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OK. And that's time. So I'd like to wish

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you good morning. Good afternoon. Good evening, Igloo

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fans and friends wherever you happen to be in the world.

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My name is Brad Brook and I'd like to welcome

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you to our webinar. How today's manufacturers

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are tackling industry challenges in

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2024. Really pleased you could

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join us today. I've got a couple of great panelists

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and we're going to get right into our presentation

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and discussion. But first off, just wanted

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to deal with a couple of housekeeping issues. The first

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being A Q and A, uh you'll notice

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you're not able to chat and uh your

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video is currently turned off. That's OK. That's

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by design. Uh We do have

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a question and answer link. You'll find it on

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your uh zoom ribbon and if you click on

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that, you'll be able to ask questions of our presenters.

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Uh Just note that uh time allowing,

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we will answer all the questions that we get.

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If for some reason, we are unable to answer

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a question, it might require a deeper response,

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whatever the case may be. Uh We also do

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retain those questions and we'll be happy

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to provide you with those answers

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a little later on. So again, just to be

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confident you can use the Q and A link to

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ask questions of our presenters. I do

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want to remind you the webinar is being recorded. I

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also want to remind you on the lower. I believe

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it's the right hand side of your Zoom link. You will

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also see closed captioning

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if you need that uh as a service,

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uh just go ahead and click the closed captioning

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uh uh button on your Zoom ribbon

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and you'll be able to uh to see

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uh the captions pop up there as far as

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things go. So, uh with the

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housekeeping out the way again, welcome to our

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webinar. And uh the first thing I'd

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like to do is introduce some folks.

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So let's meet our panelists and

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first and foremost, not first and foremost,

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first up myself. Uh My name

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is Brad Rook. I am the senior customer advocacy

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marketing manager with Igloo Software

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and joining me uh foremost are

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our two panelists and we

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have first off Sierra Trojan. Sierra

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is the internal communications manager with

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our friends at J Fa Hearn. Welcome Sierra.

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Hi, Brad. Thanks for having me. Hello,

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everyone. Uh like Brad said, my

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name is Sierra. I'm the internal communications specialist

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at ahern, I manage our digital workplace

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and do a lot of content creation, employee

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engagement. So happy to be here today.

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Thanks very much Sierra. We're excited to have

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you here and joining S Sierra on our wonderful

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panel is Tony and Sinus. Tony

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is executive assistant to the President and

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CEO with Transcontinental

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packaging. Welcome, Tony.

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Thank you, Brad and thank you for having me here.

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We're very excited to, to discuss

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with you guys on the manufacturing topic.

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I support the President CEO of

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TC Transcontinental Packaging for the

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past 4.5 years

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and uh wear many hats

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including help manage our digital

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platform igloo. So I'm excited

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to be on the call today to kind of discuss and,

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and talk through some, some uh topics with

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you guys.

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Awesome. Well, thank you, Tony. We're excited once

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again to have you and uh we're gonna jump

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right into things. So what do we have

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up? Well, we've dealt with introductions already.

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Uh We are going to very shortly get

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to the uh manufacturing industry 2024

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trends and outlook. Uh And then

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following that, we'll get into our panel discussion,

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the manufacturing industry and digital transformation.

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Once again, after that discussion, we'll have some

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time for Q and A and that will our

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webinar. So first, before

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we get into the manufacturing industry

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uh presentation, uh we do have

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a poll question for you if I could ask my

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uh uh colleague Carly to put the poll

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up on screen. Uh And again,

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we're looking at a digital transformation strategy

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here. Do you have a digital transformation strategy

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currently? And you'll see the options there. Uh

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We will just give you folks a few

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seconds to uh to go ahead and answer

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that if you would please

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and then we'll get into our discussion.

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Perfect. OK. So we can see we've got

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uh um kind of a mix here and

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answers, well defined and implemented strategy.

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We've got a strategy in the planning stages and

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we've got some folks who aren't sure. So, thanks

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very much for those votes. Uh We'll go ahead

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and close those out and uh we'll

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get right into our discussion

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for today.

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And

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as I promised, we're going to look at the manufacturing

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industry 2024 outlook. Now,

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one thing I wanted to mention as a caveat

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is obviously this is not going to be an exhaustive

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list of every trend, everything that we're looking

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at within the manufacturing industry that would be

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a much more comprehensive and albeit

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much longer uh webinar. But we

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have done a lot of research. We've talked

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to some folks, we've done our research.

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We've highlighted uh quite a few key trends

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that we wanted to talk about uh facing

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the manufacturing industry in 2024

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especially with uh a lens of

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digital transformation applied. So

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just clarifying that as we move into this.

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And as I mentioned, we did a lot of research,

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we talked to some folks and one of

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the biggest challenges that folks are

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seeing currently or anticipate

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seeing in 2024 is

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a continuing challenge and that's supply chain

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resilience. So just um

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we had obviously supply chain was,

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was greatly interrupted by the pandemic. It

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took a uh quite a while to write the ship. In a lot

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of cases, it hasn't necessarily that

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ship been righted yet.

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So we've got a lot of work to do with

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supply chain resilience. And uh

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first, as we can see on the slide

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according to a Deloitte survey, on the outlook

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for manufacturing, 72% of executives

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believe that the persistent shortage of critical

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materials and the ongoing supply chain

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disruptions will remain the biggest uncertainty

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for the industry. So we can see that that

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is a big trend and something

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that is anticipated to continue in 2024.

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Now, this is including lessons

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learned and obstacles presented by the pandemic,

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including shortages and delays, but it also

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is extending to the establishing

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and re establishing of supply chains

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and investments in overall resilience. So organizations

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are certainly trying to make sure that supply

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chain is not as much of an issue and

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they're putting checks and balances in place to

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ensure that that is in fact

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happening. Organizations are implying

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applying pardon me lessons learned by

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diversifying their suppliers, investing

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in resilience and enhancing their inventory

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management practices. So this is

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the first point where we put kind of a digital transformation

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lens on things and we state

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that unifying information and

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messaging around supply chain issues against

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your project expectations with your

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working team as a whole

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uh around the supply chain issues

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is it's a great use case for digital transformation

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in the industry. We're seeing a lot of folks that

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are taking these into cloud based systems

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and that brings us to our next

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point. Of course, which is that most many

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more manufacturers. Pardon me are

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turning to the cloud.

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Uh the list of challenges that manufacturers

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need to address the speed at which

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they're required to do so is going to continue

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to drive cloud based solutions. Why

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is that? Well? It's because software in the

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cloud is allowing scalable, flexible

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and secure systems with contextualized

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data at the center, the cloud is allowing

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more collaboration and accessibility to the

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data and the answers that the data itself provides

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from anywhere when you need it

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A I Artificial Intelligence and

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ML machine learning are becoming much

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more influential in in today's climate

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and developments in robotics and

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and automation are continuing

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to evolve. We're seeing of course massive technological

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leaps seems every time we turn around

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this is creating a need for skilled workers

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and we're going to talk about skilled workers a lot today.

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But for skilled workers who are able to adapt

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to consistently changing technologies,

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it's creating many training and education

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opportunities is is a big benefit

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here, a digital workplace. So again,

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looking through that digital lens that focuses

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on the front line can be useful in ensuring

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training modules, shift scheduling

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corporate communications are delivered to

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the folks on the front line and they're in their hands

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when they need that information

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as manufacturing plants in the manufacturing

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process on the whole gets smarter, the

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dependence on consistent uptime and secure

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connectivity becomes clearer. But of course,

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there is then a challenge that

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comes up with that, which is our next point

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and that is the need for cybersecurity.

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The connected factory has led to

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a new era of cybersecurity threats to

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stay ahead of the curve. Manufacturers have

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to adopt a new approach to cybersecurity.

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So

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we we looked at a study that really encapsulates

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this problem. And in a recent study,

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more than half of surveyed manufacturing

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companies said that they were targeted by ransomware.

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So that is huge in and of itself as ransomware.

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Uh potential is an enormous

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but more to the point,

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nearly seven out of 10 of those organizations.

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Um and those attacks resulted

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in malicious data encryption. So there's

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a quite a large, if you will success rate

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on behalf of these people who are are undertaking

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these uh these, these attacks. And

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that's something that needs to be nipped in the bud. Obviously,

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um cyber security best practices

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include things like ensuring employees

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are provided with regular and accessible information,

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security best practices, regular

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security testing, communications, letting

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people know about um which emails

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are safe to open the various scams

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that are taking place, that sort of thing. So

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there's a lot of that, that again can be

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um positioned within a single, single source

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of truth, like a digital workplace, within

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a solid digital transformation strategy.

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We also have to ensure continuity

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of business with robust fail over and backup

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processes, cybersecurity. Again, another

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big trend uh for the industry

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in 2024 as we see

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the industry grow and expand into the

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into the technical field.

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Another trend and this is another big one that

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came up in a lot of our uh discussions.

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A lot of our research is sustainability.

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Um Sustainability questions, concerns

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and issues are are huge right now within

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the manufacturing industry.

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Interesting statistic, nearly 90%

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of Gen X consumers said that they would be willing

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to spend an extra 10% or more

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for sustainable products, which was up 34%

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over a two year period. So that's

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an enormous statistic. We have people that

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are taking sustainability to heart

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and further cementing the point. According

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to a Gartner survey, we saw 87%

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of business leaders expecting to increase

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00:10:09,139 --> 00:10:11,158
their organization's investments

271
00:10:11,168 --> 00:10:13,288
in sustainability over the next two years.

272
00:10:13,298 --> 00:10:15,330
So lots of data there as

273
00:10:15,340 --> 00:10:17,590
far as things go, um customers

274
00:10:17,599 --> 00:10:19,774
are wanting their, their demanding, wanting,

275
00:10:19,783 --> 00:10:21,793
expecting demanding sustainability from

276
00:10:21,803 --> 00:10:24,065
manufacturers and from their supply chains.

277
00:10:24,205 --> 00:10:26,375
Manufacturers are responding to this by

278
00:10:26,384 --> 00:10:29,075
investing in technology that will support their sustainability

279
00:10:29,085 --> 00:10:31,433
goals while always remaining aware of cost

280
00:10:31,445 --> 00:10:33,774
implications and the implementation challenges

281
00:10:33,783 --> 00:10:35,575
these new technologies will create.

282
00:10:35,899 --> 00:10:38,048
So again, we see that kind

283
00:10:38,058 --> 00:10:40,519
of cyber aspect of things, new technologies

284
00:10:40,529 --> 00:10:42,830
coming in. And we also start talking

285
00:10:42,840 --> 00:10:44,899
about our next trend, which is of course

286
00:10:44,908 --> 00:10:47,359
the skills required to operate and maintain

287
00:10:47,369 --> 00:10:49,509
advanced manufacturing equipment, they're

288
00:10:49,519 --> 00:10:50,908
in short supply globally.

289
00:10:51,440 --> 00:10:53,700
So the shortage of skilled workers could

290
00:10:53,710 --> 00:10:56,109
potentially hopefully not delay the adoption

291
00:10:56,119 --> 00:10:58,408
of new technologies and constrain growth

292
00:10:58,418 --> 00:11:00,489
in the sector. Moreover, we're

293
00:11:00,500 --> 00:11:02,509
seeing other challenges in the workforce.

294
00:11:02,519 --> 00:11:04,668
We have an aging workforce. We have the challenges

295
00:11:04,678 --> 00:11:06,859
around that succession planning and knowledge

296
00:11:06,869 --> 00:11:09,000
transfer from those aging

297
00:11:09,009 --> 00:11:11,538
uh workers. And of course, attracting

298
00:11:11,548 --> 00:11:13,820
and retaining talent are big challenges

299
00:11:13,830 --> 00:11:15,178
within the industry currently.

300
00:11:15,729 --> 00:11:17,808
So access to skilled talent and

301
00:11:17,820 --> 00:11:19,830
the loss of expertise from retiring workers

302
00:11:19,840 --> 00:11:22,029
is a major concern for the industry to

303
00:11:22,038 --> 00:11:24,599
develop the next generation of workers. Manufacturers

304
00:11:24,609 --> 00:11:26,609
will need to increase their investment in training

305
00:11:26,619 --> 00:11:28,739
and education programs, employing

306
00:11:28,750 --> 00:11:30,869
digital tools to enhance talent and

307
00:11:30,879 --> 00:11:33,070
acquisition and retention is a big

308
00:11:33,080 --> 00:11:35,700
trend that we're seeing with manufacturers tapping

309
00:11:35,710 --> 00:11:37,710
into the knowledge of retirees. I thought this was

310
00:11:37,719 --> 00:11:39,859
very interesting creating retiree

311
00:11:39,869 --> 00:11:42,308
networks quite often online um

312
00:11:42,320 --> 00:11:43,750
to help with

313
00:11:44,119 --> 00:11:46,379
existing employees, getting that knowledge

314
00:11:46,389 --> 00:11:48,418
from retirees and that advocacy from

315
00:11:48,428 --> 00:11:50,460
retirees building and upscaling the

316
00:11:50,469 --> 00:11:52,739
pipeline they currently have as well as creating

317
00:11:52,750 --> 00:11:54,849
a better pipeline for an influx of new

318
00:11:54,859 --> 00:11:55,548
workers.

319
00:11:55,889 --> 00:11:58,149
Um organizations are improving

320
00:11:58,639 --> 00:12:01,019
employee attraction and retention by leveraging

321
00:12:01,029 --> 00:12:03,489
digital tools, engaging retirees

322
00:12:03,500 --> 00:12:05,859
and fostering partnerships within the local community.

323
00:12:06,308 --> 00:12:08,428
Another stat we uncovered was that

324
00:12:08,440 --> 00:12:11,369
in a recent survey 46.8%.

