“performance data into one place. One clean, consistent view that actually supported better decision-making. Now, I wasn't the founder. Everything came from the founder at the time in terms of ideas of technology, nor a t...”
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“We were getting 1,500, 2,400, 2,700 comments. And the great thing about PCON compared to other tools is managers can go in and actually respond to those. It's all anonymous, but they can respond and it's super impactful...”
“to improve. Omari, thanks so much for joining us today on the Built by People podcast.”
“So, I think every HR organization is doing that. So, let me just say this. I don't think that's unique simply to Harris County. I think that's the challenge that as HR professionals, we all have. It is the talent marketp...”
“Thanks, Jennifer. Last, last week I had a conversation with the CHRO on the topic of employee value propositions. I want to tie that to total reward and benefit system design and get your perspective on how you design a...”
“I just think that we need to get back to a level, a baseline level of humanity. I think we need to talk, communicate. We need to have best intentions, you know, for the greater good and not the few. I think that we need...”
“a step back. We gathered extensive data and analyzed the situation.. And from there, we created a performance-based compensation system for campus leaders, giving them the chance to earn extra bonuses if their campus met...”
“all means, put your best foot forward, make sure that you practice interviewing, when I got this job a couple of months ago, I practiced interviewing on my phone and answered questions, made sure that I recorded myself,...”
“they just weren't there. They didn't exist. They had left the industry. So we focused on those qualities and attributes that we felt like somebody would be open to learning. And that made a huge difference. We were able...”
“So I'm going to talk about a MasterClass experience here because it is more top of mind. But when I got to MasterClass, I was told that the only way that the company could prove that it valued employees was through promo...”
“parameters. So the best way I've been able to do this is put what I call constructive parameters in place that both appease, you know, the leadership, but also the employees feel like they're not held down by a, by this...”
“resources to support those. But because we had to move so quickly, that kind of came later on and we didn't have that all built in. The other thing that I think I would have done differently in hindsight is really though...”