{"id":22349,"date":"2024-09-11T12:46:34","date_gmt":"2024-09-11T17:46:34","guid":{"rendered":"https:\/\/www.sageworld.com\/resources\/?p=22349"},"modified":"2025-05-23T11:41:33","modified_gmt":"2025-05-23T16:41:33","slug":"bonus-episode-company-culture-with-amanda-carpenter","status":"publish","type":"post","link":"https:\/\/www.sageworld.com\/resources\/index.php\/2024\/09\/11\/bonus-episode-company-culture-with-amanda-carpenter\/","title":{"rendered":"Bonus Episode: Company Culture with Amanda Carpenter"},"content":{"rendered":"\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Hello everyone and welcome to this bonus episode of Promo Perspectives. Tagging on to the episode we just did about the greatest companies to work for, where we had Josh Ellis from PPAI tell us about that list, what goes into it, and what makes a great company. Today, I am joined by Amanda Carpenter, a fellow co-worker here at SAGE. We\u2019re going to talk a little bit more about company culture.<\/p>\n\n\n\n

Hi Amanda.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Hey Gabe. Thanks for having me.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Thanks for joining us. Why don\u2019t you tell the audience a little bit about yourself and your role at SAGE?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, so I just recently transitioned into a new role here at SAGE. I have been with the company a little bit over 10 years. Started on the sales side, and then there was an opportunity for growth. And so now I am the Senior Customer Experience Manager here at SAGE, which has been a lot of fun testing me in new ways and challenging me, which I think is so great. Which makes me want to stay with the company even longer because I can keep progressing professionally.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Right off the bat, that kind of dives us into the main conversation here, which is everybody\u2019s going to have something different that they\u2019re looking for in a company culture. It could be pay, benefits, flexibility, mobility. For you, it sounds like it was the mobility that they gave you to be able to continue to grow.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, I think for me, I love the company so much. And so there are so many pieces where, when you\u2019ve been doing something for so long, there\u2019s a lot of people who want to keep doing that for their entire life. And that\u2019s great. They have that passion for it. I loved what I did before, but there were some different pieces where I wanted to continue to grow. And I didn\u2019t know how to do that in the sales kind of piece of it. So to be able to be given an opportunity to try something different and to stay at a company that I absolutely love makes it just a win-win on both sides.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Well, and clearly, to be given that opportunity to grow into this new role, they recognized your aptitude and your talent. And is that something you felt like, as you were in sales even before the talk of the new role, that you felt recognized for your work?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

You know, I always felt recognized with that. I don\u2019t necessarily know that I thought that I would get promoted into a different role. I\u2019ve always been, in my opinion, very insecure with my performance. So there are times where I think you can come across and you think you have all of this confidence. And I do have confidence, but then there\u2019s always these things in the back of my brain where it\u2019s like, \u201cAm I doing what I need to do?\u201d Now, I had leadership and management who would give the \u201chey,\u201d feedback, \u201cIf you\u2019re doing great with this, but let\u2019s improve with this.\u201d And those kind of pieces, which I think is another factor where it starts with leadership, right? And if you have the right leadership in place, they\u2019re going to help cultivate people that want to stay because they\u2019re also helping you develop your skills. So if you\u2019re not doing great at the beginning, you have the tools and resources to improve if you have that available to you.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

So you\u2019ve been with SAGE for how long again?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

A little over 10 years.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

So a lot can change in a company in 10 years. Is there any particular way that you\u2019ve noticed that not just the company itself but its culture has changed in the time that you\u2019ve been here?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

I don\u2019t know if per se it\u2019s changed or maybe I just wasn\u2019t as aware of it. But really, I feel like our voices are heard and our voices matter here. I think we\u2019ve always had a voice, and I think things were important. But seeing things instantly, of having, you know, surveys of, \u201cWhat are we doing well? What can we improve?\u201d And then seeing it implemented pretty quickly, I think is really cool to be able to see because you\u2019re having those like stats, right, where it\u2019s like, \u201cHey, these are the things that people find important. How can we try to get there?\u201d Or maybe there are some things that just aren\u2019t achievable with that. But I think we were always changing with different areas. But I think there\u2019s those pieces of putting more focus and kind of realizing it as I was more… what\u2019s the best thing to say? <\/p>\n\n\n\n

