The Small Business HR Podcast

Ep. 23

23. Fostering Human Connectivity Within Organizations w/ Christine Wzorek

In episode 23, we talked with Christine Wzorek to hear about the value of human connectivity, what it means and why it matters to companies.
Christine Wzorek

Christine Wzorek

Founder and CEO
White Label Advisors

The pandemic accelerated the capabilities organizations had (for years) to go remote. It also accelerated trust—the trust companies put in their employees to work from home, maintain the same levels of productivity, and still be engaged.

And while decentralized teams are strengthening, in the future of work, companies will need to be intentional about fostering human connectivity in order to support innovation and creativity.

We sat down with Christine Wzorek, Founder and CEO at White Label Advisors, to hear about the value of human connectivity, what it means and why it matters to companies, and how—when an organization gets human connectivity right—it supports its ability to achieve business goals and financial outcomes.

In this episode, we also talked about:

  • How optimal human connectivity in an organization impacts financial outcomes and enhances the probability of achieving business goals.
  • Why the inflection point of human connectivity in organizations resides within the manager to employee relationship.
  • What human connectivity looks like in the future of work.
  • Where a business owner or HR leader can get started if they want to improve human connectivity in their own organization.

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HR is the internal construct to all of the external constructs of the business.”

Christine Wzorek

There is latent potential within your people, and you can harness that potential by helping people understand their value, recognizing each person, and helping them achieve great things. When you give people room to grow, it’s fascinating what they can accomplish.”

Christine Wzorek

Social cohesion is human connectivity. And we can create strong bonds between humans by looking out for employee well-being, by being inclusive at work, by fighting marginalization, by providing opportunities, and facilitating high trust relationships.”

Christine Wzorek

Because people are the ones who design the systems and develop the products, they are influencing the tangible KPIs, the PnL, the bottom line—all of it. Companies want to see people and finances as separate, but you can’t have one without the other.”

Christine Wzorek

At White Label, we have three simple HR metrics that have allowed us to create algorithms that predict financial outcomes. We measure whether employees feel happy, fulfilled, and safe.”

Christine Wzorek

You see, time and again, new leaders turn to self-preservation mode because being a people leader can feel overwhelming. The best leaders are the ones who take the time to self-reflect in order to create an organization that intentionally supports the well-being of every employee.”

Christine Wzorek

Strong management equals strong balance sheets.”

Christine Wzorek

In the future of work, we’ll have to be more intentional about fostering human connectivity in our broader networks. Companies will need to think about the opportunities they’re providing employees to come together virtually and get to know each other.”

Christine Wzorek

If we’re transparent, we have open communication, open feedback loops, holistic sharing and receiving of information, and as much as reasonable, transparency about financials. Companies have a responsibility to help their people understand cash flows and budgets, as well as provide financial education. This also helps guide the compensation conversation.”

Christine Wzorek

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