In this blog post, we will delve into the key takeaways from the episode and explore the art of executive assistance. If you’d like to watch the full interview, click play.

Building Relationships: The Conduit of an Organization

Executive assistants often act as the crucial link between various departments and individuals within an organization. As Renee mentions, EAs have multiple touchpoints with HR, marketing, product, design, customer service, and more. This necessitates building strong relationships with individuals across these departments. By networking, understanding other people’s work, and sharing knowledge, EAs can become the conduit that ensures smooth communication and collaboration within the organization. Their ability to anticipate needs and create serendipitous opportunities helps drive the organization forward.

Asserting Influence: Communication and Vision

For an executive assistant to be effective, Renee says clear and transparent communication is paramount. EAs must ensure that the executive’s vision and directives are clearly communicated to the relevant teams, especially when the executive cannot be present everywhere simultaneously. In this role, EAs often become the executive’s proxy and must assert their professional perspective and insights while advocating for the executive’s agenda. By using various communication modes tailored to different individuals’ preferences, such as email, Slack, meetings, or personalized messages, EAs can ensure that crucial information reaches the right people at the right time.

Nurturing Trust: A Balancing Act

Balancing the advocacy of the executive’s agenda with asserting one’s own professional perspective can be a delicate task. In the conversation, Renee highlights the importance of building trust with the executive and their high-value contacts. When an executive trusts their EA, they are more likely to share high-level strategic information and involve the EA in decision-making processes. EAs must continuously demonstrate their reliability, empathy, and ability to understand the executive’s mindset. By stepping into their shoes, anticipating their needs, and aligning their strategies with the executive’s goals, EAs can become invaluable partners.

Challenging Situations: Empathy and Strategy

The interview also touches on challenging situations that EAs may encounter, one being a corporate reorganization and downsizing scenario. In such situations, Renee says the EA must approach communication with utmost care and sensitivity. They become the bridge between management decisions and the emotions of the affected employees. EAs must step into the shoes of both the executive and those impacted, crafting messages that convey empathy and understanding. This requires strategic thinking, considering how messages will be received and perceived by different individuals. By exercising their empathy and understanding, EAs can effectively manage difficult situations and maintain trust with all stakeholders.

Takeaways from This Episode

The role of an executive assistant goes beyond administrative tasks; it encompasses relationship-building, clear communication, and strategic influence. By acting as the conduit between departments, EAs become integral to an organization’s success. They amplify the executive’s influence, ensure clear communication of directives, and assert their own insights to support the larger goals of the organization. Nurturing relationships, especially with other EAs, creates a network that fosters knowledge sharing and professional growth. Ultimately, a skilled and empathetic executive assistant increases efficiency, enhances collaboration, and contributes significantly to creating a more human workplace experience.

If you want to learn more about executive assistance or have specific questions for Renee Viens, the guest in “Getting Personal with Compt,” you can connect with her on LinkedIn. Reach out to Renee to expand your network, seek advice, or explore her coaching and mentoring services.

Stay tuned for more insights and interviews on “Getting Personal with Compt.” If you would like to be a guest on the show, please email the host, Lauren Schneider: lauren@compt.io.

The post The Art of Executive Assistance: Nurturing Relationships and Amplifying Influence appeared first on COMPT.

Pre-order the book now! Available September 26th, 2023.

Watch the full episode now:

Defining the Retention Revolution

Erica begins by explaining the concept behind “The Retention Revolution.” She describes it as a significant shift in how we approach work, particularly in the context of today’s diverse workforce and changing expectations. The traditional model of employees staying with one company for their entire careers is becoming a thing of the past. Instead, people are creating “portfolio careers” and seeking different experiences.

The key to the retention revolution, according to Erica, lies in being intentional about the entire employee journey. From onboarding to offboarding, organizations should focus on creating a positive and fulfilling experience for their employees. This approach not only benefits the employees but also yields bottom-line advantages, especially when it comes to retaining top talent.

