Page 223 - How America's Best Places to Work Inspire Extra Effort in Extraordinary Times

210B RE-ENGAGE

Relationship Driven: How can we help people develop a better network
of contacts, learn from each other, and collaborate better?
The old adage “It’s not what you know, it’s who you know” has ap-
plication in our busy, complex workplaces. Often the way we get the
right answer to a problem or learn something is by knowing whom to
ask for support.
There are numerous examples of employers creating ways for em-
ployees to seek out individuals with similar interests with whom they
may find mutual benefit and mutual learning. The professional ser-
vices firm Grant Thornton has one such program, called “Women at
Grant Thornton,” a mentoring and networking program geared to-
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ward advancing women’s careers at the firm. Affinity and networking
groups of all types are popping up in the workplace.

Dual or Multiple Career Path: How can we help people prepare for the
many career options that may be open to them?
Although many of our employees will want to move up the traditional
career ladder, this linear approach to learning has never met the needs
of all employees, nor does it necessarily meet our HR planning needs.
Because of increased spans of control, there often aren’t as many op-
portunities to move up. Still, that doesn’t mean we can’t find ways to
help our associates continue their growth.
At St. Luke’s Health in Kansas City, the system’s transfer policy
allows employees to move laterally between institutions without los-
ing seniority or benefits, and career ladder programs offer plenty of
opportunities for advancement. Shauna Thompson, a quality system
manager, has worked for St. Luke’s Health System for 27 years. “I
need a change of pace and new challenges every few years,” she said,
“and St. Luke’s has been able to provide that.” 10
One of the nice perks for employees at Barclay’s Global Investors
is that the company offers opportunities for employees to try differ-
ent jobs they’re interested in. Chris McCrum, global head of human
resources, for example, came from a financial background and now
he’s running HR. “We do that quite routinely,” he said of Barclay’s
job flexibility. 11