Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald, interviewed Katrice Miller.
A nationally recognized labor relations expert and career coach. The conversation explores her journey from federal government service to corporate leadership, her insights on labor law, personal branding, and how individuals can navigate layoffs, negotiate salaries, and build resilient careers.
👩🏾💼 About Katrice Miller
- Labor Relations Counsel at Starbucks
- Former Director of HR Compliance at Microsoft
- Over 25 years of experience in labor relations across government and corporate sectors
- Founder of CorporateWinners.com, a career and business coaching platform
- Former federal employee with the U.S. Department of Labor
💡 Key Themes & Takeaways⚖️ Labor Relations vs. Human Resources
- Labor relations focuses on compliance with labor laws and maintaining fair employer-employee relationships
- HR is broader, covering benefits, PTO, and general employee support
- Emphasizes proactive compliance and consistency in workplace practices
📉 Layoffs & Downsizing
- Advocates for transparency and consistency during layoffs
- Encourages employers to treat employees with dignity and follow both legal and internal policies
- Advises employees to separate their identity from their job and focus on personal brand resilience
💼 Personal Branding & LinkedIn
- Personal brand should reflect your value, not just your job title
- LinkedIn is a powerful tool for visibility, networking, and showcasing skills
- Encourages employees to build their brand even if their current job doesn’t align with their long-term goals
💰 Salary Negotiation & Career Growth
- Keep a running file of accomplishments to support salary discussions
- Always counteroffer with research-based reasoning
- Negotiation is a conversation, not a confrontation
🎯 Coaching & Empowerment
- Offers affordable coaching programs launching July 1 via CorporateWinners.com
- Focuses on helping clients build sustainable careers, not just find jobs
- Provides templates, interview prep, and 24/7 support for job seekers
🧠 Mindset & Motivation
- Encourages clarity, confidence, courage, and calm during career transitions
- Advises against panic-driven job applications
- Promotes self-assessment and strategic pivots for those unhappy in their current roles
🌐 Vision for the Future
- Aims to scale her coaching impact through online programs
- Seeks to empower more professionals, especially those affected by layoffs, with tools for career resilience
#SHMS #STRAW #BEST
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome back to the Money Making Conversations Masterclass hosted by
Rashaan MacDonald. Money Making Conversations Masterclass continues online at Moneymakingconversations
dot com and follow money Making Conversations Masterclass on Facebook, Twitter,
and Instagram.
Speaker 2 (00:16):
Manekus the nationally recognized leader and labor relations for more
than twenty five years of experience across law, government and
corporate America. Currently serving as Labor Relations Council as Starbucks.
Patrese Advisor, the Executive leadership O Complex Labor Relations Strategies,
insurance compliance which is very important with evolving labor laws,
(00:40):
and develop proactive people center solutions to strengthen workplace culture
and performance. Please welcome to Money Making Conversations Masterclass. Patrese Miller, Hi,
Domus Miller.
Speaker 3 (00:51):
I'm doing amazing. Thank you so much for having me.
I am super excited to be here.
Speaker 2 (00:57):
Labor relations what does that mean?
Speaker 3 (01:00):
Labor relations deals with all of the compliance issues federal
and state regulations that companies are required to adhere to,
so making sure that companies are in compliance with those
regulations and making sure that they're maintaining good compliance with
their employee relations and the relationships with their employees.
Speaker 2 (01:20):
Now get these signs in my company, Tell to put
these on the walls so your employees can hear that.
Is that what we're talking about when we say labor relations.
Speaker 3 (01:30):
Sure, that's one part of it. So the poster requirement
is one part or one aspect of employee and labor relations,
but it all kind of feeds into the general trend
of making sure that the employer's workforce is well educated
and well protected, and that's something that the federal and
state government are very much aligned with, so making sure
employers are doing that, and the posters are definitely one
(01:53):
of those categories that they.
Speaker 4 (01:54):
Do that as well.
Speaker 2 (01:55):
Okay, cool, Now let's talk about that's labor relations. So
what is the difference between in labor relations and human resources?
Can you answer that?
Speaker 3 (02:04):
Sure? So, human resource is going to be the umbrella,
if you will, so it will also encompass benefits as
well as you know, leaves, PTO and all those great things.
Labor relations instead gets to the heart of the actual
employment relations between the employer and the employee and the
work assignments, the work conditions, and things in that nature.
Speaker 2 (02:27):
So basically you're making sure it's set up correctly for
the humor relations human resource person can do their job.
Speaker 3 (02:34):
That's a great way to put it. Excellent.
Speaker 2 (02:36):
Yes, So basically, when I have a complaint, I'm not
gonna talk totries Miller. I'm gonna go to my human
resources person correct, and if it's not set up correctly,
then they're going to go to you correct.
Speaker 1 (02:47):
Yes.
Speaker 3 (02:47):
Yes, And our goal is looking at this through a
proactive lens instead of a reactive lens. We want to
get out in front of things and making sure that
workplaces are compliant as far as the laws and regulations concerned,
and making sure that the workforce is being treated fair
and equitable by employers.
Speaker 2 (03:06):
Well, let's talk about that, because there's so many different
I hear the world, right, the work stayed there, some
place you can go where you can tell somebody where
was an immediate or firing or or layoff. There is
a process to it. Tell us exactly what is the
right way to downsize your company?
Speaker 3 (03:28):
The right way is number one, making sure that you're
in compliance with federal and state regulations, but also making
sure that you're even in compliance with your own policies.
Sometimes organizations will implement policies and procedures or handbooks, if
you will, and they're not following their own guidelines. So
one of the most important things that an employer and
(03:49):
an organization can do is maintaining consistency. Maintaining consistency and
not only how they're treating their workers, but also in
those unfortunate times when downsizing is necessary and unable to
be avoided, making sure that they're being consistent in that
process as well and equitable and fairly treating employers employees
(04:09):
throughout that process.
Speaker 2 (04:10):
You know, one of the big moves is this new
administration was layoff government layoffs. Now, when people are layoff,
what is the role of the company to the person
that they are laying off? Is there are certain responsibility
that they should adhere to to respect the person you're
laying off. Is there a notification period? How is that handled?
