EMPLOYEE RECRUITMENT & RETENTION
113 | The Impact of Extraordinary Talent and a Compelling Culture with Dee Ann Turner
EMPLOYEE RECRUITMENT & RETENTION
Dee Ann is a business leader, best-selling author and speaker. She started her career at Chick-fil-A in 1985 as an administrator in the Human Resources department. Selected as Chick-fil-A’s first female officer in 2001, Dee Ann has led various areas of the business including Human Resources, Franchisee Selection, Culture, Learning and Development, Talent Management and Talent Acquisition. She currently serves as the Vice President of Enterprise Social Responsibility.
In 2015, Dee Ann’s first book, It’s My Pleasure, The Impact of Extraordinary Talent and a Compelling Culture was released and became a best-seller. She speaks all over the United States and internationally for both business and non-profit organizations on the topics of leading culture, talent selection and talent development among others. During her tenure at Chick-fil-A, the organization has grown from 319 restaurants with $161M in sales, to over 2100 restaurants in 46 states and the District of Columbia with annual sales of over $8 billion.
In This Episode, Dee Ann Reveals:
- Chick-fil-A’s “Three C’s” for selecting top talent, and why they hire for Character, Competency and Chemistry.
- The key elements of a compelling culture, and why Chick-fil-A has such a low voluntary turnover rate, both at the corporate offices, and at the franchise level.
- Their core principles, like being closed on Sundays, and the importance of getting better as they get bigger.
- Her best-selling book, “It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture” that goes even deeper into some of the content we discussed in the interview.
Resources & Links
Mentioned in this Episode
- Chick-fil-A website
- Dee Ann’s Book: It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture
Dee Ann Turner
EMPLOYEE RECRUITMENT & RETENTION
-
321 | Here to Help: Pandemic crisis fuels third-party management growth
Hotel owners and operators who believed they could go it alone before the coronavirus pandemic devastated the hotel industry are having another think and turning to third-party managers to work their way back to profitability in the post-pandemic recovery. Another trend contributing to the growth in third-party managers’ business is more commercial real estate investors armed with cash entering the hotel sector and in need of an experienced operations team. Episode 321 of Lodging Leaders podcast explores the growth of third-party management companies over the past 12 months. This report is part of Lodging Leaders’ coverage of the coronavirus crisis and its impact on the hospitality industry.
-
320 | Where’s My Stuff?: Breaks in the global supply chain disrupt hotel projects, increase costs
The Ever Given container ship running aground on March 23 in the Suez Canal got worldwide attention, but it is just one of many reasons for the breaks in the global supply chain that are impacting the U.S. hotel industry’s post-pandemic revival plans. Shipping companies in Asia and Europe are contending with a boatload of challenges, including a lack of containers, traffic jams at West Coast ports and increased costs. Long Live Lodging explores what the problems mean to hotel owners and developers eager to refresh their properties and welcome guests back.