June 30, 2025 • 15 mins
What happens when 19 million jobs face potential displacement from automation and AI? And why aren't half of all workers using AI at all? Dr. James Atkinson, Vice President of Thought Leadership at SHRM, uncovers these startling insights and more in our illuminating conversation about workplace transformation.
Fresh from celebrating his one-year anniversary at SHRM after an impressive 11-year tenure in HR research at Gartner, Dr. Atkinson separates AI hype from reality. While headlines focus on job losses, James explains to Bill Banham how his team's research reveals a more nuanced future, one where success hinges not on competing against AI but learning to work alongside it. "It's not just about displacement," he explains. "It's really about the transformation of jobs."
Beyond technology, James and Bill explore how SHRM's research team tackles today's most pressing workplace challenges, from macroeconomic uncertainties to the shocking $2 billion daily productivity loss caused by workplace incivility. Dr. Atkinson shares exclusive insights from SHRM's economics team on wage inflation, labor market trends, and how HR professionals can navigate these complexities. With SHRM25 in full swing, he also previews the cutting-edge research his team will unveil on multiple stages.
Whether you're concerned about AI's impact on your career, struggling with workplace culture issues, or simply trying to stay ahead of workplace trends, this episode delivers actionable intelligence from one of HR's foremost thought leaders.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Intro (00:03):
Welcome to the HR Chat Show, one of the world's most
downloaded and shared podcastsdesigned for HR pros, talent
execs, tech enthusiasts andbusiness leaders.
For hundreds more episodes andwhat's new in the world of work,
subscribe to the show, followus on social media and visit
hrgazette.
com.
(00:27):
another episode of the HR ChatShow.
Hello listeners, this is yourhost today, bill Battam, and
this is a pretty special episodetoday, actually, because we've
got none other than Dr J JamesAtkinson, vice President,
thought Leadership, over at SHRM.
Hey, dr J, welcome to the showtoday.
How are you doing Hello?
Thank you, j.
Welcome to the show today.
How are you doing, hello?
Dr. James Atkinson (00:46):
thank you, I'm doing well, doing well.
How are you today?
Bill Banham (00:56):
I am super the sun is shining, which I'm in the UK
at the moment.
That doesn't happen very often,so that puts me in a good mood.
Okay, so, as we were recordingthis episode, shrm is coming up.
So, as we were recording thisepisode, sherm is coming up.
Uh, it's uh.
It's in less than two weeks now, so it's uh, it's lovely to get
an opportunity to talk with you.
I'm also talking with uh wendyfrom sherm foundation later
today as well.
Um, why don't you start bytaking a minute or two and
(01:19):
introducing yourself to ourlisteners and giving them a bit
of an overview of your role atsherm, which I understand is
pretty new?
You started just last year, isthat right?
Dr. James Atkinson (01:28):
Yes, that's correct.
Well, as you said, helloeveryone.
James Atkinson here and I amthe VP of Thought Leadership at
SHRM.
I just hit my one-yearanniversary just a few days ago,
so have been here during thattime and had a fun year across
the year.
So, as the VP of thoughtleadership, it means I get to
(01:50):
lead all the thinking, which iskind of fun.
It means I have a wonderfulteam that is conducting research
across all things related toreally HR and the workplace.
We cover a wide range of topicsacross that and we basically
put together all of the data andinsights that we get to share
(02:11):
out across our membership,across the media and
presentations and conversations,really across the different
parts of the world where ourmembers are.
And, as I said, I've been herefor about a year.
I've been in this HR space fora little over the last 11 years.
(02:31):
Most of that time I was workingin various product leader,
research leader, data productstype roles at Gartner in their
HR research and advisorypractice there.
So I've been kind of covering,studying and talking with HR
(02:51):
executives for the last 11 yearsor so.
Bill Banham (02:55):
Okay, well, now you've mentioned Gartner.
What a pedigree.
