Recorded Webinar

Transcript

[00:00:00] Damian Wisniewski: Hope everyone's doing well this morning and this afternoon. Why don't we get get things kicked off here. I'm Damian Wisniewski head of sales and marketing here at PILOT. I'll be your host today. We'll be talking real talk about waning employee engagement in hybrid, remote, and return to work environments that we're seeing in the market today.

[00:00:18] Damian Wisniewski: So excited to talk to Josh Young here, one of our strategic account executives, about what he's seeing out there in the market. Also joined by Julian St. Hilaire who's our producer. Julian, do you want to take a moment and give the audience some tips on how to engage and get the most out of today's session?

[00:00:33] Julien St-Hilaire: Yeah, I'd be really happy to do so, Damien. Welcome everyone. My name is Julian and thank you for the great French pronunciation. Damien, really appreciate the effort there. Welcome everyone. Yeah. I'm dialing in from Montreal, just right outside Montreal, Canada. That's why the French accent, right?

[00:00:49] Julien St-Hilaire: I can see what, over about 30, 30 of you joining us already. So that's great to see. Feel free to use the chat today. We'll try to leverage the chat as much as possible. And we are recording the [00:01:00] session today and we will be sending you an email with the link afterwards.

[00:01:03] Julien St-Hilaire: So with that, I'll turn it over back to Damien and I'll wish you all a great session.

[00:01:08] Damian Wisniewski: Thank you so much, Julian. Again, as mentioned my name is Damian Head of Marketing and Sales here at PILOT.

[00:01:15] Damian Wisniewski: As Julian mentioned, this is recorded, so, feel free to take notes, but also we will be sending you the recording after the session. Would like to introduce you to Josh Young here at PILOT. Josh is a Strategic Account Executive. He very customer focused just like everyone here at PILOT and helps our customers uncover new solution for, new solutions for their challenges.

[00:01:38] Damian Wisniewski: Josh has extensive experience in financial services, human resources, healthcare, life sciences, education, and transportation logistics. As you can see, a broad range of industries. We know that everyone of you is facing slightly different challenges and also very similar challenges in today's environment.

[00:01:54] Before I hand it over to Josh, I just wanted to talk briefly about [00:02:00] PILOT. So PILOT was founded to help everyone feel powerful at work.

[00:02:04] Damian Wisniewski: Julian, if you could hit the next slide, please. We show participants how to use self reflection solicit and accept feedback, advocate for themselves, and take effective action in their organizations. This is done through four methods of learning. Technology enabled group coaching, where participants are broken into groups or cohorts to begin their PILOT development journey.

[00:02:23] Damian Wisniewski: Individual reflection activities that can be done asynchronously on their time. And on any device executive fireside chats, which give participants access to higher level executives to learn the rules of work and one on one future focused manager feedback sessions, where both the manager and employee focused on development objectives and aspirations, separate from any performance conversations feel free to let us know in the chat, if you have any questions as we go through the presentation we'll be keeping an eye out, whether it's about PILOT or about any of the topics that Josh has to discuss today.

[00:02:54] Damian Wisniewski: Without further ado, let's get into our themes for today. As you already [00:03:00] saw in the headline, Josh and I got together and talked about what he was seeing out there in the market. And, these are the themes that he's seeing loud and clear. Across the board we're seeing struggles with employee engagement.

[00:03:10] Damian Wisniewski: And what's interesting is, remote and hybrid is coming across as one combined category where companies are facing challenges in terms of employee engagement, but separately companies are man, that are mandating policies are facing a separate set of engagement challenges. So as we get started, we'd love to see in the chat what you're hearing.

[00:03:28] Damian Wisniewski: Where in particular are you facing challenges? Is your organization hybrid? Remote? Are you supposedly in person but no one's actually back in the office? We'd love to hear how things are going for you. So with that I would love to turn things over to Josh. So Josh let's start with overall employee engagement trends.

[00:03:47] Damian Wisniewski: Can you tell us more about that and with what you're seeing?

[00:03:52] Josh Young: Yeah, I think first I want to plus one, Sean, because return to work resistance, I think is probably the [00:04:00] largest portion of what I've been hearing in the market, as well as through friends and family. So, that is very popular.