Um, for people that don\u2019t know me, some people will say that I\u2019m kind of like there, but I\u2019m like, \u201cI\u2019m very shy. I\u2019m very kind of reserved with things.\u201d So as I started to get more comfortable in my skin within the company I think there are also the pieces where, then, I saw more components because I was also having more conversations with different departments, and not just our department. And so I think there\u2019s those different pieces too, where, as you expand yourself, I think you kind of see more things when you kind of venture out of just your comfort zone. <\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

The ability to work between departments and have all that communication\u2026 You\u2019ve obviously been here since before SAGE went remote. Did you notice any particular changes in the way that you had to work with everybody or the culture when you started working remotely?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, I think you definitely have to do more of a job of kind of staying on top of what are those communication methods if you\u2019re not going into the office. Is that setting up Zoom meetings? Is it doing more phone calls? So what are those things that you have to adapt to because now you\u2019re not just in office where I can\u2019t just walk over to somebody\u2019s office and say, \u201cHey, I have a quick question for you.\u201d You know, you have to either send a chat or find those different ways of communicating because, it is different when you\u2019re not physically in person. I think there are benefits to both. <\/p>\n\n\n\n

I find myself loving being remote, but also missing that human aspect. And I think that\u2019s also because the company did such a good job with the culture of doing events, encouraging you know, take a break and go to the pool table or our break room is big enough to sit there and have lunch and talk to different people. And so I think you look at those pieces where, how do you still make that an effort? And for me now, it\u2019s kind of taking a reality check of saying, \u201cI can still have that. I just need to go up to the office because we are hybrid.\u201d <\/p>\n\n\n\n

So you can still have those interactions. But if it\u2019s working with different departments, which for me now I work with a lot of different departments, and trying to communicate, what are those different avenues versus just walking over to an office and doing that. Of really doing more verbal and kind of making sure of tracking things and staying organized with that as well, I think is a little bit different.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Well, and so obviously communication skills, verbal, are really important when you\u2019re in a sales role in general. But I think it improves the quality of life a lot of things we got to do because there\u2019s a lot of trade shows involved on our end of things. And when you\u2019re going to be traveling and spending a lot of time with your co-workers with people like that, the culture that\u2019s fostered beforehand is absolutely going to change that experience.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, and that actually is a great point. I think the trade shows and traveling together was one of my favorite parts. And that also gave me the ability to cultivate some of those relationships and now friendships. There are so many people within the company. It\u2019s not just a coworker. I call them my friend. I have met people that have left the company, and we are still very close. So I think that\u2019s also something to say about how you travel, what is kind of the setting of the work, and then the travel components with that as well. So I think that\u2019s also definitely fun. You see a different side of people versus just that professional in-office. You have the professional at trade shows, but then you\u2019re having meals with each other. You\u2019re, you know, if you\u2019re doing registration or you\u2019re standing at a booth and you don\u2019t have a customer, you\u2019re getting to know each other on a different and a different level because you\u2019re outside of the office. And I think there\u2019s a different comfort level, in my opinion.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

When you really see some of how long these relationships have been developing when you go on those shows. Even like intra-company wise, uh, I\u2019m relatively new to SAGE and I\u2019ve only been here for a little under two years so far. But going to these trade shows, um, and seeing, you know, people\u2019s interactions with other folks from PPAI or even just distributors and suppliers that are on the showroom floor, these are those aren\u2019t even coworkers, but these are people that clearly relationships have formed over the years, uh, and it\u2019s, it\u2019s very impressive.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, and I\u2019ll, um, actually give an example. I was actually talking to Matt, who\u2019s one of our sales reps on the distributor side. And he has made just an impact within the industry as well. Where when I\u2019ve been at a trade show and they\u2019re like, \u201cHey, is Matt at this show?\u201d So it\u2019s, you also see how different people, exactly what you\u2019re saying, the interactions where it\u2019s not just within the company. Our industry, I also feel like really does a good job on nurturing those relationships, um, across the board, from whether it\u2019s a client or, you know, a different relationship. <\/p>\n\n\n\n