325
00:12:11,379 --> 00:12:13,469
So call it 47 of surveyed

326
00:12:13,479 --> 00:12:15,509
manufacturing executives pointed out they're

327
00:12:15,519 --> 00:12:17,798
now offering flexible scheduling to production

328
00:12:17,808 --> 00:12:19,830
workers. So we're getting away from that, that

329
00:12:19,840 --> 00:12:22,029
9 to 5, that 11 to 7 continental

330
00:12:22,038 --> 00:12:24,119
shift, whatever the case may be. And a lot

331
00:12:24,129 --> 00:12:26,649
of manufacturing organizations are now offering

332
00:12:26,658 --> 00:12:28,798
those same uh fluctuating

333
00:12:28,808 --> 00:12:31,029
shift benefits. Uh work at your preferred

334
00:12:31,038 --> 00:12:33,190
time benefits. We're seeing a lot of that starting

335
00:12:33,200 --> 00:12:33,719
to come in.

336
00:12:34,440 --> 00:12:34,969
Um

337
00:12:36,229 --> 00:12:38,320
encapsulating. This is really

338
00:12:38,330 --> 00:12:40,460
a point and that is that ensuring employees are well

339
00:12:40,469 --> 00:12:42,690
informed and can access the materials they need whether

340
00:12:42,700 --> 00:12:45,369
it shift schedules, pro production timelines,

341
00:12:45,379 --> 00:12:47,489
the latest cybersecurity information, whatever

342
00:12:47,500 --> 00:12:48,450
the case may be,

343
00:12:48,750 --> 00:12:51,009
um This is a key benefit ensuring

344
00:12:51,019 --> 00:12:52,830
they have this information in place

345
00:12:53,200 --> 00:12:55,259
when they have what they need, when they need

346
00:12:55,269 --> 00:12:57,408
it, they're informed and they're able to do

347
00:12:57,418 --> 00:12:59,308
their jobs to the best of their ability.

348
00:12:59,658 --> 00:13:02,119
The benefits of this are going to include

349
00:13:02,129 --> 00:13:04,250
improved quality assurance, improved health

350
00:13:04,259 --> 00:13:06,798
and safety as well as employee retention

351
00:13:06,808 --> 00:13:09,460
overall will improve employee morale

352
00:13:09,489 --> 00:13:11,580
and reduced churn with reduced

353
00:13:11,590 --> 00:13:13,808
churn. Of course, we see reduced hiring costs

354
00:13:13,820 --> 00:13:15,918
because we don't have to hire uh as

355
00:13:15,928 --> 00:13:18,239
many people. Uh We have those people staying

356
00:13:18,250 --> 00:13:19,840
on within the workforce.

357
00:13:20,178 --> 00:13:21,149
So overall

358
00:13:21,989 --> 00:13:24,048
significant investment and growth in the US

359
00:13:24,058 --> 00:13:26,639
manufacturing industry is expected to continue

360
00:13:26,649 --> 00:13:28,729
in 2024. If we continue

361
00:13:28,739 --> 00:13:31,428
to embrace the new technology and digital transformation,

362
00:13:31,440 --> 00:13:33,649
that's going to be a big trend. And it's likely

363
00:13:33,658 --> 00:13:36,149
going to be very, very important for manufacturers

364
00:13:36,158 --> 00:13:38,529
as they look for ways to capture the opportunities

365
00:13:38,538 --> 00:13:41,239
they see at hand and of course, tackle the challenges

366
00:13:41,250 --> 00:13:41,969
they face.

367
00:13:42,918 --> 00:13:45,099
So we're now gonna get into our panel

368
00:13:45,109 --> 00:13:47,279
discussion. But before we do that, we did have a second

369
00:13:47,288 --> 00:13:49,408
poll question and Carly, if you just bring that up on

370
00:13:49,418 --> 00:13:50,178
screen, please.

371
00:13:51,719 --> 00:13:53,788
Ok. And the pole question is, what is your biggest

372
00:13:53,798 --> 00:13:55,798
digital transformation challenge? And we've got a

373
00:13:55,808 --> 00:13:57,869
number of options listed there. If you just go

374
00:13:57,879 --> 00:13:59,879
ahead and select one, please note it is a

375
00:13:59,889 --> 00:14:00,940
single choice,

376
00:14:02,250 --> 00:14:04,629
then we'll give a few seconds for that and then Carly

377
00:14:04,639 --> 00:14:05,950
will bring up our results.

378
00:14:07,710 --> 00:14:09,889
Thank you, Carly. OK. So yeah, we can see

379
00:14:09,899 --> 00:14:11,989
kind of the um uh more dominant

380
00:14:12,000 --> 00:14:14,229
one here is reaching deathless workers. We also

381
00:14:14,239 --> 00:14:16,489
see some employee resistance to change and

382
00:14:16,500 --> 00:14:18,690
the integration of new technology. So

383
00:14:18,700 --> 00:14:20,960
thanks very much for your votes here. Certainly.

384
00:14:20,969 --> 00:14:23,090
Um seeing some trends there and

385
00:14:23,099 --> 00:14:25,450
relating back to the uh to the presentation

386
00:14:25,460 --> 00:14:26,599
we just saw as well.

387
00:14:27,070 --> 00:14:29,158
OK. So with that all in mind,

388
00:14:29,168 --> 00:14:31,239
I am going to bring our presenters back up

389
00:14:31,250 --> 00:14:33,519
and we're just gonna stop the slide show share

390
00:14:33,529 --> 00:14:35,830
and bring our presenters on camera with me here.

391
00:14:35,989 --> 00:14:38,389
Uh Once again, we do have Sierra Trojan

392
00:14:38,399 --> 00:14:40,678
and Tony and Sinus. And what I wanted

393
00:14:40,690 --> 00:14:43,080
to get into uh just for starters folks

394
00:14:43,090 --> 00:14:45,269
is Sierra. You uh got

395
00:14:45,279 --> 00:14:47,489
right up right out ahead of us. There with the whole

396
00:14:47,500 --> 00:14:49,590
idea of who you are and what you do, but give

397
00:14:49,599 --> 00:14:52,288
us a little bit of a um a download

398
00:14:52,298 --> 00:14:54,479
of who you are, what you do and what Jeff

399
00:14:54,489 --> 00:14:56,849
Ahern do in the world of work. I got

400
00:14:56,859 --> 00:14:58,379
ahead of myself. Sorry about that.

401
00:15:00,369 --> 00:15:02,690
So, like I said, I do a lot of content

402
00:15:02,700 --> 00:15:04,928
creation in addition to um managing

403
00:15:04,940 --> 00:15:07,048
our digital workplace. So

404
00:15:07,058 --> 00:15:09,529
that goes from feature stories

405
00:15:09,538 --> 00:15:12,009
um to really build connections within our organization

406
00:15:12,019 --> 00:15:14,029
to more business communications

407
00:15:14,038 --> 00:15:14,808
that we do.

408
00:15:15,250 --> 00:15:17,500
Um J Fa Hearn is a company

409
00:15:17,509 --> 00:15:19,548
that really focuses on um

410
00:15:19,558 --> 00:15:22,359
mechanical contracting and fire protection.

411
00:15:22,700 --> 00:15:25,349
So plumbing HV ac

412
00:15:25,389 --> 00:15:27,940
um industrial services,

413
00:15:27,950 --> 00:15:30,239
really all industrial work and then

414
00:15:30,250 --> 00:15:32,918
sprinkler systems, fire alarms

415
00:15:32,928 --> 00:15:34,989
on the fire protection side. We

416
00:15:35,000 --> 00:15:37,418
have about 1700 employees

417
00:15:37,440 --> 00:15:39,580
um all across the Midwest. And

418
00:15:39,590 --> 00:15:42,119
then we do have a national group that

419
00:15:42,129 --> 00:15:44,408
works all over the United States as

420
00:15:44,418 --> 00:15:46,538
it sounds. So I really

421
00:15:46,548 --> 00:15:48,788
related to that poll question of people

422
00:15:48,798 --> 00:15:51,500
primarily selecting uniting,

423
00:15:51,548 --> 00:15:53,700
you know, your desk, less population

424
00:15:53,710 --> 00:15:55,729
is being kind of a big struggle.

425
00:15:55,739 --> 00:15:58,099
And I think that throughout this panel discussion,

426
00:15:58,109 --> 00:16:00,308
that'll kind of be a theme of what

427
00:16:00,320 --> 00:16:01,460
I discussed, but

428
00:16:01,849 --> 00:16:02,969
that's kind of um

429
00:16:03,389 --> 00:16:05,479
summary on J Fa Hearn and what

430
00:16:05,489 --> 00:16:06,009
I do.

431
00:16:06,379 --> 00:16:08,729
Awesome, thanks Sierra. And uh just bonus

432
00:16:08,739 --> 00:16:10,899
question, what's the name of your digital workplace? It's got

433
00:16:10,908 --> 00:16:13,210
a cool name. Can you share it? Yes. Thank

434
00:16:13,219 --> 00:16:15,489
you for that question. Our digital

435
00:16:15,500 --> 00:16:17,729
workplace is called red zone.

436
00:16:18,190 --> 00:16:20,288
So it's kind of a sports theme.

437
00:16:20,298 --> 00:16:22,500
Um I would say our employee population

438
00:16:22,509 --> 00:16:24,729
is pretty motivated for

439
00:16:24,739 --> 00:16:26,859
like with sports

440
00:16:26,869 --> 00:16:29,038
motivation. So we

441
00:16:29,048 --> 00:16:31,570
really played into that for our digital workplace.

442
00:16:32,070 --> 00:16:34,250
Awesome, thanks Sierra. Um Next

443
00:16:34,259 --> 00:16:36,259
up Tony and seen us Tony. Can you tell us a

444
00:16:36,269 --> 00:16:38,330
little bit about yourself, your role at

445
00:16:38,340 --> 00:16:40,418
Transcontinental and what Transcontinental

446
00:16:40,428 --> 00:16:42,609
do in the world of work? Of course.

447
00:16:42,619 --> 00:16:43,149
So

448
00:16:43,509 --> 00:16:44,090
uh tininess,

449
00:16:44,428 --> 00:16:46,599
I think it did also get a little ahead of myself.

450
00:16:46,609 --> 00:16:48,690
So apologies there earlier, but

451
00:16:48,700 --> 00:16:49,500
I um

452
00:16:50,048 --> 00:16:52,788
I am the executive assistant to the CEO

453
00:16:52,798 --> 00:16:55,570
uh Thomas Min of TC Transcontinental.

454
00:16:55,979 --> 00:16:56,668
And

455
00:16:56,928 --> 00:16:59,178
um so basically I manage

456
00:16:59,190 --> 00:17:01,489
the digital workplace of our sector

457
00:17:01,580 --> 00:17:03,710
and our sector is the packaging sector.

458
00:17:03,719 --> 00:17:05,890
So we have three different sectors

459
00:17:05,900 --> 00:17:08,449
and it all falls under TC Transcontinental

460
00:17:08,618 --> 00:17:10,848
and our sector manufactures flexible

461
00:17:10,858 --> 00:17:12,729
packaging. So anything from

462
00:17:13,269 --> 00:17:15,348
um meat, container,

463
00:17:15,358 --> 00:17:18,328
meat, plastic containers, uh dairy,

464
00:17:18,380 --> 00:17:20,578
uh containers, plastics, anything

465
00:17:20,588 --> 00:17:22,640
relating to any kind of consumer foods,

466
00:17:22,650 --> 00:17:24,769
beverages, Coke is one of our biggest

467
00:17:24,779 --> 00:17:27,059
customers. PNG. Um

468
00:17:27,068 --> 00:17:29,410
We manufacture a lot of different things and

469
00:17:29,979 --> 00:17:32,209
we have approximately

470
00:17:32,338 --> 00:17:34,338
9000 employees throughout the entire

471
00:17:34,348 --> 00:17:35,328
world. So

472
00:17:35,650 --> 00:17:37,809
our sector which is packaging,

473
00:17:38,059 --> 00:17:40,529
we have plants in um

474
00:17:40,578 --> 00:17:42,959
Wrexham in the UK, in New Zealand,

475
00:17:42,969 --> 00:17:45,130
in Latin America, in Canada, and all

476
00:17:45,140 --> 00:17:46,088
over the US.

477
00:17:46,509 --> 00:17:48,920
And you know, to Sierra's point,

478
00:17:48,930 --> 00:17:50,130
definitely

479
00:17:50,400 --> 00:17:52,759
like she mentioned um uh reaching

480
00:17:52,769 --> 00:17:55,098
our desk class workers and being able to,

481
00:17:55,420 --> 00:17:58,068
you know, have them even want to look

482
00:17:58,078 --> 00:18:00,380
at um, with mobile devices

483
00:18:00,390 --> 00:18:02,858
as a form of getting information regarding

484
00:18:02,868 --> 00:18:04,890
the company news and, and different things like that is

485
00:18:04,900 --> 00:18:07,289
definitely a challenge. Um, it's something we're working

486
00:18:07,299 --> 00:18:09,318
on but, um, you know, we're up for

487
00:18:09,328 --> 00:18:10,868
the challenge. That's what we do.

488
00:18:11,250 --> 00:18:13,400
And so, yeah, it's a little bit about

489
00:18:13,410 --> 00:18:15,598
me and, um, kind of what we do at

490
00:18:15,608 --> 00:18:16,818
TC Transcontinental.

491
00:18:17,390 --> 00:18:19,519
All right. And I'd be remiss if I didn't ask the name

492
00:18:19,529 --> 00:18:21,059
of your digital workplace, Tony.

493
00:18:21,479 --> 00:18:23,598
Oh, sure. It's called The Corner and that is

494
00:18:23,608 --> 00:18:26,338
a little bit of a play on TC,

495
00:18:26,348 --> 00:18:28,380
which is um like the first word

496
00:18:28,390 --> 00:18:30,750
of our name. So TC Transcontinental.

497
00:18:30,759 --> 00:18:31,818
So the corner.