Changing Perceptions About Career Longevity

Erica emphasizes that, in today’s world, it’s essential to acknowledge that employees may not stay with one company for their entire careers. Rather than viewing this as a negative, organizations should embrace it and focus on creating a virtuous cycle of engagement and development while employees are present. By doing so, even if an employee eventually leaves, they may stay longer than they initially intended, resulting in tangible benefits for the organization.

The Role of Middle Managers

Middle managers are highlighted as central figures in “The Retention Revolution.” Erica points out that people often leave companies because of their managers, not the organizations themselves. Elevating the role of middle managers and providing them with recognition and training is crucial for retaining employees. Middle managers are the linchpins connecting leadership with frontline employees, making their role pivotal in shaping the employee experience.

Challenges in the Ever-Changing Talent Marketplace

In a rapidly evolving talent marketplace, it can be challenging to keep up with the changes. Erica acknowledges the difficulty in predicting the future and the constant shifts in the job market. However, she believes that the principles outlined in her book, such as creating a more human workplace, developing employees, and focusing on flexibility, remain relevant regardless of economic fluctuations. Organizations that prioritize these aspects will thrive in any environment.

Erica’s Favorite Learning

Erica shares a powerful learning experience from her journey of writing “The Retention Revolution.” She highlights the importance of genuinely asking, “How are you really, really doing?” in team meetings or one-on-one conversations. This simple question, when asked with sincerity, can open doors to meaningful conversations and foster connection, especially in a post-pandemic world where employees may be struggling with loneliness and isolation.

Who Should Read “The Retention Revolution”?

Erica’s book is not limited to a specific audience; rather, it offers valuable insights for anyone involved in managing teams or projects. Whether you’re a leader, manager, or individual contributor, there’s something in the book for everyone. It provides a guide for leaders to implement positive changes and offers individuals seeking new opportunities a checklist to assess potential employers.

Where to Find “The Retention Revolution”

“The Retention Revolution” is available for pre-order and will be officially released on September 26th. You can purchase it from various retailers or find more information on Erica Keswin’s website, www.ericakeswin.com. Additionally, those who pre-order the book can attend a special webinar hosted by Erica, where she delves deeper into the topic of elevating managers.

“The Retention Revolution” offers a timely and insightful perspective on how organizations can navigate the evolving workforce landscape while retaining their valuable talent. Erica Keswin’s passion for creating a more human workplace shines through in her conversation, making it a must-read for anyone interested in the future of work and employee experience. As the world of work continues to transform, “The Retention Revolution” provides a roadmap for success in retaining top talent and fostering a workplace that thrives in any economic climate.

The post Navigating the Retention Revolution: Insights from Erica Keswin’s Latest Book appeared first on COMPT.

In this insightful interview, Dani sheds light on the multifaceted nature of inclusive hiring. By understanding the nuances and challenges, organizations can embrace change incrementally and create a more equitable and welcoming environment for candidates and employees alike.

Watch the full episode here: https://youtube.com/live/E_jkbXcBi2g

Understanding Inclusive Hiring: More Than Diversity Recruitment

Dani highlights the distinction between diversity recruitment and inclusive hiring. While diversity recruitment focuses on increasing representation, inclusive hiring encompasses a broader approach. It aims to create an entire process that is welcoming, equitable, and accessible. This shift goes beyond hiring diverse talent and delves into reshaping the entire candidate experience.

The Benefits of Inclusive Hiring for Organizations and Candidates

When asked about the impact of inclusive hiring, Dani stresses its significance for both organizations and candidates. Inclusive hiring positively influences the candidate experience, talent retention, and attraction. However, Dani emphasizes that the focus should extend beyond increasing diversity to ensure the entire process supports an inclusive environment.

Navigating the Challenges of Embracing Inclusive Hiring

One of the primary challenges organizations face in implementing inclusive hiring practices is obtaining buy-in from business leaders. Dani points out that while there was a surge of interest in diversity and inclusion in recent years, some organizations have started to reduce their investments in this area. This shift necessitates a balanced approach to continue driving progress.

