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#083 A Culture of Listening and Engaging with Gianna Driver

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Контент предоставлен Wendy Brand. Весь контент подкастов, включая эпизоды, графику и описания подкастов, загружается и предоставляется непосредственно компанией Wendy Brand или ее партнером по платформе подкастов. Если вы считаете, что кто-то использует вашу работу, защищенную авторским правом, без вашего разрешения, вы можете выполнить процедуру, описанную здесь https://ru.player.fm/legal.

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This week’s podcast is episode 2 of 4, recorded at CultureCon in November. You may hear some of the background noise as we were seated right outside the conference hall at the Planet Hollywood Hotel in Las Vegas and there was an event setting up behind us.

My guest is Gianna Driver. Gianna has nearly two decades of experience as a human-centric people leader passionate about the intersection of culture and performance. Gianna has been the Chief People Officer of Lattice, which is a People Platform where over 5,000 of the world’s most strategic HR teams run their performance, engagement, career development, goals, compensation strategies, and people operations. She also served as the Chief Human Resources Officer at Exabeam, a global cybersecurity company, managing the strategy and processes related to building, investing in, and retaining talent.

Gianna is a recognized HR industry speaker and is frequently quoted in the media, including publications such as Fortune, Forbes, US News and World Report, Insider, and The Wall Street Journal.

Here are a few of my top takeaways:

1. Staying interviews are where you interview long-tenured employees who are generally high-performing to understand what keeps them at the organization.

2. When people truly feel connected to the company and its culture they stay.

3. Engagement surveys, smaller focused groups in person or on Zoom, and partnering with ERGs can be a great way to listen and receive feedback from employees.

4. It’s important to follow up on annual engagement surveys. You should circle back and repeat back what you heard, introduce an action plan, and then follow up in a quarter or two to share progress.

5. Change is the only constant. Lean into humanity and culture. Culture is not static. Culture should be shifting and evolving.

6. Seek out the culture ambassadors, those that have the heart and soul of the company. And, create a mechanism for hearing from these ambassadors.

____________________________
With 25+ years of leadership experience, spanning multiple roles across corporations and non-profits, I have gained a wealth of experience in understanding what makes organizations successful.
CONNECT WITH ME
Website: CultureCoachWendy.com
LinkedIn: Linkedin.com/in/wendybrand/
Instram: Instagram.com/culturecoachwendy
YouTube: YouTube.com/@CultureCoachWendy
The CultureCoach Podcast Page: CultureCoachWendy.com/podcasts/

  continue reading

86 эпизодов

Artwork
iconПоделиться
 
Manage episode 453695332 series 3440800
Контент предоставлен Wendy Brand. Весь контент подкастов, включая эпизоды, графику и описания подкастов, загружается и предоставляется непосредственно компанией Wendy Brand или ее партнером по платформе подкастов. Если вы считаете, что кто-то использует вашу работу, защищенную авторским правом, без вашего разрешения, вы можете выполнить процедуру, описанную здесь https://ru.player.fm/legal.

Send us a text

This week’s podcast is episode 2 of 4, recorded at CultureCon in November. You may hear some of the background noise as we were seated right outside the conference hall at the Planet Hollywood Hotel in Las Vegas and there was an event setting up behind us.

My guest is Gianna Driver. Gianna has nearly two decades of experience as a human-centric people leader passionate about the intersection of culture and performance. Gianna has been the Chief People Officer of Lattice, which is a People Platform where over 5,000 of the world’s most strategic HR teams run their performance, engagement, career development, goals, compensation strategies, and people operations. She also served as the Chief Human Resources Officer at Exabeam, a global cybersecurity company, managing the strategy and processes related to building, investing in, and retaining talent.

Gianna is a recognized HR industry speaker and is frequently quoted in the media, including publications such as Fortune, Forbes, US News and World Report, Insider, and The Wall Street Journal.

Here are a few of my top takeaways:

1. Staying interviews are where you interview long-tenured employees who are generally high-performing to understand what keeps them at the organization.

2. When people truly feel connected to the company and its culture they stay.

3. Engagement surveys, smaller focused groups in person or on Zoom, and partnering with ERGs can be a great way to listen and receive feedback from employees.

4. It’s important to follow up on annual engagement surveys. You should circle back and repeat back what you heard, introduce an action plan, and then follow up in a quarter or two to share progress.

5. Change is the only constant. Lean into humanity and culture. Culture is not static. Culture should be shifting and evolving.

6. Seek out the culture ambassadors, those that have the heart and soul of the company. And, create a mechanism for hearing from these ambassadors.

____________________________
With 25+ years of leadership experience, spanning multiple roles across corporations and non-profits, I have gained a wealth of experience in understanding what makes organizations successful.
CONNECT WITH ME
Website: CultureCoachWendy.com
LinkedIn: Linkedin.com/in/wendybrand/
Instram: Instagram.com/culturecoachwendy
YouTube: YouTube.com/@CultureCoachWendy
The CultureCoach Podcast Page: CultureCoachWendy.com/podcasts/

  continue reading

86 эпизодов

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