{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Beyond the Paycheck","title":"Why Procept BioRobotics builds for the highest performers and the fewest of them","html":"","width":"100%","height":180,"duration":1375,"description":"Summary\nStacey Porter, Chief People Officer at Procept BioRobotics, joins host Kelsey Willock on Beyond the Paycheck to talk about the psychology behind supporting people at work. Stacey started in orthopedic sales while training as a clinical social worker, and the high-performing team she found there sent her into a doctorate in habit formation and performance psychology. Today she leads people at a company of almost 1,000 in San Jose that builds a surgical robotic platform for men's health.\nShe explains money's role in motivation, why frictionless benefits give people the cognitive space to do hard jobs, and why great managers are an obsession \"with a capital O.\" Stacey shares how she makes the case for people when the spreadsheet doesn't: jobs to be done, collective work and growth, because loyalty now goes to careers, not companies. Her mantra is to design an organization with the highest performers and the fewest of them. She also covers 401(k)s and employee stock purchase plans, how she stays current, and the compensation shift she sees coming: paying for short-term contributions across the organization. Built for CHROs, total rewards and benefits leaders who want to connect people investments to performance.\n\nChapters\n00:00 Intro\n00:42 Meet Stacey Porter, Chief People Officer at Procept BioRobotics\n01:01 From orthopedic sales to performance psychology\n02:32 A surgical robot for men's health\n03:21 A drive-thru video pagoda and a navy leather jacket\n06:08 Money's role in motivation\n07:29 Frictionless benefits and the cognitive space to do hard work\n09:30 Why great managers are an obsession\n11:08 Clarity: don't underwork or overwork the work\n13:18 Making the case for people when the spreadsheet doesn't\n15:19 Loyalty is to careers now, not companies\n16:23 The highest performers and the fewest of them\n18:31 401(k)s, stock purchase plans and planning for life\n21:11 Staying current: books, peer networks and pilots\n22:24 The comp shift HR isn't ready for: paying...","thumbnail_url":"https://img.transistorcdn.com/JIYEsfsi51sw9dAl9I1QhUhSrAX9V6MCXZ34oR09gz4/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS80MTA4/NDk4NWM2OTI3Nzk5/Mjk4NzUxN2UyYjI4/NTg1Zi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}