4 essential learnings from HR leaders in 2024

At the heart of every great workplace is a culture where employees feel valued, celebrated and empowered. That's why ITA Group's employee experience team started the Love Your People podcast. Each episode dives into the strategies behind exceptional workplace cultures. We spotlight insights directly from the people leaders who make them happen.

In 2024, we had the privilege of speaking with innovative leaders from G2, McLarens, ICON and CAVA. These experts covered everything from remote work to diversity, equity, inclusion and belonging (DEIB). They shared valuable takeaways for any organization committed to enhancing their employee experience.

Here are four key lessons learned from these real-world leaders. Listen to all four episodes here.

Lesson 1: To grow workplace engagement, tie everything back to your company’s purpose

For Priti Patel, Chief People Officer at software marketplace G2, purpose is at the core of every successful organization. Her team, aptly named the Employee Success Team, drives employee motivation through a shared purpose.

Priti’s approach to leadership is inspired by Simon Sinek’s book Start With Why. The framework focuses on purpose and its power to inspire and unify teams. It's been a cornerstone of Priti's strategy since her days in executive coaching and leadership development.

In the Love Your People interview, Priti shared why starting with why resonates with her on a personal level. She spoke about how it shapes her vision for the employee experience at G2.

“Our co-founders knew that if they created a company around these four values: performance, entrepreneurial spirit, authenticity and kindness—they could stand the test of time,” Priti explained.

G2’s values are more than words on a wall. These core values are embedded in the day-to-day work of every team member.

Lesson 2: To attract top talent, determine what makes your employee experience unique

Sonya Tolson, Chief People Officer of global claims management firm McLarens, discussed how they reassessed their employer value proposition (EVP). Their EVP needed to deliver on the unique aspects of McLarens' employee experience. And have the power to retain key talent and attract skilled professionals. More importantly, it needed to resonate with their workers.

Creating an impactful EVP is no small feat. McLarens is a large organization with diverse teams spread across the globe. To engage employees, they hosted focus groups from all levels and from all regions.

Their fact-finding uncovered key themes that motivated their people. McLarens' employees loved the impact of their work. They valued McLarens' investment in their career growth. Team members also saw the work environment as a place they could thrive, share ideas and be heard.

Sonya emphasized that aligning around this unified brand and purpose was critical to success. Her team developed clear messaging to highlight what it means to be part of McLarens.

“Doing that authentically is an important part of the puzzle,” she noted. In today’s rapidly evolving workplace, authenticity isn’t just a nice-to-have. It’s a critical element of organizational success. When employees see a genuine commitment to their values and growth, they’re more likely to stay and thrive.

Lesson 3: To empower diverse teams, build a global framework

ICON, a global provider of drug and medical device development services, faced the challenge of building a cohesive workplace culture across 40+ countries during a period of rapid growth. Joe Cronin, Chief Human Resources Officer, shared his strategy for unifying a diverse global workforce.

One of his first steps was to establish a clear, consistent framework. This allowed ICON to operate seamlessly across various regions.

“Trying to get to that point where you have clean data in order to run on a globalized basis—that isn’t easy,” Joe shared. But ICON understood the benefits would pay off.

A more connected culture increases employee motivation and innovation. For ICON, unifying organizational culture meant they could continue to grow without forgoing a positive employee experience.

The team implemented a global system to standardize everything from rewards and recognition to DEIB practices. They embedded culture and their values into performance management and development.

Standardization helped ICON build consistency for the employee experience, no matter the location. This enabled ICON to invest in AI-driven recruitment tools efficiently and fairly across regions.

ICON could scale globally while staying true to their values. And it empowered employees to connect and contribute to a unifying, shared mission.

Lesson 4: To foster connection within your organization, listen to employees and create space for their voices

CAVA, the leading fast-casual Mediterranean restaurant chain in the U.S., is driven by a mission to bring heart, health and humanity to food. For Kelly Costanza, Chief People Officer, one of the key ways to support this mission is by fostering human connection.

To start, they brought their mission, values and competencies (MVC) to life through the employee experience. CAVA certified MVC trainers from their general managers. They recognized team members displaying any MVC. They also invited employees from different CAVA locations to the corporate town hall each quarter. They celebrated these team members and gave them time with executives to share insights and speak to their needs on the floor.

CAVA also created an internal allyship group, Allies in Motion (AIM). AIM invites team members to celebrate and learn about underrepresented groups. “People don’t want to be told what to think; they want to understand and connect with each other,” Kelly explained.

Each month, CAVA highlights a different underrepresented group, sharing personal stories that emphasize belonging and appreciation. “This is just one of the many ways we bring our EVP to life and really support that human connection,” said Kelly.

Creating a space for all voices to feel a strong sense of belonging develops employer trust and helps employees grow in their roles. CAVA understood that and saw these systems and programs as a priority.

Learn how you can nurture employee experience from the pros

These lessons show that creating an exceptional workplace isn’t a one-time effort. It’s an ongoing commitment that requires intentionality, innovation and authenticity.

As we heard on the podcast, whether it’s through fostering purpose, defining an EVP or establishing a global framework, companies that prioritize employee experience set themselves up for long-term success.

For more insights on fostering a strong culture, check out our ebook, "How to build a resilient culture."