Episode 110: Are You Hiring? How a Clear Set of Core Values Can Help You Hire and Retain Top Talent with Special Guest Jenna McDonnell
Does your organization have core values? Do you need help developing or refining them? Did you know you can use these to attract and retain top talent within your company or team?
So many questions, and so many answers.
Today we are spilling ALL the beans on how our internal core values were developed, and how we use them to hire, retain and develop top talent. Listen in on this conversation with our Director of Client Experience, Jenna McDonnell, and apply to your team or organization today.
Creating team culture starts here. Hit play!
Show Links:
· Want to get your team Hybrid Hyped? Check out this free download
· Send us a voice message here!
· Did today’s episode resonate with you? Please leave us a review!
Connect with Erin Diehl:
Erin Diehl is the founder and Chief “Yes, And” officer of improve it! and host of the improve it! Podcast. She’s a performer, facilitator and professional risk-taker who lives by the mantra, “get comfortable with the uncomfortable.” Through a series of unrelated dares, Erin has created improve it!, a unique professional development company that pushes others to laugh, learn and grow. Her work with clients such as United Airlines, PepsiCo, Groupon, Deloitte, Motorola, Walgreens, and The Obama Foundation earned her the 2014 Chicago RedEye Big Idea Award and has nominated her for the 2015-2019 Chicago Innovations Award.
This graduate from Clemson University is a former experiential marketing and recruiting professional as well as a veteran improviser from the top improvisational training programs in Chicago, including The Second City, i.O. Theater, and The Annoyance Theatre.
When she is not playing pretend or facilitating, she enjoys running and beach dates with her husband and son, and their eight-pound toy poodle, BIGG Diehl.
You can follow the failed it! podcast on Instagram @learntoimproveit and facebook, and you can follow Erin personally on Instagram @keepinitrealdiehl here. You can also check out improve it! and how we can help your organization at www.learntoimproveit.com. We can’t wait to connect with you online!
“I love this podcast and I love Erin!!”
If that sounds like you, please consider rating and reviewing this podcast! This helps Erin support more people – just like you – move toward the leader you want to be. Click here, click listen on Apple Podcasts, scroll to the bottom, tap to rate with 5 stars, and select “Write a Review.” Then be sure to let Erin know what you loved most about the episode! Also, if you haven’t done so already, subscribe to the podcast. That way you won’t miss any juicy episodes! Thanks in advance, improve it! Fam :)
Epsiode 110 Transcription
Erin (00:01):
Oh, hello improve it! Peeps. You my peeps, my peeps. I'm just having fun saying that word now. So I am so excited for today's show. We have the one, the only Jenna McDonnell of improve it! On this podcast. And if you don't know Jenna, she is a staple here at good ole improve it. She is our director of client experience. She is the, a graduate of DePaul university and through her corporate and nonprofit goals, she is extensive experience building client and community partnerships, managing events of all shapes and sizes and bridging gaps for introverts. Just trying to make it in an extroverts world. Now, as the director of client experience here, she has built relationships with amazing leaders at organizations, including Uber freight, Adobe Warby Parker, Primex, LinkedIn Chegg. In addition to managing virtual and in-person events across north America, Europe, and India, she takes pride in helping bring accessible, impactful, and fun-filled programs to teams.
Erin (01:08):
Now through our work here at improve it, she once found herself unexpected unexpectedly presenting to former president Barack Obama. And to answer your question, yes, it was the best moment of her life. So you can check out that episode it's episode 28 of this show, what used to be the failed it podcast. And she has a fantastic story. It's all about overcoming public speaking fear by speaking to a former president. So that is a quick bio of Jenna, but there's so much more. She is genuinely one of my peop favorite people. I she's one of my people, she's one of my favorite people on the planet and I couldn't live or do this without her. She is truly a rockstar and I wanted to have her on the show today to talk to you about core values and how you can create them.
Erin (02:00):
If you don't already have them, how you can use them to attract how you can use them to retain top talent. So today's episode is gonna be all about our core values process, how we determined them, how you can do this for your team, even if you're a large organization, examples of how you can incorporate core values into your interview process. And then we're gonna give you five steps to attract and retain top talent by using your organization's core values. So listen, in on this awesome episode, quick housekeeping item, if you haven't yet, I'm gonna ask you a very important question. Could you please leave us a review on apple iTunes? We are looking for reviews right now because we are trying to get more amazing, amazing guests on this show. That's the only way they know that our show is successful. So please take the time, go to apple iTunes on your phone, scroll down, hit five stars on this podcast.
