Courtney King
SVP People & Culture
Beatbox Beverages
Episode 260
Empathy & Failure: The Surprising Strategy for a High-Growth, Resilient Workforce
Current chapter: Covering monthly expenses is the number one concern for employees in 2024
Built By PeopleMarch 25, 2025 · 14:50
Thesis
“A deeply empathetic approach to employee well-being, coupled with strategic technology and a culture that embraces failure, is fundamental for fostering a resilient, engaged, and high-growth workforce, especially in dispersed organizations.”
Show notes
Navigating HR Leadership and Crisis Management with Courtney King on the Built by People Podcast
This episode is in partnership with Transform, we are very grateful and excited to be working with this wonderful community. Go check them out here
In this episode of the Built by People Podcast, sponsored by Previ, host welcomes Courtney, the Senior Vice President of People and Culture at Beatbox Beverages.
Courtney shares her unique career journey from a young entrepreneur in the restaurant business to an HR leader. She discusses the innovative implementations at Beatbox Beverages, including the Alert Media platform for crisis management.
Courtney emphasizes the importance of creating a safe space for employees to fail and grow, balancing automated and personal support during crises, and having an organized business continuity plan. She concludes with advice on finding mentors and being comfortable with acknowledging what you don't know.
00:00 Introduction to the Built by People Podcast
00:20 Sponsor Message: Previ's Employee Benefits
00:45 Courtney's Unique Career Journey
03:28 Implementing Alert Media at Beatbox Beverages
05:43 Creating a Safe Space to Fail
07:40 Balancing Technology and Human Touch in Crisis Management
11:28 Effective Business Continuity Plans
13:40 Parting Advice for HR Professionals
14:41 Conclusion and Farewell
Previ Sponsor Info:
Previ is a private pricing network that is free for companies to launch and maintain. It saves employees $2,200/year on essential services like their cell phone and auto insurance bill. Visit here to learn more.
What you'll take away
- 1Cultivate a 'safe space to fail' by implementing peer-nominated awards for 'Failing Forward' and providing learning budgets, recognizing that innovation often stems from past failures.
- 2Balance automated and human support in crisis management; utilize platforms like AlertMedia for efficient communication and location tracking, but complement with Employee Assistance Programs, hardship funds, and personalized outreach.
- 3Prioritize proactive business continuity planning through organizational clarity, cross-training, and clear communication to minimize disruption during unforeseen events.
- 4Recognize and cater to diverse employee needs during crises, understanding that some may need time off, others may want to immerse in work, and support types (financial, mental health) vary individually.
- 5Actively seek mentors in the HR discipline to navigate unprecedented situations and cultivate comfort in admitting what you don't know, leveraging external advice when internal discussions are not appropriate.
What most organizations get wrong
- •Courtney's unconventional path into HR, starting as a 21-year-old restaurant franchise owner without formal HR experience, contrasts with traditional career progressions in the field.
- •Beatbox's significant investment of '$19,000 a year per employee caring for them' represents an aggressive and potentially contrarian approach to employee care costs, emphasizing extreme empathy over typical benefit packages.
In Courtney's words
“I was 21. I was the owner and operator. I was doing front of house, back of house. And I refer to that as my PhD in life, but how that is connected to human resources, I was doing these tasks that I really enjoyed, but I didn't really know what it was called.”
Illustrates her unconventional entry into HR, gaining practical, hands-on experience before formal education.
“We really bring failures to the forefront because we want to know what people have learned from those failures and how we can have growth. As we know here, like some of the best ideas and innovation have come out of a failure.”
Highlights Beatbox's proactive and positive approach to learning from mistakes to drive innovation and growth.
“So when I think about, we have multiple different layers of support, so we have an employee, assistance program because many times employees need to be— their mental health needs to be cared for in the face of a disaster. We have an employee hardship program as well that employees can apply for.”
Demonstrates a multi-faceted approach to employee support during crises, addressing both mental and financial needs.
“Communication, that's paramount, right? Because you don't want to be putting a plan in place when a hurricane, a fire, or something of that nature is happening.”
Emphasizes the critical role of proactive communication and planning in effective crisis management.
“Some employees need time off, some want to like really immerse themselves in their work to maybe not concentrate on what they're experiencing. Some people need financial resources, some need mental health resources. So just listen to your employees and know that not everyone is the same.”
Stresses the importance of individualized empathy and diverse support based on specific employee needs during difficult times.
The problems this episode addresses
- •Tracking and responding to social and natural disasters for a rapidly growing, dispersed, and remote workforce became inefficient and manual for Beatbox.
- •Employees facing personal tragedies or natural disasters require comprehensive support, including mental health care, financial assistance, and practical help (e.g., debris removal), which is difficult to coordinate.
- •Ensuring business continuity and minimizing disruption when key team members are impacted by crises requires robust planning, cross-training, and proactive resource provision.
- •HR professionals often encounter unique challenges where prior experience is lacking, highlighting the need for external mentorship and a culture of admitting unknowns.
In this episode
Covering monthly expenses is the number one concern for employees in 2024
Built by People
Courtney Miller shares a little bit about her career and how it started
In the Elevator With Courtney
BeatBox Beverages recently launched Alert Media to help with crisis management
BeatBox Beverages Launches Alert Media for Crisis Management
Courtney says organizations should create a safe space to fail for employee development
Creating a Safe Space to Fail
When natural disasters or crises occur, you've implemented both technological and human support programs
How to Support Employees During Natural Disasters
Business continuity plans can help ensure minimal business disruption while supporting effective employees
How to Manage a Crisis at Work?
Topics covered
Organizations and entities mentioned
Full transcript
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