December 22, 2024 • 14 mins
In our final episode of our "engagement and retention" series, we also take a look at HR technology and how the right HR tech can enhance employee engagement and retention, or in some cases, hinder these efforts.
Technology is rapidly transforming the way we manage people, from performance reviews to employee feedback. But with so many options out there, how do you choose the right tools? And how can you ensure that technology is actually helping to build stronger relationships, rather than replacing them?
We explore:
- how technology can help improve retention and engagement
- the potential pitfalls of over-relying on tech
- practical tips for teams on getting the most out of their HR tools
You can find the show notes for this episode here
Would you like to submit a question to the show? Let us know on our website or via LinkedIn.
Brought to you by Aster HR, the Work Wonders Podcast is hosted by Angela Gauci & Susan Rochester and is recorded at Launch Pad at Western Sydney University.
All information or advice included in this podcast is general, has been developed as a starting point for your business, and should be tailored to your specific requirements. It should not be considered legal advice. We have made every attempt to ensure the accuracy and currency of this information at the time of recording. However, references to things like employment laws are subject to change. For specific advice relating to your business, please get in touch with us.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:06):
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're diving into a topic that's
increasingly shaping how smallbusinesses engage their teams HR
technology.
More specifically, we're goingto discuss how the right HR tech
can enhance employee engagementand retention, or, in some
cases, it might even hinderthese efforts.
That's right.
Speaker 2 (00:39):
Angela.
Technology is rapidlytransforming the way we manage
people, from performance reviewsto employee feedback, and
there's so many options outthere aren't there there is.
So how do you choose the righttools and how can you be sure
that the technology is actuallyhelping to build stronger
relationships rather thanreplacing them?
Speaker 1 (00:57):
Yep, that's it.
So let's jump in.
This is the Work Wonderspodcast.
Hi Susan, hi Angela, all right.
So HR tech, we know it well, weuse a few, but, as you said,
there's quite a few to choosefrom that are out there.
So let's start with how can itenhance employee engagement?
(01:20):
Well, I would say, over thepast few years, we've seen sort
of an explosion of digital tools.
Speaker 2 (01:26):
Really, yeah, especially since COVID came on
the scene.
Speaker 1 (01:29):
Yeah, so there can be everything from design to
streamline your processes tohaving a system for employee
recognition or feedback, ortools around performance
management or even recruitmentand things like that, or tools
around performance management oreven recruitment and things
like that For your business.
You might not have theresources to need a HR team of
your own, but these platformscould still be a real game
(01:51):
changer for you.
Speaker 2 (01:57):
Yeah, that's right, because you know these tools can
give you a structured andconsistent approach to
engagement and retention, whichyou know we can be lacking if we
don't have something there.
So, for example, you canautomate employee surveys so
that you can check in on howyour employees are feeling about
the business, and you can runrecognition programs off one of
these platforms that wouldhighlight great work and track
performance metrics.
(02:18):
So it's not only saving youtime, it's ensuring that your
employee engagement efforts areconsistent, even in small teams.
Speaker 1 (02:27):
Plus, HR tech platforms often will offer
data-driven insights and you canlearn about the engagement of
your team, as you said, but itcan help you identify both what
you're doing well and what youcan improve in.
Those sort of analytics, forinstance, can flag potential
retention risks really early,allowing you the chance to take
(02:49):
a proactive step before someonedecides to leave.
That's a good idea.
I think so too.
Speaker 2 (02:56):
That would be a real benefit, I think.
And also using that technologyto track and support employee
development, usually startingfrom a performance review and
having that discussion aroundwhat developmental activities
your employee wants to do togrow in the role that can really
make a huge difference inretention.
(03:16):
So when employees can see thattheir growth's being tracked and
recognised, they're more likelyto feel valued and stay with
the organisation longer.
Tracked and recognised, they'remore likely to feel valued and
stay with the organisationlonger.
Flexible working arrangements,as we are often talking about we
need to come up with ashorthand for that.
They can also be supported byHR tech.
(03:37):
So you can use HR tech forscheduling and leave management
and, as we all experiencedduring COVID and the lockdowns,
you know you use HR tech as acommunication tool to
communicate with people who maynot necessarily be working from
the same premises, and it canalso contribute to work-life
balance, which we all know iskey to retaining talent.