Speaker 3 (04:32):
Yes, and you're speaking to someone who was actually a
federal employee for ten years. I served ten years with
the federal government with the Department of Labor. So this
is a topic that's very near and dear to my heart.
I have many friends who are still in the federal workforce.
So I believe that companies definitely have a level of
responsibilities to their employees. This actually is outlined in the
(04:53):
laws as well. There are certain companies based upon their
size and based upon you know, the actual they produce
or the industry that they're in their regulations as far
as the notice that they're required to give in that regard.
But I think outside of even the federal and state rules,
I think it's just a matter of being transparent as
transparent as possible with employees and letting them know and
(05:17):
keeping them abreast of what's going on in the company
so that these things don't come as a blind signing
moment to employees. Because it's rough enough if you're experiencing that,
but then if you're kept in the dark and have
no idea that these things are coming, I think it's
ten times even worse.
Speaker 2 (05:35):
Let's talk about this Coatris Meiler, your experience in labor
relations and over the years my show is about small
business owners, entrepreneurs, and so that relationship is a lot
more intimate. You know, you're in a big corporation ice
world for IBM. If you work for the government, you
start laying out people basically the decision making person that's
making that decision. It's not even closed to the person
(05:57):
that they're laying off. How does a p in these
intimate environments deal with it, Well, I.
Speaker 3 (06:04):
Think it's the understanding that companies and business models are
constantly evolving, and so because of that, I think employers
as well as employees need to understand that there are
going to be uncertain times that's unavoidable. But instead, what's
most important is how the employer handles it with a
certain level of decency and respect with employees, and most importantly,
(06:28):
having employees protect themselves and understanding that their job is
their assignment. However, their personal brand is their identity, and
I think sometimes there's a blurring of the lines, which
rightfully so we're all human. I've done it myself, so
it feels deeply personal when you are laid off or
(06:49):
there's you know, a reduction in force, you feel as
though you have personally suffered a loss or that you
personally have had a failure. However, it's all about aligning
your gifts and your strategies with your personal brand that
helps you to be able to pivot in the event
these things happen.
Speaker 2 (07:07):
Well, let's do that with the personal brand talk, because
when I first started out looking for a job, I
didn't have social media, I didn't have a LinkedIn account,
which is personal branding. What value is LinkedIn to personal branding?
As a labor relations person, do you see that as
valuable or should somebody pull back and then let the
(07:29):
system work for you?
Speaker 3 (07:31):
LinkedIn is an extremely valuable tool for establishing your personal brand.
It's all about making sure that who you say you
are is reflective in your online presence. So I'll give
you an example. I'll apply it to my actual career.
I had a job previously at Microsoft, so my job
was director of HR Compliance and Microsoft. However, my personal
(07:55):
brand was that I'm a trusted labor and relations expert
who helps organizations resolve complex workplace issues, ensure compliance, and
build cultures of accountability and fairness. So I'm lending my
talents to Microsoft for that job assignment, but at all
times I am that expert. So when that assignment ends,
(08:17):
my personal brand does not end. I instead will pivot
and find a new assignment, or perhaps even in between assignments,
find opportunities where I can showcase my talents and my
personal brands to bring me revenue during those in between jobs,
but also to keep myself in alignment with my online presence.
Speaker 2 (08:37):
So if I was talking to my staff, my employees,
each one of them, that we have weekly meetings, they
should all have lated in accounts. They should all be
building a personal brand, putting some of the work that
they're doing, some of the skills that they're developing, acknowledging
that that is growth for their personal brand, which has
(08:58):
value if they leave my company or they stay with
my company. That's personal brand building. That's what you're talking about, correct.
Speaker 3 (09:06):
Yes, absolutely, And you could even do that even when
your current job is not in alignment with your personal brand.
I'll give you another example. When I first started off,
I'm sure a lot of your audience members can relate
to this. I was a young single parent and I
started off in college. I was working at a video store.
I started developing my personal brand. Now they didn't have
(09:27):
LinkedIn back then, but I started developing my personal brand,
and my online and my in person presence never matched
the fact that I stacked videos on a shelf. I
was very much about building that personal brand for becoming
who I wanted to be, who I wanted to be perceived.
And that's how I showed up that job at the
(09:48):
video store. That was my maintenance job. I paid my rent,
I paid my bills. And that's why I always advise
people never leave your maintenance job too soon. If that's
paying your bills and it's necessary by all means, continue that,
but don't feel that you need to wait until you're
actually in the brand and in the position to start
building your personal brand.
Speaker 1 (10:08):
Yeah.
Speaker 2 (10:08):
I thought it was important to bring you on my
show called Trise Miller because of, you know, the unemployment
numbers that are out there now, the layoffs that are
out there now, and people don't know where to go.
And I'm speaking to Katrise Miller. She's a nationally recognized
leader in labor relations with over twenty five years of
experience across law, government and corporate America. He currently serves
(10:29):
as labor relations council as Starbucks. Now, let's talk about money.
Let's talk money. Is money make compans his masterclac Let's
first talk about being at the job feeling like you're underpaid.
How do you build a case for more money as
a company that's successful. I'm gonna get to the company
(10:49):
that's laying off on my next question, let's talk about
the successful company. Can you build a case for more
revenue for you personally, How does that work out?
Speaker 1 (10:59):
Well?
Speaker 3 (11:00):
See, I think it's not a process that starts. I
think it's a process that never finishes. I think the
process is ongoing. You should have an ongoing electronic file,
whatever your system may be, or maybe a paper file,
whatever works for you, have an ongoing system where you
are continuously routing and putting all the great accomplishments that
(11:24):
you have in that organization. You're detailing them and you're
filing them away. So this should be an ongoing process
where you are benchmarking and filing away those those amazing accomplishments,
those success stories, those partnerships, collaborations that you have, and
the feedback that you receive from those individuals. So now
(11:45):
when it's time for that salary conversation, you essentially are
going to that file and reviewing and preparing to make
your case, not searching for information and support for that
actual case.
