This episode is sponsored by Mobrium. Easily improve employer ratings on sites like Glassdoor, Indeed, Comparably and InHerSight. 👉 Visit https://www.mobrium.com to learn more. - - - - - TODAY'S GUEST: Russel Lolacher is an international speaker and advocate for meaningful work relationships. He is the creator and host of Relationships at Work - the leadership guide to creating a workplace we love. A podcast and YouTube show where he talks with global experts on how to create healthy organizations. He’s held successful leadership and communication roles for almost 30 years, retaining one team for almost 12 years. His work and expertise in building employee and customer trust has been recognized on international stages, in Forbes, by Microsoft, Hootsuite and as a 4x named Top Thought Leader by the International Customer Management Institute (ICMI) - - - - - Connect personally with The Culture Profit hosts on LinkedIn: 🔔Matt R. Vance: https://www.linkedin.com/in/mattrvance 🔔Crista Vance: https://www.linkedin.com/in/crista-vance

Meet Alex Helsen, Founder of Destination Remote Alex is a Remote Work Advocate who helps other advocates speak up and build an authoritative brand on LinkedIn.  He founded the Destination Remote newsletter to share weekly tips for Remote Workers to be more productive. In the newsletter, he meets remote company founders, employees, and freelancers worldwide. About Destination Remote Destination Remote is the remote work newsletter that takes you around the world 🌍  Learn more at destinationremote.beehiiv.com.

Meet Rilee Buttars, CEO & Co-Founder @ Dónde‍ Rilee is a competitive, problem-solving achiever who somehow convinces others to join the fray. Her first time abroad was to India, and it was incredible. Sure, she spent the first two days inside with culture shock surviving on chips and Diet Coke. But working there changed her, and she left knowing her heart belonged everywhere else but home. She has spent the most time in Jordan and dreams of driving the desert highway to Wadi Rum, windows down, listening to the Eagles. Rilee has a Sociology MS, traveled the world evaluating nonprofits, and spent most of her career as a project manager. She’s married to her co-founder, Tommy, and mom of two. ‍About Dónde Dónde is a fintech/travel startup transforming PTO culture. With Dónde’s end-to-end platform, employers provide their team members a simple and exciting way to maximize their time off. Better time off means better time on. Learn more at: godonde.com

Meet Scott Erickson, Director of Human Resources @ Campbell Scientific‍ Follow Scott on LinkedIn ‍Scott leads the global Human Resources department at Campbell Scientific overseeing people operations for 700+ team members across 15 global locations. Prior to working for Campbell Scientific, Scott worked as a Regional HR Manager at RR Donnelley for 24 years leading the HR function for the Logan, Utah site in addition to various regions in the Midwest, Northwest, Southwest, Nevada, and California. Scott started his career in HR working as the Human Resources Manager for the JR Simplot Company during and shortly after finishing college. He holds a bachelor’s degree from Utah State University’s School of Business in Human Resource Management with minors in Economics and Spanish. Scott enjoys spending time with family, college football, reading, flyfishing and traveling. ‍ About Campbell Scientific Campbell Scientific is an international leader in the measurement and control industry. Founded in 1974, Campbell Scientific designs and manufactures data acquisition systems for measuring weather, water, energy, soil and more. Known for exceptional accuracy and durability, Campbell scientific systems are used around the globe from the arctic to the tropic, high mountains and desert valleys. Campbell Scientific products are used by the Professional Golf Association for lightning warnings at premiere golf events. The Panama Government also uses Campbell Scientific products for accurate water-level forecasting at the Panama Canal.  Learn more at: campbellsci.com

