WORK

I've been spending some time each week connecting with CEOs and other business leaders in Distribution, Manufacturing and similar industries, to learn more about what their pain points are. And there are many (beyond tariffs), focused on people.

I'll break these down over time, but I wanted to focus on something I never hear about, but I talk about a lot.

The Employee Experience.

Unless you work in HR (which many of you reading this do!) this may be an unfamiliar term.

But "engagement" is a familiar term to most. And one I actually don't like.

Hear me out on this - engagement is very focused on the company. Employee experienced is focused on - obviously - the employee. Engagement is something that companies chase, but the employee experience is already there.

Defined in a simple way, engagement is the emotional commitment and engagement your employees feel toward their work and your company. It's an outcome of a positive employee experience, which is every single touchpoint along an employee's journey with you, from before they start to think about working for you (the candidate experience), all the way through when they leave and beyond.

And there is your opportunity. And it's at the heart of what I do. What does that experience look like in your organization?

Chances are, this is a huge opportunity area for you.

So now you know this is an area to focus on, what do you do, where do you start?

Here are three things to do now:

Listen. You'll see this come up often in this newsletter! This is your opportunity to have regular, unscripted conversations to hear what's really happening in people's day-to-day work lives. Show up with genuine curiosity (another theme you will see!) and create space for honest conversations. When someone shares a frustration or idea, respond with acknowledgement, yes, but also action. People know the difference between being heard and being managed.

Be the Marie Kondo of Work Processes. Look at the obstacles, bottlenecks, and unnecessary complexities that eat away at your team's time and energy. Think of those, and think of what sparks joy (or the work equivalent!) Ask your people, "What would make your job easier?" Then actually remove those barriers, streamline those processes, or eliminate that redundant meeting. This benefits not just your team, but you too.

Invest in growth that matters to them. Development is about helping people build skills they actually want and can use. Have real conversations about where each person wants to grow, what energizes them, and what they're curious about. Then create opportunities that stretch them in those directions. Be the leader that invests in people and sees beyond productivity goals.

Finally....

People aren't resources. They are whole humans with goals and challenges and potential. And you can have an incredible impact on their entire experience.

(There's a company I recommend often called Pyn. They have a great employee journey map that I use with my clients, and it's free to try. You can check it out here!)

Pyn's Employee Journey Map

COMMUNITY

Maybe because I'm headed to a community event in a couple of weeks, but I've been thinking a lot about one of my newer communities - my fractional community of Fractional People People!

I left my Chief People Officer role in January 2024 with a half time plus fractional client, and my former company as a client. I had no idea what I was doing, really. So finding this community, created by my now good friend Elles Skony, was a revelation.

You'd think hundreds and hundreds of people doing the same thing as you or a variation would be tough - but it's quite the opposite. The community was founded with an abundance mindset. Information I need I can find. Information I have I share. When I completely reinvented what I do (to focus more on advisory, transformation work and keynote speaking) the middle of last year, FPP was one of my biggest sources of learning - and home of some of my biggest supporters.

And I'm so excited to learn not about AI or things in the people space like usual (though those will come up!), but instead learn about my business. Business development (which I don't do), but through the lens of relationships (which I do!) - and all kinds of other things. More importantly, I get to spend time with old friends and new. And prepare for about six weeks out, when I get to announce a super exciting addition to my business. (I can't wait to share!)

More about FPP here!

In Chicago? Reach out and let me know! I'll be there for a couple of days, and have a few times I can grab a coffee.

Connect with me on LinkedIn here!

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COFFEE

When JetBlue announced they were going to be flying out of my home airport in Manchester, NH, I think everyone I know quickly learned how excited I was. I have flown JetBlue consistently since around 2011, when I needed to fly regularly to Richmond, VA and the Los Angeles area for work. And since I'd rather do just about anything than change planes, I started flying out of Boston, sometimes as frequently as once a week. So I flew JetBlue a lot.

That level of comfort and consistency is really important to me when I travel, since it's one of the things that can really overwhelm my senses (and as an autistic person I have to watch that carefully!) But I had to put up with Logan airport.

Not anymore. As much as I can, I try to fly out of Manchester. Close, quiet and easy. Not nearly the flight choices but still, it makes a last minute trip like we love, and planned this weekend, easy. And, a Starbucks with mobile ordering next to the gate? Kind of perfect for a frequent traveler.

Have a great week ahead!

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YOUR QUESTIONS

I wanted to change things up here, so instead of questions this week, I wanted to share a few details of some people I know who are looking for their next great opportunity!

Sales Leader. This is someone I met through my work in Distribution, and they have decades of experience in sales, through various parts of the industry.

Marketing and Communications Executive. Multi-industry experience, two decades of experience, and an extremely versatile background.

Chief People Officer. Experienced across various industries, worked at a number of companies you would have definitely heard of, and is one of the most talented people leaders I know.

If you know of a role that might be a fit, let me know and I'll make an intro. Want to chat more about your HR challenges? Want to submit a question that's on your mind? Click the button below!

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Questions and Feedback

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Until next time....... thanks for reading!

One last thing: Distribution and manufacturing leaders received their second resource this week. Want on that list? Let me know!

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Tracie

My Partner Spotlight High performing teams start with better reviews. WorkStory makes the review process easy - and while maybe not fun, much more human - through using AI. I'm thrilled to continue to partner with WorkStory! Click on their logo to find out more, and watch my LinkedIn for more information on our upcoming webinar, where I'll be sharing the virtual stage with founder Matt Meadows, and my good friend Michelle Strasburger! AND - stay tuned for my upcoming history of performance management, in partnership with WorkStory! ​

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