Speaker 2 (11:57):
Now, well, just being said a treat companies laying off
people left and right, did you stay quiet, staying at
corner mad that you can't walk in there and ask
for something even though you know additional work is going
to come on your plate because they land on people.
Speaker 3 (12:13):
And this is once again in a very real situation.
So the first thing is not to panic. You're not
panic in these situations, but you need to make sure
that you are making sure that your work and your
presence is highly visible and promotable in these uncertain times.
So that means advocating for yourself, like we talked about
(12:34):
creating that work history and that file and those lists
of accomplishments, but also making the proper alignment with people
who will advocate for you as well. And sometimes we
need to step outside of kinship and look for mentorship. Now,
sometimes our mentors may look like our keen people, and
that's good, that's amazing. But I'll tell you one of
(12:57):
my greatest mentors at one of the law firms I
first started with was an older white man who was
about sixty five years old and I was a young
black woman coming straight out of undergrad and we developed
a mentor and mentee relationship and I learned so much
from him. Now, it was very intimidating working with him
and approaching him because we had nothing in common, but
(13:18):
for the fact I wanted to be where he was at.
So that was enough for me to make that alignment.
So I think sometimes you know, it's human nature to
navigate to people who you are familiar with, and that's
a very important part of the workplace, but stepping outside
of that and developing those mentorships because those are people
(13:39):
who will often speak volumes about your skills and your
talent in rooms when you're not even present, and that's
what you need in these days and times.
Speaker 1 (13:48):
Please don't go anywhere. We'll be right back with more
Money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass, hosted by Rashaan McDonald.
Speaker 2 (14:05):
You're doing legal counsel for Starbucks, a major corporation, and
work for Microsoft as a minority. How do we get
rid of these peers or how do we create these relations?
Speaker 3 (14:16):
I think it is somewhat self inflicted, but let's be honest,
this is very much industry inflicted because I believe that minorities,
women included, have been beaten down to a certain level
and to the point where we find it hard to
even recognize our brilliance. But it starts there, recognizing your
brilliance and not waiting for someone to validate you. I'll
(14:38):
never forget when I was an undergraduate school and even
going to law school. I would have classmates in Peers
great friends who were white males, and they would apply
for jobs that they met like sixty percent of the
criteria and it thought they were the best thing to
that job. Whereas sometimes we especially women African American women
(14:59):
at that, we feel we need to check every single box.
We need to be one hundred percent the best in
every category before we even step out into competition or
step out and put our throw our hat into the
ring to compete for a job or promotion or things
like that. So it's understanding, no one's going to validate you.
You have to validate yourself, and you have to recognize
(15:22):
your talents and what your strengths are, and you have
to go on those and go for all those things
that you want and that you truly do deserve.
Speaker 2 (15:31):
Okay, now we start talking about salaries that how do
we ask for the right amount of money?
Speaker 3 (15:37):
Katrice Well, First, in salary negotiations, one of the biggest
mistakes I see is not even having a counter offer.
And this is when you're actually this is both when
you're applying for a job and even when you're in
a salary negotiation for a current job that the promotion
annual review. We don't even counter at all because we
(15:57):
feel as though it's viewed as being ungre rateful, or
that we might even lose the opportunity all together if
we even mention that we think it should have a
higher benchmark price. So we need to erase that mindset
and understand that true business and capitalism is built on negotiations,
and negotiations are a conversation, is not a confrontation. So
(16:20):
start with understanding it is okay to negotiate and have
a counter offer. Now that counter offer needs to be
based in some level of intelligence and research. Now that's
the other mistake. Some people will I have no problem
making the counter offer, but they're pulling it out of nowhere,
like I even I work with someone. This person was
(16:40):
basing their counteroffer on how many bills they had. They
basically did their budget and said I need X amount
of dollars, hence I want my job to pay me.
That that is not the equivalent and the math that
we're going to be doing here. Instead, the research that
you need to do is you need to number one
research to industry research, the position research, the location research, competitors,
(17:05):
and there are lots of tools online that are available
to you, a lot of resources staffing agencies as well
that can help you with this. So you want to
go into these negotiations marked with research, real research that
will validate and support your point. And one great question
you can always ask is if you see that the
(17:25):
job description, for example, has a list of duties and
then they say on the higher end, we would prefer
the applicant to have or the person to have these things,
these X, Y and z. The question, my ask is
that what level of pay would you be willing to
compensate someone who has the additional services or the additional skills,
(17:46):
and then they give you that amount and the most
likely that'll be on the higher end. So that's your
advocate and your point for saying, that's why I feel
I should be placed at the higher end because I
have those higher end skills. Not even personal about you.
It's about the job description they created and the job
needs they have you doing, and the skills they're looking
(18:07):
for that you have and properly negotiating for them.
Speaker 2 (18:11):
Wow, that's important. Now you have a coaching program that
promises expert coaching without the premium price tag. Now, when
you say coaching, let'st before we get to the program,
what is coaching that you're referencing And to individuals who
are listening to my show, what are you coaching?
Speaker 3 (18:29):
So I am a career in business coach, and I
help individuals maximize their personal brands, their earning potential, and
build strategies to not just find them a job, but
to help them launch their careers and develop personal brands
that will withstand job markets. So that's what I do.
I started off doing this on a one to one
(18:50):
coaching basis and was very successful doing that. But I
found a couple problems with that.
Speaker 1 (18:55):
One.
Speaker 3 (18:56):
It wasn't scalable. I wasn't able to reach as many
people I.
Speaker 4 (19:00):
Wanted to reach.
Speaker 3 (19:00):
This only one of me and I could only see
so many people in one day. And also I started
to see a trend of people who were in these
layoffs that you mentioned and in these dire situations who
really needed quality coaching but could not afford the premium price.
Toad and I myself have been in that situation. I've
(19:21):
been laid off, i've been downsized, I've gone through all this,
and I know the level of quality that I wanted,
but I couldn't quite afford the one on one coaching.