Meet Scott Carr, Director of Marketing Communications @ Stukent‍‍ Scott's expertise in brand strategy blends business development concepts with proven marketing tactics to further Stukent's mission to help educators help students help the world. Prior to joining the Stukent team, Scott held several leadership roles in marketing and brand management at consumer goods companies such as Malouf, iFIT, and Melaleuca. Scott earned an MBA from Idaho State University and a BA from BYU. Outside of work, he cherishes his many adventures with his wife and their two children. How Can Culture Drive Greater Profits? Crista Vance: “Throughout your career, you've been in marketing and PR, you've been a people leader, and now at Stukent, you're doing it all. From your experience, how have you seen company culture drive greater profits?” Scott Carr: “The essence of who we are, as a company, or a brand, is what other people are saying about us. And so managing that reputation, or that brand, across multiple platforms is so important. And so when you talk about company culture and how does it grow profits, well, some of my personal experiences as I've worked with organizations who had great company culture and not-so-great company culture. The employee engagement is palpable; you can see it, you can feel it when employees are engaged in, what the company is doing, and if there's a shared mission or vision behind what they're doing. “ “Social media marketing is one of the areas that I'm responsible for here at Stukent, and as I compare employee engagement on social media at Stukent compared to previous companies I've worked for, on average, there's about a 50% increase in employees sharing about the mission of the company.  Not just, ‘Hey, I work at this cool company, and they provide cereal in the break room for free.’ “ “That's cool. But these are posts that say, ‘Hey, I'm working for this company, and I'm making a difference in the lives of these students who are then going on and changing the world.” And so it's a different, deeper level of employee engagement. That is surely leading to profit growth because we all know the stats about employee turnover and employee disengagement and how that's a real cost to companies. And talking about turnover,  turnover at Stukent is less than 5%. It's three and a half percent on average, month to month, which is great. And we're a Software As A Service company, and for other Software As A Service companies, the industry average is close to 20%.” How Can Marketing Teams Intersect Strategically With HR Teams Crista Vance: “I hear you're coordinating with HR as well with marketing. That's an interesting crossover. So how do you feel they can intersect strategically, both HR teams and marketing? And what does that look like at Stukent? Scott Carr: “I think marketing and HR are highly compatible departments and have a lot of overlapping objectives and goals. As we look at Stukent, we've overlapped those things. The first example that comes to my mind is our website. So, we spend a lot of time and energy on improving messaging on our website and making it the most persuasive and engaging. Go to our careers page; this is a project that we just updated about six months ago to really put our best foot forward when there are new applicants looking and considering a job opportunity with Stukent. So, that's an example of a project that is run by HR but heavily influenced by marketing because we're the ones that are creating that asset, right? And so, there's a lot of opportunity like that, especially as we're sharing job postings and everything's on social media, or we’re contemplating our blog strategy.

Learn how intentional leadership training unites management styles and diverse career experiences around shared company values. Meet Juli Weber, Director of Leadership Development @ Conservice ‍Follow Juli on LinkedIn ‍Juli Weber has been a training and HR professional for over 16 years, training individuals, managers, and leaders in companies big and small, nationwide and across industries. Juli is the Director of Leadership Development at Conservice, a national leader in utility billing management based in Logan, UT. ‍ Episode Highlights Matt: “Juli, you’re an HR leader at Conservice, the nation’s largest utility management company, servicing over five million locations. You’ve welcomed a new CEO and executive team after the employee base doubled from 2,000 to over 4,000. That’s a lot of change. From your perspective, can you tell us how company culture drives greater profits?" ‍ ‍The Costs of Employee Turnover Juli Weber: “I do feel like attrition is something that is heavily impacted. And when we looked at the cost of turnover, for an employee, it's relatively expensive.” “By the time you factor in all the elements of the leaders' time and the trainers' time, and the recruiters' time. I mean, there's just so many factors – shipping computers, shipping them back...” “Anytime we can create a connection on a personal level with an employee. Then we have a higher chance of limiting that turnover or limiting the attrition.” “If we're reducing turnover or increasing attrition because people are staying and they're working through the stressful time, or they're continuing to work through, or they're even in a space where they feel safe that they can address or talk to you about issues that that's a win-win and that that's gonna hit your bottom line. I guarantee it. It's so hard. When an employee can say, Hey boss, I don't feel safe, I don't feel respected, I don't feel heard, How do we fix that? That changes the game, so, Super important.” ‍ The Importance of Being Intentional About Culture Juli Weber: “You can't just let [culture] do its thing. Every time you bring a new individual into your team, or into your department, or into your organization actually influences the culture. And so you have to be cognizant about what that looks like and when you're choosing who gets to come into your organization from our recruiting standpoint.” ‍ The Impact of A People-First Leader  Juli Weber: “I had a leader at a company prior to working here.  I recognized really early on when I would text her like, ‘Hey, I'm not feeling good. I'm gonna work from home’ or ‘I'm gonna take the day off.’ Her first response to me was not ‘Okay, you can take the day off’ or ‘Okay, that's fine.” Her first response was, ‘I'm so sorry. I hope you feel better.’” “I don't even know if she knew she was doing this intentionally, but that subtlety of putting me first over the approval, the policy, the rule, whatever it was the situation. that is something I have incorporated.  Any time someone's like, ‘Hey, I'm not feeling good.’ my first initial response is, ‘I'm sorry that you're not feeling well.’ I always try to put the people first in my responses. I do that in emails when I have an employee whose Mom died or was in an accident. My first response is always, ‘How is everybody?’  “I've tried to put people first in all of the situations that I can.”