how you know five months down the line and

403
00:25:47,120 --> 00:25:49,680
[jana_morrin]: you don't really know Because you haven't heard anything about it since that

404
00:25:49,760 --> 00:25:52,560
[jana_morrin]: first day hire. You kind of heard about it, but you don't really know. Haven't

405
00:25:52,640 --> 00:25:55,520
[jana_morrin]: heard anything else about it. But if I was continuously each month that our an

406
00:25:55,680 --> 00:25:59,520
[jana_morrin]: All hands were having a conversation about whatever the topic is, That you see

407
00:25:59,760 --> 00:26:04,160
[jana_morrin]: some some trends on within your organization, then I okay. Well, they're

408
00:26:04,240 --> 00:26:07,360
[jana_morrin]: talking about this regularly, And what I made me think about it at that moment,

409
00:26:07,760 --> 00:26:11,360
[jana_morrin]: Um, or at maybe the second or third time and then happen versus the thirtieth

410
00:26:11,520 --> 00:26:14,800
[jana_morrin]: right where I'm like. At that point I was done and I want to believe. I want

411
00:26:15,040 --> 00:26:18,640
[jana_morrin]: nothing to do with being there be cause. I was terrified at that point, so I

412
00:26:18,720 --> 00:26:23,200
[jana_morrin]: think that it's just a matter of if it's about um, preventative to your point,

413
00:26:23,440 --> 00:26:30,160
[jana_morrin]: Like you know, you are um trying to prevent Um, these small issues before they

414
00:26:30,400 --> 00:26:34,000
[jana_morrin]: become big ones like you've seen in the press or just like we' talk or me

415
00:26:34,160 --> 00:26:37,840
[jana_morrin]: leaving the day of accent. Um, You're trying to prevent that And how can we

416
00:26:37,920 --> 00:26:41,840
[jana_morrin]: prevent that And it's about trying to get them to report sooner. You can't make

417
00:26:42,080 --> 00:26:46,800
[jana_morrin]: pe. You can't force someone to behave a certain way. They people are their own

418
00:26:46,960 --> 00:26:50,160
[jana_morrin]: selves They're going to. They're going to behave. How are they're going to

419
00:26:50,160 --> 00:26:53,680
[jana_morrin]: behave? But what you can do is teach your employees what to look for. Uh, when

420
00:26:53,840 --> 00:26:58,160
[jana_morrin]: to come forward. How to come forward an ongoing basis, so that they can come

421
00:26:58,320 --> 00:27:03,040
[jana_morrin]: forward as soon as possible before they get to a A. You know, an exit point,

422
00:27:04,972 --> 00:27:11,532
[tom]: Yeah, that's fantastic, and that's greatage advice for an h. r leader that can start to

423
00:27:11,612 --> 00:27:13,452
[tom]: look at this. Perhaps a different way.

424
00:27:13,220 --> 00:27:14,220
[jana_morrin]: Mhm,

425
00:27:15,052 --> 00:27:17,372
[tom]: There haven't always been tools out there

426
00:27:18,272 --> 00:27:19,272
[tom]: that

427
00:27:19,852 --> 00:27:26,972
[tom]: focus on a digital component. Something that includes a lot of privacy, the ability to

428
00:27:26,972 --> 00:27:31,292
[tom]: go back and forth and support employees. And then, as you mentioned, uh, making sure

429
00:27:31,452 --> 00:27:36,732
[tom]: that the ongoing conversation is broad around the company, so that people don't feel

430
00:27:36,892 --> 00:27:38,732
[tom]: empowered to behave badly.

