{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Beyond the Paycheck","title":"The Game Boy rule: how DaBella teaches delayed gratification at work","html":"","width":"100%","height":180,"duration":1243,"description":"Summary\nJeremy Stick, CHRO at DaBella, joins host Kelsey Willock Jones on Beyond the Paycheck to trace a line from his first paycheck, $2.35 an hour washing dishes in a junior high cafeteria, to the way he builds benefits education and development strategy for twenty six hundred employees across twenty eight states. The conversation covers why he trains people so they can leave and then treats them well enough to stay, how he uses regrettable turnover to make the financial case for people programs when the spreadsheet does not obviously support it, and why the moment someone gets a raise is the single best moment to talk to them about money. Along the way he unpacks how he takes the fear out of high deductible plans and HSAs with a simple Excel breakdown, a wellness program that went sideways, and why he thinks the return to office shift is going to trigger a talent war most HR leaders are underestimating. Built for CHROs, HR leaders, and total rewards teams who want practical language for defending people investments and teaching financial wellness in a workforce focused on right now.\n\nChapters\n00:00 Introduction\n00:42 Meet Jeremy Stick, CHRO at DaBella\n01:52 The first paycheck and the first Game Boy\n02:53 Why delayed gratification drives benefits education\n04:11 Stumbling into HR from educational psychology\n06:02 Train them so they can leave\n07:02 Measuring regrettable turnover\n09:14 A wellness program that spiraled\n11:10 Taking the fear out of HSAs and 401(k)s\n13:56 Lifestyle creep and the raise conversation\n16:20 The return to office shift\n19:12 My name is Jeremy, not HR\n\nTakeaways\n- Train and develop people so they could leave, then treat them well enough that they stay, and call it a graduation when the next step genuinely is not available internally.\n- Track regrettable turnover as its own line, then price the six month lag of three months to backfill plus three months to ramp, including the load it shifts onto remaining employees.\n- Take the emotion out...","thumbnail_url":"https://img.transistorcdn.com/JIYEsfsi51sw9dAl9I1QhUhSrAX9V6MCXZ34oR09gz4/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS80MTA4/NDk4NWM2OTI3Nzk5/Mjk4NzUxN2UyYjI4/NTg1Zi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}