Erin (03:04):
You can write a little note or you can just give five stars, but it takes two seconds and would mean so much to us with that said, we also have our hybrid hype handout. So if you are looking for ways to engage your team in this hybrid workforce, click on the link in the show notes, it's a free download just for you. All right, let's get to improving it with the one, the only Jenna McDonnell. Are you a leader or change maker inside of your business organization or corporation? Are you looking for new innovative ways to drive morale through the roof? Are you looking for fun and exciting icebreakers team building exercises and activities that will foster team growth, friendships, loyalty, and completely transform your organization from the inside out? Have you been searching for a fun and unique way to create change instead of the same old, dry, boring leadership books and ice breakers that aren't actually working?
Erin (04:04):
Hi, I'm Erin Diehl, business improv, entertainer failfluencer, and professional zoombie who is ready to help you improve it. My mission in life is to help you develop teams and leaders through play improv and experiential learning. In this podcast, we will deep dive into professional development team building effective communication, networking, presentation, skills, leadership training, how to think more quickly on your feet and everything in between. We have helped everyone from fortune 500 companies to small mom and pop shops transform their business, their leadership, and their people through play. So grab your chicken hat. We are about to have some fun, welcome to improve it! The podcast. Jenna McDonnell, welcome back to the improve it! Podcast.
Jenna (05:09):
Thank you. I'm so excited to be here.
Erin (05:11):
I thought you were gonna sing with me for a moment.
Jenna (05:14):
Oh, oh, maybe later. <Laugh>
Erin (05:17):
Just so everybody knows. I'm gonna ruin a fun fact for you. Jenna is a great singer and guitar player, so
Jenna (05:24):
Thank you.
Erin (05:25):
Oh, duh. You're welcome. So you've had, we've had you on this show before, but I want you to give our improve it! Peeps an interesting fact about yourself. We've probably had you share other facts, but what's one thing besides the fact you're amazing singer and guitar player that they should know.
Jenna (05:47):
I was thinking about this. I love the bakery named milk bar and I really like to bake. And for my birthday this year, I made like a copycat gluten free version of the cake that they're like famous for. And it took like a day and it was just really fun to bake. So I'm kind of, yeah. My obsession with this specific bakery <laugh> is a fun fact.
Erin (06:10):
Okay. Well that's a fact that I didn't know. So where, where was I on, on your birthday? April 10th. Hold on milk bar, putting that in my notes. Okay. So tell everybody your role here at improve it, what you do on the day to day.
Jenna (06:28):
I'm the director of client experience and that breaks down into a few different categories. Mainly our business development function, helping us build relationships with leaders, a lot of L and D a lot of HR leaders, but really leaders of all functions building relationships with them and being able to bring in new partners for improve it. But also once we have all of our events, really managing those events, all the details. I love details. We've talked about this managing all the communication between our facilitators and our clients and the post workshop, post keynote post event, follow up to maintain the relationship. Those are the two big parts. And then I also lead our culture club, which is something that's a small initiative we've taken on internally. And I think one of the perks that I, that I really like of working at a small business is that there are a lot of other, you know, miscellaneous projects that don't fall into any of those categories that I get to work on depending on the day or the week or whatever else is going on.
Erin (07:35):
Oh my God. And literally she runs this ship. Okay. Like without Jenna, we would go down in a wave, we would go down, we would go down. But if you, if you inquire to improve it, you're gonna talk to Jenna and we're so grateful for all you do. You can, we'll talk about this later. You can go back and listen to an episode of this podcast to hear more about how it all got started. So let's, let's set an intention for today's show. We're gonna talk about core values, how to hire, how to retain, how to attract talent using core values. So what is one word that you would wanna get out of today's show?
Jenna (08:16):
I, I think reconnection is a word I'd like to work. I'd like to get out of this podcast recording
Erin (08:24):
Reconnection to our core values or to what?
Jenna (08:28):
Yeah. Reconnection just, it's a good reminder. It's a, it's a good opportunity to just reflect on them again and just return to them. Yeah. So reconnect.
