[00:00:00] Welcome to the HR Huddle podcast presented by Sapient Insights Group, the ultimate resource
[00:00:09] for all things HR.
[00:00:12] It's time to get in the huddle.
[00:00:14] Hello everyone, welcome back to the HR Huddle.
[00:00:22] I'm your host, Terry Zipper, CEO and managing partner at Sapient Insights Group and I'm
[00:00:28] back for another exciting episode of HR We Have a Problem.
[00:00:33] This is the show where we like to break down the big and most relevant issues of the day.
[00:00:39] We help you make sense of what they mean for you and we talk about what you might do about
[00:00:44] them.
[00:00:46] Joining me today is Celia Flyshaker.
[00:00:49] Celia is an executive with 20 plus years of experience focused on developing go-to-market
[00:00:55] strategies for technology organizations, cheese managed global organizations for public and
[00:01:01] private software companies.
[00:01:04] In her current role as the chief marketing officer at I-Solved, the leader in HR software
[00:01:09] and services Celia is focused on driving growth, organic growth through the expansion
[00:01:15] of channels, marketing programs and product lines.
[00:01:18] She's really been taking I-Solve to the next level in their growth stage.
[00:01:24] Welcome Celia, it's great to connect with you.
[00:01:26] Thanks, Terry.
[00:01:27] Thanks for having me.
[00:01:28] I'm happy to be here.
[00:01:29] I'm also super excited to have a former little villain on the show.
[00:01:33] I love it.
[00:01:34] I think that's so fun.
[00:01:35] Yeah, we spent while I was raised there and then we raised our kids there too.
[00:01:40] So lots of time and a lot of love for Louisville.
[00:01:43] Yeah, that's awesome.
[00:01:45] I don't get to do that often.
[00:01:46] So welcome.
[00:01:48] Thank you.
[00:01:50] So one of the things I've been trying to do on the show is go a little deeper
[00:01:55] into other functions in the organization and the importance of that relationship with
[00:02:02] HR to those functions.
[00:02:05] I've focused a little bit on finance, I've done sales, the front line and I thought it
[00:02:11] would be great to have an opportunity to talk about the marketing relationship, particularly
[00:02:15] as it relates to the employee experience.
[00:02:19] Does that sound like a good plan to you?
[00:02:21] It sounds great.
[00:02:22] All right then.
[00:02:23] Let's get into the huddle.
[00:02:25] So employee experience is really top of mind these days and who owns this?
[00:02:32] Kind of a little bit of a hot potato, right?
[00:02:34] How it's being supported is evolving.
[00:02:37] When I was first in HR, I really had no idea what they did in marketing and frankly
[00:02:43] I'm not sure how much even like talent acquisition at the time dealt with marketing.
[00:02:49] Obviously these days it's a big deal.
[00:02:51] There's a relationship, I hope with recruiting and talent acquisition but even that is changing
[00:02:58] I think with the organization's brand being so front and center and one of the cornerstones
[00:03:03] to attraction and retention.
[00:03:05] And HR bears some responsibility for ensuring that applicants and employees understand that
[00:03:11] brand proposition, right?
[00:03:13] Absolutely.
[00:03:14] I think it is funny like they used to be kind of in different silos but there's
[00:03:18] so much blending today and we're finding a lot of benefits from marketing and HR working
[00:03:25] together to deliver a better employee experience.
[00:03:28] I know for me and the different roles that I've had, I've always found that relationship
[00:03:32] with HR has been one that's critical selfishly to my success in marketing and how we drive
[00:03:38] the business but also we found that like there's so much work to be done between
[00:03:43] the two organizations on things like an employer brand.
[00:03:47] Yeah, absolutely.
[00:03:48] And I mean HR needs to really get the message across, right?
[00:03:52] We've I've seen some data from some of the work that you guys have done and employees
[00:03:59] actually believe now that employers are more focused on them and prioritizing things
[00:04:04] like work-life balance.
[00:04:06] Seems like business leaders are also pretty focused on the employee experience.
[00:04:10] Why do you think that is now?
[00:04:13] Yeah, I mean I think you raised a couple things there.
[00:04:16] If you take it from the employee lens, what we're seeing is it's a stressful time to
[00:04:21] be certainly an employee.
