In this episode, I have the absolute pleasure of getting together a BFF chat with three HR leaders who work in and around the world of human resources. In this conversation, I speak with Dr. Laura Hamill, Limeade’s co-founder and chief science advisor and CEO of Paris Phoenix Group about the fundamentals of human resource management.
Also joining us in this conversation are Nani Vishwanath, the former people team manager at Limeade, and Sarah Stevens, a former Limeade employee who is now the owner and HR consultant of Sarah Stevens Consulting and senior director of HR at Ushur.
We are talking about returning to the basics of HR practices, what HR can do to improve employee experience in the new economy, the culture of care at Limeade, and what it’s like to be a valued member of the team.
If you are interested in hearing about leaders who model the right behaviors when part of a team, how they come together to maintain a positive culture when times are tough and how to exit an organization with dignity—then this episode is for you.
This episode of Punk Rock HR is brought to you by Limeade Engage. Learn how to build an employee experience for what comes next. Watch recent Limeade Engage on-demand! Take a look at their other upcoming events and get updates on their annual Limeade Engage event.
Getting Back to the Fundamentals of Human Resources
As HR evolves, it has branched out to cover many different aspects of workplace life. But for Sarah, the root of HR will always be in supporting and managing humans in the workplace overall. “It’s showing up, it’s being a resource, and it’s helping them create a great work experience,” she says.
The impact of various events in the world of work has reopened the door back to the basics of HR. For Sarah, the past few years have taught her to get back to the fundamentals.
Sarah asks herself these key questions and insists that all HR leaders or human resource departments should also ask themselves these questions when focusing on the fundamentals of human resources:
- Are we communicating with our employees regularly?
- Do employees have time to care for the needs of their loved ones?
- Are we providing them with the benefits they need to live well?
Another fantastic application of this basic level of care in HR is when Nani talks about how she created a working parents-caregiver employee resource group for Limeade. This project was born out of deep care for other people, especially day-to-day. “The best parts have been when people have felt heard and understood, and that I saw their perspective into their experience,” she tells us. “HR felt very real.”
Who Else But Us?
According to Dr. Laura, the fundamentals of human resources are located at the point in which the complexities of human beings and organizations converge. She tells us that being in the middle of an often confusing system can sometimes make people who work in HR feel stuck. And that’s a perfectly valid feeling, given the enormity of the work involved with managing the two sides.
I absolutely love the answer she gives to help motivate HR leaders who find themselves feeling this way: “Who else but us to make real, meaningful things happen in your organization?” She has seen firsthand the results when those in the role of human resources take a step back and say, “I can do this.”
Even though HR work can feel complicated, Dr. Laura says that it’s on people who work in HR to “take a step in that direction and do one thing that’s about humanity.” As HR professionals, we have the human resource information systems making us better equipped to achieve this goal for a company.
The Concept of Care
Dr. Laura describes Limeade as an employee experience technology company. At its core, the company brings a research and science perspective to the fundamentals of human resources. “What that means is that we try to offer software as a way to scale your employee experience,” she tells us.
What sets Limeade apart from the rest is its focus on care, support for employees and providing work motivation for all professionals. “The reason why we start with care is because the science is so clear that when you support your employees, you get better people and business results.”
The idea of putting care for your employees above all else has helped all three HR professionals tremendously as they’ve dealt with issues familiar to all of us, such as figuring out career goals, dealing with employee burnout and finding ways to improve employee performance.
As Sarah considered her future at Limeade, she greatly valued the level of support from fellow employees during the process and succession planning. “The concept of care really does run through the lifeblood of Limeade,” she says.
The concept of care is essential to any organization, especially after the difficulties we have all faced over the past few years. When leaders empathize and share their own struggles, they can make employees feel heard and cared for. “I think people are seeking vulnerability and authenticity in a really challenging year,” Nani tells us. “We’ve been having conversations about that with our leaders at Limeade because this year is tough, and people just need to know that they’re not alone in that.”
The world of work will continue to evolve, and it shows no sign of stopping now. Now is the time for us to get back to the fundamentals of human resource management and cultivate a culture of care.
[bctt tweet=”‘The reason why we start with care is because the science is so clear that when you support your employees, you get better people and business results.’ – Dr. Laura Hamil. Tune in to #PunkRockHR to learn more!” via=”no”]
People in This Episode
Transcript:
Laurie Ruettimann:
Punk Rock HR is brought to you, by employee experience company, Limeade. Helping every employee know, their company cares. Join us virtually for their annual conference Limeade Engage on March 9th.