498
00:18:32,529 --> 00:18:34,630
Awesome. Thanks Tony. All right, getting

499
00:18:34,640 --> 00:18:37,140
right into our discussion folks. Um And

500
00:18:37,150 --> 00:18:39,299
I love the fact that we've got, you

501
00:18:39,309 --> 00:18:41,390
know, multiple locations for both of you. We've

502
00:18:41,400 --> 00:18:43,559
got a global dispersal for, for Tony

503
00:18:43,568 --> 00:18:45,618
and Transcontinental. We've got a us

504
00:18:45,630 --> 00:18:47,750
dispersal for Sierra, but again, we've got

505
00:18:47,759 --> 00:18:49,549
dispersed employees, things like that.

506
00:18:49,989 --> 00:18:52,170
What I wanted to get into first. Uh We

507
00:18:52,180 --> 00:18:54,338
talked a lot or I talked a lot in

508
00:18:54,348 --> 00:18:56,539
the earlier presentation about

509
00:18:56,644 --> 00:18:58,695
um talent and about,

510
00:18:58,705 --> 00:19:00,744
you know, ensuring www Tony,

511
00:19:00,755 --> 00:19:02,786
you mentioned it like reaching employees, things like

512
00:19:02,796 --> 00:19:05,105
that. But first, we have to get those employees and

513
00:19:05,115 --> 00:19:07,125
one of the things that we have to consider as we look

514
00:19:07,134 --> 00:19:09,556
towards that digital transformation

515
00:19:09,566 --> 00:19:11,625
lens that we're putting things under

516
00:19:11,634 --> 00:19:13,665
um presently and, and, and that we're trying

517
00:19:13,675 --> 00:19:15,705
to bring into the manufacturing uh

518
00:19:15,714 --> 00:19:17,786
area is on boarding and

519
00:19:17,796 --> 00:19:19,845
I've talked with you both uh from time

520
00:19:19,855 --> 00:19:22,131
to time. In fact, Tony III, I um

521
00:19:22,141 --> 00:19:24,362
was really witness to your implementation

522
00:19:24,540 --> 00:19:26,871
uh a little while back and, and,

523
00:19:26,881 --> 00:19:29,250
you know, we talked about the idea of onboarding

524
00:19:29,260 --> 00:19:31,990
folks and when they joined the organization,

525
00:19:32,000 --> 00:19:34,092
how to bring them into that digital culture and

526
00:19:34,102 --> 00:19:36,311
introduce them into some of these tools

527
00:19:36,321 --> 00:19:38,401
that are available. Um Maybe

528
00:19:38,411 --> 00:19:40,530
we'll start with Sierra. Sierra. Can you tell us a little bit,

529
00:19:40,540 --> 00:19:42,651
maybe about some of the things you folks do for

530
00:19:42,661 --> 00:19:44,981
on boarding and maybe give some tips there.

531
00:19:45,348 --> 00:19:47,469
Yeah, absolutely. So I think for

532
00:19:47,479 --> 00:19:49,640
everyone to really understand how far we've

533
00:19:49,650 --> 00:19:51,680
come in the world of onboarding, I just

534
00:19:51,689 --> 00:19:53,979
need to give a very brief description of what

535
00:19:53,989 --> 00:19:56,549
our on boarding process was like before

536
00:19:56,559 --> 00:19:58,939
we started partnering with Igloo back in.

537
00:19:59,269 --> 00:20:01,680
Oh man, I think it was 2016

538
00:20:01,689 --> 00:20:02,229
now.

539
00:20:02,930 --> 00:20:05,199
Um Yeah, it's been a while.

540
00:20:05,209 --> 00:20:06,009
It's been great.

541
00:20:06,459 --> 00:20:08,769
Um Prior to Igloo,

542
00:20:08,779 --> 00:20:10,930
our onboarding plans really were

543
00:20:10,939 --> 00:20:13,029
fairly unorganized.

544
00:20:13,039 --> 00:20:15,140
If I'm being completely honest,

545
00:20:15,150 --> 00:20:17,289
it was kind of just up to manager discretion

546
00:20:17,299 --> 00:20:18,410
of how they wanted

547
00:20:18,789 --> 00:20:20,949
to train employees, which

548
00:20:20,959 --> 00:20:21,689
meant that

549
00:20:22,250 --> 00:20:24,309
there was kind of a lack of information. We

550
00:20:24,318 --> 00:20:26,338
didn't have everything housed all in one

551
00:20:26,348 --> 00:20:28,789
place, which became really problematic

552
00:20:28,799 --> 00:20:29,449
because,

553
00:20:29,949 --> 00:20:32,309
you know, people were unsure of exactly

554
00:20:32,318 --> 00:20:34,410
what they were supposed to be doing. And when you're

555
00:20:34,420 --> 00:20:36,660
new to an organization, that's a very

556
00:20:36,670 --> 00:20:38,769
daunting thing to have to deal with.

557
00:20:39,219 --> 00:20:41,828
So once we implemented igloo,

558
00:20:41,880 --> 00:20:44,098
we really kind of hit the ground running with

559
00:20:44,108 --> 00:20:44,989
on boarding

560
00:20:45,578 --> 00:20:48,289
and we kind of created a very

561
00:20:48,299 --> 00:20:50,328
detailed on boarding plan

562
00:20:50,338 --> 00:20:52,739
that all of our managers are required

563
00:20:52,750 --> 00:20:55,108
to fill out. It is detailed

564
00:20:55,118 --> 00:20:56,289
down to.

565
00:20:56,680 --> 00:20:59,170
I mean, honestly, for the very first week,

566
00:20:59,180 --> 00:21:01,199
almost the hour of

567
00:21:01,209 --> 00:21:03,449
exactly what people should be doing and what

568
00:21:03,459 --> 00:21:05,578
sort of training and things

569
00:21:05,588 --> 00:21:06,930
that they should be learning.

570
00:21:07,559 --> 00:21:09,900
And we house this template

571
00:21:10,209 --> 00:21:12,699
and all of our other essentially

572
00:21:12,709 --> 00:21:14,729
new hire onboarding materials

573
00:21:14,739 --> 00:21:16,269
in our digital workplace.

574
00:21:16,779 --> 00:21:19,088
So I would say really having this all

575
00:21:19,098 --> 00:21:21,229
housed in this one system in the spot

576
00:21:21,239 --> 00:21:23,289
where all of the managers know where to find

577
00:21:23,299 --> 00:21:25,380
it has really helped

578
00:21:25,390 --> 00:21:27,858
make this onboarding process smooth,

579
00:21:27,868 --> 00:21:30,180
which is like the first key step

580
00:21:30,189 --> 00:21:31,459
in making sure that,

581
00:21:31,858 --> 00:21:34,098
you know, people are engaged

582
00:21:34,108 --> 00:21:36,469
and then we can retain these employees

583
00:21:36,479 --> 00:21:38,630
who have decided to come work for, ahern.

584
00:21:39,868 --> 00:21:42,318
So really just being

585
00:21:42,328 --> 00:21:44,519
able to have a well defined

586
00:21:44,529 --> 00:21:46,640
plan where everyone knows where

587
00:21:46,650 --> 00:21:48,660
it is has been key

588
00:21:48,670 --> 00:21:50,348
for our success in this area.

589
00:21:51,368 --> 00:21:53,719
That's awesome. And, and you know, just unpacking

590
00:21:53,729 --> 00:21:55,858
what you said there a little bit, you kind of had

591
00:21:55,868 --> 00:21:58,000
a fractured or fragmented process.

592
00:21:58,009 --> 00:22:00,068
You didn't have necessarily an established source

593
00:22:00,078 --> 00:22:02,348
of truth, you create that source of truth,

594
00:22:02,358 --> 00:22:04,578
you make it a destination for folks as they come

595
00:22:04,588 --> 00:22:06,670
in. And that really has benefited the

596
00:22:06,680 --> 00:22:08,838
the the onboarding process because you're the

597
00:22:08,959 --> 00:22:11,029
number one streamline it. But number two, you're able to

598
00:22:11,039 --> 00:22:13,059
bake those employees uh into the

599
00:22:13,068 --> 00:22:15,400
digital culture, kind of right away. Uh understanding

600
00:22:15,410 --> 00:22:17,549
the tools are there isn't, is as

601
00:22:17,559 --> 00:22:19,650
important as using them when it comes down

602
00:22:19,660 --> 00:22:21,969
to it. So, thanks very much for that perspective.

603
00:22:21,979 --> 00:22:24,130
What about yourself, Tony? What sorts of things are you folks

604
00:22:24,140 --> 00:22:25,390
doing at Transcontinental?

605
00:22:26,049 --> 00:22:28,549
Sure. So with us, our on boarding,

606
00:22:28,559 --> 00:22:30,598
you know, looks a little bit different. Each

607
00:22:30,608 --> 00:22:32,920
of our plants have their own way

608
00:22:32,930 --> 00:22:35,219
of onboarding employees. Um,

609
00:22:35,229 --> 00:22:37,670
you know, obviously since we're in different countries,

610
00:22:37,680 --> 00:22:38,640
different continents,

611
00:22:38,900 --> 00:22:39,420
but

612
00:22:39,890 --> 00:22:42,108
what we've done is we've kind

613
00:22:42,118 --> 00:22:44,199
of zeroed in on our US plants

614
00:22:44,209 --> 00:22:46,259
like the on boarding, what goes on

615
00:22:46,689 --> 00:22:48,750
how they've been doing it in the past and

616
00:22:48,759 --> 00:22:51,279
what we've seen is each plant does it differently

617
00:22:51,539 --> 00:22:53,709
and obviously hr are the ones that

618
00:22:53,719 --> 00:22:54,989
own the on boarding.

619
00:22:55,439 --> 00:22:57,509
And I believe that

620
00:22:57,519 --> 00:22:59,709
before a lot of the plants started

621
00:22:59,719 --> 00:23:01,989
using a glue, everything was shared

622
00:23:02,000 --> 00:23:04,160
primarily on SharePoint. So

623
00:23:04,170 --> 00:23:06,588
forms procedures, different things.

624
00:23:06,680 --> 00:23:08,972
And I know that one of the pain points that

625
00:23:09,021 --> 00:23:11,252
several of the plants had were that

626
00:23:11,412 --> 00:23:14,172
people were kind of, uh stuck,

627
00:23:14,182 --> 00:23:16,662
they didn't know, you know, what's, what

628
00:23:16,672 --> 00:23:18,811
needs to be completed within the 1st 30 days,

629
00:23:18,821 --> 00:23:21,232
what needs to be completed within the first, you know, 60

630
00:23:21,242 --> 00:23:23,613
days. Um, kind of

631
00:23:23,623 --> 00:23:25,771
that, I guess, kind of a more of like

632
00:23:25,781 --> 00:23:28,051
of a timeline. It wasn't very

633
00:23:28,232 --> 00:23:30,556
uh strategic the way that, uh, things were

634
00:23:30,566 --> 00:23:32,755
before. And with igloo, what

635
00:23:32,765 --> 00:23:35,095
we've been able to do is we've been able to streamline

636
00:23:35,105 --> 00:23:37,165
that because we've had checklist,

637
00:23:37,175 --> 00:23:39,615
right? We have timelines on our corner.

638
00:23:39,644 --> 00:23:41,765
We have forms that managers have

639
00:23:41,776 --> 00:23:43,776
to fill out, you know, letting their employees

640
00:23:43,786 --> 00:23:46,005
know. Ok, you have to check these things off,

641
00:23:46,015 --> 00:23:48,036
uh, within 30 days or this needs

642
00:23:48,046 --> 00:23:50,056
to be completed within three months and it's

643
00:23:50,066 --> 00:23:51,884
really good as well because

644
00:23:52,459 --> 00:23:54,920
it shows the employee what's expected

645
00:23:54,930 --> 00:23:57,039
of them, you know, for the first month, the first

646
00:23:57,049 --> 00:23:59,098
three months, for six months. So employees can

647
00:23:59,108 --> 00:24:01,338
see at a glance, um, all

648
00:24:01,348 --> 00:24:03,598
kind of like on one page in one area,

649
00:24:03,949 --> 00:24:06,390
um, what the on boarding experience

650
00:24:06,400 --> 00:24:07,519
is gonna look like for them.

651
00:24:08,009 --> 00:24:10,150
And so the nice thing about this is

652
00:24:10,160 --> 00:24:11,799
not all of our US plants

653
00:24:12,380 --> 00:24:14,739
have, um, taken,

654
00:24:14,750 --> 00:24:17,358
um, igloo as their onboarding,

655
00:24:17,368 --> 00:24:19,779
have used Igloo, you know, for the onboarding.

