Latest / The Business of Alignment - Powered by The E1B2 Collective / How Top Employers Institute can help HR Teams

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How Top Employers Institute can help HR Teams · The Business of Alignment - Powered by The E1B2 Collective

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  Let's talk for a minute. Let's talk about one of the
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  greatest companies in the face of the Earth.
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  And I mean, that I'll debate that with anyone.
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  Let's talk about talking, floors Institute and let's talk about
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  it from the lens of what I'm seeing in the world of work
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  today and how 20:23 people strategy is significantly
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  different than 2022. This is a drastic change right
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  now because the world is changing number one.
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  Like that's just objectively true, right?
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  The world is changing. The world's maneuvering.
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  The world is shifting from a economic perspective.
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  Economic perspective is changing from like the core behaviors
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  that are driving in the core ideals and the core perspectives
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  that are driving America's youth.
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  Today, professionals today world of work today, it's changing the
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  priorities of individuals are different today.
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  When the backs of on the back of covid-19, and from that moment
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  that mean those are there are many that are that are, that are
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  really hyper focus on their health because they maybe have
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  been significantly impaired and affected.
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  I know my wife and I have been this entire time, you know, I
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  have a significant call from the significant and I want to be
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  disgusting on this podcast, but I'll do it anyway.
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  A bit of phlegm that just consistently builds up in my
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  chest and I'm never had that in my career, or my life period as
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  an adult. A child.
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  And at no point my wife, unfortunately he spent multiple
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  weeks in the hospital, you know? And we've talked about this
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  publicly as had prior, you know, I have problems with with hair
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  and things of that nature, you know, and losing it and being
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  able to keep it the way she wants and being comfortable in
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  our own skin. And so there's been real side
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  effects and we have other people that we've heard that I've had
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  long covid and so many other factors and so I think coming
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  out of that People are worried about their health as well, in a
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  different way and organizations are having to react to that.
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  So, and then obviously, with the biggest elephant in the room,
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  which is, are we in a recession? Are we not in a recession?
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  Are we having financial problems or companies just using this as
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  an excuse to offload, whatever the reason is we're in a very
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  weird time financially as well. So having said all that, here's
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  a few thoughts. That that I think that I know
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  not, I think relate to talking floors Institute, how to call it
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  a damn with a potential partner. We were on the phone and we were
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  breaking down. Why we believe top employers
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  could be a great fit for for their company today and
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  throughout the call. You know, for me, anytime deals
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  are conducted any time any time I'm talking about the word of
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  work, I'm not going to position. Mission, my solution, my
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  product, my idea, my advice. I'm not going to do anything for
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  you. If I genuinely.
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  Don't number one, understand the full context of the situation
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  and the number two, if I genuinely, genuinely believe
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  what I have can solve your problem.
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  If I don't think I can solve your problem, I'll do two
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  things, I'll research how to solve your problem and give you
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  some introductions, if I and then like, create those
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  introductions out of thin air or I'll, I'll have those
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  introductions and or relationships already.
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  Am I Personal, you know, Rolodex if you will and Pipeline and
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  I'll offer them to you, just to help because I care so much
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  about this HR and people operations, and world of work
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  employee experience, d&i all the things you love.
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  I care about this space. So much this space is given to
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  me and my family professionally. This place more, most
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  importantly saved my career. I think, I think if I didn't
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  make the mistake I made early on, I wouldn't have this career.
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  So I want attention. Here's the punch line, here's
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  the punch line. I believe that companies today
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  should go through significant cleaning of the house if you
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  will the call had the call that I had today.
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  It was a 50-50 called meaning 50% of the individual near the
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  line and I did as well. Could see how this could
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  actually help. They have a large initiative in
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  a row map where they're literally over the next three
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  years. Are unpacking the entire
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  business end to end from the moment.