We've had lots of folks on forGartner over the years, as well
as folks from SHRM, so you arethe man to talk to today.
Okay, so, as I mentioned just amoment ago, shrm is coming up,
shrm 25, the big annualconference, and expo is not far
away.
Sadly, listeners, I'm not goingto be there this year, sigh,
(03:16):
but I'm sure I'll be back nextyear.
What are you most excited tosee at this year's big annual
conference?
Dr. James Atkinson (03:25):
What are you most excited to see at this
year's big annual conference?
So, for me, it's always justexciting to see such a huge
number of HR professionals allconverging on the same place.
You know, we're upwards of20,000 people going to be there
and there's just always such abuzz about all of the things
that are happening right now.
So obviously I'm interested inall of the trends and the
insights and the things that arehappening right now.
(03:45):
So obviously I'm interested inall of the trends and the
insights and the things that aregoing to be shared there.
But for me, it's really justgetting to have those
conversations with all of thedifferent people who are kind of
day-to-day making sure that ourworkplaces are functioning well
and that the people at thoseplaces have the support that
(04:07):
they need in order to do theirjobs well.
So yeah, for me it's always thepeople and the conversations I
get to have there.
Bill Banham (04:16):
And I'm assuming that John and his team have got
you on stage at the annualconference, will you be doing a
talk?
Will you be joining a panel?
Tell us more about that.
Dr. James Atkinson (04:32):
Yeah, so I'll have a pretty busy schedule
there.
So I will be delivering aboutfour different presentations
while I'm there, so on a varietyof different stages across the
few days that are there and myteam broadly.
I think we've got around 15 orso across the team so we will be
very active and very kind offront and center on a lot of
different topics there at annual.
Bill Banham (04:52):
Okay, I'm glad that you're earning your keep.
Four different talks acrossthose days Very good, you're
going to be a busy chap, okay,yeah absolutely, absolutely.
Dr. James Atkinson (05:00):
I spent a large portion of my day
reviewing a lot of thesepresentations from my team
yesterday, so we're gearing upand ready to go.
Bill Banham (05:10):
So, as VP of thought leadership at SHRM,
you're obviously at theforefront of identifying trends
shaping the future of work.
What are some of the mostcritical workplace challenges
that SHRM is currently focusedon addressing?
Dr. James Atkinson (05:24):
You know, there's no shortage of
challenges across the workplaceright now.
We are covering a lot of thosethings that are at the forefront
but we kind of cover them in afew different big buckets.
So one is really thinking abouta lot of those macroeconomic
challenges and the impacts thatthey're having on the workplace.
(05:44):
So things like wage inflationor rising costs of goods and
services, general economicuncertainty, layoffs.
We have an economics team onthe thought leadership team here
at SHRM that really covers alot of this closely.
So we're covering monthly jobsreports and jolts reports.
We're doing snapshots ofdifferent parts of the labor
(06:06):
force, understanding how they'reinvolved and so on and really
making sure we understand alsohow kind of HR executives are
thinking about the economy,thinking about the labor market
and so on.
So we're kind of starting withthose big macroeconomic
challenges and the trends thatwe see around that Part of that,
(06:29):
as well as some of the bigtechnological challenges and
changes and advances that we see.
And you can't turn on any kindof news or read something in the
paper without hearing about AI,and we're certainly covering
that and the impacts that itmight have on jobs and whether
or not jobs might be displaced.
(06:51):
Related to that, we're lookingat how AI is being used in HR
and what are some of thosetrends there, but also how
employees are prepared, like,are they ready for this?
Do they have the skilling thatthey need to meet these types of
challenges?
And then we also kind of diginto just some of the workforce
(07:13):
challenges as well.
So one of the areas of researchwe've done a bit over the last
couple of years is just reallylooking at civility.
I mean, we've had a generallykind of polarized environment.
Civility isn't always the normaround understanding, you know,
(07:37):
acts of civility and the impactsthat we might see when civility
is not a key part of day-to-daylife, and some of the economic
impacts of that.