656
00:24:19,789 --> 00:24:22,078
And what we've done is we've opened up

657
00:24:22,088 --> 00:24:24,430
our corner to all of our employees

658
00:24:24,439 --> 00:24:26,500
and packaging so that other hr

659
00:24:26,509 --> 00:24:28,578
managers can see how it's being done at their

660
00:24:28,588 --> 00:24:31,000
plant so that they can then get ideas

661
00:24:31,009 --> 00:24:33,380
and see how streamlined the process

662
00:24:33,390 --> 00:24:35,469
is, how beneficial it is for

663
00:24:35,479 --> 00:24:37,799
their employees, for the new employees

664
00:24:37,809 --> 00:24:38,719
to be able to,

665
00:24:39,400 --> 00:24:41,439
you know, be able to see everything at a glance, be able

666
00:24:41,449 --> 00:24:43,979
to have like a single source of truth. And also

667
00:24:43,989 --> 00:24:45,489
to your point that you made bred,

668
00:24:46,180 --> 00:24:48,189
if you get employees using the

669
00:24:48,199 --> 00:24:50,640
corner, using the internet first, then right

670
00:24:50,650 --> 00:24:53,059
off the bat. Then it's gonna be so much easier

671
00:24:53,519 --> 00:24:55,578
to be able to have them continue

672
00:24:55,588 --> 00:24:57,838
using it, um, to get information

673
00:24:57,848 --> 00:24:59,930
to really uh continue to trust

674
00:24:59,939 --> 00:25:02,449
it. Because one thing that we've seen, Tulsa

675
00:25:02,459 --> 00:25:04,818
was one of our plants that, um,

676
00:25:05,299 --> 00:25:07,420
introduce the corner for their

677
00:25:07,430 --> 00:25:09,459
onboarding. They were one of our first plans and they've

678
00:25:09,469 --> 00:25:11,618
said that that was a huge thing, having

679
00:25:11,630 --> 00:25:13,779
new employees start on the corner right

680
00:25:13,789 --> 00:25:14,750
away. So

681
00:25:15,009 --> 00:25:17,039
that definitely helps

682
00:25:17,049 --> 00:25:19,209
um with the barriers that we've

683
00:25:19,219 --> 00:25:21,368
seen with employees who have been here for 1015,

684
00:25:21,380 --> 00:25:23,390
20 years because we have a lot of longevity in our

685
00:25:23,400 --> 00:25:24,400
organization

686
00:25:24,789 --> 00:25:27,309
and you know, having employees

687
00:25:27,338 --> 00:25:29,750
kind of, you know, go back and forth

688
00:25:29,759 --> 00:25:31,910
and try different websites, different tools

689
00:25:31,920 --> 00:25:34,049
has definitely been a challenge but definitely

690
00:25:34,059 --> 00:25:36,328
getting the new employees right off the bat

691
00:25:36,338 --> 00:25:38,509
on, you know, using it through

692
00:25:38,519 --> 00:25:40,588
on boarding and then having them continue

693
00:25:40,598 --> 00:25:42,930
on that path has been very beneficial.

694
00:25:43,650 --> 00:25:45,660
Awesome. Thank you, Tony. I really like the point you

695
00:25:45,670 --> 00:25:48,180
made about the fact that, you know, you've got

696
00:25:48,189 --> 00:25:50,328
um a diversity in, in your

697
00:25:50,338 --> 00:25:52,699
locations and not necessarily

698
00:25:52,709 --> 00:25:54,759
everybody is, is necessarily up

699
00:25:54,769 --> 00:25:56,858
to speed on the corner, but you're opening it

700
00:25:56,868 --> 00:25:58,890
up for hr managers to take some

701
00:25:58,900 --> 00:26:01,098
of the key lessons learned and, and things like that

702
00:26:01,108 --> 00:26:03,299
and implement their own processes, which I think

703
00:26:03,309 --> 00:26:05,500
is great. I also like the point you both

704
00:26:05,509 --> 00:26:07,900
made about having a logical process

705
00:26:07,910 --> 00:26:09,469
that folks are following whether it's the first

706
00:26:10,134 --> 00:26:12,243
Sierra, as you said, almost down to the hour,

707
00:26:12,255 --> 00:26:14,305
you know, in the first week, the 1st 30

708
00:26:14,314 --> 00:26:16,463
days, that sort of thing. These are things that

709
00:26:16,473 --> 00:26:18,545
uh certainly are common principles across

710
00:26:18,555 --> 00:26:21,324
digital transformation. Uh But certainly,

711
00:26:21,334 --> 00:26:23,493
um more, not more impactful

712
00:26:23,505 --> 00:26:25,604
but certainly very impactful when it comes

713
00:26:25,614 --> 00:26:27,743
down to um an industry

714
00:26:27,755 --> 00:26:29,943
like manufacturing where a lot of the workers

715
00:26:29,953 --> 00:26:31,983
may not necessarily have as much touch

716
00:26:31,993 --> 00:26:34,213
uh with the digital side of things. So

717
00:26:34,223 --> 00:26:35,483
really cool points there.

718
00:26:36,049 --> 00:26:38,509
Um So next up and considering

719
00:26:38,519 --> 00:26:40,739
employee life cycle because I like going, I like going

720
00:26:40,750 --> 00:26:43,078
in this direction um employee life cycle.

721
00:26:43,088 --> 00:26:45,449
One of the things that uh we talked about it again

722
00:26:45,459 --> 00:26:47,699
was the idea of um skilled

723
00:26:47,709 --> 00:26:49,880
workers and upskilling workers

724
00:26:49,890 --> 00:26:52,098
and ensuring workers have access

725
00:26:52,108 --> 00:26:54,380
to the information that they need to do their jobs.

726
00:26:54,390 --> 00:26:57,049
It really comes into the aspect of training. Um

727
00:26:57,059 --> 00:26:59,630
What sorts of things are you doing within your organizations

728
00:26:59,640 --> 00:27:01,750
for training? And we went with Sierra first, last time,

729
00:27:01,759 --> 00:27:04,180
Tony. What about yourself? How are you facilitating

730
00:27:04,189 --> 00:27:06,368
training and maybe making it uh something

731
00:27:06,380 --> 00:27:09,358
more of a digital process within uh Transcontinental

732
00:27:09,368 --> 00:27:09,900
packaging?

733
00:27:10,559 --> 00:27:13,299
Sure. Right. So basically in our organization,

734
00:27:13,309 --> 00:27:14,900
we have several different

735
00:27:15,199 --> 00:27:17,338
uh training platforms for

736
00:27:17,348 --> 00:27:19,348
safety training, for hr

737
00:27:19,358 --> 00:27:21,818
training, just for continuous improvement

738
00:27:21,828 --> 00:27:23,900
training. And so before we didn't

739
00:27:23,910 --> 00:27:26,019
really have a place that someone could

740
00:27:26,029 --> 00:27:28,189
access all of these platforms

741
00:27:28,459 --> 00:27:30,838
just from one location. So for

742
00:27:30,848 --> 00:27:33,059
us, in terms of the training

743
00:27:33,068 --> 00:27:35,193
component. It's been more where we been

744
00:27:35,203 --> 00:27:37,275
able to house everything where people can easily

745
00:27:37,285 --> 00:27:38,223
find everything

746
00:27:38,584 --> 00:27:40,614
um has been how we've

747
00:27:40,625 --> 00:27:42,755
used this. Um And

748
00:27:42,765 --> 00:27:44,943
I would say that moving forward,

749
00:27:44,953 --> 00:27:47,144
I know that igloo can be used as

750
00:27:47,154 --> 00:27:48,875
a place to house training.

751
00:27:49,184 --> 00:27:51,295
Uh you know, they have the wiki channels and we've

752
00:27:51,305 --> 00:27:53,424
been considering putting policies on there

753
00:27:53,434 --> 00:27:54,064
as well.

754
00:27:54,390 --> 00:27:56,430
Um So definitely there's a lot that

755
00:27:56,439 --> 00:27:58,529
Igloo can provide. Um We haven't

756
00:27:58,539 --> 00:28:00,689
used it to its full capacity, I don't think,

757
00:28:00,699 --> 00:28:02,838
but I think for us personally, it's

758
00:28:02,848 --> 00:28:04,930
our singles, for us the truth for all of the training

759
00:28:04,939 --> 00:28:06,979
websites platforms to house in one

760
00:28:06,989 --> 00:28:07,529
location.

761
00:28:07,979 --> 00:28:10,049
Well, and that's a good point because, you know,

762
00:28:10,059 --> 00:28:12,318
it's, it's part of a digital ecosystem.

763
00:28:12,328 --> 00:28:14,469
It's not necessarily the be all and end all.

764
00:28:14,479 --> 00:28:16,598
And um you know, but it is a key

765
00:28:16,608 --> 00:28:18,789
part of the digital ecosystem. So if even

766
00:28:18,799 --> 00:28:20,799
if we're linking out to key resources or

767
00:28:20,809 --> 00:28:22,809
whatever the case may be, use the phrase

768
00:28:22,818 --> 00:28:25,078
against source of truth, that's just as important

769
00:28:25,088 --> 00:28:27,199
when it comes down to things Sierra.

770
00:28:27,209 --> 00:28:29,338
What about yourselves? What about J Fa Hearn?

771
00:28:29,588 --> 00:28:30,799
Yes. So at

772
00:28:31,229 --> 00:28:32,078
Ahearn, um

773
00:28:32,380 --> 00:28:34,670
you know, similarly, not all of our trainings

774
00:28:34,680 --> 00:28:36,699
are housed within red zone,

775
00:28:36,709 --> 00:28:38,818
but our digital workplace is really kind

776
00:28:38,828 --> 00:28:41,279
of where people know that they can go to

777
00:28:41,289 --> 00:28:43,430
access those trainings, which is really

778
00:28:43,439 --> 00:28:45,439
important. We also have um

779
00:28:45,449 --> 00:28:47,750
several resources that people

780
00:28:47,759 --> 00:28:50,029
just know that they can get there. So being

781
00:28:50,039 --> 00:28:52,078
in construction. We have so many

782
00:28:52,088 --> 00:28:54,410
acronyms. It's kind of like a joke within

783
00:28:54,420 --> 00:28:56,880
our company is that it's like acronym

784
00:28:56,890 --> 00:28:59,078
Central. I remember when I started,

785
00:28:59,170 --> 00:29:01,039
I was new to the industry.

786
00:29:01,400 --> 00:29:03,660
I'm hearing all of these acronyms

787
00:29:03,670 --> 00:29:05,858
that are one, not only construction

788
00:29:05,868 --> 00:29:08,098
specific but a hearn

789
00:29:08,108 --> 00:29:10,150
specific that we just create

790
00:29:10,160 --> 00:29:12,358
all of these acronyms. The MC.

791
00:29:12,489 --> 00:29:14,539
Well, what's the MC, the management

792
00:29:14,549 --> 00:29:16,568
committee? OK. So we

793
00:29:16,578 --> 00:29:18,650
have basically compiled a whole

794
00:29:18,660 --> 00:29:20,739
list of all of these acronyms

795
00:29:20,750 --> 00:29:22,289
and it's something small,

796
00:29:22,709 --> 00:29:25,299
you know, saying, oh, we have a list of acronyms,

797
00:29:25,309 --> 00:29:27,680
but people really actually seek

798
00:29:27,689 --> 00:29:29,848
this out and they know that they can find this

799
00:29:29,858 --> 00:29:32,588
information in our digital workplace.

800
00:29:32,930 --> 00:29:35,368
So really it's our go to spot,

801
00:29:35,380 --> 00:29:37,709
but we've also been able to really

802
00:29:38,229 --> 00:29:40,799
kind of overcome a very unique challenge

803
00:29:40,809 --> 00:29:42,848
that our company faces in terms of

804
00:29:42,858 --> 00:29:45,049
training in our digital workplace.

805
00:29:45,400 --> 00:29:47,650
So being a fire protection company,

806
00:29:48,160 --> 00:29:50,338
we need people, we need designers

807
00:29:50,348 --> 00:29:52,660
to be able to design

808
00:29:52,670 --> 00:29:54,799
these sprinkler systems so that they can create

809
00:29:54,809 --> 00:29:56,939
the plans, give it to our field crew so that

810
00:29:56,949 --> 00:29:58,838
they can install these systems.

811
00:29:59,640 --> 00:30:01,140
There are only

812
00:30:02,039 --> 00:30:04,420
about four schools in the entire

813
00:30:04,430 --> 00:30:06,469
United States that actually have

814
00:30:06,479 --> 00:30:08,979
a program that's designed to train people

815
00:30:08,989 --> 00:30:10,729
on fire protection design.

816
00:30:11,239 --> 00:30:13,939
You can see how that would be problematic.

817
00:30:13,949 --> 00:30:15,979
There aren't enough people

818
00:30:15,989 --> 00:30:17,989
for what we need, who are coming

819
00:30:18,000 --> 00:30:20,088
out of these programs. And not to mention

820
00:30:20,098 --> 00:30:22,219
all of the other fire protection contractors

821
00:30:22,818 --> 00:30:25,318
that are in the United States fighting for these candidates.

822
00:30:25,568 --> 00:30:27,979
So basically, what we did is

823
00:30:27,989 --> 00:30:29,680
our hr team paired with

824
00:30:29,959 --> 00:30:32,170
two of our very senior designers

825
00:30:32,180 --> 00:30:33,309
several years ago.

826
00:30:33,858 --> 00:30:35,880
And we created an in house training

827
00:30:35,890 --> 00:30:36,598
program

828
00:30:37,259 --> 00:30:39,289
that yeah, it's essentially

829
00:30:39,299 --> 00:30:41,680
equivalent to like a two year associates degree,

830
00:30:41,689 --> 00:30:44,219
a two year program that we house

831
00:30:44,229 --> 00:30:46,739
completely within our digital workplace

832
00:30:46,750 --> 00:30:48,920
and really formed these

833
00:30:48,930 --> 00:30:51,088
trainings to be specific to

834
00:30:51,098 --> 00:30:51,799
red zone.

835
00:30:52,140 --> 00:30:54,519
So this allows us to basically

836
00:30:54,529 --> 00:30:56,680
find anyone who just has an

837
00:30:56,689 --> 00:30:59,098
aptitude for mechanics and

838
00:30:59,229 --> 00:31:02,039
we can take them with no prior experience

839
00:31:02,170 --> 00:31:04,559
and make them a full fledged,

840
00:31:04,568 --> 00:31:06,799
fully trained designer.

841
00:31:07,328 --> 00:31:09,348
So we really utilize, you

842
00:31:09,358 --> 00:31:11,848
know, the wiki articles.

