E4: Powering through the Pandemic

Andrea Dicks speaks about how she helped her co-workers cope with the rapidly changing work environment and all that came with it!

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This is a podcast, through series of engaging episodes, explores with HR Leaders who are changing the ways human capital is perceived, measured and leveraged. They have dabbled with the latest trends and practices in HCM and have gathered commendable insights to propel it towards the future of work!

HumanCapitalShow_Andrea_V2
[00:00:00] I feel so uncomfortable when I hear, you know, um, some of these, um, announcements coming out, uh, you know, through the media.
How can we normalize it and how can we make people's day feel a little bit, you know, like they're not stuck at home, you know? So , so I said to in my office and I'm like, What am I gonna do to help, you know, get through this? And, um, I thought, well, if I put like out a little, um, a daily sort of message, um, something about, you know, like, it has to be about like your health or your mental health or your, you know, um, Just something to, to sort of break away from the normal.
Yeah. Uh, yeah. Motivational boost as well. So I used to put together these little, um, YouTube clips with, um, you know, I'd do a little bit of research, so I'd pick a topic like, say mindfulness for instance, because that became the rage, you know, Mind what?


BenIntro: That was Andrea talking about how she went through the pandemic as a hr. Interestingly, her 13 year old career in HR started with her interest in working with people. She recalls how stressed and panicked she was [00:01:00] about her job when she moved from South Africa to. Andrea considers herself lucky as she got her job within three weeks as a HR on her first attempt at Key Shipping.
She continues to work for its parent organization, Leewood Group, and takes HR challenges head on in the post pandemic world.

This show is brought to you by Zimyo.


BenIntro: Hi everyone, and welcome to the Human Capital Show, a podcast designed to help you achieve and equi propose in the HR world. My name is Ben, and today on our show we have Andrea Dicks. Hey Andrea, and welcome to the show. Let's kick things off with the big question, The pandemic coming from the shipping industry.
How did it hit [00:02:00] you?
Um, yeah, I think it was, it was such a surreal time to be honest. Like, um, we kind, because we, we, we work with China quite closely. Um, we, we kind of were in conversation with, um, you know, with our, um, um, offices over there and, and, um, so we knew. I think we kind of knew before everybody else knew that this was something bigger than, um, than the general public were expecting.
Um, but that being said, remember quite was national manager at the time. He, um, he sent through an email, um, to, um, the managing director of, um, Key at the time, and he said, Oh, this, you know, he says we need to be looking at what's, and um, I can't even remember what was on the email now cause there was just so much going on at that time.
But, um, I was a copied in, um, because I generally am on anything big that could affect us as a business. And um, and I thought to myself, I'd seen a couple of things on Facebook as well, thought Oh, okay. Know, we, we probably need to, to really start paying attention to this. So, um, anyway, we started watching the news.
My boss and[00:03:00]
tabs on it, he few question you. We need to start looking at, you know, how we gonna manage our staff and if this becomes, you know, we start asking questions, put it that way. And um, but I think when it started to get really serious, it was, it was like, I think we actually sent our staff home before it was a, a case of.
We in lockdown. So, and it was only, was only like about a couple of days or so before and, um, yeah, we'd kind of been talking about it and we just thought, well, you know what, just for the safety of our staff, we just gonna can move to work from home pretty easily. Um, just because we very, um, tech based as a company.
Um, we just started looking at those options, like, what can we do? And they started talking a bit about it in the media as well. Like, you know, if you can work from home, maybe it's a good idea. Um, you know, if you are able to transition your workforce, uh, you know, have a look at it. But then I do remember very clearly, um, I was sitting at home.
I re I think I'd just come home, um, like the day before and I'd set up my workstation at home and, um, And I [00:04:00] had on, I, I'd listed the ABC News app on my phone. I just downloaded it for the first time because, and I wanted to get all the, the news as it came through first, first thing. So I had all the notifications set for, you know, Queensland, Brisbane, you know, um, 19 and anything on that.
So I knew when they were gonna do a press conference. So the minute it came up, I started watching and, um, And yeah, it was just, it was shocking. Like , I was sitting in, in this newly created office at home with my headset on and just like glued to the screen. And, um, you know, that just the minute he said, um, well the PM said, you know, we, we need everybody to, to be at home and it's a complete lockdown.