Laurie Ruettimann:
It’s packed with tools, insights, best practices, and networking to drive wellbeing, engagement and inclusion in 2021 and beyond. Head on over to limeade.com to register today.
Laurie Ruettimann:
Hey everybody, I’m Laurie Ruettimann. Welcome to Punk Rock HR. My guests today, are three human resources leaders who work in and around the world of HR at Limeade.
Laurie Ruettimann:
They are Dr. Laura Hamill, Nani Vishwanath and Sarah Stevens. These three women came on, to the podcast today to have a BFF chat, about what it’s like to work in human resources? What it’s like to be part of the Limeade team, and what HR can really do to aid and improve employee experience, during COVID and beyond.
Laurie Ruettimann:
I think the cool thing about this chat, is that Dr. Laura Hamill is the Chief People Officer of Limeade. Nani currently works in human resources, although that’s not where she started, and Sarah Stevens used to work in Limeade at HR, but she has since exited out and has a great relationship with her former colleagues.
Laurie Ruettimann:
I know you’re going to love this chat. It just models the right behaviors on how you want to be a part of a team, how you want to come together when times are tough and how to exit an organization with dignity.
Laurie Ruettimann:
So if you like the sound of all that, sit back and enjoy this BFF chat with the women of Limeade. Hey team. Welcome to the show.
Dr. Laura Hamill:
Thank you. Thanks for having us!
Nani Vishwanath:
Hi!
Dr. Laura Hamill:
Hey!
Laurie Ruettimann:
Always awkward, when we’ve got a group.
Sarah Stevens:
Who starts, happy to be here.
Laurie Ruettimann:
Well, I am happy to be the air traffic controller today and introduce everybody to the team that is generally known as Limeade, although even that’s not accurate today. So we’ll get to that in a second.
Laurie Ruettimann:
But with me, I have three wonderful guests this morning, and we’ll get started just asking them to say who they are and what they’re all about. Sarah, why don’t we get started with you?
Sarah Stevens:
My name’s Sarah Stevens. So I did work at Limeade, that’s what Laurie was referring to. I’m now an HR consultant, co-owner of Authentic Consulting, and we focus on HR consulting for small businesses, trying to help companies, create great places to work and it’s been a journey I made that change in August.
Sarah Stevens:
So just, right in the middle of a global pandemic, starting a new business, which caused lots of fun conversations with lots of people, but it’s been a really awesome, interesting experience, so that’s what I’m up to these days.
Laurie Ruettimann:
Well, I can’t wait to learn more about it and thanks for joining us. Nani, who are you and what are you all about?
Nani Vishwanath:
Hi, everybody. I have been at Limeade for about three years now and I joined Limeade, in a totally different capacity than HR. I was a Strategic Account Executive for a couple of years and had the privilege of working with limeades clients.
Nani Vishwanath:
But all along the way, was really passionate about our internal culture and sort of had my eye on our people team for a long time, and made that transition in May. So also during the global pandemic, right after maternity leave, it’s been a wild year.
Laurie Ruettimann:
Gosh, I’m exhausted for you. Yes. I think that’s accurate. Well, Laura, why don’t you wrap up this little segment? You are a repeat guest, and I’m super honor to have you back. So who are you, and what are you all about?
Dr. Laura Hamill:
Well, thanks Laurie. It’s so cool to be with you again. We always have so much fun talking. So, I am one of the co-founders of Limeade. Help start Limeade, 15 years ago, I can’t believe it’s that long.
Dr. Laura Hamill:
And I am the Chief People Officer and the Chief Science Officer at Limeade and my background is that I’m an Organizational Psychologist. The kind of start of it, was we were trying to do something pretty aspirational and ambitious, and we needed some credibility, and we knew that science was probably the best place to start.
Dr. Laura Hamill:
So that’s why I got involved early on, is just really bringing the research in science perspective. And so, great to be here with Nani and Sarah. I have so much fun with them and respect them so much. So really fun to be in this conversation with them.
Laurie Ruettimann:
Well, I’m really glad to have all three of you here. And Laura, if we could just start with you really briefly and talk about what Limeade is, and what you do in the marketplace to differentiate yourself from all of these different vendors who are passionate, about fixing work.
Dr. Laura Hamill:
So we’re an employee experience technology company. And what that means, is that we try to offer software as a way to scale, your employee experience.
