Sophie Wyne – How Human Resources Can Do More With Less

Connect with Sophie:

• 

Connect with Dwight:

• 
• dwight.brown@salary.com

Connect with David:

• 
• 
• david.turetsky@salary.com

Podcast Manager, Karissa Harris:

• HRDataLabs@salary.com

 

Production by Affogato Media

Resources:

• Ariglad
• HR Data Labs Season 5 Episode 21
• HR Data Labs Season 5 Episode 19

• “[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.”
• “Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.”

Announcer: 0:02

Here's an experiment for you. Take passionate experts in human resource technology. Invite cross industry experts from inside and outside HR. Mix in what's happening in people analytics today. Give them the technology to connect, hit record, pour their discussions into a beaker, mix thoroughly. And voila, you get the HR Data Labs podcast, where we explore the impact of data and analytics to your business. We may get passionate and even irreverent, that count on each episode challenging and enhancing your understanding of the way people data can be used to solve real world problems. Now, here's your host, David Turetsky.

 

David Turetsky: 0:46

Hello, and welcome to the HR Data Labs podcast. I'm your host, David Turetsky, along with my friend and co-host, Dwight Brown. Hey, Dwight, how are you?

 

Dwight Brown: 0:54

I'm good, David, how you doing?

 

David Turetsky: 0:55

Very good. Thank you, sir.

 

Dwight Brown: 0:56

Good!

 

David Turetsky: 0:57

Today we have with us a special guest Sophie Wyne from Ariglad, CEO and founder. Sophie, welcome.

 

Sophie Wyne: 1:05

Thank you for having me.

 

David Turetsky: 1:06

Our pleasure! Why don't you give us a little bit of background as to who you are and what is Ariglad?

 

Sophie Wyne: 1:11

Yeah. So I started Ariglad a few years ago, I'm really just wanting to support HR teams and internal ops teams in general. And what we basically do is we triage communication from Teams, Slack, email, and we get it to the right person, and just make sure that communication is really streamlined internally.

 

David Turetsky: 1:29

Well, we love Teams, we love chatting through Teams, sometimes we don't optimize our use of Teams I imagine but. But we're gonna find out a little bit about how what your thoughts are on the HR world in a little bit, but one fun thing that no one knows about Sophie is?

 

Sophie Wyne: 1:46

So when I was younger, my favorite animal was sea lions. And my first email address was ilovesealions@hotmail.com.

 

David Turetsky: 1:56

Fascinating.

 

Dwight Brown: 1:57

Nice. I like it.

 

David Turetsky: 2:00

No one knows the difference between a sea lion and a seal. So

 

Sophie Wyne: 2:03

Well, a nine year old Sophie did she was

 

David Turetsky: 2:10

But the adult Sophie still does, correct?

 

Sophie Wyne: 2:12

Yes, yes, I'd say so.

 

David Turetsky: 2:15

Alright, well, I don't.

 

Dwight Brown: 2:17

I don't either. I'd probably mistake it with a penguin or something like that.

 

Sophie Wyne: 2:21

They are a lot bigger. Sea lions are no joke. You do not want to run into a sea lion. Seals are very cute. Sea lions are like ferocious. Like

 

Dwight Brown: 2:30

Are they really? I didn't realize that!

 

Sophie Wyne: 2:33

Yeah.

 

David Turetsky: 2:34

Thus the name of lion in sea lion.

 

Dwight Brown: 2:36

Yeah, yeah. Make sense! Huh.

 

David Turetsky: 2:40

So today, we're going to talk about how to do more with less in HR. I can't think of a more timely topic in the world of 2023, where HR departments are stretching their budgets and tightening their belts and all those cliches about how to do more with less. So that'll be a really fun conversation today.

 

Sophie Wyne: 2:59

I'm looking forward to it.

 

David Turetsky: 3:09

So Sophie, what are some things you've seen that HR departments do to kind of deal? How do they work with less?

 

Sophie Wyne: 3:16

Yeah, I mean, we have seen this really creatively done in a few different ways. I think one of the ways that we've seen HR really rise to the occasion, is just connecting directly with employees in really kind of sympathetic and empathetic ways. I think we've gone through this period of technology where technology was being used for emotional support for kind of bringing up you know, kudos software, or connecting with employees and celebrating them. And I think this is a moment where, you know, if you're in an industry where there are layoffs, or if your company has had layoffs, or you know, generally in the economy, there's just this talk of layoffs and employees are getting stressed. And I think we've really seen our, you know, HR teams, in our customers or in our network, really just connecting with employees again, and really building that connection and trust. And I think we have seen HR teams also just take stock of the current technology they're using making sure that you know, they're spending where they they really need to to support their employees really effectively. And yeah, just kind of making sure that employees are taken care of.

