Hosted by Chris Dyer, the CEO of PeopleG2 – TalentTalk Radio features engaging conversation with CEOs, thought leaders and HR executives. TalentTalk connects professionals who care about talent-related issues and having the cultural mindset to embrace the needed diversity of the workplace.
Today’s guests are Paul Falcone, an HR executive with experience in several major companies, as well as a bestselling author and Delta Emerson, the President of Global Shared Services for Ryan.
To hear the entire show, find it on the TalentTalk Podcast, iHeart Radio and iTunes.
Paul Falcone, an HR executive with experience in several major companies, as well as a best selling author of several books, spoke on rewards and challenges that HR Programs have with employees. Paul mentions that to have real impact down the line it is responsible to listen and have input from staff. Human Resources is a special function because it takes the right people to do the most good. Paul suggests to “trust in the relationships you have” and that “companies are coming around and realizing that talent is critical and that employee engagement is critical”. Paul’s books are real and applicable to the every day life of Human Resources. They are for the front-line managers on how to lead effectively. His book 75 Ways for Managers to Hire, Develop, and Keep Great Employees is an operational field manual for a new leader. “Leadership is a team sport” and is the new way to manage people versus the one leader one-way module. Paul also speaks to the importance of engagement and employee satisfaction that lies within. Personal relationships between leaders and their direct reports is key.
Important Engagement Factors
A lot of people feel like they are treading water. Employee engagement is at a low. Strong companies are marked with high retention. Employee satisfaction is where you have to look to retain them. Personal relationships between leaders and their direct reports are key.
Use the word Perception- its not saying things are right or wrong. “From a perception standpoint…” Approaching with a perceptive it is not condescending. Perception is reality until proven otherwise. Have a transcendental tone.
Importance of HR Functions in Companies: Attraction, Develop, Retain
The stronger performers will be resume builders. Make sure people are focused on their own professional development. They want to make a positive difference for the company and for their own career. They want to add bullets to their resume.
- Rewards and challenges- corporate programs that have impact down the line
- Listen to input from staff
- Human Resources is a special function because it takes the right people to be leaders in HR
- “If you’re going to try to please everyone all the time… it’s impossible”
- “Trust in the relationships you have with your clients”
- “Companies are coming around and realize that talent is critical and that employee engagement is critical” “what’s the impact going to be on the bottom line but really in terms of investors and how they are going to see the company”
What are you reading?
Fearless HR: Driving Business Results by David Foreman
Delta Emerson, the President of Global Shared Services for Ryan, a tax advisory service assuring companies only pay just the taxes they owe and not a penny more. Delta has been with the company for 12 years and is the recipient of awards such as Top Female Executive and Top Women in Business. Delta believes that others saw her potential and mentors taught her a lot about going that extra mile. She adopted an “Emperor who has no clothes” kind of leadership. By that, she honestly gives her constructive input, consideration and encouragement to tell employees honestly what she thinks. Delta’s top work place initiative was a flexible environment “My Ryan” in 2008. Fortune has named it a #1 Workplace in the US related to flexibility. Employees are able to be where they need to be and are expected to achieve results but with flexibility as to where and when. She says a lot of planning for measurement and goal setting went into the creation of this initiative but it has been a workplace that allows people to reach their potential and identifies core values that are indeed achieved by employees. Globally, and even here in the states, she knows that this is not a “one size fits all operation”. She encourages working collaboratively with those in the location because each location has different challenges.
About Her Career
- Tax advisory services so companies only pay just the taxes they owe and not a penny more.
- 12 years with the company. Ryan
- Top Female Executive, Top Women in Business
- Circumstance of Birth had a lot to do with who she is. Took responsibilities very seriously.
- Father taught her how to think outside the box.
- People believed in her unseen potential. Mentors taught her a lot about going that extra mile. Adopted an emperor who has no clothes type of leadership with encouragement and consideration to tell them honestly what she thinks or what to consider.
Becoming a Top Workplace
- Flexible environment since 2008 “My Ryan”
- Fortune #1 Workplace in the US related to flexibility
- Employees are able to be where they need to be when they need to be there. Expected to achieve results, but with flexibility as to where and when.
- Outreach and employees can give back to the community.
- Implemented social media based recognition system. Available to award points and identify core values that are achieved by employees.
- Created a workplace that allows people to reach their potential.
- Plan for measurement and goals before implementing a flexible workplace program
A True Global Company: One size doesn’t fit all.
As a global company, the employees at Ryan work collaboratively, but different locations (countries) have different challenges. People on the ground have to find out what works for them and they have to be involved in that. Have to be agile about it and humble themselves in what they know when planning. Diversity is everywhere, every city and country have different diversities, which require flexibility for implementation of programs in organizations. There is also a definite work style preference from country to country.
What Are You Reading?
Unfinished Business: Women Men Work Family by Anne-Marie Slaughter