Dr. Laura Hamill:
Where your culture can come to life, where the important things that you want your employees to feel and know about your company, are really easy for them to get to. So we really think about bringing your culture to life in a scalable way, where you can reach a lot of other people.
Dr. Laura Hamill:
The thing that I think really differentiates us, there’s a couple of different things, but one of them is the focus on care, and focus on the true, authentic support of your employees through this experience.
Dr. Laura Hamill:
The reason why we start with care, is because this science is so clear, that when you support your employees, you get better people and business results. So the science is another big part of, who Limeade really is.
Laurie Ruettimann:
I love what you’re doing, and I’m really honored that you’re sponsoring Punk Rock HR this month. So thank you again for that. It’s been fun to partner with you. Again, it’s just always a joy and I learned things along the way.
Laurie Ruettimann:
And we’re going to have a really great conversation today around, COVID, the pandemic, taking risks, betting on ourselves because, before me are three accomplished women who have definitely bet on themselves.
Laurie Ruettimann:
And Sarah, I want to get started with you and talk a little bit about the world of human resources, where you’ve come from, where you’re headed in your next version of your career. How has the pandemic changed, how you think about HR?
Sarah Stevens:
So in my experience, I’ve been an HR coordinator, generalist, recruiter, manager, director, and now consultant. In many ways, the pandemic has really reminded me about the basics of HR.
Sarah Stevens:
I think HR has, evolved and grown into lots of things. Culture, employee experience, care, just like lawyers talking about. But for me, the root of HR is supporting employees and leaders. It’s showing up, it’s being a resource and it’s helping them, create a great work experience.
Sarah Stevens:
And I think the pandemic has reminded me to not do too much, and get back to the basics of, are we talking, with our employees, do they know what’s going on? Do we have a way to communicate with them regularly? Do our employees feel safe? Do our employees have time off, to care for the needs of other people? Are we providing benefits, that they need to be able to live their lives?
Sarah Stevens:
Because I think in so many ways, the pandemic has slowed us down and reminded us of what our just basic needs are. Right? Of eating well and sleeping and getting outside. And so it’s done the same thing for me as it relates to HR work, is are we doing the basics really well? And that’s really what perspective I’ve led with, this past year.
Laurie Ruettimann:
Nani, what are your thoughts about the changing nature of HR? What do you see out there?
Nani Vishwanath:
I agree with Sarah in terms of getting back to the basics. I think in this global pandemic, and I could say there are other pandemics happening right now, as it relates to just the societal nature of the world right now.
Nani Vishwanath:
I think people, are in question right about their basics, about their jobs, about their finances, about what they can expect on a day to day level. And it really makes us in HR think about how we can meet that need and what are the things that our employees really care about in this moment.
Nani Vishwanath:
So in a world that’s not predictable, and you don’t know what you can expect. What can you make sure that you have at work, so that people feel tethered and grounded in their employer?
Nani Vishwanath:
And so, that’s something that I’ve been thinking a lot about, I think people are seeking vulnerability and authenticity in a really challenging year.
Nani Vishwanath:
We’ve been having conversations about that with our leaders at Limeade, about how can you show that you’re having a hard time too, because this year is tough, and people just need to know that they’re not alone in that, and have some compassion as well.
Laurie Ruettimann:
So, Laura, what are your thoughts on this? Because you’ve seen, human resources for more than a minute. We’ve been through a lot in the world of HR but, never anything quite like what we experienced a year ago.
Dr. Laura Hamill:
Never quite like this year. Right? I mean, I have been around a minute or two, and have seen a lot of things change, and to me, just the impact of this year is insane.
Dr. Laura Hamill:
Probably no surprise that I would say what they said, because I just completely agree with what Sarah and Nani said, but they’ll laugh at me because I’m always the one who will say, the silver lining, optimistic thing at the end, but then we can do it! Or some kind of thing like that, that they just tease me about all the time.
Dr. Laura Hamill:
I really just think that, silver lining and all of this, is this could be, the true springboard. Right? There’s the true way, we can make real change happen and I just think we’ve had this crazy forced experiment.
Dr. Laura Hamill:
Just take something as simple as working from home. We have a pretty progressive, organization. We have a pretty progressive CEO. He was hesitant for people to really just completely work from home, before the pandemic.
Dr. Laura Hamill:
And it did not take him, more than a couple weeks to say, “Whoa, this is actually working okay, and people are still doing work.” I mean, again, he’s one of the more progressive CEOs and he was having a hard time with the butts in seats mentality. Right?
