my workplace experience essay

My First Work Experience and Knowledge I Gained Essay

When I was a child, my dream was to find the work connected with managing people and resources. The vision persisted until it became time for pursuing a college degree, where I opted for a business course in Human Resource Management (HRM). I intended to be in a position to lead people at the workplace. After graduating from school, luckily, I got an internship program with one of the renowned retail companies called Costco Retailers.

The first working experience was memorable because I finally managed to become independent and earn my first money. When I started working in the corporation, I changed my mentality to adapt to the new system. This paper will discuss the experience during my first job recruitment, skills, and knowledge gathered during this period. During the first working experience, recruits should apply the theoretical knowledge in practice to avoid difficulties in time-management, issue solving, and communication with clients and colleagues.

The time-management appeared to be a fundamental problem that I have faced during my experience. It was a requirement that all the staff report one hour before the opening of the stores. This was necessary to facilitate daily planning and arrangement of the work routine to enhance the efficiency of the operations. It was difficult for me to manage time properly and organize the activities of other people. I had to participate in various events and often failed to perform my duties correctly. There even was a period of time when I was at significant risk of being fired. I had to learn how to be time-conscious to overcome the pressure. I solved this problem thanks to applying some time-management techniques.

Besides the time factor, another issue was working under pressure. During the first few months, I was stationed at the customer care desk to attend to the clients’ queries. At this position, several problems emerged that required immediate attention from the top managers within the department. It was challenging to handle some inquiries because of the large number of customers and the nature of their needs. The intensity to meet their expectation was overwhelming, and it involved many commands from the senior staff.

Another problem that required theoretical knowledge from me was cultural diversity. Shoppers consist of people from different races, gender, culture, and profession. Communicating with customers was a nightmare, especially for those whose cultures tend to diverge at some point. Sometimes you might offend people from different cultures without noticing it. Nonetheless, thanks to their interactive nature and understanding, some clients helped me learn how to communicate appropriately.

Generally, working with customers entails fluctuating motions since they come in different moods with various expectations to be fulfilled. Meeting people from different backgrounds increased my exposure and understanding of individuals behave in relation to their culture. The race-tolerance strategies learned during my education helped me to adjust my communicational style.

I thought handling customers was the main challenge of this position, but there was another significant problem. Being a novice, young, and unfamiliar with the company’s system was another terrifying encounter. At the customer care desk, we had co-workers who had been in the institution for an extended period. These workers used to take advantage of the recruits by assigning complex tasks and overworking them. I became a victim and felt exploited since I could do twice what the other workers were doing. From one point of view, such pressure was rational, aiming to increase my working skills. From the other point, I had moral difficulties coping with a considerable amount of work while experienced colleagues did not offer me any help.

It is also essential to mention which new skills I have gained during my working experience which contribute to my professional development. Thanks to this organization, I gained valuable knowledge and skills helpful for developing in this work industry. First, I gained an understanding of how to communicate with customers and colleagues. Before joining the Costco team, I thought managing people was easy to perform and did not require any special knowledge. Thanks to this working experience, I have learned that communication and management is a whole science that requires profound knowledge and well-developed communicational skills. Therefore, I realized that it is critical to apply the behavioral analysis approach to maintain effective communication.

Moreover, the company made me develop and improve my intrapersonal skills. Working with people having different ages and cultures requires self-understanding (Horak & Matoskova, 2018). To be able to relate effectively with other staff members and even customers, I had to learn how to communicate and listen. Communication is essential in advancing the relationship amongst the business affiliates. The on-the-job experience made it easier to comprehend and apply the skills. Here I also successfully applied the gained during my education knowledge.

Surprisingly, technological knowledge was vital during my working experience. Furthermore, being at the customer care desk exposed me to using the computer system to record, search, monitor, and even communicate with the administration. I developed deep insight into technology, and my computer knowledge increased. Through the period, I could use the system to perform critical tasks like monitoring the level of inventory, tracking customers’ purchasing records, and updating new valuable information for clients. In addition, I was able to analyze the trend of buyers, which was helpful for the administration for updating the stocks.

