Making Human Resources More Human

What is shifting in human resources today? Making it actually focused on the human! Listen to my latest episode with Leilani Quiray to learn how she built a values focused human resources business. Her company, Be the Change HR,  is redefining the industry while supporting vulnerable groups in building the skills necessary to be successful in today’s economy.

Show Links:

https://bethechangehr.org/

Imperfect Show Notes

While these notes are not perfect (computer transcription is still a work in progress), they give you the gist of the conversation. Enjoy!

My conversation with LeiLani:

Morgan Bailey 0:02

Hello, and welcome to the profit meets impact Podcast where we explore the intersection of doing well and doing good in the world. I'm your host Morgan Bailey. And I'm excited to bring you the wisdom of entrepreneurs and thought leaders that are using business to create sustainable and meaningful change across the globe. Hello, and welcome back to the profit meets impact podcast, really excited to share this conversation with Leilani Quiray. She's the founder of Be the change human resource firm that is re envisioning the human resource field to truly focus on the human. She's a true definition of a social entrepreneur. And she's quite the adventurous spirit to ice and rock climber and even an Ironman finisher. Our conversation highlighted not only how human resources is shifting to create organizational cultures that are generative for people, but also how she organized her own business to one where people feel a deep sense of meaning in their work. Be the change not only helps organizations build holistic human resource capabilities, they also provide job training for some of those vulnerable populations, such as victims of human trafficking. I think what was most powerful about her approach to business is how she's building social impact in the very fabric of how she does business, such that their impact is not a side hustle, but a part of everyday work. This is not often an easy balance. And her work provides a really great example of how deeper meaning can be built in to the culture of an organization. This conversation was fun, it was light hearted, and it was full of meaning. And I really hope you enjoy it as much as I did. So without further ado, let's jump in Leilani. So much to talk about today. So excited to have this conversation with you. Welcome to the show. Thank you so much for having me. Yeah, it's a pleasure. So we've had a little bit of time to talk before just, you are such a purpose driven, individual adventurous individual, both in your personal life and your professional life. And what you're creating in the world. How did this entity who you are today come come to be?

Leilani Quiray 2:08

Oh, well, my mom and my dad, just kidding. I mean, I mean, isn't that isn't that part of it, it even my even the background of where each of each of those people came from is is fantastic. You know, on one side, my father's side of the family were refugees in World War Two came from the Philippines. And my grandfather had a relationship with cnh, which was a Sugar Company. And once the war happened, they brought him over with a family of seven. And they brought them to Maui. And so my generation all has wine names, but I'm actually Filipino on the other side, my mom's from Washington State. And her parents are from Wisconsin and South Dakota. And so you mix those two things together, and forgive me. So I say I'm a half Island and half

cowgirl, which is very true. And I am very adventurous. And I think that just leads so well to an entrepreneurial spirit of the person me

really not finding my groove in my career. And what I really wanted to do till I started a business, I used to move jobs every year and a half when it wasn't cool. You know, I've been in my career over 20 years. And so it was weird to try to explain to someone that you just get bored, the job, and you're no longer happy. And you keep asking for you know, the thing that you think will make you happy one day, like I'm just gonna go try something somewhere else.

And such was my career. I've always done Human Resources starting at the wonderful age of 16. My next door neighbor asked my mom if I wanted to do payroll at his construction company, and off highway and I didn't want to work in fast food. And so I for my entire HR career, climb the corporate HR ladder. And that's all I did. And I really loved it. I know that might sound strange to some human resources can be an odd and difficult and lovely thing altogether. But it really was something that that I truly enjoyed. And then, you know, to loop in what also is very important to me is service of others, and volunteerism. I started volunteering at Workplace Readiness, nonprofits in Orange County, California. Work working wardrobes, wh W teaching classes, to help individuals who are going through a tough time. And there's always I know people always ask like why, like, why did you start doing that? I think anytime that we serve in that manner. It really comes from a very poor

is an old place and I'm I am no different. You know, in my early 20s, I had tons of stuff that I went through harrowing experiences hitting rock bottom numerous times. And at one point, you know, as I was climbing myself out of the this hole that I had gotten myself into, I said, when I feel like I am ready, I will turn around and offer a helping hand in in the way that I can. And I already had identified Oh, it's going to be workplace readiness. I'm an HR professional, right? Like, who better to teach how to write a resume and how to interview than an HR Pro.