Erin (08:38):
I love it. I love it. So, one thing that I love is that we've been at this together for so long. You were an intern, so you can go back to this episode. I can't remember the name. I think I have it in these notes somewhere. I will, I will pull it up. But you started out as an intern, then you were the client experience associate the client experience manager. Now the client experience director, we've been through a pandemic, social unrest, all of it with the through line that we at improve it! Wanna make the world better than we found it. So just, you know, very unloaded question. How do you think the work that we do here at improve it! Is impacting the world?
Jenna (09:26):
Hmm. I think that there are a few ways. I feel like the first way is maybe the most obvious because we, we use improv in our work, but I think it's, it's really special that we're able to come into these spaces that where people are, you know, at work and we're able to bring them laughter and see people just experience joy together. And that's so, I mean, now more than ever, that's so important to have. And I think we can forget about that when we're at work. So it's great to be able to remind people that they should have fun and that they should enjoy the, the people they're with and just laugh and the power of laughter. And I think the other side is, and I say this all the time, but I'm, I'm like the ideal client of improve it because I am one of the few people on our team who is not a performer. And I've seen it impact me. And I've seen it in the room where we're in a workshop and I've seen people just see and believe what they're capable of after we're in there with them. So I think we're able to just bring out the best in people. Like they already have all of this, it's just not at the front. So we're able to bring it kind of to the top when we're in our workshops. And I think that's a really big impact that we can bring.
Erin (10:49):
Jenna.
Erin (10:52):
I love it. And I, I think that I've told you this before. I've probably said it on this show, you are improve it. You are literally, I watched you come in and you are a college senior gonna graduate unsure about the business world confident, but let's just be honest in sales. And in talking to clients, there was like some trepidation in the beginning. And then you have just blossomed into this amazing professional. I mean, even yesterday, we got an email from a client and friend who I've known for a long time. Who's never talked to you. And she said, oh my God, I'm just blown away. And I sent that to you. Just how amazing you are. So you are improve it. And, and I think that's, you're like the walking, like billboard of improve it! Because it is true. I love watching the work that we do transform people and just like, right. Remind them of how great they are. They already know they already had it in them. We just pull it out through improv and comedy. So, all right. Let's talk core values. We created them together. You were a part of this core value process. So do you remember that experience at all? Do you remember how it came to be and can you walk us through it? I remember it, but I, I can help you out if you got, if you, if you need some, some, some help.
Jenna (12:22):
Yeah. I think I remember it. I mean, please correct me if this isn't how it went down, but we were I think it was back in the river north. It was the river north office. Mm-Hmm <affirmative> mm-hmm <affirmative> right. Yeah. Okay. I don't know why I need to place where we were, but it's, it's helpful.
Erin (12:39):
It's important. Yeah. Can we, can we give the audience to the improve it peeps just a quick synopsis. It was a very large, it wasn't large office with a beautiful view of all of the ankles in Chicago, because it was a lower level office, not to be confused with the basement. Beautiful views. We, we love looking at ankles. There was a variety of shoes in river, north Chicago. Okay. Keep going. There we go.
Jenna (13:05):
And there was an exercise machine in the office next to us, which we don't have to don't have to go down that road. No, but it was kinda loud. No, but I, I remember it as kind of, we do post-it sessions is like our version of it's brainstorming, but we like the visual of having post-its and being able to like slap them on the wall and, and look over them. So I remember we kind of, I don't remember what prompts we used in the beginning to get going. But we were really thinking about what values do we live out at improve it, because we just didn't have any core values like listed. So we went through and we had so many ideas and we just, it was the yes and concept. Like we just kept adding them. And eventually we were able to par it down.
Jenna (13:51):
I think, I don't wanna say like voting on them, but we had a discussion about each and every post it. And we realized that a lot of them fell into a certain category. And we could maybe find a way to summarize that. Or some of them are values we have, but not core values. So we got really like granular on what are core values. And we result, we came up with five that came out of that list. And then we, after we had like the five key terms, key core values, we then broke them down into little taglines that, that explained each and every one of them. And I don't remember how long the process took, but it definitely, it was a lot of reflection and it was not, it was not simple. Like we had a lot of, we had a lot of ideas, so we had to pair them down to what mattered the most just is that, is that, am I remembering it correctly?