You know, one of our pieces ofresearch says that, you know,
instability in the workplace iscausing about $2 billion of
productivity each and every day.
So those are the types ofthings that we are covering
those big trends across the bigpicture, but also across kind of
(08:02):
what's happening as employeesare interacting with each other
in the day to day.
Bill Banham (08:07):
Very good.
So we can't record an episodeof the HR chat these days
without talking about AI.
You briefly mentioned AIearlier on.
I jumped two feet in a coupleof years ago and I now organise
AI summits over here in the UKon a regular basis actually.
So with AI and hybrid work andgenerational shifts disrupting
traditional models, how is SHRM?
(08:28):
helping HR leaders adapt andprepare for the future workforce
.
Do you have any examples ofrecent or upcoming research?
And just to add to that,because I often ask this
question when we are talkingabout AI, if you were able to
offer any suggestions about whatyou think those future goals
would be that people will bedoing as their jobs continue to
be replaced, I would love that,because everybody's still trying
(08:49):
to figure that out.
There's a lot of headlines outthere right.
Dr. James Atkinson (08:54):
As I said, you can't open up any kind of
media source these days withoutseeing something related to AI
and AI taking your jobs andwatch out and all of those
things.
One of the things that wewanted to try and do here at
(09:18):
SHRM is to help separate some ofthe hype from kind of the facts
on the ground, and we'veengaged in a couple of waves of
looking at kind of AI and how,you know, automation and now
generative AI can potentiallydisplace jobs, and a couple of
things that I will note aroundthat.
So in our first wave of thisresearch, we came up with this
(09:42):
headline figure of about 19million jobs that face kind of
high or very high risk ofdisplacement due to some type of
automation, ai being a part ofthat broader piece.
Sorry, that's 19 millionspecifically in the US, In the
US yes, so I should flag thatthis was all just looking at
US-specific data, and you knowthere are certain industries
(10:05):
where this is more pronounced orcertain occupations as well.
Things that are more kind ofbusiness or financial operations
, for example, are kind ofhigher risk.
There are a number of tasksthere that are more kind of
business or financial operations, for example, are kind of
higher risk.
There are a number of tasksthere that are more automatable.
(10:25):
There are a number of tasksthat you might expect you could
bring in some type of AI toreplace parts of that.
The thing that I will note isthat the biggest kind of
research as I said, we're kindof doing a second part of this,
which we will be talking aboutnext week or in a week and a
half at annual that kind ofrefines our approach, uses our
(10:46):
own proprietary data as well.
But one of the biggest kind oftakeaways I would say is that
it's not just about thisdisplacement that's what gets
the headline.
It's really about thetransformation of jobs, and what
we found is that it's going tobe a kind of human and AI
approach to many jobs movingforward.
(11:07):
And so for the average kind ofperson worker who is thinking
about whether or not their jobis going to be displaced by AI.
It's really about not is AIgoing to displace your job, but
is are you going to kind of putyourself in the right position
(11:28):
to where you can work with AI inyour job, moving forward,
moving forward, and so I thinkthat's more the approach is.
It's really about transforming alot of jobs and the way that
we've done jobs five years ago.
Many jobs are going to lookquite different in the next few
years.
This is not different than alot of the other technological
(11:49):
advances that we've had in thepast as well.
Like jobs are going to reallychange as a result of what this
looks like.
But, that said, we also lookedat the level of preparedness
that employees have, and wefound that nearly half of US
workers, for example, were notleveraging AI in any way, shape
(12:13):
or form.
We're not leveraging AI in anyway, shape or form at their
workplace, and so we know thisnew technology is here, we know
it is moving very quickly, butwe also know that there's a
large number of the workforcethat is not prepared for what's
coming next, and that's where weas HR kind of as the broader hr
(12:38):
industry have got to figure out.
How do we?
How do we do that?
