Can two firms with related product options work collectively to assist clients excel at workforce efficiency administration? The reply is sure!
My friends for this episode are Dustin Clinard, vice chairman of strategic partnerships at Betterworks, and Mike Might, vice chairman of the UKG tech associate program at UKG. On this dialog, we’re speaking concerning the distinctive partnership between these HR tech firms, the tendencies affecting HR tech consumers and the way forward for efficiency administration.
Punk Rock HR is proudly underwritten by Betterworks. The world’s most dynamic organizations depend on Betterworks to speed up progress by supporting clear objective setting, enabling steady efficiency and studying from worker insights. Betterworks is on a mission to assist HR leaders make work higher. Uncover how they can assist you by visiting www.betterworks.com.
Working Towards a Widespread Aim
Once you’re a software program firm in search of progress concepts, you may not instantly take into consideration collaborating together with your opponents to serve the identical viewers. However Betterworks and UKG have discovered a chance in complementing one another. “UKG has a efficiency answer, however Betterworks is exclusive, has some totally different capabilities, and we wish our clients to have choices,” Mike says.
This relationship isn’t all the time straightforward for salespeople to regulate to, however each firms have discovered that clients love the partnership. “In the event that they’re already working with Betterworks or there’s one thing that Betterworks does higher than our personal answer, we’re OK with that,” Mike says.
Betterworks’ considering has advanced from avoiding areas the place UKG already operates to asking how the shopper can profit from Betterworks at the side of UKG. “And so a part of the training curve for us is understanding extra concerning the elements, the elements that you’ve got,” Dustin says, “after which we will get into the shopper: ‘I really like this, I really like that, UKG’s actually nice right here. I might see Betterworks plugging in right here.’”
The Altering Panorama for HR Tech Patrons
As HR tech has grown and advanced, it’s turn into extra advanced and encompasses extra sorts of applied sciences and extra consumers. Even when the customer is in HR, they’re trying via the lens of the supervisor and worker for instruments that’ll assist them do their jobs higher.
“And so I feel the world of HR tech that helps both productiveness within the enterprise, happiness or wellness within the enterprise, a sense of belonging within the enterprise — these are the sorts of applied sciences which might be beginning to coalesce to create a greater surroundings for everyone, firm and other people,” Dustin says.
As well as, the pandemic requested extra of HR and HR tech options, whether or not it’s the mobile-first options workers can use wherever or the necessity to construct a greater worker expertise.
The know-how itself has turn into much less siloed, too. “The flexibility to combine and have API connections between platforms, in order that knowledge simply flowed seamlessly, simply turned much more important and simply improves effectivity, as effectively,” Mike says.
Getting Efficiency Administration Proper
In 2021, UKG acquired the enterprise growth firm Nice Place To Work. Since that acquisition, Mike has gained a greater appreciation for the way efficiency objectives assist organizations operate effectively and ship an important worker expertise.
“The mindset is, how do you not be too prescriptive in order that these objectives present path however aren’t essentially telling somebody the way to get the job achieved? Empowering them to do it, however having these tracked the place it’s a broad stroke and level them in the best path,” Mike says.
A part of getting efficiency administration proper is to make use of instruments like Betterworks and UKG to rethink efficiency. Dustin notes how the pandemic occurred only a few months after many workers set annual objectives. In a standard efficiency mannequin, these objectives would have remained the identical even because the world modified in a single day.
“In a brand new world, on this [performance] mannequin, the power to cease doing one thing and decide up on one thing higher is an excellent determination,” Dustin says. “And that’s an indication of nice efficiency. You simply should have a approach to permit for that after which to acknowledge that.”
Individuals in This Episode
Dustin Clinard: LinkedIn, Twitter, Betterworks web site
Mike Might: LinkedIn, Twitter, UKG web site
Transcript
Laurie Ruettimann:
Punk Rock HR is sponsored by Betterworks. The world’s most dynamic organizations depend on Betterworks to speed up progress by supporting clear objective setting, enabling steady efficiency and studying from worker insights. Betterworks is on a mission to assist HR leaders make work higher. Uncover how they can assist you by visiting Betterworks.com right this moment.
