Today’s guest is Amber Russell, joining us from Dutchie. Amber is leading the talent management in programs at Dutchie but has been part of the talent development teams at a few other notable companies, including Pegasystems and Vistaprint. As a key leader in talent and experience, her focus is on enabling innovative and unique employee experiences and, in today’s episode, she shares her insight into enhancing these experiences by designing intentional programs or benefits that meet employees where they are at. Tuning in, you’ll learn how to apply an Agile methodology to employee experience, and the systems and tools you can use to implement an iterative approach. Amber also cautions against the use of buzzwords when it comes to employee experience, and has some practical advice for taking a holistic approach to rewarding and enabling employees appropriately, rather than focusing only on “high achievers” within your organization. Ready to break the rules a little and do what is best for your employees? Well, this is the episode for you! Tune in to find out more!
Key Points From This Episode:

Amber shares how she ended up on her current career path in talent and experience.

What employee experience means to her: tending a garden that has already been planted.

Applying an Agile methodology to employee experience; breaking work down into the smallest iterative with the highest value.

Some of the systems and tools Amber uses to implement this iterative approach.

How Agile allows teams the ability to experiment, fail, and pivot quickly.

Some examples of how it has played out in internal systems like employee onboarding.

The flexibility that Agile provides, especially during the pivot to remote work during COVID.

Amber’s predictions for the adoption of Agile in the talent space.

Designing great employee experience starts with being intentional rather than throwing buzzwords around.

Having a diverse reward and recognition offering doesn’t dilute the offerings; it makes them more meaningful to individual employees.

Why trust in leadership to reward employees is key to long-term retentive value.

Amber recommends a holistic approach to rewarding and enabling employees appropriately.

Advice for personalizing your rewards system: be okay with breaking the rules a little!

Why Amber never wants to be a traditional HR leader.

What resources she is leaning on right now, including a strong network of peers.

The advice she would give her younger self: get comfortable with the uncomfortable!