How do we train people for thejobs that are next and not the
jobs that are here today?
Bill Banham (12:43):
it's interesting.
I was watching an interview uma month ago with with elon musk.
Uh, love him or hate himlisteners, he's a very clever
guy and he knows about tech andand and he said you know,
frankly, we've all been cyborgsfor years now because we've all
got these things.
Uh, this is an audio onlypodcast.
I'm holding up my phone, sowe've all been attached to this
stuff for years.
You know, we've all beenaugmented for a number of years,
so it's not really a newconcept that that things are
(13:07):
being replaced.
It's it's just an extension ofwhat's been happening for a very
long time.
Anyway, this is not aninterview with me, it's's an
interview with you.
I've got two more questions foryou, sir, before I let you go,
sure.
So the next one is how canbusiness leaders and workers
learn more about SHRM's researchand dive deeper into how they
can apply that data in their ownwork?
Dr. James Atkinson (13:26):
Yeah.
So I mean the easiest way tolearn about our research is to
go to SHRMorg slash research andthere are some things there
that are available for anyone.
But obviously I would say mostof what we do and what we put
out there is for our SHRMmembers, and so with that
membership you obviously getaccess to all of the thought
(13:48):
leadership that my team is doing, but really the expanded set of
benefits around that.
So you have access to ourknowledge advisors team who can
kind of answer very tacticalquestions around how to apply
some of these things to you knowyour day-to-day work.
You know we obviously have alot of tools and templates and
(14:09):
things like that that can reallykind of round out that
understanding, moving beyond thethought leadership that comes
out of my team as well.
Bill Banham (14:20):
Okay, very good, and just finally, I have sent
you a connection request onLinkedIn.
Please accept so that when Itag the heck out of this
interview, you can see that andlike and share and comment.
But beyond that, how can ourlisteners connect with you?
Is that LinkedIn?
Is that email?
Are you super cool all overTikTok and Instagram and places.
Dr. James Atkinson (14:43):
And, of course, how can our listeners
learn more about all the workthat you and your team do?
Yeah, so LinkedIn is definitelythe best way to connect with me
and I welcome those connections.
So, james Atkinson, they're onLinkedIn, so that's the best way
.
Bill Banham (14:56):
Very good.
Okay, please do accept myconnection request, and I will
tag you in the next week or so,james.
For today, though, thank youvery much for being my guest.
Yes, thank you so much forhaving me on the show and
listeners as always.
Until next time, happy working.
Intro (15:13):
Thanks for listening to the HR Chat Show.
If you enjoyed this episode,why not subscribe and listen to
some of the hundreds of episodespublished by HR Gazette and
remember for what's new in theworld of work?
Subscribe to the show, followus on social media and visit
hrgazettecom.
Welcome to the HR Chat Show, one of the world's most
downloaded and shared podcastsdesigned for HR pros, talent
execs, tech enthusiasts andbusiness leaders.
For hundreds more episodes andwhat's new in the world of work,
subscribe to the show, followus on social media and visit
hrgazette.
com.
(00:27):
another episode of the HR ChatShow.
Hello listeners, this is yourhost today, bill Battam, and
this is a pretty special episodetoday, actually, because we've
got none other than Dr J JamesAtkinson, vice President,
thought Leadership, over at SHRM.
Hey, dr J, welcome to the showtoday.
How are you doing Hello?
Thank you, j.
Welcome to the show today.
How are you doing, hello?
Dr. James Atkinson (00:46):
thank you, I'm doing well, doing well.
How are you today?
Bill Banham (00:56):
I am super the sun is shining, which I'm in the UK
at the moment.
That doesn't happen very often,so that puts me in a good mood.
Okay, so, as we were recordingthis episode, shrm is coming up.
So, as we were recording thisepisode, sherm is coming up.
Uh, it's uh.
It's in less than two weeks now, so it's uh, it's lovely to get
an opportunity to talk with you.