You can't go anywhere. All the, and my heart was just like in the, my stomach and I'm. What does this mean for us? Are we gonna survive? What's this all about? Right's going on. Yeah, like just So questions and then your heart, your mind racing and you does this. What do we have to, you know, what do we our, you know, overload of questions.[00:05:00]
Messaging boss. He asking me questions. I'm.
It was, yeah, it was extremely scary. And, and, and it was also so sudden I think that, um, reaction times were like so little. Like, we really didn't know what was happening. Every, every day. It was different. Every day people thought, okay. This is what it's going to be. And then you realize, oh, the next day another announcement has come in, you know?
Yeah, yeah. And it just, it just went wild. So Yeah. Talk about everything. Oh, I know. And I think, you know, being in hr, you, you actually don't. Even though you are feeling it yourself, you are worrying about your staff and, um, and what that means for them because Right. You know, at the end of the day, you know, that's part of what we have to do.
It's part of our, um, you know, Actually for sure[00:06:00]
and without hindrance well was um, Al and I think, um, what I really enjoyed about it, um, I dunno, this sounds funny, but in the midst of all that panic, um, I think what was awesome about our team was, and, and, um, and our leadership in particular was that we started having like, um, daily meetings, um, like management meetings.
And then they got, One of the things that um, really amazed me during that time was how, um, our management team really just come together and started having regular catchups, um, almost daily in the beginning or every second or third day just to, um, get. What was happening in the media, how that was gonna affect us, what did that mean?
Um, for, for us, um, as a company, obviously dealing with overseas, um, shipping loans because that, that was affecting them too. And that, you know, would then if, if we were all in lockdown, you know, what, how was that gonna play out, um, um, on the bottom line at the end of the day. Exactly. So, um, yeah, so we each had to sort come in and report, you know, from each of our areas.
Um, in particular, obviously our commercial. People would, would [00:07:00] be speaking with, um, you know, the guys in China, the guys in New Zealand, um, and anybody else, um, that would've, um, been affecting business in any way. Um, so yeah, it was, it was really good though. And um, it's something that we've continued to this day.
So we still meet once a week as a management team, which we never used to do prior to, um, Covid Covid and was one of the best things that has come outta it. Yeah. Um, so really, really good. Yeah. Um, I'm trying to think now what, um, what else I was gonna tell you about on the pandemic. I mean, that's it. It's really great that the team meets together and, and I'm sure the dynamic on how you work has completely changed as well.
But taking a couple of steps back, and if we go into, um, HR and the HR processes, um, technology has, um, had an upper hand during, um, the pandemic, right? Um, Everywhere. You know, we cursed the pandemic, so, you know, for one of a better word. But the, the, the reality is that we had a much higher technology adoption curve.
Now, the fundamental question I wanted to run is, How did that affect Leewood and how did that affect the shipping [00:08:00] industries and how did Australia react to it as well? Because you get all these new, um, SAS products that came out and said, Hey, we're the best thing for you at this point in time. Um, choose us, right?
Yeah, yeah. Um, I think we, our company has been quite, um, Quite at the forefront of adopting technology, um, as part of our business. And, um, and we'd actually, prior to the pandemic, moved to, um, a system that could, I suppose, um, what would you call it, Um, support, working from home very easily. Um, So, and I talk about operating systems as well.
So our, our, um, our actual operating system that all our staff use daily for our shopping processes is, um, is an online, uh, SA product as well. Um, and um, it's awesome because you can do it from anywhere. Like they can access that, that system from anyway. Um, and then basically, yeah. Um, I believe though, um, we, we used to have, it used to be enterprise based, um, but they've moved to the cloud, Oh gee, I'm trying to think now.
Probably about five years ago. Um, might, might be a bit longer. Might be a bit longer. Um, but, um, [00:09:00] yeah, so that, that operating system, um, works really well. Um, You know, from anyway, which is great. And then, um, the other thing that we did was we moved to Office 365. So, and we did that also way before the pandemic.
