Frequency Podcast Por Chuck Gose & Jenni Field arte de portada

Frequency

Frequency

De: Chuck Gose & Jenni Field
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Frequency is where internal comms, HR, leadership and employee experience come together with lively conversation, expert insights, and plenty of friendly debate. Hosted by industry firestarters Chuck Gose and Jenni Field, this podcast tackles the big workplace challenges—from reaching frontline employees to shaping a strong company culture—all with a mix of sharp opinions, candid stories, and discussion.

Chuck and Jenni bring their unique perspectives and personalities to every episode, ensuring you get more than just the usually-tedious industry insights. Whether it’s sparking new ideas or challenging the status quo, Frequency is the conversation you didn’t know you needed.

Tune in for a weekly dose of everything you need to know about leadership, workplace culture and employee engagement.

Copyright 2025 All rights reserved.
Economía
Episodios
  • Respected But Not Credible: Only 30% of IC Pros Can Prove Business Impact
    May 18 2026
    Articles mentioned in this episode: 1️⃣ IoIC's IC Index 2️⃣ Credibility gap in internal comms despite high professional esteem 3️⃣ It’s about capability not happiness at work 4️⃣ What if employee frustration was your most valuable architecture data? In this episode of Frequency, Jenni Field and Chuck Gose look at employee trust and organisational change, a hard interrogation of whether IC is genuinely credible or simply politely tolerated, what actually drives performance inside organisations, and why employee frustration with technology might be one of the most valuable datasets an organisation is currently ignoring. The pair were given a sneak peek at the IC Index from the Institute of Internal Communication, a survey of around 5,000 UK workers in organisations with 500 or more employees, due to publish on 20 May. The picture is sobering: more change, less clarity; trust declining at every level of leadership, with half of employees not trusting their CEOs or senior leaders; leaders consistently overestimating how clearly they have communicated key topics; and most employees having ten minutes or less a day to engage with internal communication. Jenni and Chuck debate which of the five top drivers of confidence in an organisation's future IC professionals can genuinely influence and more broadly, question the expectation of internal communicators and the risks loading a profession already navigating societal-scale problems it was never resourced to fix. The conversation shifts to a report from Oak Engage which surveyed 250 HR and internal comms professionals across the UK. 94% say internal comms is respected in their organisation, yet only 30% can demonstrate business impact, and just 48% describe themselves as a strategic advisor. Jenni and Chuck draw a sharp distinction between respect and credibility — respect doesn't produce followership, credibility does — and argue that the math here tells a story the profession needs to sit with. If 70% of IC professionals cannot connect their work to business outcomes, the question becomes whether the respect the majority feel is for the content and channels function, not for strategic influence or leadership. Is employee satisfaction the right measure? A meta-analysis of 113 studies covering around 38,000 employees finds that the correlation between job satisfaction and performance is moderate, inconsistent across sectors and cultures, and significantly inflated by self-reported data. The deeper point: satisfaction is a signal, not a mechanism. Autonomy, feedback, recognition, and meaningful work improve performance not by making people happy, but by changing the conditions under which people operate. The final story draws on a Zoom and Deloitte study arguing that employee frustration with workplace technology is not noise to be managed but some of the most valuable architectural data an organisation holds. Jenni and Chuck discuss whether organisations genuinely fail to see these signals or simply choose not to act on them. _____________________________________________ Want to find out more about Chuck’s work and ICology - check out the website and how to become a member here: https://www.joinicology.com/ Jenni’s a regular speaker and consultant on leadership credibility and internal communication, you can find out more about how to learn from her and work with her here: https://thejennifield.com/ ______________________________________________ Articles mentioned in this episode: IoIC's IC Index Credibility gap in internal comms despite high professional esteem It’s about capability not happiness at work What if employee frustration was your most valuable architecture data?
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    40 m
  • Silence Isn't Safety: 88% IC Burnout, CEO Comms Collapse & Meta's Data Grab
    May 11 2026

    News items mentioned in this episode:

    1️⃣ Internal Comms Is Absorbing a Crisis It Didn't Create

    2️⃣ Better Signals, Less Noise: The State of Workplace Communication

    3️⃣ 'New Normal' Prompts New Guidelines for CEO Communications

    4️⃣ Meta Is Tracking Employee Keystrokes to Train Its AI

    5️⃣ Your Employees' Old Slack Messages Have a New Owner

    About this week's episode of Frequency:

    This week Jenni Field and Chuck Gose dig into a cluster of stories that all point to the same uncomfortable truth: in communications, playing it safe is often the riskiest move of all. From burned-out IC practitioners to CEOs retreating from the public eye to a tech giant quietly watching its own employees, the thread running through this episode is what happens when organisations choose silence over substance.

