Monica Turner Shares 3 Tips for Building an Innovative Culture

At P&G, our people are our greatest asset. We continuously invest in our employees to build an innovative, entrepreneurial culture and deliver a superior employee experience.

At the EY Strategic Growth Forum — one of the country’s top leadership gatherings for CEOs and entrepreneurs — P&G North America President Monica Turner joined author and journalist Deborah Norville to discuss how P&G attracts, retains and empowers our employees to have an impact on the business and their career path from Day One.

1. We Seek the Best Talent from the Broadest Pool

P&G hires innovators who challenge the status quo to improve the lives of consumers around the world. We recruit from a variety of sources to seek the best and brightest from the broadest pool — from college campuses to more novel approaches to recruiting experienced talent.

“We look for inspiration from those who can come and innovatively bring value to our company from many different places,” Turner said.

One example is the Relaunch Program, which welcomes back professionals who took a break from the workforce and are looking to restart their careers, primarily in the STEM field. Through this program, P&G recruits individuals with relevant previous experience and enables them to further develop their skills through the right career opportunity. This is a win-win for experienced talent and for P&G.

2. We Develop Talent at Every Career Stage

At P&G, employees are challenged with meaningful responsibilities from Day One and receive development opportunities throughout their career.

Through a 70-20-10 Methodology, P&G develops talent by combining 70% on-the-job learning; 20% through colleagues, mentors and peers; and 10% structured training. This ensures employees can explore a range of career possibilities as they progress and have access to leadership development.

Relationships are also foundational to employee success, and programs like Power Pairs help new hires and managers build a trusting, authentic relationship within the first 30 days, improving employee satisfaction.

“Taking a methodical approach to developing talent at every stage is critical to our success,” Turner said. “We invest in our people, combining classroom time and helping them build successful relationships with managers, find mentors and connect with peers to enable their growth as leaders.”

3. Embracing a Growth Mindset

We pride ourselves on our culture of curiosity, and employees are encouraged to embrace a growth mindset to help solve challenges consumers face. Turner highlighted breakthrough ideas can come from unexpected places and shared and example from Pampers.

Amy Wiford, a former NICU nurse, joined P&G’s innovation team and played a key role in developing Pampers Preemie Swaddlers, our most advanced diaper for premature babies, which her son wore when he was delivered at 28 weeks.

“When we recruit, we interview and test for an innovation mindset,” Turner said. “The willingness to learn, experiment and continue to develop enables continued success — not only of the business but also the organization.”

Learn more about career opportunities at P&G at pgcareers.com.