 

David Turetsky: 4:32

So we've seen things like Employee Self Service where HR systems, HRIT's have made it easier for organizations to get the employee to fill out online forms rather than having to call HR. We've seen BRGs kind of take some of the load off of HR by creating a more empathetic environment and be able to get people to get together and encourage people to get together on company time even and to solve for maybe some more mental health issues or support issues. So when you talk about kind of connecting, you're not talking about walking down the hallway and shaking hands, obviously, with a hybrid workforce, mostly remote workers, you're talking about reaching out. And actually, whether it's communicating through Teams, or Slack or other ways, like really making those connections, correct?

 

Sophie Wyne: 5:22

Really making those connections. And I think, to your point, having a mixture of, you know, direct communication with employees and being there for for them in ways that technology and you know, self service notes can't, while also making sure that the resources they need are readily available, you know, at a moment's notice. And so, we've definitely seen an uptick in focus on making sure that policies and resources are more centralized and easier to find for employees, and making that more readily available, while also making sure that employees know that, you know, the HR team is there for them if they need something that resources can take care of.

 

David Turetsky: 6:04

So when when we've talked to HR teams in the past, they've always tried to do the reach out, they've always tried to be the people who are the glue connecting the organization together, what's changed? Why is this happening now is just because of the economy.

 

Sophie Wyne: 6:21

The catalyst, I think, was definitely the economy, whenever there's a moment of uncertainty, that's when employees or people in general, you know, just human beings need more support, and they want to make sure that they are safe. And I think that human resources often plays a part of helping employees through those more difficult moments. You know, I think that we are seeing that the economy currently being the catalyst for those conversations and making sure that that support is still available. And I think this is also a moment where, you know, HR teams can often shine in a way that, you know, a lot of people go into HR, because they really care about employees, because they care about people, they want to be able to support them in their careers they want to they enjoy connecting with employees. And so I think this is kind of an a moment that has allowed a lot of HR folks to rise to the occasion, and really kind of solidify that connection with employees.

 

Dwight Brown: 7:18

Now, the other thing that I think about with this is that so often, in the past, there's almost been a barrier between HR and employees, this barrier where managers are the ones who are doing that, and interfacing with the employee caring for the employee looking for, for ways to engage the employee. And I don't want to say HR has been shut out because that it sounds very negative. I think it's been unintentional. But I, it does seem like more and more, we're seeing some of that come down, where managers are saying, hey, HR, you know better how to do this, than, then what I do, how can you help us? How can you help us get there?

 

Sophie Wyne: 8:01

Definitely, if HR for a lot of managers represents kind of the internal infrastructure of the company, so they're the ones that are, you know, distributing those resources for employees, and have that kind of direct line between those teams and other internal teams. And so I think, in these moments, this is really a time where HR can support in in those additional ways that managers might not be equipped to.

 

David Turetsky: 8:28

Well, a lot of times managers turn to the HR team to deal with those hairy issues, because they just don't have the answers.

 

Sophie Wyne: 8:36

Exactly.

 

David Turetsky: 8:37

And sometimes, sometimes I blame HR for that, though, because HR likes to hold on to those things. And instead of empowering a manager to understand what the right things are to say, managers, as you saying before, managers seed some of that because they're not equipped for it, they don't want to. So they they pass those those batons off to HR, but you know, HR folks I love you. But sometimes we need to empower the managers to have these difficult conversations or important conversations. And yes, we're always going to be necessary. Robots are not going to take HR jobs anytime soon. But it would be nice to at least make that balance a little bit more rich.

 

Sophie Wyne: 9:18

Definitely. I mean, there's a reason it's called Human Resources. You need both. You need the resources, but you also need the human.

 

Announcer: 9:24

Like what you hear so far? Make sure you never miss a show by clicking subscribe. This podcast is made possible by Salary.com. Now back to the show.

 

David Turetsky: 9:36

So let's transition to question two. You've worked with HR folks really closely. And we love to talk about hacks. What hacks do you see them using to utilize their budget the best way they possibly can?