[00:04:08] Josh Young: So good for you, Sean. But in terms of Like this slide, I think, says it perfectly, right? This is a Gallup poll that was taken, survey, and it measures workplace elements. So like including employees level of agreement about clarity of expectations, opportunities for development, and their opinions, whether or not they're counting work.

[00:04:29] Josh Young: In short, engaged employees are involved, they're enthusiastic about their work and their workplace. And inadvertently, actively disengaged employees are disgruntled and they're disloyal because they have unmet needs, right? So what we're really seeing out in the market is people work expectations are evolving.

[00:04:51] Josh Young: So you've got the expectations and priorities of employees have been changing over time, right? And I think COVID was the real [00:05:00] catalyst of that. And right now in 2023, in particular, you're seeing employees are seeking more meaning. They want more purpose, more growth opportunities in their work. And organizations that are unfortunately failing to deliver on these are seeing.

[00:05:15] Josh Young: a waning employee engagement level, a dip in that engagement metrics when they're doing their feedback and their surveys and things like that. Another part to add to that is skills gap in development. So there's been a rapid technological shift in the way that we work, right? So there's become advancements and evolving industry landscape.

[00:05:39] Josh Young: So those employees that don't see that it is. vital that their employers provide those types of skills training and that type of development they need to level up. They're not going to get their needs met in regards to the tools that they need to effectively do their job. So that's going to [00:06:00] impact engagement as well.

[00:06:02] Josh Young: Another thing, and this was a really good article that I found from a Microsoft learning survey, and it's, Basically companies, if you're showing employees that you care, it requires continuous feedback, right? So listening and more importantly, active listening and taking initiative, taking that action to consistently act upon that feedback.

[00:06:30] Josh Young: And one of the most important key topics out of this article was like, Only 43 percent of employees can confidently say that their company solicits feedback at least once a year. So that leaves an entire 57 percent of companies that rarely, if ever ask their employees about their experience at work.

[00:06:51] Josh Young: And even if their company is collecting feedback. Most of these employees don't feel that it's often enough or that they're [00:07:00] acting upon it. That's one of the big things we do about PILOT is, it goes from that knowing to doing, right? I can make a decision to do something all day long, but until I put both feet in the water and actually attempt and start it, that's a different thing, right?

[00:07:16] Josh Young: So in this era of ongoing volatility timely and actionable feedback, and insights are critical to gaining and maintaining that competitive edge in the marketplace. Because we all know that employees can go over here if they want a remote work opportunity, more efficient tools to use, makes them easier to be able to do their job, right?

[00:07:38] Josh Young: So how am I, as an employer, going to keep up with that? To ensure that these decisions are the most up to date, leaders need to consistently take a pulse on how their employees are doing.

[00:07:53] Josh Young: And this next slide is just, several examples of how companies are trying to improve their engagement [00:08:00] metrics, right? There's no silver bullet that's going to do it all. But I think, like I mentioned earlier, showing that you're actively taking steps to do something and move towards that end result.

[00:08:12] Josh Young: That's very important, right? It's the perception of the employees. It's what they see you doing in terms of meeting their needs, right? I would be interested to hear in the chat and Julian or Damian, sorry if I'm stepping on feet here, but yeah, I'd really love to see what are examples of what your companies are doing out there to work on this engagement from their perspective.

[00:08:39] Damian Wisniewski: Yeah, absolutely. And also Julian, why don't we put up that first poll? We'd love to see are you noticing waning engagement within your organization? Because that's, I know that's top of mind for a lot of folks and Josh while people are answering that and putting things in the chat just, talk to me a little bit about PILOT.

[00:08:58] Damian Wisniewski: How can PILOT help with some of [00:09:00] those ways to boost engagement that we just saw in the earlier slide?

[00:09:05] Josh Young: Yeah, so I think there's several, right? And what comes to top of mind is including remote workers in creative ways, right? Like portion of PILOT's developmental program, it's cohort based, right?