Speaker 1 (04:01):
Absolutely Well.
Look, that's a really goodsummary of what it can do and
all the benefits.
But let's flip it around nowand talk about some of the
potential pitfalls that mightcome with using HR tech.
One of the biggest risks I cansee is an over-reliance on tech.
So, while these tools canstreamline those processes, it's
(04:21):
important to remember that itshould complement human
interaction and certainly notreplace it.
Speaker 2 (04:28):
Exactly, and I think it's a common mistake that
managers might rely too heavilyon the digital tools for
engagement.
Yeah Like just sendingautomated feedback or
recognition messages withouthaving a personal touch, yeah,
yeah.
And without really thinkingabout it, and I can see why you
would do that.
Everyone's so busy these days,and if the system's there and it
(04:52):
can do it for you, why not?
But that's not going to helpyour employee engagement.
So, doing those sort of things,employees are going to feel
like you've just ticked the box,yeah, and that would actually
decrease their sense ofconnection to the organisation,
don't you think?
Speaker 1 (05:09):
Oh yeah, and then there's tech fatigue, Susan.
Speaker 2 (05:13):
Oh, what's that?
Oh, I can't imagine that.
Speaker 1 (05:15):
Well, where employees are bombarded with too many
platforms or tools to use and itcan lead to burnout, you know.
So, for example, let's think of, like a team, if they're using
multiple communication channels,an engagement platform, a
project management tool.
It's really easy to getoverwhelmed with all of that, so
the key is to try and integrateit and simplify it, making it a
(05:39):
seamless sort of workflowwithout overloading people.
Speaker 2 (05:43):
Yeah, that's a great point.
I think it's really importantto ensure that the HR tech that
you choose actually fits intoyour existing work practices and
doesn't create more work forpeople.
So complex systems are going torequire a lot of training or
effort and then end upfrustrating employees are
exactly what you don't want.
(06:04):
You want something that's goingto make their work easier.
Yeah, so there's reallyprobably a bit of assessment
that you need to do in terms ofthe capabilities of your staff
and the expectations of yourstaff.
Speaker 1 (06:22):
As you've been listening to our topics over the
various episodes, I wonder hasthere been something that's
popped out for you, somethingthat you would like to know more
about, or maybe a particulartopic that we haven't yet
discussed?
We'd love to bring that to you.
So please let us know and we'llprepare that information and
bring you an episode that you'relooking for.
You can do that by getting intouch with us via our website,
(06:45):
astrcomau.
Speaker 2 (06:46):
For now, it's back to the episode anyway, let's move
on to some practical tips yeah,so we've talked about the good
and the bad, I guess, haven't we?
Speaker 1 (07:00):
so why it's really valuable and what might be the
potential pitfalls.
But yeah, something, somethingpractical.
So how can a small business, orany business, make the most out
of HR technology?
Well, first you have to choosethe right tool, as you said,
(07:21):
that needs to be fit for purposeand going to be the right sort
of tool for your team and theneeds of your organisation.
You don't need a massive budgetor a really complex system or
lots of systems.
You could start with reallybasic things, and some things
don't have to be a tool initself.
You might just use an Excelspreadsheet for something and
just use one tool for a specificyou know engagement thing or
(07:43):
something.
You might choose a tool forsurveys only every year, or it
might be a feedback tool or thatrecognition program.
It just needs to beuser-friendly so that people
will actually use it and,obviously, affordable to fit in
with your budget.
Speaker 2 (08:00):
Yeah, exactly.
So start somewhere.
But when you do start, or ifyou are starting and growing,
then think of scalability as akey requirement of whatever
you're doing.
So look for platforms that aregoing to grow with your
organisation.
Often that means cloud-basedsolutions because they're more
cost-effective you can have asubscription rather than
(08:23):
purchasing a whole chunk ofsoftware up front, and they'll
update as you go along and offerthe flexibility that you need
if you're in a smaller businessor with a restricted budget.
So they're going to allow youto add features as you grow
without you overloading the teamup front, and that's important
as well.
So you might look at all thefeatures that you want, all the
(08:46):
things, but my advice would bedon't introduce all the things
at once, just work out yourpriorities and slowly work your
way up.