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  Someone even thinks or hears or sees about the company all the
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  way to the very end when the person is exiting it is because
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  whether they want to or the being terminated, whatever the
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  case is going to be that whole experience of working in the
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  side of the company, they're recruiting element of the
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  internal comms element of it. The the Tuna tees and the
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  promotion elements of it, the experience, the D, and
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  everything. You can think of everything,
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  everything you can think of All of the core six, pillars of type
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  of everything you can think of. And so we could see how going
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  inside of a company utilizing top employers framework and
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  principles that have been researched and tested and
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  proven. An unpacking, the HR, the HR
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  Group inside of your company piece by piece, unpacking it
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  fully and generally understanding.
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  Which areas are we doing? Well, I'm a big fan of not
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  breaking, not not fixing something, if it's not broken.
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  I'm a big fan of that. I'm the guy I'm the professional
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  is going to hyper focus on positive but I'm also the guy
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  that's also going to her neck. I'll recognize weaknesses you
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  can do it, you can do it in two ways.
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  In my opinion, my opinion, as a human being, and as a
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  professional in the workplace. Let's go with the let's go with
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  the good. You can, you can lean into it.
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  You can lean into your strengths and literally just design your
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  life, your business. Your priorities as a company
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  around your strengths or you can try to fix some of the
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  weaknesses and strengths in them or give them to at least a solid
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  level. But at least, you know, the
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  data. And so this company is going
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  through a full Rebrand from an HR perspective.
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  Externally and internally. And what they're doing is I said
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  look, you could go through top employers and guess what's going
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  to happen? Now, you're going to generally
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  know and understand about every single piece and use that core
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  data, and that raw data first to launch you That's an amazing
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  moment. You can use that data first to
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  launch you to give you the, give you the feedback that you need.
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  That you desire. That's incredible.
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  Now, I'm not saying they're not being honest with themselves and
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  auditing themselves and understanding themselves, and
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  starting this off on a nice wave.
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  But I believe if you can, you can sit down and generally
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  understand by just unpacking a lot of core principles and
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  having a third party, I'm big on third Parties By the way, as
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  well. I think, I think that's just
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  simple. Science of the human mind.
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  Third parties always attract more my wife and I we talked
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  about therapy actively proactively all the time.
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  Third parties are helpful. So using a third-party to unpack
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  what you're doing from an HR perspective to get you ready for
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  this 2 to 3-year opportunity is going to be massive, I genuinely
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  Believe it or on the flip side, which you generally, okay.
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  You coming you use top Employers in the backend.
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  You've done the hard work independently, you come to you.
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  Stop employees to really give it a nice scrub and then give you a
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  nice big certification award or recognition, for actually being
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  going through the hard work of being a top employer because
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  it's not easy. It's not easy to actually have a
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  great employee experience. It's not easy, having a
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  meaningful and amazing dni strategy and implementation.
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  It's not easy to have seamless fluid, you know, smart.
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  HR technology that's that's that's easy to use as well.
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  It's not easy, it's not easy to have an inclusive culture and to
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  create that, it's not easy. It's not easy, it's not easy to
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  pay people. Well you have to make a lot of
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  money, you have to have a successful financial piece of
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  your business. So the punchline I'm making is I
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  believe companies need to start thinking about frankly, I'll
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  just objectively say it top Employers in a way that it's not
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  just an award, it's not just a seal, it's a real experience.
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  It's a real learning moment and you can put this data to work in
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  ways that will that will provide you dividends 3 to 6 years out.
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  I genuinely believe it, it'll definitely hit your bottom line,
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  it'll definitely hit your Innovation numbers.
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  It'll definitely hit your employees in the satisfaction
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  and I love that they have. It'll definitely hit your
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  productivity numbers. I I can keep going it's a great
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  idea. So this was just my honest
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  thoughts about 20 22 2023, the strategy in which I think is
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  different and what company do companies need to do having to
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  hit the reset button to use top employers to do that and yeah
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  that's always just a few thoughts, just a few
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  perspectives. We will most definitely talk
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  soon. We will most definitely talk
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  soon.