Um, and then the introduction of teams as well, um, um, through Office 365 was, um, something that we started using, um, way before. However, when the pandemic hits, um, we. The, the adoption of it and the amount of use that it, it suddenly became our lifeline. Um, right. Yeah. So everybody moved to work from home and, um, but from the HR perspective, we'd never had an operating system.
Everything had been done manually prior to, um, the pandemic and, um, oh gosh. Yeah, I mean, and I was a, I was a lone ranger. It was just me, uh, nobody else doing hr, so it was lot work, like manual work and, um, anyway, uh, so also prior to the pandemic, but only just before we moved to, um, a really good, um, cloud based operating HR I system and, um, And I'm so glad we did because, you know, as, as everybody's aware, like during the pandemic with all the changes that came out, um, from a [00:10:00] legislation perspective, you know, for, for work changes in Australia, they were huge.
Um, it was, you know, What does work from home look like? You know, how, how do you cover that in your o n s, You know, how does, you know, there was just so much to deal with and, um, so much policy. Like, so legislation would come out and we'd have to have policy almost immediately. So we were very lucky that, um, the HR system, um, Would actually provide a templates on that.
So they'd actually run a webinar on whatever legislation had just come out so that we could get understanding day of that we'd send. Through, through the system. Um, automotive, I can't think of the word. Wow. I said yeah. Automatically. And then also get digital signature on it
. No, but I mean, rolling it out like in a day from when the legislation comes out, that's like, that's the height of automation for you.
Right. . So, Yeah, exactly. But it was so good because people were so stressed by it, you know what I mean? They, they needed that, uh, security of, of just know. What the rules were, you know, and, and right. And how, how to do work in this new [00:11:00] situation. You know, what was, um, what, what, you know, how do I do this?
What's allowed, what isn't allowed? And, and just also sometimes, you people need to feel secure in, in what they do. Right. And, um, and because everything else wasn't secure, like everything else, they were getting told, You can't do this, you can't do that. You have to stay home. You have to have your whole family at home, and you must still.
You know, , it's like, it's insane, right? And um, so just. Yeah, just being able to provide that bit of, um, you know, structure to a person's day, I think, um, was really, really great and we could do it so easily just through the technology that we had. Um, I just remember the other thing that we started doing, um, during that time was I thought to myself, Well, I feel so uncomfortable when I hear, you know, um, some of these, um, announcements coming out, uh, you know, through the media.
How can we normalize it and how can we make people's day feel a little bit, you know, like they're not stuck at home, you know? So , so I said to in my office and I'm like, What am I gonna do to help, you know, get through this? And, um, I thought, well, if I put like out a little, um, a daily sort of message, um, something about, you know, like, it has to be about like [00:12:00] your health or your mental health or your, you know, um, Just something to, to sort of break away from the normal.
Yeah. Uh, yeah. Motivational boost as well. So I used to put together these little, um, YouTube clips with, um, you know, I'd do a little bit of research, so I'd pick a topic like, say mindfulness for instance, because that became the rage, you know, Mind what?
So I was like, let me put together You know, little bit of research on it. So I'd have a little bit of, they could read something and then they, they could watch a little video and they could actually do like a mindfulness exercise online. So, um, which is super fun. But also like some people would probably go, Oh my gosh, you know, is lost mind.
You know, another thing. To do now,
normalized.
You get this every day without, and. And they, they knew that [00:13:00] others in the company were doing it too. And then they could message and say, Hey, did you do this today? Or, or, I found this really helpful um, you know, I'd get messages back from people and saying, You know what, Today was a really bad day for me.
And when I got a message it was just really, really good. So, um, and I thought, well, you know, there's so much we can do with technology and it was just great to have it at that time, um, and that it worked so, I mean, it, it, it just gives those people that sense of, Hey, I'm not in this alone. And it, it's, it's, you know, it's so encouraging when, and, and from an HR perspective, that's what you want to do with your employees.
I mean, they need to be on top of the game and it's, it's a hrs responsibility to get that going. And, um, love the fact that you guys actually. I mean, unknowingly set up and geared up for, um, the pandemic, right. Moving everything. Yeah. , I, we were very happy about that. Uh, and obviously unknowns to us, it was gonna come into great use very, very soon, so, yeah.