Speaker 1 (08:55):
Yeah, and think about the size of your team as well.
You might not need all thethings if you've only got a few
people.
Speaker 2 (09:00):
Yeah.
Speaker 1 (09:01):
And make sure whatever tech you're choosing is
enhancing, not replacing, thathuman interaction, as we spoke
about.
Speaker 2 (09:07):
Oh, good one yeah.
Speaker 1 (09:10):
Yeah, so use technology to gather data, to
automate things that are asimple task or it's helpful to
add to your process or send outreminders, but always follow up
with that personal, meaningfulinteraction.
So what?
Speaker 2 (09:25):
could that look like?
Speaker 1 (09:26):
Well, it could be a face-to-face meeting or a
personalised note of recognition, a handwritten note.
I got one of those the otherday and it's just so nice.
You know it's a sort of aforgotten thing, but it can
really offer that personal touchand you feel valued on a human
level.
Yeah.
Speaker 2 (09:46):
So the sort of things we've seen amongst smaller
organisations, where they'reusing HR Tech, for example, for
engaging their staff and as partof trying to keep it more
personalised, is that they mightuse an online platform for
employee recognition, butthey'll also hold a monthly
employee of the month.
(10:07):
Oh, yeah, that sort of thingwhere there's actually a
personal and publicacknowledgement of what your
team's achieved.
So that's what we're meaningwhen we're saying you can
combine and balance the techapproach and the personal
approach.
Yeah, yeah.
Speaker 1 (10:24):
Another tip is to regularly review what you're
using.
Essential, yeah, so make surethey're actually helping to
boost engagement and retentionand just check that they are.
If they're not fit for purposeanymore, you don't need to use
them or you might need to addmore.
Are your employees finding ituseful or do they feel that
sense of overwhelm with too manysystems?
(10:44):
And you can track these sortsof engagement things.
You know metrics, depending onwhat systems you're using, or it
might just be survey.
You know data or conversationswith your staff and what sort of
information you're getting backthere, or even just retention
data how many people areactually staying on, how many
people are leaving?
Speaker 2 (11:03):
I was just saying that, angela.
I was thinking.
If the system's not working foryour employees, you're probably
going to hear about it prettysoon.
Yes, you're right, you'reprobably not going to have to
wait until you run a survey tofind out.
Having said that, it is thatfeedback that you need, and just
using that to assess whetherthis is too clunky and not
adding any value, in which caseyou're going to have to pivot or
(11:30):
at least make some importantdecisions early on.
The best tools are the smarttools that are going to make
work easier and more enjoyable,and not make it more complicated
.
Speaker 1 (11:40):
Yeah, so look, hr technology can be a really
powerful tool for enhancingemployee engagement and
retention, but it does need tobe used wisely, as we're saying.
So choose the platform thatfits your needs and ensuring
that it complements what you'redoing just on a person-to-person
level, and always be open tothat feedback.
Speaker 2 (12:04):
Yeah, I think it's easy to fall into the trap of
thinking people are justwhinging because they don't like
change.
So, if you do get people whoare whinging because they don't
like change, get them to be morespecific about what's not
working for them with thetechnology, and aside from all
that, we hope you've gotsomething out of today's episode
and there's been some usefulinsights for you on how to
(12:26):
approach HR technology in yourorganisation.
Whether you're a small businessor a larger business or a
not-for-profit, having the righttools really can make a big
difference in creating a moreengaged and loyal workforce, and
you know just as having thewrong tools and making work
harder for them will have theopposite effect.
Speaker 1 (12:46):
And if you're sitting there wondering exactly what
sort of tools are we talkingabout, well, I'll point out our
episode from Season 4, episode 2, where we shared the tools that
we actually use, susan, and abit more insight to the type of
tech that we're talking about,and even some examples of names
of programs that we shared, Ithink, in that episode.
So if you wanted to know thatin more detail, you might be
(13:12):
someone who'd like to go back tothat episode and have a listen.
But apart from that, don'tforget to hit subscribe and
leave us a review while you'rethere.
We always love to hear what youthink of the podcast and if you
know someone who could getsomething out of the content
from today's episode, please letthem know.
Speaker 2 (13:24):
Keep in mind that technology is a tool to enhance
engagement, but it's the humanconnections that really drive
success.