And so I started that journey in 2008. So always have done HR then started this journey, and really teaching workplace readiness, which, to be honest, is confidence building in the fact that people deserve healthy gainful employment. And then one day, I woke up about six years ago, and I thought, I don't want to work for anybody else anymore. I'm going to start a company and do HR in this very, like heartfelt philanthropy piece under one roof. And that was the beginning of the the change HR.

Morgan Bailey 6:16

Well, I mean, there's, there's a lot to unpack there. From from childhood to the creation of your business.

Leilani Quiray 6:24

Yeah, were you you know, in your work, when you were working in the HR space, which is a busy space, were you not finding the same sort of balance of, of the philanthropic kind of mentality, as well as the service driven kind of business driven side was it was just that, was that just not apparent in those organizations? No, you know, I'm, I'm, I am a Gen XOR. Right? Not not, I mean, I'm on the cusp of millennial too, don't don't leave me voicemails. Terrible, just text me. But

didn't exist, at least not in the worlds that I was in. So it wasn't something that was valued. And then part of my pain point. I mean, there were you know, and when you start a business, I think there are several, but one of the pain points was, Why do I feel, you know, like, it's not okay to take time off to volunteer, or I would feel nervous about, Hey, can I take a you know, two hour lunch? Because I'm gonna go teach this thing and working wardrobes? And I'd be like, Yeah, but we need you back here. And so that that kind of like resistance. I was like, Well, I'm just going to remove it myself and go do it in a business. Right, and then I have total control over it. But it wasn't something that I had always seen.

Morgan Bailey 8:21

Yeah, absolutely. I mean, you know, there's, you know, I'm sure everyone's heard the term like, Oh, we're gonna have to go talk to HR now. Right. Like, there's this idea that, like HR was, was almost punitive, in ways as opposed to holistic are helping, is that has that been your experience?

Leilani Quiray 8:41

Under present? It reminds me that the, you know, it changed the quote from me and girls, because people would say this about me, oh, you're not like a regular HR, you're cool HR. But I think, you know, HR and personnel, you know, 10 or more years ago, was seen as the COP of the company, the the gatekeeper, you know, that kind of persona. And it is quite unfortunate. Me personally, it didn't operate that way. But you have to learn as an HR professional, that that isn't all there is. I mean, the other big piece I learned in my career was really learning how to speak to the C suite, business owners about the value of HR by quantifying it, you know, not just having it be filled with stuff. That's a whole other compensation. But it's, it's evolved and grown throughout the years. I'm not saying everybody was like that. But as the generations change, and the mindset changes, so does well, business in general, and then all the pieces in the departments of said business.

Morgan Bailey 9:50

So what were you know, because I feel like in some ways, HR was missing the point in a lot of ways. Right. And a lot of ways I think, as you mentioned businesses changing the nature of business, what people want out of business is changing. It's it's No, like a paycheck is no longer enough. Right? Yeah. So So what are what are the needs? The human the very human needs that HR needs to be meeting now?

Leilani Quiray 10:16

Oh, that's a big question. I think one of the biggest things is that we need to see people as whole people, right? Not just the, you know, the person in the accounting department that does this job description. Those things are important, of course, to communicate a role. But I think the biggest thing is, and this is for leaders to that this is a complex individual who has a life outside of work, and all of these, these, these things should be supported. And how can we do that in supporting them in that, what I'm saying is, you know, it's, it's no longer okay to sort of rule within, you know, an iron fist of like, be here at eight o'clock, or else or get written up or not really trying to understand if there's something going on in someone's life. In fact, I think all of that should be turned on its head. And it really should always be about the individual first, how do you grow someone? How do you develop them? How do you support them personally, in their personal life, there's obviously a line, right? People shouldn't be able to get away with anything. But at the same time, there's a there's a bigger conversation, when it comes to supporting a human being in your workplace, right? It's not just oh, your pay is fair, here, your hours, you've got great benefits and work. It's so much more than that now.