Hey everyone, I’m Laurie Ruettimann. Welcome again to Punk Rock HR. My friends right this moment are Dustin Clinard of Betterworks and Mike Might of UKG. Each gents are centered on know-how partnerships, in order that they work for his or her respective organizations looking for methods to be cooperative whereas being aggressive. And so right this moment, I’m having them each on the present as a result of Betterworks and UKG have a partnership to work collectively. Their applied sciences are appropriate, and so they’re partnering collectively to be sure that the world of human assets has choices when fascinated with the way to allow higher efficiency inside the workforce.
So if you happen to’re an HR know-how nerd like me, or you have got massive concepts on how efficiency enablement is on the core of all the great things on the planet of human assets, effectively, sit again and revel in this dialog with Dustin Clinard of Betterworks and Mike Might of UKG on this week’s Punk Rock HR.
Hey gents, I’m so completely happy to have you ever each right here right this moment. Dustin, because you’re up first on my display, why don’t you inform everyone who you might be and what you’re all about?
Dustin Clinard:
Positive. Thanks for having us, Laurie. I actually admire it. I’m Dustin Clinard, I run the partnerships crew at Betterworks, which is efficiency enablement software program that helps join the dots between objectives, conversations, suggestions throughout groups. We associate with UKG, and I’m actually completely happy to be right here with Mike.
Laurie Ruettimann:
Properly Mike, since your title’s been introduced up on this dialog, why don’t you inform us who you might be and what you’re all about.
Mike Might:
Thanks Laurie. So I’m Mike Might. I’m the vice chairman of a tech associate program at UKG. We work with numerous nice companions, like Betterworks, that stretch our capabilities, assist us and our purchasers clear up extra issues, ship extra worth.
Laurie Ruettimann:
Properly, you each are two veteran, esteemed company professionals, and also you’re right here right this moment to speak concerning the loopy world that’s HR tech and the way we will be higher at efficiency enablement. So Dustin, let’s begin with you. It’s springtime, 2023, and I feel the world of HR tech is attention-grabbing, compelling, however it’s additionally extra advanced than ever. So from the place you sit, what’s the HR purchaser coping with right this moment on the planet of HR tech?
Dustin Clinard:
I’m not an HR purchaser, and I’m glad I’m not an HR purchaser, as a result of the world of HR consumers is getting extra sophisticated day-after-day. We’re including to one of many issues that you would be able to purchase. I feel what’s additionally taking place, although, for the HR purchaser is that they’re taking a look at what’s historically purchased by HR, however what the supervisor, the folks managers, and what the people are taking a look at and saying, “It will assist me do my job higher. It will assist me be extra engaged on this enterprise.” And so I feel the world of HR tech that helps both productiveness within the enterprise, happiness or wellness within the enterprise, a sense of belonging within the enterprise — these are the sorts of applied sciences which might be beginning to coalesce to create a greater surroundings for everyone, firm and other people, and the whole lot between.
Laurie Ruettimann:
Properly, that’s effectively stated. And Mike, I’ve been on the planet of human assets since 1995. I used to be an intern. And I don’t know, I can’t give up this place. And once I was a younger child in HR, the most important HR know-how on the market was a database, a system of document, and now we’ve received the whole lot from efficiency enablement, to wellbeing, as Dustin talked about, and we’re fascinated with ChatGPT and all of the totally different ways in which we work together. So from the place you stand, what’s the customer coping with lately? What does it appear to be if you happen to’re the boots on the bottom and also you’re like, “I simply wish to do HR higher?”
Mike Might:
So a pair ideas on that. One, COVID made the shopping for scenario for HR a bit extra attention-grabbing, within the sense of it introduced HR to the large desk and the wants of their constituents positioned as a excessive precedence. Cell-first is only one instance, and the way do you cope with workers that aren’t coming into the workplace day-after-day? And so, unexpectedly, that heightened the necessity for HR options that might work in that surroundings. And so Betterworks is a superb instance of that. UKG is a superb instance of that, the place you have got mobile-first choices. The second piece, I’d say, is the power to increase capabilities turned vital, too. The flexibility to combine and have API connections between platforms, in order that knowledge simply flowed seamlessly, simply turned much more important and simply improves effectivity, as effectively.
Laurie Ruettimann:
It’s humorous that you just discuss concerning the means for platforms to attach and discuss to at least one one other, as a result of again in 2009, the phrase of the day was interoperability. And I really feel like that’s nonetheless the phrase of the day. And it’s attention-grabbing that each UKG and Betterworks have this distinctive partnership. And perhaps, Dustin, you possibly can inform us about this partnership and the way the 2 work collectively.
Dustin Clinard:
Do you keep in mind if you needed to plug the cable into your pc after which restart the pc to ensure that it to acknowledge the cable?
Laurie Ruettimann:
You don’t suppose I do this right this moment? Come on.
Dustin Clinard:
You should still do it. It’s not needed as a lot anymore. We’ve advanced fairly a bit. To interoperability — we don’t use that time period fairly as a lot — however I feel the power for a platform like Betterworks to work with a platform like UKG requires foresight and thought of what the customers, what sort of reporting they need, what sort of person expertise you need, the place would you like sure actions to happen. And so we put a variety of effort into the, we glance within the movement of labor and say, “The place’s the person working? The place’s the info going to go? Who’s going to want it?” And attempt to construct the connections that permit knowledge to maneuver backwards and forwards relying on what the scenario is.
And it’s not the identical scenario for everyone. There’s in all probability a standard case like, that is the way in which the API works usually, after which everyone has another, “I’d prefer it to be barely totally different.” And so the responsiveness is one other issue that units firms aside when clients are asking.
Mike Might:
One factor that I feel is admittedly attention-grabbing, Dustin, about our relationship is this concept of co-opetition the place UKG has a efficiency answer, however Betterworks is exclusive, has some totally different capabilities, and we wish our clients to have choices. And so being comfy with that concept of co-opetition is an attention-grabbing play. Not everyone inside UKG loves that. Generally our salespeople don’t love that facet that we will promote a number of platforms, however our clients adore it, as a result of in the event that they’re already working with Betterworks, or there’s one thing that Betterworks does higher than our personal answer, we’re OK with that.
Dustin Clinard:
As a lot as we’d wish to suppose in a different way, the purchasers are those making the decision on this, and I feel we’re attempting to be aware of issues like that. As you say, Mike, once we discuss to someone and so they say, “Hey, we love what UKG does,” I feel if we had achieved this a yr in the past, earlier than we had partnered, we might say, “Properly, we will’t do that, as a result of UKGs already there.” What we’re sensible sufficient now’s to say, “What elements do you like?” However to ask that query, we’ve to know extra concerning the elements. And so a part of the training curve for us is understanding extra concerning the elements, the elements that you’ve got, after which we will get into the shopper, “I really like this, I really like that, UKG’s actually nice right here. I might see Betterworks plugging in right here.” And it provides us an angle that perhaps we didn’t see earlier than as we get to know what it’s that UKG has, which it sounds so primary, however I discuss to companions who don’t essentially know what the opposite facet has in depth as a lot as they do.
Laurie Ruettimann:
I discover it actually attention-grabbing as a result of even the notion of buyer has modified over time. Historically, in HR know-how, we might discuss concerning the buyer being the C-suite. We might discuss concerning the buyer being HR, and someway managers and workers have been a forgotten commodity till COVID. After which we out of the blue realized we have to construct these methods to be extra agile, to be extra versatile, and we actually want to begin speaking to each workers and managers within the trenches about what they want as a way to have higher conversations, to supply higher suggestions.
And I feel that’s attention-grabbing about this co-opetition factor, this mannequin that’s happening with UKG and Betterworks, since you each are speaking to clients and also you don’t imply that in a single dimension. You discuss to HR, you discuss to executives, you discuss to managers, and also you discuss to workers. So Dustin, perhaps we will begin with you. This new mannequin of actually rethinking the position of the shopper is so cool. So if you hear about efficiency, if you hear about enablement, what do you hear, and who do you hear it from?
Dustin Clinard:
I feel if you happen to think about your self at work doing the factor you’re going to do, I’m going to take a seat down with someone on my crew, and we’re going to have a dialog about how issues are going. We didn’t invent that. That’s been taking place for a very long time. It’s nonetheless going to occur with or with out us. The query then is, the place are they doing this? Now they’re doing it over Zoom, and in the event that they’re doing it over Zoom and it’s on one display, then their e-mail’s in all probability proper behind it. Or they received Slack or Groups on these different screens. And so that you’re having this one-on-one, however you now are taking a look at one thing else. And so our strategy is, can we make what you’re taking a look at — in Slack, or Groups, or Gmail, or Outlook — remind you when I’ve this one-on-one dialog, what’s it that you just’re engaged on this quarter?