 

Sophie Wyne: 9:50

Yeah, so I think we are really seeing the shift, you know, even just in the general network and kind of community of taking stock of where they're spending right Now, you know, I think a lot of companies have been really flush for the last, you know, five even plus years, it really just spending kind of where they see the need in the moment. And now we're seeing teams really looking at where they're spending their budget, and potentially redistributing it into places that are a little bit more strategic. So like we were just mentioning on self service. So if there is a more centralized way to distribute resources to employees, that saves a lot of time for employees and managers, and for HR in kind of answering the same questions over and over. And it allows both sides of, you know, both managers of teams and HR to spend that time more effectively in more strategic ways. And so we're definitely seeing the budget just being reallocated in a little bit more of a strategic way to make sure that HR is not spending time, you know, in ways that might not be necessary.

 

Dwight Brown: 10:55

A little stringy thing.

 

David Turetsky: 10:55

And that's the reason why I brought up ESS You have a string, a red string, you know, because if HR has to become form fillers, it's a killer. It's absolutely killer. And a lot of the HRIS's have good transaction God forbid, the red string wasn't attached when you got a memo, interoffice mail. Interoffice mail. Yeah, there's a term for 2023! Then, you know, that transition to being a form management built in with workflow and everything. So on a computer. And the form really did the exact same thing it did when it was paper, it was passed from department department, typically via some kind of email ish. In the old days, it was Lotus Notes. And now, all those things are part listen, Sophie, when I grew up, we were we were passing manila of an HRIT and they're all automated with rules and everything and conditional workflow built in as well. So that gets HR out of that administrivia. And it really does save a ton of money, with HR not having to focus on the more routine, easy to approve workflows, but it gets them into envelopes between departments. And there was this, they were the more difficult discussions and the more problematic issues. So it really makes them more strategic. And and I guess one of the questions I'll be, I'll be asking now, is that kind of the, what are we talking about hacks? What are the things that really say if they had this thread, that actually HR can do with the tools that they already have that are sitting around them? Like, like Slack, like Teams, how do they use those in better ways?

 

Sophie Wyne: 12:36

Yeah, I mean, I think, to go back to the thread of self service, because I think that's such a key piece of this conversation, making sure that resources are not scattered in different places, is, again, one of those kind of killers, one of those time killers for HR. Where you have, you know, your dental health policies over here, you have your, you know, leave policies in another place. And even for places like you know, some resource portals where you put in dental benefits, and then 15 different resources come up, and you're having to kind of manually sort through which one would be relevant for you and your location and your role. I think those are, those are ways where HR can fall into the trap of spending a lot of time creating these resource portals. And then employees aren't using them, because it's just too cumbersome. And so then they reach out on Slack and email and say, Hey, I just need dental benefits that are relevant for me, can you just give it to me? And that is an unfortunate situation, because HR has then spent a lot of time creating these policies in the hope that employees would be able to use self serve, but then it's just not very productive for employees, or it's not easy for them to find. And so I think for for us, and you know, this is kind of where our software comes in. But more generally, we're seeing HR just wanting to make sure that their employees are able to find those resources in moments where they, it's most relevant to them, and being able to make it really customized for the employee. You know, if you're a person in California, and you're a full time employee, what relevant resources are you looking for in that moment? And so I think that's really, really key.

 

David Turetsky: 14:16

Being able to find what you need in the moment you need it, and not getting frustrated, and not having to make that call. Everybody would sign up for that.

 

Dwight Brown: 14:25

I wish my bank would do that. Yeah. But yeah, I mean, there's that user friendliness aspect of things that really, it's amazing how much that that interrupts the information flow and keep people from being able to monopolize on their benefits. So the more streamlined you can get it, the better.

 

Sophie Wyne: 14:44

It's funny you say that Dwight, because what we have seen is that employees have had so much poor experiences getting automatic responses or having to navigate knowledge base portals beyond their companies of trying to find that when they're, you know, working with their bank or working with, you know, a shopping portal, it almost never works. And so when employees, even if they are told that, you know, you need to go to this portal to find this information, they almost write it off immediately in their minds, because they're like, it's never worked before in my life, work or otherwise, you know, why should it work now? And so I think it's really important to kind of make sure that employees are, that you communicate to employees that you've taken that into account, and that they're kind of individual circumstances were built into that portal, and it is going to be easier for them to find that information. Because a lot of employees have just written off those knowledge bases kind of, in general.

 

Dwight Brown: 15:39

Yeah, absolutely. I mean, there's so much information in there. So if you're sent to a portal, you're what you immediately envision is alright, I'm going to have to go through reams and reams of topics and see if I can find what I'm looking for. Or the other. The other one that I see and never use is the chat bots for support where, you know, you type in a question and say, I want to see my dental benefits, and you get some crazy answer back from the thing. Now, maybe chat GPT is going to change that. But the Yeah, that interface, like you say it, people just start to write it off and and it doesn't become a viable option for them to use. So you've got to be able to optimize that, you got to be able to streamline it.

