Category Archives: HR Technology

E107 – What Would It Take For an Enterprise HR Leader to Show Up At a HR Conference? #HRFamous #HRTechConf

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On episode 107 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee, Madeline Laurano, and Tim Sackett come together to discuss all things 2022 HR Tech!

Listen below and be sure to subscribe, rate, and review (iTunes) and follow (Spotify)!

1:30 – Tim has recently been on the conference circuit and he’s loving the in-person energy!

2:00 – JLee was recently speaking at an event and she was asked for pictures after her talk. She asks the crew what to do in that situation. 

7:30 – Tim and Madeline went back to HR Tech and felt the big energy at the conference. Madeline says the expo was bigger than she’s ever seen

11:45 – Madeline says that the Women In Tech sessions were so packed that they couldn’t let anyone else in! 

14:45 – Tim asks JLee what would get her to come to HR Tech on a regular basis. She says that she doesn’t know if she would since she’s so inundated with content and pitches from vendors and it would feel duplicative for her to go to a vendor event. 

17:40 – Tim thinks it’s a mistake by vendors to try and influence big VPs and CHROs rather than talking to director and manager levels about their products who are actually in the trenches. 

21:45 – Tim and Madeline are really excited by some up and coming texting technologies, especially for frontline workers. 

25:45 – Madeline calls out some providers who are doing the work around skills but she notes that there are some start-ups and ATS’s who are lumped in that maybe shouldn’t be. 

29:00 – Tim asks the crew what these HR conferences are missing. JLee thinks that the conferences should provide a deck for attendees to take back to their teams and share what they learned. 

34:20 – Can we pick a better place for HR conferences? JLee is sick of Vegas but Tim and Madeline think it’s hard to host anywhere else because of the size of the conferences. 

35:30 – Tim shares a story about the “BFF Happy Hour” where Kyle Lagunas came in and started the whole party. Tim and Madeline had to play mom and dad in order to keep the event in check.

What are we missing around Quality of Hire (QoH)?

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This week CrossChq released a report titled”The CrossChq “Q” Report” that was loaded with some research and data around the quality of hire. The quality of hire metric is like the holy grail of HR and Talent Acquisition! Everyone talks about it, but no one really feels like they know what it is and where they can get it!

Download the “Q” Report Here

Let’s dig into what they found

The one that will jump right out and make you question your own existence is this:

“Internal Referrals have a Quality of Hire -26% below the industry average”

What? The What?!

Since the beginning of time or at least the beginning of HR, we have all lived by one unbending truth! Referral hires were always of higher quality than some hires out of the general population. You get taught this in the first hour of the first day of HR and Recruiting school!

Turns out, we’ve been lied to or at least led to believe that referral hires were better when they weren’t. How could this be the case? Well, we love to believe in this one premise, which was probably never proven. We want to believe someone who works for us would never refer a candidate who wouldn’t be a great worker!

The reality is most people just refer friends or family, and they have no idea how that person works, nor do they really care. They just want to hang out all day with people they like, regardless of how they work!

Another thing in the report that was somewhat shocking:

“Interviews show only a 9% correlation rate to Quality of Hire!”

Okay, we all know that our hiring managers suck at interviewing. In fact, almost everyone sucks at interviewing! Why? For one, 90% of hiring managers don’t interview enough to ever sharpen that skill. On top of that, we are all too gullible and believe what we here and don’t dig in. BUT, this number is shocking!

I think most organization should be testing “no-interview” hiring. That doesn’t mean we don’t talk to people or try validated assessments (more on this in the study), but formal interviews with a 9% success rate are a giant waste of time!

This study is definitely worth a download and read. I’m always skeptical of vendor-based research, but I really like the effort, data, and quality of this one. I think it has some true merit. We all know we need to select better, but we mostly keep doing and believing the same stuff, without really any merit.

Is More Efficient Recruiting Always Better? #TruthBomb

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If you’re in HR or TA and read this blog on a regular basis, you know I’m all for making our recruiting process as efficient as possible! Primarily because so many of us are woefully inefficient in using our technology and the belief that a more involved process must be a better process.

I’m a little nervous about the future and recruiting efficiency.