Tangible Steps Towards Inclusive Hiring

Dani provides practical advice on how organizations can make strides toward inclusive hiring:

1. Review and Identify Biases: Pause to examine existing processes and identify biases that may be unintentionally embedded. Progress requires acknowledging and addressing these biases.
2. Tailor Communications: Overhaul job descriptions and communication methods to make them more inclusive. This step can be particularly impactful in attracting a diverse range of candidates.
3. Train Interviewers: Provide training to interviewers and hiring managers to ensure they are equipped with awareness and skills to conduct inclusive interviews.
4. Prioritize Accessibility: Offer reasonable accommodations to candidates with disabilities and implement inclusive interview settings, such as providing neutral virtual backgrounds.
5. Challenge Assumptions: Encourage interviewers to focus on candidates’ skills rather than relying on assumptions based on non-job-related attributes.

Measuring Progress Through Data and Adaptation

Dani underscores the importance of data in measuring progress. Implementing changes, such as crafting inclusive job descriptions, can yield quick results in terms of increased applications and diversified candidate demographics. By tracking candidates’ progress through the hiring process, organizations can pinpoint areas that need improvement and continually refine their approach.

A Glimpse into Success: Case Study

Dani shares an example of a recent success story involving a global company that revamped its communication methods to candidates. By adopting inclusive language from job descriptions to performance reviews, the company saw short-term improvements in attracting diverse candidates. While the long-term results are still being assessed, the initial positive impact is evident.

Hear the story here.

The Path Forward: Embrace Progress Over Perfection

Despite budget constraints and shifting priorities, Dani encourages organizations to focus on gradual progress. Rather than waiting for the perfect solution, they should strive to incorporate inclusive practices in various aspects of their operations. Over time, these collective efforts can contribute to a more inclusive workplace.

Stay Connected with Danny Herrera

To connect with Dani and learn more about her insights, expertise, and ongoing projects, you can find her on LinkedIn (Daniela G. Herrera) or visit her link tree at “DEI by Dani.”

The post Unveiling Inclusive Hiring Strategies with DEI Expert Dani Herrera appeared first on COMPT.

Compt’s Head of Communications, Lauren Schneider, had the opportunity to sit down with Peter Rahbar, an employment attorney and founder of The Rahbar Group, on our show “Getting Personal with Compt.” Our enlightening discussion revolved around the evolution of the workplace and how hospitality consultants could be game-changers in this landscape.

Watch the full episode now:

The Changing Face of the Workplace

The traditional mindset has long been that employees show up, do their jobs, and the company dictates the terms. But as Peter pointed out, there’s a transformation underway. With remote work proving its efficiency, getting employees back into physical offices has become a challenge.

Peter observed that there’s an evident shift in the perspective of how we view office spaces post-pandemic. Rather than merely viewing employees as workers filling seats, forward-thinking employers are seeing them more as clients or guests who deserve a fulfilling and memorable experience.

Hospitality in the Workplace

Why are hospitality consultants now playing a pivotal role in reimagining the office setting? The answer is simple: Experience. Many employees are asking, “Why should I come to the office when I can accomplish the same tasks at home?”

The response employers need to formulate is not just about tangible perks but about creating an overall experience that entices employees to the office.

Just as luxury hotels make guests feel special, offices should aim to do the same. From personalized greetings and comfortable settings to thoughtful amenities, the office experience should evoke feelings of appreciation, inclusivity, and value.

Key Takeaways from Our Discussion

1. Employees are Assets: This isn’t just a saying. Treating employees as valuable assets means understanding their needs, acknowledging their contributions, and constantly seeking ways to enhance their workplace experience.
2. Continuous Communication is Essential: No matter what changes you implement, the process and reasoning should be communicated transparently. This helps in building trust and ensures that initiatives aren’t viewed as mere superficial gestures.
3. Seek Feedback: The goal isn’t to create a static experience but to evolve continuously. Regular feedback from employees helps in fine-tuning the workplace environment.
4. Embrace Change: The pandemic has shown us that the only constant is change. Flexibility and adaptability are crucial as both employers and employees navigate the new normal.