Once more, you have been engaged on one thing even earlier than Betterworks, however for me to recollect to convey that up, to recollect what you’re engaged on, and to recollect to convey it up within the dialog we’re going to have, there’s simply factors for fall-off. And so if you make this in-the-flow-of-work element actual, you’ve now extra more likely to have conversations, extra regularly convey up what the present set of priorities are, which supplies you a bit bit extra goal and path in these conversations. To allow them to drive productiveness, however in addition they let the worker, my boss, know what I’m engaged on. And that’s actually vital, particularly if I’m engaged on it for someone who’s not my boss.
Laurie Ruettimann:
Completely. Mike, what’s your tackle that? What do you hear from clients? What’s vital? What issues on this ecosystem?
Mike Might:
Yeah. Yeah. So UKG made a extremely attention-grabbing acquisition final yr, once we bought the corporate, Nice Place to Work, simply actually uncommon for a software program firm to purchase an organization that goes out and surveys firms and offers a seal of approval if they’re or aren’t an important place to work. However we did that strategically for numerous causes. One, as a human capital administration firm, it helps us perceive what’s vital and the way our device can assist affect these issues.
And a variety of the issues Dustin introduced up are precisely the best areas. How do you drive engagement? How do you ensure that folks really feel heard? How do you have got your group centered on the best goals? And in order that visibility and consciousness is vital. So anyhow, we love having Betterworks with the ability to do this. We now have different partnerships that assist in that form of survey understanding of worker suggestions, as effectively.
Dustin Clinard:
Properly, tying all of it collectively, Mike, perhaps it’s not each day, however definitely week to week, month to month, quarter to quarter, do I’ve some loop that will get the heartbeat of the place folks’s heads are at? About their job, concerning the firm, about what they’re engaged on, no matter occurs to be — are the conversations that I’m having cheap with them and adjusting regularly? So I feel what we’re each saying is the entire world of an annual cycle on one thing — it’s a monetary yr. So there’s causes to consider a monetary yr as a motive for an annual cycle — however a variety of the opposite issues, there’s no motive to have an annual cycle on this. I wish to know what folks suppose now. I wish to do one thing about it now or have a dialog about it now. And I feel we’re each transferring within the path of, perhaps it’s not actual time, however it’s transferring in that path.
Laurie Ruettimann:
I had a dialog earlier this yr with a colleague of mine who works at Slalom Consulting, and we each received to this attitude the place the whole lot outdated is new once more, and efficiency administration is one thing that I’ve been speaking about all through my complete profession. Not attractive, no person’s super-excited about it, however it’s en vogue, proper now, and perhaps for the incorrect causes, as a result of we depend on efficiency administration knowledge to tell tendencies like layoffs. And I feel, and my colleague at Slalom agreed, that there’s a actual alternative to get efficiency proper. As a result of if you get efficiency, you get conversations proper, you get range and inclusion proper, you get fairness proper.
Efficiency is the core of what we’re doing. And I simply marvel when you have a tackle that, Mike, we will begin with you. It’s nearly like, does the canine wag the tail, or does the tail wag the canine, as a result of efficiency is so vital, however we solely have a tendency to speak about it when there’re layoffs. It’s simply so very irritating, as a result of I feel that is the yr of efficiency.
Mike Might:
I really feel like that’s one factor that I’ve discovered from Nice Place to Work and a few of their suggestions is, what are the traits of being an organization that could be a good spot to work? And so a few of those who I’ve seen and been strengthened are issues round driving belief inside your group, having transparency as a supervisor base, making folks really feel empowered. And so if you begin fascinated with efficiency objectives, it’s only a device to assist in that path. However then the mindset is how do you not be too prescriptive in order that these objectives present path however aren’t essentially telling somebody the way to get the job achieved, empowering them to do it, however having these tracked the place it’s a broad stroke and level them in the best path.
