Let's start with what being people first actually means.
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So I want to explore a little bit more about how to become and truly people, first company, and also a little note about most companies who aren't people first, because there's a little bit of shame or embarrassment or be re astrogen putting your head in the sand about it that I don't want you to experience, but that is going to be a little later on. Melissa Anzman (02:19): Particularly when most companies aren't actually people first companies. I can't quite put my finger on when it first started, but I do remember thinking that there was a lot of people first thought in all of these new mission statements and culture statements and values and all those things and at its core, I totally understand why, but I'm a little uncertain how this became part of the vernacular. Now people first is one of those things that sort of spread through the HR community like wild fire beginning about five or 10 years ago. In my inbox, everyone has like an urge, a want, a desire, I should say, to understand how to become a people first culture. And it's one of those things that as I speak around HR conferences are now 11 are around at HR conferences or even those questions that I get through social media. Melissa Anzman (01:16): Something that has really caught fire over the last few years. If you're an HR leader or one on the rise, who's looking to stop spinning your wheels, doing the same tired activities that aren't driving results, or you want to have a career. By focusing on the employee experience, I created the rethink HR podcast to give you actionable step by step strategies to help you make an impact.
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And you'll see how I've been able to crack the code and replicated at companies of all sizes for creating true engagement and doing HR work that matters work that changes the lives of leaders, HR professionals, and employees. And I struggled to move the needle, even after trying everything under the sun, fast forward, past many fail tactics and lessons learned. Melissa Anzman (00:13): An HR practitioner turned CEO of a thriving employee experience company, but it wasn't all that long ago that I worked as an HR business partner, responsible for increasing employee engagement at companies nationwide. Melissa Anzman (00:00): What does people first mean for you for your company, for your employees? How are we treating them? How are we communicating with them? What benefits are we offering? What support do we have? All those things. Consider how you can add more people-first thinking, actions, and communication methods within the department you reside or the group you support.īonus tip inside the episode: you already have invested a lot in people-first activities like total rewards, and you may simply be missing the opportunity of communicating it well. And you don’t need to consider “culture” at the company-level only.
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Even though that’s the “cool” thing, and it’s the type of company most of us want to work at, because hello – we’re all people first, but being honest about the type of company you work at is incredibly important in order to create a real culture.
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Not all companies are meant to be people-first cultures. It starts with deciding what people-first means, if your company actually aligns with being people-first (and what to do if it doesn’t), and how to build into your HR world, employee first thinking and actions. In today’s episode, I share four tips on how to become a people-first culture, even if you’re not sure you’re able to influence your entire company’s culture.
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Welcome to episode 25 of the Rethink HR podcast, brought to you by bettHR.