[00:04:23] We're seeing a lot of them with burnout.
[00:04:25] One of those surveys we just did show that 65% of employees feel like they've suffered
[00:04:30] burnout in the last or past year and so that stat alone makes you worry about
[00:04:35] are you going to retain?
[00:04:36] Are they going to be performing well?
[00:04:38] We know that if employees aren't performing well, it impacts customer experience.
[00:04:43] I think what we're seeing is yes, it's a difficult time from an employee side.
[00:04:47] They want something more fulfilling.
[00:04:49] They're looking for a culture fit in their employee or employer relationship.
[00:04:55] Business leaders have picked up on the fact it's not just about delivering that
[00:04:59] better experience.
[00:05:00] There's a bottom line benefit to delivering a better experience.
[00:05:04] It helps me with retention.
[00:05:05] It's so important to retain talent.
[00:05:08] It helps me with expansion if I have good relationships with my employees and
[00:05:14] they're delivering a better customer experience, they're able to expand and
[00:05:18] help our customers use more of our solutions.
[00:05:20] I get employee brand advocates that help me.
[00:05:23] I mean there's a lot of reasons from a bottom line kind of business view
[00:05:28] that you want to have a better experience.
[00:05:30] Yeah.
[00:05:31] Well, your employees are a lot of times also consumers of your goods depending
[00:05:36] on what it is you're selling.
[00:05:37] Right?
[00:05:38] Absolutely.
[00:05:40] And they can represent you better.
[00:05:41] They understand it better and how you position their experience from a
[00:05:46] consumer perspective is I love it.
[00:05:48] We have multiple generations in the workplace today, maybe more than
[00:05:52] we've ever had.
[00:05:53] And they all look at experience a little bit differently and how they use
[00:05:58] technology and how they go throughout their day and having a lens on
[00:06:03] what are those different generations?
[00:06:05] How do they want to interact with me as an employer?
[00:06:07] How can I deliver a better experience?
[00:06:10] And in many times for younger generations, more consumer-ish experience
[00:06:15] for them is really important.
[00:06:17] Yeah.
[00:06:17] Even in your business, I guess the employees end up being consumers
[00:06:22] of the product and just whether it's doing their getting their payroll
[00:06:26] done or performance management or something else that they need to get done.
[00:06:30] Right?
[00:06:31] We're right in that season.
[00:06:32] Right.
[00:06:32] I just finished reviews last week and the performance management.
[00:06:35] That's one of the things that really intrigued me about HCM is I use
[00:06:39] the I-Solve product throughout my application process.
[00:06:43] I use it every day and my job and it's fun.
[00:06:46] It makes it much more relatable to have that kind of relationship
[00:06:50] with the product that we also sell.
[00:06:52] Yeah.
[00:06:53] One of the things I saw in the survey that you guys did was that
[00:06:57] Burnout really is the number one threat to a positive culture in the organization.
[00:07:03] I think that's huge.
[00:07:05] Yeah, it's kind of...
[00:07:08] I don't know.
[00:07:08] It wasn't ever talked about before and recognized.
[00:07:11] I think we've had this resurgence over the last few years
[00:07:14] with all the changes that have been happening,
[00:07:16] the importance of the employee experience.
[00:07:19] I think in the same research that you're talking about,
[00:07:22] we had nearly 90% say that it's important to them to have a job
[00:07:25] that's personally fulfilling to them.
[00:07:28] And then when we were talking about...
[00:07:30] We've seen an uptick, according to research,
[00:07:33] and the employees that say,
[00:07:34] hey, I'm going to look for a new role.
[00:07:36] I don't think this one fits as much.
[00:07:38] And when we asked them about what is it that doesn't work
[00:07:42] or why are you looking for a new role?
[00:07:44] Two of the top five were culture-related.
[00:07:48] They either didn't like the current company culture
[00:07:51] that they were in, they didn't feel recognized,
[00:07:54] which typically you'd expect to see pay or other things,
[00:07:58] but to see that many related to culture
[00:08:01] I thought was an interesting switch,
[00:08:02] something we haven't seen as much before.
[00:08:05] It is.
[00:08:06] And it's kind of particularly interesting
[00:08:08] given how the work environment has changed.