[00:09:17] Josh Young: So you have group coaching sessions that are based on a cohort model, say 25 to 30 employees in a cohort that come together and work on their development, right? They're, with their coworkers. They're with a coach. So this creates kind of a sense of camaraderie and, creating that connection through development per se.

[00:09:39] Josh Young: You're in there and you're all sharing expense or experiences through development. You're getting to listen to a diverse set of perspective, maybe on, on several things. Something that comes to my mind is I'm really bad with time management sometimes. I did my group coaching session the other day.

[00:09:54] It's like workability, time management, and focus. And, there's three of us in there that [00:10:00] are all working workability. Well, what works for one individual may not work for the other based on role experience and responsibilities, right? But it's really good to listen to those unique perspectives to give you that information on what they're dealing with and how you could either help them or they could help you apply that in what you're doing now.

[00:10:20] Josh Young: And then showing employees that you care, right? We just talked about that. See them, hear them, and do something about it. PILOT gives them a really good. Companies a really good way to show that you're investing in their development based on the feedback that they're getting.

[00:10:36] Damian Wisniewski: That's great. And it actually looks, so the polls closed.

[00:10:39] Damian Wisniewski: This is quite interesting. We actually only have 6% of respondents say that they are not at all engaged, seeing a winning engagement with their employee and within their organization. I have to wonder if anyone from PILOT has snuck in, because I don't know any non PILOT companies that are seeing no waning engagement, 50 percent of people see [00:11:00] absolutely noticing waiting engagement.

[00:11:01] Damian Wisniewski: The other 44 percent some, but not too noticeable, which is pretty good. It's a tougher environment right now, so that's great. But certainly the 50 percent that say absolutely, and very interested to see Kelly mentioned that they They're doing staying interviews at their company, which is that I'd love to hear more about that in the chat, Kelly.

[00:11:19] Damian Wisniewski: That sounds like a very interesting thing that's got to be done done quite carefully and but would love to hear how that's helping you boost engagement within your company. Alright, so Josh, why don't we talk a little bit more about remote versus hybrid versus fully on site.

[00:11:38] Damian Wisniewski: What are you seeing out there in the market today?

[00:11:43] Josh Young: Oh, there's a number of things. You go 10,000 ways with this, right? But just from our perspective of what we're seeing customers talking about in terms of what their employees want, what they're actively working on, there's really [00:12:00] two distinct areas and that's employee development and training, right?

[00:12:03] Josh Young: What I mentioned earlier about the skills and development that, these employees are hungry for, right? And if I'm going to stay with your, my organization, I want to see that they're investing in me. So, with remote work, it has necessitated the adoption of virtual training and development programs, hybrid work combines that, remote learning opportunities with in person workshops and providing, basically it's providing a well rounded approach to employee growth, kind of meeting them where they're at in terms of that workability or work environment, if you will. And then a biggie is leadership and management effectiveness, right?

[00:12:43] Josh Young: The effectiveness of leadership and management, it significantly influences employee engagement, poor, And get poor management practices, lack of support, lack of advocacy lack of leadership because they don't have the tools or the skills necessary, [00:13:00] not to their own fault, because they just haven't had that experience per se.

[00:13:04] Josh Young: That. leads to disengagement or can lead to disengagement as well. And these organizations are actively looking to invest in leadership development and ensure their managers are equipped with the skills to effectively engage and motivate their teams.

[00:13:29] Josh Young: And then so with this next slide it's a LinkedIn learning survey that was done and, like I mentioned earlier in such an ongoing era of change and disruption and these employee insights that are coming in is critical to listen to that feedback to do something about it. And, helping these employees expand their skills isn't something to, I would say, [00:14:00] avoid just out of fear of losing people, right?

[00:14:03] Josh Young: You talk about being, reactive versus proactive. And we see this all the time that, hey, we want to implement something just because we're seeing a dip in engagement. What about implementing something to prevent that from happening in the first place, right? It's a business imperative now. And this, link to this report shows that 35 percent of learners were encouraged to learn by their manager in the past six months.

[00:14:31] Josh Young: Only 35%. So in the years coming ahead, a big push is to, support that career development. And that's what we're seeing. The top training topics 2023 are number one, leadership and management skills. Number two, role specific Digital upskilling and digital transformation. So that skills gap with the technological advancements and then, supporting career [00:15:00] development.

[00:15:00] Josh Young: What am I doing to show employees that I see value in them? And I want to invest in you to not only stay at my company, but. run through the ranks and ultimately become a leader, right? That organic succession is what these companies are really looking for.

[00:15:18] Damian Wisniewski: That's great. Why don't we move ahead to our next poll, which is which remote work model is your organization using?

[00:15:25] Damian Wisniewski: So as you as you look at the choices here, and I have to say the world's a very complicated place right now. So, very interested to see how people are coming down on this. I saw that, that Wendy, you're getting folks together with people on Wednesdays. That's excellent. I find that Wednesday is the easiest day of the work work week here to get some time for myself actually and get some of those big projects done.

[00:15:50] Damian Wisniewski: So I love that that's how you're using your in person time to bring folks together. Jeff, or Josh, sorry, talk, talk to me a little bit more about [00:16:00] PILOT and how PILOT can help with some of those remote and hybrid folks.

[00:16:05] Josh Young: Yeah. So Jeff, you can answer this in the chat if you want to.

[00:16:09] Josh Young: But I think it's the beauty of PILOT is that it's so simplistic in the way it's accessed and delivered. Program is designed to meet people where they're at. So it's designed to live in the flow of work, right? So regardless of whether I'm in the office, I'm working remote, or I'm in the field, I have access to that.

[00:16:29] Josh Young: As long as I have an internet connection, I can access it through my phone, through my tablet, or my desktop. The weekly reflection activities, the group coaching and the fireside chats that we have, all functions of this program are delivered virtually, so it gives the participants, no matter where they're at, the flexibility to work on development when they want to.

[00:16:51] Josh Young: That's one of the biggest things that's always been the case is my capacity. of my day job versus developmental opportunities, unless it's [00:17:00] done throughout the course of the day, might not be able to get to it. But with PILOT, we give them the ability to access it when they're on the couch when they're in their car for a few minutes just basically anywhere that they could take 10 minutes.

[00:17:13] Josh Young: to jump online and do that. And let's not forget about HR too, right? That is the administrator who's delivering this program to their employees, right? It's very low lift for HR. There's no IT integration. There's no portal that has to be installed. There's no username and password. It's delivered via email.

[00:17:32] Josh Young: And then PILOT handles all the delivery and customer success on top of that. So it's very low lift and very I guess manually managed by HR.

[00:17:42] Damian Wisniewski: That's great. All right. So we have the results of the poll. Let's see what we've got going here. And I know that for some of you more than one of these answers fits, but still very interested to see how this breaks down.

[00:17:53] Damian Wisniewski: So what I'm seeing is a lot of hybrid, not a lot of, not a lot of fully remote or not a lot of [00:18:00] onsite and not a lot of fully remote. I'm seeing almost exclusively a hybrid audience. I think that's very interesting. Here in the Bay Area, there's been a big push to get folks to go back to the office on site.

[00:18:12] Damian Wisniewski: And then a lot of folks are resisting. What about Atlanta? Have you, what have you been hearing in your market, Josh?

[00:18:18] Josh Young: I've got a lot of different viewpoints, right? I think traffic is a major factor. Especially in Atlanta and I live north of Atlanta. So, if you're working anywhere in, let's say Buckhead, which is the North end or downtown, right. It's not necessarily easy to get to. So traffic is a major factor in whether or not I want to go back to work or work for somebody else.

[00:18:42] Josh Young: And that's what I've been hearing across the board, but it's also family dynamics and things like that too.

[00:18:49] Damian Wisniewski: Yeah, that's great. Let me let me just give a quick plug for one of our other webinars. This is a webinar that we recorded last month. So if you do want to hear more [00:19:00] about PILOT and have a session that'll focus specifically on that.

[00:19:03] Damian Wisniewski: This is a great webinar that was done with Corey Ann Selden, who's our head of customer success. She's very high energy. She'll give you a full rundown of the PILOT program and specifically what you'll see with with the impacts we're seeing out of our group coaching program. So feel free to go ahead.