And so it\u2019s fun to see suppliers where you haven\u2019t seen them necessarily all the time, but you\u2019ve seen them year after year after year. So it\u2019s like you\u2019re just picking up right where you left off at any of those trade shows, um, when you have been seeing each other for, you know, whether it\u2019s 2 years or 20 years. I think depending on kind of what you communicate and what you kind of put into it, you can definitely cultivate those relationships a little bit more too.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Absolutely. Yeah, something that I talked about with Josh a little bit in the main episode was the impact that the size of an organization has on its ability to foster culture. Earlier, you had mentioned that at SAGE, it\u2019s great that you feel heard and responded to. They send out surveys, and even me with my limited time here, I\u2019ve seen that as well. Um, like when I came to SAGE, one of the biggest things for me was the flexibility of having a very generous hybrid schedule, um, and they put out a survey shortly after I started, uh, about how people felt about that. Would people be interested in returning to the office? And this was kind of during the first wave of a lot of companies were sending people back. And I think the response from the staff was that most of us didn\u2019t want to return to the office. And they heard that. Like we\u2019re moving offices now to a smaller office that could not contain us all. So they\u2019re really committing to that. <\/p>\n\n\n\n

So all this just to say that I think that\u2019s only possible because of the size of SAGE. And we\u2019re kind of at the high end of a small business. And a lot of these companies that you\u2019re running into at trade shows on the distributor and supplier side, are, you can be tiny. Can be just a couple of people to maybe a couple of dozen people. Have you, through your interactions with some of those folks at those companies, noticed any kind of company culture challenge or successes that come with being in such a small organization?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

I think from what Josh said too, of from the pieces of when somebody\u2019s out and you\u2019re in a small organization, you have to pick up that slack of the different pieces versus if you have an organization that has, let\u2019s say, 300 people, that\u2019s a little bit easier. But on the flip side of that, if you have 300 people, it\u2019s a little bit harder, in my opinion, to hear some of those voices. And at my last company, I\u2019ve only had two jobs since I\u2019ve been out of college. And the first company I was at was a big staffing company. And I, I don\u2019t feel like you had a voice because it was all over the country. They had different offices. And so how do you really compile and make okay, if you have an office in Colorado and you have an office here, but everybody kind of has different viewpoints on it. <\/p>\n\n\n\n

So with that kind of same thing within our industry, if you have, you know, hundreds of employees, and a lot of times for suppliers, you have sales reps who are going to be within each one of those regions. I think that can be a little bit harder too, of how do you hear all the voices? And what may be important to somebody, let\u2019s say on the East Coast, might not necessarily be the same thing to someone in the South. And the reason why I say that is because, you know, in the East Coast, when you\u2019re trying to go a block or a mile, traffic is way different than if you\u2019re here in Dallas. And so those kind of different pieces, when if you\u2019re thinking about a comparison with commute, you\u2019re going to have two completely different responses. So in my opinion, I like working in the smaller companies for that piece of feeling like you\u2019re not just a number. You\u2019re here, you\u2019re valued, you\u2019re heard. And you know, I\u2019m sure there are some great companies that are larger that do a great job of hearing people and can make those changes. I\u2019ve lucked out where I haven\u2019t had to work at lots of different companies. So I\u2019m just not exposed to it. But I think you do hear from people, the larger the company, the harder it is to be heard because you\u2019re a smaller, a smaller number.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

I feel like, and I\u2019m from that new-fangled generation where I\u2019ve had more jobs than I can count on one hand in my 20s, uh, and I do, I\u2019ve also seen a lot of that same span of, you know, I\u2019ve worked for a couple of relatively large corporations. And let alone being heard by your immediate management or the people that you\u2019re working with, there\u2019s this nebulous \u201ccorporate,\u201d right? And it\u2019s just like, it\u2019s almost like a scary bad word of this big brother kind of corporate, \u201cWon\u2019t let us do that,\u201d or \u201cCorporate\u2019s not happy about this.\u201d And it\u2019s such a disconnect. It makes you feel like just a cog in the machine, um, versus here, you know, I\u2019ve, I\u2019ve run into the president and CEO of a company I work for in the hallway. And they have things to say about work that I\u2019ve done, um, and you just don\u2019t get that in a big company.<\/p>\n\n\n\n

Now, on the flip side, I\u2019ve also worked for some very small businesses. Like I, I was functionally the rest of the business besides the person who owned it. And there are challenges that can come with that too, especially if it\u2019s a negative company culture and it\u2019s a business owner who is a \u201cmy way or the highway\u201d kind of temperamental, and you don\u2019t have a lot of other support structures. Versus at least in a big corporation, you have some pillars of like HR and corporate responsibility in place to protect you from things like that. Um, it can make a big difference.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