[00:08:12] So the whole work from anywhere, work from home,
[00:08:16] I know a lot of people have gone back to the office,
[00:08:18] but they're still a fairly significant group of people
[00:08:21] working remotely.
[00:08:22] And I'm imagining it's harder to ingrain the culture
[00:08:27] when you just see people on Zoom.
[00:08:30] It is. And if you think about it,
[00:08:31] and I think this is where the marketing-HR relationship
[00:08:34] can really play out in a very positive way
[00:08:36] on an organization,
[00:08:38] marketers have been having to relate
[00:08:40] to their consumers and their targets.
[00:08:43] We haven't had the luxury, in most cases,
[00:08:45] of communicating in person.
[00:08:49] And so you've been using these digital techniques
[00:08:51] to understand your market and to segment
[00:08:53] and talk to your market.
[00:08:55] And now we find HR and companies
[00:08:57] in that same position with employees.
[00:09:00] They're no longer, I can't walk around the office
[00:09:03] and talk to them around a water cooler or whatever.
[00:09:06] And so working together
[00:09:08] between that partnership between marketing and HR about
[00:09:12] how do you effectively communicate, inform,
[00:09:15] a meaningful relationship with benefits in a digital way?
[00:09:19] Because marketers have been doing that for a while
[00:09:21] with their stakeholders.
[00:09:23] Now employers are having to do that with their employees
[00:09:26] more than maybe they ever have in the past.
[00:09:29] Yeah.
[00:09:30] Who do you see owning the employee experience today?
[00:09:34] Is it HR? Is it marketing?
[00:09:36] Is it a shared experience?
[00:09:38] I mean, what does it look like?
[00:09:41] Yeah, it's, I mean, in my view,
[00:09:43] and the way we run it certainly here is
[00:09:45] it's a very much a shared responsibility.
[00:09:49] Different, the HR team, the marketing team,
[00:09:51] they bring different things to the table.
[00:09:54] And so everyone's got to be aware of the need
[00:09:57] to create an experience.
[00:09:58] It has to be a shared really, not opportunity,
[00:10:02] but priority amongst of the full leadership team
[00:10:06] across the organization
[00:10:07] has to be aware this is important for us.
[00:10:09] But then when marketing and HR work together
[00:10:12] to drive a plan to build a better experience,
[00:10:17] they both have different lenses.
[00:10:19] And I think working together is the way to do it.
[00:10:21] I think having one own it independently,
[00:10:24] you lose something in that.
[00:10:26] Yeah, I worked on a big M&A recently
[00:10:30] and the employee experience was owned by marketing
[00:10:36] and HR sat under marketing.
[00:10:40] Well, sat under employee experience, okay?
[00:10:43] And both marketing and HR were together
[00:10:46] and was really interesting because they were heavily
[00:10:49] and the marketing team was heavily engaged
[00:10:51] in the acquisition process.
[00:10:54] We were really focused on the HR side of it,
[00:10:56] but we had a full team of people working with us
[00:11:00] from a marketing perspective
[00:11:02] and they were heavily engaged
[00:11:04] in sort of detailing the personas of the people
[00:11:08] that were gonna be coming over
[00:11:09] as part of the acquisition.
[00:11:11] And we went through like every step in the transaction,
[00:11:15] like how much training did they have to do?
[00:11:18] What forms were they gonna have to fill out?
[00:11:21] How are they gonna apply for their benefits
[00:11:23] and get their badges and all of these things
[00:11:26] and then put timing around it
[00:11:28] and built this really cool roadmap.
[00:11:31] And the marketing piece of it was so critical.
[00:11:34] It wasn't just a spreadsheet,
[00:11:35] like you build an HR.
[00:11:37] Here's the spreadsheet, here's your dates
[00:11:38] and here's the things you need to show up for.
[00:11:41] It was, they basically, because it was in New Orleans,
[00:11:43] they created this parade map.
[00:11:46] I mean, it was just beautiful
[00:11:48] and it was very well received, right?
[00:11:51] And people knew what they needed to do.
[00:11:53] Like they understood what they were gonna have to do
[00:11:55] in this process.
[00:11:56] And it just really to me like made this partnership
[00:12:01] really strengthened that partnership for me
[00:12:03] from my perspective.