Erin (14:45):
You are, you are spot on. Okay. And here's, you know, for people listening who are wondering, how can I do this? I, I work in a large organization or I have a big team. We, we are a small internal team. So yes, we have a large team tot in totality from a facilitation perspective. But behind the scenes, I think at that time we were about like five of us. And we sat down and it, like Jenna said, we really broke it down. So if you're in a large organization and core values already exist, why not talk to leadership about reevaluating them? Because excuse me, what I, my, my voice just sounds like current at the frog. Cause be, but I think one of the beautiful things was that we were able collectively to create these together. So I think that from, from a perspective of, we sat down, we brainstormed what our values were and then we realized, okay, we have a lot of shared themes.
Erin (15:49):
Then from these shared themes, we then broke them down into five, like you mentioned, and then gave each one of those taglines. And I think in my mind, what was beautiful is okay, yes, I'm the founder of improve it. And could I have sat down and created core values for me? Yes. But that, what is that gonna do for anyone working within the organization? I think what was wonderful and, and tell me what your thoughts on this was that they were a collective shared group of values. They weren't just from me or from Allie at the time or from you, it was a collective group. So do you think having a group of maybe it's senior leaders, maybe it's an organization as a whole, and you do some type of pull and collect, shared themes that then your people department puts together the shared themes and creates values from how important do you think it is to have input and buy in from team members?
Jenna (16:59):
I think it's so important. I mean, you're right. We are, we are so we're small enough and you're right. You could have had them before. And I'm sure that that was a thought you had, but the fact that you included the whole internal team, like it was you and me, allie and Christy sitting in that room doing the post-it note, it just felt, it felt really like empowering for all of us to have, like, it, it was leveling the playing field. We were all just sharing the input and we were able to come up with something together. And then, you know, we feel really connected to it because every, every single one of those values we share and we landed on that together. It wasn't like you told us these are our values and we share them. And I get it. Like, I think that this is something that we might talk about a little later, but I, I, when there is a really traditional large company that has established values, it is completely different in how you can make an impact as an employee, especially an individual contributor, even a manager. But I think if at all possible having the input from employees to confirm and just remind them that this is a value that they don't just have on their own, but the company values it is really important. And I think that that accountability is really important.
Erin (18:22):
I agree. I agree. And I do think it's the tone for moving forward. We have used these core values. We narrowed them down, we got super intentional. We made them a metric in our hiring process and a metric in our performance process. So let's start with the hiring process when we bring somebody on internally, whether it's an intern, whether it's a facilitator, whether it's a marketing research person, whatever it is, if they're gonna work for us, we hire based off these values. So can you give us some specific questions we've used to understand a candidate's competency when it comes to a specific core value?
Jenna (19:06):
Yes. And it was so fun to go back to these. So I have an example from all five. Ooh. So I can give, if we want all five,
Erin (19:13):
Let's do it.
Jenna (19:15):
So one of our values is play, learn and have fun. So we like to ask, what do you do for fun and what do you do to release your inner child? Which is a really fun
Erin (19:26):
Question. That's a good one.
Jenna (19:28):
Yeah. And then one of our values is lead with yes. And so how do you incorporate yes and into your daily life? A third core value of ours is everyday leadership. How would you define your leadership style and how do you prefer to be led? I really like that question, especially the last part.
Erin (19:49):
I love that question. I mean, truly that one and, and I'll say everyday leadership is one of my favorite core values because it just reminds me every time we, you know, and I love that reconnection is your word for this, because it reminds me every time to go back to the why to be the leader I wanna be led by. And I love to hear the response from people cuz everybody wants to be led differently. Right. And it's, it's just really interesting when you think about how all of this stemmed from a brainstorm. Right. Okay. Keep going, keep going. Yeah,
Jenna (20:23):
Keep yeah. Yeah. explore more is our fourth core value. So how do you incorporate learning new things into your life? Mm
Erin (20:32):
Mm-Hmm
Jenna (20:32):
<Affirmative> that one is that one's important too. I mean they're all important. And then our, our fifth core value is drive results. So what are some of your biggest goals you've ever accomplished and how did you achieve them? So I really like the last part of that question. I, I like that all of these questions have some sort of how to them, it's not just what, but it's like, how, how do you implement this? Like you gave an example, break it down for us to understand
Erin (21:02):
Exactly. And then we measure this. So we listen to the, in the candidate's answer and really what we're looking for is, I mean, they could say anything. We're just looking for an understanding that their values match or they have an understanding of the values that we have here. So I mean literally if somebody says, you know, play, learn and have fun, they're like, I just like to sit and read. Well, great. But why do you like to sit and read? I like to sit and read because I like to gain new information and I like it calms me and makes me feel safe. And it is something that when I'm done with the Workday, it brings me back to my joy. I love to get lost in a book. And, and so like, you know, that's, I like to read too, but that's probably not what I would answer. So I'm not looking for, we're not looking for the same answers that we would say. We are looking for a understanding of the core competency or the core value. And we are looking for, is this answer an understanding of who we want to represent or organization celebrating the differences in people wanting the differences to be seen through these answers. But an understanding was that would, is that how you would describe how we look for an answer?
