Insights

  • How Trellist’s workhome benefits clients and employees

    by Zach Losco | Oct 17, 2018
    Illustrating Trellist's workhome

    At Trellist, we operate in a sociable, personal, and professional environment—what we call a workhome—where we strive to meet each other on common ground and that serves our clients and employees. 

    A workhome is a place where our employees feel safe and respected and where collaboration and free discussion are encouraged. It’s where they are unfettered by the trappings of a typical corporate hierarchy and can self-manage, because they exhibit strong judgment and work based on clearly communicated foundations. 

    This environment allows us to develop and maintain more sociable relationships than you may find in a standard politics-laden office environment and to compartmentalize between serious business and friendship mindsets so that work is always keenly prioritized. This, in turn, creates strong bonds. Our shared bonds not only make the environment more kind and enjoyable, but it also means that clients are working with people who are passionate about those they work with and are committed to doing right by them. 

    When it comes to creating a workhome, accountability, emotional intelligence, and social maturity are priorities. These are in addition to the high standard of expertise we seek when bringing potential employees through our doors for an interview.

    Trellist’s workhome environment encourages employees to be vocal and set their own boundaries with each other in an authentic, sociable manner. It also equips them to actively engage with each other according to their interests and personalities, in a way that transcends typical strict departmental architectures. This builds true relationships among our employees. And it also enables critical problem solving and an environment akin to a “teaching hospital,” where employees experience accelerated learning on any number of topics, supplementing their inherent talent and expertise. Every person becomes additive, enriching the collective whole. And because we realize this kind of environment isn’t for everyone, there are seldom hard feelings when something doesn’t work out long term.

    Our clients benefit from our workhome because we’re completely agile and can quickly pivot to complete projects much faster and, many times, at a lower cost than other companies. This leads to smoother communication, fewer project bottlenecks, and a greater degree of efficiency and efficacy for all concerned. We think like business people to clearly understand your objectives, and we personally invest in the work as an extension of your team. 

    Here at Trellist, we believe that a workhome positively impacts the experience of our clients and our employees. Connect with us today to learn how you might fit into the picture.
     
  • Career Pathing: Employee Growth Benefits Our (and Your) Business

    by Zach Losco | Jun 20, 2018

    One reality of our shifting workforce [see 3 Ways Millennials Redefine Marketing] is that younger people think about careers differently from the older generations. Careers don’t consist of a single position at a single company with incremental raises and promotions. Rather, they tend to focus on pursuing a skillset or particular expertise, bouncing from organization to organization to develop depth and – naturally – better pay and benefits. This makes hiring at traditional companies run by traditional leadership and management theories tough: how do you hire for longevity while reality demonstrates that your workforce is likely to cycle every two-to-five years? At Trellist, we accomplish this through a practice called Career Pathing, which is central to how we approach growth at the architectural, products/services/solutions, and, of course, individual levels. 

    Career Pathing: Benefiting You and Your Business

    I started at Trellist as a business administrator, hired to help organize the CEO’s thoughts, document policies and processes, and take some of the more mundane and tactical work off the shoulders of key leaders. At the time, I was regarded as someone with potential who lacked field experience, but who could also challenge the organization’s thinking by bringing in a new perspective from a different line industry altogether (in another life, I worked as a real estate paralegal, and as a phone salesman before that). Within 6 months, I found myself in an administrative human resources position, an expertise I never once had considered prior, but which suited my innate skillsets and served as a means for broadening my experience. In the intervening years, I’ve held positions in acquisitions, employee advocacy, contract review, change management, general administration, events coordination, and even served as a sort of internal spokesperson.

    Not all of those roles suited me, and few were in line with where, as a 25 year old, I saw my career heading. All the same, I can say with surety that each position has sharpened my skills, improved my critical thinking and business sense, and contributed to who I am and what I do today. Besides contributing to my growth, they’ve also helped the company by filling in key positions that were unoccupied, saved us the cost of hiring new headcount, and ensured sustainability by training someone with deep ties to the Trellist ethos.

    In short, I’m an excellent example of the benefits of Career Pathing.

    Trying to explain the “what” and “how” of Career Pathing would merit its own blog post, so I’ll stick to the very basics here. Trellist’s structure and culture require an ongoing conversation between our employees and the company-at-large. These conversations lead us to understand individual wants and needs over time. By understanding those wants and needs, we can make moves (be they planned, on-demand, or opportunistic) to ensure personal growth and scalable company evolution. Career Pathing encompasses having those conversations, and making those moves in a way that the employee’s wants and needs more frequently converge with the organization’s vision. We’re an all-for-one, one-for-all organization; while we may not be able to accommodate every ambition, that mindset and Career Pathing conversations mean that we should always be trying to succeed collectively.

    The “why” of Career Pathing involves a number of factors, both practical and philosophical, the most obvious of which is, of course, staying relevant and competitive as an employer and retaining key employees. Any company has to have at least an inkling of this concept if they have any hope of success.

    But Career Pathing has its roots in Trellist’s Charter: to build wealth for our clients and employees, to create a workhome environment, and to do interesting work and projects. Specifically, I’ll focus on the idea of doing interesting work. At Trellist, we often hire lifelong learners who want to not only be engaged in doing the work they have today, but the work they’ll be doing years from now. With a space as varied and evolutionary as professional services, that means escaping the confines of linear promotion and understanding that you have more than a single path forward. We charge our leaders to serve the employees, and we do that by insisting on cross-function conversation when it comes to our people. The more the employees are served in their career paths, the more excited they tend to be in thinking like owners and empowering the company-at-large. This in turn allows the company to serve everyone (clients included) to the best of its ability.

    When the employees who understand what Trellist is all about are empowered, the company is in turn able to serve, protect, and cultivate its core values for the further benefit of our employees and clients. So Career Pathing isn’t just about attracting and retaining talent, it’s about making sustainability endemic to who we are, and pushes our culture of openness, engagement, and sustainable growth to kick into high gear – and that’s an ethos we look for in every employee.

    If this work environment sounds right for you and your career goals, then send us your resume at careers@trellist.com. We also apply this philosophy to the people we hire for our clients, so if your business could benefit from our help, let us know at staffing@trellist.com.  

Insights posts by: Zach Losco

Zach Losco

Zach is involved in all aspects of human resources, from benefits administration, to policy compliance, to employee advocacy. With a passion for employee self-governance and a commitment to ethics, he views HR as an extension of the executive within Trellist. He is responsible for setting and implementing HR strategies that protect the company and its employees, reinforce Trellist’s core values and culture, and empower employees to take ownership of their careers.