[00:12:04] I've never been that closely involved
[00:12:08] with marketing helping drive something on the HR side.
[00:12:11] Oh, I love that.
[00:12:12] That's a pretty advanced view of it, right?
[00:12:15] Like and to have that level of focus on the experience
[00:12:19] and the partnership between the two organizations
[00:12:21] is pretty phenomenal.
[00:12:23] Yeah, it really was.
[00:12:25] What, why should, are there specific things
[00:12:29] or are there cases where you wouldn't see HR teams
[00:12:33] wanting marketing involved in certain things?
[00:12:36] Are there some areas where it's a no go or?
[00:12:38] I think there are things that HR does,
[00:12:40] they're obviously just for HR
[00:12:42] that have to be whether they're confidential
[00:12:44] or they're things that just compliance issues
[00:12:46] and absolutely HR has got their lane.
[00:12:49] But I think employee experience definitely kind of straddles
[00:12:54] the two and it's kind of one of those better
[00:12:56] together situations.
[00:12:58] And I think that one of the things we saw
[00:13:01] in some of the research, which I thought was interesting
[00:13:03] was we asked people about, well,
[00:13:06] how do you improve company culture?
[00:13:08] Which aligns tends to align really well with experience.
[00:13:11] And in prior years, the number one had been
[00:13:15] you have to pay me better, right?
[00:13:17] You have to get market, which of course
[00:13:19] people are gonna say that.
[00:13:21] This is the first share where we saw a shift
[00:13:24] and what people said the number one
[00:13:26] was improve internal communications,
[00:13:29] talk to me more, be transparent.
[00:13:32] Which I thought was a really, it's a big shift, right?
[00:13:34] It wasn't like a huge number shift
[00:13:36] but to see that edge out pay, which is still number two.
[00:13:40] But I thought really interesting
[00:13:41] and I think right there that focus on
[00:13:43] how do you communicate, how do you package up communications
[00:13:47] is a really nice way for marketing and HR
[00:13:49] to be able to work together
[00:13:51] to drive a better culture, to drive better communications.
[00:13:55] There's certainly things that each organization
[00:13:58] will do in its own right
[00:13:59] but there are definitely partnership opportunities
[00:14:02] that benefit the full organization.
[00:14:05] Yeah, and they're already helping in the benefits area
[00:14:07] when you do your annual open enrollment, for example.
[00:14:11] Yes.
[00:14:12] Yeah, communications became a really big issue
[00:14:17] during the pandemic remember where you just,
[00:14:20] you had to be telling people what was going on
[00:14:22] that transparency was so key.
[00:14:24] And then I think after the pandemic
[00:14:26] and people started to come back to the office
[00:14:28] and got a little bit less.
[00:14:30] And I think you're seeing people come back and say,
[00:14:32] hey, I was a whole lot happier and more engaged
[00:14:36] when you were telling me what was going on.
[00:14:38] I remember talking to a lot of people during that period
[00:14:41] and what you heard back from the people
[00:14:43] who had been remote all along,
[00:14:45] they're like, this is kind of great.
[00:14:47] We're all in the same footing
[00:14:50] from the standpoint of communications
[00:14:52] and it made HR marketing organizations
[00:14:56] how they communicated with employees.
[00:14:58] Everyone was remote.
[00:14:59] And so it was, everyone's on the same playing field.
[00:15:01] And then you're right, we get back
[00:15:03] and now you have this mixed bag again.
[00:15:04] And I'm thrilled that people are back in office
[00:15:07] but you've got remote employee.
[00:15:10] Like don't leave me out.
[00:15:12] Like don't go back to the ways where it was all in office
[00:15:15] near next to people and your share.
[00:15:17] Like how do we keep that going?
[00:15:19] There were some horrible period of many respects
[00:15:23] but there were things we learned out of it.
[00:15:25] I thought from a communication perspective
[00:15:27] that needs to continue and we're helpful.
[00:15:31] Yeah.
[00:15:33] So what are you guys doing differently, I solve?
[00:15:36] Is there anything unique about the way your HR
[00:15:40] and marketing teams work together?
[00:15:43] I think anyone that knows I solve probably
[00:15:45] had the opportunity and the good fortune
[00:15:48] to run into Amy Mosher our chief people officer.