 

David Turetsky: 16:28

Do I to that point, the one thing I'd say about chat GPT is if you've used it, and I've used it a few times, it trains you on how to interact with AI more effectively. Because you as you can ask a question, and it will provide an answer. And then the more sophisticated you get with being able to ask the question in the right way, you will be able to get back a better answer. And the same thing is true of the other AI components that we utilize every day. It's some of them are very simple and don't don't have the capability for complex queries. Some do. But the problem is, is that we're so trained in being able to ask a person a question, and thinking they'll understand the context enough to give us the right answer, that we we assume AI will do the same. It's not true. The AI is only going to give you the answer, if you've been trained to ask it the right way. In the same way, Dwight, I know you remember this. When we learned DOS for the first time?

 

Dwight Brown: 17:37

Oh, yeah!

 

David Turetsky: 17:38

We just couldn't type in anything, we had to type in the command language the way it was supposed to be. So we were trained on how to enter it the right way. And it gave us back the result we were looking for, in the same way. And I'm getting a little bit back to full circle here. We've been trained to ask HR and managers for things in a certain way. Because they understand our context. Sometimes they don't, sometimes it's an HR person who sits on the other side of the world. And we have to ask them and have compassion for them not understanding our situation, even if it might be an emergency situation, we have to go through the way in which we understand how to explain our situation to be able to get the right answer back. So AI is definitely a tool that we might be able to use in the future. The problem is, is that we as consumers of that technology needs to get better at it. And in the same way, even when we ask our manager or HR internally for a question, for help or finding resources, we need to be able to ask it the right way.

 

Dwight Brown: 18:50

Yeah, yeah, that's a really that's a really, really good point. Because it is there's a totally different way of interacting with things. It's like me speaking with somebody who speaks a different language than I do that if I asked him a question, I'm gonna get gobbledygook back. But if I understand how to ask that question in their language, I'm gonna get a totally different experience from that.

 

David Turetsky: 19:12

Let me give you an analogue Dwight, that as consultants we have to deal with every day. When we're trying to explain compensation matters, or HR matters to non compensation, non HR people. We don't talk about the well. Sometimes we talk about the same vernacular, right? But when we're talking internally, we talk about comp ratios. We talked about midpoint progressions, we talked about spreads, we talked about a lot of things. And, you know, if we had talked that way to a client, they'd be like, I have no idea what you're talking about

 

Dwight Brown: 19:40

The dear in the headlights.

 

David Turetsky: 19:42

What the hell does that mean?

 

Dwight Brown: 19:43

Exactly.

 

David Turetsky: 19:44

But when when you start explaining it to someone who's not in HR, or who, I was speaking to a board yesterday, and we had to explain to them about sampling, and we had to explain to him about how surveys work, competition market surveys, and so you need yo be able to come to the person who's the consumer of the advice, the consumer of the information, and sit with them at their level and be able to talk to them in their own language. So it's the same kind of thing.

 

Dwight Brown: 20:11

Yeah.

 

Sophie Wyne: 20:12

It's funny, David, because you mentioned earlier that HR filling out forms can be such a killer of time. And what we've seen is actually, if you can flip the script and have employees fill out a type of form for specific questions, it can help streamline the process so much better. So when we onboard with a new customer, and we integrate with Slack and Teams, and those kinds of portals where employees are really just used to reaching out, asking the question, getting an answer, they are often not asking in the best way, if you know, just to be it to be in the politest way, it's not the easiest way to understand what the employee wants. And so we really encourage HR to create these forms for okay, if you're asking about, you know, parental leave, or you're asking about dental benefits, or whatever topic it is, what information do you need from the employee right off the bat in order to move this query fast and getting this closed out? And making sure that employees have to fill out those quick data points is just so much easier on both sides. So the employee gets their answer much faster. HR isn't having to follow up with a bunch of different questions. And you're even making sure that it's getting to the right person right away, because they understand more context.

