Better Work Environments Start with Better Communication, Clearer Expectations, and Real Curiosity.
What happens when someone who’s participated in thousands of hiring decisions tells the truth about why people struggle at work? Welcome to this week's incredible episode!Kristi sits down with HR consultant and talent strategist Dawn Sipley, whose story starts with grit: growing up in a single-parent home, becoming emancipated at 16, navigating early work environments fast, and eventually building a career that spans real estate, retail, nonprofit, recruiting, and staffing.But the heart of this conversation isn’t just her backstory — it’s what she’s learned: most workplace friction isn’t about skill… it’s about personality conflict, unclear expectations, and communication breakdowns. Dawn shares how employers can create cultures that don’t drain people dry, and how employees can level up fast by bringing curiosity, solutions, and measurable value to the table.If you’ve ever thought: “Why does work feel so exhausting?” or “How do I navigate a boss I don’t click with?” — this episode is your playbook.What You’ll Learn:Why the best leaders clarify expectations upfront instead of correcting people after the factHow to “people” better at work by leading with curiosity over assumptionsWhat to ask in an interview to uncover the real culture (hint: bathrooms and break rooms don’t lie)The #1 mindset shift for raises/promotions: the position is compensated, not the person. WOW- that one got me! Incredible insight!How to ask for a raise without cornering your boss into a yes/no trapWhy bringing solutions (not just problems) makes you recession-proofHow to avoid “cheap conversation” (gossip, polarized drama) and protect your reputationA simple life philosophy that lowkey slaps: “Make a bunch of really good Tuesdays.”Key Takeaways:-Culture isn’t what’s written — it’s what’s tolerated.-Most job issues are communication/personality problems, not ability problems.-Interview like a detective: ask for a tour; look at break rooms + bathrooms; ask why the role is open.-Curiosity builds trust faster than charisma. Ask better questions, then ask follow-ups.-Raise conversations should be framed around impact: money made, money saved, time saved, systems improved.-Don’t ask “Can I get a raise?” Ask: “What do I need to do to earn a raise here?”-Be the employee who brings solutions, not just complaints.-Your reputation follows the rooms you stand in. Skip gossip and “cheap conversation.”Quote-Worthy Lines:“Assumption is the thief of understanding.”“The position is compensated, not the individual.”“Your success will come from how you make people feel.”“The good stuff is usually around question three or four.”“Don’t cultivate a life with a destination. Make a bunch of really good Tuesdays.”Be the Change Challenge:This week, practice non-participation: When gossip, negativity, or polarized conflict shows up, opt out with calm confidence.Try lines like:“I’m not fully educated on that, so I don’t have an opinion.”“I haven’t talked to them directly, so I’m not comfortable discussing it.”About our Guest Dawn Sipley:Dawn is the founder of Sipley the Best HR Consulting, where she helps companies hire smarter, lead better, and build cultures that don’t drain people dry. Her approach blends real-world recruiting expertise with practical leadership clarity — and a whole lot of truth.Connect with Dawn:👉 Website https://www.sipleythebest.com/👉 Instagram: instagram.com/sipleythebest👉 LinkedIn: https://www.linkedin.com/in/dawnsipley/Want More Peopling? Buy the book: https://a.co/d/gi1g0p4If this episode helped, share it with a friend who:hates awkward work convos, is job hunting, wants a raise, or needs to stop fighting in Facebook comments like it’s a sport.Get your subscription to Growth Day, having World-Class Coaches in your pocket! https://www.growthday.com/referrals?via=h6l0rt