Another critical skill that I acquired during the period was the ability to solve problems. At the customer care desk, clients came with various issues ranging from sales of defective products to poor service delivery. I have analyzed different literature on the topic of problem-solving. Multiple techniques help the manager build good relationships with the customer and colleagues (Funke et al., 2018). One of them is the culturally-tolerant attitude towards the participants of communication. I developed a profound knowledge of managing different circumstances to generate a proper solution by handling such issues. Seeing and learning how the colleagues were regulating similar situations at work was vital and prompted self-confidence. To make a decision, self-reliance is essential as it allows one to find their own answers to the problem.

Generally, obtaining a job after completing coursework in college is beneficial because you can gain valuable experience. On the job, learning makes the whole perspective different as it comes with arrays of experiences both encouraging and demoralizing. Sometimes changing and adapting to a new routine is difficult for the new employees. Furthermore, interacting with various people at the workplace advance understanding and worldview of individuals.

The exposure also makes people gain the necessary knowledge and skills that are essential for further carrier development. Joining the proper organization could impact the level of experience individual gains. If people are ready to develop their knowledge and skills, asking questions, elaborate new ideas, then the chances of attaining new skills at work are high. It is also vital to implement the theoretical concept learned through education in practice. Thus, applying theoretical concepts and constant development contributed to forming a positive working experience.

Funke, J., Fischer, A., & Holt, D. V. (2018). Competencies for complexity: Problem solving in the twenty-first century. In Assessment and teaching of 21st century skills (pp. 41-53). Springer, Cham. Web.

Horak, M., & Matoskova, J. (2018). Comparison of training programmes and activities for cluster managers in Europe with respect to their focus on skills development. International Journal of Entrepreneurial Knowledge , 6 (1). Web.

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IvyPanda. (2023, October 31). My First Work Experience and Knowledge I Gained. https://ivypanda.com/essays/my-first-work-experience-and-knowledge-i-gained/

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Essay on My Work Experience

Students are often asked to write an essay on My Work Experience in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on My Work Experience

Starting my job.

My first job was at a small bookstore. I was excited and nervous. My main tasks were to arrange the books, help customers, and keep the store tidy. I learned about different types of books and authors.

Working With Others

In my job, I had to work with other employees. We shared tasks and helped each other. We also had to deal with different types of customers. Some were nice, and others were not. It taught me patience and teamwork.

Learning New Skills

My work experience helped me learn new skills. I learned how to handle money, how to talk to customers, and how to manage my time. These skills are not only useful at work but also in my daily life.

Overcoming Challenges

At work, I faced many challenges. Sometimes, the store would get very busy, and it was hard to keep up. But I learned to stay calm and focus on my tasks. This helped me to overcome difficulties.

Value of Work

My work experience taught me the value of hard work. I realized that every job is important, no matter how small it seems. It also made me appreciate the effort that people put into their work.

250 Words Essay on My Work Experience

My work journey started when I was just out of college. I got a job as a junior programmer in a small software company. I was very excited and a little scared. But I was ready to learn new things.

Learning New Things

In the beginning, I had to learn a lot. I had to understand how to solve problems using code. I also had to learn how to work with a team. This was a new experience for me. But I was eager to learn and improve.

Challenges in Work

Work was not always easy. There were times when I had to work late to meet deadlines. There were also problems that seemed too hard to solve. But I did not give up. I kept trying and learned from my mistakes.

Growth in My Job

As time went on, I became better at my job. I was able to solve problems faster and work well with my team. I even got a promotion! I was happy to see that my hard work was paying off.

Lessons from Work

Working has taught me many things. I learned that hard work and patience can help you achieve your goals. I also learned that it’s important to keep learning and improving.

In short, my work experience has been a journey of learning and growth. It has been challenging at times, but also rewarding. I am grateful for the lessons I have learned and the skills I have gained.

500 Words Essay on My Work Experience

Starting my career.

My work journey started as a junior assistant in a local library. I was still in high school then. This was my first job and I was very excited. My main task was to arrange books and help visitors find what they were looking for. I also had to keep the library clean and tidy. My time at the library taught me the importance of being organized and helpful to others.

Working as a Tutor

After high school, I began tutoring younger students in their studies. I taught them subjects like English, Math, and Science. This job was more challenging than my library job. I had to prepare lesson plans, grade assignments, and help students understand difficult topics. This job taught me patience and the ability to explain things in a simple way. I also learned how to manage my time well.

Internship Experience

During my college years, I got an internship at a small company. I worked in the marketing department. My job was to help create advertising campaigns for the company’s products. I learned a lot about how businesses work during this time. I also learned how to work in a team and how to present my ideas clearly. This experience was very valuable for my future career.

