The Human Factor: Jami Schultz Unlocks the Power of People at Canon USA
06/14/23 • 39 min
This episode features an interview with Jami Schultz, Senior Director of Employee Relations and Development at Canon USA. Canon is a leading provider of consumer, B2B, and industrial digital imaging solutions. In her role, Jami makes sure employees love their jobs, and she solves people problems every day. In this episode, she’ll share what tools, ideas, and programs set her, the company, and employees up for success.
Quotes
*“Employee Relations is really the employee's first go-to person for any issues, questions relating to their employment experience. Whether it's about their career, their performance, if they're having issues with their manager or a coworker. That all comes to their HR business partner first.”
*“One of our strongest assets in our culture is the people. So many people at Canon, if you ask them what's one of the things they love most about their job, it's the people. It's the relationships that we have with our colleagues, with our management team. And that's definitely what I have found, too. It is just such a collaborative, collegial environment.”
*“I've always said, ‘If you are gonna spend so much of your day to day in a job, you better like the people that you're spending all that time with.’”
*“Now we've really settled into what we call a hybrid work style for the majority of our employees, where we are all in the office together two days a week on the same two days, and then we're able to work remotely three days a week. So I love to say I think it's the perfect balance in terms of time together in the office to be collaborative, to have that experience of connecting with each other, but also having the flexibility to work from home.”
*“One thing that has been very important to us for a couple of years and became even more so coming out of the pandemic, was doing our employee engagement surveys... That's really important because that gives us direct feedback from the employee population as to things that they think are working, things that may not be working as well. It's listening to that feedback and actually making meaningful changes as a result of that feedback.”
*“Sometimes it's those cross-divisional recognitions that mean so much because it's wonderful to know that your manager or someone in your management chain is recognizing your work. But to hear that someone else in a completely different division is recognizing your contribution and thanking you for that work is very, very meaningful. So I think that was a big strategy for us, was finding a way to give employees on the spot recognition that they were looking for.”
*“A lot of times HR will help almost serve a mediator function. We will help the employee and the manager find a better way to communicate, make sure that the manager is properly communicating the expectations to the employee, and making sure the employee fully understands the expectations.”
*“The big lessons learned for the future are definitely communicating. Giving as much advance notice of important things as possible, and just being able to react and respond quickly to changing outside circumstances.”
*“Always listen. Listening is so, so, so important. If you really listen, first of all, it lets the person that is coming to you with an issue feel like they're being heard. And that's often what an employee needs, just as much as anything, is to be heard.”
Time Stamps
[00:00:00] Jami’s start in HR
[00:02:30] How HR can problem-solve
[00:04:56] Maintaining positive relationships with employees
[00:10:16] How Canon uses engagement surveys
[00:17:36] Celebrating employees for a positive company culture
[00:24:27] Navigating the hybrid workspace
[00:30:34] HR as a mediator
[00:37:47] Listening as the end-all, be-all
Links
Thanks to our friends
This episode is brought to you by Firstup, the company that is redefining the digital employee experience to put people first and lift companies up by connecting every worker, everywhere with the information that helps them do their best work. Firstup has helped over 40% of the Fortune 100 companies like Amazon, AB InBev, Ford and Pfizer stay agile and keep transforming. Learn more at firstup.io
This episode features an interview with Jami Schultz, Senior Director of Employee Relations and Development at Canon USA. Canon is a leading provider of consumer, B2B, and industrial digital imaging solutions. In her role, Jami makes sure employees love their jobs, and she solves people problems every day. In this episode, she’ll share what tools, ideas, and programs set her, the company, and employees up for success.
Quotes
*“Employee Relations is really the employee's first go-to person for any issues, questions relating to their employment experience. Whether it's about their career, their performance, if they're having issues with their manager or a coworker. That all comes to their HR business partner first.”
*“One of our strongest assets in our culture is the people. So many people at Canon, if you ask them what's one of the things they love most about their job, it's the people. It's the relationships that we have with our colleagues, with our management team. And that's definitely what I have found, too. It is just such a collaborative, collegial environment.”
*“I've always said, ‘If you are gonna spend so much of your day to day in a job, you better like the people that you're spending all that time with.’”
*“Now we've really settled into what we call a hybrid work style for the majority of our employees, where we are all in the office together two days a week on the same two days, and then we're able to work remotely three days a week. So I love to say I think it's the perfect balance in terms of time together in the office to be collaborative, to have that experience of connecting with each other, but also having the flexibility to work from home.”
*“One thing that has been very important to us for a couple of years and became even more so coming out of the pandemic, was doing our employee engagement surveys... That's really important because that gives us direct feedback from the employee population as to things that they think are working, things that may not be working as well. It's listening to that feedback and actually making meaningful changes as a result of that feedback.”
*“Sometimes it's those cross-divisional recognitions that mean so much because it's wonderful to know that your manager or someone in your management chain is recognizing your work. But to hear that someone else in a completely different division is recognizing your contribution and thanking you for that work is very, very meaningful. So I think that was a big strategy for us, was finding a way to give employees on the spot recognition that they were looking for.”
*“A lot of times HR will help almost serve a mediator function. We will help the employee and the manager find a better way to communicate, make sure that the manager is properly communicating the expectations to the employee, and making sure the employee fully understands the expectations.”
*“The big lessons learned for the future are definitely communicating. Giving as much advance notice of important things as possible, and just being able to react and respond quickly to changing outside circumstances.”
*“Always listen. Listening is so, so, so important. If you really listen, first of all, it lets the person that is coming to you with an issue feel like they're being heard. And that's often what an employee needs, just as much as anything, is to be heard.”
Time Stamps
[00:00:00] Jami’s start in HR
[00:02:30] How HR can problem-solve
[00:04:56] Maintaining positive relationships with employees
[00:10:16] How Canon uses engagement surveys
[00:17:36] Celebrating employees for a positive company culture
[00:24:27] Navigating the hybrid workspace
[00:30:34] HR as a mediator
[00:37:47] Listening as the end-all, be-all
Links
Thanks to our friends
This episode is brought to you by Firstup, the company that is redefining the digital employee experience to put people first and lift companies up by connecting every worker, everywhere with the information that helps them do their best work. Firstup has helped over 40% of the Fortune 100 companies like Amazon, AB InBev, Ford and Pfizer stay agile and keep transforming. Learn more at firstup.io
Previous Episode
Boosting Employee Productivity With a Digital Toolkit with Tope Sadiku, former Global Head of Digital Employee Experience at the Kraft Heinz Company
This episode features an interview with Tope Sadiku, former Global Head of Digital Employee Experience at the Kraft Heinz Company, one of the largest food and beverage companies in the world with $25 billion in global sales. Tope has recently moved into her new role as the Strategic Planning Lead, Transformation, Agile and Digital Revolution at Kraft Heinz where her focus is to increase employee productivity and creativity through the use of technology. And on this episode, Tope is describing her work and research on how we move, achieve objectives, connect, and collaborate between physical and virtual spaces.
Quotes
*”Technology is like a part of the medical toolkit. I used to call technology my medicine. I had access to a number of different tools and solutions [to] address the symptoms and even the root cause.”
*”When it comes to transformation, there's a difference between disruption and destruction. There is some level of disruption and sometimes we can get very excited to the point of destruction. Knowing where that line is very, very important.”
Time Stamps
*[9:40] The Flight Plan: Get to know the Kraft Heinz Company
*[16:43] First Class: Best EX practices at the Kraft Heinz Company
*[23:44] Turbulence: EX lessons learned
*[25:13] How does Tope lead in stressful situations?
Links
Learn more about the Kraft Heinz Company
Thanks to our friends
This episode is brought to you by Firstup, the company that is redefining the digital employee experience to put people first and lift companies up by connecting every worker, everywhere with the information that helps them do their best work. Firstup has helped over 40% of the Fortune 100 companies like Amazon, AB InBev, Ford and Pfizer stay agile and keep transforming. Learn more at firstup.io
Next Episode
How to Create One Employee Superapp to Rule Them All with Richard McColl, VP of People Technology at Walmart
This episode features an interview with Richard McColl, Vice President of People Technology at Walmart. Richard applies Human Centric Design, Design Thinking, AI, and Technology to the associate experience at Walmart. Prior to joining Walmart, Richard served IBM for over 18 years, having held several leadership roles including Vice President and Senior Partner, Talent Technology Practice Leader. And on this episode, Richard is discussing the ins and outs of Walmart’s Superapp, applying design thinking to the employee journey, and crafting one seamless digital experience that can do everything from inform employees about their credit score to support their mental wellbeing.
Quotes
*”Our associates shouldn't need to know all of the different business platforms that we use to support them. What they should do is enjoy an end-to-end experience that stays with them and is frictionless.”
*“As we think about superapps at Walmart, we don't just think about people experiences as a standalone container. We also think about people experiences and how they're embedded with all of the capabilities that that persona will need to be effective.”
*“We've had many different benefits programs available to associates. And we pride ourselves on that. But if you have those across a number of different systems, you're putting a friction point of discoverability, navigation and different experiences and logins. All of those things create the potential of lower adoption.”
*“When we haven't used design thinking from an end to end approach to implement a tool that's part of a process and not an experience, we've missed the mark.”
Time Stamps
[2:41] Flight Plan: Get to know Walmart and the intricacies of leading People Technology there
[5:54] First Class: What are Richard’s best practices for fostering a great digital employee experience at Walmart?
[8:38] What’s a superapp?
[13:45] How is Walmart incorporating educational experiences into the digital employee experience?
[17:25] Turbulence: What can we learn from the bumpy employee experiences?
[25:56] Smooth Landing: What advice would Richard give other employee experience leaders?
Links
Connect with Richard on LinkedIn
Thanks to our friends
This episode is brought to you by Firstup, the company that is redefining the digital employee experience to put people first and lift companies up by connecting every worker, everywhere with the information that helps them do their best work. Firstup has helped over 40% of the Fortune 100 companies like Amazon, AB InBev, Ford and Pfizer stay agile and keep transforming. Learn more at firstup.io
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