Morgan Bailey 11:49

Yeah, and I think in a previous conversation, we, we mentioned this word of like skepticism, that organizations oftentimes have skepticism of their employees that if you give them the freedom, that they're, they're just going to take advantage of it. And that's why we need HR to make sure that their policies or practices in place, so we keep people in line. Yeah, yeah. So talk to me talk to me about how, you know, where are you on that spectrum,

Leilani Quiray 12:18

I am all about removing that resistance. So you know, you if you're going to expect that individuals will cheat the system somehow, then guess what the individuals will do that. There's two things here, removing the resistance in believing that someone just gonna take advantage will it happen, probably. But I think for the most part, humans are amazing, right? And people who work for you are amazing. And so it is, it is the exception to the rule. And not to always, you know, work for that one instance, or the one person is going to take advantage, you can handle that on its own, but shouldn't punish everyone else. And then the other thing that I go to is, if a leader feels that they can't trust their employees, then I just asked very nicely to look in the mirror. And ask yourself why you think that and I think it's coming from something internal, whether it's trauma, someone thinks some someone's been through, or the person themselves is not trustworthy. And then that's, that's, you know, the inner work, I always make the joke, leaders should get a therapist and a coach, because a lot of what trickles down into an organization comes from leaders. So remember those little those little toys we get when you go to the arcade and the little finger traps, or you pull, like the tighter it gets, I feel like that's the same thing when creating that type of like, rules the system or, you know, working to the lowest common denominator in the workforce of like, well, if one person might take advantage, we should just take away like that freedom for everyone. I don't think it works. I really think, you know, you you put faith in people that they won't take advantage of it. And then you'll only have that one instance, you know, versus everyone trying to work around the you know, the the rules in place because they're there.

Morgan Bailey 14:18

So in your in your work with businesses, obviously you're you're having these conversations with business leaders, who may who may come from or have an old school mentality. That's that's probably what they've been accustomed to. So how is it that you you open up this conversation and how is it that you help them navigate them to a different place?

Leilani Quiray 14:38

Yeah, I mean, therein is the beauty of being a trusted adviser and a consultant. And so it just and and having emotional intelligence, right, utilizing all three of these to when someone comes to you with a situation and they're trying to navigate their way through it, understanding who that person is And then gently interjecting this idea and the strategy based on where they're at right now, right? You know it, you can't go from zero to 10. With someone, you just kind of walk them along the way and explain to them the benefit of whatever the thing is, or whatever the program, the benefit strategy is for them, so that you continue to open their eyes. And then obviously, the business implications if you do not, you can always measure and put metrics around it as well, a big one is turnover, right? Like, how much is it costing you to have these stringent rules on I'll make them an example. If everybody's working remotely, you want to bring everyone back into the office? And you're making it a rule? If you don't do it, you know, you're going to be like, go, well, then what happens? How much money? Are you losing? Based on your own mindset? If that's the way things should go? You should open up your mind, there's a new way to do it there, you know, figure it out, to kind of move someone just incrementally in their in their belief system of the probably comes just from, you know, generational beliefs.

Morgan Bailey 16:05

Absolutely. And how successful like, how long does that process take?

Leilani Quiray 16:10

It depends on the individual because some people can some people can just say, No, I'm not doing that, right. This is the way I want things done. So it just depends on the person.

Morgan Bailey 16:21

So your talk to me a little bit about your organization, I think you offer a wide range of HR services, as well as is a wide range of Philips film philanthropic services, as well. So talk to me a little bit, what is the spectrum of what you do?

