After three decades in the HR field, John W. Allen is sure of one thing: Change is inevitable.
Allen is president and CEO of G&A Partners, a Houston-based professional employer organization that provides comprehensive HR solutions with offices across the country. He oversees the daily operations of the company and is heavily involved in the strategic outlook and growth of the firm.
Before co-founding G&A with chairman Tony Grijalva in 1995, Allen was a consulting partner with Grant Thornton, where he worked with emerging-growth companies and cultivated his management consulting and financial expertise.
Allen shares insights he has gleaned throughout his career.
After 30 years, what advice would you give to leaders just now getting into the PEO space?
When we started the company, we could never have imagined the remarkable growth we have achieved today. The cornerstone of our success is the exceptional people who have been with us on this journey. This is a key piece of advice I share with people. You need to surround yourself with good people who share your vision but bring a different perspective to the table.
My advice for leaders entering the PEO industry is to be prepared to work hard and work smart. Do not take this path just for financial gain; do it because you’re passionate about serving others. Additionally, be prepared for change as the industry is evolving. When problems arise, don’t panic; there will always be a solution.
What is the biggest lesson you’ve learned working in the HR industry?
Change is inevitable. Problems will arise, and surprises can happen. Tackle them with empathy and integrity. If you do the right things consistently, good things will happen to you and the business over time.
When you introduce impropriety or dishonesty, it can tarnish your reputation. Focus on doing just the opposite. It doesn’t mean your life will be problem-free, but in the end, you’ll feel good about what you’ve accomplished. People will trust you. Trust is hard to create and easy to destroy.
How can HR leaders measure initiatives beyond HR practices to consistently improve for the company?
At G&A Partners, we measure initiatives beyond HR practices by focusing on creating a workplace where employees are truly engaged and passionate about their work. We never want employees to just go through the motions each day.
We aim to be a destination workplace, ensuring our employees are motivated and aligned with our business goals and key performance indicators. To achieve this, we conduct monthly Net Promoter Score and Employee Net Promoter Score surveys, which we have been doing for more than six years.
These surveys provide us with invaluable employee and client feedback, helping us to continuously address any concerns and improve our workplace environment. It’s not always what you want to hear, but the feedback is vital for success.
What are the best ways to mentor future HR leaders within an organization?
The most effective way to mentor future HR leaders is by pairing them with a seasoned mentor and encouraging them to ask questions they might hesitate to ask their manager. Allow them to shadow a senior colleague in various situations and assign them challenging tasks, highlighting their ability to oversee significant responsibilities. Never underestimate their ability to do important things.
Additionally, provide feedback with radical candor that is delivered in a thoughtful manner. Many managers are afraid of giving feedback, which can damage employees who are unaware that they’re not meeting expectations. Constructive feedback can be given without being cruel. Striking a balance between positive and constructive feedback is essential.
