To help employees across 21 states feel like a more cohesive group, Anselmo recently introduced a collaboration tool called Yammer. Yammer “essentially serves an internal social media network,” she says. “Not only does it help our internal communications team share enterprise news, but it gives management a way to connect with employees and vice versa in an organic and authentic way, and share successes.” Details like that matter to employees.
What does your company/organization do to ensure all employees feel included?
With employees located across 21 states, it’s challenging to keep everyone informed and educated about what and how we’re doing as an organization. For that reason, we recently started using the collaboration tool, Yammer, which essentially serves an internal social media network. Not only does it help our internal communications team share enterprise news, but it gives management a way to connect with employees and vice versa in an organic and authentic way, and share successes. Our Affinity Groups are loving Yammer, too, and employees are engaging with those groups on topics that matter to them. The result has been that employees feel more included and accountable to the business, and they’re having fun connecting with colleagues as well.
How can diversity be better incorporated into the recruiting process?
People need to take responsibility and accountability for their own recruiting and ensure they’re looking at candidate slates with a diverse perspective. While HR Recruiting functions are excellent and provide great support, as hiring managers, we need to proactively look to include diverse candidates in all our recruiting efforts and take ownership of the process.
What questions is the industry not yet asking in its efforts to be more diverse and inclusive that it should be?
We’ll never be able to do enough as an industry to attract and retain diverse talent. But what matters most is that it’s part of our day-to-day jobs and not just a recruiting exercise.