Yeah. Good. That's fantastic. That's fantastic. And would you say that, um, out of the, the, the, um, uh, the softwares that you use and the, the systems that you were using, SAS played a fundamental [00:14:00] role in, um, getting you guys up to speed, um, and, you know, enabling you to still perform and ensure that your bottom line isn't affected at the end of the.
Absolutely. Um, I can't see that it would've happened any other way. Um, and I, I absolutely think that, um, you know, for us as a business, all everything that we do is, is based through our online systems. Like our business wouldn't exist if we didn't have that. So, um, so we absolutely, I mean, being able to work from home and be able to do it so smoothly, that change as well.
I mean, within a day. We were all based at home and pretty much everyone picked up their equipment off their desk and walked out the office and just plugged in at home and started. So, And this was before the lockdown itself, right? You guys had taken a conscious choice to, to say, Hey, we can actually work from home because this is getting a bit out of hand.
Yeah. Yeah. I mean, literally, I, I'm trying to think exactly, like, I'd have to go back and actually double check to be sure. But, um, I reckon it was a couple of days before there was a, a strict lockdown in place. Okay. Um, yeah. But I mean, [00:15:00] once, once we were all at home and, um, yeah, within a, within a day or two, it became an actual, you have to stay where you are and you cannot go anywhere, you know, But we were already at home.
So, Right. Yeah. And, um, Australia as a whole, um, I, I think Australia was one of the countries that got locked down the most, if I'm not mistaken. Right. In terms of timeline. Um, Like how, how did the adoption of technology happen across Australia? Was it like, welcome change, or, I mean, I'm sure you, you have, uh, others in HR who you were probably talking to as well saying, Hey, we're doing this.
What's the best practices you guys are doing? Or is there any insight you can give us? Um, those kind of con the side conversations, could you see that that whole adoption process was, um, Like really fast or there was like total hindrance to it and saying, Oh no, I like my old system, I want my printouts, I want my, you know,
That kinda a, yeah. Um, I, I honestly to, I can't, I can't recall, um, there being that hindrance so much. I think it was more about we don't [00:16:00] have a choice. And, and, um, and if we're going to be successful and if we're going to, to, to be able to work, we have to do it this way. But that being said doesn't mean that it was that easy to achieve because I think the bigger the organizations, um, were or are, um, the harder it is.
So especially if they hadn't already made steps to, to move to any sort of cloud based systems prior to the pandemic, it would've been really difficult. Um, you know, if you're talking about large organizations, you're talking about a massive effort to, to get everybody. Into a different, onto a different platform and actually, you know, working effectively, especially, you know, from the home environment.
So, um, I mean, with us, we were a lot smaller. We, we were pretty agile and we were already. Pretty much set up, you know, uh, beforehand. Um, plus we have the most amazing IT company, to be honest. They're phenomenal. Um, just, yeah, they, they really are. Um, and they've been with us for, oh gee, I think maybe before that even.
And, um, yeah, but they, they've always brought. Really good, um, information ahead [00:17:00] of time, if you know what that, you know, like, and they'll bring it to the table and say, Hey, there's this new technology out in the market. We just wanted to let you know cause we, we thought it might benefit your business. So they've been very good at bringing that to the forefront ahead of time, whereas I don't.
You know, with bigger organizations, I think it's harder to do and it, it's very costly as well. So, yeah. So I mean, it's not that they don't do it, it's just it takes a lot more effort and time to do that. So, um, Yeah, so I think with, with Australia at that time, it, it happened, we don't get me wrong, it happened and people had to move to that cuz I didn't have a choice.
Um, but it did cause a bit of fallout. There were some companies who couldn't pivot quick enough or, um, you know, they, they lost, um, revenue very quickly. Um, and, and were couldn't survive. Um, and that was really burden. Yeah. Yeah. Cuz then you're dealing with, well, you know, we can't actually survive as a company if we have to move to, uh, you know, remote working or, um, or they've had other, other problems with, um, you know, their business was unable to, to continue with, uh, you know, the rest of the world shutting down, you know, whatever the reason might be.