Dr. Laura Hamill:
So I think this has been a forced experiment, that I hope we’ve learned some real lessons from. And some things that I think around, expecting leaders to be more human, expecting leaders to be more vulnerable, expecting leaders to be more honest.
Dr. Laura Hamill:
The number of touch points that we’ve had with our employees, has been exponential. I mean, we would strive for having once a month, let’s have a leader, get together and thinking we were doing such a great job.
Dr. Laura Hamill:
And this year, it’s been almost weekly where we felt we needed to stay connected from a leadership perspective. And I still feel, there’s more we can do. I feel, this whole thing has just really reinforced that we need to rethink why HR even exists, and this human thing is why. And we just had that forced experiment big time this year.
Laurie Ruettimann:
Well, it’s interesting, we’ve all talked about something without saying it, which is the level of exhaustion and burnout that people are feeling.
Laurie Ruettimann:
And one of the interesting phenomenon, that I’ve noticed is that HR professionals are trying to solve for burnout, and solve for exhaustion, while feeling it themselves.
Laurie Ruettimann:
And if only we could fix our own problems, we would have such positive downstream effects for the entire enterprise. So I thought we could start there Sarah, and talk about some of not only the best moments. Right? The silver linings, but even the worst moments working with employees in 2020.
Laurie Ruettimann:
Are they as burnout as we think they are? Or we as burnout, as I think we are? What makes you optimistic like Laura?
Sarah Stevens:
Yes. I think people are as exhausted as we think we are. And I think people are as burnt out. And I think absolutely as it relates to HR professionals, I can speak for myself.
Sarah Stevens:
I, 100% experience burnout in 2020. I was in a new role at Limeade. I was leading a team of five, and I think for HR leaders, you’re in this place of being so focused on your employees, and your leaders and being all things to all people. It’s really, really easy and simple to forget your own recovery and your own wellbeing. Super easy and it happened to me in 2020.
Sarah Stevens:
So I would say the worst moments for me, was I think the conflict of trying to be there for people that were truly in fear. I think back to April and May, and it wasn’t just traditional burnout of being overworked and hard to balance, because our resources were stripped from us.
Sarah Stevens:
People couldn’t exercise, they couldn’t see family, they couldn’t get the same level of recovery that we normally could. And then there was this whole element, Nani touched on it, of fear.
Sarah Stevens:
I mean, we didn’t know what was happening. We didn’t know if we were safe. And so trying to balance that, we still running a business. Business is still have to operate and we still have goals to meet, and a board to respond to, how do you balance that? How do you meet the needs of all those things?
Sarah Stevens:
What was most difficult for me, was being an advocate for both sides like hey, just got off the phone with a working mom, who is in tears and literally doesn’t know what to do with her three and five year old, during the sales meeting.
Sarah Stevens:
What are we doing? How do we care for that person? But then also recognizing… We want to succeed as a business through this pandemic so we can keep all of their jobs.
Sarah Stevens:
How do we navigate that? And to me, that was the hardest part for sure, was finding the line between those things was really difficult. And I think continues to be really difficult, because this is a long cycle of burnout for many people.
Laurie Ruettimann:
Dr. Laura, I know you’ve got something to say about the positive side of this. Right? We’ve talked about community and connection. Is that the opportunity going forward?
Dr. Laura Hamill:
For me personally, it’s only through talking and especially, I mean to have a team that I can talk to and be honest with and who I feel that they care about me and I care about them and that we want the best for each other. That’s how I still to this day, need that. Right? And that’s what I saw with our employees.
Dr. Laura Hamill:
I mean, I’ll never forget one of our… And I think Sarah was on there, maybe, Nani you probably were on it, because you created the working parents ERG. We have a working parent’s caregiver, employee resource group.
Dr. Laura Hamill:
And I remember being on it, on a day where it was the most stressful time and multiple people were just letting it out and crying. And what I saw happen was, how they all were caring and supporting each other.
Dr. Laura Hamill:
It was amazing. It was beautiful. The way they reached out to each other, the way they really showed empathy and so I’m with you, I’m experiencing the same thing.
Dr. Laura Hamill:
And just to see over the course of that hour, how they all supported each other, that’s the kind of stuff that just makes all the difference in the world is that social support, that connection.
Laurie Ruettimann:
Nani, did I hear that you created that? ERG?
Nani Vishwanath:
I did. Yeah. A few years ago. I’m so glad it was in motion, before COVID started.