Jenna (22:31):
Yes, absolutely. I'm so happy you said that because it's so important for us to have different perspectives and different life experiences and diversity on our team. So it's, it's not that we're all the same. I think anyone who's met both of us or has been in the room with you and me together can realize that we are not all the same at improve it. Like we are very different people, but the values are the same and it's, yeah, it's so different than saying like we're all just copycats of each other. We're not, we just, at the end of the day, what we're doing, the why is the same, but how we do it is different. And what we like to do in our free time is different. And you know, how we execute things, like I said, that's all different, but why are we doing it? I think that is similar across the board.
Erin (23:23):
Yep. And when, when I'm listening to a candidate's response, I'm listening for a loss of ego. If I'm being honest, like I want them to be authentic and I want them to show me who they really are. But the work that we do here is so mission driven and so people forward. And so people oriented that the people we bring in, we have to make sure anyone will automatically trust them because their values are a match to what we, we are here to do on this earth. We are of a small, tiny itty bitty corner of this earth. And we are trying to do the best that we can to leave a long lasting impact for it. And that is what we're looking for in these answers is do you understand the core value and what can you, what, what difference can you have in your answer, but with an understanding of what we're here to do. So let's talk performance because you know, we've talked a lot about the hiring side. We do quarterly internal reviews here with us. And we use core values as a metric to measure performance, to measure success. Can you tell us how we use them to measure performance?
Jenna (24:52):
Yeah, we use we call it like a rubric for feedback and we list out those five values, the play learn and have fun lead with yes. And explore more drive results and everyday leadership in this rubric. And we rate ourselves on a scale of one to five is how throughout that quarter we felt how connected we felt to those values and how our actions aligned, or maybe, you know, missed the Mark A. Little bit with that core value. And then we give examples. So when we're talking about ourselves, you know, we can say, I, I had a lot of meetings. I was able to connect with a lot of people and, you know, I found a new way to do it. So explore more, felt like I executed it a lot this year or this quarter. And then we also give that feedback to each other.
Jenna (25:45):
So we fill out the exact same rubric sharing, you know what I thought, how I saw that in Erin. And you know, what, what I thought about, what examples I have to kind of back that up. And then, you know, we switch, we, we always, it's kind of funny because only recently did we just type out like the order we go in, like we love processes, but for some reason we, we would always just get tripped up on, okay, I'll go first and review me and then I'll review you and then you'll review me and you'll review you <laugh>. And it like switched every quarter. But now I think we have it down to a system just because one time you typed it up and it's like, now it's real. <Laugh>
Erin (26:28):
Now it's a real take. Now it's a process. If it's typed, it's a process. This is so funny cuz you're so right. <Laugh> every time. So let's break it down to we also, so we take each value, we have five core values and as Jenna mentioned, it's a rubric and we give a one to five rating on that core value. So one being low, five being high, and we share why, and this is just, you know, five is like you rocked, you crushed it with your metrics, you crushed it with taking vacation time. You crushed it with getting outside the box, learning, asking to do some outside you know, activities or extra learning. So it really takes a lot to give the five, but we've also measured the success over time. Like we've these ebb and flow every quarter. We're not gonna give fours and fives every quarter cuz things happen, right?
Erin (27:25):
Like 2020, like that whole process, I don't even wanna look back at it. Right. Cause it was just such a different time. So for us, it's taking each core value, measuring one through on a one to five scale, how we've measured up to that core value per quarter. And we like to do it quarterly. That might be excessive for a lot of larger organizations. We always, I feel like you and I give feedback when feedback is due. I typically with everybody else on the team, we have weekly meetings. We're constantly asking what can we start doing? What can we stop doing? What can we, how can we make things better? A lot of open communication, but it does the time that we allocate to sit down and really reflect, I think is so important. Just to continue to improve pun intended. What do you think? Do you think quarterly has been beneficial?