Speaker 1 (13:31):
And we hope you've got a lot out of this season
where we talked in depth aboutengagement and retention.
Speaker 2 (13:38):
We'll be back soon and until then, we wish you a
happy and safe festive season.
Speaker 1 (13:44):
Absolutely Merry Christmas and enjoy some time
off, hopefully, from work.
Please A bit of a break andreinvigorate yourselves.
Merry Christmas and enjoy sometime off, hopefully from work.
Please A bit of a break andreinvigorate yourselves.
Merry Christmas.
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're diving into a topic that's
increasingly shaping how smallbusinesses engage their teams HR
technology.
More specifically, we're goingto discuss how the right HR tech
can enhance employee engagementand retention, or, in some
cases, it might even hinderthese efforts.
That's right.
Speaker 2 (00:39):
Angela.
Technology is rapidlytransforming the way we manage
people, from performance reviewsto employee feedback, and
there's so many options outthere aren't there there is.
So how do you choose the righttools and how can you be sure
that the technology is actuallyhelping to build stronger
relationships rather thanreplacing them?
Speaker 1 (00:57):
Yep, that's it.
So let's jump in.
This is the Work Wonderspodcast.
Hi Susan, hi Angela, all right.
So HR tech, we know it well, weuse a few, but, as you said,
there's quite a few to choosefrom that are out there.
So let's start with how can itenhance employee engagement?
(01:20):
Well, I would say, over thepast few years, we've seen sort
of an explosion of digital tools.
Speaker 2 (01:26):
Really, yeah, especially since COVID came on
the scene.
Speaker 1 (01:29):
Yeah, so there can be everything from design to
streamline your processes tohaving a system for employee
recognition or feedback, ortools around performance
management or even recruitmentand things like that, or tools
around performance management oreven recruitment and things
like that For your business.
You might not have theresources to need a HR team of
your own, but these platformscould still be a real game
(01:51):
changer for you.
Speaker 2 (01:57):
Yeah, that's right, because you know these tools can
give you a structured andconsistent approach to
engagement and retention, whichyou know we can be lacking if we
don't have something there.
So, for example, you canautomate employee surveys so
that you can check in on howyour employees are feeling about
the business, and you can runrecognition programs off one of
these platforms that wouldhighlight great work and track
performance metrics.
(02:18):
So it's not only saving youtime, it's ensuring that your
employee engagement efforts areconsistent, even in small teams.
Speaker 1 (02:27):
Plus, HR tech platforms often will offer
data-driven insights and you canlearn about the engagement of
your team, as you said, but itcan help you identify both what
you're doing well and what youcan improve in.
Those sort of analytics, forinstance, can flag potential
retention risks really early,allowing you the chance to take
(02:49):
a proactive step before someonedecides to leave.
That's a good idea.
I think so too.
Speaker 2 (02:56):
That would be a real benefit, I think.
And also using that technologyto track and support employee
development, usually startingfrom a performance review and
having that discussion aroundwhat developmental activities
your employee wants to do togrow in the role that can really
make a huge difference inretention.
(03:16):
So when employees can see thattheir growth's being tracked and
recognised, they're more likelyto feel valued and stay with
the organisation longer.
Tracked and recognised, they'remore likely to feel valued and
stay with the organisationlonger.
Flexible working arrangements,as we are often talking about we
need to come up with ashorthand for that.
They can also be supported byHR tech.
(03:37):
So you can use HR tech forscheduling and leave management
and, as we all experiencedduring COVID and the lockdowns,
you know you use HR tech as acommunication tool to
communicate with people who maynot necessarily be working from
the same premises, and it canalso contribute to work-life
balance, which we all know iskey to retaining talent.
Speaker 1 (04:01):
Absolutely Well.
Look, that's a really goodsummary of what it can do and
all the benefits.
But let's flip it around nowand talk about some of the
potential pitfalls that mightcome with using HR tech.
One of the biggest risks I cansee is an over-reliance on tech.
So, while these tools canstreamline those processes, it's
(04:21):
important to remember that itshould complement human
interaction and certainly notreplace it.
Speaker 2 (04:28):
Exactly, and I think it's a common mistake that
managers might rely too heavilyon the digital tools for
engagement.