431
00:27:38,580 --> 00:27:39,580
[jana_morrin]: right, right,

432
00:27:39,772 --> 00:27:41,052
[tom]: We don't want that we want

433
00:27:40,740 --> 00:27:41,740
[jana_morrin]: right,

434
00:27:41,292 --> 00:27:46,732
[tom]: people to be empowered in their own success and their own talent, and be treated

435
00:27:46,580 --> 00:27:47,580
[jana_morrin]: Mhm,

436
00:27:47,612 --> 00:27:48,892
[tom]: fairly and with respect

437
00:27:48,980 --> 00:27:49,980
[jana_morrin]: right,

438
00:27:49,692 --> 00:27:55,932
[tom]: at all times. And so tell me, tell me just a little bit about speakfully Very

439
00:27:56,252 --> 00:28:00,252
[tom]: specifically, I mean we, we've talked about your story. We've talked about some the

440
00:28:00,412 --> 00:28:06,492
[tom]: background here, and an Hr. but tell me aboute, I mean, this is your life's work. You

441
00:28:06,572 --> 00:28:12,652
[tom]: have. you've pivoted into this space, and now you, you are really pressing forward. Let

442
00:28:12,812 --> 00:28:15,292
[tom]: us all know what you're doing with this organization.

443
00:28:15,300 --> 00:28:16,300
[jana_morrin]: yeah, yeah,

444
00:28:17,280 --> 00:28:21,280
[jana_morrin]: I mean, the biggest thing is you know we have two different products. Um, and

445
00:28:21,440 --> 00:28:26,160
[jana_morrin]: it's it's basically, you know, we again it all. app. It's all the same premise,

446
00:28:26,400 --> 00:28:29,920
[jana_morrin]: like we you know are created and save private place, place for employees to

447
00:28:29,920 --> 00:28:33,280
[jana_morrin]: speak up. Have a voice same on both platforms, giving the organization get an

448
00:28:33,360 --> 00:28:37,200
[jana_morrin]: analytics to be able to get in front of those issues. Um. so they's different,

449
00:28:37,680 --> 00:28:42,960
[jana_morrin]: Um. We felt that there is a need for two different kinds of of platforms As you

450
00:28:43,120 --> 00:28:47,280
[jana_morrin]: have Uh. employees that are out in the field that need to to es access

451
00:28:47,440 --> 00:28:51,520
[jana_morrin]: something Um quickly, So they can just use a ▁q r code. Scan it. It brings them

452
00:28:51,600 --> 00:28:54,880
[jana_morrin]: to where they need to go and they can just quick, go in and submit when run.

453
00:28:55,200 --> 00:28:58,160
[jana_morrin]: And then that's when, After that can anonymously communicate back and forth,

454
00:28:58,480 --> 00:29:01,840
[jana_morrin]: but then we have our more robust products where it's account based. Um can

455
00:29:01,920 --> 00:29:06,560
[jana_morrin]: implement into organization single sign ons, Um. and that one you know allows

456
00:29:06,720 --> 00:29:11,040
[jana_morrin]: for pulst surveys. Um gives the ability for organizations to put in resources

457
00:29:11,200 --> 00:29:14,640
[jana_morrin]: for their employees that they can go and find in that space. Uh, they can log

458
00:29:14,880 --> 00:29:19,840
[jana_morrin]: multiple experiences as an employee at one time and submit when ready. Um, and

459
00:29:20,000 --> 00:29:24,560
[jana_morrin]: then Um, gives the organization more importantly that preemptive analytics that

460
00:29:24,560 --> 00:29:28,320
[jana_morrin]: they wouldn't otherwise have and know you know what kind of what conversations

461
00:29:28,400 --> 00:29:34,000
[jana_morrin]: to have or priorities to make Um. without it. So those are the two. the two

462
00:29:34,240 --> 00:29:39,360
[jana_morrin]: things that we have now, Um. We are just continuously going with that we. we

463
00:29:39,520 --> 00:29:44,640
[jana_morrin]: hope to add in a bunch of more features, Um in the in the coming year, Uh that

464
00:29:44,720 --> 00:29:49,280
[jana_morrin]: it's just going to um. expand all of those those Um. features that I just

465
00:29:49,440 --> 00:29:54,480
[jana_morrin]: pointed out and and make them Um, even more, Uh, lucrative for an organization.