Now there's a place for that, and that's a great spot,
and I actually still do some level of one on
one coaching. It's a very curated and various, personalized coaching
package I offer, but I also offer this for individuals
(19:44):
who are looking to grow and to not compromise quality
for price. So that's what I'm launching on July first.
I'm currently building its online program, so it'll have all
the great things from my one on one coaching program
in the online portals, but in addition to that, I
will be hosting calls monthly calls to assist them with
(20:06):
interviewing techniques, with job searching strategies. I'm going to have
templates and approven documents that will system throughout the job process.
And I'm going to have a twenty four to seven
support system where they can email questions in and receive
an answer than twenty four hours to their questions and concerns.
So it's really building a bridge between the best of
(20:28):
both worlds and offering it at a very important time
in our career industry and in the situation that's going
on out there with many people.
Speaker 2 (20:38):
First, well, how do we find that website or is
it still in the Is there a landing page right
now where you could go there and submit your email
address and get information when it launches? What does the
website address?
Speaker 3 (20:51):
Absolutely, so I encourage you to visit my website. It's
Corporate Winners dot com www dot Corporate Winners dot com.
And then I at the top of the page there
is a link for you to sign up for the
waiting list. So I encourage individuals to sign up for
the waiting list for the July first launch because you
will receive exclusive details information leading up to the launch,
(21:14):
as well as opportunities that people who are not on
the wait list are not going to have. So just
visit my website and it will lead you from there.
Speaker 2 (21:22):
A lot of people have been laid off this year, okay,
which I think that this website is very time laying,
very necessary because a lot of confusion props up when
you get laid off. Right, you've been laid off, Can
you share some of the emotional and how did you
get back on the hoys or did you see the
layoff coming and you was able to prepare for it?
(21:44):
Talk to us because people are experiencing exactly what you felt.
Speaker 3 (21:49):
Now, so much of what I teach is rooted in
what I've experienced, and so you are correct. I have
gone through this. So my sound advice is to number one,
don't panic. When you operate out of panic in any situation,
you are not going to have quality results. And panic
looks like in this area of applying for everything. Let
(22:11):
me apply for every opportunity. The more resumes and the
more applications I submit, the better, and you make it
a numbers game and you remove the quality and you
remove the strategy. So I say, number one, do not panic.
Number two, you need to do a self assessment. You
need to figure out not just what have I done
(22:31):
hence your resume, but what have I done is transferable
to where I want to be. And that's really important
for our federal workers who have been laid off and
downsized and reduced and forced from their jobs, because there
are so many great skills that the federal government teaches
you or that you are aligned with, that you can
(22:51):
bring to the corporate world. And I did this myself,
just not in a layoff situation. I had ten years
of federal experience. And I found successfully a way to
pivot that and bring it to the corporate world. So
have that self assessment to figure out what problems do
you solve, what skills do you bring, what's transferable to
the workforce you want to join, and then proceed with
(23:14):
confidence and be prepared clarity about knowing who you are,
what you offer, what problems you solve, and have that
be your guiding light as you proceed through this process,
understanding it's gonna be rough. I'm not gonna sit here
and lie and say it's easy, but you need to
make sure you have a mindset that has four things.
(23:36):
Number One, you need to have the clarity which we
spoke about. You need to have confidence, confidence in who
you are and what you bring. Number Three courage so
when the times get rough, the stats don't add up,
when everything is saying this is not gonna work, that's
when the courage kicks in. And then lastly, you need
to have calm. Calm comes from alignment with your values,
(23:58):
your personal life and your profession no life and making
sure that alignment is creates a level of peace for
you to move forward through this process. Because you cannot
survive and strive in chaos.
Speaker 2 (24:10):
Now, there are people out there right now at Patrice
working jobs. They're not happy yet, they don't know how
to get out. They go to work, they care that
same negative injury to breaks the launches. They looking at
the clock on the wall so they can leave as
soon as they're supposed to leave. What are some of
the three qualities of actionable items or actual call the
(24:32):
action they can bring to their lives in that format
of nine to five that they really don't want to
be at.
Speaker 3 (24:39):
Well, first, I recommend that you conduct a self audit
for alignment. You need to ask yourself, what part of
my day energizes me, what part of my day drains me? Really,
do a self audit to see how you really are
aligned with the current job that you have. Now, if
you find that you are actually aligned, you like the job,
(25:02):
You enjoy the job, but perhaps there's some adjustments that
need to be made in that position. Well, in that case,
you can even create your own performance plan. You don't
need your employer to create a performance plan for you.
Create your own performance plan for setting goals for how
you want to strive within that organization, and that may
include volunteering for more high impact projects. Increasing your visibility,
(25:26):
speaking up at meetings, having that meeting with your supervisor.
Those are things we're going to do if we decide
we're properly aligned needing adjustment. But what if we do
that alignment check and we find out this is not
where we want to be, this is not proper alignment.
Now that means that, as I said before, we need
to start planning our pivot. We don't leave tomorrow because
(25:50):
we still need to pay the bills, we still need
to make sure we maintain our current lifestyle. But as
I said before, you can start branching out and establishing
that personal brand and doing those networking tools and opportunities
that are going to help you align with getting the
position that you really want and that is more alignment
with your true value and your goals. So I would
(26:13):
encourage people to start with that self alignment to see
is this really the job for you or using a
slump with the job, or is it really time to
make a pivot and then making a plan for the pivot.
Speaker 2 (26:25):
My friend, very powerful conversation. Can you give us one
more time? The website your coaching website information to my public.
Speaker 3 (26:32):
Absolutely it is www dot Corporatewinners dot com. Yeah, all
social media platforms corporate winners as well.
Speaker 2 (26:42):
And we can go LinkedIn type in Katrise Biller, Yes, yes,
that's very important because we've talked about LinkedIn a lot
on this show today, and that's what this is about.
You know, this is not posting on Instagram and Facebook.
You're trying to make that employable connection. It really is. LinkedIn.