100%. And I think you hit the nail on the head there. Like the negativity piece, right? Where if you\u2019re somewhere where, where all you\u2019re hearing are the negative pieces or you\u2019re not doing things, what\u2019s going to make you want to go to work? And so for you, of like what you said, when you\u2019re at the office and you have the president who recognizes work that you\u2019re doing, it\u2019s not necessarily, in my opinion, it\u2019s not necessarily just about the money. It\u2019s about being valued as an employee and as a person and saying, \u201cHey, I am doing good work.\u201d At least for me, I know a lot of things, yes, money is nice and money is a big driver for a lot of people. I like to make, make good money too. But I also like to feel valued. I would rather, in my opinion, stay at a company, make a little bit less, and feel like I am making a difference and what I am doing, people value, than go to another company and make, I don\u2019t know, twice as much and be told, no matter what I\u2019m doing isn\u2019t good, or, you know, \u201cYou\u2019re just on the grind all the time.\u201d <\/p>\n\n\n\n

And so I think here, work is important, but work-life balance is also important. And you know, they also put a lot of importance on family events and getting your family involved with different things throughout the year and things like that. So I think that\u2019s a big picture too, is when you\u2019re kind of thinking about what makes you want to work at a company, it\u2019s different for everybody. I have friends that have hopped around and been at 10 companies. It\u2019s never really been my thing. But it\u2019s also been, I\u2019ve found an opportunity and I kind of got into that spot. And I\u2019ve lucked out where it has been a great company and they\u2019ve had pillars and values that resonate with me, which doesn\u2019t make me want to look for another opportunity. But other people have different things that are important for them. And sometimes that\u2019s what makes them want to keep looking for the next best thing. And the next best thing is not always out there.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

No, and it, it is very hard. I mean, I remember when in my last role, I was particularly unhappy with the company culture. It was why I was looking to leave. And it is hard to find a job. And it, it\u2019s, it\u2019s a lot of work to find a job. So having really competitive offerings like flexibility and good pay goes a long way. Now, what you talked about with the values of what people are looking for in a job, it kind of was also making me think, we didn\u2019t really talk about this much with Josh, but company culture is a reciprocal thing. It is not just what do the leaders do from the top down. It is how do the staff respond from the bottom up. Sounds weird, but, uh, to, to that, and what kind of culture does that foster? So you talk about like, \u201cIs it just about the money?\u201d No, money is great. I, I\u2019m definitely, you know, requires bills. We want to be comfortable. We want to know our future secure, uh, but for me, that\u2019s about what it is with the money. It\u2019s about being secure and being happy, what I do. And there\u2019s nothing wrong with your values being seeking the most money. But you mentioned like organizations where it\u2019s just there to grind and make as much money as you can, and nothing you ever do is enough. Not only is that negative coming from the top down, but I think the kind of people that are going to thrive in that negative environment are going to, from the bottom up, create a whole other negative place that you don\u2019t want to be in. You don\u2019t want to be around those people.<\/p>\n\n\n\n

AMANDA CARPETNER<\/strong><\/p>\n\n\n\n

Yeah, I agree with you<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Uh, like I, I think in my, and again, I\u2019ve just had so many for it\u2019s ridiculous, uh, I did in my late teens. I briefly worked in car sales, which is not something I would ever recommend anybody do for countless moral reasons, let alone anything else. But I worked for a really small and independently owned thing, and their culture was fine. But that kind of sales, it can create an environment among your coworkers that is just, you know, \u201ctoxic\u201d is a word that gets thrown around a lot. But it can just make it miserable to be in. Um, and you know, in that case, I was lucky enough that I got rescued by another opportunity. But if I hadn\u2019t had that opportunity, I might have been stuck working in that kind of thing. And not only is that bad for your work-life balance, but it can be detrimental to your mental health to have to be around that every day.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, that all ties together, right? I mean, what you\u2019re doing day-to-day, if you\u2019re in a negative environment all the time, in my opinion, that negativity is going to also kind of funnel into your personal life. And then how does that affect your, your personal relationships with that piece as well? And I\u2019m not saying I\u2019m always a positive person. I am, I\u2019m hard on myself. But that\u2019s because I\u2019m a perfectionist. But I would much rather look at the glass half full and what the positive pieces are from whatever it is. Even if you\u2019re looking at a company aspect with culture of, okay, well, you don\u2019t have, let\u2019s say, these three things, but what three things do you have? <\/p>\n\n\n\n