843
00:31:11,858 --> 00:31:14,368
We do a lot of the um Accordions

844
00:31:14,380 --> 00:31:16,809
with that and we have the whole course catalog

845
00:31:16,818 --> 00:31:18,858
for each of these trainings. We

846
00:31:18,868 --> 00:31:21,209
do live interactive trainings

847
00:31:21,219 --> 00:31:23,910
that are embedded within the html

848
00:31:23,920 --> 00:31:25,189
content widgets

849
00:31:25,989 --> 00:31:28,189
and have just so many like links with

850
00:31:28,199 --> 00:31:30,318
modules and resources that we've been

851
00:31:30,328 --> 00:31:30,989
able to

852
00:31:31,318 --> 00:31:33,358
um really just find great

853
00:31:33,368 --> 00:31:35,618
success with this program because they, they learn

854
00:31:35,630 --> 00:31:36,858
the skills that they need

855
00:31:37,328 --> 00:31:39,489
and we've invested in them from the get

856
00:31:39,500 --> 00:31:41,098
go. And in turn that

857
00:31:41,380 --> 00:31:44,299
one gets us skilled workers

858
00:31:44,358 --> 00:31:45,539
and two,

859
00:31:46,180 --> 00:31:48,199
I mean, these employees, they want to stay with

860
00:31:48,209 --> 00:31:50,338
us because we've invested in them

861
00:31:50,660 --> 00:31:52,779
throughout their entire career. So

862
00:31:53,150 --> 00:31:55,209
um really, we wouldn't have probably

863
00:31:55,219 --> 00:31:57,539
been able to create such a successful program

864
00:31:57,549 --> 00:31:59,689
without utilizing a lot of the features

865
00:31:59,699 --> 00:32:01,769
that um Igloo

866
00:32:01,779 --> 00:32:03,509
has, has given us. So

867
00:32:04,098 --> 00:32:06,348
Awesome. So again, we're seeing the

868
00:32:06,358 --> 00:32:08,459
use of some of the tools to create that, as

869
00:32:08,469 --> 00:32:09,309
you say, uh

870
00:32:10,219 --> 00:32:12,430
uh equal with kind of an associates degree

871
00:32:12,439 --> 00:32:14,509
sort of program, all these resources

872
00:32:14,519 --> 00:32:16,670
being housed in that digital environment for

873
00:32:16,680 --> 00:32:19,118
you. We also see and you mentioned not

874
00:32:19,130 --> 00:32:21,358
necessarily the entire um

875
00:32:21,368 --> 00:32:23,430
uh ecosystem as far as training goes,

876
00:32:23,439 --> 00:32:25,670
but definitely one defined purpose.

877
00:32:25,680 --> 00:32:27,719
And again, linking out to other areas as

878
00:32:27,729 --> 00:32:30,098
needed, but really housing everything within, again,

879
00:32:30,108 --> 00:32:32,459
that source of truth is very important. I

880
00:32:32,469 --> 00:32:34,519
also love the way you, you take me

881
00:32:34,529 --> 00:32:36,555
forward with Segue Sierra and I worked together on

882
00:32:36,564 --> 00:32:38,574
webinars before. And of course, the thing

883
00:32:38,584 --> 00:32:40,604
I'm gonna segue into next and we'll stick with you,

884
00:32:40,614 --> 00:32:42,654
Sierra is talent retention.

885
00:32:42,664 --> 00:32:44,824
So we've got them, we've trained them, we want

886
00:32:44,834 --> 00:32:47,483
to keep them. Now, now we're starting to talk about organizational

887
00:32:47,493 --> 00:32:49,775
culture, which again, in the industry

888
00:32:49,805 --> 00:32:52,334
can be a little harder because we don't necessarily

889
00:32:52,344 --> 00:32:54,453
have everyone with that, that, that touch to

890
00:32:54,463 --> 00:32:56,535
the digital workplace. So what sort

891
00:32:56,545 --> 00:32:58,604
of strategies are you using in terms of talent

892
00:32:58,614 --> 00:33:00,703
retention, digitally and, and, and what sort

893
00:33:00,713 --> 00:33:01,684
of tips can you offer?

894
00:33:02,039 --> 00:33:04,279
Yes. So I think that part

895
00:33:04,289 --> 00:33:06,338
of talent retention naturally are some

896
00:33:06,348 --> 00:33:08,568
things that I already mentioned, like the robust

897
00:33:08,578 --> 00:33:09,568
on boarding and

898
00:33:09,939 --> 00:33:12,029
um you know, detailed trainings,

899
00:33:12,039 --> 00:33:14,239
I think that really helps to just retain

900
00:33:14,250 --> 00:33:16,299
employees. But one thing I do

901
00:33:16,309 --> 00:33:18,559
want to mention is really

902
00:33:18,568 --> 00:33:20,789
employee engagement and employee

903
00:33:20,799 --> 00:33:22,199
recognition. It's

904
00:33:22,529 --> 00:33:24,640
building connections with

905
00:33:24,650 --> 00:33:26,439
people within the organization.

906
00:33:27,318 --> 00:33:29,469
So really, anytime somebody

907
00:33:29,479 --> 00:33:32,019
has a big success in the company,

908
00:33:32,059 --> 00:33:34,078
I am posting about it in our digital

909
00:33:34,088 --> 00:33:36,719
workplace, it really fosters

910
00:33:36,729 --> 00:33:37,680
I think uh

911
00:33:38,358 --> 00:33:40,529
a sense of belonging and people

912
00:33:40,539 --> 00:33:41,259
feel like

913
00:33:42,029 --> 00:33:44,239
um not even the person who's being

914
00:33:44,250 --> 00:33:46,420
recognized specifically, but the other people

915
00:33:46,430 --> 00:33:48,568
who are seeing it, recognize that

916
00:33:48,969 --> 00:33:51,380
employees are being appreciated.

917
00:33:51,900 --> 00:33:54,209
So one example of that, um we

918
00:33:54,219 --> 00:33:56,479
had recently one of our fire

919
00:33:56,489 --> 00:33:58,689
protection design managers who

920
00:33:58,858 --> 00:34:01,539
passed her certification to become a licensed

921
00:34:01,549 --> 00:34:02,959
professional engineer.

922
00:34:03,439 --> 00:34:05,479
We have probably only one other person

923
00:34:05,489 --> 00:34:07,650
in the company who has this. So

924
00:34:07,660 --> 00:34:09,750
basically, um all of our

925
00:34:09,760 --> 00:34:12,110
designs, we would have to give them to an outside

926
00:34:12,119 --> 00:34:14,648
third party engineer to approve

927
00:34:14,659 --> 00:34:16,728
the plans, get the stamp that it's been looked

928
00:34:16,739 --> 00:34:17,820
over. Everything is good

929
00:34:18,079 --> 00:34:20,309
so we can now do that in house. So it's

930
00:34:20,320 --> 00:34:23,090
a really big deal. It's a pretty rigorous process.

931
00:34:23,657 --> 00:34:25,677
And she was also the first woman in

932
00:34:25,688 --> 00:34:27,677
company history to achieve this,

933
00:34:28,108 --> 00:34:30,148
which um is just really

934
00:34:30,157 --> 00:34:32,318
great and we really want to celebrate

935
00:34:32,329 --> 00:34:33,447
that, you know. So

936
00:34:33,947 --> 00:34:36,137
I wrote up this whole article recognizing

937
00:34:36,148 --> 00:34:36,849
her and it

938
00:34:37,259 --> 00:34:38,188
um you know,

939
00:34:38,949 --> 00:34:41,070
it, it goes just beyond the office,

940
00:34:41,079 --> 00:34:43,219
even though she technically works in the office.

941
00:34:43,228 --> 00:34:45,728
It's also those people who are dispersed

942
00:34:45,739 --> 00:34:48,168
all across the country who

943
00:34:48,769 --> 00:34:50,320
aren't necessarily

944
00:34:50,789 --> 00:34:52,849
um you know, working behind a computer

945
00:34:52,860 --> 00:34:55,010
screen that they can celebrate

946
00:34:55,019 --> 00:34:57,208
these successes and by creating that

947
00:34:57,219 --> 00:34:59,309
sort of environment, it really makes people

948
00:34:59,320 --> 00:35:01,489
feel like they belong. And that's

949
00:35:01,500 --> 00:35:03,708
been really important for us with talent

950
00:35:03,719 --> 00:35:04,369
retention.

951
00:35:04,898 --> 00:35:06,909
Absolutely. No, that's, that's really

952
00:35:06,918 --> 00:35:08,978
cool for starters. Um, just writing

953
00:35:08,989 --> 00:35:11,139
some of those, those stories and having a robust kind

954
00:35:11,148 --> 00:35:13,199
of kudos and recognition program for

955
00:35:13,208 --> 00:35:15,360
sure. But, you know, the other point that you made

956
00:35:15,369 --> 00:35:17,559
about the idea of, um bringing

957
00:35:17,570 --> 00:35:19,898
some of these more remote workers into the corporate

958
00:35:19,909 --> 00:35:22,309
sphere, just because we're, we are recognizing

959
00:35:22,320 --> 00:35:24,474
people that they know or we're giving them opportunities, these

960
00:35:24,485 --> 00:35:26,675
recognition. That's one of the biggest things

961
00:35:26,684 --> 00:35:28,784
that I've seen in a lot of the research that I've

962
00:35:28,793 --> 00:35:31,023
been doing about engaging front line workers is

963
00:35:31,034 --> 00:35:33,215
they will come for things like recognition,

964
00:35:33,224 --> 00:35:35,284
whether it's for their team or for them or

965
00:35:35,293 --> 00:35:37,394
for others. They like to celebrate, they like

966
00:35:37,405 --> 00:35:39,704
to feel part of the corporate whole. So that's drawing

967
00:35:39,715 --> 00:35:41,905
them in. Thank you for those thoughts, Tony.

968
00:35:41,914 --> 00:35:43,414
What about yourselves at TCP?

969
00:35:44,208 --> 00:35:46,320
Yeah. No fantastic uh points

970
00:35:46,329 --> 00:35:48,500
that you made Sarah. So for us,

971
00:35:48,510 --> 00:35:49,719
it's very similar,

972
00:35:50,000 --> 00:35:52,260
you know, what we've used the corner

973
00:35:52,269 --> 00:35:54,309
for is primarily

974
00:35:54,320 --> 00:35:56,809
to reach our blue collar employees,

975
00:35:56,820 --> 00:35:59,128
right? Our employees that are on the floor and

976
00:35:59,500 --> 00:36:01,628
what we've seen is we've done a lot of

977
00:36:01,639 --> 00:36:03,760
like employee spotlights. So we do

978
00:36:03,769 --> 00:36:05,869
videos where we interview employees

979
00:36:05,878 --> 00:36:07,929
and we ask them questions about what they do for

980
00:36:07,938 --> 00:36:09,969
work, you know, their personal life.

981
00:36:10,418 --> 00:36:12,639
And we've really seen people

982
00:36:12,648 --> 00:36:14,789
get excited and interact because, you know, we

983
00:36:14,800 --> 00:36:17,159
post these videos and then people from other plants

984
00:36:17,168 --> 00:36:19,639
to different parts of the world, respond,

985
00:36:19,648 --> 00:36:22,050
engaging and into s's point.

986
00:36:22,059 --> 00:36:24,510
It really does foster a sense

987
00:36:24,519 --> 00:36:26,478
of community belonging

988
00:36:26,739 --> 00:36:28,760
and that what they do matters, right?

989
00:36:28,769 --> 00:36:31,219
Because so then the rest of the organization, their

990
00:36:31,228 --> 00:36:33,349
name is out there like a colleague, Chad

991
00:36:33,360 --> 00:36:35,635
Hayes, for example, in one of our Battle Creek

992
00:36:35,644 --> 00:36:37,744
sites, um he's constantly

993
00:36:37,753 --> 00:36:39,945
posting on the corner, you know, he, his name

994
00:36:39,954 --> 00:36:41,954
is out there. He's, we've done an interview with

995
00:36:41,965 --> 00:36:44,155
him. So I mean, that stuff is important.

996
00:36:44,164 --> 00:36:46,235
People want to know that what they

997
00:36:46,244 --> 00:36:48,885
do is important. They wanna know that they're

998
00:36:48,894 --> 00:36:50,925
recognized and not just that employee,

999
00:36:50,934 --> 00:36:53,164
but also that employees peers. So

1000
00:36:53,175 --> 00:36:55,253
you know, that employee's peer at Battle Creek, they

1001
00:36:55,264 --> 00:36:57,394
see that, oh, you know, the the company

1002
00:36:57,405 --> 00:36:59,474
is recognizing what our colleague um

1003
00:37:00,010 --> 00:37:02,070
Chad Hayes is doing um why

1004
00:37:02,079 --> 00:37:03,070
it's so important.

1005
00:37:03,349 --> 00:37:06,309
So that definitely that visibility

1006
00:37:06,320 --> 00:37:08,458
that the coroner has given is

1007
00:37:08,469 --> 00:37:10,469
definitely been important also

1008
00:37:10,478 --> 00:37:12,889
since we have employees in plants

1009
00:37:12,898 --> 00:37:15,199
throughout the entire world, a lot of people didn't

1010
00:37:15,208 --> 00:37:17,688
know each other. And so now with the coroner

1011
00:37:17,699 --> 00:37:19,860
being able to have employees post, we

1012
00:37:19,869 --> 00:37:22,099
have something called the water cooler, right? Where people

1013
00:37:22,110 --> 00:37:24,110
post photos of vacations,

1014
00:37:24,309 --> 00:37:27,300
they post photos of their personal achievements.

1015
00:37:27,309 --> 00:37:29,530
Um you know, their grandchildren got married and

1016
00:37:29,539 --> 00:37:32,500
so people are able to foster those relationships

1017
00:37:32,760 --> 00:37:34,780
um via the corner now,

1018
00:37:34,789 --> 00:37:37,000
whereas before, there really was no

1019
00:37:37,030 --> 00:37:39,128
platform that everyone was on.

1020
00:37:39,449 --> 00:37:41,179
And so there's that and then also

1021
00:37:41,728 --> 00:37:42,340
the

1022
00:37:42,619 --> 00:37:44,958
like we have like the anniversaries widget,

1023
00:37:44,969 --> 00:37:47,188
the birthday widget and that's built into

1024
00:37:47,199 --> 00:37:49,300
igloo, which is really nice because,

1025
00:37:49,309 --> 00:37:51,429
you know, people can recognize each other

1026
00:37:51,449 --> 00:37:53,708
can see when you know, someone's celebrating.