    The episode opens with the Shifting Ground Report which surveyed 24 internal comms professionals. The findings are striking: 88% said their personal wellbeing had been affected by overlapping crises, and 83% reported stress or burnout. Nearly three quarters say they are aiming for a strategic communications model, yet only 18% believe they have actually got there, and 61% have no formal change comms approach in place. The report makes the case that neutral, sanitised language is not safe communication; it simply transfers risk from the organisation's legal exposure onto employees' trust. Jenni draws a direct parallel to psychological safety research, arguing that the very behaviour designed to feel cautious is the behaviour that undermines candour and organisational health.

    The second story comes from a survey of 1,175 full-time US employees, and it surfaces a paradox every communicator should sit with: half of employees say the volume of communication they receive is about right, yet 44% simultaneously report feeling overwhelmed. On AI, 81% say they believe they can tell when something has been written by AI — a claim Chuck challenges with a pointed observation about AI detection tools flagging Mary Shelley. The shorthand from the survey is "reduce, don't produce," which Jenni and Chuck agree captures a governance conversation most organisations have still not had.

    The third story looks beyond the internal function to the Golin CEO Impact Index, which tracks the public communications activity of the top 250 Fortune 500 CEOs - it tells a story about what happens when you say no to one thing and yes to something else!

    Meta's are capturing employee keystrokes and mouse clicks across hundreds of sites and apps — including Google, LinkedIn, Slack, and GitHub — with the stated purpose of teaching its AI models how to use computers. Employees who called the programme dystopian did so in internal messages Meta was also monitoring. Jenni raises a pointed scientific objection: if you tell people they are being tracked, or they find out they have been, behaviour changes — meaning the "big and unbiased data set" Meta sought was never achievable in the first place. The absence of meaningful communication around the launch is, as Chuck notes, itself a choice, and one that sits alongside all the other stories this week as an illustration of what silence costs.

    The episode closes with a fifth story about Asset Hub, built by a startup called Simple Closure, that helps shuttered companies sell their internal data — Slack conversations, email threads, meeting notes — as AI training material. Approximately 100 deals have been processed, with payouts ranging from tens of thousands to well into six figures. The legal question of who owns employee communications, and whether a company can sell them, remains largely untested. Jenni's reaction is clear: just because you can, doesn't mean you should.

    ----------------------------

    Want to find out more about Chuck’s work and ICology - check out the website and how to become a member here: https://www.joinicology.com/

    Jenni’s a regular speaker and consultant on leadership credibility and internal communication, you can find out more about how to learn from her and work with her here: https://thejennifield.com/

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    36 m
  • Half Feel Engaged Yet Plan to Leave: Bullshit Jobs, the Clarity Crisis and RTO as Stealth Layoffs
    May 4 2026

    In this episode of Frequency, Jenni Field and Chuck Gose dig into four stories that, taken together, make a pretty uncomfortable case: that modern work is increasingly built on theatre and ambiguity.

    From a personal essay that went viral, to engagement data from two continents, to the real story behind return-to-office mandates, this episode asks what happens when the structures organisations rely on stop working - and nobody says anything.

    The first story is a personal essay from someone who confessed to spending an entire year at a software company doing no work - and never being found out. Her piece draws on David Graeber's concept of bullshit jobs - roles so pointless that even the person doing them cannot justify their existence - with Graeber estimating that 20 to 50% of all jobs fit that description.

    Firstup have published some reports into employee engagement, surveying over 3,000 employees across corporate, manager, and hourly worker roles in both North America and the UK. The headline finding is that employee engagement scores look healthy on paper, but they are masking a significant and growing retention crisis. Nearly half of employees say they are engaged, and nearly half are also planning to leave within 12 months. The real question Chuck and Jenni discuss is what are the drivers behind why people stay if they aren’t engaged?

    The third story, from Startups Magazine, is titled The Clarity Crisis: Why Your Culture Problem is Actually a Communication Problem. Its central argument is that what leaders diagnose as a culture problem is most often a communication problem, specifically a failure around clarity. It’s not new, but how does this knowledge start to have an impact with managers and leaders in the workplace?

    The final story examines some return-to-office stats and trends for the USA. Only 27% of companies have returned to a fully in-person model, while 67% continue to offer some form of hybrid flexibility. Perhaps the most revealing statistic in the report: 25% of executives and 18% of HR professionals admit they hoped some employees would voluntarily leave because of an RTO policy - something Chuck calls out as weak.

    Want to find out more about Chuck’s work and ICology - check out the website and how to become a member here: https://www.joinicology.com/

    Jenni’s a regular speaker and consultant on leadership credibility and internal communication, you can find out more about how to learn from her and work with her here: https://thejennifield.com/

    Articles mentioned in this episode:

    • (00:40) The US and UK special relationship
    • (04:11) I did no work for a year and no one noticed
    • (10:19) Firstup report on employee engagement
    • (17:14) The clarity crisis: why your ‘culture’ problem is actually a communication problem
    • (22:20) Essential Return-to-Office Statistics and Trends (2026) USA insights

    Episode's official page: Half Feel Engaged Yet Plan to Leave: Bullshit Jobs, the Clarity Crisis and RTO as Stealth Layoffs

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    39 m
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