Yeah Like just sendingautomated feedback or
recognition messages withouthaving a personal touch, yeah,
yeah.
And without really thinkingabout it, and I can see why you
would do that.
Everyone's so busy these days,and if the system's there and it
(04:52):
can do it for you, why not?
But that's not going to helpyour employee engagement.
So, doing those sort of things,employees are going to feel
like you've just ticked the box,yeah, and that would actually
decrease their sense ofconnection to the organisation,
don't you think?
Speaker 1 (05:09):
Oh yeah, and then there's tech fatigue, Susan.
Speaker 2 (05:13):
Oh, what's that?
Oh, I can't imagine that.
Speaker 1 (05:15):
Well, where employees are bombarded with too many
platforms or tools to use and itcan lead to burnout, you know.
So, for example, let's think of, like a team, if they're using
multiple communication channels,an engagement platform, a
project management tool.
It's really easy to getoverwhelmed with all of that, so
the key is to try and integrateit and simplify it, making it a
(05:39):
seamless sort of workflowwithout overloading people.
Speaker 2 (05:43):
Yeah, that's a great point.
I think it's really importantto ensure that the HR tech that
you choose actually fits intoyour existing work practices and
doesn't create more work forpeople.
So complex systems are going torequire a lot of training or
effort and then end upfrustrating employees are
exactly what you don't want.
(06:04):
You want something that's goingto make their work easier.
Yeah, so there's reallyprobably a bit of assessment
that you need to do in terms ofthe capabilities of your staff
and the expectations of yourstaff.
Speaker 1 (06:22):
As you've been listening to our topics over the
various episodes, I wonder hasthere been something that's
popped out for you, somethingthat you would like to know more
about, or maybe a particulartopic that we haven't yet
discussed?
We'd love to bring that to you.
So please let us know and we'llprepare that information and
bring you an episode that you'relooking for.
You can do that by getting intouch with us via our website,
(06:45):
astrcomau.
Speaker 2 (06:46):
For now, it's back to the episode anyway, let's move
on to some practical tips yeah,so we've talked about the good
and the bad, I guess, haven't we?
Speaker 1 (07:00):
so why it's really valuable and what might be the
potential pitfalls.
But yeah, something, somethingpractical.
So how can a small business, orany business, make the most out
of HR technology?
Well, first you have to choosethe right tool, as you said,
(07:21):
that needs to be fit for purposeand going to be the right sort
of tool for your team and theneeds of your organisation.
You don't need a massive budgetor a really complex system or
lots of systems.
You could start with reallybasic things, and some things
don't have to be a tool initself.
You might just use an Excelspreadsheet for something and
just use one tool for a specificyou know engagement thing or
(07:43):
something.
You might choose a tool forsurveys only every year, or it
might be a feedback tool or thatrecognition program.
It just needs to beuser-friendly so that people
will actually use it and,obviously, affordable to fit in
with your budget.
Speaker 2 (08:00):
Yeah, exactly.
So start somewhere.
But when you do start, or ifyou are starting and growing,
then think of scalability as akey requirement of whatever
you're doing.
So look for platforms that aregoing to grow with your
organisation.
Often that means cloud-basedsolutions because they're more
cost-effective you can have asubscription rather than
(08:23):
purchasing a whole chunk ofsoftware up front, and they'll
update as you go along and offerthe flexibility that you need
if you're in a smaller businessor with a restricted budget.
So they're going to allow youto add features as you grow
without you overloading the teamup front, and that's important
as well.
So you might look at all thefeatures that you want, all the
(08:46):
things, but my advice would bedon't introduce all the things
at once, just work out yourpriorities and slowly work your
way up.
Speaker 1 (08:55):
Yeah, and think about the size of your team as well.
You might not need all thethings if you've only got a few
people.
Speaker 2 (09:00):
Yeah.
Speaker 1 (09:01):
And make sure whatever tech you're choosing is
enhancing, not replacing, thathuman interaction, as we spoke
about.
Speaker 2 (09:07):
Oh, good one yeah.
Speaker 1 (09:10):
Yeah, so use technology to gather data, to
automate things that are asimple task or it's helpful to
add to your process or send outreminders, but always follow up
with that personal, meaningfulinteraction.
