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LEARNING RESOURCES
only the right technical skills but also the
right attributes and soft skills that make
the candidate a good pick for the
organisation. Managers and executives Human Intelligence: Happiness at Work Series
should get together and outline a list of This three-part series will focus on the key skills that have a
attributes that every new employee positive effect on your motivation so you and your team can
should have and curate a list of interview achieve your full potential.
questions designed to reveal whether a
candidate possesses those traits. Find this course in the AICPA store and the CGMA store.
“During the recruitment process, COURSE
we’re very upfront about DocuSign being
a trusted brand and us wanting to work
with others that we trust,” Buck said. Working Together: Four Personality Styles at Work
He added that once you decide to There are four basic, but very different, personality styles —
bring someone on board, every manager each with their own strengths and weaknesses. Increase the
and executive they interact with needs to effectiveness of your teams by understanding the dynamics
reinforce key pillars of the company and interactions between the various personality styles.
culture at every turn.
“Leadership helps people who are COURSE
new to the organisation understand how
they can come in and learn and also
provide value, and once they get up to
speed, they start to realise that this is a
strong environment built on trust, and maintain productivity and camaraderie, supporting team members and the
so they feel more open to share because many employees feel the pandemic has community all over the world.”
all opinions and thoughts are valued,” highlighted how effective they can be Of course, organisations don’t need
Buck said. when given the flexibility and a crisis to demonstrate that they care
Buck recommended organisations empowerment to decide how and where for their employees and have a mission
have a manager work directly with new they will work. that transcends profits. DocuSign, for
team members for six months to a year Garrad argued that organisations example, tracks the number of trees
after they join the organisation, as a way should empower employees to rethink saved throughout the year when people
to open lines of communication on both the workplace, allow more cross-team use the company’s digital technology
sides and throughout the company. They collaboration, and distribute power more rather than pen and paper to execute
should then actively listen and seek to widely. contracts. It helps connect the dots
incorporate ideas the new team members between the work employees are doing
bring to the group. Demonstrate that your organisation and the greater good of the world.
“These new team members have a actually cares and has a greater “We try to make those connections
fresh perspective and can help the mission at both a macro and micro level, and I
groups continuously evolve,” he said. The pandemic was a challenge for every think that helps really define the North
organisation, but some companies used Star or purpose for people,” Buck said.
Increase autonomy and flexibility it as an opportunity to demonstrate their For organisations hoping to
No one likes to be micromanaged, so support for their employees and the establish a greater mission, Buck
organisations that focus on empowering world as a whole — and people noticed. recommended seeking feedback from
employees tend to receive more positive According to Ip, Salesforce reacted all levels to figure out which causes
reviews, Garrad said. swiftly and decisively throughout the employees most care about and then
“The feeling that ‘I made good pandemic with the primary focus of designing impact programmes around
progress today’ is extremely motivating, taking care of employees and their them. Leaders can also empower and
and when it comes to empowerment, families, customers, and the community. encourage employees to give back on
that is really a code word for autonomy For example, the company sourced an individual level by offering
and flexibility,” he said. “People want to masks, gowns, and swabs for frontline volunteer time off and matching funds
be able to craft their work around their healthcare workers across the US and programmes to support engagement
own unique capabilities and needs. The sent critical medical supplies to India. with their charities or community
more boundaries you put in place for “When the pandemic was at its worst organisations of choice. ■
people, the most restricted they feel.” in India, Salesforce organised an internal
He added that the pandemic has hotline to support our Indian colleagues
highlighted the tension that many and their families. The hotline was To comment on this article or to PHOTO BY BLOOMBERG/GETTY IMAGES
organisations experience between staffed by other Salesforce employees suggest an idea for another article,
control and empowerment. While some around the world,” Ip said. “I’m contact Drew Adamek at Andrew.
leaders feel they need to exert control to extremely proud as a Salesforce Adamek@aicpa-cima.com.
get everyone back to the office in order to employee that our company invested in

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