Jenna (28:17):
Yeah, I really do. I, I appreciate the quarterly reviews because it's it breaks it down into more digestible pieces. Yeah. if you doing it once a year, just seems like, I think I would forget all the, you know, it's easier to remember and remind yourself of the value so that you can kind of get a refresher after that review. Maybe you feel more connected to one of them or you, you put in the work to make that like three and a half a four and a half or a five in the next quarter. And I think that's really helpful. And I think that not only helps me professionally and grow personally, but also helps our business because we are small. And you know, if there is an area of improvement, I'd rather know, you know, sooner rather than later, so that I can make adjustments
Erin (29:07):
Hundred percent.
Jenna (29:08):
And I do, but I will agree with you that we don't just talk about this. It's more formal in the review process of course, but we talk about these in regular meetings and I think that that's important too, that it's not just a quarterly conversation, but it's something that's like truly embedded in our meetings.
Erin (29:30):
Yeah. I agree with that. So take improve the pees, take what you want from this pull extract. But this is our process and we wanted to share with you. So let's just, if we can lay out the steps for the improvement pees today, what are the steps that you would say, if you want to attract and retain top talent by using their organization's core values, let's try to step this out. Maybe in maybe five steps, cuz five is our lucky number right now. Can we do that Jenna?
Jenna (30:03):
Yes. Okay. Yes. I think the first one we did already talk about, but if at all possible bring employees into the values discussion. If you already have values reevaluate <laugh> reevaluate those values, loop them in. I liked what you said about a survey, if it's a really large organization so that you can get everyone's input and make sure that the people who work there currently feel aligned and on the same page with each other I think is like, step one, if possible. I know that's not always possible. I think step two, when we're looking at attracting talent is using core values language in every process, every step in recruitment. So in anything that a candidate sees a job posting the website, your personal LinkedIn, if you are, you know, talent facing your company is LinkedIn. Just anything that a candidate sees at like brochures at a college campus, like all of that makes sure that it's known from the very beginning that these are your values that you're reiterating at that language constantly.
Jenna (31:18):
I think number three is, and maybe I don't have five, but I'll try. I think most importantly when we're talking about, well, okay, no, I'll say number three is using that language in the interview process that we talked about asking questions that are values focused and digging deeper into the how to make sure that you share the same. Why I guess and then I would say step four, very important is actively living out those values when no one is watching. So if inclusion is one of your values then make sure that you've created an environment that is a safe space and that where people can call out microaggressions in real time or make it a point to improve what isn't living up to the core value. Yeah. and you know, it's hard if you're not a leader by title but trying to live out your, the values internally, like per on an interpersonal interpersonal level, living out the values and it's possible, you know, when you see a disconnect between words and action in the organization, I would say determine if you're in a safe environment or you feel comfortable sharing this issue.
Jenna (32:32):
And being able to speak up for change is maybe the next step there, because I think it's easier to attract people with these, you know, fun words that make it seem like you're a really great supportive place, but to actually back it up to retain your talent is a whole other thing. And I think that's what employ, I mean, candidates, job seekers, like the individual person has realized in the past two years, they can find something better. If they're not feeling like there is alignment between the words and actions of a company,
Erin (33:07):
Oh Jenna, you just brought us home. You took us to the house. I love that. And I wrote them down. So I will recap them for you and prove it pees at the end of today's episode. But that is fan freaking, you've got a five step process. Now you've got a five step process by Jenna McDonald on the fly. She did. I didn't even, I don't even know if she knew that was gonna happen. She just whipped it out. You're an improv, Jenna. She says, she's not, you're an improv. I love this. Okay. What's one thing you kind of said this, but I just wanna hear the, the very direct answer. What's one thing you would tell leaders to stop doing when it comes to attracting retaining talent and one thing you would tell them to start doing.