1027
00:37:53,719 --> 00:37:55,969
Like, like I mentioned for a TC,

1028
00:37:55,978 --> 00:37:58,000
we have some employees that have been working here for

1029
00:37:58,010 --> 00:38:00,570
40 years. So we're able to recognize employees,

1030
00:38:00,579 --> 00:38:02,590
we're able to call out special

1031
00:38:02,599 --> 00:38:04,820
achievements like that. Um So

1032
00:38:04,914 --> 00:38:07,054
yeah, it's super important for employee retention

1033
00:38:07,063 --> 00:38:09,164
um especially for blue collar employees. They

1034
00:38:09,175 --> 00:38:11,813
definitely want to know that their work is recognized

1035
00:38:11,824 --> 00:38:13,894
and that they are someone in the

1036
00:38:13,905 --> 00:38:14,664
community.

1037
00:38:14,925 --> 00:38:15,715
And so

1038
00:38:16,184 --> 00:38:18,614
corner has been huge for that because before

1039
00:38:18,644 --> 00:38:20,934
what we really were using to communicate

1040
00:38:20,945 --> 00:38:22,974
with everyone was linkedin and

1041
00:38:22,985 --> 00:38:25,034
linkedin is great. It's more external though

1042
00:38:25,043 --> 00:38:27,135
it's not really too much uh for

1043
00:38:27,144 --> 00:38:28,135
employees. So

1044
00:38:28,590 --> 00:38:30,728
uh some of the plants had individual Facebook

1045
00:38:30,739 --> 00:38:32,989
groups, but of course, that only will reach

1046
00:38:33,000 --> 00:38:35,228
that uh plants employees, right?

1047
00:38:35,239 --> 00:38:37,989
So that's why the corner has been very instrumental

1048
00:38:38,000 --> 00:38:40,059
in really helping us

1049
00:38:40,070 --> 00:38:42,320
foster a sense of community within all

1050
00:38:42,329 --> 00:38:44,530
of our plants, within all of TC

1051
00:38:44,539 --> 00:38:46,635
packaging. So it's been huge. It really

1052
00:38:46,644 --> 00:38:49,114
has. That's wonderful. And certainly,

1053
00:38:49,125 --> 00:38:51,284
yeah, those, those small celebrations,

1054
00:38:51,293 --> 00:38:53,753
those profiles, those methods of inclusion,

1055
00:38:53,905 --> 00:38:55,994
really help um create that overall

1056
00:38:56,003 --> 00:38:58,114
sense of satisfaction and, and you

1057
00:38:58,125 --> 00:39:00,125
know, keep employees uh happier and of

1058
00:39:00,135 --> 00:39:02,003
course happier employees will stay with us,

1059
00:39:02,449 --> 00:39:04,708
gonna pivot for a second if we can

1060
00:39:04,719 --> 00:39:07,389
and talk about um communications.

1061
00:39:07,398 --> 00:39:09,750
So in, in, in the presentation I gave earlier,

1062
00:39:09,760 --> 00:39:11,889
we talked about making sure folks have

1063
00:39:11,898 --> 00:39:14,398
anything like from shift schedules, packaging

1064
00:39:14,409 --> 00:39:16,469
quotas, uh new procedures, whatever

1065
00:39:16,478 --> 00:39:18,590
the case may be uh in their hands.

1066
00:39:18,599 --> 00:39:20,188
But also they need to,

1067
00:39:20,699 --> 00:39:22,949
they need to look at corporate communications.

1068
00:39:22,958 --> 00:39:24,958
They want to know what's going on,

1069
00:39:25,119 --> 00:39:27,228
um coming from head office or coming

1070
00:39:27,239 --> 00:39:29,398
from their team leader or coming from,

1071
00:39:29,590 --> 00:39:31,860
um you know, they want to know about industry news,

1072
00:39:31,869 --> 00:39:34,489
whatever the case may be successes of the organization.

1073
00:39:34,688 --> 00:39:36,929
How are you folks handling corporate communications,

1074
00:39:36,938 --> 00:39:37,969
Tony? We'll start with you.

1075
00:39:38,840 --> 00:39:41,119
Sure. So we have a packaging

1076
00:39:41,128 --> 00:39:43,300
newsroom where essentially we post

1077
00:39:43,309 --> 00:39:45,840
all of our organizational announcements. So anything

1078
00:39:45,849 --> 00:39:48,030
that is cascaded to everyone,

1079
00:39:48,039 --> 00:39:50,719
uh messages from the CEO from

1080
00:39:50,728 --> 00:39:53,128
our senior vice presidents of operations,

1081
00:39:53,228 --> 00:39:55,320
all those messages get cascaded

1082
00:39:55,329 --> 00:39:57,469
through our corporate communications

1083
00:39:57,478 --> 00:39:59,668
channel. And so it's important

1084
00:39:59,679 --> 00:40:02,148
because before a lot of these hourly

1085
00:40:02,159 --> 00:40:04,489
workers that don't have company email,

1086
00:40:04,530 --> 00:40:06,668
there really was no place for them to get this

1087
00:40:06,679 --> 00:40:08,860
information. It was really essentially

1088
00:40:08,869 --> 00:40:11,070
word of mouth. But now with the app,

1089
00:40:11,079 --> 00:40:13,570
um there was workstations at the plants,

1090
00:40:13,579 --> 00:40:15,668
they're able to log into the corner, they're able to

1091
00:40:15,679 --> 00:40:17,869
consume this content just like their

1092
00:40:17,878 --> 00:40:19,978
peers, the white collar workers. So they definitely

1093
00:40:19,989 --> 00:40:22,010
feel more included.

1094
00:40:22,030 --> 00:40:24,349
Um like they are being um

1095
00:40:24,360 --> 00:40:26,389
like they're able to get the information

1096
00:40:26,398 --> 00:40:28,478
firsthand because as we know,

1097
00:40:28,659 --> 00:40:30,708
a lot of times these workers get

1098
00:40:30,719 --> 00:40:32,898
their information, second hand word of mouth and

1099
00:40:33,128 --> 00:40:35,320
uh it's not the best way to make

1100
00:40:35,329 --> 00:40:37,340
employees feel like they're part of an organization

1101
00:40:37,349 --> 00:40:39,478
that they're really important. So for

1102
00:40:39,489 --> 00:40:41,599
us being able to have a platform

1103
00:40:41,610 --> 00:40:43,260
now that reaches everyone

1104
00:40:43,550 --> 00:40:44,989
is hu has been huge.

1105
00:40:45,519 --> 00:40:47,679
Awesome. Yeah. And you mentioned, of course, using

1106
00:40:47,688 --> 00:40:49,699
the mobile application so these workers can get

1107
00:40:49,708 --> 00:40:51,789
these uh notifications where

1108
00:40:51,800 --> 00:40:53,809
they're at as opposed to having

1109
00:40:53,820 --> 00:40:55,909
to um go as you say by word of mouth

1110
00:40:55,918 --> 00:40:58,030
or whatever the case may be. So fantastic

1111
00:40:58,039 --> 00:41:00,349
point there, Sierra, what about yourselves?

1112
00:41:00,719 --> 00:41:02,719
Yeah, so I really

1113
00:41:02,889 --> 00:41:04,949
understand exactly what you meant, Tony,

1114
00:41:04,958 --> 00:41:07,159
when you said that, you know, our dustless

1115
00:41:07,168 --> 00:41:09,438
employees used to just get

1116
00:41:09,449 --> 00:41:11,739
this information by word of mouth. It was the same

1117
00:41:11,750 --> 00:41:12,458
thing at a hearn

1118
00:41:13,389 --> 00:41:15,429
and we've really

1119
00:41:15,438 --> 00:41:17,478
um been able to

1120
00:41:17,489 --> 00:41:19,679
do better with just getting them

1121
00:41:19,688 --> 00:41:21,840
the information firsthand like you said.

1122
00:41:21,849 --> 00:41:23,918
So we definitely have

1123
00:41:23,929 --> 00:41:26,550
dealt with that same issue in our organization.

1124
00:41:27,059 --> 00:41:29,280
I think outside of that, the biggest

1125
00:41:29,289 --> 00:41:31,619
thing that I've noticed has shifted

1126
00:41:31,628 --> 00:41:33,889
in terms of corporate communications

1127
00:41:34,360 --> 00:41:36,539
is now there's really an avenue

1128
00:41:36,550 --> 00:41:38,840
for that two way communication

1129
00:41:38,849 --> 00:41:40,958
with these um you know, more

1130
00:41:40,969 --> 00:41:43,349
business information that we're putting out there

1131
00:41:44,090 --> 00:41:46,530
in a hearn. I think we have a very um

1132
00:41:46,780 --> 00:41:49,199
large culture of transparency.

1133
00:41:49,409 --> 00:41:51,679
Uh Similarly to transcontinental, we

1134
00:41:51,688 --> 00:41:52,349
have

1135
00:41:52,769 --> 00:41:55,010
um different channels um for

1136
00:41:55,019 --> 00:41:57,510
like all areas of the business kind of where they can post

1137
00:41:57,519 --> 00:41:59,530
updates. Whereas before it was maybe just a

1138
00:41:59,539 --> 00:42:01,110
memo that nobody read

1139
00:42:01,648 --> 00:42:03,760
now we have all of these channels

1140
00:42:03,769 --> 00:42:06,010
for different management committee

1141
00:42:06,019 --> 00:42:08,208
members where all of our, you know, most senior

1142
00:42:08,219 --> 00:42:10,128
leaders, the executive committee

1143
00:42:10,570 --> 00:42:13,280
and once a month they post an update

1144
00:42:13,289 --> 00:42:15,429
to these channels. And

1145
00:42:15,840 --> 00:42:17,500
that really um

1146
00:42:18,329 --> 00:42:21,458
kind of adds to our culture of transparency,

1147
00:42:21,889 --> 00:42:24,309
but it allows people to ask questions

1148
00:42:24,320 --> 00:42:26,429
on these articles. And before

1149
00:42:26,438 --> 00:42:29,030
there was no way for them to do that, now

1150
00:42:29,039 --> 00:42:31,309
anyone can ask any sort of question

1151
00:42:31,320 --> 00:42:32,110
that they have

1152
00:42:32,809 --> 00:42:34,989
and um get

1153
00:42:35,000 --> 00:42:37,199
an answer immediately. So that's

1154
00:42:37,208 --> 00:42:39,219
been really, really great for us

1155
00:42:39,228 --> 00:42:41,659
in terms of corporate communication.

1156
00:42:42,250 --> 00:42:44,688
I really love that. The idea that there

1157
00:42:44,699 --> 00:42:46,708
can be a dialogue uh granted,

1158
00:42:46,719 --> 00:42:48,728
not with every corporate announcement. Can there

1159
00:42:48,739 --> 00:42:50,769
be a dialogue? Sometimes it's just, here's the

1160
00:42:50,780 --> 00:42:53,110
news consume it, please. But you can

1161
00:42:53,159 --> 00:42:55,228
get some things that are released and people

1162
00:42:55,239 --> 00:42:57,570
can ask questions, people can provide

1163
00:42:57,579 --> 00:42:59,639
commentary and again, feel included.

1164
00:42:59,648 --> 00:43:00,590
I think that's awesome.

1165
00:43:01,000 --> 00:43:03,110
Um Now we do have a question that's come

1166
00:43:03,119 --> 00:43:05,458
in and uh II I did want to deviate

1167
00:43:05,469 --> 00:43:07,570
for just a second because we were on that subject and

1168
00:43:07,579 --> 00:43:10,168
Tony, I'm gonna ask you this one first. Great question.

1169
00:43:10,438 --> 00:43:12,458
Um Do you have a hard time getting de less

1170
00:43:12,469 --> 00:43:14,639
workers to download the mobile app? Um

1171
00:43:14,648 --> 00:43:17,010
Ours don't want to put it on their personal devices

1172
00:43:17,019 --> 00:43:19,030
and just, you know, some thoughts on that and maybe some

1173
00:43:19,039 --> 00:43:20,378
tips if you can provide any.

1174
00:43:21,000 --> 00:43:23,079
Yeah, you know, for sure. That's actually a great

1175
00:43:23,090 --> 00:43:25,340
one. And it's totally understandable. And

1176
00:43:25,349 --> 00:43:27,418
so, for example, uh the first,

1177
00:43:27,429 --> 00:43:28,090
um,

1178
00:43:28,458 --> 00:43:30,628
plant that we launched the corner at was

1179
00:43:30,639 --> 00:43:32,639
with TC, New Zealand. And

1180
00:43:32,648 --> 00:43:35,409
initially, a lot of the older workforce

1181
00:43:35,478 --> 00:43:37,489
that had been with the company for a long time were

1182
00:43:37,500 --> 00:43:39,688
very reluctant to want to download the corner

1183
00:43:39,699 --> 00:43:41,719
app. But as people

1184
00:43:41,728 --> 00:43:43,780
started talking more and more, there was

1185
00:43:43,789 --> 00:43:46,179
word of mouth, we had lunch and learns

1186
00:43:46,199 --> 00:43:48,239
where we would actually show people how

1187
00:43:48,250 --> 00:43:50,340
to use the app via team. We'd have

1188
00:43:50,349 --> 00:43:52,639
meetings with people. People were then able

1189
00:43:52,648 --> 00:43:55,199
to be more comfortable using the app.

1190
00:43:55,208 --> 00:43:57,239
And honestly, one big thing that we noticed

1191
00:43:57,250 --> 00:43:59,340
is it's kind of the fear of missing out, right

1192
00:43:59,349 --> 00:44:01,510
fo So once these employees, a lot

1193
00:44:01,519 --> 00:44:03,679
of these employees were seeing that, ok, you

1194
00:44:03,688 --> 00:44:05,840
know, um Mike John and and

1195
00:44:05,849 --> 00:44:08,320
Henry are getting information that we're not getting,

1196
00:44:08,398 --> 00:44:10,679
they felt like they kind of had to download

1197
00:44:10,800 --> 00:44:12,978
um the corner to be able

1198
00:44:12,989 --> 00:44:15,148
to keep up with everything that was going

1199
00:44:15,159 --> 00:44:17,228
on. Um And also employees

1200
00:44:17,239 --> 00:44:19,500
can directly from the mobile app, post

1201
00:44:19,510 --> 00:44:21,559
photos from like their company events and

1202
00:44:21,570 --> 00:44:23,889
things. So that's huge uh that

1203
00:44:23,909 --> 00:44:24,579
um

1204
00:44:24,840 --> 00:44:26,978
his ability to be able to, to make

1205
00:44:26,989 --> 00:44:29,099
posts like that on the fly. And also

1206
00:44:29,418 --> 00:44:31,539
um just knowing that

1207
00:44:31,760 --> 00:44:33,938
what you're downloading is not gonna

1208
00:44:33,949 --> 00:44:36,030
and this is something that this is a lot

1209
00:44:36,039 --> 00:44:38,050
of training that we have to give a lot of

1210
00:44:38,059 --> 00:44:40,409
um information that we have to give in these training is

1211
00:44:40,599 --> 00:44:42,769
letting people know just because you're downloading

1212
00:44:42,780 --> 00:44:44,969
the corner app that has nothing to do with

1213
00:44:44,978 --> 00:44:47,168
us being able to see anything on your device

1214
00:44:47,179 --> 00:44:49,188
because a security is a huge thing and I'm sure

1215
00:44:49,199 --> 00:44:49,898
it is for you to

1216
00:44:50,208 --> 00:44:52,478
people. Yeah, people are like, oh my

1217
00:44:52,489 --> 00:44:54,590
God, I'm gonna download the corner and then our company is gonna

1218
00:44:54,599 --> 00:44:56,869
be able to see everything. Like first of all the corner, it's,

1219
00:44:57,110 --> 00:44:59,159
it's igloo and second of all, they're not gonna be able

1220
00:44:59,168 --> 00:45:01,369
to see anything on your phone. So there's

1221
00:45:01,378 --> 00:45:03,489
a lot of learnings because a lot of these, I mean,

1222
00:45:03,500 --> 00:45:04,619
I'm sure, you know, c,

1223
00:45:05,039 --> 00:45:07,320
you know, people probably

1224
00:45:07,329 --> 00:45:09,329
in our generation, ok, this app is not

1225
00:45:09,340 --> 00:45:11,489
going to give you ability to do that. But the old

1226
00:45:11,500 --> 00:45:13,599
generation, like our parents, they have

1227
00:45:13,610 --> 00:45:15,659
no idea they think by downloading

1228
00:45:15,668 --> 00:45:17,668
this app now, you know, TC

1229
00:45:17,679 --> 00:45:19,958
can see everything that we're doing on our tablets

1230
00:45:19,969 --> 00:45:22,000
computers. So it's

1231
00:45:22,010 --> 00:45:24,309
honestly a lot of training, a lot of talking to people,

1232
00:45:24,320 --> 00:45:25,760
a lot of education,

1233
00:45:26,090 --> 00:45:26,840
um,

1234
00:45:27,188 --> 00:45:29,800
and that needs to be kind of reiterated and

1235
00:45:30,250 --> 00:45:32,320
in order for people to be able to really feel

1236
00:45:32,329 --> 00:45:34,530
comfortable to download the app and start using

1237
00:45:34,539 --> 00:45:36,398
it. So that's a great question. Right.

1238
00:45:36,780 --> 00:45:38,809
Yeah, absolutely. And well, and you, you

1239
00:45:38,820 --> 00:45:40,909
also made a really good point there as well. You know, you

1240
00:45:40,918 --> 00:45:42,978
talked about, uh, Fomo, that sort of

1241
00:45:42,989 --> 00:45:45,289
thing, you know, that fear of missing out, but making

1242
00:45:45,300 --> 00:45:47,340
it worth their while right. If people

1243
00:45:47,349 --> 00:45:49,679
see it as just a, a tool

1244
00:45:49,688 --> 00:45:51,699
and you mentioned the idea and people will do

1245
00:45:51,708 --> 00:45:53,860
it. I've, I've, I've seen this before. Uh

1246
00:45:53,869 --> 00:45:55,869
you know. Oh, well, they, it's just a work

1247
00:45:55,878 --> 00:45:57,840
thing. Um totally

1248
00:45:58,769 --> 00:46:00,889
can see where there would be some reluctance, but

1249
00:46:00,898 --> 00:46:03,269
if you can make it worth their while in other things,

1250
00:46:03,280 --> 00:46:05,309
certainly that can uh help. And

1251
00:46:05,320 --> 00:46:07,449
you mentioned the idea of like uploading photos from

1252
00:46:07,458 --> 00:46:09,550
company events, things like that. Again, going

1253
00:46:09,559 --> 00:46:11,648
back to that, that level of inclusion. Uh

1254
00:46:11,659 --> 00:46:13,909
we actually had a customer uh that

1255
00:46:13,918 --> 00:46:16,188
implemented a while back and they

1256
00:46:16,239 --> 00:46:18,250
were manufacturing customer, they actually went

1257
00:46:18,260 --> 00:46:20,389
out into the field and not everybody can do this.

1258
00:46:20,398 --> 00:46:22,510
I understand this, but they went out into the

1259
00:46:22,519 --> 00:46:24,969
field. They had a little team for the mobile application,

1260
00:46:24,978 --> 00:46:27,449
they went out into the field and uh went

1261
00:46:27,458 --> 00:46:29,809
to them manufacturing facilities and did in person

1262
00:46:29,820 --> 00:46:32,228
luncheon learns and and log the app onto

1263
00:46:32,239 --> 00:46:34,619
on people's phones. Sometimes there's technological

1264
00:46:34,628 --> 00:46:36,688
challenges as well. So I thought that was really

1265
00:46:36,699 --> 00:46:38,929
good, Sierra, you came off mute. I know you wanted

1266
00:46:38,938 --> 00:46:41,039
to jump in. I don't need to be so wordy, fire

1267
00:46:41,050 --> 00:46:43,728
away. Oh, that's OK. I just

1268
00:46:44,478 --> 00:46:47,059
Tony, I love what you said about

1269
00:46:47,070 --> 00:46:49,449
our, you know, our more experienced workers

1270
00:46:49,458 --> 00:46:51,869
being unsure about adding

1271
00:46:51,878 --> 00:46:54,019
these this app and you know,

1272
00:46:54,030 --> 00:46:56,148
utilizing igloo because they're concerned

1273
00:46:56,159 --> 00:46:58,309
about, you know, security.

1274
00:46:58,320 --> 00:47:00,550
We have dealt with that. It, that

1275
00:47:00,559 --> 00:47:02,889
was honestly like such a resistance

1276
00:47:02,898 --> 00:47:03,958
that we had. So,

1277
00:47:04,610 --> 00:47:06,829
yeah, I can see how we also have,

1278
00:47:06,840 --> 00:47:09,349
you know, a, a very experienced population

1279
00:47:09,360 --> 00:47:11,409
longevity within our employees. And that was

1280
00:47:11,418 --> 00:47:13,898
a big hurdle. I love this question,

1281
00:47:13,909 --> 00:47:16,639
Stephanie. And I think it's really

1282
00:47:16,648 --> 00:47:18,280
interesting because

1283
00:47:18,610 --> 00:47:19,918
it sounds like a

1284
00:47:20,309 --> 00:47:22,309
hearn has taken a very different approach to

1285
00:47:22,320 --> 00:47:22,840
this

1286
00:47:23,179 --> 00:47:25,478
than Transcontinental did.

1287
00:47:25,559 --> 00:47:26,280
So

1288
00:47:26,579 --> 00:47:29,010
we have implemented

1289
00:47:29,360 --> 00:47:30,000
um

1290
00:47:30,559 --> 00:47:32,398
our digital workplace

1291
00:47:32,820 --> 00:47:34,869
in terms of safety so

1292
00:47:34,878 --> 00:47:36,958
that people have to use it

1293
00:47:36,969 --> 00:47:39,320
rather than just um you know, don't

1294
00:47:39,329 --> 00:47:41,619
miss out, we have all

1295
00:47:41,628 --> 00:47:43,918
of these safety like toolbox

1296
00:47:43,929 --> 00:47:46,369
talks and safety trainings

1297
00:47:46,958 --> 00:47:49,139
that we house on

1298
00:47:49,148 --> 00:47:51,478
our digital workplace. And it is

1299
00:47:51,489 --> 00:47:53,398
required by the company

1300
00:47:53,809 --> 00:47:55,898
that our desk less employees

1301
00:47:55,909 --> 00:47:58,320
are looking at these trainings

1302
00:47:58,489 --> 00:48:00,668
for like OSHA requirements.

1303
00:48:00,679 --> 00:48:02,969
And we, we have to be able to prove that

1304
00:48:03,228 --> 00:48:05,239
they have been doing these safety

1305
00:48:05,250 --> 00:48:07,800
trainings and you know, using

1306
00:48:07,809 --> 00:48:10,188
the activity feature on igloo, that's

1307
00:48:10,199 --> 00:48:12,340
how we track it. So we have

1308
00:48:12,349 --> 00:48:14,070
kind of taken the different approach and

1309
00:48:14,878 --> 00:48:17,099
almost mandating that

1310
00:48:17,110 --> 00:48:19,750
our desk list workers use it in that capacity.

1311
00:48:19,760 --> 00:48:22,099
Now getting them engaged

1312
00:48:22,139 --> 00:48:24,570
is a different story and creating,

1313
00:48:24,878 --> 00:48:26,958
you know, that we, we won't, don't just want

1314
00:48:26,969 --> 00:48:29,090
them going on it because they have to, we want them

1315
00:48:29,099 --> 00:48:30,219
to want to go on it.

1316
00:48:30,780 --> 00:48:31,349
Um

1317
00:48:31,909 --> 00:48:34,228
But that is really, yeah, we,

1318
00:48:34,239 --> 00:48:34,949
we have

1319
00:48:35,280 --> 00:48:37,780
kind of got them on the app

1320
00:48:38,860 --> 00:48:41,059
by tying safety to it.

1321
00:48:41,110 --> 00:48:43,148
So if that's something that your

1322
00:48:43,159 --> 00:48:45,329
organization deals with, that might be

1323
00:48:45,340 --> 00:48:47,438
a really good way to kind of implement it and get more

1324
00:48:47,449 --> 00:48:48,148
people

1325
00:48:48,418 --> 00:48:50,039
on, on the app.

1326
00:48:50,489 --> 00:48:52,648
Absolutely. And again, you know, the idea

1327
00:48:52,659 --> 00:48:54,878
of showing the benefit in this case, the benefit

1328
00:48:54,889 --> 00:48:57,070
is you need to because of

1329
00:48:57,079 --> 00:48:59,099
safety, right, to put it very bluntly.

1330
00:48:59,269 --> 00:49:01,269
Um But you can also create

1331
00:49:01,280 --> 00:49:03,289
other benefits uh beyond

1332
00:49:03,300 --> 00:49:05,378
that. But, you know, getting that initial touch point.

1333
00:49:05,389 --> 00:49:07,628
Yeah. Thank you, Stephanie for the question. I thought it was

1334
00:49:07,639 --> 00:49:09,659
a, a really timely question

1335
00:49:09,668 --> 00:49:11,840
considering what we were talking about and

1336
00:49:11,878 --> 00:49:14,228
uh I knew our panelists would have a lot of good thoughts there.

1337
00:49:14,500 --> 00:49:16,599
Um We're getting a little short on time.

1338
00:49:16,610 --> 00:49:18,639
Uh Please do feel free to ask any other

1339
00:49:18,648 --> 00:49:20,820
questions in Q and A as we're going along. I did

1340
00:49:20,829 --> 00:49:23,059
have, I think maybe one more question for

1341
00:49:23,070 --> 00:49:25,239
you folks and sir, you touched

1342
00:49:25,250 --> 00:49:27,489
on this a little bit when you talked about safety.

1343
00:49:27,679 --> 00:49:29,909
Uh And you know, we, we talked about it with corporate

1344
00:49:29,918 --> 00:49:31,958
communications. How are you folks dealing with

1345
00:49:31,969 --> 00:49:34,050
that policy, compliance and awareness?

1346
00:49:34,059 --> 00:49:36,438
How are you seeing that in, in the manufacturing

1347
00:49:36,449 --> 00:49:37,280
context?

1348
00:49:37,570 --> 00:49:40,054
Yes, good question. So, so

1349
00:49:40,074 --> 00:49:42,074
I think that um being

1350
00:49:42,083 --> 00:49:44,155
in the industry that we are in, we have

1351
00:49:44,644 --> 00:49:46,724
so many different rules and regulations that

1352
00:49:46,735 --> 00:49:48,985
we have to follow. So for every

1353
00:49:48,994 --> 00:49:50,244
state, every

1354
00:49:50,523 --> 00:49:52,695
um individual municipality we work

1355
00:49:52,704 --> 00:49:55,244
in individual job site, um

1356
00:49:55,454 --> 00:49:57,925
there are very specific requirements

1357
00:49:57,934 --> 00:49:58,635
and

1358
00:49:59,063 --> 00:50:01,284
um you know, if it's health care,

1359
00:50:01,293 --> 00:50:03,364
our employees might be required to have a flu shot

1360
00:50:03,375 --> 00:50:04,523
on file with

1361
00:50:04,958 --> 00:50:07,039
the health care system that they're working at, on

1362
00:50:07,050 --> 00:50:09,219
the job site. So we really

1363
00:50:09,228 --> 00:50:11,820
utilize um our digital workplace

1364
00:50:11,829 --> 00:50:14,469
to have all of those policies

1365
00:50:14,478 --> 00:50:16,519
in exactly one place so

1366
00:50:16,530 --> 00:50:18,628
that they know exactly where, where to go.