466
00:29:54,800 --> 00:30:00,400
[jana_morrin]: Give them some some um. Idea of what to do once they see the analytics kind to

467
00:30:00,220 --> 00:30:01,220
[jana_morrin]: add some things

468
00:30:00,512 --> 00:30:01,512
[tom]: Yeah,

469
00:30:01,120 --> 00:30:04,720
[jana_morrin]: in there like that. Um. and yeah, just keep building off of it because we're

470
00:30:04,880 --> 00:30:10,720
[jana_morrin]: excited to be getting into organizations. Um. provided that space and you know,

471
00:30:10,800 --> 00:30:12,960
[jana_morrin]: excited to keep doing that for

472
00:30:13,532 --> 00:30:17,292
[tom]: so who are your? Who are your customers? Now are they? The individuals are the

473
00:30:17,452 --> 00:30:24,092
[tom]: enterprises or the mid and small customers, or or companies. How help us understand who

474
00:30:24,172 --> 00:30:25,292
[tom]: your target market is,

475
00:30:25,140 --> 00:30:26,140
[jana_morrin]: Mhm.

476
00:30:25,932 --> 00:30:27,212
[tom]: and and where you really fit

477
00:30:28,232 --> 00:30:29,232
[tom]: from A

478
00:30:30,012 --> 00:30:31,372
[tom]: from from a software standpoint.

479
00:30:31,200 --> 00:30:36,720
[jana_morrin]: Yeah, so we. we have a free product. Just we have have a free product for

480
00:30:36,960 --> 00:30:40,480
[jana_morrin]: employees whose organizations don't have our product. It just allows you to go

481
00:30:40,560 --> 00:30:45,120
[jana_morrin]: in document time stamp it, Um, you can. You can export if for your files, if

482
00:30:45,120 --> 00:30:48,640
[jana_morrin]: you want to be able to take that p. d f, and give it to your or on your own.

483
00:30:48,960 --> 00:30:51,760
[jana_morrin]: Um, if they don't have it, like I said, Um.

484
00:30:52,800 --> 00:30:57,440
[jana_morrin]: Secondly, when it comes to the types of organizations we are industry agnostic

485
00:30:57,600 --> 00:31:01,840
[jana_morrin]: in the sense that we have a wide range of customers in different industries.

486
00:31:02,160 --> 00:31:06,160
[jana_morrin]: You know, considering that every organization who has employees should have a

487
00:31:06,240 --> 00:31:12,720
[jana_morrin]: platform like this, Uh, so we have Um, lots of different text we have uh, um,

488
00:31:13,040 --> 00:31:15,600
[jana_morrin]: advertising companies, tech companies,

489
00:31:16,260 --> 00:31:17,260
[jana_morrin]: Um,

490
00:31:18,720 --> 00:31:23,440
[jana_morrin]: sandwich shops, we have breweries which is a big one. We have lots of breweries

491
00:31:23,600 --> 00:31:26,560
[jana_morrin]: that are in the space now and we. There's a big me two movement in the brewin

492
00:31:26,800 --> 00:31:29,920
[jana_morrin]: industry this past summer, so we have a lot of breweries have come on board.

493
00:31:30,100 --> 00:31:31,100
[jana_morrin]: Um.

494
00:31:31,840 --> 00:31:35,520
[jana_morrin]: and yeah, so it's kind of like all over the board, Um insurance companies,

495
00:31:36,800 --> 00:31:41,280
[jana_morrin]: Uh, you know, it depends honestly on the organization and they', and, and on

496
00:31:41,440 --> 00:31:44,480
[jana_morrin]: their feeling of of what they want to be able to provide for their employees,

497
00:31:45,200 --> 00:31:50,640
[jana_morrin]: Um, and and size wise, Um, Anywhere you know, we would say our targets between

498
00:31:50,800 --> 00:31:54,000
[jana_morrin]: a hundred and five hundred employees, But we are all over the board again. We

499
00:31:54,160 --> 00:31:57,440
[jana_morrin]: have people. we have customers on both sides of that. Uh. that's just what

500
00:31:57,520 --> 00:31:59,840
[jana_morrin]: we've been getting in a lot. Uh, more recently.