Jenna (33:54):
Yeah, I think, well, I think stop doing, and I'm thinking back to what I just said. I think stop conflating perks with values is something, oh, like this is more, I think that this is more in the attract section, but I think also in the retaining talent and I think people are getting the hang of this, but I think some companies aren't just understanding that values are what make or break living out core values make or break the work experience for employees and you know, the business impact focusing on the perks instead of focusing on what it feels like to work here every day and what, where the opportunities are for growth and how supportive or how supported you'll be by your employees and what the manager interactions look like and all of that. That's really what people want more than, you know, the, the free beer on tap or like getting sent a free lunch if they're working from home. Like those are nice. And I think that's, that's great to do, but if you don't have the value, the actions that are associated with values, then they're just kind of empty, empty gestures.
Erin (35:09):
Jenna, great. We need a quiet time right here. Mike
Jenna (35:14):
Preach.
Erin (35:16):
I like exactly. Leave alone your ping pong table and your keg in the kitchen. And give me a place where I feel like I can show up and I belong and I feel seen, heard and valued. That's it?
Jenna (35:28):
Mm-Hmm <affirmative> yeah. You said it better. Yeah, right
Erin (35:31):
There. That's it? No, that is no I not, no, I didn't. I took your words and I yes. Handed them Jenna McDonald. You gave me that. I, I said yes. And I, that is it because I truly think back. It's funny if we think back to decades of work, like I think like two thou like early two thousands to like maybe 2000, basically till the pandemic, it was like, oh, we've got foosball. We've got lunch here on Tuesdays. We've got you know, GrubHub on Fridays. We've got all these things. We do happy hours. People don't want a happy hour. That's more time at work. I mean, they do. We're gonna, I'm excited. Actually. People want that. We're gonna go to New York this week, just so everybody knows. We're gonna see a show. It's gonna be so fun. But you need those, but you need to want to be at them.
Jenna (36:21):
Mm-Hmm <affirmative> yes. Yeah. That's a, that's it.
Erin (36:25):
Can I tell a fun fact to everybody listening in you? I had a job where I loved the people. I hated the management and I hated my life. <Laugh> I did. I was, it sucked my soul dry. And I remember <laugh> it did it to me and my colleague who was one of my best friend, my work bestie and the very first like happy hour they did. Oh, we got real happy. We got so happy. She got real happy too. And it was because we were like, we deserve this because of all of the crap that we have felt in the past few months. And like, no one should feel that way. No one should feel that way. So I won't, I, I digress coming back to the positives, but this is really what people want now. And, and now more than ever make them feel like they belong and it's safe and allow that to be a part of your core values.
Erin (37:20):
If that's, if that isn't in the core value. Yes. And is meaning we are gonna postpone judgment. We are going to allow people to feel seen, heard and valued. That's that's our number one core value. Honestly. Make sure don't you don't have to use yes. And if you're not an improviser, but let's make sure that it's in there, right. Like somewhere in there, people need to feel seen, heard valued. Okay. So Jenna love this question for you. What is your it, or that one thing that you are bringing to this world? What's Jenna, McDonald's it?
Jenna (37:55):
Oh, I mean, so I already answered this in a previous podcast, so I'm gonna, it's gonna be a different answer, but I think it's gonna be, I don't know. I feel like maybe it should have been the same, but I don't remember what I said. I think right. It is around empathy. I like to think that I'm able to bring about more understanding and compassion, not just interpersonally, but also to help people do that for themselves. I think that's my Enneagram nine <laugh> and empathy is my top strength and strength finder. So I think, yeah, being able to just allow people to feel seen and accepted and valued kind of what we've been talking about. I like to think that I hope that I bring that into every conversation I have with another person. So that they can leave feeling better or feeling understood or having felt they mattered.
Erin (38:54):
Yes. And I will say I would put that next to your face in a dictionary. Jenna McDonald, if there was the word empathy, there would be a picture of Jenna McDonald next to Obama. No, I'm just gonna, I love yes. Yes. Jenna. That is perfect. And you are, you are such an empathetic person. That's why you are improve it. She is the it, she is the it, so let's play have a little fun. Let's end this on a high note. You know, failure lightning rounds. I mean, we're gonna, we're gonna do this. No mistakes, only gifts. I'm gonna say a series of very fast questions. I want you to respond with just one word answers. If you say more than one word, I'm gonna give you a big, yeah. <Laugh> like a old man, the old man at six flags commercial. All right, here we go. Are you ready for the fail? Yeah. Lightning round. Jenna McDon
Jenna (39:49):
Yeah.
