The Best Human Resource is Trust
Below is an article originally written by PowerToFly hiring partner Managed by Q and published on July 24, 2018. Go to Managed by Q's page on PowerToFly to learn more.
Human Resources is traditionally thought of as the department that creates policy and process for employees. They live by the book (the employee handbook) and support employees when issues arise. However, the HR department has changed.
In the last five to ten years, due mostly to an increasingly competitive hiring environment, HR has stepped away from its role of policymaker to take on an entirely new employee benefit—their experience. In taking ownership of the employee experience, the term Human Resources is being phased out and departments that serve this function are now known as the People team, People & Culture team, and Employee Experience team.
But putting employees first takes much more than a name change. Managed by Q's new VP of People Maria Dunn has over a decade of experience working on teams (Recruiting, Human Resources, People & Culture) that have prioritized their employees. She talks about the shift teams need to make to create an environment that will attract and—more importantly—retain and grow its talent.
Focus on your greatest asset
"I've always believed that people are a company's most valued asset," says Maria. Throughout her career, Maria has brought a people-focused approach to all of her roles. One of her first positions was as recruiter for a global staffing firm during the recession in 2009. Here, she realized her passion for helping others succeed, as she provided coaching to help candidates secure long-term positions from temporary roles. "This is when I learned what great HR does," Maria recalled.
Two years ago, Maria joined Managed by Q as the Director of People for Q Services, our service company that provides cleaning, maintenance, and administrative support. Q Services was founded on the Good Jobs Strategy, which aims to create superior value for employees, customers, and investors by combining investment in employees with operational choices that increase employee productivity, contribution, and motivation. This people-oriented approach was built into the fabric of the business, but its operations were scaling faster than management.
With over 800 hourly employees distributed across four cities, Maria's approach was simple. "Instead of sitting in a room with operations leads trying to figure out what our Operators needed, I went out and asked them myself," she said. "I invested a ton of my initial time talking to our hourly Operators, the ones actually doing the work, about what they needed from us. What I found is they needed the basics: clear expectations and believable management." Within a year, Operator engagement scores had soared and retention had improved. Another year later, the business became profitable.
To be successful, the People team needs to deeply understand what their business does––how it makes money, who its customers are, how the product works, and what sets it apart in the market. "When you embed yourself in the departments you support, that's when you can really make an impact," said Maria. "If you are responsible for change and are looking for answers, go directly to the source, talk to the employees who interact the most with your customers. They have more answers than you think."
Build real connections
For employees to tell their People or HR teams what's really going on with your business, they need to trust you. According to Maria, you need a very high level of situational awareness to be a true agent of change in a company, which you can't achieve from surveys and observation alone. "The most successful People leaders are those who can build and maintain trust," she says, which also reflects Q's overall culture of building trust through transparency, learning, and giving direct feedback.
Prior to joining Managed by Q, Maria was hired to open a remote technical support center for a growing start-up. In addition to hiring, Maria was responsible for building a team culture from scratch, while also bringing the company's values to its first satellite office. In just eight months, the support team scaled from 20 to 100 employees, and experienced zero turnover in its first year of operations. But after a few years of continued growth, Maria found herself on the team that was responsible for assisting the company through an eventual shutdown.
The people who helped build the culture alongside Maria were learning that not only were their positions going away, but so was the company they loved. "It was a challenging time, but I made a choice to stick with the employees and stay by their side through the process. They needed honest answers, even if it was 'I don't know,'" Maria recalled. "Don't give your team a BS answer that they'll see right through. When you're consistently providing them with the truth, your bond is much stronger. It's a powerful thing."
Cultivate, don't create
The People team has the most unique vantage point in a company—by providing services to all employees, they can provide impartial insight to decision makers. In working with each department, they are also able to cultivate a community that will drive both individual and company-wide growth and help refine and focus a company's singular culture. This is certainly the case for Maria at Q, who is focusing on how we can amplify our culture. "We are in our fourth year at Q and we have a solid foundation. It's time to take it to the next level and raise the bar," said Maria. "A lot of our departments have done a great job creating culture within their teams, now our team needs to bring it all together at a higher level."
As Maria enters the second half of the year, she is focused on fostering an environment of understanding, empathy, and fun. To achieve this will ensure a great employee experience, and promote a workplace that clears the way for employees to do their best work. If the "HR" teams of today can put their people first, work to cultivate an inspiring work environment, and ensure that internal culture is a reflection of a company's external brand, they will not only positively impact team productivity, but they will be able to attract and retain top talent that will bring their business to the next level.
💎 Partnerships in remote environments is one of the most important aspects to construct in a company. Watch the video to the end to get good tips on how to do it successfully.
📼Wondering how to create partnerships in remote environments? Play this video to get three top tips that will help you to achieve it. You'll hear from Olga Shvets, HR Business Partner, and Viktoriia Litvinchuk, People Team Operations at Unstoppable Domains, who will explain the essentials of this process.
📼How to build partnerships in remote environments? Tip #1: Communicate Effectively. Communication is the key to enabling your remote team to be successful. Choose the channel that works best. For this, chat with your employees and see what they use to communicate, that's how you find the best solution. Also, make sure your team is on board with your internal tools and they know what, how, and where they need to use them.
📼A requisite for building partnerships in remote environments is Tip #2: Show appreciation. Appreciation is shown through your actions. Let your employees know that you value everything they do for the company. Create a special gratitude channel where everyone can share their appreciation for their colleagues for some contribution. Celebrate some wins, promotions, and everything that is important for the company. If you appreciate the employees, employees do the same for the company.
Create Partnerships In Remote Environments Using Trust - Tip #3: Give Honest Feedback
Use engagement surveys! They are a quick and effective way to receive honest feedback from your team and you can see what's working well and what needs to be improved. Your main priority is to create spaces where managers and employees can share honest, relevant feedback.
📨 Are you interested in joining Unstoppable Domains? They have open positions! To learn more, click here.
Get to Know Olga Shvets
If you are interested in a career at Unstoppable Domains, you can connect with Olga on LinkedIn. Don’t forget to mention this video!
More About Unstoppable Domains
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, the company is making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
💎Want to know what engineering teams are like at Workiva? Watch the video to the end to find out!
📼 Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
📼 The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
📼In the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customers’ problems. Managers will always seek to be aware of members’ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yue’s team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
🧑💼 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.
After two years of remote programming, we’re excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This year’s class of 318 represent the top 1% of 34,000+ applicants from 113 universities – including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And that’s not all! Many of this year’s interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship – built around the theme of Never Done Shining – interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas they’re supporting. We can’t wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships