Join Pat Wadors for an in-depth discussion in this video Hold up a mirror using the data, part of Diversity, Inclusion, and Belonging.
- [Instructor] I get questioned a lot about how to get your executive's attention. How do you get people to think about this domain in a different way, because movement happens when I have both your mind and your heart. And data, for the most part, grabs someone's intellect, and emotions grab the heart, and if you couple them together, it's way more powerful. So what I strive to do is marry the two. And so making you aware is holding up the mirror and saying here's our data.
Let's start off with the business case. You know, let's be real and pragmatic, because we're running a P&L, we have a business to run, but talent, on average, is 80% of a company's operational expense. That's a lot of money. And if you're in a service organization it's in the high 90 percentile, if you're in capital intents it's 25, 35%, but still, talent is the core of what every company needs. And so you want the highest productivity, the highest return on that investment. So let's look at that talent, and if that talent doesn't have diversity of thought, if that talent is not modeling the customer that you're selling to, if that talent is not highly engaged, then let's double-click down and find out why not.
Because you should look like and be like the people you serve. You should have high levels of creativity for innovation. You should have longevity of talent, so it's predictable and reliable and you can move that talent around your organization. They're becoming athletes. Not that they're going to have to retire at your company, but you definitely want them to have a great time while there so they become a talent magnet for you. And what I do is hold that mirror up. If this is how we look, eh, not so cute, maybe cute, who knows? And if we extrapolate to the future and continue on our path, uglier or cuter, who knows? But use the data set of framework, and then you use stories to explain the experience your employees are having.
So employee experience, that phrase, is the search of that terminology on Google has increased 140% in the last four years alone. Like, huge growth. People care about the experience coming through your company. And so if you take this data and then you look at the data underneath about onboarding, how employees feel, do I have the right tools, did I feel included in this team, is my voice heard, do I get to have input on decisions that impact me, do I feel like I'm paid fairly, treated fairly, all those things, you create a heat map and you figure out where the problems are and you fix them.
Transparently and honestly. And then what you find is that you've created this momentum of moments and belonging moments, then you get this certainty that I trust you, you trust me, and companies flourish. So I tell those stories to leaders about when someone didn't belong and how awful that felt, and if they still don't grok that, I go, all right, tell me a moment in time where you didn't belong. And like, I always belong, right? In middle school, someone has been excluded. So go back to middle school, then, because we've always felt, in that moment in our life, some awkward moment where we're not the cool kid, we didn't make the team, something passed us by, how did you feel? And if you're a parent, what do you want for your children? And me, I'm a mom, and I have a daughter with special needs.
When kids walk by her and don't acknowledge her because she's different, then that breaks my heart. She wants to belong and be included. She has other amazing strengths. And so if you can't get to the person and their experience, go to their outer circles. They'll find somebody that has had that moment, and you will forever have changed their perspective. I will never go back not thinking about belonging again.