[00:15:52] And she's one of, I would call her an experience first
[00:15:56] head of HR and she's a great partner as well.
[00:15:59] So she's been looking at experience for a while.
[00:16:02] She has an employee engagement team
[00:16:04] that we work really closely with.
[00:16:06] And their whole focus is how do I engage my employees?
[00:16:10] How do I drive that experience?
[00:16:12] And we kind of treat that team like part of marketing too.
[00:16:14] So we focus in marketing a lot
[00:16:16] on customer and partner experience
[00:16:18] but we kind of pull them all together
[00:16:20] in an experience lens and look at it.
[00:16:22] And so we have had a focus on employee experience for a while
[00:16:27] and she's done a lot to drive that.
[00:16:29] You've got people like Lena Tog,
[00:16:32] our chief experience officer
[00:16:33] who are completely focused on driving that experience.
[00:16:37] And I think those are, that's so important.
[00:16:40] And we talked about it earlier,
[00:16:42] that top-down focus and buy-in and just very open.
[00:16:48] Here's what I think is important
[00:16:50] as a leadership team experiences one of those things
[00:16:53] and we wanna give it the support it needs
[00:16:56] to drive it forward.
[00:16:59] Yeah, I just think it's so important
[00:17:02] and I've encouraged people to get to know the other people
[00:17:08] in other departments regardless of what your role is.
[00:17:12] Not only might you be interested in making a change
[00:17:16] but also thinking about what you do differently.
[00:17:21] In looking at it in the lens of,
[00:17:25] in this case marketing but finance or in sales
[00:17:28] or whatever the case might be,
[00:17:30] how should I be looking at my job
[00:17:32] and what I do from a different perspective?
[00:17:36] Well, I think for, I saw the industry we're in
[00:17:41] as an HCM provider, it's only goodness
[00:17:44] for marketing to work closely with that team
[00:17:46] to understand their challenges,
[00:17:48] to understand all the different competing things
[00:17:50] that they have going on and what's pulling on them
[00:17:53] because it helps us be better
[00:17:55] when we're talking to our customers and our prospects.
[00:17:57] So there's added benefit to us working closely
[00:18:00] with HR certainly.
[00:18:03] Is there anything that you guys are doing
[00:18:05] as an organization that promotes this connection,
[00:18:10] whether it's through the tool
[00:18:12] in the way that people take advantage of the HR capabilities?
[00:18:17] Is there anything there?
[00:18:17] I hadn't really thought to ask you that question before
[00:18:20] but it was something that just kind of popped up.
[00:18:23] And well, I think just in general
[00:18:26] that there are things inside of our application
[00:18:29] that help communicate, right?
[00:18:31] Everyone's using share and perform their ways
[00:18:34] to congratulate and talk, give kudos to people.
[00:18:38] And so we use the I-Solve People Cloud Platform
[00:18:42] every day in the business,
[00:18:43] whether it is performance management,
[00:18:45] whether it's helping us with communications.
[00:18:48] And that for us is very important to have as a backbone.
[00:18:52] And then just in general working together closely with HR
[00:18:56] to be very open about what we're trying to do
[00:18:59] from an experienced perspective,
[00:19:01] mapping out the employee journey, understanding it
[00:19:05] and then targeting really every stage.
[00:19:08] What can we do to make that better for our employees?
[00:19:12] How do we onboard them through career development?
[00:19:17] Even when you think about it,
[00:19:18] alumni can be really important as well.
[00:19:22] Of course, yeah.
[00:19:25] Well, and I'm just thinking about the people
[00:19:27] that we have around our product development,
[00:19:31] for example, how interesting it would be
[00:19:35] to have marketing people
[00:19:36] that are part of product development, right?
[00:19:39] And how are you seeing us take advantage
[00:19:43] of or use these capabilities, right?
[00:19:45] And I'm sure that exists, but it's an interesting lens.