Leilani Quiray 16:36

Yeah, so we do human resources consulting for small mid market businesses across the US many, many different industries. Typically, our clients don't have in house HR. But they've grown and they're feeling a pain point of not having that HR. A lot of the conversations we have are surrounded by like compliance issues. If you're in a state like New York, California, Oregon, Washington, some of these states are so difficult when it comes to all the intricate laws. And so a lot of business owners are worried, you know, am I am I doing it, right? I don't want to get sued, I don't want it audit, I don't want these things to happen to me. So part of the conversation is gently walking our clients through what applies to them on what doesn't. And sometimes that looks like the assessment that we have. Sometimes it looks like a handbook, because the handbook is a communication of what's expected of employees and what's required by law. And it becomes a big education piece for the client to walk through either those, whether it's the assessment where you look at the whole HR program, or it's a handbook, you know, we've got a diversity, equity and inclusion program that starts with just training all the way up to a whole year that we can work with the client. And then we have clients on retainer that just outsource their entire HR function to us. We also have clients who have in house HR already. And for whatever reason, whether their executive needs that bent support to run projects, or the HR team needs that HR leader to step in, we can do that too. And so we really are just outsourced HR consultants, small mid market businesses that help with the intricacies of HR, both compliance and strategy. Then the other piece, and what I touched on earlier of my own, like purpose and how this company came to be, is we offer job readiness, coaching and classes, to numerous nonprofits across the United States that serve trafficking survivors. So everyone on the team at via the change, HR teaches these classes that they do the one on one coaching, and then we offer it to the nonprofit for free 2% of our top line revenue goes to this program. And it's why we're called Be The Change HR. And so now like the story I told you, the beginning and then kind of where we're at now that brings it all together of you know, this, this my passion for workplace readiness, that an HR professional is a perfect person to teach that. And then really reaching out and helping a segment of individuals that's been through a very, very, very, very tough situation, get them ready to enter the workforce and believing that they deserve healthy gainful employment.

Morgan Bailey 19:21

That sounds really meaningful.

Leilani Quiray 19:23

It is it really, it really is that you know, when you're in that teaching environment, there's a certain sort of light that lights up in someone's face, when they're like, I feel like I can do this now. You know, and that that one small step is so huge, because they believe they can, you know, complete a resume with our help, of course, apply for a job like they're ready to take that step and you can see it in their face. It is it is so heartwarming. I And then one of my favorite stories. You know, one of the first students that came through a program I call her Lisa, Lisa had been trafficked for 17 years, was three years through a healing process after being rescued, came to the program didn't have a resume was like, who's gonna hire me based on how I look, which some of the some of how she looked was a direct result of being trafficked, from certain tattoos to having teeth, you know, missing from her mouth. And working with her for a handful of months, she got hired at a big box warehouse. And now fast forward three years later, she's a district manager at a grocery store chain, maxing out her 401k Buying a house. So you know, it's just so rewarding to really help, you know, these individuals who are ready to enter the workforce through something, you know, so meaningful is getting a job. I mean, most of us do need a job and income to support ourselves. And so it's super enriching.

Morgan Bailey 21:06

It's really powerful. Now, I'm hearing this purpose driven piece. And I'm always curious if people who have such a values aligned purpose. Yeah, why not just start a nonprofit?

Leilani Quiray 21:21

Yeah, you know, you're talking to someone who's on her third business. And the first two I didn't, there just wasn't prepared to have a business at all. But it was a great experience. Both of them didn't last year. And, and this one, you know, when I first went into it, knowing very little about business, I researched, like, can I make this model of consulting? And, you know, this job readiness piece? A nonprofit? And the answer, like is no, like, legally No. And so, and let me let me say this, when I started to change HR, I had no idea what a social impact business was, or I wasn't aware of it. I knew like, oh, Toms shoes you buy one shoe kid gets one, right. But when I formulated mine, I didn't know someone told me like a year later, oh, you have a social impact business. I'm like, what, like, I have a way, you know, you're a social entrepreneur, I'm I don't even know what you know. And I looked it up. And I was like, oh. So I sort of serendipitously fell into this space, by by way of purpose of wanting, you know, a for profit business that did good for the world, like the the main purpose of it existing is for that, right. And now, here we are, you know, in our sixth year, and it's quite exciting.

Morgan Bailey 22:45

Wow, that's, it's really amazing what you've created. And, and obviously, the balance that you have of being able to provide that that value for the job readiness, as well as the value to clients in and I'm guessing, are assuming that this purpose driven culture that you have, I mean, I guess it feels, I'm guessing it is a culture that's felt within your organization, and not just by you. Oh, yeah.

Leilani Quiray 23:15

So part of our recruiting process, and part of our core values is surrounding that. Each role here at Be The Change, HR does the job readiness, so it has to be part of it, it's part of the job. And when I say 2% of the top line, revenue goes to the program, that's the labor cost of what the HR consultants are paid to do the classes. So they're not volunteering, they're just paid, you know, their regular rate, and it's part of their job. So we have a lot of shares, and winds behind that type of work that we do here, when we teach the classes, you know, when you when you show up into a room of trafficking survivors is very powerful. So we get to share that we're always looking for other nonprofits to support that support trafficking survivors. I'm just going to put that out that's out here right now. I'm looking for an organization that supports men who've been trafficked in a nonprofit, have one I'm looking for another one. That's really important. I think typically, we think, you know, female, but there are other genders out there that are affected as well. So it's just part of what we we do, you know, the whole team here is here because they care and they feel and live the purpose and they all it's also part of their job, you know, so it wouldn't make sense for someone to come on board if they weren't comfortable with that are ready to serve.

Morgan Bailey 24:47

And I what I appreciate about how you've structured your business is the fact that it's a part of the job that your impact is you can't extract it from the business it is a part of The business

Leilani Quiray 25:00

on a percent. And it's important to note that everyone on the team, there are requirements in the organization and training, specifically trauma informed training, and vicarious trauma training, and a certificate program where they go through to be able to identify and what to do if you think that someone is being trafficked. So there's training there as well. The HR part doesn't need to be trained by a tenured professional with 15 or more years experience, you know, I mean, every HR pro knows resumes and networking and, and interviewing and whatnot to do it's, it's the perfect match in that way. But internally, training is done so that they're prepared to be present for someone who's been through that type of trauma and to not take that home. And I learned this the hard way I would teach classes and then burst into tears like four hours later and be like, any, you know, it realized I need bout we need boundaries to in order to protect ourselves because we hear the stories sometimes and it can be heartbreaking. So

Morgan Bailey 26:06

you can imagine that's that's a lot of space to hold. Yes. Yes. So your your values. Talk to me about your org. And I was reading through your organizational values, and I really appreciate them. Talk to me about how did you align on your organizational values? And how do they play out in your business?

Leilani Quiray 26:24

Yeah, calming, caring, reliable and fun. Now, before I brought on my first employee, I spent six months doing all kinds of prep work. But one of those things I did was identify core values for this business. You know, there's lots of wonderful books out there that help with that. But the main purpose I did was instinctively thought people say you should hire another you write? How did I get all these clients? Why do people like working with me? So I set out on a quest to figure what was it about how I did my work and who I was that clients liked? And where's my blind spot? What do I not good at? Right? Where Where can I be better. And that's where I came up with the core values, I'll touch on two of them. And one of the things I would hear from clients is still our goal today is the phrase, I feel better. Right when we're there. Now they're saying this to an HR professional, I feel better. Oh, thank goodness, you're here. Like that type of thing that's calming, when you show up, and you're like, let me help you. And the client feels better about it. It's like, okay, we want to create that Zen for someone, even though it's HR, right. And then the other one is fun. I'm quirky, I'm silly, like to make jokes, sometimes almost inappropriate, probably inappropriate sometimes. And there is humor and play that can be interjected when it comes to human resources. So if you, if you see any of my videos, or any of our content, you'll see that interjected into it here. And there, we, we try to make it fun. Because CHR can be, you know, kind of boring, reliable is something I think as professionals we always learn where it's like, if you say you're gonna get it done on Friday, turn it in on Thursday. Right? You know, what is under promise over deliver? This is something I've had to learn in my career where you want to say Yes, right away, and all of a sudden, you're up at midnight. So doing a project, you're like, Why did I do that to myself. So reliability is really showing up for not only client, but yourself. And caring is that component that we do, all in general, but also with our job readiness work.