1367
00:50:18,639 --> 00:50:20,648
It makes them more efficient because they're

1368
00:50:20,659 --> 00:50:22,929
not looking for this information. They can just

1369
00:50:22,938 --> 00:50:24,458
start their day by

1370
00:50:24,969 --> 00:50:27,289
finding it going there. Boom, done.

1371
00:50:27,300 --> 00:50:29,478
Now, they're hard at work. Um

1372
00:50:29,489 --> 00:50:30,610
And that's been great.

1373
00:50:31,128 --> 00:50:33,489
I'm try, I'm trying to be quick. I don't wanna make

1374
00:50:33,500 --> 00:50:35,610
a go over sorry guys. But

1375
00:50:35,619 --> 00:50:37,849
um I will just say one other thing on this point, I think

1376
00:50:37,860 --> 00:50:40,070
that we're a very process

1377
00:50:40,079 --> 00:50:42,708
driven company as well and

1378
00:50:43,260 --> 00:50:45,280
we um do

1379
00:50:45,289 --> 00:50:47,478
a lot of succession planning, but I think part

1380
00:50:47,489 --> 00:50:50,228
of that is documenting all of our procedures.

1381
00:50:50,239 --> 00:50:52,280
So if we do have any sort

1382
00:50:52,289 --> 00:50:53,840
of employee turnover,

1383
00:50:54,110 --> 00:50:56,378
all of those processes are really clearly

1384
00:50:56,389 --> 00:50:58,719
documented. So if somebody

1385
00:50:58,889 --> 00:51:00,929
um it this does not happen often,

1386
00:51:00,938 --> 00:51:03,309
but if say somebody were to leave abruptly,

1387
00:51:03,320 --> 00:51:05,449
we won't be left scrambling because

1388
00:51:05,458 --> 00:51:07,989
everything is documented in our wiki articles

1389
00:51:08,000 --> 00:51:09,929
and we have those procedures in place and

1390
00:51:10,188 --> 00:51:12,570
it's become an expectation that we document

1391
00:51:12,579 --> 00:51:14,039
those procedures. So

1392
00:51:14,320 --> 00:51:16,610
um that is how we've really

1393
00:51:16,619 --> 00:51:18,648
implemented that and having it

1394
00:51:18,659 --> 00:51:20,820
just in that one spot has been really great for us.

1395
00:51:21,128 --> 00:51:22,179
Awesome. Thank you, Sah

1396
00:51:23,000 --> 00:51:24,329
Tony. What about yourselves?

1397
00:51:25,010 --> 00:51:27,110
Exactly? Very similar to what Sierra

1398
00:51:27,119 --> 00:51:29,199
said for us. Safety is huge being

1399
00:51:29,208 --> 00:51:30,510
a manufacturing company.

1400
00:51:30,878 --> 00:51:32,958
Um So, you know, anytime a new

1401
00:51:32,969 --> 00:51:35,119
policy gets added, we add it to

1402
00:51:35,128 --> 00:51:37,840
our policy, our wiki policy

1403
00:51:37,849 --> 00:51:40,059
that we have. Um and

1404
00:51:40,119 --> 00:51:42,309
you know, having that single source of truth has been very

1405
00:51:42,320 --> 00:51:44,458
important, having employees know, ok,

1406
00:51:44,469 --> 00:51:46,500
you know, if there's anything we're unsure of, you

1407
00:51:46,510 --> 00:51:48,590
know, we can go to this location and we know that it's

1408
00:51:48,599 --> 00:51:50,628
gonna be up to date. We always put, you

1409
00:51:50,639 --> 00:51:52,789
know, the updated version when it was updated

1410
00:51:52,800 --> 00:51:53,429
by who?

1411
00:51:53,849 --> 00:51:55,969
Um so that for us has been really

1412
00:51:55,978 --> 00:51:58,059
important um in order to

1413
00:51:58,070 --> 00:52:00,070
be able to keep everyone safe.

1414
00:52:00,090 --> 00:52:02,280
Um and I did mention hr

1415
00:52:02,289 --> 00:52:04,750
is something we wanna start putting some hr

1416
00:52:04,760 --> 00:52:06,929
policies on there as well. Um

1417
00:52:06,938 --> 00:52:09,219
But I think seeing the success we've had

1418
00:52:09,228 --> 00:52:11,619
with safety, uh being able to keep our employees

1419
00:52:11,628 --> 00:52:13,030
safe up to date more

1420
00:52:13,500 --> 00:52:14,708
on everything and also

1421
00:52:15,110 --> 00:52:17,119
getting notified every time something has been

1422
00:52:17,128 --> 00:52:19,648
changed or updated, you know, having that ability

1423
00:52:19,659 --> 00:52:21,699
to send that notification out has been

1424
00:52:21,708 --> 00:52:23,949
huge. Uh So employees aren't

1425
00:52:23,958 --> 00:52:26,110
missing these important updates and they're

1426
00:52:26,119 --> 00:52:28,139
not overlooking things because we

1427
00:52:28,148 --> 00:52:30,349
all know in our emails when people get email

1428
00:52:30,360 --> 00:52:32,550
and they get bombarded by emails, right? So,

1429
00:52:32,699 --> 00:52:34,849
um being able to have the app send

1430
00:52:34,860 --> 00:52:36,889
out notifications every time things get

1431
00:52:36,898 --> 00:52:39,228
updated added has been really important

1432
00:52:39,239 --> 00:52:41,438
for us. So very similar to what sir, I said.

1433
00:52:42,079 --> 00:52:44,168
That's awesome. Yeah, definitely. Um

1434
00:52:44,260 --> 00:52:46,340
Being able to, and you keep using

1435
00:52:46,349 --> 00:52:48,570
the phrase source of truth and I think that's fantastic

1436
00:52:48,579 --> 00:52:50,769
because that's exactly what it is. You know, it rolls back

1437
00:52:50,780 --> 00:52:52,889
to the idea we talked about on boarding, we talked

1438
00:52:52,898 --> 00:52:55,079
about training, making sure people understand

1439
00:52:55,090 --> 00:52:57,360
that this is a source of truth and then making

1440
00:52:57,369 --> 00:52:59,449
sure that our policies are in there and up to date.

1441
00:52:59,458 --> 00:53:01,728
So we're not seeing, um, you

1442
00:53:01,739 --> 00:53:03,969
know, word of mouth changes to those policies

1443
00:53:03,978 --> 00:53:06,519
or we're not seeing, you know, heaven forbid in the,

1444
00:53:06,699 --> 00:53:09,070
uh in, in the the lunchroom on a production

1445
00:53:09,079 --> 00:53:11,898
floor someplace. Here's this policy from 1996

1446
00:53:11,909 --> 00:53:13,938
that nobody's bothered to take down yet because we haven't

1447
00:53:13,949 --> 00:53:16,309
painted in a while, that sort of thing. Um

1448
00:53:16,320 --> 00:53:18,659
So yeah, there's definitely a lot that can be learned

1449
00:53:18,668 --> 00:53:19,639
uh from that

1450
00:53:19,978 --> 00:53:22,039
um Lightning round

1451
00:53:22,050 --> 00:53:24,059
uh real quick. We're, we're, we're just down to the

1452
00:53:24,070 --> 00:53:26,208
last little bit of it. Uh Folks, if you do have Q

1453
00:53:26,219 --> 00:53:28,510
and A do feel free to ask. But Lightning round

1454
00:53:28,519 --> 00:53:30,610
just general thoughts on front line

1455
00:53:30,619 --> 00:53:33,000
worker unification. Um Sierra.

1456
00:53:33,010 --> 00:53:35,619
Go ahead. Yes. So

1457
00:53:35,628 --> 00:53:37,958
I mentioned safety with Stephanie's question. Safety

1458
00:53:37,969 --> 00:53:40,039
is the most important thing we do. So I would

1459
00:53:40,050 --> 00:53:42,289
say that is a huge aspect. Another

1460
00:53:42,300 --> 00:53:44,369
one is just generally building connections.

1461
00:53:44,539 --> 00:53:46,789
I think when we were talking about um

1462
00:53:47,280 --> 00:53:49,438
talent retention, Tony brought up

1463
00:53:49,449 --> 00:53:51,750
that employee spotlights like

1464
00:53:51,760 --> 00:53:54,019
people I have found in this industry

1465
00:53:54,030 --> 00:53:56,260
love talking about what they do. They are

1466
00:53:56,269 --> 00:53:56,978
proud.

1467
00:53:57,309 --> 00:53:59,360
So really highlighting that has

1468
00:53:59,369 --> 00:54:01,969
been a great way to build connections

1469
00:54:01,978 --> 00:54:04,378
with um our desk list employees

1470
00:54:04,719 --> 00:54:07,409
and just generally finding

1471
00:54:07,418 --> 00:54:09,208
unique ways to feature them.

1472
00:54:09,590 --> 00:54:12,128
Um I work in our Milwaukee Wisconsin

1473
00:54:12,139 --> 00:54:14,889
office. So love the box.

1474
00:54:14,898 --> 00:54:17,168
I found um a sheet metal

1475
00:54:17,179 --> 00:54:18,519
worker who

1476
00:54:19,820 --> 00:54:21,938
Giannis on Tum our star

1477
00:54:21,949 --> 00:54:24,139
player sat next to him, courtside.

1478
00:54:24,378 --> 00:54:26,628
He was interviewed by the news. He wore his

1479
00:54:26,639 --> 00:54:28,699
a hearn apparel in his interview. I did

1480
00:54:28,708 --> 00:54:30,780
this whole interview with him about

1481
00:54:30,789 --> 00:54:32,849
why he represented Ahearn what

1482
00:54:32,860 --> 00:54:35,648
the experience was like for him to sit next to Giannis

1483
00:54:36,079 --> 00:54:38,418
and oh my gosh, that story,

1484
00:54:38,429 --> 00:54:40,744
the engagement was through the roof. It

1485
00:54:40,753 --> 00:54:42,813
was, it did so well because it was

1486
00:54:42,824 --> 00:54:44,965
something that both our dustless people

1487
00:54:44,974 --> 00:54:46,994
and our office folks could

1488
00:54:47,003 --> 00:54:48,824
really relate to and they just

1489
00:54:49,125 --> 00:54:51,184
loved it. So my last

1490
00:54:51,195 --> 00:54:53,753
advice, parting advice to everyone, find

1491
00:54:53,764 --> 00:54:56,074
unique stories because it will make a really

1492
00:54:56,083 --> 00:54:58,094
big difference in uniting

1493
00:54:58,103 --> 00:54:59,614
your, your workforce.

1494
00:55:00,054 --> 00:55:02,054
Wonderful. Thank you, Sarah. I would love

1495
00:55:02,063 --> 00:55:04,235
to see that story. Honestly, Tony, next

1496
00:55:04,244 --> 00:55:06,429
up, I love that. I'm a huge NBA

1497
00:55:06,438 --> 00:55:08,688
fan and a big Giannis fan. So that's awesome.

1498
00:55:08,840 --> 00:55:10,510
So yeah, I mean,

1499
00:55:10,800 --> 00:55:12,949
you know, being able to know

1500
00:55:12,958 --> 00:55:14,978
right, like who your colleagues are and

1501
00:55:14,989 --> 00:55:17,019
knowing one important thing too

1502
00:55:17,030 --> 00:55:19,228
at the corner has been really instrumental

1503
00:55:19,239 --> 00:55:21,500
knowing like who to go to if you need

1504
00:55:21,510 --> 00:55:24,438
something, knowing um context

1505
00:55:24,449 --> 00:55:26,500
uh because on our plant sites,

1506
00:55:26,510 --> 00:55:28,628
we have like, you know, people to contact. So that's

1507
00:55:28,639 --> 00:55:30,659
been really important and even for the front

1508
00:55:30,668 --> 00:55:32,110
line workers. Um

1509
00:55:32,619 --> 00:55:35,039
So yeah, unifying people, making them know,

1510
00:55:35,050 --> 00:55:37,079
making them understand that this

1511
00:55:37,090 --> 00:55:39,438
is their place for them to be able to communicate

1512
00:55:39,449 --> 00:55:41,728
two way. Like Sarah did mention that it's something

1513
00:55:41,739 --> 00:55:43,750
I forgot to mention. Um you know,

1514
00:55:43,760 --> 00:55:45,898
the corporate communications emails that we get,

1515
00:55:45,909 --> 00:55:48,090
uh people can respond, right? And that's

1516
00:55:48,099 --> 00:55:50,340
important because people want to know that their voices

1517
00:55:50,349 --> 00:55:52,478
are heard. So if there's a comment that they wanna make,

1518
00:55:52,489 --> 00:55:54,860
they know that they do have the platform

1519
00:55:54,869 --> 00:55:57,159
to be able to make these comments. So that's huge.

1520
00:55:57,378 --> 00:55:59,909
Um And I know we're at the top of the hour. So yeah.

1521
00:56:00,360 --> 00:56:02,429
No, thank you both so much

1522
00:56:02,438 --> 00:56:04,708
for this. This has been an amazing webinar.

1523
00:56:04,719 --> 00:56:07,059
I really appreciate your insights, really appreciate

1524
00:56:07,070 --> 00:56:09,300
your partnership, Sierra Trojan and J Fa

1525
00:56:09,360 --> 00:56:12,128
Hearn, Tony and CNA and Transcontinental

1526
00:56:12,139 --> 00:56:14,250
packaging. Thank you both so much for, for

1527
00:56:14,260 --> 00:56:16,639
being here. Thank you as well to our attendees.

1528
00:56:16,648 --> 00:56:18,719
Uh Hopefully you found this session informative

1529
00:56:18,728 --> 00:56:20,760
and until we see you again, take

1530
00:56:20,769 --> 00:56:22,168
care and igloo on.

1531
00:56:23,139 --> 00:56:25,280
Thanks everyone. Have a great day. Thanks everyone.

1532
00:56:25,289 --> 00:56:26,800
Thank you. Bye guys.