Starting My Professional Career

After college, I started working as a project manager in a large company. This job was much more demanding than my previous jobs. I had to manage several projects at the same time, make sure they were completed on time, and within the budget. This job taught me how to lead a team, make important decisions, and solve problems quickly.

Learning from My Work Experience

Looking back at my work journey, I can see how each job has helped me grow as a person. I learned important skills like organization, patience, teamwork, and leadership. I also learned how to handle stress and meet deadlines. Each job was a stepping stone that prepared me for the next one.

My work experience has been a journey of learning and growth. Each job I’ve had, from being a library assistant to a project manager, has taught me valuable lessons. I’ve learned to be patient, organized, and a good team player. I’ve also learned how to lead a team and make important decisions. I’m grateful for all these experiences as they have shaped me into the person I am today.

Word Count: 500.

That’s it! I hope the essay helped you.

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• Essay on Customer Service

Essay On My Work Experience

Type of paper: Essay

Topic: Customer Service , Communication , Workplace , Marketing , Company , Customers , Teamwork , Business

Words: 1500

Published: 11/13/2019

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Introduction

I work for Silver Point Car Care Centre. This company deals mainly with servicing and repairing vehicles. I am a customer care representative with the company. My role involves handling the paperwork involved when a client brings in a vehicle. It also includes: answering phones; responding to inquiries; noting down complaints; and generally ensuring that the client is well attended to. As a customer care representative, I have been exposed to different situations. I have had to learn how to manage polite as well as rude clients. Indeed, this job has opened up my eyes to the importance of good customer service in a business. Good customer care is essential to the survival of any business. Bad service may cause the business to suffer or even fail (Collins, 2009).

My Work Experience

When I first started my job, I was first taken through a one-week training period where I was educated on the importance of treating customers well. The first thing I was taught was to listen. Over the course of my job, listening has been a key criterion for me to be effective. I discovered that listening does not only involve paying attention to the verbal communication of the client, it also involves listening being able to discern non verbal communication too (Sedlock, 2010).

It has often been difficult, because some irate customers actually begin to shout and hurl insults. In such situations, I learnt how to control my emotions and avoid getting upset. As a customer care representative, I still had to pay attention to the shouting client and to ensure that his needs are met. This meant that I developed high levels of self control and patience. The same applies when I receive complaints on the part of the company. I must then reassure the client and make sure that appropriate steps are taken to remedy the situation. This ensures that that the customer knows he or she is treasured by the company.

I also learnt about being proactive and the benefits it accorded. This was because when a client complained about something or required information, it was up to me to provide this. This meant that many times, I had to go out of my way to attend to clients’ needs. As a customer care representative, the image of the company is dependent on how well I execute my job (Collins, 2009). This pressure modeled me into a better person as I became more proactive. I was previously rather lazy and plagued by the problem of procrastination. I would keep postponing any duties or assignments I had until the last minute. Working at Silver Point Car Care Centre helped me to gain a ‘can do’ attitude. I became more motivated and since the job required immediate response from me, I adopted this into the way I operate. I am now a firm believer in not postponing any work or task, I embark on it as soon as possible without any excuses.

I also learnt the value of integrity and honesty in business. I realized this when I was dealing with a certain prospective client who called in to make inquiries. In the spirit of trying to acquire a new client for the company, I exaggerated slightly on the services we offered. The prospective client did bring her car for servicing, but became extremely angry to realize that not all the services I had told her about were actually available. I ran into a lot of trouble with my boss, as this lady was particularly aggressive. From that experience I learnt that honesty was of the utmost importance. It was self defeating to make promises which the company could not fulfill. This image was bad for the company and therefore, counterproductive.

My communication skills were also polished; both telephone and face-to-face. During telephone calls I learnt to be warm, calm and professional .This attitude would impress the client. A friendly telephone conversation communicates to the client that the company takes interest in its customer service. A cold telephone conversation creates an unfavorable image and may cause the company to lose prospective clients. I also learnt how to communicate effectively with clients face-to-face. According to Sedlock, (2010), personal encounters with the clients means that the client uses a minimum of two senses (sight and sound) to evaluate the company unlike a telephone communication which uses one (sound). In light of this I was always required to project a professional image. I was not allowed to wear jeans or sneakers to work. I also had to ensure that my personal hygiene was of the highest standards. Image is essential in the world of business. In order to be taken seriously, one needs to project an air of professionalism.