I think in our rush to become ever more efficient. We might miss out on some great talent. At this point in the recruiting tech stack, I can actually automate every single piece. Anything you have a person do in recruiting, I can automate. I can even ensure that candidates “don’t” get dispositioned if that’s how you like to play it! I mean, about 50% of you don’t do that now, so it seems like that is probably the way you like it.

If recruiting was only about taking a requirement, matching that requirement to available talent, screening that talent, interviewing that talent, assessing that talent, and onboarding that talent, well then, technology can do that better and more efficiently than humans at this point. But, I think recruiting has always been about getting the best talent for your organization.

Available vs. best is where the technology starts to fall down if talent truly makes a difference in your organization. Honestly, for many, “best available” will work just fine, and it has for decades. The vast majority of organizations are hiring the best available at this point.

Technology is exceptional at hiring the best available. Technology hasn’t figured out how to hire the best talent that isn’t openly available at this point. If you don’t have that talent in your database, and that talent isn’t active on LinkedIn or other job boards, technology has a really hard time getting your message in front of them.

The future of recruiting isn’t about efficiency. That is already here. The future of recruiting is about your organization’s ability to actually go out and discover who is the best talent for your organization. That person might not actually be on the “jobs internet,” or they were, but that was five years ago, so you’ll never see them as someone you want because the five years ago person isn’t the person you need today.

Efficient recruiting is great until it isn’t. If you suck at recruiting, then becoming more efficient at best practice recruiting (which recruiting technology can definitely make happen) will elevate your function for sure. But efficient recruiting isn’t world-class recruiting. It’s just efficient.

The best talent acquisition in the future will be able to go out and discover the talent that hasn’t been discovered by everyone else. We like to believe that everyone who is anyone is on LinkedIn, Indeed, or you name the site. But they are not, or they haven’t been active for a long time, so this is a hidden talent.

Too many TA shops are currently working too hard at becoming efficient and not hard enough at becoming experts of the talent for their industry and their marketplaces. You know I love technology. So, be great at technology, but don’t forget to be great at recruiting.

What is your measure of success? #HRTechConf

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I’m out at the world’s largest HR Technology Conference this week, learning a ton and having some amazing conversations with peers and practitioners. One, in particular, is sticking with me about how we measure success in HR and Talent Acquisition.

With the increase in the capture of data across our technology stacks, we have more information than ever to give us insights and really give us better robust measures of success. But we tend to hang on to old measures that have little correlation to actual success.

There are a bunch of things getting in the way of us successfully determining what should be the measures of success in our functions:

  • We need to measure things that are challenging but not too challenging.
  • We tie our success metrics to annual bonus potential.
  • We don’t really know what success should look like from a benchmarking standpoint.
  • We have legacy measures that everyone is just kind of used to, and the majority of the industry still uses them. So, we should follow the pack.
  • We need measures that we can quickly manipulate of having excuses if things go sideways.

We will never admit the truth above.

From the HR Technology standpoint, your technology vendors assume you are much more sophisticated than we really are. I don’t mean that in a way that is meant to slight our expertise and knowledge. If I had HR and TA leaders rate their own skill competencies, almost always, technology would come in dead last. Most of us have this as an area of massive improvement.

Why does this matter?

Our technology will drive our success measures. Our technology vendors believe we know what success looks like. So, they build our measures, even when they know there are actually better measures of success that they can pull and put together. True, black and white measures that are not subjective and can’t be manipulated.

The first thing that would help with creating real HR measures of success would be to decouple our bonus compensation and measures. Having a person design their own measures of success and tying it to a compensation outcome is a recipe for failure and underperformance. If anything, HR and TA should have their bonus tied to business success outcomes and measure functional success separately. In the long run, a highly successful function should help the business achieve better outcomes.

This one practice frees us up to really dig into our data and our technology and redefine what success looks like around the HR umbrella of functions. To really use our data and our insights to reach new levels and better understand how we can make an impact and improve. We should feel like we can build measures of success and fail at those measures without killing our livelihood. That’s the only way we can hope for true change and worthwhile long-term measures that help us succeed.

What I’m finding is the HR technology community is ready to help us do this. We just have to ask them! We have to ask them to define our success using a data analytics approach and understand the outcomes and insights we can gain from these new measures. This also takes a big of courage because we’ll be leading not following and that’s always a vulnerable spot. But, one I think separates great leaders from average leaders.