Laurie Ruettimann:
So when you think about what’s happening in the world of work, I mean, we’ve talked about some of the worst moments that your colleagues have had, some of their best moments.
Laurie Ruettimann:
Why don’t you kind of wrap up this part, by telling us your experiences and also looking forward. Is it something like an ERG, that’s going to get employees through this?
Nani Vishwanath:
I think for me the best and worst both come down to one thing. It’s just how much I care about people. Right? And so the best parts have been when people have felt heard and understood, and that I saw their perspective and into their experience, and that humanity in HR felt very real.
Nani Vishwanath:
I think back to the summer, when there were conversations around racial justice in America and having conversations with our employees of color and having them feel really heard amidst this other global pandemic.
Nani Vishwanath:
Right? That those moments I won’t be able to recreate. They were very meaningful. And on the flip side of that, because I care so much and empathize so much, seeing that firsthand pain that Sarah and Laura describe is really, really challenging, especially when I can’t, or we can’t solve it.
Nani Vishwanath:
We had multiple employees who have family members, who got COVID or new people that did partners or spouses that were furloughed. There’s a lot of real, scary things that have happened in this last year and offering an empathetic ear is so great, but it can’t solve it. And that was super challenging.
Nani Vishwanath:
I will agree though, to Laura’s point that fundamental human connection and community is so, so healing. And I think that’s what we’re all seeking.
Nani Vishwanath:
Which in this virtual world is challenging, no doubt, because I think so much of it would be better if we could be together in person, but that just understanding and compassion, we can provide each other in whatever form that takes, does do a lot.
Laurie Ruettimann:
Hey, everybody Laurie Ruettimann here. With employee burnout on the rise, engagement faltering and productivity wavering, companies are turning to HR to reengage the workforce and create a more positive employee experience.
Laurie Ruettimann:
That’s why I’d like you to join me for Limeade Engage, the virtual event of the year for HR and company leaders. Limeade Engage, kicks off on March 9th with speakers like Glennon Doyle and Ally Love of Peloton, and me! I’ve been twice and it was terrific.
Laurie Ruettimann:
Be inspired, to take the lead to elevate the employee experience, gain the tools and insights to apply, Limeade research and industry best practices to your own organization. And connect with your peers as we navigate 2021 and beyond, together.
Laurie Ruettimann:
The difficulties of 2020 have taught us a lot about the importance of a great employee experience. Now it’s your chance to put these learnings to work and create a strong employee experience, that drives real business results. Sign up for Limeade Engage at limeade.com. That’s limeade.com and I’ll look forward to seeing you there.
Laurie Ruettimann:
Well, all three of you have just undergone these, tremendous years of transition and growth and learning and fumbling, I’m sure in all the stuff that goes along with that.
Laurie Ruettimann:
So Nani, you’ve mentioned that you’re a new mom or at least you’re on that journey. Right? And you’re in this new role starting in May. So tell us a little bit about what it’s been like to experience new things during COVID.
Laurie Ruettimann:
And yet you’ve done something really beautiful, which is bet on yourself, like you know, instinctively that you’re ready for these next steps in your career, in your life. COVID or not.
Nani Vishwanath:
It’s been a really transformational year. One thing that I keep coming back to, there’s this quote that I really love that says, “Purpose is the place where your deep gladness meets the world’s needs.”
Nani Vishwanath:
And it suddenly, became clear to me this year through conversations with folks like Sarah and Laura and other mentors I have that, the things that I do naturally, or the things that I do a good job at, are not just passions of mine or things that I kind of do on the side, but are potentially my purpose and potentially could be aligned with my work.
Nani Vishwanath:
And I think that me, falling into this work in HR during this year was not just happenstance. I think it was all because of that connection, and the way that I think I approach HR and working with humans that have starting to open those doors for me.
Nani Vishwanath:
So I’m trying to think about what that means, in terms of my career, but I’m really listening to that. Right? Those things that you really do well and that people notice you for, and look to you for, lean into that, and see what can happen.
Laurie Ruettimann:
Sarah, what’s your journey been like this year? You started a new business and you’ve got other things going on in your life. You talked about feeling burnout as well.
Laurie Ruettimann:
I’m so impressed that you recognize that and honored that, because so many people for a lot of reasons are plowing through it. So talk to me a little bit about your year and how you’ve prioritized you, and really bet on yourself.
