Robert Glazer

If you help people get better overall,

The company gets the work dividend of it, and the people will thank you and remember that you helped them become a better father, partner, sister, or husband, that you helped them get better with patience and time management and prioritization and things that are... We're not different people at work.

Show me anyone that hits snooze 12 times in the morning and can't get out of bed and is really good with deadlines when they get to work.

It just doesn't happen.

So

To me, this is the ultimate thing that you could help your leaders do.

And, you know, I'm working with some I think some really amazing leaders and cultures were like, I want every person in my 200 person company to figure out their own personal core values.

I want this unlock for them.

And those those people will be loyal to those leaders for for decades.

I 100% agree with you.

And those probably weren't your highest performers.

If they weren't aligned with your values and they were going against them, you were probably having problems.

And the fact that they would opt out and go somewhere else in a positive way saves you a whole difficult discussion somewhere down the line.

If someone opts out of your organization because they are clear they're not for your values, that is the biggest win that you could ever get from an HR standpoint or just the whole thing.

But it's interesting.

I think...

the reason why you don't HR like HR is probably buried in multiple core values.

I think in one, you probably don't think it's efficient.

It's not efficient.

Yeah.