The 5 Steps to Buying HR Technology #HRTechConf

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Hey kids! I’m out at the HR Technology Conference this week, and I have 26 meetings set up with HR Technology companies to do briefings. My buddy, KD, says I do a hundred crappy HR tech demos a year, so you don’t have to. That means this week, I’ll knock about 25% of those! It was 27, but I had one cancel because they felt like I didn’t do enough “HR” tech, and I only know “Talent Acquisition” Tech. That made me laugh! Thankfully, I’ll survive. They most likely won’t.

If you are an HR or TA Leader, the biggest budget purchase you’ll most likely ever make in your position is technology. What I find is that even though this will be one of the most important leadership decisions you’ll ever make, most leaders really have no idea how to buy the technology that runs their business. By the way, as leaders, almost know functional leader knows how to buy technology, so we aren’t alone!

Because we lack this knowledge, most of us will either let our IT department make this purchase for us (a super bad idea!) or pay a giant consulting firm a giant fee to help us make this decision (not as bad of an idea, but not great). Your IT department doesn’t know HR/TA. You do. That should be enough said about IT choosing your functional technology. The giant consulting firms are paid millions of dollars by certain vendors for “research.” So, guess who they will recommend you buy?

Since I get to do a lot of demos and briefings, I like to think I most likely have some good insight into how to do this. Wait, what the heck is a “Briefing” with an HR Technology company? Basically, “briefing” is analyst-speak for speed dating with a tech vendor. In 30 minutes, they’ll tell you why they’re awesome, what they have built recently, and what they plan on building in the future. Then I get to ask them what their favorite movie is, where they’ve traveled, etc. You know, all the normal dating questions. If they really know what they’re doing, they’ll bring diet Dew to butter me up!

How Should You Buy HR Technology?

Step 1 – You actually use your current software fully and truly figure out what it can’t do that you desperately need to do your job better. I find almost no one does this first step. They just want something better, even though when asked, they struggle to verbalize what better is.

Step 2 – Once you know what you need, you figure out who the best players are in the market who do that thing. That takes some research and a hell of a lot of demos. For anything you need, figure out at least twenty vendors selling that solution. Based on your size, that will limit your selections, but at least 5-6 will always be in play. Think about Enterprise-level HCM alone; you have: Workday, Oracle, SAP, Infor, Ceridian, ADP, UKG, and I’m sure others that I’ve missed. This is why I got to the HR Technology Conference every year, to keep up with the market. Every HR and TA leader should be doing the same.

Step 3 – Depending on your size, you’ll have to RFP. For many SMB and Mid-enterprise buys of point solutions, you’ll just be on your own trying to find a partner. In this case, step 2 becomes super important for you because I find that most HR/TA shops buy what is “Sold” to them, not what is available. Turns out, HR Tech companies are super good at marketing and advertising to potential buyers. Those companies marketing to you might be the right choice if you’re lucky, or it could be an awful choice. You need to know your options!

Step 4 – You need to talk with users of the technology you decide to buy before you buy it in three ways: 1. Users currently going through an implementation. 2. Users who are through implementation for at least one year. 3. A user who has left them within the past year. If the vendor doesn’t give you these references, walk away! You need to know how much pain you’ll be in and the realistic timing of implementation, you need to know what learnings others had during their ramp-up of the technology, and you need to know what could go very wrong as a worst-case scenario.

Step 5 – Network in the community for other users who use the same technology you want to use and find out what they are paying for that same technology. I find tech vendors charge as much as they can, and some buyers are better at negotiating than you’ll be. If you can come back with some hard numbers, the vendor will work with you. If you have no idea, you’ll pay a much higher rate than another company using the exact same solution. Also, if the big giant consulting firm that you’re paying six figures for can’t give you these introductions, you’re paying them too much!

There are obviously a bunch of steps within these steps, but this framework will give you a good start and make sure you don’t make a bad purchase. Also, remember the old technology buying saying, “no one ever got fired for buying IBM.” That was said because, at the time, IBM was the gold standard and the most expensive. So, while you might be able to find a good technology cheaper, you also have more risk of it failing.

The same goes for HR/TA buying decisions. There are over 10,000 HR Tech solutions on the market. You can find some amazing technology where the vendor will almost give it away to gain you as a client and get more users, but that comes with some big-time, unproven risk. For some, that risk will be worth it because you’ll be able to get and use the technology you could never afford without taking that risk.