It can start tagging people, tagging people who you're trying
(27:03):
to get in front of. You can also upgrade to
some premium programs where you can make direct messaging the
people that you want to get in front of. So
LinkedIn is a very very valuable tool. But more importantly,
hearing the truth spoken by an experience veteran of the industry.
And I say veteran politely because she's no veteran when
(27:24):
I'm looking at her. She's fantastic with her experience and
our ability to communicate and also separating what labor relations
means and what human resources mean. You're the foundation to
make humoration human resources functionable. Country Smell. Thank you for
coming on Money Making Conversation master Class.
Speaker 3 (27:42):
Thank you. I enjoyed this time, really enjoyed it. Thank
you so much for having.
Speaker 2 (27:46):
Me appreciate you. This has been another edition of Money
Making Conversation Masterclass posted by me Rushaun McDonald.
Speaker 4 (27:54):
Thank you to our guess on the show today and
thank you. I'll listen to the audience now. If you
want to listen to any episode I want to be
a guest on the show, visit Moneymakingconversations dot com. Our
social media handle is money Making Conversation. Join us next
week and remember to always leave with your gifts. Keep winning.
Welcome back to the Money Making Conversations Masterclass hosted by
Rashaan MacDonald. Money Making Conversations Masterclass continues online at Moneymakingconversations
dot com and follow money Making Conversations Masterclass on Facebook, Twitter,
and Instagram.
Speaker 2 (00:16):
Manekus the nationally recognized leader and labor relations for more
than twenty five years of experience across law, government and
corporate America. Currently serving as Labor Relations Council as Starbucks.
Patrese Advisor, the Executive leadership O Complex Labor Relations Strategies,
insurance compliance which is very important with evolving labor laws,
(00:40):
and develop proactive people center solutions to strengthen workplace culture
and performance. Please welcome to Money Making Conversations Masterclass. Patrese Miller, Hi,
Domus Miller.
Speaker 3 (00:51):
I'm doing amazing. Thank you so much for having me.
I am super excited to be here.
Speaker 2 (00:57):
Labor relations what does that mean?
Speaker 3 (01:00):
Labor relations deals with all of the compliance issues federal
and state regulations that companies are required to adhere to,
so making sure that companies are in compliance with those
regulations and making sure that they're maintaining good compliance with
their employee relations and the relationships with their employees.
Speaker 2 (01:20):
Now get these signs in my company, Tell to put
these on the walls so your employees can hear that.
Is that what we're talking about when we say labor relations.
Speaker 3 (01:30):
Sure, that's one part of it. So the poster requirement
is one part or one aspect of employee and labor relations,
but it all kind of feeds into the general trend
of making sure that the employer's workforce is well educated
and well protected, and that's something that the federal and
state government are very much aligned with, so making sure
employers are doing that, and the posters are definitely one
(01:53):
of those categories that they.
Speaker 4 (01:54):
Do that as well.
Speaker 2 (01:55):
Okay, cool, Now let's talk about that's labor relations. So
what is the difference between in labor relations and human resources?
Can you answer that?
Speaker 3 (02:04):
Sure? So, human resource is going to be the umbrella,
if you will, so it will also encompass benefits as
well as you know, leaves, PTO and all those great things.
Labor relations instead gets to the heart of the actual
employment relations between the employer and the employee and the
work assignments, the work conditions, and things in that nature.
Speaker 2 (02:27):
So basically you're making sure it's set up correctly for
the humor relations human resource person can do their job.
Speaker 3 (02:34):
That's a great way to put it. Excellent.
Speaker 2 (02:36):
Yes, So basically, when I have a complaint, I'm not
gonna talk totries Miller. I'm gonna go to my human
resources person correct, and if it's not set up correctly,
then they're going to go to you correct.
Speaker 1 (02:47):
Yes.
Speaker 3 (02:47):
Yes, And our goal is looking at this through a
proactive lens instead of a reactive lens. We want to
get out in front of things and making sure that
workplaces are compliant as far as the laws and regulations concerned,
and making sure that the workforce is being treated fair
and equitable by employers.
Speaker 2 (03:06):
Well, let's talk about that, because there's so many different
I hear the world, right, the work stayed there, some
place you can go where you can tell somebody where
was an immediate or firing or or layoff. There is
a process to it. Tell us exactly what is the
right way to downsize your company?
Speaker 3 (03:28):
The right way is number one, making sure that you're
in compliance with federal and state regulations, but also making
sure that you're even in compliance with your own policies.
Sometimes organizations will implement policies and procedures or handbooks, if
you will, and they're not following their own guidelines. So
one of the most important things that an employer and
(03:49):
an organization can do is maintaining consistency. Maintaining consistency and
not only how they're treating their workers, but also in
those unfortunate times when downsizing is necessary and unable to
be avoided, making sure that they're being consistent in that
process as well and equitable and fairly treating employers employees
(04:09):
throughout that process.
Speaker 2 (04:10):
You know, one of the big moves is this new
administration was layoff government layoffs. Now, when people are layoff,
what is the role of the company to the person
that they are laying off? Is there are certain responsibility
that they should adhere to to respect the person you're
laying off. Is there a notification period? How is that handled?
Speaker 3 (04:32):
Yes, and you're speaking to someone who was actually a
federal employee for ten years. I served ten years with
the federal government with the Department of Labor. So this
is a topic that's very near and dear to my heart.
I have many friends who are still in the federal workforce.
So I believe that companies definitely have a level of
responsibilities to their employees. This actually is outlined in the
(04:53):
laws as well. There are certain companies based upon their
size and based upon you know, the actual they produce
or the industry that they're in their regulations as far
as the notice that they're required to give in that regard.
But I think outside of even the federal and state rules,
I think it's just a matter of being transparent as
transparent as possible with employees and letting them know and
(05:17):
keeping them abreast of what's going on in the company
so that these things don't come as a blind signing
moment to employees. Because it's rough enough if you're experiencing that,
but then if you're kept in the dark and have
no idea that these things are coming, I think it's
ten times even worse.