Morgan Bailey 28:40

Amazing. And so when you're like how do your values come alive? How do you keep them alive? Just so many organizations, they come up with these, these really ambitious values, and but then they don't they don't live and breathe in the organization. So how does that work within Be the change?

Leilani Quiray 29:00

And I think anybody can really do this, you just ask is this value aligned, whether it's a program you're doing, how you're speaking and your brand online, the benefits that you put in place, like last year, I put in a place of benefit of counseling, and then wellness classes that we take every quarter, right? Under the calming piece, why immune it's difficult, in general to be a human right. So there and then tap on like, what HR professionals encounter, especially the last handful of years has been really tough. And that's value align with the calming so it's, I think it's quite easy to do. Number one, you got to have the right core values, that makes sense. And then number two, just ask yourself, the question is, are we living the core values? Is this value aligned? If it's a no then it's a no.

Morgan Bailey 29:51

So are these does this actually come up in conversation like when you're working with your colleagues? Is that actually is that how it plays out?

Leilani Quiray 29:59

Yeah, A good example would be worth going again, through a recruiting cycle to bring on two more HR pros in New York and California. So much of the interviewing process is surrounded with core value based questions. And then my, we call ourselves a squad. So I have an interview squad coming together to interview the candidates without me as part of being able to ask what it's like to work here and what it's like to work with me with the idea that it's they do not really what the questions or the conversation was, to me, they keep it to themselves. And the other part is, making sure we have now core value questions to make sure that this person is value aligned.

Morgan Bailey 30:45

Which is such an important thing that I think a lot of employers Miss, you know, because, you know, they're hiring for skill, as opposed to core values. And you can teach skills, it's a little harder to teach core values.

Leilani Quiray 31:00

100% 100%, you know, the, we ask questions, like, you know, how do you keep stress free? Or how do you, you know, keep your calm on? What makes you laugh? Does pineapple belong on pizza? I mean, there's all kinds of stuff that we will ask to figure out, okay, is this you know, value aligned or not, is very important, because you're right. The skills all of that can be taught, it's the, you know, who are you as a person? And what do you value? So that way I know, because I want people's experience here to be a good one. I want it to be a fantastic one. In fact, like, I like, I know, the people here, love working here. 100% of the time, probably not we work in HR, we have, you know, there's lots of situations that come up. But if I can create an environment where people feel like they're supported, like, it's a good time they're growing, I'm, you know, always consistent with them. It's super, it just makes so much of a difference, because you spend so much time at work.

Morgan Bailey 32:08

Absolutely. Now, I think maybe the most important question of of this conversation. Does pineapple belong on pizza? Yes. Okay. All right. Okay, I was a little worried I was gonna have to hit the stop record button. But were i Okay, we're good. So, in your so when you think about your business, like if you if you were to have be running your business in a for profit manner, right, like, what, how would that be different? Right? I'm kind of curious for you. I think people are always like, how does what does it look like to run a purpose driven organization? We've heard a lot of that. I'm curious as to compare and contrast a little bit like, what what would be different? If you were just say, you know, we're just going to focus on profit?

Leilani Quiray 32:53

I, it's hard for me to answer that question. Because I would have to be a different person. If I were solely going to focus on profit. Now, I know we've talked a lot about, you know, that the altruism of it all. But I've also learned that lesson too, in growing this business. So on the business side, we have very healthy, gross profit margin percentage, net net profit margin percentages, the KPIs that we keep, you know, they're always very healthy for a service based business. And on top of that, year, over year, over year, this business has done nothing but grown. So I'm not making the profit, the goal has grown this business exponentially, and it is financially healthy. It always has been Have there been some harrowing moments as a business owner? Or I'm like, wait a second, something's happened, you know, yes, of course. But at the end of the day, where we're always doing great. And I and I truly attribute that to the purpose of the business. So to answer your question, it is also about profits. But that was never the goal. It just so happens that through, you know, my business mindset, many coaches, lots of lessons, that there are, you know, KPIs within this business and targets within this business that we hit. And so how do we take care of the world, we take care of ourselves first, and we make sure our home is healthy first, and we're healthy first. And the same thing goes to the business. You know, the business needs to be financially healthy. Otherwise, how do we help the world we cannot. So yeah, but again, I can't say I would I always be profit minded. No, but it is part of the holistic picture of either change HR, we were doing well, and we're growing.