Sarah Stevens:
I think for me, this year was all about getting really clear about what I want my life to look like. That was really what it was for me. And I think interestingly enough, to use Laura’s silver lining, I don’t think I would be here if it wasn’t for the pandemic, because I think the pandemic forced me to take a look at my life in a different way than I had been.
Sarah Stevens:
I’m a hardcore achiever, workaholic, these two know that about me, that is my natural tendency. And I think this year, I started to really think about my energy more specifically.
Sarah Stevens:
Where am I giving my energy? What do I want to give my energy to? And what am I getting energy from? And I spent a lot of time thinking about that, and my real encouragement or epiphany would be honest with how you’re doing. People won’t be mad or angry with you.
Sarah Stevens:
Laura at the time was my boss, when I was feeling really burnt out and I was really, pretty brutally honest at one point, I remember we had not seen each other. So we were sitting six feet apart talking and I just let it out.
Sarah Stevens:
What I was experiencing, how I felt a lack of energy, a lack of purpose and we talked through, well, this is your one life, how do we go find that for you? And what does that path forward look like?
Sarah Stevens:
And for me, it looks like creating a little bit of transition, making some decisions. And the second epiphany I had is that no decision is forever. So we should just get better at trying things and trying them out in making decisions.
Sarah Stevens:
And another mentor of mine, in a very nice way said, “You’re making this out, to be too big of a decision, to go consulting, to say, I don’t want to belittle it, but it’s not that big of a deal.” And for some reason that stuck with me to think, oh, she’s right. I can do this and change my mind.
Sarah Stevens:
My life does not have to be linear, which has been a big learning for me as kind of an achiever, with a traditional sense of accomplishment and things like that.
Sarah Stevens:
So for me, it’s been vocalizing and getting really clear, which takes a lot of work on what I care about, where I want to give my energy, but then also not being afraid. Like operating out of a place of abundance and saying, “Hey, if this doesn’t work, I can try something else.”
Laurie Ruettimann:
So, Sarah, I just want to clarify for those who may have missed this, you told your boss, who is now next to you on this podcast. Who’s now your ex boss, that you weren’t happy and that you weren’t meeting what you thought was your purpose in this world. How scared were you to say that? Or were you okay saying that?
Sarah Stevens:
I totally bring it back to Limeade. I think probably what I would compliment Limeade on the most, is the concept of care really does run through the lifeblood of Limeade.
Sarah Stevens:
So I’m going to use the L word. Laura loves me. I really think that, I know that. And so for me, it wasn’t scary. I mean, I was definitely worried about disappointing her. I was more so disappointing myself, all these emotions, but I also felt, Laura and I had worked hard on both of our parts of maintaining a really honest dialogue, about how things were going.
Sarah Stevens:
Any manager, if you’re managing any people, what’s cool about doing that, is it creates this space and transparency. So that, I would say a benefit to Laura is that I was able to stay on a really long time. We had a much more pleasant transition, then maybe we could have.
Sarah Stevens:
And so I think because of partially who Laura is, but also this idea that, we value Sarah, you as a human here, and we actually care about you. So what we actually want, is what Nani said.
Sarah Stevens:
Where your passion is meeting your purpose, and you’re feeling really cared for and have wellbeing. And if you’re not having that experience, we want to hear about it so we can do something about it.
Sarah Stevens:
So I think because of that foundation, I wasn’t afraid, don’t get me wrong. Lots of tears. There were a lot of tears and a lot of emotions, for me to navigate. And I think for Laura to navigate, as we tried to think about what the future looked like.
Laurie Ruettimann:
Well, Laura, I’m just thinking about you as a leader, as a business owner. Right? As the co-founder of Limeade, you’ve got a million different things on your plate. You also have your personal life, and you have workers coming to you saying, “I need you, I need to talk about these things that are important to me.” So what’s your year been like?
Dr. Laura Hamill:
Well you got to know, when I just hear Sarah say that, and I have amazing things that I’ve gotten to talk with Nani about too. I get to work with these people. Right?
Dr. Laura Hamill:
I get to have relationships like this, that are so meaningful and fulfilling and that’s kind of what a lot of this is about. Right? Is human beings and connecting with other human beings. I get to be a part of this. And that’s huge for me, is to feel that kind of connection with them.
Dr. Laura Hamill:
And just, I hope I have a lifelong relationship with them. Of course, it’s hard. Of course, I wanted Sarah to stay. I… Of course, I did. She’s amazing, but I also wanted her or to have an amazing life and I didn’t want to stand in the way of that.