Laurie Ruettimann:
And Dustin, I simply marvel how know-how can actually assist all of this, as a result of know-how has been the promise for years. Like, “When you simply purchase this piece of software program, you’re going to unravel efficiency enablement.” So I do know we’re not making that form of promise both at Betterworks or at UKG, however I feel know-how is a part of the reply, proper?
Dustin Clinard:
Properly, yeah. And I’d tie it along with what Mike stated. We’re not, in contrast to within the ’70s or the ’80s, we’re not attempting to stack rank so we will do away with the underside percentile of workers. It is a labor scarcity scenario. We work largely in North America and Europe, and customarily talking, labor is at a premium. And so that is about making people who find themselves with you happier and extra productive whereas they’re with you. It’s the identical, however it’s a extra constructive tackle efficiency. So how do you get that listening, and the way do you allow folks to have the ability to do this? So to one thing like transparency, which is to some firms, transparency is a little bit of a — it’s good and it’s dangerous. Yeah, it’s clear, so long as you possibly can’t see my stuff.
And so there’s a component of, however what if we convey transparency, not about your efficiency evaluation, which feels delicate, however reasonably what are the large initiatives you’re engaged on? And if you happen to break these down, what are the dependencies that you could be be engaged on? However you would possibly rely on different folks. After which if you happen to go up a stage, if you happen to did that undertaking effectively, what does it affect excessive above you, or above you within the undertaking hierarchy? And so if you happen to break it down, you’re making a stage of transparency, which it could inspire you to satisfy your objective, however it’s not private, that form of transparency is the path. I feel we’re beginning to see a variety of momentum there. And surprisingly, firms don’t have it. That’s the shock to me via all that is that firms don’t have like, “Oh, let me go examine my PowerPoint deck on this different file.” What?
Mike Might:
Yeah, Dustin, the factor I really like about Betterworks, too, is the way it doesn’t flip it into like, “Set your objectives at first of the yr, after which examine them on the finish of the yr.” It’s this ongoing dialog all year long the place folks keep centered on that. And I feel that actually pushes in direction of that transparency and pushes towards that ongoing engagement between a supervisor and their worker.
Dustin Clinard:
When you consider throughout COVID, among the best choices a supervisor or an worker might make in April, Might of 2020 would’ve been, once I set my objective in January, 5 months later, the world has actually flipped the other way up, I ought to cease this factor, and I ought to begin one thing else. So among the best choices that folks all through your small business might make can be to cease doing one thing. And so within the conventional goal-setting framework, as you stated, there’s not a variety of room for that, it’s not allowed. In a brand new world, on this mannequin, the power to cease doing one thing and decide up on one thing higher is a really, superb determination. And that’s an indication of nice efficiency. You simply should have a approach to permit for that after which to acknowledge that.
Laurie Ruettimann:
Properly, and to measure it, as effectively. Yeah, completely. Properly, Mike, and we’re speaking about transparency. And in an act of transparency, I sit on the board of the Workforce Institute, which is an entity of UKG. And one of many issues we present in speaking to clients is that they love the UKG product, however traditionally, not even once they have been utilizing UKG, they’d begin out with one system of document that was answerable for all worker knowledge, and they’d purchase these different items of HR know-how, and one wouldn’t discuss to the opposite, and so they must log off of 1 and log into the opposite. So what’s the promise? What’s the potential of enhancing the HR enterprise associate’s life in the event that they’re a UKG buyer, however they’re additionally within the Betterworks platform?
Mike Might:
Quite a lot of issues. So one is, the combination’s validated, however it goes deeper than that. We really do third-party danger critiques on each associate that’s in this system, together with Betterworks. So there’s a bit little bit of “purchase with confidence,” as a result of we vetted the companions which might be in this system like, Betterworks. Second is that they get preview tenants of latest releases. So when a brand new launch comes out, they’ve already examined and be sure that nothing with the combination’s going to interrupt. After which thirdly, they’ve built-in help. And so if there’s a downside, the Betterworks crew is aware of precisely who to name on my crew, and we’ll get on it instantly. So from a simply stability standpoint, there’s rather a lot to be stated there. After which for a brand new buyer, the power to deploy the combination extra rapidly, too.