I'm also talking with uh wendyfrom sherm foundation later
today as well.
Um, why don't you start bytaking a minute or two and
(01:19):
introducing yourself to ourlisteners and giving them a bit
of an overview of your role atsherm, which I understand is
pretty new?
You started just last year, isthat right?
Dr. James Atkinson (01:28):
Yes, that's correct.
Well, as you said, helloeveryone.
James Atkinson here and I amthe VP of Thought Leadership at
SHRM.
I just hit my one-yearanniversary just a few days ago,
so have been here during thattime and had a fun year across
the year.
So, as the VP of thoughtleadership, it means I get to
(01:50):
lead all the thinking, which iskind of fun.
It means I have a wonderfulteam that is conducting research
across all things related toreally HR and the workplace.
We cover a wide range of topicsacross that and we basically
put together all of the data andinsights that we get to share
(02:11):
out across our membership,across the media and
presentations and conversations,really across the different
parts of the world where ourmembers are.
And, as I said, I've been herefor about a year.
I've been in this HR space fora little over the last 11 years.
(02:31):
Most of that time I was workingin various product leader,
research leader, data productstype roles at Gartner in their
HR research and advisorypractice there.
So I've been kind of covering,studying and talking with HR
(02:51):
executives for the last 11 yearsor so.
Bill Banham (02:55):
Okay, well, now you've mentioned Gartner.
What a pedigree.
We've had lots of folks on forGartner over the years, as well
as folks from SHRM, so you arethe man to talk to today.
Okay, so, as I mentioned just amoment ago, shrm is coming up,
shrm 25, the big annualconference, and expo is not far
away.
Sadly, listeners, I'm not goingto be there this year, sigh,
(03:16):
but I'm sure I'll be back nextyear.
What are you most excited tosee at this year's big annual
conference?
Dr. James Atkinson (03:25):
What are you most excited to see at this
year's big annual conference?
So, for me, it's always justexciting to see such a huge
number of HR professionals allconverging on the same place.
You know, we're upwards of20,000 people going to be there
and there's just always such abuzz about all of the things
that are happening right now.
So obviously I'm interested inall of the trends and the
insights and the things that arehappening right now.
(03:45):
So obviously I'm interested inall of the trends and the
insights and the things that aregoing to be shared there.
But for me, it's really justgetting to have those
conversations with all of thedifferent people who are kind of
day-to-day making sure that ourworkplaces are functioning well
and that the people at thoseplaces have the support that
(04:07):
they need in order to do theirjobs well.
So yeah, for me it's always thepeople and the conversations I
get to have there.
Bill Banham (04:16):
And I'm assuming that John and his team have got
you on stage at the annualconference, will you be doing a
talk?
Will you be joining a panel?
Tell us more about that.
Dr. James Atkinson (04:32):
Yeah, so I'll have a pretty busy schedule
there.
So I will be delivering aboutfour different presentations
while I'm there, so on a varietyof different stages across the
few days that are there and myteam broadly.
I think we've got around 15 orso across the team so we will be
very active and very kind offront and center on a lot of
different topics there at annual.
Bill Banham (04:52):
Okay, I'm glad that you're earning your keep.
Four different talks acrossthose days Very good, you're
going to be a busy chap, okay,yeah absolutely, absolutely.
Dr. James Atkinson (05:00):
I spent a large portion of my day
reviewing a lot of thesepresentations from my team
yesterday, so we're gearing upand ready to go.
Bill Banham (05:10):
So, as VP of thought leadership at SHRM,
you're obviously at theforefront of identifying trends
shaping the future of work.
What are some of the mostcritical workplace challenges
that SHRM is currently focusedon addressing?
Dr. James Atkinson (05:24):
You know, there's no shortage of
challenges across the workplaceright now.
We are covering a lot of thosethings that are at the forefront
but we kind of cover them in afew different big buckets.