Dr. Laura Hamill:
So that’s what I just feel so lucky to have is these really deep, meaningful relationships. And that is what for me in my career, it’s really all about.
Dr. Laura Hamill:
If I look back, I’ve been lucky to have that, in different places where I’ve worked. And I think this year has, again, just kind of forced, really sped up in so many ways.
Dr. Laura Hamill:
These kinds of hard things happening, but it’s also created these, really deep relationships too I think, as we’ve gone through this really hard time together.
Laurie Ruettimann:
Well I would love, Laura for you to offer some advice for HR leaders who want to make an impact, but feel stuck. And I ask this question hesitantly, because I think a lot of people can be advice monsters, but I definitely trust where you’re coming from in this perspective, because you bring to it, the notion of care and love and human connections. So if you’re stuck out there and you work in human resources. Where do you even start?
Dr. Laura Hamill:
I just want to say, of course, it’s easy to feel stuck. Sometimes I have to remind myself what we’re doing in human resources, is something that’s so complex. Right?
Dr. Laura Hamill:
We’re dealing with human beings who, we have no idea really what human beings are about. Right? And then we’re dealing with organizations, that are also complex. And so we, as HR get to be right at the center point of that intersection of complex human systems and complex organizations.
Dr. Laura Hamill:
So of course we feel stuck. Right? Of course, we do. But what I think I’ve seen, that’s been so beautiful is when human resources people, realize that who else but us, to make real meaningful things happen in your organization.
Dr. Laura Hamill:
And so what, seeing people really kind of a step back and say, “Wait, I can do this.” And man, when I do this, people are, that’s what they’re hungry for. They’re hungry for HR people to say, “No, this is what’s important, we need to focus on human beings. We need to focus on our values. We need to focus on being kind to each other.” Right?
Dr. Laura Hamill:
So it’s really around the human part and the culture part. And so I just completely understand that it can feel complicated, but take a step in that direction. Right? Do one thing that’s about humanity. Do one thing that’s about your culture. That’s what I would suggest.
Laurie Ruettimann:
I want a t-shirt that says, who else but us. Oh my goodness! I’m bringing that to market. I think that’s really great. Well Nani, who else but you at Limeade, I mean, you’re in this wonderful position in human resources. What thoughts do you have around colleagues, peers, friends in HR who may be in the weeds and just feeling a little stuck.
Nani Vishwanath:
I empathize with the feeling stuck. An interesting experience I had this year from moving, from being an employee at a company, to being an HR at that same company, I suddenly was a part of them.
Nani Vishwanath:
I wish they would do this. I wish they would fix this. I wish they would put this in place. And I’m like oh my, now I am them. And that is not always a really fun place to be.
Nani Vishwanath:
But I think I would agree with Laura sentiments, is just kind of stop and reevaluate and stick to what you know best, which is humans and connection and care. I think something we’re learning on our team, is you don’t have to just keep doing things because you’ve always done them.
Nani Vishwanath:
Break it down. What do you really need? What do people really need in this moment, and do those things. And then we can build and shape and iterate as we go on.
Laurie Ruettimann:
Sarah, bring us out of the segment by telling us what your thoughts are around human resources, from a woman who was feeling a little stuck.
Sarah Stevens:
I was drawn to HR because of what Laura said, how it’s uniquely positioned within the business. And I think HR is more critical than it has ever been. As it relates to companies, starting to really understand care on a much broader level.
Sarah Stevens:
Companies, really starting to feel like oh, wait, culture really matters. People are going to leave, because of culture or come because of culture. And so HR has such an interesting opportunity to impact that, while bringing their whole selves to work. I think that’s what I love most about HR.
Sarah Stevens:
It’s the ultimate walk the talk. You better bring your whole self and demonstrate care because that’s what we’re asking everyone else to do. So I think finding that place where you can do that, where you can bring your whole self so it feels natural.
Sarah Stevens:
The last thing I’d say about HR is like trying to reduce the noise in chaos. I think one of the things this here, I don’t know if other people felt this, the amount of information coming at us is overwhelming. The amount we’re being asked to do, or interact with. And that’s true within an organization and it’s true of every peer I have within HR.
Sarah Stevens:
And so what are we doing to kind of reduce that noise, and what Nani and Laura said, focus on the human aspect of our business, and find ways to create influence and impact there, because we just can’t do everything.
Laurie Ruettimann:
Well, as we wrap up the conversation today, I would wonder if the three of you can really reflect on, what you’re going to do in 2021 to invest in yourself, to bet on yourself.