Laurie Ruettimann:
Yeah, that is sensible. Dustin, on the opposite facet, there could also be somebody who’s skeptical. There are such a lot of efficiency administration options on the market. So what’s the promise? What’s the chance in partnering if you happen to’re a UKG buyer utilizing the Betterworks platform? What’s new, what’s totally different? Why would they take that additional step?
Dustin Clinard:
We’re not the one, in full transparency, we’re not the one efficiency answer within the UKG ecosystem. So clients do have a alternative, which is nice. Whereas we’d love them to decide on us, there are different choices. It’s one phrase, however it’s an idea. So we’ve an integration proper now, let’s name it V1, however you have got V2 and V3 and V4. So there are different integrations that may be bolted on. And so once we take into consideration what our clients need proper now, a UKG buyer needs the power, they don’t wish to should duplicate knowledge in Betterworks. I purchase Betterworks as a result of I just like the efficiency expertise. I don’t wish to should duplicate names and reporting buildings, that’s like stage one primary stuff. Degree two is perhaps, effectively, if folks begin to transfer departments, or someone leaves the group, or we convey new folks on, we wish that to be mirrored mechanically.
And so these are the sorts of issues that make the expertise for the brand new buyer of Betterworks seamless with what they expertise in UKG. Sooner or later, there’s all types of stuff that you may begin to consider connectivity backwards and forwards. And for us it turns into a bit little bit of Einstein’s laboratory. And so reasonably than we’ve all these concepts, imagine me, we’ve concepts, however we’re additionally attempting to hearken to clients, and we’re attempting to steadiness what’s the cool future factor versus what’s the sensible factor that they really want now. It in all probability tends to be extra on the sensible facet than on the — like, we’d like to have ChatGPT. I feel we’d adore it, however we don’t. Not one of the clients have requested for it but.
Laurie Ruettimann:
Yeah, watch out of the long run. When you get what you want for, lots of people cry over that. However Dustin, that’s a extremely cool query. And I don’t imply to place you on the spot, however the place is the way forward for all of this headed? Once we take into consideration integrations and efficiency enablement and simply the entire HR tech ecosystem? For me, the chance, the promise of this trade is to make managers their very own model of HR in a really seamless, superior, straightforward manner. And have HR nearly up-level their abilities and turn into organizational consultants and coaches and actually fascinated with the strategic features of individuals in deployment. However I don’t know, the place is all of this headed? What’s cool and attention-grabbing on this market and what you do?
Dustin Clinard:
I feel you hit it on the pinnacle. I feel it’s a supervisor of individuals, due to all the construction and course of that’s been put in place, managers can spend a variety of time not really managing folks or getting one of the best out of their folks. They handle them, they do the executive parts of them, however have they tapped into who these individuals are in order that they will direct them in the best path and encourage them in the best place?
And if you happen to consider HR’s position, HR’s job is to not set your objectives. HRs position is perhaps to ensure objectives are being set, however to not set your objective. Who is aware of your objective, your supervisor would possibly, or someplace in that. It’s nearer to that stage than in HR. The very best-case state of affairs for us is when a enterprise brings to HR, Betterworks, “I wish to use this device.” And the HR folks go, “Holy cow, that is superb.” Doesn’t occur each time, however it does occur generally. And so if you consider HR as a steward for that, however then folks managers having the autonomy and the authority to really assess efficiency or in that class,
Laurie Ruettimann:
For positive. Mike, what’s your tackle that?
Mike Might:
Yeah, we adore it when companions have a street map for his or her integration. We encourage them not solely to look throughout all of our platforms, as a result of we’ve a pair totally different variations that they will combine to relying on the goal buyer they’re going after, however then they’ll launch with one integration. Usually it’s like a easy folks import, simply to ensure to the system of document that each one the info’s correct, or if somebody’s laid off that they’re instantly eliminated in order that delicate data isn’t shared. So there’s numerous positives that include that form of an integration.
However man, we encourage that full scope and ongoing funding in new capabilities. And simply, as one instance, can be interoperability throughout a number of platforms, too, the place an alert from Betterworks might come into UKG that prompts the supervisor with an alert, however the supervisor might get that via Groups. So we’ve a relationship with Microsoft Groups, so unexpectedly they get the alert at Groups to enter Professional and replace a number of the notes on efficiency critiques.