[00:19:50] Well, Nathan, kind of like the intersection
[00:19:52] you mentioned product, I mean, our HR team
[00:19:55] that they're the first beta customer,
[00:19:57] they're testing every solution
[00:19:59] and they're getting their eyes on it
[00:20:02] and giving feedback early on,
[00:20:04] which again is just a really nice way
[00:20:07] to cross-pollinate what's happening with the product,
[00:20:10] what the HR teams need,
[00:20:11] because they're who we want to sell to,
[00:20:13] they're who we're talking to,
[00:20:14] we're building for them to drive value for them.
[00:20:17] Yeah.
[00:20:18] So taking a little bit different turn on this,
[00:20:21] what are you seeing in terms of AI?
[00:20:25] I always like to ask about
[00:20:27] what's the intersection of AI with respect to this
[00:20:30] and how do you see that helping or hurting this area?
[00:20:35] I'm one of those who believes it's helpful.
[00:20:38] I'll say that.
[00:20:39] And for me, I think AI has a lot of potential here.
[00:20:43] And the one thing I've heard over and over
[00:20:46] whether it was at our Connect conference
[00:20:48] or hearing from customers, our own HR team,
[00:20:52] they're strapped for time.
[00:20:54] And they're spending some,
[00:20:55] I think one of the studies we did,
[00:20:57] 50% or more of their time of day
[00:20:59] is administrative answering questions, things like that,
[00:21:02] is one of those things that I think can come into
[00:21:05] an HR organization and really help streamline,
[00:21:10] help like how do you,
[00:21:11] like I think about our conversational virtual assistant,
[00:21:14] like how do we help them get questions answered
[00:21:18] and employees self-serve is a really great thing.
[00:21:21] So AI plays a role,
[00:21:23] how do you make it easier to write job descriptions?
[00:21:25] How do, you know, we're using AI for that.
[00:21:28] And so I see AI coming in
[00:21:30] and being able to help automate and improve processes,
[00:21:34] remove some of them, been a straight up burden for HR.
[00:21:37] So they do have time to dedicate
[00:21:39] to things like employee experience.
[00:21:42] Yeah.
[00:21:43] At the same time,
[00:21:44] I noticed it was one of the top challenges
[00:21:48] at top the list of insecurity concerns,
[00:21:51] job insecurity for people.
[00:21:53] And so it's weighing on people from multiple perspectives, right?
[00:21:56] Oh, I wanted, I need it's gonna help me do my job
[00:22:00] faster or better.
[00:22:01] On the flip side, is it gonna replace me?
[00:22:04] I think, yeah, I think there is that.
[00:22:06] Is it gonna replace me?
[00:22:08] There's still, when people do develop AI
[00:22:11] or they doing it ethically and responsibly,
[00:22:13] do you have transparency with respect
[00:22:15] to how it's making decisions
[00:22:16] or being used inside the solution?
[00:22:20] I think all of that is really important.
[00:22:22] And I think that buyers should ask those questions, right?
[00:22:25] And get those answers.
[00:22:27] I think there's always fear of the unknown
[00:22:29] and AI still has a bit of a mystique to it.
[00:22:32] But I think there's so much positive to gain
[00:22:35] when used in the right way,
[00:22:36] when developed the right way responsibly
[00:22:39] that I think it only,
[00:22:41] it will be very positive.
[00:22:44] I think the impact that it has.
[00:22:46] Yeah.
[00:22:47] It's coming fast and furious.
[00:22:48] But to your point, back to the conversation
[00:22:52] about what's the top way to improve culture
[00:22:55] is improve communications.
[00:22:57] How do we improve communications
[00:22:59] around what we're doing with AI
[00:23:02] and how it's gonna impact our business
[00:23:04] and how it can help us grow versus detract?
[00:23:09] Yeah, absolutely.
[00:23:11] Yeah.
[00:23:12] One of the things I always like to ask is
[00:23:14] what is one thing that listeners could do today
[00:23:19] to sort of strengthen the relationship
[00:23:21] and alignment with marketing
[00:23:23] or just to help work on their employee experience?
[00:23:29] I think it's such a big area, right?
[00:23:30] There's so many things to do.
[00:23:32] I think it's important for people that just exactly,
[00:23:36] it's that one thing, right?
[00:23:38] Is there just a simple change
[00:23:39] I could make that would have a big impact?
[00:23:41] Is there...
[00:23:42] Just something that,
[00:23:45] I like to give people something tangible
[00:23:47] and we've talked about a lot of different things today
[00:23:50] but it could be something just simple, right?
