Hubert Joly’s Post

“Frontliners are not just "resources" - they are the engines that keep businesses going and enable them to create value for their various stakeholders.” Unfortunately not all retailers realise that : they rather discuss about fte! Figures helps to understand your business but people create value for your business #passion4people

Hubert Joly's message about people not being "resources" really hits home for me as I engage with great people from every level in organizations in my role. It’s a powerful reminder that employees are the "heart" of an organization, creating value and delivering the human touch that no technology can replicate. Especially today, when so much feels automated and disconnected, this message speaks to the need for more empathy and authenticity in how we work and lead. Without people at the center, what does any organization really have? Consider this, perhaps: by investing in your people, you're indirectly ensuring that the customer is always at the heart of everything the organization does. #customercentrity #unleashinghumanmagic #productvaluedelivery #AIinformspeopletomakekeydecisions

Happy employees lead to happy customers; Unhappy employees lead to unhappy customers. https://lnkd.in/eCf-RDtG The DiJulius Group John R. DiJulius III #leadershipdevelopment #internalculture #employeeexperience

How My Client kept Employees Happy and Very Low Turnovers. Let me share something that really struck me from working with a restaurant client recently. It completely changed how I think about retention. This owner taught me that holding onto great people isn't about fancy perks or high salaries - it's about genuinely caring about their dreams, even when those dreams lead away from your business. They've kept the same managers for 3 years and barely lost any staff. They actively help employees pursue education and career goals, even outside the restaurant industry. They make it normal for staff to talk about their passions and future plans. When someone wants to go back to school? They adjust schedules. Someone interested in a different career? They help make connections. The owner summed it up perfectly: "Life isn't just about keeping people - it's about building them up." When someone's late or messes up, they don't get screamed at. Instead, there's this mindset of "we're on your team, let's figure this out together." I've been in HR for years, but watching this in action? It was like seeing a retention strategy flipped on its head. Makes me wonder why we don't talk about this more in our field. #BusinessInsights #Leadership #PEO #BusinessOwner #GreenTreeHR

Perks won’t fix your company culture. [Grow your LinkedIn → ProfileBoost.com] Here are 3 things your team really cares about: 1. Fair pay over free pizza. Pay them what they're worth and deserve 2. Growth over free gym. Have clear paths to grow their careers 3. Real support over happy hours. Be the leader who supports their vision Remember, a strong culture isn’t built on cocktails. Forget gimmicks. Build a workplace that values people, and they’ll value Mondays. The solution isn't in your perks budget. It's in your leadership. Written by Adam Danyal.

Appreciate Your Team Before It’s Too Late Ever notice how we often appreciate employees the most… right after they resign? By then, it’s too late. Great team members don’t leave just for better opportunities—they often leave because they feel undervalued. Your staff is the backbone of your success. They show up every day, bringing ideas, hard work, and commitment to your goals. But are we doing enough to show them they matter? A heartfelt “thank you,” public acknowledgment of their achievements, or simply taking time to listen to their challenges can make all the difference. Appreciation isn’t just a “nice-to-have”; it’s a retention strategy. People stay where they feel valued. When you invest in your team’s morale, you’re investing in the future of your organization. Don’t wait for a resignation letter to recognize someone’s contributions. Start today—show your team that they are seen, appreciated, and essential to your shared success. #Leadership #EmployeeAppreciation #Retention #TeamBuilding

Navigating Employee Departures: A Reflection on Recent Challenges!! Recently, one of my team members left Blue Hawke without fulfilling their notice period. This individual had consistently failed to log their check-in and check-out times, despite several warnings over the past few months. Their abrupt resignation has raised questions about accountability and commitment. As someone who values my team and treats them like family, it’s disheartening to experience this lack of care for the company. I’ve always believed in fostering a positive work environment, but it’s clear that sincerity and dedication are essential in any workplace. I want to acknowledge our HR, sheheryar shafiq, for tackling these challenges professionally. With a dedicated HR presence, I recognize the importance of having someone focused on managing team dynamics and ensuring alignment with the company’s values. One key takeaway from this situation is the need to prioritize hiring good people. A strong team culture starts with individuals who are committed and responsible. Moving forward, I will focus on building a team that reflects these values, as I believe it will lead to a more productive and harmonious workplace.

HBR refers to this as Best of the issue: https://lnkd.in/g6-cY6vk? Their point is listening to employees like listening to customers. It is half right. But half is not best. Listening to what customers want is vital. Listening to what employees want is ok. But misses the role of employees to serve customers. You can listen to what employees want right up to your next layoff. Like US Steel has done for decades. Industry leaders like Nucor, Costco and Abbot don't just listen to what employees, but treat them like partners, listening to how they can improve serving customers, and consequently avoid the next layoff. This is how they become industry leaders, which is to say, the best. It is no small difference between half right and best. The research on hundreds of companies with Harvard Business School proves this with private companies: https://lnkd.in/d8Jd2rm. PS, I submitted the research to HBR 3 years ago. They were not interested. So yes, as an HBS alum, I am sad. I am glad Inc was...

People come and go in any organisation—it’s part of the journey. A colleague you've worked with for years might find a new opportunity they just can't pass up. While this is often handled well, I’ve recently seen the damage caused when emotion or ego gets in the way. It’s obvious that leaving on good terms keeps the door open for their return, but all too often, leavers become customers or collaborators with rival companies. And we all love it when ex-colleagues have only good things to say about their time with us! It is also noted that companies with formal alumni communities reap the benefits. After all, good relationships shouldn’t end just because you’re no longer working side by side. Any thoughts welcomed. 🔄 #Leadership #CareerGrowth #EmployeeExperience #GoodLeavers #Recruitment

🌟 Embarking on a New Adventure at GuideStone 🌟 I am thrilled to announce my new venture as the leader of a dynamic team of HR business partners at GuideStone Financial Resources. This role is not just a position to me; it's a commitment to a field I am deeply passionate about. The world of Human Resources is evolving, and I am eager to contribute to this transformation at GuideStone. GuideStone stands at the forefront of innovation, guided by its core values: Integrity, Heart, and Skill. These are not just words on a website; they are principles that resonate with my personal and professional ethos. Integrity in every decision, heart in every interaction, and skill in every action – these values are what make GuideStone a beacon in its field. As I step into this role, I carry these values as my compass. In this new chapter at GuideStone, I am honored to lead a team of HR business partners Christine Thomas, MSOD, Paulette Gillespie, Wendy Waggoner, a group integral to the organization's heartbeat. Together, we stand at the crossroads of innovation and tradition, orchestrating the harmony between evolving workplace dynamics and enduring values. Our collective role in HR is crucial; we are not just policy makers but culture shapers, actively molding an environment that nurtures both individual growth and team success. This responsibility extends beyond administrative duties; it's about fostering a workspace where foresight, empathy, and strategic thinking are the norm. These are the qualities that my team and I strive to embody and promote in our daily endeavors. What excites me the most, is the opportunity to co-create the future of GuideStone along with my brilliant team and fearless leader Aja Howell. This is a time of growth and evolution, and I am here to serve, to listen, and to lead. My vision is to build an HR landscape that is not only effective, but also empowering and inclusive. A place where every voice is heard, and every individual is valued. I am looking forward to collaborating with brilliant minds, learning from my peers, and building connections that transcend traditional boundaries. If you're reading this, I invite you to join me in this journey. Whether it's sharing insights, discussing ideas, or just connecting, your contribution is invaluable. Together, let's shape a future that we can all be proud of. #NewChapter #GuidestoneFinancial #HRLeadership #ValuesDriven #CommunityImpact #Integrity #Heart #Skill