In this podcast episode, EmpiRx Health’s Chief People Officer, Alisia Gill, shares insights on transparent hiring practices, fostering inclusivity in the workplace, and measuring and addressing violations of core values.
Alisia Gill is the Chief People Officer at EmpiRx Health, a dynamic company driven by a groundbreaking pay-for-performance financial model that ensures guaranteed savings. With a customized approach to population health management and an exceptional, personalized customer experience, EmpiRx Health boasts impressive client retention rates that exceed the benchmarks set by the industry. Here are a few of the topics we’ll discuss on this episode of Better People:
- The importance of establishing a clear North Star to guide the organization towards its goals
- The importance of transparency in creating a sustainable company culture
- How to invest in managers for a better workforce
- Why managers should receive coaching based on 360 feedback surveys
- The value of senior leaders undergoing extreme ownership training
- How to recognize managers as culture carriers and people leaders
- How to foster ongoing conversations with clear expectations for success
Resources:
Connect with Alisia Gill:
Connecting with Holly DePalma:
Quotables:
- 03:41. “Let's figure out how we can think about human capital management in a more integrated fashion, because the organization isn't going to do what we needed to do if we haven't figured that piece out. We need to have our people ops part. We need to have our learning and development, because we're developing people who don't have to give us the best that they have to offer. They don't have to, they can just show up to work and go home.”
- 04:53 “There needs to be an individual's North Star so that everybody knows where they're headed and going in the same direction. And no one feels misled. Nobody feels confused. You don't have all these ridiculous inefficiencies. You find more opportunities to collaborate. Innovation becomes possible. All these things, if you get the people part.”
- 13:27 “If you are like me, you're a culture fit. And really, this phrase is really culture add and really understanding. We want you to understand what we do here and how we do it, and, like you said, does this make you say, ‘I'm gonna self-select out?’ Or does this ignite your, your sort of excitement and your feelings here?”
- 26:12 “Many companies that would never hire a learning specialist, company less than 10 years old, they’re not caring about that. But we care about that because we know that our employees care about that. They, they, everyone wants to believe that when they get off the, you know, on their career trajectory with, they want every role that they have to be advancing themselves professionally. They don't want to feel as if they've gone backwards or stagnant.”
- 36:46 “We also have a partnership with a company called Valor Performance. We have an executive coach for every single people manager in the company. They meet with them twice a month to work on things that are based on 360 feedback survey that's part of that work, where every employee has an opportunity to provide feedback anonymously, and all the stuff that happens in those coaching sessions with our people managers are the things that get worked on.”