[00:23:53] Like tomorrow,
[00:23:55] I'm gonna put a meeting on the calendar
[00:23:57] to go talk to somebody in marketing, for example,
[00:24:01] or something to just start to
[00:24:05] start to step outside their comfort zone,
[00:24:07] make some connection, do something
[00:24:09] that might help broaden their horizon.
[00:24:14] Yeah, I think a fairly easy thing to do
[00:24:17] would be just to get a pulse on your own experience.
[00:24:20] So how are employees feeling about it?
[00:24:24] A simple survey, a focus group to understand.
[00:24:28] We talked about a lot of stats
[00:24:30] that don't sound great about burnout
[00:24:32] or people looking for new jobs
[00:24:34] and getting a pulse on that inside your organization
[00:24:37] I think is a great place to start.
[00:24:39] So you're not going out blindly
[00:24:41] to improve employer experience
[00:24:43] or you're gonna get some tangible stuff
[00:24:46] from speaking with employees
[00:24:47] or hearing from them that you can act on.
[00:24:49] And it might be new technology
[00:24:52] as I saw them gonna be biased and say
[00:24:55] technology could probably help you out
[00:24:57] but there are simple like,
[00:24:58] are there things that you could just simply automate
[00:25:00] or there's some pieces of things
[00:25:02] that maybe you don't need to be doing
[00:25:04] that people don't find valuable?
[00:25:05] I think that's the place to start.
[00:25:08] No, that's great.
[00:25:09] I know it's people listen to a lot of these podcasts
[00:25:12] and they're great and you get a lot of new ideas
[00:25:15] but it's always nice to say,
[00:25:17] okay, I'm gonna create this tab.
[00:25:19] I'm gonna go do this.
[00:25:20] Like this is something I'm gonna do.
[00:25:22] It's gonna start me on my journey.
[00:25:25] So yeah.
[00:25:26] So where can people find your,
[00:25:28] I know you've got a couple different reports out
[00:25:30] like the HR trends report that just came out
[00:25:33] and then they employee experience report.
[00:25:36] Can they find that on your website?
[00:25:38] Absolutely.
[00:25:39] I solved hcm.com, the website.
[00:25:42] I think a couple of those reports we talked about
[00:25:44] are right there on the homepage.
[00:25:46] They're all available on the website.
[00:25:48] People can download them
[00:25:49] and kind of take from it what they want.
[00:25:52] It could all,
[00:25:52] they could also be a great basis
[00:25:54] for if they wanted to survey their own employees
[00:25:56] or some great questions that we asked in there
[00:25:58] that they could take and run with.
[00:26:00] Yeah, that's what I was thinking.
[00:26:01] There were some really,
[00:26:02] it was a very nice well put together
[00:26:05] couple of surveys that was,
[00:26:06] I thought was very useful and people could see,
[00:26:08] hey, is it, what is it that people are looking for here?
[00:26:11] Is it fulfillment?
[00:26:13] Is it a better work environment?
[00:26:15] Is it better communications?
[00:26:17] Right, better comp.
[00:26:20] Absolutely.
[00:26:20] That's always one of the top ones, right?
[00:26:25] Well, this has been great, Celia.
[00:26:26] I really appreciate you joining me today.
[00:26:28] It's been a great conversation
[00:26:30] and I wanna thank you for coming on the show.
[00:26:33] I'd also like to thank our producers,
[00:26:35] brand method media group and our marketing team.
[00:26:39] And thank you for tuning in.
[00:26:41] That is all the time we have today
[00:26:43] for this episode of HR.
[00:26:45] We have a problem.
[00:26:46] If you enjoyed this episode,
[00:26:48] you can subscribe to it on your favorite podcast app
[00:26:50] and leave a review.
[00:26:52] We'd love to know what you think
[00:26:53] or we'd love to know if there's some topics
[00:26:55] that you might wanna hear about.
[00:26:57] And you can also drop us a line
[00:26:58] or schedule a chat on the website.
[00:27:01] And we will be back in two weeks
[00:27:02] with another episode of HR.
[00:27:05] We have a problem.
[00:27:06] Thanks everybody.
[00:27:07] Thanks, Jerry.
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