The Bottom Line

In our rapidly changing world, businesses need to adapt to survive and thrive. The workplace is no exception. By blending principles of hospitality with employment strategies, companies can create enriching environments where employees not only want to work but thrive.

To delve deeper into our discussion and gain more insights, you can watch the full interview on “Getting Personal with Compt.”

And if you’re passionate about enhancing the workplace experience, we’re always looking for engaging guests. Reach out to lauren@compt.io.

The post Merging Hospitality and Office Culture: Reimagining the Modern Workplace Experience appeared first on COMPT.

Stephanie’s Background and Expertise

Before diving into the nitty-gritty of hiring, Lauren and Stephanie set the stage by exploring Stephanie’s background and expertise. Stephanie is the driving force behind BrightLink Talent, a recruiting agency specializing in high-growth technology companies and startups. Her agency aids businesses in filling key roles, such as sales, marketing, and operations. In addition to her recruiting work, Stephanie operates BrightLink Rising, a career coaching and job strategy business dedicated to helping individuals “rise from the ashes” and discover their next career steps.

One notable aspect of Stephanie’s work is her extensive experience in collaborating with Compt, which she affectionately describes as one of her favorite clients. This long-standing partnership underscores her commitment to understanding the unique needs and cultures of her clients, ensuring a perfect fit between employers and candidates.

Identifying Red Flags in the Hiring Process

The conversation then delved into the topic of red flags, starting from the employer’s perspective. Stephanie offered valuable insights into identifying red flags in candidates during the hiring process.

Red Flags for Employers

1. Inconsistent Job History: Frequent job changes with no clear explanation may raise concerns. Employers should dig deeper to understand the reasons behind these transitions.
2. Punctuality: Being late to interviews, even virtual ones, can be a red flag that suggests a lack of professionalism.
3. Lack of Follow-Up: Failing to send a thank-you note after an interview can signal a lack of interest or appreciation for the opportunity.
4. Lack of Preparation: Candidates should exhibit enthusiasm, research the company, and be knowledgeable about the job they’re interviewing for.
5. Body Language: Employers can observe a candidate’s body language, enthusiasm, and overall interest during interviews.

Red Flags for Job Seekers

Switching to the employee’s perspective, Stephanie and Lauren discussed red flags for job seekers when evaluating job postings and interview experiences:

1. Incomplete Job Postings: Job postings that lack essential details, such as salary range, can be frustrating for job seekers.
2. Poorly Crafted Job Descriptions: Job descriptions that lack thought or use vague language can be indicative of a poorly managed role.
3. Disorganized Interviews: If the interview process is chaotic, unclear, or unorganized, it can raise concerns about the company’s culture and professionalism.
4. Lack of Respect: Job seekers should be attentive to how they are treated during the interview process. Disrespectful behavior or inattentiveness can be a red flag.
5. Trust Your Gut: If a job opportunity or company doesn’t feel right, it’s essential to trust your instincts and consider whether it’s the right fit.

Benefits of Working with a Recruiter

Stephanie highlighted the advantages of working with a recruiter for both employers and job seekers.

For Employers:

• Time-Saving: Recruiters help save time by screening candidates and presenting only qualified ones.
• Access to Passive Talent: Recruiters have access to passive candidates who may not be actively searching for jobs. These individuals can be hidden gems for employers.
• Expertise in Matchmaking: Recruiters can identify the right fit between candidates and employers. They know how to find a culture add, not just a culture fit.

For Job Seekers:

• Access to Hidden Opportunities: Recruiters often have access to unadvertised job openings, granting job seekers access to opportunities they might otherwise miss.
• Advocacy: Recruiters can advocate for candidates and help bridge gaps in their resumes or experience.
• Trustworthy Guidance: Recruiters offer valuable insights and guidance throughout the hiring process, making it less daunting.

Changing Perceptions of Recruiters

Lauren and Stephanie take a moment to reflect on how perceptions of recruiters have evolved over time. They agree that today’s recruiters are more often seen as advocates and partners in the job search process, rather than intimidating gatekeepers. Stephanie’s approach underscores this transformation, emphasizing transparency and collaboration in helping both employers and candidates find their ideal matches.