 

David Turetsky: 21:30

Sophie, question about that. So, you know, let's just take FMLA firm for an example, when an employee is asking for parental leave, they don't really know that it's a qualified FMLA. Right? And so they they won't have that context, in their mind, about what are the right things to say? What are the right things to know? What are the, what's the context that is important. They may not have put in for the the spouse being pregnant, they may not have said, you know, this is coming up. They may not even have informed their manager because it slipped their mind because there's so many things going on in their life. So how do you prompt? You know, what do you have to do to make sure that that employee understands everything they need to have to come to the table to be able to complete that form in that manner? Or is it an iterative process where you're using your you're doing context searching within the language the employee's using to be able to ferret out the right questions to ask so that you can make sure that they're they're getting the right data? Or that the company is getting the right data?

 

Sophie Wyne: 22:44

Yeah, so we so it's kind of a mixture. So right off the bat, we know that there's some things that we need to ask the employee for those specific forms. So the HR team creates the the questions based on the topic. So the employee chooses the topic, they're going to ask about parental leave, we then can cross reference it with their location data, their department data, so then we can understand, Okay, for this specific, you know, region for this employment type, these are the questions that we're going to ask and then getting that information from the employee in the moment.

 

David Turetsky: 23:17

So context is, is the, it comes from what the employee is selecting at that moment in time.

 

Sophie Wyne: 23:23

Selecting that moment of time, and then the HRIS data as well. So being able to cross reference that so making sure that all of the available data about the employee and the current policies, where you did all of that stuff is cross referenced, and basically put together to make sure that that question is answered as soon as possible.

 

David Turetsky: 23:41

And then we have to pray that all the data is accurate.

 

Sophie Wyne: 23:44

Pray that it's accurate. And if it's not make sure that that is identified right away and kind of flagged. You come up with this huge breadth of knowledge and information, and you know, things change, policies change. And so I think that's another thing is just making sure that you have a system in place to identify if there's outdated information and updating that.

 

David Turetsky: 24:06

Every moment of every day, the world of HR moves, and the data gets old. And we kind of put it on HR and the employees to fix it. But without that ESS, and without them going in or needing to go in to see what might be wrong. It will be wrong, unfortunately. And we need to do the best we can to kind of gently push them to not only expose any changes, but expose any errors. So we're not making assumptions based on what they are. We're making assumptions based on what is correct. So unfortunately, since the first episode of HR data labs, we've been talking about the struggles that we have with bad HR data, and that will always be the case. Hey, are you listening to this and thinking to yourself, Man, I wish I could tell talk to David about this? Well, you're in luck, we have a special offer for listeners of the HR Data Labs podcast, a free half hour call with me about any of the topics we cover on the podcast or whatever is on your mind. Go to Salary.com/HRDLconsulting, to schedule your FREE 30 minute call today. So Sophie, what are some hacks you would suggest that companies can do to do more with less? What are the things if you can if you can put like three or four different examples that people can take away from this episode? And say I can implement that today! What would you suggest they do?

 

Sophie Wyne: 25:39

To stay in the vein of what we're chatting about Now you're talking about, let me go back to the earliest points with the importance of self service, I would say paring down where your data is. So if you have your data in a bunch of different places, you have it for different regions or different topics, I think the first thing that you can do is putting it into one place, or at least having a kind of consolidation of the linking out to those different areas. I think that's one of the most confusing parts of kind of resource finding for employees and for HR folks, as well. And it's the easiest one to do to get started on right away. And I would say, having a way to also collect the questions from employees, I would say that one of the most, you know, what is that saying, the tale as old as time, situations in HR is that employees reach out to the HRBP that they onboarded them. And so they have, you know, one or two HR people that they know, you're making. One of the things you were talking about is having they're comfortable with, they go to for all of their questions. And that is really exhausting for the HR manager in question. Because they are then having to triage all of those questions of you know, they're not an expert in everything. So they're having to find the person on their team to answer it. And then they're being the go between. I think, another way to free up their time and make sure that you know, the answer, the question is getting to the right person. And of course, it depends on how big the company is. But having ways to triage that information more easily. Whether it's a Google group for a fewer channels, like having an HR portal and a company portal Gmail, whether it's a Slack channel, or whether it's software, that kind of triages it as well, making sure that it doesn't fall on the shoulders of just a few different HRBPs that employees just happen to know. That is another kind of low hanging fruit, but really significant piece. and having a benefits portal and having a compensation portal, having everything kind of where all the answers all the questions, all of the FAQs, all of the knowledge bases is consolidated into one place, correct? Yes.

 

David Turetsky: 27:58

Let me ask a follow up to that question then. In the era of transparency, where pay transparency it is becoming not just Vogue, which should have been a long time ago, but becoming the law. Are you suggesting as well that that becomes the kind of a conduit for employees to know where to go to find out this information about how is pay made, you know, how are pay decisions made? And where do I go to find grade ranges? And all that other stuff? Important stuff?