And that piece where you have a lot of people who, instead of looking at what you do have, are just looking at the negative component. And I think that goes with when you are just in a negative kind of repetition all the time, it\u2019s hard to get, it\u2019s hard to get out of that cycle. And I think one of the things I loved when I was on the sales side was, you win individually, but we are always rooting each other on as a team. Because when you win individually and you\u2019re working together as a team, that\u2019s even a bigger, a bigger success and a bigger positivity piece of when you hit your goals together as a team, you\u2019re like, \u201cWe all did this together.\u201d And the support that you have with those different aspects too. <\/p>\n\n\n\n

And I think that is important too. What kind of support do you have? Do you have support from your team? Do you have support from other people? If you don\u2019t have that, I think that\u2019s another driving factor of, it makes your job a lot, a lot harder if you don\u2019t have the tools or support, whether it\u2019s a person or, or, you know, something, whether it\u2019s, you know, technology of having that as an option too. Giving, giving you the resources to be successful, I feel like is what I\u2019m trying to say. <\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

The collaborative \u2026 it\u2019s a result of having a collaborative environment too, which obviously I\u2019m a huge, huge fan of the remote work, uh, trend. It\u2019s changed my life. Like we don\u2019t have to go… I feel like that\u2019s all anybody talks about now when it comes to company culture. But it has been great. But it can be detrimental to the collaborative aspect. And that\u2019s a balance too. I think SAGE has done a good job of finding it both by being, you know, we\u2019re hybrid, but that\u2019s it\u2019s a really generous hybrid. Like the marketing team is maybe once I come up a little more for some of these podcasts and things like that. But in general, the whole team\u2019s here once a month. And I know a lot of people, hybrid means like two days a week.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah.<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Uh, but even with that, the ability to still have this collaborative nature, you know, I know with the sales team, you guys are really tight in it, um, and in the marketing team, even just from a creative aspect. Like we have some of the most talented creative people I\u2019ve ever met working in this marketing department, um, like just our video producers, our graphic designers, all of these people. So like working on more of the project management side of things, um, I just, I\u2019m excited that I get to work with these people every day and excited to see what they come up with. And I\u2019m sure a lot of that only works because of the culture that SAGE fostered pre-remote work, which I wasn\u2019t around for.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah, I\u2019d agree with you. And then you also just said something where, seeing how talented different people are, I feel like, I mean, we, we didn\u2019t have a podcast before you. And so being able to see, \u201cHey, here\u2019s an opportunity. I want to challenge myself.\u201d I see other talented components within our marketing department. Everything, what can I do to also kind of add on to that? And I think this has been a great addition because we haven\u2019t had this. And to see what you\u2019ve done with it too, I think is really cool. And like what you said, you\u2019ve been here for a little over 2 years. And to see you from the beginning, when I first met you at Expo, I feel like was actually the first time to, like, now you\u2019ve come into your own too. So to be able to see those pieces too, I think just getting to know you, like the culture and kind of those pieces, you also thrive on seeing other people and kind of what they\u2019re, what they\u2019re doing. Because you also want to grow, um, and kind of do those pieces. And I think seeing you push yourself and kind of getting uncomfortable is fun too. Because then you\u2019re not doing the same monotony every single day. <\/p>\n\n\n\n

Sometimes you can get burned out with that too, of doing the same thing day after day. And then, like for you too, of, okay, \u201cI\u2019m already starting to try different things.\u201d Really, the sky\u2019s the limit if you come up with an idea and you just want to keep doing different things, which I think is cool. Um, that SAGE gives us the opportunity to be creative, create opportunities within, right? Where it\u2019s not just going outside of trying to hire people of, \u201cHey, we need this. Let\u2019s hire outside of,\u201d \u201cHey, do we have the talent here already that somebody may potentially want to do?\u201d Now, it\u2019s great when we bring outside people too because you have different perspectives, which I think has also been great when you have new people come in again over the past year or two. <\/p>\n\n\n\n

You see different ideas and things like that because we are adding new people, we are continuing to grow, and you have different perspectives because people are coming in. But it\u2019s just saying like, \u201cHey, I see what you\u2019re doing here. It\u2019s great. Maybe we can improve on it a little bit with this. What about this idea?\u201d And so I think it\u2019s cool too, when you\u2019re saying all the talent, because I see you as that talent too, and where you can really go with it, um, just from the beginning of what you\u2019re already doing, I think is really cool of those different pieces too, which I think is a whole big scope of everything of why do you stay at a company? Because again, everybody has different, different things. But I think for you too, it\u2019s cool to see you probably do want to stay longer when you have these opportunities, um, versus, like you said, in your 20s, you\u2019ve had multiple jobs that you can count on, um, and so what\u2019s made you want to stick here? I think it\u2019s also, you know, kind of those pieces versus the other jobs where it\u2019s like, \u201cI\u2019m just gonna, you know, move on.\u201d<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Absolutely. I mean, you, you first of all, thank you very kind words. You nailed the script I gave you for the compliments.<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