Speaker 2 (05:35):
Let's talk about this Coatris Meiler, your experience in labor
relations and over the years my show is about small
business owners, entrepreneurs, and so that relationship is a lot
more intimate. You know, you're in a big corporation ice
world for IBM. If you work for the government, you
start laying out people basically the decision making person that's
making that decision. It's not even closed to the person
(05:57):
that they're laying off. How does a p in these
intimate environments deal with it, Well, I.
Speaker 3 (06:04):
Think it's the understanding that companies and business models are
constantly evolving, and so because of that, I think employers
as well as employees need to understand that there are
going to be uncertain times that's unavoidable. But instead, what's
most important is how the employer handles it with a
certain level of decency and respect with employees, and most importantly,
(06:28):
having employees protect themselves and understanding that their job is
their assignment. However, their personal brand is their identity, and
I think sometimes there's a blurring of the lines, which
rightfully so we're all human. I've done it myself, so
it feels deeply personal when you are laid off or
(06:49):
there's you know, a reduction in force, you feel as
though you have personally suffered a loss or that you
personally have had a failure. However, it's all about aligning
your gifts and your strategies with your personal brand that
helps you to be able to pivot in the event
these things happen.
Speaker 2 (07:07):
Well, let's do that with the personal brand talk, because
when I first started out looking for a job, I
didn't have social media, I didn't have a LinkedIn account,
which is personal branding. What value is LinkedIn to personal branding?
As a labor relations person, do you see that as
valuable or should somebody pull back and then let the
(07:29):
system work for you?
Speaker 3 (07:31):
LinkedIn is an extremely valuable tool for establishing your personal brand.
It's all about making sure that who you say you
are is reflective in your online presence. So I'll give
you an example. I'll apply it to my actual career.
I had a job previously at Microsoft, so my job
was director of HR Compliance and Microsoft. However, my personal
(07:55):
brand was that I'm a trusted labor and relations expert
who helps organizations resolve complex workplace issues, ensure compliance, and
build cultures of accountability and fairness. So I'm lending my
talents to Microsoft for that job assignment, but at all
times I am that expert. So when that assignment ends,
(08:17):
my personal brand does not end. I instead will pivot
and find a new assignment, or perhaps even in between assignments,
find opportunities where I can showcase my talents and my
personal brands to bring me revenue during those in between jobs,
but also to keep myself in alignment with my online presence.
Speaker 2 (08:37):
So if I was talking to my staff, my employees,
each one of them, that we have weekly meetings, they
should all have lated in accounts. They should all be
building a personal brand, putting some of the work that
they're doing, some of the skills that they're developing, acknowledging
that that is growth for their personal brand, which has
(08:58):
value if they leave my company or they stay with
my company. That's personal brand building. That's what you're talking about, correct.
Speaker 3 (09:06):
Yes, absolutely, And you could even do that even when
your current job is not in alignment with your personal brand.
I'll give you another example. When I first started off,
I'm sure a lot of your audience members can relate
to this. I was a young single parent and I
started off in college. I was working at a video store.
I started developing my personal brand. Now they didn't have
(09:27):
LinkedIn back then, but I started developing my personal brand,
and my online and my in person presence never matched
the fact that I stacked videos on a shelf. I
was very much about building that personal brand for becoming
who I wanted to be, who I wanted to be perceived.
And that's how I showed up that job at the
(09:48):
video store. That was my maintenance job. I paid my rent,
I paid my bills. And that's why I always advise
people never leave your maintenance job too soon. If that's
paying your bills and it's necessary by all means, continue that,
but don't feel that you need to wait until you're
actually in the brand and in the position to start
building your personal brand.
Speaker 1 (10:08):
Yeah.
Speaker 2 (10:08):
I thought it was important to bring you on my
show called Trise Miller because of, you know, the unemployment
numbers that are out there now, the layoffs that are
out there now, and people don't know where to go.
And I'm speaking to Katrise Miller. She's a nationally recognized
leader in labor relations with over twenty five years of
experience across law, government and corporate America. He currently serves
(10:29):
as labor relations council as Starbucks. Now, let's talk about money.
Let's talk money. Is money make compans his masterclac Let's
first talk about being at the job feeling like you're underpaid.
How do you build a case for more money as
a company that's successful. I'm gonna get to the company
(10:49):
that's laying off on my next question, let's talk about
the successful company. Can you build a case for more
revenue for you personally, How does that work out?
Speaker 1 (10:59):
Well?
Speaker 3 (11:00):
See, I think it's not a process that starts. I
think it's a process that never finishes. I think the
process is ongoing. You should have an ongoing electronic file,
whatever your system may be, or maybe a paper file,
whatever works for you, have an ongoing system where you
are continuously routing and putting all the great accomplishments that
(11:24):
you have in that organization. You're detailing them and you're
filing them away. So this should be an ongoing process
where you are benchmarking and filing away those those amazing accomplishments,
those success stories, those partnerships, collaborations that you have, and
the feedback that you receive from those individuals. So now
(11:45):
when it's time for that salary conversation, you essentially are
going to that file and reviewing and preparing to make
your case, not searching for information and support for that
actual case.
Speaker 2 (11:57):
Now, well, just being said a treat companies laying off
people left and right, did you stay quiet, staying at
corner mad that you can't walk in there and ask
for something even though you know additional work is going
to come on your plate because they land on people.
Speaker 3 (12:13):
And this is once again in a very real situation.
So the first thing is not to panic. You're not
panic in these situations, but you need to make sure
that you are making sure that your work and your
presence is highly visible and promotable in these uncertain times.
So that means advocating for yourself, like we talked about
(12:34):
creating that work history and that file and those lists
of accomplishments, but also making the proper alignment with people
who will advocate for you as well. And sometimes we
need to step outside of kinship and look for mentorship. Now,
sometimes our mentors may look like our keen people, and
that's good, that's amazing. But I'll tell you one of
(12:57):
my greatest mentors at one of the law firms I
first started with was an older white man who was
about sixty five years old and I was a young
black woman coming straight out of undergrad and we developed
a mentor and mentee relationship and I learned so much
from him. Now, it was very intimidating working with him
and approaching him because we had nothing in common, but
(13:18):
for the fact I wanted to be where he was at.
