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Top Employers Institute: Ask yourself BIG & BOLD Questions · The Business of Alignment - Powered by The E1B2 Collective

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  When I stepped into the world of HR, I set out to do one thing.
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  That's a lie. Two things I said out number one
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  to help build technology, best practices accountability.
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  New ways of thinking, learning and execution that that are all
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  based in putting employees. First, that's something I've
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  always believed in. Putting employees at the center
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  of your strategy so that they can be happy productive engaged.
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  Efficient productive productive said that like three times, but
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  I but I believe I believe that though because I think
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  productivity is something that is very contextual to each and
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  every employee and and what inspires them and drives in.
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  To be productive is very different for every employee,
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  right? So that was the first thing that
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  set out to do. The second thing I set out to do
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  is to hold a mirror to myself to other HR leaders to an
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  organization I pulled that off with Beyond brand.
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  I'm pulling that off with my decision to join top employers.
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  Something I believe in and when I say hold a mirror, I mean in a
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  personal life, going to therapy and having that therapist, you
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  know, put a mirror up to your face and say this is who you are
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  Anthony. This is what you're dealing
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  with. This is what you're experiencing
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  and I need you to kind of sit in that pocket of good, bad
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  indifferent, whatever. It's going to be.
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  And I think my goal, my second goal was to set out to help
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  organizations do just that Because when we're building a
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  company, whether you're a high-growth startup that has 100
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  million in funding and you're just running and running and
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  running or whether you are a 45-year organization that has
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  15,000 employees globally and everything else in between.
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  There is very seldom moments where you take a second and take
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  a beat and you pause and you analyze and you hold yourself
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  accountable. Very seldom.
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  Do we do that very seldom? Do we reflect on our best
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  practices for seldom? Do we reflect on what we have?
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  And what we do not have very seldom, do we look at the fellow
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  companies that is around us that we know for a fact are still in
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  the town that we want to have in our organization.
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  Organizations that are next to us.
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  That we know for a fact are capitalizing on the market?
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  Very seldom. Do we ask ourselves?
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  How do we compare against them? Very seldom.
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  Do we do that now? I think there's many factors of
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  that and we're not going to get into the psychology of why I
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  believe that happens. But I know for a fact that
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  happens to because I've been that person myself, I've been in
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  head of people, heads down, trying to work.
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  I've been a CEO heads down, trying to work, and at times,
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  I've had to force myself to say, Anthony, take a beat for a
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  minute, look at what you're doing.
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  Make sure what you're doing is the best they can possibly be.
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  Leaf. It's the roadmap of what we have
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  is a goal as an organization. And if that goal this year as
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  adjusted does, the best practices that we've been
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  putting in place, over the last 18 months, are they conducive,
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  are they contextual, are they impactful?
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  Or they going to inspire and engage and drive that that goal
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  that we have forward or is it going in a different direction
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  of that goal? And so I think what's most
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  exciting about top employers is as it pertains to Performance
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  and learning and career. Mint and engagement and
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  well-being and rewards and recognition.
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  The questions that we are asking here.
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  Top employees is something that I know for a fact, every single
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  head of people needs to ask themselves today, every single
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  team of a charred individuals, and Executives need to ask
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  themselves today whether your rewards and benefits and total
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  comp or whether you're in the recruiting side, whether you're
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  ahead of people, whether you're a generalist, I don't care what
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  it is. You're doing, you need to ask
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  yourself that question. So let me give you a few The
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  question that I think you should be asking yourselves as a
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  pertains to Learning and Development.
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  Do we offer programs that are always in Freely available that
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  encourage continuous learning within our organization?
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  and then, as a caveat on that, are the leaders that we have in
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  place supportive of those learning moments there to
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  provide additional context. They are to set up processes to
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  add on top of the learning in the moments that are contextual
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  to The Learning and Development moments, do each and every
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  employee within this company, do they feel safe comfortable?
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  Do they feel like the programs have built?
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  Have been built to contextually around how they learn how they
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  ingest information, how they want to be developed.
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  Have we even taken a be to ask our people.
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  Hey, our Learning and Development programs over there.
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  Do you like them? Are they really helping you
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  learn? Are they really helping you do
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  your job better does that sales training actually help you
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  understand the product better? Did that that meeting that we
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  had over there for 90 minutes around?
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  How we're shifting our entire product over the next 18 months
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  and how we laid out the roadmap. Did you really get that?
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  Do you know how your role is going to change?
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  How often do we ever ask our people these questions?
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  Another question to ask is, do we measure the do we measure our
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  employees knowledge and capabilities pre, and post and
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  assessment pre and post our Learning and Development moment.
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  Do we actually do that? Or we give an assessment to say
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  here's what you know now or don't know.
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  You go through your two weeks, three weeks, four weeks of
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  Learning and Development, and here's, Richard don't know, or
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  don't know. And looking at that delineation.
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  From a career perspective or a managers you know, creating
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  objectives that include kpis that are related to Career
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  Development that are created to the related to supporting team
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  members around their growth. Do we have internal digital
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  career mapping career mapping marketplaces where we're
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  bringing together, you know, different individuals in the
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  company that have a desire to tap into different experiences
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  to learn and navigate new new new opportunities so they can
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  develop their careers so they can do more for their families.
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  So they can Make themselves feel better, but also impact the
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  company in the bottom line. Do we support mobility and
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  career development for our employees and their?
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  So what does that tangibly look like?
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  These are questions that I know for a fact, every single
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  company, every single leader, listening, we all know, we all
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  can admit. We should be asking these
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  questions more often and we're just simply not and so, I hope
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  this episode very briefly Inspires you to do that.
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  I hope this episode inspires you to take another look at a
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  company like talking points because that's that.
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  These are the questions that were deciding to ask.
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  We want you to take a moment and don't be afraid of these
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  questions. Lean into these questions.
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  Lean into a third-party lean into another person.
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  Holding a mirror up to your face.
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  I've been through a lot, my life personally, and the best moments
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  of always been the moments. We are things really look tough.
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  I've made a series of mistakes that have put me in a really
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  difficult situation and the best moments where I'm able to shift,
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  it shift that moment and turn it into a positive.
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  Have been the moment where I look myself in the mirror and I
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  say this is who you are, this is what you're doing, right?
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  This is what you're doing wrong and here's how you have to
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  change. When you're able to do that, we
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  were able to ask yourself, honest, deep impactful authentic
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  questions. Only then can you change only
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  then, can you grow? And if our goals, as an
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  organization, is to have top level employees?
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  For our goal is an organization to really Drive impactful
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  situations home for our goal. As an organization is to recruit
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  the best talent. If our goal as an organization,
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  is to roll out the best product rollout, the best Services move
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  as fast as we can, to be able to, to A larger market gaps in
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  white spaces. If our goal is to drive a more
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  contextual and nuanced and impactful and financially, you
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  know, driven bottom line. If our goal is to just
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  completely dominate. Look at that is the goal of
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  anyone listening to like if you have an athletic background if
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  you super competitive, if that is anyone's goal, then ask
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  yourself questions like this will be incredibly important.
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  It's common sense and makes the most sense.
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  So I don't know, maybe I'm crazy.
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  I've been told that. I don't think I am, though.
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  Maybe my wife would disagree, but I really believe that going
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  through top employers or if you don't even want to do that, just
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  asking yourself those questions. Personally can do yourself a lot
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  of good. So, as always just a few
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  thoughts, just a few perspectives would definitely
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  talk soon. So, as always just a few
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  thoughts, just a few perspectives would definitely
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  talk soon.