 

Sophie Wyne: 28:27

Absolutely. I mean, I think you should be able to go to the same place to get answers on, you know, pay transparency, as it is for parental leave as it is for, you know, Visa questions. I think there shouldn't be totally different ways to get that information. And I think that it should also be, yeah, just available to employees in the moment. Because, you know, sometimes you have these questions on a Friday afternoon or an evening or weekend, and you want to be able to get that information right away.

 

David Turetsky: 28:55

And going back to Dwight's point before, there needs to be the indexing done so that when someone searches, and whether it's a chatbot, or whatever, Dwight, when they put in parental leave, or they put in my pay or something, that the relevant resources come back and are indexed accordingly. Whether it's a smart search, whether it's a you know, whatever kind of logic is being used, nothing frustrates the crap out of people typing in a million different words, try and get the same thing and nothing coming back. Like, like, you have to really build a strong metadata library around those things to be able to take all the different permutations of what people are trying to achieve into those things, right?

 

Dwight Brown: 29:39

Yeah, yeah, absolutely. I mean, you've got to you've got to have that. People just won't use it won't use the technology for it.

 

Sophie Wyne: 29:48

I think those are also the strategic technologies that were tech or systems that is worth investing in. Where if you can nail that triaging, nail that communication of information, you've, you know, saved so much time for your HR team, and they can focus on so many other things. And I think redistribution of budget into those more strategically focused areas is something that I think we're gonna see a lot more of.

 

David Turetsky: 30:19

The funny part is I've been building blogs forever turetsky.com or HRdatalabs.com, whether it's a WordPress site or whatever. And it's so easy on those sites to make things searchable, whether it's through meta tags or, or just categories. And I looked back at the years that I was trying to build HR portals that had all that data and information, I'm thinking, wow, it'd be so easy today to create a WordPress site where you can literally use postings to post about, you know, the 2023 merit increase process or, you know, the 2023 grade ranges, and have people be able to find it in no time! Technology has really come around to making it so much simpler than the complications we used to over engineer in the past.

 

Dwight Brown: 31:08

Yeah, and it's, we're in an exponential growth phase in terms of our capability and speed and and continuing to build that kind of stuff out.

 

David Turetsky: 31:16

Let's just not overcomplicate it, Dwight.

 

Dwight Brown: 31:19

Why not? Come on? Gotta keep life interesting.

 

David Turetsky: 31:24

Oh, absolutely. And then we have podcasts to explain it all back.

 

Dwight Brown: 31:28

Yeah, exactly.

 

David Turetsky: 31:30

So Sofia, any other hacks, tips, tricks that you wanted to mention?

 

Sophie Wyne: 31:35

I think we covered you know, the main areas, especially on the the self service side. I think making sure that there's just less burden on the individual HR managers and on the employee and managers that are looking for information, there's a lot of the same goals on both sides of the coin, you know, people want to be able to get the information fast. HRBPs and managers don't want to have to, you know, be the kind of conduit for every single piece of information. At the end of the day, if you can also really streamline that type of process, you're going to save time for employees, you're actually going to get them to be more productive, because they're not going to end up spending time figuring out how to identify, you know, what the next step is for their promotion or for moving around or you know, anything like that. So it really just kind of makes your entire internal system in your company work a lot smoother.

 

David Turetsky: 32:34

And because they found where they could get promoted to and what skills they need. And they did that without contacting HR and their manager. Now they have information that they can use to acquire those skills, get promoted and not have to look elsewhere.

 

Sophie Wyne: 32:50

Yeah, or you know, if they are reaching out, because I mean, HR managers are there to support employees in those moments. I think that employees can just use the time of HR better when they have all of the basic information already. They know exactly the skills and the next steps that they are interested in being able to then reach out to your HR manager and talk about the things that of course, aren't going to be available on a you know, on a forum because it's about your journey as an employee. Those are the conversations that HR is there for that they are excited to take part in. And I think just being able to utilize their time for those conversations is what it HR just is able to be super efficient and really shine.

 

David Turetsky: 33:35

Sophie, thank you very much. This was awesome. We really appreciate your insight.

 

Dwight Brown: 33:39

Thank you.

 

Sophie Wyne: 33:40

Thanks for having me, guys.

 

David Turetsky: 33:42

And Dwight, thank you.

 

Dwight Brown: 33:43

Thank you, David.

 

David Turetsky: 33:44

And thank you all for listening. Take care and stay safe.

 

Announcer: 33:48

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