Learnings HR leaders can’t ignore in 2026

People-first approach with FirstBank and Fiserv 

For Mark Hickman, Chief Human Resources Officer (CHRO) at FirstBank, and Jerrold Hill, Vice President and Head of HR at Fiserv, a people-first approach is simply good business. "Engagement is something that ultimately costs us nothing to do, but the benefits are tremendous," Jerrold said during the podcast. 

Mark noted employee engagement boosts business outcomes. It helps reveal motivators and dealbreakers, guiding programs and affirming the employee value proposition. Engaged associates feel valued and are more likely to go above and beyond, directly impacting productivity. 

Listening is central to their engagement strategies. Jerrold begins conversations with colleagues using a color check-in. For example, "red" signals stress, so the team can offer support. As a result, team members step in and help. Mark hosts quarterly CEO town halls where leadership and employees engage directly. Using feedback from these discussions helps both teams build trust and instills ownership of business goals. 

Leadership development is key for team growth and culture. FirstBank offers a six-month program for emerging leaders and new managers. Engaging employees throughout their careers shows true investment and puts the people-first mindset into action.

Watch the full episode to gain practical tools from FirstBank and Fiserv for nurturing leadership and employee engagement. 

Community-driven leadership with BIGGBY^® COFFEE 

Mike McFall, Co-CEO and Co-Founder of BIGGBY COFFEE, reminds us that successful company cultures start with strong leadership. In his episode, Mike credits BIGGBY COFFEE’s success to empowering franchises and fostering community. BIGGBY COFFEE franchise owners are independent business operators, so the organization supports them with coaching, training and mentoring. 

BIGGBY hosts forums and support groups, sharing resources and values to help franchise owners connect and learn from one another. Mike calls this community a key differentiator. 

"As a leader, you have to proactively engage. You have to proactively engage other leaders in their learning," Mike said. "You don't take it word for word, but it influences your approach." That means assessing what you, as a leader, bring to the table, but also understanding what your team members uniquely bring, and harnessing it.

Tune in to the “Love your people” podcast and get actionable insights from the BIGGBY team to lead your own organization with community at its core.

Empowering teams with kindness at Carnival Corporation 

Bettina Deynes, Global CHRO at Carnival Corporation, shared how her journey from janitor to executive shaped her approach to developing others. Carnival Corporation focuses on both achievements and how people lead together. Bettina helped define cultural standards, embedding them into performance management, leadership expectations and daily responsibilities. 

“We focus on giving individuals the right tools,” she said, like their Better Together program, which reinforces their commitment to inclusion and development. “We model our culture based on inclusion and providing opportunities for any crew member to thrive,” she added. Through behavioral assessments and getting to know each person’s aspirations and derailers, leaders nurture emerging talent in their teams. 

For Bettina, culture is rooted in kindness. Carnival Corporation’s guest experience depends on its people, from those in the office to those on the ships, and creating a consistent experience starts with kindness. That means offering clear communication, taking accountability and recognizing one another. To Bettina, it’s important to highlight the effort, not just the outcomes. And celebrating their work fuels a growth mindset that encourages team members to keep engaged and motivated. 

Listen to Bettina's inspiring story and learn how you can embrace inclusion and recognition in your culture.

Scaling values across 500,000+ employees with The Home Depot 

As Senior Vice President of Culture and Values at The Home Depot, Crystal Hanlon unites the brand through service to customers and associates. The Home Depot values its people and is committed to their growth, and Crystal herself began as a part-time cashier before advancing to her current role. Crystal shared that 90% of The Home Depot leadership team started on the store floor. 

"Our culture is service and safety for our associates, customers and communities. We live our values by truly walking the talk every day," she said. "They're not just words on a wall. We live them." Incorporating these values in onboarding, leadership and recognition is vital. The Home Depot’s leaders sees the importance of teaching its culture and reinforcing it every day. 

They work with a community captain and store leadership to engage employees on initiatives to make their core values feel real. Through Team Depot, they bring their values into the community, volunteering with local nonprofits on building projects. Peer recognition empowers team members to regularly celebrate value-driven performance and observe their values in action. 

Watch or listen to the full conversation with Crystal and begin embedding a values-driven culture in your team today.

Trust is the strategy with Great Place To Work^®

Julian Lute, Great Place To Work Insights and Innovation Strategist, helps teams create great cultures. He understands the impact of positive company culture on employee experience. 

Trust is the key performance driver. "When people consistently experience trust—credibility, respect and fairness from leaders, and pride and camaraderie with colleagues," Julian said, "they are more agile, innovative and achieve faster, sustainable growth." By prioritizing trust, organizations actively listen to employees, seek feedback, offer transparency and create solutions that help people thrive. 

Leadership shapes employee experience by building trust. By listening to and acting on feedback, managers foster psychological safety, inviting authenticity, risk-taking and strong performance from their people.

Learn how trust can help your organization become a certified Great Place To Work by listening to the full podcast episode and putting these strategies into action. 

Trust-based leadership that drives performance with ITA Group’s CEO 

We closed out the “Love your people” podcast season with Brent Vander Waal, CEO of ITA Group, who shared how the core of any organization is its people. Success depends not just on reaching customers or driving sales, but on truly caring for employees’ total well-being. “HR now has a seat at the table in our business strategy,” Brent said. “When we're talking about how we are going to grow this company, HR is right there.”  

Consistently putting people first comes through in our communications and our employee recognition and rewards platform, Be the One. Team members send 50 recognitions on average per year. Brent shared that recognitions always leave him smiling.  

A culture of appreciation isn’t the only way ITA Group nurtures employee experience. Brent emphasized the importance of transparency, from sharing employee satisfaction scores, poll surveys and retention rates to financials and business strategy with team members. Transparency builds trust and enables employees to take ownership of change, whether that’s with business goals or culture initiatives. 

To further reinforce ownership and employee care, ITA Group brings team members together annually for our Summit event. Team members from around the world gather in Des Moines, Iowa, to connect in person and experience the company’s core values together in a memorable, tangible way. 

Watch the full episode with ITA Group’s CEO Brent Vander Waal and learn how important company culture and people are in ITA Group’s business. 

Learn more from passionate people leaders 

Company culture isn’t a one-time growth strategy. Whether you’re looking to engage employees, nurture talent or influence performance, company culture is a sustainable business practice that enables teams to develop and grow long-term. 

Strong employee experiences engage employees at all levels, fostering their development and their sense of purpose in the community. Core values like trust aren’t just words on the page. They’re lived out when making decisions or recognizing a peer.  

When it comes down to it, strong company culture doesn’t just impact year-end results. It makes people love what they do and where they work every single day. 

Want more inspiration from top leaders prioritizing a people-first culture? Check out our “Love your people” podcast episodes.