So, you know, there was that to deal with two, and [00:18:00] especially from the HR perspective, because then it was about, well, What do we do? Do we stand people down? Do we, you know, what do we do? And um, and that's what legislation again played a huge role in. Like, what does stand down mean? You know, and, and what does that, you know, if you do get sick, what, what leave do you take?
And do you get leave and do you get paid payouts from the government? And, you know, um, there was just so much to get across at that time. So, yeah, I think some businesses struggled more than others, um, to, to make that adoption. I really. Yeah, I was talking to a company and they were talking about how a pretty big enterprise, uh, level organization, they were talking about how they had this legacy chat system, um, and how the older employees just refused to move out of it.
And when Covid happened, um, It was just like, you know, you either move or, you know, you get left behind literally. And so they all kinda like forced migration from a, which they'd been trying for a couple of years and, and you know, you had internal, uh, tussle saying, No, we want that old legacy system because we're so used to it, it'll reduce our productivity.
And all [00:19:00] those other conversations that happened. Right. And they were saying it, it happened. Like overnight, people just took up the new, um, communication lines, communication softwares, and just, they just ran with it. Right. It's, it's amazing. Yeah. Yeah. I mean, how's how that, uh, Zoom suddenly just arrived on the scene and we were like, What, what is Zoom?
Exactly. Just to get across how that all worked was, um, was interesting. Um, yeah. But like I said, we've been using teams for a while. Um, Very minimal. So, you know, and we also have like, um, uh, a very diverse, uh, workforce with, um, you know, a fair amount of people in the older age group too. And, um, they barely use teams even though it was there.
You know what I mean? Like obviously the younger people took that up, you know, then they chatted on it all the time. They'd love to experiment and just have a site channel or back channel to chat . That's right. Yeah. But I must say like, Yeah, and at the, in the beginning, a lot of people wouldn't put their cameras on, like, you know, they wouldn't.
But now it's like I talk on teams all the time. [00:20:00] The camera's on all the time. Yeah. And um, and if someone doesn't have a camera and it's like, Oh, are you sick today? You know, like, um, we generally know something's wrong if the camera's not on, you know? Right. So, yeah, so that was fairly interesting as well.
But yeah, definitely the outtake with all the folk was probably slower and a bit harder, but I think they got across it pretty quickly. You know? Right, right. Yeah. I, I just wanna take a couple of steps back, um, and go towards and, and a slightly different topic, but still on hr, um, what's now coined as the Great Migration.
Right. Um, work from home has significantly changed the outlook of, Hey, this is what a job is. Um, so the demarcation of, I've left my home and now I'm in office. I do my professional work, I've left office, and now I've gone back to my personal life as opposed to I exit my room and it's personal. I come back in.
It's , you know, professional. I mean, I'm, I'm. Uh, I know it's a blurred line, but at the same time, um, some people really love it. Um, it changed the way that they were able to operate and it really changed the dynamic for a, a lot [00:21:00] of people. And when they were requested to come back, We've got this whole, um, you know, conversation going, saying, No, I don't wanna do it because the other company or competitors doing the same thing, I mean, still allowing their employees to work from home.
So how badly has that affected not just the shipping industry, but down under as well? It's huge. Oh my gosh, . Like, it's, the whole of the way we work is, is a completely different playing field now. Um, and yeah, so when you talk about things like, uh, the migration or great resignation as we call it as well, um, there, there is, I mean, we've experienced an extreme.
Um, quit rate. Um, I think in February 22 to earlier this year in Australia, we had a 9.5% quit rate, which is the highest we've ever seen Wow. Of people quitting their jobs. Do you know what that, what the norm was before that? Um, I actually don't. Um, but I do know, um, just to give you an idea on the, on the unemployment rate, which, which I do have a comparison on.
So, um, in [00:22:00] unemployment rate was, which decreased compared to year ago. So, yeah. Um, so that's huge. But we, we are finding that people are like, So are there, Yeah, there's that whole thing that people don't wanna come back into the office. Um, and if they can work flexibly or have that remote option somewhere else, then they'd rather have that.
So yeah, that's huge on, on, you know, people's list of when, you know, when they're looking for a new job now or if they can't get that with their current employer. Um, you know, we were very, um, Like, I suppose during the pandemic we just found because we could move to that model so easily and it, it, it was so successful.
