A Q&A on creating virtuous work cycles that empower employees to expand their skills By Nicole Schreiber-Shearer, Future of Work Specialist at Gloat Reducing turnover has always been an HR priority—but it’s taking on an entirely new meaning in the
By Gloat
March 29, 2021
This year, we are honored to celebrate Women’s History Month with a series of interviews from the many voices at Gloat.
We’re led by so many creative and successful women, and today we were fortunate enough to sit down with Donna Geva, our VP of Customer Success.
Donna oversees several teams who help our customers utilize our platform to make sure they receive the most agile and adaptive internal talent marketplace possible.
Here’s what Donna had to say!
I’m the VP of Customer Success
When in doubt, or feeling insecure, change your name from Donna to Dan. What would Dan say? What would Dan do? And boom, insecurities and doubt go away, and rational thinking returns.
Women in leadership roles, who are moms too, and are able to remain ethical, collaborative and maintain internal integrity, always do it for me.
Being a mom means you can’t advance in your career.
Not a favorite quote, but a powerful one I believe in: “Treat your employees like your customers.”
There’s a great trick I learned later on in life that I would have loved the younger Donna to know.
Learn from the voices leading the Talent Marketplace transformation and insights into the future of work.
When in doubt, or feeling insecure, change your name from Donna to Dan. What would Dan say? What would Dan do? And boom, insecurities and doubt go away, and rational thinking returns.
Diversity in the workplace isn’t just a mission of our product, it’s a mission within our company. We recently released our Why We Work study and found that almost twice as many women (43%) as men (24%) feel their company doesn’t utilize their full potential.
The study involved 1,000 U.S. employees and provided us with deep insights into motivations in the workplace. We learned a great deal about growth and change, the visibility of our skill sets, access, and also the gender diversity gap. At the bottom line, women need more room for advancement in the workplace.
We’re excited to continue to learn from the women at Gloat and share these lessons with our community.
Stay tuned for our next interview from our Women at Work series on the Gloat Blog!
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