Morgan Bailey 34:55

Yeah. And I mean, that's such a really important distinction. There is the the focus So nonprofit helps fuel the purpose, which, which I think I mean gives just such a greater resilience to the organization. Because it feels like to me, I'm imagining working there. And it would be this extra level of motivation, that it's not just the dollars there. But the dollar actually helps you leverage what you can do to help support others

Leilani Quiray 35:21

100%. And in this organization, I'm very transparent with our numbers with the whole team. And it, I share that. So if we end up where I can sort of forecast and see something's happening, then the team fully understands decisions that are made within this organization of things that need to stop need to start need to be pushed harder, and are 100% behind it. And we'll reach out individually and say, How can I help? And I think that's really important, too. I mean, I always wondered, I mean, we'll see as I grow, like, you know, businesses don't share that financial, I do. But I think it's so helpful when when you know, something is needed to keep our house or home healthy. They're fully aware, it's in the middle, you know, reach out and, and get behind whatever it is we need.

Morgan Bailey 36:14

Absolutely. And I think that's one thing. And I know, one thing I've coached business leaders on is being more open and transparent with that information. And inviting and enrolling the team to take part in helping shift whatever might need to shift. And I think that's, that's one. That's one thing that business leaders often think that they need to be the ones to figure everything out. The wait is totally on them to have all the solutions. And meanwhile you you've hired an amazing and talented workforce, that you know, if enrolled, and if given permission to help figure out some of these business challenges may have the ideas that would help move the situation forward. Yeah, we

Leilani Quiray 36:57

just recently did that. You know, we call them think tanks get everyone together, this idea recession, like how do we help our businesses recession proof from the HR standpoint, and came up with an 80 point assessment, where we can go in for our current clients, or anyone else at its organization to evaluate what to do to be strong, we call it resilience in HR, because lots of situations can come up. But it will be difficult for a business before a business immediately turns to I need to layoff people or I need to hiring like there's so much more to do. And so how did I do that? I didn't I didn't come up with that. I got the team together. And I thought, okay, squad, how do we make sure that we set up people and businesses for what might be ahead so they can make it through? So I think it's really important.

Morgan Bailey 37:49

Yeah, that's amazing. I mean, it's a Yeah, it's such, you know, to tap that potential to tap that ingenuity. And not only does it really help the leader, but but it also it gives people greater meaning and greater commitment to the work that they're doing. Yeah. So when you look forward, I think both within the HR space like how are things shifting, that organizations need to be aware of? And where does that leave you in your organization?

Leilani Quiray 38:18

Yeah, I touched on a little bit earlier. And with everything that's happened in the last handful of years, the workforce is different, it is been turned on its head. And so where I see this continuing to go is having a very holistic approach about creating a great environment for the person and the worker in an organization, which will translate, you know, to a healthier bottom line, right? Talk about business. And I think those two things are is something that human resources professionals, executives, and businesses should focus on. You know, how do you create a happy, healthy workforce that's good for the person? And how do you quantify you know what that means to an organization and dollars and cents so that your CFO doesn't strangle you? So there's always there's always that dollar amount, like, you know, how do we put metrics behind the success of doing that? And that, of course, some of the biggest things are retaining employees, you know, you know, use of sick days, like those types of metrics that you can continue to track and go back before the pandemic and see what it looks like. So I think those two things, and then, you know, internally will be the change HR and boys. Always, always, always focusing on what's best for the people that work here. So I definitely live, what I preach even when it's difficult sometimes.

Morgan Bailey 39:45

Absolutely. And, you know, I mean, I feel like the HR space, like looking forward, the HR space is getting more and more visibility. We've heard you know, I mean, it's the most recent that was a great resignation and And then there's, you know, the phenomenon of quiet quitting. So I'd love to hear what are your thoughts on that? And what role does HR play in that?