[00:19:20] Damian Wisniewski: You can scan the QR code. Julian's put a link into the chat there. And while you're doing that Josh, why don't you bring us home? Talk a little bit about back to office. Now, interestingly, I'm not seeing a lot of folks on this session who are forcing back to office move, which I think is fantastic.

[00:19:39] Damian Wisniewski: But be interested to hear what you're seeing about that and if those folks are right or not.

[00:19:47] Josh Young: Yeah. So, it depends on the company, obviously. And like I mentioned earlier, I've been hearing a lot of viewpoints on that. And I think, COVID impacted everyone, right? Not only do I hear it with customers, but I hear it with like [00:20:00] family members and friends and neighbors. And it, it's a mixed bag, right?

[00:20:06] Josh Young: And there's many variables at play when it, comes to, am I happy with going back to work? Am I happy with working remote? I want something that's hybrid. I mentioned it earlier, traffic, childcare, time, and preference, all factors into how you feel about it, but companies are ultimately in control and, there's actual rules that need to be in the office that need to be customer facing and the facility or on the floor or on the line.

[00:20:33] Josh Young: And there's others that can remain remote, some companies get it and others don't. My wife works for a company that should remain, shall remain nameless they're requiring their employees, all employees, to go back to the office at least two times a week. And from her perspective, her role was remote prior to COVID.

[00:20:53] Josh Young: So why should she go back into the office, right? So she's kind of, I wouldn't say [00:21:00] disengaged, but it's factored in her decision whether or not she may either continue to work for them or look for another job. And these stats are showing that if companies aren't thoughtful in their approach, then they run the risk of losing employees, just like that example that I gave about my wife.

[00:21:18] Josh Young: So they're not satisfied with their career. Therefore, they're not engaged. Some companies are looking for a way to keep their talent versus losing to a competitor per se with remote opportunities. And, they're doing this through really career development opportunities, right? What can I do to show investment in my employees?

[00:21:39] Josh Young: What am I going to provide to them in terms of tools and development that they can use to not only excel in their role now, but in their career? Throughout this organization or later on down the road.

[00:21:52] Damian Wisniewski: Yeah, that's great. It's interesting the challenges because I, I fully understand the, that desire from the top to see people [00:22:00] back in the office.

[00:22:01] Damian Wisniewski: I know that many companies have invested a ton in real estate, there's offices spread across the country, it'd be nice to see people using those desks but at the same time people have families, they've they don't want to deal with the Bay area traffic, the Atlanta traffic, those are very real costs to people's lives and happiness and healthiness and it takes a huge chunk of time out of your day.

[00:22:22] Damian Wisniewski: So, with our last poll I am really interested to hear, I know there weren't too many people on the webinar who were fully back to work, but I would love to hear to the degree to which you are returning to work. How that, how is it working? Has it brought the culture back?

[00:22:41] Damian Wisniewski: Is it more like remote work? What's going on with with folks within your company? And, while while you answer that final poll Josh, anything else that we should know about PILOT?

[00:22:54] Josh Young: Yeah, I think based on the theme of what we're discussing today and the return to work, the hybrid, [00:23:00] the, stay at home, remote working, things like that. I think PILOT provides a really good way and a quick way for companies to invest in their employees. To show we value you, we want to contribute to your success and give you the tools you need.

[00:23:16] Josh Young: And employees are hungry for additional opportunities to level up. That's not only in the stats, but that's what I'm hearing for customers as well. They want these opportunities and they expect them. I had a customer today, as a matter of fact, prior to getting on this webinar, they're using PILOT to help their leaders invest in their own careers, to buy into themselves and lead from any role.

[00:23:38] Josh Young: So, they're looking at it similar to what their executives are getting at the top, that coaching type of mindset. And that's what PILOT provides, right? It's what it's designed to do. We take the 80 20 percent of what we take the 80 20 model of what most people need developmentally to excel in their career if they've never [00:24:00] had formal coaching or mentoring.