Take a look at some awesome new HR Technology startups! #HRTechConf

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The popular startup competition will take place during the upcoming HR Technology Conference, happening September 13 – 16, 2022, at Mandalay Bay in Las Vegas. I’m super proud to once again be of the judges selected by LRP Media Group and the HR Technology Conference for this year’s Pitchfest. It is my favorite event of the year!!

This year, 33 companies will compete during the three preliminary rounds, each with five minutes to present and two to three minutes to answer questions from the judges. Based on a combination of votes from the audience and the judges, the total score earned by each company in the preliminary rounds will determine which six advance to the finals.

On Thursday, September 15, at 10 a.m. PT, the Pitchfest final will name one winner to receive the grand prize of $25,000 and exhibit space at the 2023 HR Technology Conference. A second-place winner will get $5,000. Prize money for the winners will be donated by Randstad Innovation Fund, Randstad’s strategic corporate venture fund.

Listed in alphabetical order, these are the companies selected to participate in the 2022 Pitchfest:

1.    AtlasJobs

2.    Dalia (Frontline Recruiting Tech)

3.    EasyLlama (Sexual Harassment Compliance)

4.    Educe Software (Talent Management Tech)

5.    Extraview (Interview Tech)

6.    Findem (Sourcing Tech)

7.    Finwello Inc. (Financial Wellness)

8.    Gift Better Co. (Employee Appreciation)

9.    Illoominus Software, Inc (DEI Analytics Tech)

10. Inclusively (Workforce Inclusion)

11. ishield.ai (Diversity Communication Tech)

12. JobSync (Recruiting Automation Tech)

13. Largely (Talent Marketplace)

14. Lumina (Job Advertising Tech)

15. Manager360

16. ModernLoop (Recruiting Opersations Tech)

17. PivotCX (Recruiting Communications Tech)

18. Pointr (Position Tracking Tech)

19. Praisidio (Talent Retention)

20. Probotalent, LLC (Reference Assessment Solution)

21. Pulse – Automatic Status (Slack Status solution)

22. Ramped (Upskilling)

23. ReturnSafe (Hybrid Work Experience Tech)

24. Rise (Core HCM)

25. SmartRank (Candidate Screening)

26. Soundbite Inc. (Employee Engagement Tech)

27. SPOTLYFE (Employee Engagement Tech)

28. Sunny Day Fund (Financial Wellbeing Tech)

29. TaTiO (Applicant Attraction Solution)

30. TeamSense (Text-based Hourly Worker Comms Tech)

31. ThinkSight (People Analytics Tech)

32. Translator, Inc. (DEI Learning Platform)

33. uMap™ (Talent Management Tech)

**You’ll notice two of the 33 don’t have links – that’s because I couldn’t find them based on their name! That’s a great Startup lesson.**

So, how do you use this list? Start clicking through and see who they are and what they do! What I find is that many of these startups have amazing technology, and they are looking to get users to prove their concept, so that means you can probably get great tech at a great price!! Plus, many times, be at the forefront of an HR Technology movement.

That starts with a demo! I promise, they are painless, and you will learn some cool stuff, give it a try! Challenge yourself to do one new demo a quarter. Keep on top of the technology that is shaping our industry into the future!

HR Technology Conference Unveils 2022 Top HR Product Awards! @HRTechConf #HRTechConf

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The HR Technology Conference is right around the corner, September 13-16, in Las Vegas, and today, they announced the winners of this year’s Top HR Products! I will be attending this year’s conference, and I will be a judge at HR Technology Conference’s startup competition, The Pitchfest, which runs throughout the event.

Here are the winners of the 2022 Top HR Products:

ADP Intelligent Self-Service

ADP Intelligent Self-Service anticipates, solves and reduces employee issues before becoming a problem. Combining artificial intelligence, deep HCM knowledge and intuitive experiences, ADP Intelligent Self-Service proactively nudges employees to resolve potential issues.

Compa 

Compa is offer-management software to help talent teams make smarter offers and gain real-time market data. When recruiters use Compa, they can skip spreadsheets and automate workflows to find pay guidelines, navigate pay conversations and build custom offers that get approved quickly.