501
00:32:00,880 --> 00:32:05,120
[jana_morrin]: and um, Yeah, so we're kind of all over the board right now. Um, we just have

502
00:32:05,200 --> 00:32:09,760
[jana_morrin]: so many different kinds of Um. organizations reaching out like I said, If you

503
00:32:09,840 --> 00:32:14,240
[jana_morrin]: have employees, you should have a platform like this, so um, we don't want to.

504
00:32:14,640 --> 00:32:17,280
[jana_morrin]: We don't want to Um, exclude anyone, you know,

505
00:32:18,972 --> 00:32:26,172
[tom]: Well, I, I think your your message of inclusiveity, uh, is loud and clear when you said

506
00:32:26,892 --> 00:32:32,412
[tom]: that we have a free version for individuals that do not have this available at their

507
00:32:32,152 --> 00:32:33,152
[tom]: own company.

508
00:32:32,820 --> 00:32:33,820
[jana_morrin]: Mhm,

509
00:32:33,292 --> 00:32:38,252
[tom]: So if you're listening and you're struggling and there's something happening uh, within

510
00:32:38,412 --> 00:32:44,332
[tom]: your organization, and your H R team has not uh purchasedfully yet, you can go to

511
00:32:44,412 --> 00:32:49,052
[tom]: Speakee dot com and work through the free version for yourself to help document

512
00:32:48,660 --> 00:32:49,660
[jana_morrin]: Mhm, Mhm,

513
00:32:50,012 --> 00:32:54,252
[tom]: what's going on and then start to start to feel empowered to take action.

514
00:32:54,260 --> 00:32:55,260
[jana_morrin]: Exactly,

515
00:32:55,052 --> 00:32:59,852
[tom]: So I, I think uh, that's a beautiful thing. I'm I'm guessing that comes directly from

516
00:32:59,592 --> 00:33:00,592
[tom]: the heart,

517
00:33:00,320 --> 00:33:01,920
[jana_morrin]: Yes, it certainly does.

518
00:33:00,812 --> 00:33:02,892
[tom]: Uh, from you, and and your experience,

519
00:33:03,060 --> 00:33:04,060
[jana_morrin]: Yes,

520
00:33:04,012 --> 00:33:08,892
[tom]: Um, which, which is which is why the best companies are founded by by people that have

521
00:33:08,672 --> 00:33:09,672
[tom]: life

522
00:33:09,620 --> 00:33:10,620
[jana_morrin]: Mhm,

523
00:33:09,692 --> 00:33:13,052
[tom]: experiences and and don't want others to go through that challenge.

524
00:33:12,940 --> 00:33:13,940
[jana_morrin]: rightly.

525
00:33:13,532 --> 00:33:16,492
[tom]: Um, So so kudo to you?

526
00:33:14,720 --> 00:33:16,880
[jana_morrin]: Yeah, And and it reads you A About

527
00:33:18,240 --> 00:33:22,880
[jana_morrin]: for me. It's I think about the times where I was in that moment in those

528
00:33:23,040 --> 00:33:27,600
[jana_morrin]: moments where I felt confused unsure I need some. I need a validation that what

529
00:33:27,600 --> 00:33:32,400
[jana_morrin]: I was going through actually was legitimately something. Um, and that's why we

530
00:33:32,560 --> 00:33:35,760
[jana_morrin]: created what we did as we wanted to be. I wanted to be able to help people

531
00:33:36,880 --> 00:33:40,720
[jana_morrin]: in those situations, make them feel more empowered like you said, and make them

532
00:33:40,880 --> 00:33:46,080
[jana_morrin]: feel not alone and in. And that is. It was a huge thing because it's a lonely

533
00:33:46,240 --> 00:33:51,040
[jana_morrin]: place if you aren't really entirely sure what's happening, so um, I'm happy to.

