How to Lead, Drive Engagement and Create Culture as a People Lead

Wednesday, October 30, 2024

You've worked at Mondelēz for more than 10 years. Tell us about your career journey. How did it all start?

My career journey has not been linear or conventional! I spent the first 9.5 years of my career in Customer Service & Logistics roles. There was one role that made me realize I had a passion for the People/HR side, and I knew that eventually I'd like to focus on that space. I concluded my business-side experience as a Customer Service Manager, and from there took an opportunity to change functions to the People Team. Now I am on my 3rd role within the People Team and ironically enough, am back in CS&L but now on the People side! This diverse background has equipped me with a unique perspective, allowing me to bridge the gap between business operations and human resources effectively. I am passionate about driving engagement and creating a strong organizational culture, especially in the evolving landscape of remote work.

What initially attracted you to your current role as a People Lead?

This role was attractive to me because it combined the function I had worked within previously with my passions of training, development, and culture/engagement. The chance to drive initiatives that foster team connection and a thriving company culture, in some cases from a distance, was a significant motivating factor for me. I have always believed that a strong, positive company culture plays a critical role in employee satisfaction and productivity. This is especially true in our CS&L branch network, where we must enable this culture across many warehouse locations in the US. Each location may have its own unique challenges and dynamics, making it essential to tailor engagement strategies accordingly. It is also critical to ensure they feel valued and connected to the broader company mission. This People Lead role is actively involved in shaping these strategies and seeing them come to life. Additionally, the opportunity to work with diverse teams and understand their unique needs and challenges is incredibly fulfilling.

Can you share a story about a successful cultural initiative you led?

Earlier this year, I was tasked with creating a newsletter that can be shared with our core employees in our DSD branch warehouse network. It was critical to ensure this promoted a "one team" mentality between this large organization of 2,000 employees across the country. I worked with various partners in our Safety, Capability, and Engagement teams to create the content. Each quarter we highlight engagement events, specific team member highlights, capability building in action, and of course celebrate the successes and milestones of our team. This newsletter is mailed to our branches so it can be placed in breakrooms or posted where our core teams can read it. Additionally, there is a digital version to ensure remote and hybrid workers have access as well. The feedback on the newsletter has been overwhelmingly positive, fostering a sense of unity and shared purpose across the DSD team.

What strategies do you use to keep communication open within your team?

It is important to recognize we all have different styles of staying connected and communicating. My team does a great job of using multiple channels to foster the connection. We have an ongoing Teams chat where we share important business updates, but also check in from a personal perspective - sharing exciting celebrations, plans for the weekend, and even photos. We also meet weekly virtually, but face-to-face on a Teams video call. These meetings not only serve as a platform for discussing work but also help in strengthening our team bond by encouraging open dialogue and collaboration. Additionally, we make use of collaborative tools such as shared documents to ensure everyone is on the same page and can contribute simultaneously. These strategies allow us to maintain an inclusive environment where every team member feels heard and valued, regardless of their physical location.

What do you enjoy most about working in your current company environment?

Our hybrid to virtual People Team work environment allows flexibility, enabling team members to work from wherever they are most productive. This flexibility fosters a sense of autonomy and work-life balance, which has greatly increased job satisfaction and overall engagement among our team. Within the functions we support, there are opportunities to connect in person with travel to branches, but when we can't be somewhere physically, the remote aspects of our roles allow us to stay connected wherever we are - at home, the airport, the car, the office. The company's investment in digital tools and platforms ensures that communication and collaboration remain seamless regardless of our location. This approach not only supports individual productivity but also strengthens team cohesion and company culture.

What tools or resources do you find most helpful in fostering employee engagement?

Like many aspects of supporting the CS&L function, we adapt our tools and resources based on the population we are looking to reach. We know that we can share updates and connection via Teams and email with our support salary teams, but to foster this employee engagement for our core teams in the branches we rely on distributed slides to use for TVs, printed newsletters, and ensuring the branch managers are equipped with the right information to pass on in their daily DMS meetings. Additionally, we utilize virtual town halls to create a sense of community and transparency across different levels of the organization. Leveraging our annual Engagement Survey also allows us to gauge employee sentiment and make informed decisions to enhance work culture.

Can you explain how you tailor engagement strategies to fit different team personalities?

In an organization where we support a network of locations in all parts of the country, it's important to tailor our engagement strategies to fit the diverse and varied personalities of our teams. This involves understanding the unique dynamics and preferences of each team through regular check-ins, surveys, and feedback sessions. By recognizing the different motivational drivers, we can customize initiatives that resonate with each group, ensuring higher levels of engagement and satisfaction across the board.

What challenges have you encountered in aligning company culture with employee engagement, and how have you overcome them?

In my experience, one of the biggest challenges in aligning company culture with employee engagement has been maintaining consistency across various locations and diverse populations. This challenge often arises from differing cultural norms, communication styles, and work habits that can vary significantly from one geographical location to another. To overcome these challenges, we strive to provide as much consistency as possible, ensuring all of our locations are striving for the same engaged and strong culture. When we need to tailor these approaches or customize by geographical region, we ensure the variations remain in line with the company's shared values and goals. We recognize the importance to promote diversity of perspectives while maintaining a unified company culture.

What role does feedback play in shaping the company culture, and how do you gather it?

Feedback is incredibly important in shaping company culture. Without gauging the success of our initiatives and engagement plans, we cannot fine tune or correct our approach to better suit our hybrid workforce. Feedback provides insights into employee satisfaction, areas for improvement, and the overall effectiveness of company ways of working. To gather feedback, we use our annual Engagement survey, 1:1 manager check-ins, and roundtable discussions with the People and leadership teams, where employees feel comfortable sharing their thoughts and suggestions.

How do you address cultural differences within a diverse team to promote inclusivity?

The best thing you can do to address cultural differences to promote inclusivity at times can be as simple enough as listening. Listen to your team members, understand their perspectives, and encourage open and honest communication. Ensure that everyone feels heard and valued by fostering an environment where cultural diversity is respected and celebrated. Additionally, provide opportunities for team-building activities that highlight and embrace different cultural backgrounds, which can build stronger connections and understanding among team members. When we are open to hearing other perspectives than our own, we create the space of respect and inclusivity.

What was your most rewarding experience in driving employee engagement?

One of my most rewarding experience in driving employee engagement comes from a recent event we did for a virtual Take Your Child to Work Day. There was a drawing & design contest for the children related to our branch employees, and we were recently able to award the top prizes. Some of the employees took photos and video of their child finding out they were one of the winners, and seeing the reactions of the children was heartwarming & rewarding. It was incredible to see the joy and excitement not only from the children but also from the employees, as it fostered a sense of community and connection even from a virtual event. This initiative highlighted the impact of integrating family-focused activities to enhance our employee culture.

What's your favorite MDLZ product?

My favorite MDLZ product is BelVita. I love the different flavors and types (bites, soft bar, etc.) and especially that they are portable and great for on-the-go breakfast or snack.