Eightfold Job Intelligence Engine

The Eightfold Job Intelligence Engine provides an AI-powered foundation for role definitions that dynamically learns from internal and external talent insights. By replacing archaic and ineffective job descriptions with centrally defined roles, the tool combines AI, automation and human expertise for better decision-making.

Gloat Workforce Intelligence

For many organizations, workforce strategy is often encumbered by fragmented systems and manual processes that make it difficult to meet the demands of increasingly agile talent and business needs. With this in mind, Gloat built the Workforce Intelligence suite to solve the challenges of accessing scalable skills, jobs and talent insight, empowering organizations to understand and adapt to market needs.

iCIMS Marketing Automation 

Amplify sourcing and engagement efforts with sophisticated lead scoring and conditional, behavior-based campaign personalization to address the toughest talent and recruiting challenges. iCIMS Marketing Automation redefines recruitment marketing by helping recruiting teams adapt to the age of the candidate.

Joyous

Joyous is an app that unlocks the expertise in large workforces to solve strategic challenges. It works in four steps: it breaks a big challenge down into small conversation starters; reaches out to a cohort of the workforce who will have the knowledge needed; routes their responses to subject matter experts and leaders who turn it into conversations, asking for clarification or offering support; and finally, AI analyzes all those conversations to identify the actionable themes that will make the biggest impact.

Oracle ME

Oracle ME is a complete employee experience platform designed to elevate employees’ growth, connections and ability to thrive in the new ways of work and workplaces today. Part of Oracle Cloud HCM, Oracle ME enables organizations to deliver personalized experiences to every worker based on their unique characteristics and situations. .

Paradox Animated Assessments

Paradox has built the fastest, mobile-first assessment on the market, requiring just 90 seconds to complete and boasting a 95% completion rate. By using animated images rather than words, candidates provide accurate information in a fraction of the time, reducing candidate drop-off and increasing satisfaction.

Plum Leadership Potential 

Plum Leadership Potential enables organizations to identify high-potential talent using proven science combined with scalable technology. By leveraging the results of Plum’s single assessment, organizations can instantly measure leadership potential in every employee, ensuring each member of the workforce is equitably considered for their aptitude.

PTO Genius

PTO Genius helps organizations transform the employee experience and boost profitability by unleashing the power of PTO. The AI-powered software helps optimize and automate time off to uncover hidden opportunities to decrease burnout, improve employee wellness and reduce churn.

ServiceNow Manager Hub

Manager Hub delivers a purpose-built destination for people leaders to stay informed and engaged with their teams by leveraging personalized resources to guide their leadership journey. Managers can view a summary of team insights and action items for employee journeys, daily team stats, important dates, tasks and requests.

Talview Interview Insights

Talview Interview Insights maximizes the effectiveness of the Interview. The AI-powered solution works by analyzing conversations and behaviors to assess the candidate and the interviewer, helping organizations continuously improve the quality of interviewing.

Workday Scheduling and Labor Optimization

Workday Scheduling and Labor Optimization is an intelligent, worker-first scheduling solution that leverages artificial intelligence to match labor demand with worker qualifications, availability and preferences to optimize schedules for both workers and the business automatically. By analyzing data across the organization, Workday Scheduling and Labor Optimization helps managers and operations leaders optimize schedules to meet both the labor demands of the business and numerous business parameters—such as labor regulations—and worker scheduling preferences.

There will be over 600 HR Technology vendors at this year’s conference! These products definitely stood out as a few of the must-see technology advances across the HR tech stack. For me, The HR Technology Conference is one of the conferences I will not miss on an annual basis in our industry. Having a great understanding of HR Technology and the impact it has on running a successful business is a must-have skill every HR leader must have in our current environment.

Talent Acquisition Trends with Friends! ATSs are buying ATSs and the Jobs Report!

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Last week I sat down with two of the best in the business when it comes to TA knowledge, my partner in crime on HR Famous, Madeline Laurano, and our good friend, Kyle Lagunas. Jobvite acquired best-of-breed ATS Lever after acquiring a whole bunch of other great TA technologies over the past two years. This now gives Jobvite/Employ three ATSs under their umbrella of products!

TA Tech Trends with Friends!

The best part of this is this is exactly how we talk shop when we are together sharing drinks at some conference! The three of us will all be out at The HR Technology Conference on September 13-16. Come join us!