So that was enough for me to make that alignment.
So I think sometimes you know, it's human nature to
navigate to people who you are familiar with, and that's
a very important part of the workplace, but stepping outside
of that and developing those mentorships because those are people
(13:39):
who will often speak volumes about your skills and your
talent in rooms when you're not even present, and that's
what you need in these days and times.
Speaker 1 (13:48):
Please don't go anywhere. We'll be right back with more
Money Making Conversations Masterclass. Welcome back to the Money Making
Conversations Masterclass, hosted by Rashaan McDonald.
Speaker 2 (14:05):
You're doing legal counsel for Starbucks, a major corporation, and
work for Microsoft as a minority. How do we get
rid of these peers or how do we create these relations?
Speaker 3 (14:16):
I think it is somewhat self inflicted, but let's be honest,
this is very much industry inflicted because I believe that minorities,
women included, have been beaten down to a certain level
and to the point where we find it hard to
even recognize our brilliance. But it starts there, recognizing your
brilliance and not waiting for someone to validate you. I'll
(14:38):
never forget when I was an undergraduate school and even
going to law school. I would have classmates in Peers
great friends who were white males, and they would apply
for jobs that they met like sixty percent of the
criteria and it thought they were the best thing to
that job. Whereas sometimes we especially women African American women
(14:59):
at that, we feel we need to check every single box.
We need to be one hundred percent the best in
every category before we even step out into competition or
step out and put our throw our hat into the
ring to compete for a job or promotion or things
like that. So it's understanding, no one's going to validate you.
You have to validate yourself, and you have to recognize
(15:22):
your talents and what your strengths are, and you have
to go on those and go for all those things
that you want and that you truly do deserve.
Speaker 2 (15:31):
Okay, now we start talking about salaries that how do
we ask for the right amount of money?
Speaker 3 (15:37):
Katrice Well, First, in salary negotiations, one of the biggest
mistakes I see is not even having a counter offer.
And this is when you're actually this is both when
you're applying for a job and even when you're in
a salary negotiation for a current job that the promotion
annual review. We don't even counter at all because we
(15:57):
feel as though it's viewed as being ungre rateful, or
that we might even lose the opportunity all together if
we even mention that we think it should have a
higher benchmark price. So we need to erase that mindset
and understand that true business and capitalism is built on negotiations,
and negotiations are a conversation, is not a confrontation. So
(16:20):
start with understanding it is okay to negotiate and have
a counter offer. Now that counter offer needs to be
based in some level of intelligence and research. Now that's
the other mistake. Some people will I have no problem
making the counter offer, but they're pulling it out of nowhere,
like I even I work with someone. This person was
(16:40):
basing their counteroffer on how many bills they had. They
basically did their budget and said I need X amount
of dollars, hence I want my job to pay me.
That that is not the equivalent and the math that
we're going to be doing here. Instead, the research that
you need to do is you need to number one
research to industry research, the position research, the location research, competitors,
(17:05):
and there are lots of tools online that are available
to you, a lot of resources staffing agencies as well
that can help you with this. So you want to
go into these negotiations marked with research, real research that
will validate and support your point. And one great question
you can always ask is if you see that the
(17:25):
job description, for example, has a list of duties and
then they say on the higher end, we would prefer
the applicant to have or the person to have these things,
these X, Y and z. The question, my ask is
that what level of pay would you be willing to
compensate someone who has the additional services or the additional skills,
(17:46):
and then they give you that amount and the most
likely that'll be on the higher end. So that's your
advocate and your point for saying, that's why I feel
I should be placed at the higher end because I
have those higher end skills. Not even personal about you.
It's about the job description they created and the job
needs they have you doing, and the skills they're looking
(18:07):
for that you have and properly negotiating for them.
Speaker 2 (18:11):
Wow, that's important. Now you have a coaching program that
promises expert coaching without the premium price tag. Now, when
you say coaching, let'st before we get to the program,
what is coaching that you're referencing And to individuals who
are listening to my show, what are you coaching?
Speaker 3 (18:29):
So I am a career in business coach, and I
help individuals maximize their personal brands, their earning potential, and
build strategies to not just find them a job, but
to help them launch their careers and develop personal brands
that will withstand job markets. So that's what I do.
I started off doing this on a one to one
(18:50):
coaching basis and was very successful doing that. But I
found a couple problems with that.
Speaker 1 (18:55):
One.
Speaker 3 (18:56):
It wasn't scalable. I wasn't able to reach as many
people I.
Speaker 4 (19:00):
Wanted to reach.
Speaker 3 (19:00):
This only one of me and I could only see
so many people in one day. And also I started
to see a trend of people who were in these
layoffs that you mentioned and in these dire situations who
really needed quality coaching but could not afford the premium price.
Toad and I myself have been in that situation. I've
(19:21):
been laid off, i've been downsized, I've gone through all this,
and I know the level of quality that I wanted,
but I couldn't quite afford the one on one coaching.
Now there's a place for that, and that's a great spot,
and I actually still do some level of one on
one coaching. It's a very curated and various, personalized coaching
package I offer, but I also offer this for individuals
(19:44):
who are looking to grow and to not compromise quality
for price. So that's what I'm launching on July first.
I'm currently building its online program, so it'll have all
the great things from my one on one coaching program
in the online portals, but in addition to that, I
will be hosting calls monthly calls to assist them with
(20:06):
interviewing techniques, with job searching strategies. I'm going to have
templates and approven documents that will system throughout the job process.
And I'm going to have a twenty four to seven
support system where they can email questions in and receive
an answer than twenty four hours to their questions and concerns.
So it's really building a bridge between the best of
(20:28):
both worlds and offering it at a very important time
in our career industry and in the situation that's going
on out there with many people.
Speaker 2 (20:38):
First, well, how do we find that website or is
it still in the Is there a landing page right
now where you could go there and submit your email
address and get information when it launches? What does the
website address?
