“to improve. Omari, thanks so much for joining us today on the Built by People podcast.”
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12 results for “Mike Zanni”
“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...”
“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...”
“our hiring process. We look at manager assimilation. What is the manager doing to make that employee feel productive? So there's a lot of things that go into that new hire failure factor that we look at from a metrics pe...”
“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...”
“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...”
“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...”
“together for our C-suite. And it was a significant investment that we would need to make because the actual building out of a facility, which in benefits is not something that we normally get to do. And we got them on bo...”
“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...”
“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...”
“the need of the business. So that was my second point. And the third point came and it was always like a kind, each one, each of the part of the business was blaming one and one time it was HR, the other time it was HR o...”
“have some preferences in terms of what you think people should do. When I look at it, I want there to be no trend, right? Like, I want males and females to equally take the money or the time. I want different parts of th...”