7 Things a Tech Startup Can Teach You About Your Own Success!

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My buddy John Hill works for Techstars as the VP of Network. Go connect with him, he’s completely an awesome guy who will sit down and have a beer with you and talk about how to change the world for hours!  Last week he got to meet the latest crop of Techstar startups and came away motivated with some great learnings.

Here are John’s takeaways from the newest Techstar startups:

1. Nothing beats hustle. Nothing.

2. The world is full of good ideas, but only a few will execute them.

3. Relational capital is vital.

4. Networks matter. Surround yourself with those who can help you.

5. There are some wicked smart people in the world.

6. To build a great company, you need help with funding, talent, and connections to business/industry to scale and the understanding of how to navigate each.

7. Suspend disbelief!

I’m drawn to each of the seven for different reasons, but #2 jumps out because I witness this on a daily basis. There are two kinds of people in the world: those who execute and those who talk about executing. Hire those who execute. Understand that they are rare, and you should overpay for this ‘skill.’

Do you notice nowhere on his list does he talk about failure. John is a motherfucking doer! He gets shit done. Techstars will only take a chance on startups led by people who will execute. John talks about ways to succeed, not about just throwing caution to the wind and failing. The reality is most will fail. Setting yourself up for success is key.

I love that he ends his list with “Suspend disbelief.” The world is a critic. Those who make it big have that special combination of John’s list. Great idea, ability to execute, the right network to make it happen, super smart, etc. What they also have is true belief! At the end of the day, you have to believe 1000% of your idea is going to work. No part of you even questions that it won’t.

If it didn’t work, you would be destroyed because your belief was so strong that you never saw it coming when it failed. That’s how most great ideas actually make it. You find a combination of all of these things and you put money and resources behind it.

These seven learnings aren’t about how to make a startup successful. These are how you make anything successful that you’re working on.

Who is in your circle of Care?

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I was on the Workday Ventures analyst call yesterday and they had one of their new venture partner companies, Wellthy, and their CEO, Lindsay Jurist-Rosner, on to discuss her company and experience, etc.

Wellthy is a fascinating company, especially when you take into context the current demographics of the U.S., and really all industrialized countries. Wellthy is a digital care concierge service. Think about taking care of aging parents and how you have to deal with the logistics and administrative burden on top of everything else. This is where Wellthy steps in and helps families with this burden.

Lindsay said something profound that stuck with me in terms of how they look at each family and their ability to care for their family: “Who is in your circle of care?” Meaning, when you need help, who are those who will take care of you. What her company finds is it’s almost always the parents. For so many people, this is problematic and that problem is growing as we live longer and a larger portion of the population ages.

It’s not just helping to take care of aging parents, although that is a giant issue, it’s also how we care for our own children, or extended family with needs, maybe even a close friend or neighbor who relies on us (their circle of care).

I’ve written before about how helpful my personal board of directors has been to me over my career with big decisions. I never thought about my circle of care!

Can you write down your circle of care network?

Immediately I have my wife. She’s the CEO of the Timmy circle of care network. I would also put in my Dad, even though he’s about to turn 80, if something happened to me, he would do whatever he could to care for me. My three sons would also be in there, but honestly, until this moment, I never even thought of them in that context. But they are adults and if something happened I know they would gladly find me a home! (just kidding – they wouldn’t be happy about the price and money being taken out of the estate!)

Beyond family, I have my co-workers that probably know more about my medical issues than most of my family. I mean we spend so much time together, so I’m guessing they would also be considered part of that circle of care. I have some neighbors and friends that would help out in a pinch from time to time, as I would do that for them as well.

As I write all of this down, god damn, I’m a pretty lucky person. I can count on a lot of people in my circle of care.

Unfortunately, most of our employees aren’t so lucky. Many have almost no one that they could count on within their circle of care. This is why Wellthy and this type of technology are growing quickly within the HR Tech landscape. We no longer live in a world where we can expect to keep their personal lives at home and not have it impact their work life. So, the best companies will find ways to support an employee’s circle of care.

It’s interesting if you think about it, at every age we need care and support. Some of us are lucky to have that robust circle of care along the way, but many will never have it, or have it and lose it, or not have it and gain it. All of our employees will be at different levels of support, no matter their age, gender, ethnicity, etc. As health care issues are taking a national stage currently, it’s important for us as leaders to rethink how we are supporting our employees and their wellbeing.