[00:24:02] Josh Young: And as I mentioned earlier, PILOT's a turnkey program that HR can quickly roll out, right? Get quick wins. We have an average participation percentage of 78 percent in our program. I think the average L& D is at 15%. So we're well above that. And I think it's the ease of access and ease of implementation throughout the organization.

[00:24:24] Josh Young: So to me, that says it resonates with with the additional development opportunities that these employees are craving.

[00:24:31] Damian Wisniewski: Yeah. And I interested to see, Sean mentioned that they're considering bringing hybrid leaders back to work. I'm sorry leaders back to work in a hybrid capacity.

[00:24:41] Damian Wisniewski: A lot of what I've been hearing out in the market is that these broad, Hey, you guys got to come back to the office two days a week programs turn into the employees showing up or the, the frontline staff showing up and the managers being too busy to make it into the office.

[00:24:57] Damian Wisniewski: So, I'm glad you guys are [00:25:00] reversing that and getting the leaders excited to, to come in first or at least grudgingly coming in at first and surveys as an example. And, Josh, I think that that really highlights the benefits of something like PILOT where, you can build some collaboration back in at the manager level and at the employee level to really help it's a culture change, right?

[00:25:20] Damian Wisniewski: And every culture change is a change management problem, right? And some of that change management, you really have to think through strategically, how are we going to incentivize? And, there's a lot of really silly barriers. I mean, someone mentioned parking, are you going to pay for parking?

[00:25:35] Damian Wisniewski: Is it in the budget? No. Is that going to get people to come back to the office? Maybe, but certainly it's going to remove and, one of those excuses that, and right now I think there is a lot of that well, if only we had this, we would consider it. Right. So anyway those are some of the things we're seeing out here, but I'm delaying on reading the poll results.

[00:25:53] Damian Wisniewski: I think in particular, what I was fascinated by is that 41 percent of you have seen engagement [00:26:00] decline. I think that is I think that's really in line with what we're seeing in the Gallup results what Microsoft is reporting. And I think it's really important to consider when, we see both the people who are working remotely with, who traditionally had a higher engagement seeing that taper off, but also, the folks who are forced to return to work, seeing that as well.

[00:26:20] Damian Wisniewski: And so I think it just really highlights that we're in a, we're in a time right now where you need to proactively engage with folks to get them to feel that sense of engagement so that they are, they feel more a part of the team.

[00:26:35] Damian Wisniewski: So to bring us home, let me just share one final resource with you. This is one more session that we did. This is a little more of a standard. Here's all the things that PILOT can do for you and your company. Feel free to use the link or to use the the QR code on the screen last QR code. No, sorry. There's one more. There's a QR code for Josh as well. Second to last QR [00:27:00] code, I promise.

[00:27:01] Damian Wisniewski: So before we wrap things up, I would love to hear, are there any other questions that folks on the line have for Josh, for me anything about Tennessee football, anything about employee engagements and actually, this isn't an opportunity that I've seen the chat been very active.

[00:27:20] Damian Wisniewski: Any questions that you have for anyone else who has posted about, the stay at work interviews how the, various initiatives to bring people back into the office are working. So let's just give a couple seconds.

[00:27:33] Damian Wisniewski: All right. I think all the questions are answered, which is a great place to be. That's what we that's what we strive for every day. Oh, Jimmy did ask, is anyone doing anything to incentivize working parents. Josh, I would actually love to hear, have you, while other folks put into the chat, have you heard of any creative ways that, that folks are helping out with a return to work for parents?

[00:27:56] Josh Young: Yeah I've seen [00:28:00] some companies use stipends for child care. Some companies had already had that in place. Some haven't. So that's something additional that they're adding in terms of a value add to their employees to help with that transition of coming back from remote work to, to coming back in the office.

[00:28:16] Josh Young: And then there's others. And just like you mentioned, parking earlier and things like that, stuff that. People had to figure out before all of this happened, right? So why should I do that for these employees when they're used to doing it, right? You've got this job, figure it out. I don't think that's the right approach.

[00:28:33] Josh Young: It's like read the room, there's that, that yin and yang with companies on how they're deciding to do it.

