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The People Experience Wrapped

PERKS Editorial Team

PERKS Editorial Team

·

March 30, 2022

The Building Culture Podcast - Episode 4.8

Eileen Lee & Evelyn Kwong, "The People Experience Wrapped"

From flexibility and different generations in the workforce to pets and shared purpose at work, Eileen and Evelyn revisit what makes a positive People Experience. 

Thank you once again to the experts who joined us for this season of Building Culture:


You can download the episode here.
 
You can also find us on: 

Show notes:
  • What is the People Experience?
    • Integral to an organization's culture and contributes to culture as a whole. It's the entire employee lifecycle, from interviewing, hiring, and the day they leave.
    • Important because you want people to thrive, and the culture to benefit not just employees, but potential ones.
      • A good People Experience will help you retain your top talent.
    • The 5 measures of company culture work together to create a positive People Experience.
    •  We review the ideas explored in this season
  • Why does HR/People & Culture Department always have negative connotations?
    • Traditionally, HR was done from a compliance standpoint, and has since shifted to prioritize the needs of your people.
      • Your People Experience will include everything from shared purpose to our resources and demographics.
      • If you have a great People Experience, showcase that in your job descriptions, communicating mission/values
  • Finding shared purpose as an organization (Neb Jones)
    • For Evelyn, what was it like joining a startup where she had the ability to help create the mission and values? 
      • Culture shock
      • Valued for contributions as part of a team
      • Individuals nowadays want to understand how they contribute to the mission and values.
    • It's alright if your values shift over time as the organization grows. Everyone should have a stake in the shared purpose.
    • Important for people leaders to include people initiatives in your shared purpose
      • will help you understand your product and market
  • How do you go from establishing a mission and values to living that out in your culture?
    • One example: Offering pet-friendly work environments and accommodations (Kentucky and Derby's episode)
    • Studies show that dogs help reduce stress.
    • Another example: Child care
      • Giving working parents the flexibility to make their own schedules will help them be the most productive selves.
      • We spoke with Julie and Eura from the PERKS team about their experiences as working parents.
      • Culture looks unique for every organization, and the PERKS Marketplace provides support for those different needs.
  • Building Culture met with Ryan Komori to discuss mental health vs. mental fitness.
    • What is the role of HR/People & Culture when it comes to mental health programs?
      • Movement towards adding mental health resources, especially since the pandemic. HR is there to support an organization's people, and we are seeing more creative programs in this arena.
  • Long-term results of a good People Experience. We must stay proactive instead of reactive, and part of this is understanding the needs of the younger generations in the workforce (Melanie Wertzberger). 
    • People Experience begins during the candidate experience - before an employee is hired!
    • How fast are you responding? Are you being transparent?
    • Darren Murph is one of the thought leaders when it comes to future of work. He says fluidity is the new flexibility. 
      • prioritizing productivity over number of hours worked
      • If we can accommodate people's unique needs, that will set our People Experience apart from others.
  • What is the role of HR in the People Experience?
    • Eileen, as resident People person, what’s on your agenda when you think of the People Experience? What are you hearing?
  • When thinking about your People Experience, ask yourself:
    • How am I keeping my people first? 
    • What feedback have I received that I can act upon?
    • What is working and what’s not? How do I course correct?