Leilani Quiray 40:09

I feel like these these things, not the great reassessment reassured reshuffle resignation. When the pandemic started, there was a trend I saw of businesses saying something like, you're lucky to have a job. Right. And me thinking actually, just a lot of podcasts I would talk about that Maya Angelou quote, like people, you know, won't forget will forget what you said, but won't forget how you made them feel. And so fast forward when people started quitting, I was like, I told you, so like, hello, like up to people poorly the minute that they can jump ship, they're going to, they're going to, and it has lent itself to what we're in right now. I think quiet quitting is always existed. And anyone think about when you worked in house and you weren't appreciated? And you know, maybe scolded for some silly things? Did you put in 110%? Of course, you did it? Did you keep trying like really hard? No. Would you take longer lunches? Yes. Would you? You know, leave early, if you couldn't sneak out? Yeah, maybe this was only me. And I'm just outing myself for stuff that I've done when I didn't feel appreciated in a job. But I think that the quiet quitting has always happened. Again, the pandemic has shaken up the workforce and brought the stuff to the surface. And the current generations who want to have a good work environment want to be treated fairly, are now talking about it a little more openly. And the idea that vulnerability, you know, is something that a lot of younger folks are showing like all of this, combined, is just leading to where we are. And then back to me saying how important it is to really focus on the individual, and creating a happy, healthy workforce. That to me, is the only way to go when it comes to human resources and leadership and and businesses.

Morgan Bailey 42:04

Yeah, absolutely. And I think there's so much value to add there. And I think that the beauty and the silver lining in all of this is, I think, by really understanding this and understanding people's needs more, we're going to get more ingenuity, we're going to get more innovation, we're going to get more commitment from people that perhaps organizations in the past haven't been able to tap as well.

Leilani Quiray 42:29

Yeah, 100%. Because if you engage someone, not just for this job description that you wrote out, and the role that you have them, but really taking an interest in their whole life and bringing them into things like think tanks and asking their opinions and making you know what someone thinks and feels about the workplace part of their voice as well, you'll get that.

Morgan Bailey 42:54

Yeah, absolutely. And, you know, I recently read a statistic about a survey that was done in the UK. And over, they surveyed several 1000, people in over a third of the workforce said they would take a 20% pay cut, to work for a more purpose driven aligned organization. Which, if you think about that, for people take a 20% pay cut, that's significant and a third of the workforce. So it's definitely shifting and where people are looking for to feel a little more valuable, a little more purpose driven in their organization. And appreciating how you're creating a model for how to do that, and the impact that you're making with organizations. Thank you. Well, this has been such a fun conversation, really appreciating it. And I'd love your clarity of thought. And it I think it really is a good model for how do you blend that that purpose, as well as that profit element? Yeah. So if people want to learn more about your organization, how can they do that?

Leilani Quiray 43:52

Yeah, you can visit us online, be the change hr.org. And we are on every single social media platform at Be The Change HR.

Morgan Bailey 44:01

Amazing. And if you were to leave our audience with one piece of wisdom about your time and building is purpose driven business, what might that be?

Leilani Quiray 44:10

I think that we all have the ability to change the world, in our in the circles that we're in, you know, and so I'm always encouraging people, whether you are a business owner or leader or not, it doesn't really matter. Pick one thing that you're really passionate about and dedicate even just a handful of hours a year to that thing, that little piece will make such a huge effect. And so for businesses, you don't you know, you don't have to have a social impact model where everything's tied to that, like we do. You can start with just doing something maybe once a year, something that's value aligned. Something that is is that the company is passionate for to really make that difference. So I just encourage everyone to pick one thing and get started with that to help make this world a better place.

Morgan Bailey 45:00

Seems like thank you so much. And it's a pleasure to have you on the show.

Leilani Quiray 45:05

Thank you for having me.

Morgan Bailey 45:07

Thanks for listening to another episode of the Prophet meets impact podcast. If you enjoy this experience, please subscribe wherever you find your podcasts and leave a positive review. You can also find out more about the podcast at www.profitmeetsimpact.com