Employee Management Employee Retention Happiness Optimism Top

Do we give our people H.O.P.E.?


The Annual Great Place to Work ® Conference was held in Dallas, US in April 2015.

Putting together for you, ten take-aways from the conference.

Where do we stand? What distance do we need to cover? 

– It’s Personal, Not “Perk”-onal

“The real core of a Great Place to Work® are the relationships that people have with each other. Google is a great example of this. Virtually every perk they offer is matched by someone else in Silicon Valley. What’s distinctive about Google is the great relationships they have with employees.” – Robert Levering, Co-Founder of Great Place to Work®

– Your employees are an invaluable source of information. Listen to them

“Our nurses could be nurses anywhere. So could all of our other people. So we ask them…we know you love your work. What could we do to make you love it even more?” – Donna Hyland, President & CEO, Children’s Healthcare of Atlanta

– More than enabling “work-life balance,” great workplaces actively support employees as whole people.

“The question is not: ‘How well do we divide our work life and our personal life?’ The question is: ‘How do we stay whole, as people?’…This is something that we need to help solve for our employees, as employers.” – Kevin Cleary, CEO, Clif Bar & Co.

“Being a great place to work is about great people working, not just about being a workplace where we’re great when people show up. Work and life are integrated. They’re not balanced, and it’s a false equivalency to think that they ever really are.” – Danroy Henry Sr., Chief Human Resources Officer, Bright Horizons Family Solutions 

– Be as transparent as possible. – “You have to constantly work to ensure that everyone understands what you understand, and the context for the decisions you’ve made. When people have the context for the decisions you’ve made, they may not agree with them, but at least they’ll have the information they need to execute against them.” –Dick Costolo, CEO, Twitter

“We communicate the good and the bad. We don’t hold anything back. You can’t ‘spin’ people in an environment of high trust. We share financial information with our staff; they know our strategic plan, and how they fit into it.” – Jim Proppe, Group Managing Partner, Plante Moran 

– Many great workplaces are using HR Analytics to become even better workplaces.

“Analytics are another game changer, to make smarter talent decisions. We do all of this work to understand our customers. What about our employees?” – Jennifer Johnston, Senior Director of #dreamjob Marketing, Communications and Events,

“SAS uses data in everything we do. Workforce analytics helps us better understand our people – from hiring to engaging to building leaders.” – Jenn Mann, Vice President, Human Resources, SAS 

– Inspired products and services come from inspired people. Connect your employees to a sense of purpose at work.

“The pursuit of excellence hinges on how well we inspire our people, on a deeply personal level, to want to deliver excellence.” – David M. Gordon, President, The Cheesecake Factory

“Purpose is not incremental to your company’s core business. It IS your company’s core business. ” – Kevin Cleary, CEO, Clif Bar & Co.

– Leadership commitment to a strong culture is critical to creating a great workplace.

“[I spend] a good one-third of my time or more on internal culture building…. How is it possible not to? Every child, every employer, every family that we serve is affected every day by a human being that works for Bright Horizons. Ultimately, our reputation, our success, turns on every individual experience we have.” – David Lissy, CEO, Bright Horizons Family Solutions 

– Embracing diversity will serve your culture as well as your business.

“With 4,000 diverse people across the globe, I’m not going to have all of the great ideas. They’re going to come from all over the company, and the more diverse that group of 4,000 is, the better selection of ideas you’re going to have.” – Dick Costolo, CEO, Twitter

– A strong company culture is a key strategic differentiator

“Culture is your company’s secret sauce. It’s what makes you YOU.” – Francine Katsoudas, Senior Vice President and Chief Human Resources Officer, Cisco

“I firmly believe the most leverage able asset we have is our culture. It’s our competitive edge. ” – David Lissy, CEO, Bright Horizons Family Solutions 

– People who are building great workplaces are changing the game.

“The Game Changers are the people who change the way things are done, thought about, or made.

You dream the possibilities and run fast into the challenges.

You challenge the status quo.

You take risks for the sake of making something great happen!

You are the optimist in the midst of pessimists.

You are persistent among some who might otherwise be complacent.

You turn transactional into gift-like;

When you’re handed lemons, you make lemonade

Bottom line… You make what seems impossible possible.

But best of all …you give people hope!

You’re the game changers!

Thank you for making a difference in the world!

– Marisa Stoltzfus, Consultant, Great Place to Work®

Let us continue to be Game Changers.

Let us continue to Give our People H.O.P.E.

Let us continue to Make a Difference.

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