Another important lesson I learnt was to separate my personal emotions from business. I often reported to work in a foul mood due to various reasons. However, I was always required to be upbeat and professional when serving clients. Admittedly, this was not easy for me to achieve . It was hard for me to sound warm when I was upset about something or someone. However, with time, I learnt to be able to ignore my personal emotions and serve a client cheerfully. The same also applied when serving difficult and annoying clients. At first, it was a challenge for me not to react angrily to unreasonable clients, but with time, it became easier for me. I realized that offering good customer service involved being able to calm down a highly agitated client. This actually required a lot of skill, but with time I was able to master it.

Working in customer service also helped me to adopt a different perspective and led me to redefine the word ‘customer’. Before, I was of the opinion that the customer is the one who actually pays for goods or services. This was however, a rather short sighted view. A customer can include a wide variety of people including fellow support people and employees. Customers are also those who may not seem particularly interested, I learnt that anyone had the potential for conversion into customers. It was therefore important for me to be able to constantly provide good service to everyone without any discrimination.

When working at Silver Point Car Care Centre, I was not the only customer care representative. We were several of us and we worked as a team. This was a very good experience because it taught me the value of team work. We were expected to work cohesively so as to ensure that our clients were happy, which would in turn convert them into loyal customers (Collins, 2009). From this experience, I also learnt to take responsibility for any shortcomings. This is because as a team it is easy to shift blame and avoid accepting shortcomings.

Working in customer service has been an eye opening experience for me. I learnt a whole new set of skills which will undoubtedly be very useful in the future. It first sharpened my listening skills and became more aware of both verbal and non verbal communication. These skills will be essential in my future career as I will be more adept at understanding not only customers but also my fellow colleagues and bosses. By learning how to control my emotions especially in the face of irate customers, I will be able to make sober decisions with a clear head even amidst any serious misunderstandings or situations. Proactivity is a very valuable habit that I developed in the course of my job. It is very important not only in a professional capacity but also in my personal life. Professionally, this habit will help me be a highly efficient individual which will give me a competitive advantage over my competition (Sedlock, 2009).

I also learnt about the value of integrity and honesty especially in business. This basically means that one should not promise what cannot be delivered. Lack of integrity causes the business to break down as clients become increasingly disillusioned with the dishonest company. Thus a loyal client base is not established and this means that the business may fail unless changes are made. I was also educated on the importance of personal image not only as a projection of the company’s image but also as a reflection of my professionalism. Finally, I learnt the value of team work and the importance of cohesion within a team. Team work aids the growth of the company and individual members.

Collins, D. (2009). Essentials of Business Ethics: Creating an Organizational of High Integrity. New Jersey: John Wiley and Sons Sedlock, R.(2010). TREAT Your Customers. Quality Progress, 43(12), 80. Retrieved April 17, 2011, from ABI/INFORM Global. (Document ID: 2245447381)

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“Tell Me About Your Work Experience” (Sample Answer)

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Find a Job You Really Want In

Being asked about your work experience is a given during a job interview. Hiring managers ask interview questions about your experience because they want to understand the impact of your prior work more comprehensively than reading the bullet points on a resume .

If you’re a job seeker preparing for an interview, this article will guide you through how to talk about your skills and experience in a way that clearly communicates your value to an interviewer. You’ll also find “tell me about your work experience” sample answers, as well as the different forms this question might take in a job interview.

Key Takeaways:

Connect how the experience you have relates to the role you’re interviewing for.

Be honest about your your skills and experience.

If you don’t have much experience in the specific field, express your interest in gaining that experience and learning through this opportunity.

Tell me about your work experience sample answers

Why interviewers ask about your experience, tips for answering interview questions about experience, work experience faq.

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While everyone’s work experience is unique, use these “tell me about your work experience” example questions and answers as a way to frame your own response:

Tell me about your professional background. This is a generalized question that hiring managers often ask to get a sense of how you’ll speak about your professional background.

While other questions are targeted to a specific position listed on your resume , this question is phrased in a way that asks for the complete story of your work history succinctly and informatively.

Tell me about your work experience sample answer example answer #1

“I started working towards my goal of becoming an early childhood educator long before I began teaching. Since I was in high school, I knew it was what I wanted to do with my career. When I was studying for my undergraduate degree in child development, I took on my first internship role as a teacher ’s assistant to a kindergarten class. I worked in that role over my senior year, and at the end of the internship, I was offered a position as a substitute teacher . This gave me a lot of experience working with many different children and strengthened my skills in classroom control. I’m now seeking a full-time teaching position to further my knowledge of childhood education in the field.”

What not to say:

“I don’t have much professional experience because I’ve never had a full-time teaching job before. I’ve worked as a substitute teacher, but only for about a year.”

Why it doesn’t work: This answer makes the applicant sound insecure and inexperienced. The interviewer doesn’t specifically ask for a recounting of paid positions you’ve worked.

Use that opportunity to speak about experiences you do have if your job history is lacking, such as an internship or project.

What experience do you have related to this role? When an interviewer asks what experience you have related to the role, they’re curious about two things.

First off, your prior experience and the intent to use it for success in the future.

Secondly, how familiar you are with the requirements of the role you’re interviewing for. Answer this interview question by tying in elements of the job description with your background.

Tell me about your work experience sample answer example answer #2

“Most of my professional experience has led me up to this administrative secretary role. I’ve been working in the field for almost ten years now. I got my first position as an office assistant when I was 18 – a position that required a lot of communication with both co-workers and customers. After two years, I was offered a new position as a secretary for a well-known dental group in the area. I worked in that job for nearly seven years. I eventually worked my way up to a management role. The job description stated that you’re looking for a candidate with at least four years of experience in a secretarial position with excellent communication skills . My background satisfies these conditions, and more. I’m interested in this position specifically because it would allow me to expand my leadership potential and continue working in an environment that I have a great deal of experience in.”

Why it works: A hiring manager chooses to use this phrasing of an experience interview question because it’s more direct. It gets right to the point of skills that are relevant to the job . This response works because it answers what the interviewer is asking.

The speaker gives a solid description of their work history up to that point and paints themselves as an experienced candidate.

They also mention specific skills that were asked for in the job description, which shows the interviewer that they did their research on the role and company.

“I’m not sure what your business wants in its secretaries, but I’ve worked in similar roles before.”

Why it doesn’t work: Unless you’ve scoured the job listing and it’s given very little information about the position, there’s no excuse for not having a good idea of what the company is looking for in the role.

This answer doesn’t have any specificity about their responsibilities, and the interviewer is forced to pull these details out of them.

What prior work experience has prepared you to take on this position? This question is a similar rendition of the last one.

The interviewer is assessing the candidate’s knowledge of the position’s requirements and if their abilities line up with these stipulations.

Answering well depends on the candidate’s prior knowledge of the position and a focus on the most applicable experience.

Tell me about your work experience sample answer example answer #3

“While I’ve worked in a few different positions in the past, I think the prior experience that has most prepared me for this position was working as a nurse in a Greenview Hospital emergency room for five years. A position that required me to provide top-notch patient care under pressure . In the position description, I noticed that you’re interested in hiring a candidate with experience in high-stress medical situations and a familiarity with an ER nurse’s schedule. This former job gave me practice in both these aspects of nursing. I believe these skills would help me to succeed in this role as well.”

Why it works: The candidate references the original job description to state how their skills fit these needs.

They explain a specific role that gave them the most relevant experience for the position they’re applying to and then went on into further explanation. This is a compact and informative answer.

“I’ve had experience working as a nurse.”

Why it doesn’t work: Responding to an interview question is best done briefly, but it isn’t supposed to be this short.

This answer doesn’t work because it doesn’t provide any details about the responsibilities of the role involved or how it relates to the position you’re hoping to land. It all around just needs more detail.

What has your work experience taught you about yourself? A hiring manager wants to know more than just a laundry list of your last few jobs’ responsibilities; they want to hear how you think about those experiences, what you’ve liked and disliked, and what you want to do with your skill set now.

Asking about what you learned from your last few jobs helps both you and the interviewer understand if the open job would actually be a good fit for you.