We, um, we've actually kept all our teams home.
So, um, but not every company has done that. So we've had a fair few, a lot of the big companies, you know, requesting people come back to the office or at least in a hybrid, um, you know, model. So coming back at least, you know, two days or three days a week and then, you know, working one or two days at home, um, that's, that's quite common now.
Um, but the [00:23:00] biggest issue has been with. Yeah, I mean, it's just affecting recruitment, um, from an insane level. Um, trying to get staff, um, is really hard, uh, number one. Um, and that's the world over. But yeah, because people are, they, they're looking for something different now, and if they can't get it with you, they'll leave.
Um, and then they'll go somewhere else where they can get it. Um, so, and that, that could be the, you know, the flexible work or the remote working. Um, but people are definitely looking at. A different work life balance than what they've had in the past. Um, and that's what the Pandemic pandemic has shown us, is that work can be done from home and it can be done from home quite effectively.
Um, and why would we go back to the old model, You know, when it just, it just doesn't make sense, you know? And I think people are going, Well, we, we are not gonna go back to that cause we don't wanna, so, Yeah. So in Australia it's a huge thing. Um, I think a lot of companies are struggling with it. Um, like I said, we, we made the choice early on to, to give the option to, people wanted to come, were to, uh, but we've had whole teams remain at home because it's just, um, I, myself, I don't go to the office anymore.
I go in when I'm [00:24:00] needed. Um, but I work from home completely now. The flexibility, right? Yeah, yeah, absolutely. And um, one of the things that I, I ki kind of, um, I kind realized really quickly is I remember working from home was given as a benefit to senior employees. Right now, it's like the norm , you know, you can't say, Oh, I'm hiring you as director of so and so and so you, you, you get to work 10 days outta 30 or 25, you know, whatever the day in a month from home.
Like, it's not a benefit anymore. And you know, it's, it's like, you know what's going on there, right? Like people just are like, I don't want to do it anymore. I think it's just that life has changed so much and this is the opportunity for us to reinvent our world at work, you know? Um, because there are so many more benefits to, to how we can work and.
Just because we did it, you know, the old way before, doesn't mean that that's necessarily the right way or what suits society now. Um, I mean, we've gotta remember that we've got a whole generation coming through. Like gen Gen Z are coming up and there are, there are [00:25:00] young people in the office now. They've grown up with social media.
They were born into social media, you know? True. It's a, Yeah, it's a completely different way of thinking. And they can't remember the time when there was no cell phone . Well, that's right. Yeah. So, Exactly. And they, I mean, they, they know, they would rather have chats like teams chat. They, they use that all the time.
They use. A myriad of different platforms to chat people at all times of the day. And, um, so you can't expect them to, to, I don't know, appreciate what work used to be when they live in a completely different. You know, they live in a completely different world, and, um, and the way they do things is so completely different, um, to how the rest of us do things.
Yeah. Or did things. So, um, now,
um, but yeah, no, I, I get what you're saying. Yeah. Yeah. And it's really exciting because, you know, I think we're at this moment in history, Where we get to create what work looks like in the future. And um, and that's super exciting. We get to design what that is and [00:26:00] we get to go, well, how do we want life to be?
What is, what's important to us? And um, and how can we make that work? You know, how can we with our work and our home and our families, and how can we reinvent our world at work? And, um, I'm super excited about it because it's just, to me it feels like there are so many options. Yeah. And, um, and, and there's just, yeah, there's just, I think it's just for those of us, they'd like to think , um, about, and design, uh, different ways of doing things.
Right. Just think it's a really exciting space to be in at the moment, and there's always a better way of doing things, You know what I mean? Like, I just think. Yeah, and I just think that, you know, if you've got, if you value different things, like you don't value being at work, working, you know, like what do they call workaholics?
That all they do is live and eat. That's what people want anymore and just tend to agree with them. You know, life has got way more to offer than. And, um, and why, [00:27:00] why can't we reinvent what work looks like and how we can balance our, our home life With that, I mean, I, I, I love the statement you made where, at that moment in history where we get to decide what work should look like for the future.
