Senior Manager & Sales Development Leader: Emily Dollar Talks Culture, Communication & Hiring Challenges
Emily Dollar (She/Her/Hers), recently promoted to Senior Manager & Sales Development Leader, has been with Gardner Resources Consulting, LLC for 14 out of the 25 years GRC has been in business. GRC is a consulting firm that provides support to businesses in different industries, helping them thrive in their respective fields. Being with the company for over a decade, Emily has seen the company go through different phases, including the most recent one - the turbulent hiring market.
As a Senior Manager, Emily is responsible for leading her team toward success, and she has been recognized for her exceptional leadership skills. With over a decade of experience in the industry, Emily has honed her leadership style, which is built on trust, communication, and respect. She believes that a leader should be approachable and open to feedback and that it is important to create a safe and inclusive environment for the team to thrive.
During our conversation, Emily shared some insights on how she has been able to develop a thriving team. She emphasized the importance of providing support to her team members, especially during these challenging times. She has been proactive in addressing their concerns and ensuring that they have the resources they need to succeed.
Moreover, Emily believes that investing in her team's professional development is key to their success. She encourages her team members to take on new challenges and provides them with the necessary tools and training to do so. Emily also recognizes the importance of building strong relationships with her team members, which helps to foster trust, respect, and open communication.
Overall, Emily's leadership style has been instrumental in developing a thriving team at Gardner Resources Consulting, LLC. Her commitment to supporting her team members, investing in their professional development, and fostering a safe and inclusive environment has helped the company navigate through various challenges and emerge as a strong player in the industry.
Culture has been a topic of interest for companies and job seekers for the past five years. While it is often discussed, identifying culture is not always easy. As much as organizations assess job seekers, it's important that job seekers also evaluate the organizations they're interested in. Emily, an experienced leader at GRC, shared her perspective on how she knew GRC was the right fit for her. Emily explained that the team culture was one of the most important factors: “It was the team here. We spend so much of our lives working and working when it’s with a great team: it makes a huge difference”.
However, discerning whether an organization has a great team culture can be a daunting challenge. So how do you begin to assess an organization's culture? “Definitely look at the tenure of employees there - if people are staying, you know there’s a good reason why! Don’t be afraid to ask about their company growth goals as well, to gauge the potential for career development for yourself as well.” Additionally, you may want to consider the work environment, work-life balance, and opportunities for growth. These factors can help you gain a better understanding of the organization's culture and whether it's the right fit for you.
Identifying company culture is one thing, and facilitating it is another. It is common for leaders to struggle not only with leading their teams but also with retaining employees. The reasoning behind this can be traced back to the company culture.
A poll conducted by the Harvard Business Review states that over 67% of employees do not feel that their work fosters safe spaces for transparent conversations. This is an alarming revelation as transparency is one of the most critical components of a positive work culture. As a leader, how do you ensure this is not the case on your team? “Ask questions, and more importantly, listen to the answers. You can’t always change a company policy or make the problem go away, but as long as you are advocating on behalf of your team, you are headed in the right direction.”
Investing time into forming strong interpersonal relationships with your team will have significant benefits in the long run. This includes a more engaged and motivated workforce, higher retention rates, and an improved public perception of the organization. It is crucial to encourage employees to voice their opinions and concerns, and as a leader, you must be open and receptive to feedback.
The Hiring Market & Future Challenges
Based on her extensive experience in the hiring industry, Emily has gained unique insights into the current state of the job market. In her opinion, the market is becoming increasingly competitive, with more and more companies vying for a limited pool of talented candidates. As a result, it is becoming more important than ever for companies to be strategic in their hiring practices.
However, Emily believes that it is not enough for companies to simply focus on their own needs when recruiting new talent. Rather, they must also consider what candidates are looking for in a job. This includes factors such as work-life balance, opportunities for growth and development, and positive company culture.
In Emily's experience, companies that can create a workplace that meets the needs of their employees are more likely to attract and retain top talent. By taking a more holistic approach to hiring, companies can not only improve their chances of finding the right candidate for the job but also create a more engaged and productive workforce.