Tell me about your work experience sample answer example answer #4

“I got started in marketing 4 years ago as an analyst , which taught me a lot about how to make data-driven decisions and make rapid pivots when the underlying data you were relying on started to shift. I also learned that I wasn’t built for a job that spent so much time making and using spreadsheets. From there, I moved to a content strategist position, which was sort of a lateral move but involved a lot more creativity. I was actually applying the sort of data I was analyzing in my earlier job, and I found that I enjoyed and thrived in an environment where I could make decisions based on more than just spreadsheets. In my current job as a marketing analytics manager , I’ve learned much more about lead generation, working with sales and design personnel more closely, and honed my skills as an analyst. Through this career path , I’ve learned where my skills and interests lie, which is what led me to apply for this role.”

Why it works: The candidate directly refers to elements from their past jobs that directly relate to the job they’re applying for. They show that the candidate has carefully considered what lessons they learned at each of those jobs, and why those lessons led them to apply for this new job.

“My work experience has taught me that I excel at working alone. With group work, I tend to be tied down by other people’s timelines, but when I’m able to just focus on my own tasks, the quality is much higher.”

Interviewers ask about your previous work experience, to clarify your background, gauge your ability to communicate, and hear firsthand how you hope to put that experience to use in the future:

Clarity. As with any other inquisition put forward during an interview, experience questions are used to form a clearer picture of who you are professionally. This helps an interviewer decide if you’re the right fit for the position needing to be filled.

Honesty. Any form of lying is unacceptable in an interview. Some questions require you to reach into your professional past and find examples of skills that match the job you’re going for.

An intent to put experience to use. While your professional background may be a compelling story, there’s a reason beyond this that interviews ask about former experience.

When discussing your work experience, you should always be as specific as possible and connect your prior experience to your career goals:

Be specific about responsibilities and accomplishments. When discussing your previous professional experience, be specific about the role you served.

Don’t memorize an answer. A lot of candidates decide to prepare for their interview by memorizing their answers to questions about prior experience. This often produces a stiff response that’s unsatisfying to an interviewer.

Connect prior experience to future goals. An interview seeks to gather information about how an applicant intends to behave in their role if chosen for hire.

How can I describe myself through work experience?

You can describe yourself through your work experience by being specific about what you learned about yourself in previous roles. Providing details about what you liked and didn’t like about past responsibilities will go a long way in showing your unique personality and why you’re interviewing for this particular job.

What are examples of work experience?

Examples of work experience include specific responsibilities and the skills you used to carry out your tasks in previous jobs. Ultimately, the best examples of work experience are completely dependent on the job you’re applying for. It’s essential that you highlight the most relevant aspects of your former jobs, even if they were a smaller part of your last job than the new job you’re interviewing for.

Drexel University – How to Describe Your Work Experience

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Sky Ariella is a professional freelance writer, originally from New York. She has been featured on websites and online magazines covering topics in career, travel, and lifestyle. She received her BA in psychology from Hunter College.

Denise Bitler has 30+ years of HR experience working in various industries and with all level of employees from hourly through C-suite, as well as company Board Members.She is the founder of Resume-Interview Success, LLC and is an expert in best practices related to resume, cover letter, and Executive bio writing, LinkedIn Profile optimization, job search strategies, and interview coaching.

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Home — Essay Samples — Life — Work Experience — The Importance Of Work Experience

The Importance of Work Experience

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How to build a better employee experience – and why it matters.

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Lattice’s annual research report found that performance management had jumped in priority among HR ... [+] teams and leaders – with a 40% increase in those who ranked performance management as a key HR priority compared to 2022.

There’s been a lot of conversation lately around companies shifting focus to performance in the wake of a difficult economic year, and HR teams are often finding themselves at the center of that discussion. In fact, Lattice’s annual research report found that performance management had jumped in priority among HR teams and leaders – with a 40% increase in those who ranked performance management as a key HR priority compared to 2022.

But it wasn’t alone at the top of the list. Performance management was tied as a top priority alongside employee engagement, and I am one of many people leaders I know who believe that you can’t have one without the other.

We cannot lose sight of the importance of employee engagement – and according to my good friend Valentina Gissin, Chief People Officer at Garner Health, there’s a lot we are still missing when it comes to how to think about, measure, and drive engagement within our organizations.

There are plenty of potential pitfalls and challenges facing people leaders and HR teams when it comes to employee engagement. It can be challenging to measure accurately. It can be difficult to understand and implement programs and processes that really keep employees engaged. And this year more than most, it could be harder for businesses to prioritize – and dedicate resources to – employee engagement than it has been in recent years.