Laurie Ruettimann:
I just like the seamless manner, the seamless potential sooner or later for managers to simply work. Let’s all get again to work. Let’s cease managing all these totally different notifications, all these totally different methods and get again to doing the factor that we’re meant to do, which is aligning ourselves with our goal and fervour and hopefully earning money for ourselves and different folks. That is what that is all about. It’s not about HR methods and processes. That’s what I feel the thrilling a part of this future is.
Properly, I’m so glad you each are partnering collectively. You’re capable of do it. Dustin, why don’t you allow us with some concepts about why that is thrilling, why that is related and why we must be listening to the Betterworks and UKG relationship.
Dustin Clinard:
UKG’s been an amazing associate for us up to now. They’re responsive and considerate. The co-opetition element that Mike talked about, it’s actual, however it’s additionally a extremely massive world. The best way I take a look at it, and hopefully Mike does, too, is there’s an excessive amount of of the world proper now to go after that wants each of us. We are able to cope with the co-opetition half. And up to now, we’ve proven that actually effectively. I feel, from our perspective, one, getting our people to know UKG extra, UKG, UKG’s clients, what their merchandise do is a giant key. After which having extra clients that say, “I exploit UKG, I exploit Betterworks, and I’m actually proud of the way in which that matches collectively.” And so we’re on that journey, and I feel it’ll proceed.
Laurie Ruettimann:
Cool. Mike, your ideas?
Mike Might:
At UKG we like to say our goal is folks, and I see that confirmed true usually. I gained’t title names, however I’ve been coping with a software program firm that has a extremely closed system, and it’s been painful. They’ve this one entry level, they know they’ve an entry level, they’ve a bit little bit of an HP printer mannequin, which is like, “We’ll give our software program away free of charge, however then we’re going to cost you to get entry to your knowledge.” And man, that’s such an old-world mentality and such a shortsighted perspective that I really like that UKG invests on this manner, which is, “Hey, Betterworks has nice capabilities that we will leverage, and we expect the rising tide’s going to boost all boats,” and so we subscribe to that. Our management understands that. That’s why the associate program will get a variety of funding throughout UKG, and we’ve seen it show true. We proceed to see actually robust income and bookings progress inside UKG. So we adore it. We’re at 75,000 clients, and as Dustin says, it’s a giant world. And so we love to assist our companions achieve success.
Laurie Ruettimann:
Properly, as a girl who nonetheless buys printer ink, as a result of I’m Gen X and I can’t assist it, they’re nonetheless getting my cash each single day. However I really like the long run. I really like the way forward for tech, and I’m so grateful you have been each right here right this moment. Mike, let’s wrap up with you. After which Dustin, would you inform everyone the place they will discover you? Are you on LinkedIn? The place ought to they go, and the place can they be taught extra about UKG?
Mike Might:
LinkedIn’s the best approach to join with me and my crew. So far as UKG, plenty of details about UKG simply at our web site, as effectively. So I’d say if there’s anyone on the market who’s trying to associate, have a relationship just like what we’ve with Betterworks, in all probability the best manner is simply to hit me up on LinkedIn.
Laurie Ruettimann:
We’ll ensure that we embody all of that within the present notes. And Dustin, thanks once more for primary, sponsoring Punk Rock HR and actually being invested within the HR tech group. And if folks wish to be taught extra about you, about a few of your superb research that you just’ve achieved at Betterworks about efficiency enablement, the place might they discover you, and the place ought to they go?
Dustin Clinard:
Betterworks.com is the place you’ll find concerning the product, about our clients, case research, product particulars, issues like that. I’m on LinkedIn, Dustin Clinard.
Laurie Ruettimann:
I want you each the perfect. And thanks once more for being friends on Punk Rock HR.
This episode of Punk Rock HR was dropped at you by Betterworks. When work is healthier for folks, firms thrive.
When you’re excited about studying extra about right this moment’s present, you possibly can go to punkrockhr.com. There you’ll discover present notes, hyperlinks, assets, and all the great things. Now, that’s all for right this moment. Thanks for becoming a member of us, sharing this episode and leaving considerate feedback on Instagram and LinkedIn. We admire your help, this and each week, on Punk Rock HR.
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