So what?
Speaker 2 (09:25):
could that look like?
Speaker 1 (09:26):
Well, it could be a face-to-face meeting or a
personalised note of recognition, a handwritten note.
I got one of those the otherday and it's just so nice.
You know it's a sort of aforgotten thing, but it can
really offer that personal touchand you feel valued on a human
level.
Yeah.
Speaker 2 (09:46):
So the sort of things we've seen amongst smaller
organisations, where they'reusing HR Tech, for example, for
engaging their staff and as partof trying to keep it more
personalised, is that they mightuse an online platform for
employee recognition, butthey'll also hold a monthly
employee of the month.
(10:07):
Oh, yeah, that sort of thingwhere there's actually a
personal and publicacknowledgement of what your
team's achieved.
So that's what we're meaningwhen we're saying you can
combine and balance the techapproach and the personal
approach.
Yeah, yeah.
Speaker 1 (10:24):
Another tip is to regularly review what you're
using.
Essential, yeah, so make surethey're actually helping to
boost engagement and retentionand just check that they are.
If they're not fit for purposeanymore, you don't need to use
them or you might need to addmore.
Are your employees finding ituseful or do they feel that
sense of overwhelm with too manysystems?
(10:44):
And you can track these sortsof engagement things.
You know metrics, depending onwhat systems you're using, or it
might just be survey.
You know data or conversationswith your staff and what sort of
information you're getting backthere, or even just retention
data how many people areactually staying on, how many
people are leaving?
Speaker 2 (11:03):
I was just saying that, angela.
I was thinking.
If the system's not working foryour employees, you're probably
going to hear about it prettysoon.
Yes, you're right, you'reprobably not going to have to
wait until you run a survey tofind out.
Having said that, it is thatfeedback that you need, and just
using that to assess whetherthis is too clunky and not
adding any value, in which caseyou're going to have to pivot or
(11:30):
at least make some importantdecisions early on.
The best tools are the smarttools that are going to make
work easier and more enjoyable,and not make it more complicated
.
Speaker 1 (11:40):
Yeah, so look, hr technology can be a really
powerful tool for enhancingemployee engagement and
retention, but it does need tobe used wisely, as we're saying.
So choose the platform thatfits your needs and ensuring
that it complements what you'redoing just on a person-to-person
level, and always be open tothat feedback.
Speaker 2 (12:04):
Yeah, I think it's easy to fall into the trap of
thinking people are justwhinging because they don't like
change.
So, if you do get people whoare whinging because they don't
like change, get them to be morespecific about what's not
working for them with thetechnology, and aside from all
that, we hope you've gotsomething out of today's episode
and there's been some usefulinsights for you on how to
(12:26):
approach HR technology in yourorganisation.
Whether you're a small businessor a larger business or a
not-for-profit, having the righttools really can make a big
difference in creating a moreengaged and loyal workforce, and
you know just as having thewrong tools and making work
harder for them will have theopposite effect.
Speaker 1 (12:46):
And if you're sitting there wondering exactly what
sort of tools are we talkingabout, well, I'll point out our
episode from Season 4, episode 2, where we shared the tools that
we actually use, susan, and abit more insight to the type of
tech that we're talking about,and even some examples of names
of programs that we shared, Ithink, in that episode.
So if you wanted to know thatin more detail, you might be
(13:12):
someone who'd like to go back tothat episode and have a listen.
But apart from that, don'tforget to hit subscribe and
leave us a review while you'rethere.
We always love to hear what youthink of the podcast and if you
know someone who could getsomething out of the content
from today's episode, please letthem know.
Speaker 2 (13:24):
Keep in mind that technology is a tool to enhance
engagement, but it's the humanconnections that really drive
success.
Speaker 1 (13:31):
And we hope you've got a lot out of this season
where we talked in depth aboutengagement and retention.
Speaker 2 (13:38):
We'll be back soon and until then, we wish you a
happy and safe festive season.
Speaker 1 (13:44):
Absolutely Merry Christmas and enjoy some time
off, hopefully, from work.
Please A bit of a break andreinvigorate yourselves.
Merry Christmas and enjoy sometime off, hopefully from work.
Please A bit of a break andreinvigorate yourselves.
Merry Christmas.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.