The conversation provided valuable insights into the hiring process from both the employer’s and job seeker’s perspectives. Stephanie Loewenstern’s expertise shed light on how to navigate red flags and leverage the benefits of working with a recruiter. In today’s job market, where transparency and a human-centric approach are valued, these insights are more relevant than ever.

Find Stephanie on LinkedIn or at brightlinktalent.com. Email her at stephanie@brightlink.com

The post Navigating the Hiring Process: Insights from Recruiter Stephanie Loewenstern appeared first on COMPT.

In this episode of Getting Personal with Compt, Lauren Schneider, the Head of Communications, interviews Dr. Jim Kanichirayil on the topic of employee engagement and leadership effectiveness. They discuss the importance of leadership in driving employee satisfaction and retention, the role of immediate line managers in building trust within an organization, and the need for organizations to arm and empower their managers with the tools they need to be successful.

The Impact of the Manager-Employee Relationship

According to a Conference Board survey, leadership is a primary driver of job satisfaction, with 80% of those satisfied with leadership likely to stay, compared to only 27% who aren’t. The employee’s immediate line manager has the most influence on both their decision to join an organization and their exit plan.

Dr. Jim stresses the importance of empowering and equipping managers with what they need to be successful, as they have a significant impact on what’s happening at the ground level within an organization. He also believes that employee engagement is an enterprise-wide responsibility rather than just HR’s responsibility. Managers need to be disciplined in their communication, focusing on building relationships with their reporting structure through regular and structured one-on-one meetings.

“Everybody needs to be committed to this because otherwise, you’re going to be dealing with a lot of sunk costs because you can’t retain your people.”

Active Listening and Taking Action

To truly listen to employees, Dr. Jim suggests using a micro-level approach during one-on-one meetings. The structure should focus on one topic where the employee is getting stuck and collaboratively solve for that one area. Organizations should act on feedback received from pulse surveys and temp checks to build credibility and solve common themes.

 “If you’re not taking a deliberate and disciplined approach to regular one-on-ones… you’re going to be much better off than those organizations that aren’t doing one-on-ones.”

He emphasizes the importance of creating a feedback culture, which should start from the time a candidate enters the talent pool. The onboarding process is a critical step in creating a listening culture, where feedback is encouraged and acted upon to make the process smoother. Feedback should be embedded throughout every stage of the employee lifecycle to create an expectation that this is the type of organization where feedback is valued.

Dr. Jim’s top actionable takeaway tips for managers are to create a consistent cadence of one-on-one meetings with their reports, focusing on temp checks, and to start building a feedback culture from the onboarding process. At the organizational level, businesses need to stop thinking of people-related topics as an HR thing but rather an organizational imperative. By listening to employees and acting on their feedback, businesses can reduce replacement costs and allocate resources to their initiatives.

“Start listening to your people and start acting on what they’re telling you, and then you’ll build that elite organization.”

Questions for Dr. Jim? Find him on LinkedIn.

Want to be a guest on the show? Send an email to Lauren Schneider at lauren@compt.io and get ready to get personal!

Watch the Episode!

Timestamped Chapter Summary

• Introduction (0:00:00)
• Dr. Jim’s background and current role (0:01:24)
• The importance of leadership in driving employee satisfaction and retention (0:03:16)
• The influence of immediate line managers on employee trust (0:04:04)
• The shift of responsibility towards direct managers in fostering employee engagement (0:05:00)
• The need for enterprise-wide commitment to people-related initiatives (0:05:31)
• The importance of regular and structured one-on-ones for relationship building (0:06:09)
• The purpose of one-on-ones and the danger of using them as status update exercises (0:07:10)
• The misconception of remote and hybrid work (0:08:54)
• The importance of transparent communication and active listening (0:10:20)
• Consistent listening and actionable change (0:10:51)
• Constructing effective one-on-ones for relationship building (0:11:06)
• Acting on feedback from pulse surveys and temp checks (0:12:19)
• The gap in communication and quality of communication (0:13:33)
• Using one-on-ones as a conduit to connect the front line to the strategic vision (0:15:43)
• The importance of feedback culture in creating elite organizations (0:16:44)
• The business imperative of people-related initiatives (0:21:13)
• Top actionable takeaway tips (0:22:06)

The post Effective Leadership: Key Steps to Foster an Engaged Workforce and Retain Top Talent appeared first on COMPT.