I mean, that's, That's just so, um, eyeopening, right? Because, and all because of a pandemic. That's, that's the weirdest part of it. . It's just really, um, shaking things up a bit and, um, given, given us the opportunity to, to reinvent things and that's, I'm so excited about that. Yeah. The pandemic has not, has not been great, don't get me wrong, but there's definitely a silver lining and, um, and this is, For me anyway, this is it,
It's been a very insightful conversation for me one of the fundamental questions that I have out of this conversation that we've had is to understand, um, you know, we all have our own disadvantages.
We all know what our strengths and weaknesses are. Is there a weakness or a disadvantage that you overcame using technology, especially during the pandemic and or the transition? Um, or even before that, like in, in HR in general. [00:28:00] Oh, this is a hard one, . Um, yes, actually I do, I do think there is, and this is pretty personal, I think because, um, you know, I haven't always been in HR and, um, and HR can be a pretty challenging field.
Um, at times, you know, managing people is, is an honor, I think, number one. Um, but number two, I think you. You really have to have confidence in, in what you do, um, in order to make others feel safe and secure in, in you leading them and giving them the right. Um. Information when they're in those stressful times, because those are the moments that count in an employee's life is when they're having that struggle or when they are first joining the company or when they're leaving the company.
You know, there's, there's those moments which we call, you know, those employee. Um, it's their, it's their experience, the employee experience. It's like a pivot point in their, in their, Yeah. A touchpoint. Exactly. In their journey. Yeah, in their journey. And, um, and to be, to be an HR professional who. Knows who knows their field, who knows the law, [00:29:00] and who, who is confident in what they do is it's hugely important.
So, and I think for me coming in, it, it was something I had to learn. Um, and I know that sounds odd, but you know, I, I kind of was very hesitant in the beginning and, um, And I think technology has assisted me over over the years, um, to, to gain confidence and to to find. It's like, it, it, it's a backup for me.
Like I kind of have a good idea as to what I wanna do or how I wanna say something, but, but technology has always supported that for me. And, um, yeah, and, and if, if there wasn't a support, I would go and find one. So Google was my best friend. I was, I was about to say that. . Yeah. We dunno where. Google it.
That's it. Um, and yeah, so I think that's the hurdle that I've really overcome to gain confidence is to, to have the backing of the technology, the information at my fingertips, number. Um, and then also, um, the systems to, to, to, I think make that employee [00:30:00] experience that much better to support, um, the, our teams and, um, and the work that we do to, um, to provide that seamless, uh, service to our people.
Um, because that employee experience is super important to retention. Um, as well as, um, Yeah, just, just providing that structure, um, you know, in the organization for our people that they know that they've got everything that they need, um, and they could feel secure and c within that. So yeah, I'd say that would be the biggest thing for me.
Awesome. Awesome. All I've got a, I've got a curve ball for you as a question, and this is what I usually end my, my conversations with. Um, if you had a time machine, You could get into it, go back and meet your 20 year old self. What's the one piece of advice that you could tell her right now?
Find out what human resources means and do it. it don't, it don't wait until you're older. Um, yeah. Oh, I love that.[00:31:00]
Is. Is the, the, the icing on the cake, literally, because I can tell how much you love human resources and how much it, it's a part of your life, . Yeah, I do. I really do. Amazing. Well, Andrea, thank you so much for taking the time, um, and coming and talking to us on the show. We really, really enjoyed having you here and Thank you.
It's been good. Yep. Yep. And, um, would like to wish you the very, very best and at Leewood and for your future as well. And thank you for the insights and, um, you know, those. Best practices and all the ways in which you were able to assist and help your team. I'm sure people will be listening to this and going, Oh wow, I wish I did that.
Okay, let me start doing it now. Right, . So that's what we're here for and that's what we want. We want people and the listeners as well to, to, to take away from it. [00:32:00] Awesome. Thanks for having me. It's been really great and just, um, Wonderful. I suppose just to reflect. On what has been and where we've, where we've come from and where we are now.
It's always good to do that, so thanks for the opportunity. Oh, most welcome. Thanks once again, liked this podcast. Then what are you waiting for? Subscribe to this podcast and follow us on social media and don't miss another episode. Join us next week, same time, same place. This show is brought to you by Zoomo.