So one is really thinking abouta lot of those macroeconomic
challenges and the impacts thatthey're having on the workplace.
(05:44):
So things like wage inflationor rising costs of goods and
services, general economicuncertainty, layoffs.
We have an economics team onthe thought leadership team here
at SHRM that really covers alot of this closely.
So we're covering monthly jobsreports and jolts reports.
We're doing snapshots ofdifferent parts of the labor
(06:06):
force, understanding how they'reinvolved and so on and really
making sure we understand alsohow kind of HR executives are
thinking about the economy,thinking about the labor market
and so on.
So we're kind of starting withthose big macroeconomic
challenges and the trends thatwe see around that Part of that,
(06:29):
as well as some of the bigtechnological challenges and
changes and advances that we see.
And you can't turn on any kindof news or read something in the
paper without hearing about AI,and we're certainly covering
that and the impacts that itmight have on jobs and whether
or not jobs might be displaced.
(06:51):
Related to that, we're lookingat how AI is being used in HR
and what are some of thosetrends there, but also how
employees are prepared, like,are they ready for this?
Do they have the skilling thatthey need to meet these types of
challenges?
And then we also kind of diginto just some of the workforce
(07:13):
challenges as well.
So one of the areas of researchwe've done a bit over the last
couple of years is just reallylooking at civility.
I mean, we've had a generallykind of polarized environment.
Civility isn't always the normaround understanding, you know,
(07:37):
acts of civility and the impactsthat we might see when civility
is not a key part of day-to-daylife, and some of the economic
impacts of that.
You know, one of our pieces ofresearch says that, you know,
instability in the workplace iscausing about $2 billion of
productivity each and every day.
So those are the types ofthings that we are covering
those big trends across the bigpicture, but also across kind of
(08:02):
what's happening as employeesare interacting with each other
in the day to day.
Bill Banham (08:07):
Very good.
So we can't record an episodeof the HR chat these days
without talking about AI.
You briefly mentioned AIearlier on.
I jumped two feet in a coupleof years ago and I now organise
AI summits over here in the UKon a regular basis actually.
So with AI and hybrid work andgenerational shifts disrupting
traditional models, how is SHRM?
(08:28):
helping HR leaders adapt andprepare for the future workforce
.
Do you have any examples ofrecent or upcoming research?
And just to add to that,because I often ask this
question when we are talkingabout AI, if you were able to
offer any suggestions about whatyou think those future goals
would be that people will bedoing as their jobs continue to
be replaced, I would love that,because everybody's still trying
(08:49):
to figure that out.
There's a lot of headlines outthere right.
Dr. James Atkinson (08:54):
As I said, you can't open up any kind of
media source these days withoutseeing something related to AI
and AI taking your jobs andwatch out and all of those
things.
One of the things that wewanted to try and do here at
(09:18):
SHRM is to help separate some ofthe hype from kind of the facts
on the ground, and we'veengaged in a couple of waves of
looking at kind of AI and how,you know, automation and now
generative AI can potentiallydisplace jobs, and a couple of
things that I will note aroundthat.
So in our first wave of thisresearch, we came up with this
(09:42):
headline figure of about 19million jobs that face kind of
high or very high risk ofdisplacement due to some type of
automation, ai being a part ofthat broader piece.
Sorry, that's 19 millionspecifically in the US, In the
US yes, so I should flag thatthis was all just looking at
US-specific data, and you knowthere are certain industries
(10:05):
where this is more pronounced orcertain occupations as well.
Things that are more kind ofbusiness or financial operations
, for example, are kind ofhigher risk.
There are a number of tasksthere that are more kind of
business or financial operations, for example, are kind of
higher risk.
There are a number of tasksthere that are more automatable.
(10:25):
There are a number of tasksthat you might expect you could
bring in some type of AI toreplace parts of that.
The thing that I will note isthat the biggest kind of
research as I said, we're kindof doing a second part of this,
which we will be talking aboutnext week or in a week and a
half at annual that kind ofrefines our approach, uses our
(10:46):
own proprietary data as well.