I do my best! <\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Uh, but it is like, just having that, like, not getting pushed back on new ideas goes a long way. Um, like at so many of places I\u2019ve worked before, it\u2019s, \u201cWell, we haven\u2019t done that, or we haven\u2019t done it that way. And therefore, we\u2019re not going to,\u201d which can be really frustrating for a lot of reasons. It\u2019s stifling to your creativity. A lot of times, the way that things are being done don\u2019t work for certain reasons. And then when those things don\u2019t work, it falls back on you. But you\u2019re doing the things that you\u2019ve been told, it\u2019s the only way you can do. And that, that\u2019s a vicious cycle of, of a feedback loop. So I do very much like that I have the flexibility here. <\/p>\n\n\n\n

And it\u2019s, it\u2019s not just, again, the leadership from top down. I mean, it is that. It is Bille and Rebecca have always been great about, \u201cYou have this idea, run with it.\u201d Now, if there, there could be things where there\u2019s some reason where it\u2019s like, \u201cAnd that\u2019s just not going to work. We can\u2019t.\u201d But for the most part, I don\u2019t get that. And it\u2019s not just them. It\u2019s like Lafonso, who does all of our awesome video production stuff, or, uh, Brittany and her creative team, and Drew on the creative team, uh, I, Tori, all of them are great. <\/p>\n\n\n\n

The reason I called out Drew in particular is with this podcast thing, like there\u2019s a lot. I love the branding of this show. I love the graphics. I love the logo. I love the purple theme. I love all the background elements. I didn\u2019t design any of those things. I just, I had an idea for the show in general. And I was like, \u201cWe need assets that match this.\u201d And man, everybody was so enthusiastic and they made such great work. <\/p>\n\n\n\n

I\u2019m always worried about Lafonso. I feel like I tell him all the time, it\u2019s like, \u201cHey, I have another idea that\u2019s going to add work to your plate and bring you.\u201d But he\u2019s always so game for it, 100%. And I\u2019m a bit of a cinema nerd too. So it\u2019s like when Lafonso and I work on projects like this, we can get into the weeds on that kind of stuff. And it is super invigorating. Um, so yeah, I think, and that\u2019s funny because I don\u2019t think that even really something we talked about with Josh and company culture is, it\u2019s not just like, \u201cWhat perks do you allow?\u201d Or \u201cHow satisfied are you?\u201d It\u2019s really what gets into, where does that satisfaction come from? Um, so yeah. <\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Yeah. And I think the, there\u2019s so many different pieces. And I think there\u2019s always questions of, there\u2019s always supposed to be just a one straight line answer. And I don\u2019t think there\u2019s always just a straight line of what\u2019s the right answer, what\u2019s the wrong answer. Because again, what\u2019s important to you is going to be different. What\u2019s important to me in those different pieces. But it\u2019s nice when you\u2019re at a company, you\u2019re loving what you\u2019re doing, you can challenge yourself, and you feel like what you\u2019re saying, your coworkers are also part of it. It\u2019s not just leadership, but how do you interact within just your department, other departments, and then working your way up from there as well. And I think that is a huge component of making a great company. And again, just hearing everybody, because everybody\u2019s voices matter, not just one. And it\u2019s not just the same across the board, which I think is, um, interesting, but also very cool to be able to be different, right?<\/p>\n\n\n\n

GABE GOTAY<\/strong><\/p>\n\n\n\n

Absolutely. Well, we\u2019re going to have to wrap up here. But before, before that, is there any other thoughts you had on company culture or anything you wanted to share?<\/p>\n\n\n\n

AMANDA CARPENTER<\/strong><\/p>\n\n\n\n

Not that I can think of. I mean, I could talk all day. I used to be in sales, so I\u2019m, I\u2019m good at that. Um, but no, I think it\u2019s a great conversation. And again, just, you can just keep thinking outside the box. Don\u2019t be close-minded. I guess, as the biggest thing when it comes to culture, kind of looking at those pieces. Everything is, uh, different for everybody. So that\u2019s all I got.<\/p>\n","protected":false},"excerpt":{"rendered":"

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