[00:28:39] Damian Wisniewski: Yeah. And then one final question we have what creative ideas have been successful to engage remote employees? I can answer this on PILOT's behalf, PILOT, we're on the smaller side.

[00:28:48] Damian Wisniewski: So we've got 12 folks that do all the kind of core work of the company, the back office, sales, marketing, et cetera. And then we have 30 to 40 folks who do our live sessions, [00:29:00] folks like Julian, who keep all the tech on track and keep everything running. And so we, we have two different constituencies, folks who meet weekly.

[00:29:08] Damian Wisniewski: Right? Actually, we meet twice a week, once on Mondays, once on Fridays, just a very high energy hour to get people connected. I think you have to be, you want to be mindful of the size of the group, right? So maybe you have those remote sort of meetings as groups of, 15 to 20.

[00:29:26] Damian Wisniewski: When we meet with the broader team, you know, that, that group of 30 to 40, I have to say it is a little, it's fun, right? Very high energy people, as you can tell, right? From just from this session, from Julian. And so it's fun to have everyone participate and learn about the new programs we have rolling out and new content that we're about to send out to our customers.

[00:29:47] Damian Wisniewski: It is definitely takes a lot more production to keep that broader group on track. But it is like having people show up, be very bright vibrant on a call and just collaborative and give people an [00:30:00] opportunity to transmit and this is going to sound very California, right.

[00:30:03] Damian Wisniewski: But just have a lot of energy transmit, like, good vibes? Basically you want folks to show up on video and be vibrant, right? A lot of energy, give people an opportunity to talk about what they're doing, share their excitement around team goals, team wins. For us, that's been just a huge boon in terms of engagement and PILOT's been remote for a long time.

[00:30:25] Damian Wisniewski: So it's just a really core part of the culture. Josh, any other ideas that you've seen out there?

[00:30:31] Josh Young: Yeah, I would think just to add to that from a PILOT perspective is workability too, right? We talk about this all the time, how can you be more efficient at your job, right? Do you need to monitors.

[00:30:44] Josh Young: Do you need a certain, do you need certain access to certain things, right? Do you have to go and look for things on a regular basis that takes more time out of your day, or can we help you get there, right? [00:31:00] Do you need access to certain files? Do you, is someone, can someone else help you do that?

[00:31:05] Josh Young: Leverage your team. Don't sit there and try to find it on your own. If it takes you a while, ask someone else to help, right? Chances are they know a way to get it, can get it a lot quicker than you can. So I think from a workability and like a focus perspective that's huge too.

[00:31:22] Damian Wisniewski: Right. Then we have one other great idea from Wendy who mentions town halls every quarter.

[00:31:27] Damian Wisniewski: Employees in the U. S., Canada, and globally. And so the departments present to keep everyone informed of what's going on, and that is something I think that is increasingly common with remote work and, is a bit of an issue at PILOT as well as just time zones is a key thing to keep up, especially when you're talking North America and Europe or, and Asia, can really make can really make a difference, that sort of feeling of connection.

[00:31:52] Damian Wisniewski: And I think I mentioned this earlier in the chat, that, that sense of connection is really what we're going for. So, thank you everyone so much for for [00:32:00] all of your lively discussion in the chat. And then, Josh, Thanks again for your time today.

[00:32:06] Damian Wisniewski: Everyone on the call, thank you so much for your time. If you're struggling in any of these areas, you'd like to talk through ideas with someone. If you think PILOT would be a good fit for your organization. We have a lot of folks on staff who spend a lot of time talking about PILOT. Talking about this and thinking about it with people.

[00:32:21] Damian Wisniewski: So please don't hesitate to reach out. This is the final QR code, I swear . And we'll take you directly to a calendar where you can book a meeting with one of the crews. So thank you so much, everyone really appreciate your time today and I hope you have a great great Wednesday collaborating with your colleagues.

[00:32:39] Josh Young: Thank you everyone.

[00:32:40] Damian Wisniewski: Thank you, .

[00:32:42] Julien St-Hilaire: Thank you Damien. Thank you Josh. Thank you everyone. Take care. Have good rest of your day.