But one of the biggest kind oftakeaways I would say is that
it's not just about thisdisplacement that's what gets
the headline.
It's really about thetransformation of jobs, and what
we found is that it's going tobe a kind of human and AI
approach to many jobs movingforward.
(11:07):
And so for the average kind ofperson worker who is thinking
about whether or not their jobis going to be displaced by AI.
It's really about not is AIgoing to displace your job, but
is are you going to kind of putyourself in the right position
(11:28):
to where you can work with AI inyour job, moving forward,
moving forward, and so I thinkthat's more the approach is.
It's really about transforming alot of jobs and the way that
we've done jobs five years ago.
Many jobs are going to lookquite different in the next few
years.
This is not different than alot of the other technological
(11:49):
advances that we've had in thepast as well.
Like jobs are going to reallychange as a result of what this
looks like.
But, that said, we also lookedat the level of preparedness
that employees have, and wefound that nearly half of US
workers, for example, were notleveraging AI in any way, shape
(12:13):
or form.
We're not leveraging AI in anyway, shape or form at their
workplace, and so we know thisnew technology is here, we know
it is moving very quickly, butwe also know that there's a
large number of the workforcethat is not prepared for what's
coming next, and that's where weas HR kind of as the broader hr
(12:38):
industry have got to figure out.
How do we?
How do we do that?
How do we train people for thejobs that are next and not the
jobs that are here today?
Bill Banham (12:43):
it's interesting.
I was watching an interview uma month ago with with elon musk.
Uh, love him or hate himlisteners, he's a very clever
guy and he knows about tech andand and he said you know,
frankly, we've all been cyborgsfor years now because we've all
got these things.
Uh, this is an audio onlypodcast.
I'm holding up my phone, sowe've all been attached to this
stuff for years.
You know, we've all beenaugmented for a number of years,
so it's not really a newconcept that that things are
(13:07):
being replaced.
It's it's just an extension ofwhat's been happening for a very
long time.
Anyway, this is not aninterview with me, it's's an
interview with you.
I've got two more questions foryou, sir, before I let you go,
sure.
So the next one is how canbusiness leaders and workers
learn more about SHRM's researchand dive deeper into how they
can apply that data in their ownwork?
Dr. James Atkinson (13:26):
Yeah.
So I mean the easiest way tolearn about our research is to
go to SHRMorg slash research andthere are some things there
that are available for anyone.
But obviously I would say mostof what we do and what we put
out there is for our SHRMmembers, and so with that
membership you obviously getaccess to all of the thought
(13:48):
leadership that my team is doing, but really the expanded set of
benefits around that.
So you have access to ourknowledge advisors team who can
kind of answer very tacticalquestions around how to apply
some of these things to you knowyour day-to-day work.
You know we obviously have alot of tools and templates and
(14:09):
things like that that can reallykind of round out that
understanding, moving beyond thethought leadership that comes
out of my team as well.
Bill Banham (14:20):
Okay, very good, and just finally, I have sent
you a connection request onLinkedIn.
Please accept so that when Itag the heck out of this
interview, you can see that andlike and share and comment.
But beyond that, how can ourlisteners connect with you?
Is that LinkedIn?
Is that email?
Are you super cool all overTikTok and Instagram and places.
Dr. James Atkinson (14:43):
And, of course, how can our listeners
learn more about all the workthat you and your team do?
Yeah, so LinkedIn is definitelythe best way to connect with me
and I welcome those connections.
So, james Atkinson, they're onLinkedIn, so that's the best way
.
Bill Banham (14:56):
Very good.
Okay, please do accept myconnection request, and I will
tag you in the next week or so,james.
For today, though, thank youvery much for being my guest.
Yes, thank you so much forhaving me on the show and
listeners as always.
Until next time, happy working.
Intro (15:13):
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