I sat down with Valentina to unpack some of these challenges, learn more about her approach to employee engagement, and discuss how leaders can craft an employee value proposition (EVP) and an employee experience that can become strategic differentiators for their organization.

New Gmail Security Rules You Have 14 Days To Comply Google Says

Nyt strands hints spangram and answers for wednesday march 20, ranked the 20 happiest countries in the world in 2024 according to a new report.

First off, I’d love it if you could share a bit about your background, the path your career has followed so far, and how that journey has informed your approach to people strategy today.

Valentina : Like so many career journeys, my path was not a linear one! I actually started out as a technology and security lawyer, which was always meant to be an interim step to my ultimate goal of screenwriting. I did become a screenwriter for several years but realized it wasn’t the right path for me. I leaned on my security experience and was hired to run security for a hedge fund, even though I had no practical security experience and no formal management experience – I had to learn everything on the job! From that role, I was very happily drafted into building out a People program that was focused on the entire talent management cycle.

What was amazing about that experience — thinking through a program soup to nuts without any external input — is that I reported to the business leaders, not to HR. So, there was no way to be siloed while building that program; I had to be incredibly responsive to business needs by default. The feedback loop was immediate, and what that ultimately taught me is that a talent leader is a business leader. I was responsible for hiring and growing the people who would either beat the markets or not. I was driving the P&L.

The other part of that experience that has become a throughline for my career was learning how to use a business strategy and the needs and wants of a very specific business to build programs and processes from scratch. We didn’t look to the outside world for what this organization would look like. We had to design everything from first principles and use our very specific business needs as our North Star.

From that first experience to now, my approach as a people leader has always been to ask: What are the business problems we’re solving? What can we take from the outside world to avoid rookie mistakes? And what do we need to invent for this specific company and this specific set of issues? I think it’s that last part that is really my biggest differentiator as a People leader.

So, you started out creating these first principles, and now you’re in a CPO role where you are often going to be bombarded with consultants and everyone else’s ideas about best practices. Was your ultimate output in that first role that different from what we see now? Or do you see similarities between your best practices and those at other companies?

Valentina : In that particular role, we ended up with a talent management cycle that looked pretty different from the norm in a number of ways.Our pillars weren’t aligned with traditional HR or talent management organizations. We had a great jobs pillar, ensuring that every investment associate had a meaty job they could really sink their teeth into.

For our other pillars, we had recruitment, first-year experience, standards and assessment, and social and community. So from a framework perspective, our organization was designed differently. And, because we were always starting from first principles, our approach to everything was different. For example, we just stopped hiring first-year investment associates. We found the only interview that worked was our internship program. We started identifying candidates — particularly candidates who would be diversifying for us — when they were in high school and cultivating those relationships until they graduated college. We created skunkworks so people could get experiences doing other types of creative work that didn’t necessarily feed into our systems.

I know a big focus for you since you’ve moved into people roles has been the employee experience. You’ve said you feel like engagement as a whole is moving in the wrong direction. What are you seeing within organizations and from other leaders that is shaping that perspective for you?

Valentina : I’m not necessarily saying we’re doing the wrong things, but look at the data. Every year, we have more tools at our disposal to make people love their jobs and to build great careers for people. And yet, 2022 was the worst year in a decade for employee engagement in the US, and 2023 was not much better. Some of this can be attributed to macroeconomic conditions, but not all of it.

I think a couple of things have happened here. First, there was a huge power dynamic shift starting in 2019 with the war for talent and the Great Resignation; then the power balance shifted significantly back toward management and away from employees. Many companies, reasonably in some ways but maybe not as thoughtfully as they should have, started taking away some of the perks and initiatives that made people feel cared for. The thoughtfulness around ensuring that people have great jobs and autonomy slipped a little. People functions were defunded, and in a time of economic hardship and general stress in the world, some leaders took their eyes off of the employee experience. I’m being a bit hyperbolic here but it felt a little like, “You’re lucky to have a job, so I’m going to make you return to the office now!”

That power shift is at least partially responsible for the fact that many employees have less clarity in expectations - they’re being asked to do more while feeling cared for less. But we’re well within our power to be thoughtful, surgical, and successful in creating an exceptional employee experience with smaller budgets. Especially when some companies now only have their best people left. Retention is the game now - we should absolutely be putting our energy and mindshare into crafting the new EVP and thinking through how to deliver it so our top employees stay, stay engaged, and give us the discretionary effort that lets us win.