534
00:33:51,360 --> 00:33:56,640
[jana_morrin]: I wanted to be able to tell my stor specifically just for that reason, and Um

535
00:33:56,880 --> 00:33:59,760
[jana_morrin]: hope that it will continue to be able to Um,

536
00:34:00,800 --> 00:34:04,560
[jana_morrin]: get out there so people can can read it because it happens to so many people.

537
00:34:05,020 --> 00:34:06,020
[jana_morrin]: It's it's crazy.

538
00:34:07,452 --> 00:34:12,492
[tom]: Well, jeny're you're an absolute inspiration. Uh, the fact that uh, you are speaking

539
00:34:12,572 --> 00:34:18,732
[tom]: out about this and uh, putting it uh, in the public eye and making us all aware that

540
00:34:19,052 --> 00:34:24,332
[tom]: not only is it happening uh, but we're creating tools and resources to stop it from

541
00:34:24,492 --> 00:34:28,892
[tom]: happening, And you're giving those tools and resources to individuals and then adding

542
00:34:29,212 --> 00:34:34,332
[tom]: product Uh, with more layers to it for organizations to be able to manage. Manage this,

543
00:34:34,812 --> 00:34:40,652
[tom]: uh across, uh, across the organization is just fantastic, so um, I, I would like to

544
00:34:40,732 --> 00:34:46,172
[tom]: thank you so much for being on the show. I love your story. I love what you're doing

545
00:34:46,732 --> 00:34:51,932
[tom]: and uh, I wish you nothing but the utmost success. Uh with this project

546
00:34:52,400 --> 00:34:54,800
[jana_morrin]: Thank you so much time. I appreciate you having me.

547
00:34:55,852 --> 00:35:01,532
[tom]: well before before I let you go. Um. where can folks find you? If they wanted to get in

548
00:35:01,612 --> 00:35:05,532
[tom]: contact with you? They resonate with your message. They love what you're doing as much

549
00:35:05,692 --> 00:35:08,092
[tom]: as we do. Uh, where can they get in contact with you?

550
00:35:08,160 --> 00:35:11,280
[jana_morrin]: Yeah, so that haing. they like you had mentioned before, that can go to our

551
00:35:11,360 --> 00:35:18,640
[jana_morrin]: website on w. w. Wte dot com and they can find some email. Uh, hello at Speake

552
00:35:18,800 --> 00:35:24,000
[jana_morrin]: dot Com or Infoe Dot com. Either way they can get to hold me that way. Also you

553
00:35:24,160 --> 00:35:29,360
[jana_morrin]: go. My Linkn can message me on my linked in. It's Genmo and one word for the

554
00:35:29,260 --> 00:35:30,260
[jana_morrin]: tag in there.

555
00:35:31,120 --> 00:35:33,520
[jana_morrin]: ▁j A a M, o, r, r, I, N.

556
00:35:35,040 --> 00:35:38,080
[jana_morrin]: and yeah, that's probably the easiest way I would say Is is probably linked

557
00:35:38,320 --> 00:35:41,760
[jana_morrin]: honestly, but they can always go to the website. Find our email there if they

558
00:35:41,920 --> 00:35:44,160
[jana_morrin]: forget and will get it

559
00:35:45,772 --> 00:35:50,332
[tom]: Yep, absolutely fantastic. Um, thank you for sharing that. Thank you for sharing your

560
00:35:50,492 --> 00:35:55,132
[tom]: story and being on the T. Empowerment picast. We are thrilled to have you as a guest,

561
00:35:55,532 --> 00:36:01,372
[tom]: and uh, wish you, and speakfuly, nothing, uh, but success in the future as we look to

562
00:36:01,452 --> 00:36:06,652
[tom]: curb harassment at all levels, are in and out of organizations. Thank you so much.

563
00:36:06,420 --> 00:36:07,420
[jana_morrin]: some.

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