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Live Conference Recap BY Jennifer Yoshikoshi | January 06, 2026

Creating Personalized Pathways for Growth and Development

The traditional career ladder is giving way to something far less linear. Younger workers increasingly expect growth to look like a mix of learning, mentorship, and well-being rather than a step-by-step climb. Recent research shows that nearly nine in 10 Gen Zers and Millennials prioritize on-the-job learning and practical experience as central to their professional development.“This idea of a career ladder is sort of dead, and I like to think of it now as a climbing wall,” said Teresa Hopke, CEO of Talking Talent, Americas. Hopke spoke on an executive panel discussion at From Day One’s LA conference. Executives discussed how employee growth and development are changing as organizations move toward more inclusive, personalized career paths.Climbing the Career Wall, Not LadderShelley Colón, SVP of people and culture at SiriusXM, added that human resource departments have historically created linear paths for employees to climb up the company hierarchy, but now it “doesn’t totally resonate for the path of a lot of people.”SiriusXM has launched a storytelling series that highlights the careers of people within the company that were able to move across verticals and utilize their skills from one department and transfer it to another, she says.  Lisa Richards, senior regional VP at LHH, emphasized that companies also have to understand what growth means for their employees. At LHH, new hires are provided with a form that asks them about their motivations. This opens up an opportunity to have a dialogue about what employees are looking to get out of joining the company, Richards says. “I think it is so critical for us to retain good staff. We don’t want to lose them,” said Richards. “So just having those conversations and getting to know your people from the top down and having that shared narrative is really key and important.” The Wonderful Company emphasizes promotion from within and a culture that supports internal career growth, says Kimberley Fernandes, VP and head of learning and organizational development.There's a cost to staff turnover and in order to retain staff, it's important to build a strategy to address the diverse needs of all employees and create opportunities that recognize individual skills in both technical and functional fields, says Fernandes. The awareness that individuals carry about their own motivations and how it changes over time can also be beneficial for the employee and the company, says Portia Green, VP of talent and organization development at NBCUniversal. Strong companies will continue to have conversations about what drives employees while they develop their own understanding of what their company’s culture is and whether their motivations align. Changing Workplace Cultures “Your organization has work to do. Leaders have work to do. But individuals themselves have a fair amount of work to do to understand themselves and the landscape that they operate in,” Green said. Organizations across the world are changing as younger generations enter more junior positions, creating a cultural divide in a multi-generational workforce. Companies now have to face societal challenges which are causing a shift in company cultures that for decades have resulted in Boomers and Generation X employees moving up as leaders, says Fernandes.Alison Brower, executive editor at the Ankler, right, moderated the discussion among panelists With Gen Z’s position in the workforce, companies are seeing a clash between differing mindsets and beliefs between the older and younger generations. “I see our role of how we build our leaders with the skills to have that inclusive mindset but also, build maturity and resilience in our younger employees,” said Fernandes.Hopke highlighted that teaching leaders about relational capabilities can drive the change that is necessary and inevitable in company culture. Many managers need to be able to develop human connections and often don’t ask their team what they need and carry simple conversations that foster stronger relationships. “Investing in these conversations is probably the key thing that will help us change our cultures around these different career paths and the way people are going to learn,” said Hopke. In light of the pandemic and the rise in remote work, Hopke says that through her prior experience as a flexibility consultant, she found that “flexibility isn’t the problem. Flexibility just shines a light on poor leadership.”“It comes back to teaching leaders how to have the right skills to hold people accountable, to set expectations, to have conversations, whether through a screen or face to face,” Hopke said. “People are craving connection, but you can plan connections, and you can figure out how to help people feel connected through relational skills.”Jennifer Yoshikoshi is a local news and education reporter based in the San Francisco Bay Area.(Photos by Josh Larson for From Day One)

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Live Conference Recap BY Carrie Snider | January 05, 2026