Laurie Ruettimann:
Is there something you’re pursuing? Either within your career or outside of your career. I thought last year was going to be the year that I ran the Chicago Marathon and of course I couldn’t do that. Right?
Laurie Ruettimann:
So I’ve got this stretch goal of doing that. And that one thing that I’m focused on means that I’m not obsessed about my job all the time, which I’m really grateful for.
Laurie Ruettimann:
So Nani, let’s start with you. Is there something you’re focused on, whether it’s professional continuous learning or a personal goal for the year, that’s going to make this one of the better years that you’ve had?
Nani Vishwanath:
I think the year ahead is about clarity for me. I’ve experienced a lot of transformation in the last year about who I am, and what I care about, but I’m still a little scattered and I think I want to get a little clearer on, what kind of impact I want to make so I can do a really, really good job at it.
Nani Vishwanath:
I know I’m, really passionate about a lot of things, including diversity and inclusion. So that’s one thing I’m doing some professional development in myself and hope to pursue more clearly and formally and that’s where I’m spending my focus this year.
Nani Vishwanath:
And then I would also say, just practicing what I preach in terms of taking care of myself. I do that a lot with the employees, I serve and take care of at work, but I don’t necessarily always do that myself and being a parent of two young children, and having a life outside of work is super important. And I want to make sure I, think about that too.
Laurie Ruettimann:
Yeah. They deserve their mom as well. Absolutely. Well, Sarah, how about you? Where’s your focus for 2021 and what’s cool and interesting on your horizon?
Sarah Stevens:
I think for me, like Nani said, there was a lot of transformation in 2020 for a lot of us. I think 2021, for me, it’s all about trusting myself. I think last year I did that in really big ways and it felt really good and I want to continue, to nurture that within myself of trusting my instincts, and going after things that would bring joy and purpose.
Sarah Stevens:
And so I think both, personally and professionally finding ways to do that, and I loved your comment about that just shouldn’t just exist professionally and only in your career. What are some things that I can get really excited about personally too.
Laurie Ruettimann:
Good. That’s amazing. All right. Laura, what are you focused on? I mean, you’re a leader, so this is challenging to find the time. Right?
Dr. Laura Hamill:
I have a friend who has cancer, and what has been really clear to me is, and just all, of course, all the other things that have happened this year is just how precious life is. Right?
Dr. Laura Hamill:
So I did this exercise with a therapist. I highly recommend having a therapist. She had me do an exercise of… It wasn’t that complicated of an exercise, but just get a piece of paper and say, what would your work day look like, if you could design it from scratch?
Dr. Laura Hamill:
I think it’s because I’m of an age, where you don’t get to do that. You don’t get to design that from scratch. People, tell you what your day looks like, and I did that and I kind of feel myself giggling when I was doing it. It felt decadent.
Dr. Laura Hamill:
And then after I did it, I was like wait a second. Don’t I deserve that? Don’t I deserve, to have a day where I want to work. But it could have more components of things that I get excited about.
Dr. Laura Hamill:
Things that I want to do every day. Things that don’t feel hard and a grind and difficult. And so that’s what I’m going to be focusing on in 2021. Is how do I make my life more like that? Right? More full of things, that I get excited about. More full of things that I really feel connected to.
Laurie Ruettimann:
More of what’s great and fewer compensation, calibration meetings and things like that. Come on [crosstalk 00:32:22]
Dr. Laura Hamill:
Yeah. Hallelujah!
Laurie Ruettimann:
Oh man. The HR calendar can be relentless, but I’m glad we had the three of you here today to really help us think about COVID, and what’s working and how to bet on ourselves. So Nani, Sarah, Laura, thanks for being a guest on the podcast.
Dr. Laura Hamill:
Oh, thank you so much Laurie, that was so much fun.
Nani Vishwanath:
Thank you so much.
Sarah Stevens:
Thank you.
Dr. Laura Hamill:
Thanks Nani and Sarah.
Laurie Ruettimann:
Hey, everybody hope you enjoyed this week’s episode of Punk Rock HR. Sponsored by Limeade Engage. Learn how to build an employee experience for what comes next.
Laurie Ruettimann:
Join me for limeadeengage.com on March 9th, the virtual event of the year for HR and company leaders. Head on over to limeade.com to register today. Now that’s all for this week’s show, and I hope you enjoyed it. We’ll see you next time, on Punk Rock HR.