Erin (39:50):
Okay. Fail. Yeah. Yeah. All right. One word to describe your early career
Jenna (39:54):
Unexpected. <Laugh>
Erin (39:56):
One word to describe where you are now in your career
Jenna (39:59):
Growing
Erin (40:01):
One word to describe your conversational style,
Jenna (40:05):
Inviting
Erin (40:06):
One word to describe your work from home fashion style.
Jenna (40:10):
I was gonna say too. Huga chic. <Laugh>
Erin (40:27):
What does that mean? Do I need to know this word?
Jenna (40:29):
No, it's okay. It's like the Danish. I hope I'm explaining this. Right. I apologize to anyone who is more of an expert in this. It's like the Danish lifestyle of coziness and comfort.
Erin (40:41):
Oh, okay. Okay.
Jenna (40:42):
So it's like, you know, like if you put on fuzzy socks and drink some tea, that's kind of like Huga or like sitting by a fireplace. So yeah. But like, it's kinda what you say. It's like yoga pants on the bottom. That's like the Huga, but I'm wearing like business top, which is exactly what's happening today.
Erin (40:59):
<Laugh> okay. All right. Keep me young, Kate young and fresh. Okay. And then one word to describe this interview.
Jenna (41:07):
Fun.
Erin (41:08):
Yeah. One fail. Yeah. One fail. Yeah, but you nailed it. Okay. Tell, improve it. Pees where they can find you if they wanna connect with Jenna Nell.
Jenna (41:18):
I'm on LinkedIn. I, you know, with the kids, I'm on LinkedIn <laugh> you can find other podcasts. I've been on a couple of podcast episodes. You can find other episodes that I've been featured on for the improvement podcast in Ravenswood <laugh> I think that's
Erin (41:38):
Ravenswood Chicago. You can find her she'll, she'll drop a pin on the show notes and then you can find her. Okay. No, I will link to those other episodes. I will find them and I will share with them with the improvement pees, cuz Jenna is full of greatness. And I gotta say, Jenna, you are the core of what we do here at improve it. You see what I did there? I always tell people in you that you are improve it. So it's been an honor of my career to be able to watch you grow, define our business and lead it to success every single day. So thank you for being you and embodying in what we stand for every single day. And I feel like we reconnected with our core values, which was your intention.
Jenna (42:26):
I feel, I definitely feel reconnected. It's really, it's really great to reflect and go back. So on this episode
Erin (42:34):
For
Jenna (42:37):
Hug
Erin (42:40):
In you, in what a lady, what a Jenna, what a time
Erin (42:59):
Jenna never ceases to amaze me. She, I talked to her 800 times a day and she's one of those people that just brings sunshine to your life. So I hope that not only you got a little Ray of sun, but you also took some great wisdom from this conversation. So I just wanted to use this time too, to recap those five steps to attract and retain top talent. And literally she came up with those on the fly. So I'm loving where she was. She went with that. She's an improviser folks. So number one, make sure that you include people in your core values process. Number two, make sure that those core values are a part of every single thing that candidates see in the hiring process. And then number three, use that language about your core values in the interview process itself. Number four, make sure that you are actively living out those core values.
Erin (43:56):
And number five, as you mentioned, speak up for change. If you notice that some of the core values aren't being demonstrated, speak up for change. So here's what I want you to take away. You know, I like to give you a tangible, how can you incorporate your core values into your hiring and talent retention process? That is a question I want you to answer, talk to other leaders within your organization, but how can you do that? Really sit and reflect, take out a piece of paper, write down the answer. How can you incorporate your core values into your hiring and talent retention process? I want you to think about it, improve it peeps. You know what I'm gonna say? Keep failing, keep improving because the world needs that special, special. It that only you can bring will see you next time here on the improvement podcast.
Erin (44:56):
I am so proud of you and you should be proud of you too. Bye. Hey friends, thanks for tuning in to improve it. I am so happy you were along for the ride. If you enjoyed this show, head on over to iTunes to leave us a five star review and subscribe to this show. So you never miss an episode. New episodes drop every Wednesday. Now, if you're really feeling today's show and you've improved it even just a little bit, please take a screenshot and tag me at keeping it real deal on Instagram and share it in your stories. I'll see you next week, but I wanna leave you with this thought, what did you improve today and how will that help your future successful self? Think about it. I am rooting for you and the world needs that special. It that only you can bring see you next time.