Listening to the Employee Voice to Shape Smarter Total Rewards

Designing a total rewards program today is less about checking boxes and more about managing tradeoffs. Employers are trying to meet specific employee needs without fragmenting the workforce or leaving others feeling overlooked. At From Day One’s Los Angeles conference, that challenge took center stage as leaders discussed how listening more closely to employees can shape benefits that feel both targeted and inclusive.Jon Harold, head of sales and partnership success at SoFi at Work, underscored the importance of targeting benefits thoughtfully. “You do have to balance fairness with the actual needs of the business,” he said, “because at the end of the day, the business is here to make money and to grow.”Moderated by journalist Faith Pinho, Harold and a panel of other experts from across industries discussed how smarter total rewards start with the employee voice and extend to financial well-being, career growth, flexibility, and perks that truly matter.Targeted programs, like student loan repayment assistance, can deliver significant impact, says Harold. “Imagine coming out of college, you have $35,000 of student debt, and off the bat, your company is contributing $5,000 a year—that’s incredibly powerful and impactful,” he said. Yet, leaders often worry about perceptions among employees who don’t qualify. Harold points out the perspective many overlook: “Do you think those employees wish they had student debt so they could take advantage of it?”Successful organizations pair targeted benefits with offerings that reach all employees. “If you’re launching a financial wellness program, you can help with your student debt, talk with a financial coach, plan your estate, manage your credit—something that appeals to everyone,” Harold said.Offer Highly Valued, Specific PerksCreating a benefits package that resonates with employees means going beyond standard offerings. Arturo Arteaga, VP of total rewards at VCA, emphasizes that understanding employee needs firsthand is critical.“You need to keep contact with them all the time,” he said. “You need to know about them. You need to visit—in our case, we have close to 1,000 hospitals—talk to the CSR, talk to the bed techs, talk to the doctors and understand what they want.”Targeted perks can have a significant impact. For example, VCA’s associate pet discount, which allows employees to receive meaningful discounts on veterinary services, is by far the most appreciated benefit of the company. Similarly, professional development support, including PTO and funding for certifications, is highly valued by veterinarians and veterinary technicians. “What they appreciate the most is to have time and resources for continuous education,” Arteaga said. Panelists spoke about "Listening to the Employee Voice to Shape Smarter Total Rewards," at From Day One's Los Angeles conference Piloting new benefits helps manage cost and expectations, especially in large organizations. “Any benefit is expensive, and we need to be very careful about what we introduce and what we don’t introduce,” he said. For employees on their feet all day, VCA introduced a musculoskeletal treatment program after learning directly from staff about the physical toll of their work.Explore Innovative, Employee-Driven BenefitsModern total rewards strategies increasingly focus on flexibility and innovation, giving employees more control over how they use their benefits. Carol MacKinlay, chief HR officer at Pebl, says employees want options that let them manage their own lives.“People want to control their money,” she said. “They were willing to trade that risk for the reward,” she said, referring to a program where employees could trade bonuses for guaranteed salary increases.Gamification and creative engagement strategies can make benefits more meaningful. MacKinlay says. “People love it. We’re trying to customize, giving people fun things to do, reasons to participate,” she said, describing how compliance training and other programs are turned into competitions to drive participation.Forward-looking approaches also tap into emerging financial trends. “About 30% of employees want to get paid in crypto,” MacKinlay said, highlighting Pebl’s exploration of digital payment options to meet employee needs, particularly in regions with high inflation.Beyond financial benefits, time and feedback can serve as powerful rewards. Spot awards of time off recognize extra effort and reinforce work-life balance, while a structured, partially transparent feedback system gives employees insights into their performance. By offering benefits that employees can shape and control, organizations not only meet immediate needs but also position themselves for long-term engagement, satisfaction, and retention in an increasingly diverse and global workforce.Prioritize Development & Transparent Performance ConversationsIn today’s competitive talent landscape, benefits alone aren’t enough—how organizations handle performance and growth can be just as important. Jerrold Coakley, SVP of HR at Stater Bros. Markets, emphasized the value of clear, early conversations around remote work and career progression.“It’s far better to have that conversation early, although it’s uncomfortable,” he said, referring to discussions about whether certain roles can be performed remotely and how that may impact advancement.Coakley advocates for performance-based differentiation over perceived fairness. “We’re not here to be fair,” he said. “We’re trying to get the top talent in the top roles and pay them the top dollar.” HR leaders should be transparent about expectations, rewarding those who deliver and making career growth contingent on measurable contributions.Simplicity in benefits also drives impact. Programs that are easy to implement, such as time off, spot bonuses, or additional pay, provide tangible value without unnecessary complexity. “The more you can over-invest in areas you know you can execute, you’re going to find that it’s very beneficial for your employees and very easy for you to execute,” Coakley said.Perhaps most importantly, investing in employee development builds engagement and loyalty. “Development is the number one thing,” he said. “Invest your top talent, let them know how much they mean to you.” Growth opportunities, combined with clear expectations and transparent feedback, help employees feel valued and empowered, reinforcing both performance and long-term retention.Successful total rewards programs start with the employee voice. From financial wellness and meaningful perks to career development and innovative, employee-driven options, the key is listening and responding, panelists agreed. Thoughtful design, clear communication, and investment in growth create a culture where employees feel valued and motivated, driving engagement, retention, and long-term organizational success.Carrie Snider is a Phoenix-based journalist and marketing copywriter.(Photos by Josh Larson for From Day One)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University