I haven’t heard anyone articulate that whiplash and how it’s impacting employees quite so well. There’s a lot of talk around the fact this power shift has happened, and not so much focus on the actual impacts of that. What do you think the mid-term effect of this whiplash will be on employee mindset and even employee trust?

Valentina : Unfortunately, on the more extreme end of this spectrum I see some leadership teams essentially having this mindset of: “Yeah, I got the power back!” I think that is incredibly short-sighted. There’s a ton of instability in the economic landscape right now, but the reality is, there are still plenty of good jobs out there. Your top performers — the people who are really going to make a difference — still have options. If you don’t think about them and their employee experience, you’ll end up with the B-players who couldn’t find other jobs.

Bringing it back to employee engagement. How do you define employee engagement? How should people leaders be thinking about it?

Valentina : I think of employee engagement as the output of the entire employee experience. Ideally, you design a set of employee experiences via a set of employee value propositions. You understand what the employees in your company care about and you deliver on it. You can measure how well you’re delivering on this experience in a bunch of different ways, but one of the main ways is overall employee engagement. My favorite definition of employee engagement is that it is the discretionary effort employees are gladly willing to give to the company.

There are a few things we could be doing better when it comes to employee engagement and how to measure it. One is ensuring that every segment of your population has an EVP. Employee experience overall as a function has been marginalized within a lot of organizations into a “rah-rah” community and engagement survey model. Initially, employee experience was intended to be modeled on the customer experience and that’s where we’re missing a big opportunity. We should be using the tools and frameworks of customer experience to build employee experience.

Within your People team, you may want people who have product, CX, and maybe even marketing experience. Then you can treat your employees as internal customers. To do this well, I make sure my team has a clear picture of every segment of the population, what their wants and needs are, and how we best address them. Also, it’s crucial to understand which moments matter within the employee journey. I’m not talking about birthdays and anniversaries but what really matters from the moment they’re recruited to the moment they leave.

Finally, UX is a smaller thing, but we would never ship a new feature to our customers that required a 20-page “job aide” on how to use it. Filling out a performance review shouldn’t be much more tedious than ordering something online.

What I’m hearing is – if you are not building employee journey maps as a people leader, and really understanding the points of impact, then you’re dealing with outcomes that you can’t control. This is such an important lever we can pull to demonstrate how strategic we are and can be within the HR function, but I worry that we have a lot of heads of people who are failing because they haven’t been asked to align to business outcomes.

Valentina : I think in some cases, the way that we’re developing our next generation of People leaders as a function is pretty laissez-faire. Particularly when they’re coming up as HRBPs, leaders aren’t coming up learning to think strategically, they’re coming up learning to be reactors or responders. And this means we’re failing them. It’s about mentorship, and really teaching people to become business leaders, instead of service providers. The people function is not a service provider. It is THE P&L function.

Do you think that the tendency to be reactive rather than strategic is impacting employee engagement specifically? What do you think we’re missing in this conversation?

Valentina : Two things. First, there’s still too much of this old-fashioned approach to treating the employee experience or People function overall as something that it’s not — as a risk mitigator and service provider, not the data-driven P&L function that it is. And what happens, as a result, is you don’t end up putting your money against the right things, and/or you don’t get that funding in the first place because you aren’t correctly measuring the impacts of your programs. There’s so much data and people science out there that can show you how to connect the impact of employee experience initiatives to the bottom line. It can only help you if you use it.

Second, there’s very little that’s more important than crafting jobs well — for autonomy, impact, and feeling aligned with the company’s mission. It’s so important for engagement, and yet it seems to be the thing we, as a function, talk about least. We have to match the job to the person and vice versa. When it comes to employee engagement, great jobs are the base of Maslow’s hierarchy of needs. We would do well to remember that.

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Title: construction of arithmetic teichmuller spaces iv: proof of the abc-conjecture.

Abstract: This is a continuation of my work on Arithmetic Teichmuller Spaces developed in the present series of papers. In this paper, I show that the Theory of Arithmetic Teichmuller Spaces leads, using Shinichi Mochizuki's rubric, to a proof of the $abc$-conjecture (as asserted by Mochizuki).

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