In January, I started my journey with Fastmore Logistics as the Chief People Officer (CPO).  At Fastmore, our people are key to our success, which is why we are dedicated to building our people strategy and developing our company culture. To achieve these goals, we focused on a few initiatives during my first 90 days: employee satisfaction, company culture, and talent acquisition.

How we engage our employees in the workplace is optimal for the company’s culture and proven success. During the employee engagement process, we must understand how we can meet our employees where they are in life, ensure there is a work/life balance, understand what our employees need to learn and grow, help them with career paths, and create a work environment where employees can thrive. To meet employees where they are at in their lives, we must consider benefits and perks, flexibility with work/life balance, continuing education, and improving the technological resources available to them. When we do this, we show our employees we care about who they are as individuals.

Part of our people strategy is to listen to our employees. When we listen, we learn, and we create opportunities to grow, so one of the first initiatives I rolled out was an internal employee engagement survey. It was great to see so many employees participate, with over 70% of them providing feedback. It was a milestone for the company too, as it was the first time Fastmore had participated in an engagement survey. It helped us as an organization to determine what we are doing well, and where there is opportunity for us to learn and grow. We will continue to use this feedback and eventually follow up with another survey in 6 months.

This year we also introduced the manager development program that is focused on building skills and knowledge to help people become leaders. The program was mandatory for our current managers, but we have opened it up to anyone that was interested in learning management skills. We are thrilled to be offering this program as we’ve seen over 31% of our employees participating. We kicked off the program with a book club. For this month’s book, we chose “Emotional Intelligence 2.0” by Dr. Travis Bradberry. After completing the quiz, reading the chapters that were associated with the score, we had an open discussion where our employees revealed their emotional intelligence score and what strategies they were going to commit to so that they could increase their score. Hearing our employees speak about the challenges they are trying to overcome professionally and personally created a bonding atmosphere. I’m looking forward to checking in with everyone at our meeting next month to hear about how those strategies have been working in their lives.

Another initiative we focused on was simplifying processes while allowing employees to conduct their jobs efficiently. To accomplish this, we focused on building a Learning Management System (LMS) to allow the capability for concise and relevant training sessions. Currently we are having our new hires and managers test out the LMS before we roll out company wide this summer. In the meantime, Fastmore is also revamping its new hire training to meet all our employees’ development requirements and knowledge base. We are excited to be taking a more active approach when creating content for long term learning and presenting these materials in a format that is accessible from anywhere.

By thinking outside of the box, we can provide solutions that have not been offered before and we’re looking forward to embracing the people driven changes coming in 2019. Stay tuned for even more exciting changes that we will be rolling out soon!

If you want to learn more about us, check out our other blog posts on Convey More or our social media.

Katie Dykstra