Training & Development - Grow Personally & Professionally
Two days away from Fall Break, it's hard to believe that my experience at redpepper is halfway done! The time has been flying by like crazy and the broad exposure I've gotten to the agency as an Operations Intern is clear. Though I've been bogged down with a lot of hiring as we expand the organization (we have 6 open positions right now!), I have been fortunate to still be involved in other aspects of People Operations, as well. From that experience, this week's focus will be on training & development!
redpepper is unique in that due to their small size, their employee training and development often takes on tailored forms that are individualized to redpepper's core values and organizational culture. Because of this, over the course of my time here I have sat in on many training & development meetings and little projects, such as purchasing and transitioning to a new onboarding/document management software called Trainual. However, the last two weeks I have been lucky to sit on a planning committee for expanding redpepper's annual growth challenge from once a year to four times a year - a larger employee development undertaking. The growth challenge is being rebranded to be a quarterly growth challenge with a separate focus each quarter: mind, body, self, and team. I got to participate in the Q3 growth challenge focused on self, where I picked my growth area to work on for 30 days; I journaled about something that I was grateful for every day for 30 days.
As we enter Q4, I have been working on developing and building out the team-oriented growth challenge for this quarter. To touch on multiple of redpepper's core values at once, we decided to focus on creating a feedback-oriented growth challenge, where all redpepper employees would be broken into cross-functional groups of three and challenged to both give and receive feedback. For this particular quarterly challenge, I was tasked with organizing the logistics of the challenge, including identifying prizes that would motivate employees to participate in the challenge. After separating the employee roster (including interns) into teams and deciding on both weekly and overall prizes for the challenge (gift cards to local business, succulents, and a nice lunch on redpepper for the winning team), we reconvened and completed the groundwork to present the challenge to the team. We kick off the challenge on November 1st, and it will run the entire month - I'm excited to see how it goes and am hoping for strong employee participation!
Overall, I really enjoyed this training & development project (as well as some of the others that I've been working on), because I think that it combines my love for employee satisfaction in the workplace, part of which includes growth and personal development, with organizational culture, as each organization approaches training and development in their own way.
Add training & development to the list; this is a piece of HR that I'm also interested in and enjoy doing! Through my work at redpepper over the past two months, I'm beginning to understand that I don't think I'd be happy as a specialist in any one functional area - maybe I do my best work when it is varied due to the need for a strategic mindset that this breadth brings. With two more functional areas left to explore, I look forward to discovering if my inkling is right... two months down, two more to go to figure out my true HR calling!
redpepper is unique in that due to their small size, their employee training and development often takes on tailored forms that are individualized to redpepper's core values and organizational culture. Because of this, over the course of my time here I have sat in on many training & development meetings and little projects, such as purchasing and transitioning to a new onboarding/document management software called Trainual. However, the last two weeks I have been lucky to sit on a planning committee for expanding redpepper's annual growth challenge from once a year to four times a year - a larger employee development undertaking. The growth challenge is being rebranded to be a quarterly growth challenge with a separate focus each quarter: mind, body, self, and team. I got to participate in the Q3 growth challenge focused on self, where I picked my growth area to work on for 30 days; I journaled about something that I was grateful for every day for 30 days.
As we enter Q4, I have been working on developing and building out the team-oriented growth challenge for this quarter. To touch on multiple of redpepper's core values at once, we decided to focus on creating a feedback-oriented growth challenge, where all redpepper employees would be broken into cross-functional groups of three and challenged to both give and receive feedback. For this particular quarterly challenge, I was tasked with organizing the logistics of the challenge, including identifying prizes that would motivate employees to participate in the challenge. After separating the employee roster (including interns) into teams and deciding on both weekly and overall prizes for the challenge (gift cards to local business, succulents, and a nice lunch on redpepper for the winning team), we reconvened and completed the groundwork to present the challenge to the team. We kick off the challenge on November 1st, and it will run the entire month - I'm excited to see how it goes and am hoping for strong employee participation!
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| The redpepper "growth wall" where all company growth challenges are tracked. |
Add training & development to the list; this is a piece of HR that I'm also interested in and enjoy doing! Through my work at redpepper over the past two months, I'm beginning to understand that I don't think I'd be happy as a specialist in any one functional area - maybe I do my best work when it is varied due to the need for a strategic mindset that this breadth brings. With two more functional areas left to explore, I look forward to discovering if my inkling is right... two months down, two more to go to figure out my true HR calling!
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