Speaker 3 (20:51):
Absolutely, so I encourage you to visit my website. It's
Corporate Winners dot com www dot Corporate Winners dot com.
And then I at the top of the page there
is a link for you to sign up for the
waiting list. So I encourage individuals to sign up for
the waiting list for the July first launch because you
will receive exclusive details information leading up to the launch,
(21:14):
as well as opportunities that people who are not on
the wait list are not going to have. So just
visit my website and it will lead you from there.
Speaker 2 (21:22):
A lot of people have been laid off this year, okay,
which I think that this website is very time laying,
very necessary because a lot of confusion props up when
you get laid off. Right, you've been laid off, Can
you share some of the emotional and how did you
get back on the hoys or did you see the
layoff coming and you was able to prepare for it?
(21:44):
Talk to us because people are experiencing exactly what you felt.
Speaker 3 (21:49):
Now, so much of what I teach is rooted in
what I've experienced, and so you are correct. I have
gone through this. So my sound advice is to number one,
don't panic. When you operate out of panic in any situation,
you are not going to have quality results. And panic
looks like in this area of applying for everything. Let
(22:11):
me apply for every opportunity. The more resumes and the
more applications I submit, the better, and you make it
a numbers game and you remove the quality and you
remove the strategy. So I say, number one, do not panic.
Number two, you need to do a self assessment. You
need to figure out not just what have I done
(22:31):
hence your resume, but what have I done is transferable
to where I want to be. And that's really important
for our federal workers who have been laid off and
downsized and reduced and forced from their jobs, because there
are so many great skills that the federal government teaches
you or that you are aligned with, that you can
(22:51):
bring to the corporate world. And I did this myself,
just not in a layoff situation. I had ten years
of federal experience. And I found successfully a way to
pivot that and bring it to the corporate world. So
have that self assessment to figure out what problems do
you solve, what skills do you bring, what's transferable to
the workforce you want to join, and then proceed with
(23:14):
confidence and be prepared clarity about knowing who you are,
what you offer, what problems you solve, and have that
be your guiding light as you proceed through this process,
understanding it's gonna be rough. I'm not gonna sit here
and lie and say it's easy, but you need to
make sure you have a mindset that has four things.
(23:36):
Number One, you need to have the clarity which we
spoke about. You need to have confidence, confidence in who
you are and what you bring. Number Three courage so
when the times get rough, the stats don't add up,
when everything is saying this is not gonna work, that's
when the courage kicks in. And then lastly, you need
to have calm. Calm comes from alignment with your values,
(23:58):
your personal life and your profession no life and making
sure that alignment is creates a level of peace for
you to move forward through this process. Because you cannot
survive and strive in chaos.
Speaker 2 (24:10):
Now, there are people out there right now at Patrice
working jobs. They're not happy yet, they don't know how
to get out. They go to work, they care that
same negative injury to breaks the launches. They looking at
the clock on the wall so they can leave as
soon as they're supposed to leave. What are some of
the three qualities of actionable items or actual call the
(24:32):
action they can bring to their lives in that format
of nine to five that they really don't want to
be at.
Speaker 3 (24:39):
Well, first, I recommend that you conduct a self audit
for alignment. You need to ask yourself, what part of
my day energizes me, what part of my day drains me? Really,
do a self audit to see how you really are
aligned with the current job that you have. Now, if
you find that you are actually aligned, you like the job,
(25:02):
You enjoy the job, but perhaps there's some adjustments that
need to be made in that position. Well, in that case,
you can even create your own performance plan. You don't
need your employer to create a performance plan for you.
Create your own performance plan for setting goals for how
you want to strive within that organization, and that may
include volunteering for more high impact projects. Increasing your visibility,
(25:26):
speaking up at meetings, having that meeting with your supervisor.
Those are things we're going to do if we decide
we're properly aligned needing adjustment. But what if we do
that alignment check and we find out this is not
where we want to be, this is not proper alignment.
Now that means that, as I said before, we need
to start planning our pivot. We don't leave tomorrow because
(25:50):
we still need to pay the bills, we still need
to make sure we maintain our current lifestyle. But as
I said before, you can start branching out and establishing
that personal brand and doing those networking tools and opportunities
that are going to help you align with getting the
position that you really want and that is more alignment
with your true value and your goals. So I would
(26:13):
encourage people to start with that self alignment to see
is this really the job for you or using a
slump with the job, or is it really time to
make a pivot and then making a plan for the pivot.
Speaker 2 (26:25):
My friend, very powerful conversation. Can you give us one
more time? The website your coaching website information to my public.
Speaker 3 (26:32):
Absolutely it is www dot Corporatewinners dot com. Yeah, all
social media platforms corporate winners as well.
Speaker 2 (26:42):
And we can go LinkedIn type in Katrise Biller, Yes, yes,
that's very important because we've talked about LinkedIn a lot
on this show today, and that's what this is about.
You know, this is not posting on Instagram and Facebook.
You're trying to make that employable connection. It really is. LinkedIn.
It can start tagging people, tagging people who you're trying
(27:03):
to get in front of. You can also upgrade to
some premium programs where you can make direct messaging the
people that you want to get in front of. So
LinkedIn is a very very valuable tool. But more importantly,
hearing the truth spoken by an experience veteran of the industry.
And I say veteran politely because she's no veteran when
(27:24):
I'm looking at her. She's fantastic with her experience and
our ability to communicate and also separating what labor relations
means and what human resources mean. You're the foundation to
make humoration human resources functionable. Country Smell. Thank you for
coming on Money Making Conversation master Class.
Speaker 3 (27:42):
Thank you. I enjoyed this time, really enjoyed it. Thank
you so much for having.
Speaker 2 (27:46):
Me appreciate you. This has been another edition of Money
Making Conversation Masterclass posted by me Rushaun McDonald.
Speaker 4 (27:54):
Thank you to our guess on the show today and
thank you. I'll listen to the audience now. If you
want to listen to any episode I want to be
a guest on the show, visit Moneymakingconversations dot com. Our
social media handle is money Making Conversation. Join us next
week and remember to always leave with your gifts. Keep winning.
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