In fact, the World Economic Forum The future of work The report highlights that workers have become more “faith-driven” following the pandemic 60% confession They are no longer willing to work for a company whose ethos does not align with their own.

Additionally, recent data collected by Glassdoor found that 83% of job seekers are likely to look to company reviews and ratings when deciding where to apply for a job, so internal reputation and employee experience are more important than ever in attracting Best talent and retention.

“You can do all the noble things, but you have to have systems and processes in place,” says Dennis Hayes, the company’s chief people officer. Digital Wellan integrated ICT service provider.

“Technology companies move at a very fast pace. You want to make changes and be fast and furious, but what is the knock-on effect? ​​“You can do things right 10 times, but the one time you don’t do things right, it can set you back lower.”

Go beyond the “move fast and break things” model.

Since joining as CPO in 2021 – the same year DigitalWell acquired five of the seven companies it has acquired to date – Hayes has found that adopting a more caring and collaborative attitude to implementing change has had a significant positive impact on the company culture.

“Instead of embracing the culture and saying ‘this is who we are’, I went out and did workshops and observed and didn’t talk. I was there to learn and listen. This allowed us to hear what people were saying, take the best parts and bring them to the forefront as our values. When we announced the values “We felt really comfortable (with what she represents).”

At the core of the company’s core values ​​is a three-pronged leadership standard: Leading Yourself, Leading Your Team, and Leading the Business, explains Hayes.

“The point of this framework is that everyone should have something to work on, and we are all learning. But there is also a basic principle that we all own our destinies, so we all have to be responsible. No manager is going to come to you and tell you that you need to work on Your presentation skills, we should have them ourselves.

“It’s been a little slow because a lot of engineers and other technologists want to be left alone and be individual contributors, but she’s trying to motivate (employees) so everyone knows we’re all in this together, and we have an ecosystem around how we grow.

Paving the way for progress

One way DigitalWell does this is through its review system which includes a continuous continuous improvement model, where employees can raise issues outside of the semi-annual or annual review schedule.

“We want people to have those broader development conversations. When people talk about a place being a great place to work, you need to have key elements to get there,” she adds.

These core elements include a framework of functional capabilities that will facilitate growth within the company, whether in the employee’s current department or in a different aspect of the business.

“It’s really impactful for people to have their own review and self-assessment of their skills, including their soft skills, so they can see where they want to go. But it’s also about looking at your broader talent pool and knowing who the key performers are, and making sure That they have that plan and that it is being developed.

“You make sure everyone has to be fair, but you really want your star employees to know that there is progression, and that they can start developing in their current role, so when a role comes along, they have an opportunity.”

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