Unfortunately, people don’t talk about grief and loss in the workplace, as it’s still a very taboo subject. This makes it that much harder on employees who are in mourning. On top of the fact that they can’t express how they feel, they may not be given enough time off to properly grieve. Most companies offer three to seven days, but some only offer one day of leave if the person who died was not an immediate family member. 

HR teams are tasked with determining the number of days employees can take off when they experience loss, as well as other bereavement benefits they may receive. It’s up to them to come up with the best policy possible for their teams. 

Bereavement benefits were the topic of a recent conversation between Lauren Schneider, Head of Communications at Compt, and Aurelie Biehler, Founder and CEO at Memoria. In her work, Biehler helps people arrange funerals, cremations, wills and trusts, and obituaries from the comfort of their own homes. 

If you’re looking to establish or build upon your bereavement policy at your company, here are some key tips from Schneider and Biehler on how to do just that – while increasing employee loyalty and engagement at the same time.

Consider Providing Longer Leave

Some companies only provide three days of bereavement leave. But as Biehler pointed out, traveling to a funeral and/or arranging it could take three days alone. That doesn’t leave an employee any time to actually grieve or even start to take care of estate management. “You have employers who are expecting you to waltz back into the office three days later and be fine,” she said. 

While some people may welcome the return the work – perhaps it helps them take their mind off their pain – others need more time. Everybody’s situation is different, and if you’re rigid about leave times, it could scar an employee and have a negative impact on their loyalty and productivity. It’s a good idea to consider providing longer leave in general, or at the very least giving longer leave on a case-by-case basis. You will show that you care about your employees and their well-being and that those things come first, above all else.

Be Flexible With Your Policy

Companies may only take bereavement leave seriously and provide enough time if an employee lost an immediate member of their family, like their spouse, child, parent, or sibling. But people have different relationships – sometimes, an aunt raises a person and is like a mother to them. Also, an employee may have had a pet for many years and had to put that pet down; the pet was just as much a member of their family as any human was. The grief may hit an employee right away, or it could happen one or two months down the line. They can’t predict that. 

That’s why flexibility is key. Being flexible with employees and letting them tell you how much time off they need when they need it, as well as what support they’d like, is crucial. 

“Companies kind of want things standardized, but it’s hard to put people in buckets,” said Biehler.

Schneider jumped off that point. “If we’re supporting people and being more flexible with leave, we’re going to see better employees and productivity, as well as better relationships between employers and employees.”

Add Leave for Pregnancy Loss

Losing a pregnancy is a very difficult thing for any parent to go through. If you’ve never experienced it, you might not think about it, but it is important to include it in your policies. 

The person who was carrying the baby needs time to heal physically and emotionally, and the non-birthing partner and any other caregivers involved also need time to mourn. Your HR team should be having a conversation about how to incorporate pregnancy loss into your bereavement policy. 

Try Using a Stipend

Creating or overhauling your bereavement policy may seem overwhelming – that’s why you might want to consider using a stipend for employees instead. This puts the power in your employees’ hands, letting them use their employee perk stipend in any way they please. It’s also much less work for you since it simplifies HR’s job and streamlines monthly payroll reimbursements. 

You can create a stipend program for bereavement, along with other employee needs like health and wellness, family, pets, internet, professional development, financial wellness, and more. Additionally, employees can support their grieving coworkers by sending them food or other gifts with their stipends. It’s a simple way to show they care, but it can go a long way and build camaraderie amongst your employees.

To find out more about Compt’s employee perk stipend, request a demo today.

Check out other episodes of Getting Personal With Compt.

The post Bereavement Benefits – How HR Leaders Can Offer Employees Support When They Need it Most appeared first on COMPT.