Exclusive interview with Lisa Dodman, Chief People Success Officer, Unit4

"In order To Make An Impact, HR Should Always Focus On Commercial Impact, Not Just Reaction And Transactional Processes"

Where do HR leaders draw inspiration from? What are their worst nightmares? How did they stand the test of the changing times? In this segment, we will trace your journey to the top. This is your story - a story that is made of extraordinary accomplishments, methods that helped you overcome adversity, innovative programs that you led, and fundamental changes that you brought in. It's your chance to inspire the next generation of leaders.

 

“While working in the software industry, I saw early on that the environment was male-dominated and worked to own my seat at the table as I advanced my career into an executive position. The challenges today are more around the perception of human resources (or people success as we call it). No longer should it be about reaction and transactional processes. In order to make a difference you need to always focus on commercial impact,” notes Lisa Dodman, Chief People Success Officer, Unit4, an enterprise software company.

"In an exclusive interaction with HR.com, Lisa talks about her journey as an HR professional, her inspirations, challenges and learnings over the years, and how her team has been supporting employees during the pandemic, among others.

Excerpts from the interview:

Q: What has your HR journey been like and what influenced you the most to have a positive impact on your career?

Lisa: I’ve been in HR for more than 25 years. During that time, I have mostly worked in the software industry. I have been driven throughout my career to succeed by always having a goal, a purpose and being inspired to be the best I can be by drawing energy from seeing my team excel.

Q: What were your challenges during the early days of your career? What are those today?

Lisa: Working in the software industry, I saw early on that the environment was male-dominated and worked to own my seat at the table as I advanced my career into an executive position.  

The challenges today are more around the perception of human resources (or people success as we call it), no longer should it be about reaction and transactional processes, to make a difference you need to always focus on commercial impact.

Q: How do you see workplace culture changing/evolving over the years/decade?

Lisa: Throughout the duration of my career, a lot has changed. The needs of the employee base have drastically changed. We have people at Unit4 that have been here for nearly 40 years as well as new employees who recently graduated college. The younger generations in the workplace have different needs around employment and strive to progress in their careers quickly. 

We now have a dynamic workforce that covers all ends of the spectrum in terms of employee needs and what they are looking for in a career. People aren’t working at a single job for life anymore which isn’t necessarily negative as there are so many more opportunities for employees to embrace their career and drive it in the direction that works best for the individual. 

Over the past year alone, the workplace culture has changed due to the pandemic. At Unit4, we’ve always had a focus on the people experience but now more than ever, wellbeing has become a major part of the people journey. We want to ensure the safety of our employees – going beyond just physical safety but mental health and general wellbeing as well. It’s become a major focal point that we don’t anticipate going away anytime soon. 

Q: Can you share the top three learnings/insights from the adversities/challenges you faced?

Lisa: 

• Never forget that the seat is not permanently yours, you have to work at retaining your seat by ensuring you use your voice
• Giving back – inspire to be inspired in order to enable a successful team
• Things are not always what they seem – listen, learn and stay motivated

 

Up and Close Name: Lisa Dodman  Designation: Chief People Success Officer  Company: Unit4 Total number of employees: 2,600 When did you join the current company?: September 2015  Total number of years of experience in HR: 28 years  Hobbies: Running, reading and family time and helping those around me to reach their full potential What book are you reading currently?: Just finished reading ‘Becoming’ by Michelle Obama

 

Q: Where do you draw inspiration from? What do you have to say to those who are still struggling to find a place in the boardroom? 

Lisa: I draw my inspiration from the people I work with. I encourage those struggling to challenge the norm. I admire those who speak out on workplace issues that are important to them and encourage you to insert yourself into conversations that can aid you in creating change or inspire new ideas in a company. 

Authenticity is key to finding a place in the boardroom, always maintain being the person you are.

Q: Where do you draw the line when it comes to work-life balance?

Lisa: Since the start of Covid, it has been difficult for many to draw a clear line when it comes to work-life balance. The pandemic has changed the employer-employee relationship drastically and has provided us with a sense of vulnerability. This has forced many of us to bring personal challenges into the workplace while on video calls. Owning that vulnerability is really important. 

At Unit4, we empower our people to not feel guilty if they need to miss a meeting to homeschool their children. We even work with employees to shift their hours to find a happier way of working if need be. Vulnerability, resilience and empathy have brought us a long way on our journey of change. 

Prior to the pandemic, we’ve created a policy where all employees have an unlimited amount of time off to enjoy time with their friends and family. This gives our people the power to take time off when needed, reset and recharge. 

Q: What fundamental (cultural) changes have you brought into your company?

Lisa: One of the biggest changes I have helped bring to Unit4’s culture has occurred over the past year during the pandemic. We centered our focus on employee wellbeing by launching Fit4U, a health, mind and wellbeing program. We hosted fitness activities throughout the day and launched a step challenge app so employees could exercise while partaking in a friendly competition. 

In addition, we launched Thrive, a mental health and wellbeing app, sent resilience gifts around the world and started Inspiration4U, a podcast series from our people about our people. All of these interactive initiatives have impacted our culture very positively. It has created a friendly and open environment where employees can feel comfortable discussing the unique challenges they are going through both professionally and personally while seeking help and support. 

Q: What are some major changes you see affecting HR within the next few years?

Lisa: 

• Wellbeing – ensuring various forms of initiatives that drive to the heart of wellbeing
• Changing gear to drive to the better normal enabling a blended approach to work environments
• Speed of career change – it will continue to move at a pace which means you have to know where you are going, how you will get there. It is your career and you must own it!
• Commercial impact – the dawn of a new way of focusing on people, human resources are the past, people success must focus on two key things: extraordinary environments for their people and commercial thinking that drives impact for their people and customers people

 

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