Matt Vance: Hey there and welcome everyone. Today we have Cristian Chavez. We’re speaking with one of the youngest leaders in America unanimously. Voted US use 2020. Mr. Congeniality. Cristian is the life of the party at age 21, Cristian finished his master’s of Human Resources from Utah State University. Within one year of completing his bachelors of science and philosophy, having already managed many critical HR roles and multiple global companies. And now at age, 23, Cristian leads, all HR functions at Mountain Regional Equipment solutions, he is a loving cat. Dad to his felines, Gatsby, Iro and Raven, Very impressive and thanks for being with us today, Christian.

Cristian Chavez: Thank you so much for having me. My friends, I’m very glad to be here.

Matt Vance: We’re pumped for tonight’s conversation. We’ve got some great things to talk about before we jump into it. Let me tell you just a little bit about mountain, regional equipment solutions. They are the leading supplier of automated lubrication systems, active and passive safety systems and maintenance products for use with mobile heavy equipment. On highway and vocational, transportation equipment stationary, and mobile in industrial equipment, and cranes. So this is some pretty high-tech stuff. Since 2004 MREs has served clients in heavy construction, mining agriculture, and many more industries and is headquartered in West Valley Utah. So Cristian it’s very rare to see someone as young as At age. 23, leading for an entire organization. We’re excited to hear.

Matt Vance: The passion that you have both for but we also heard that you have a passion for collecting rare gems. So, tell us a little bit more about that.

Cristian Chavez: Yeah, definitely, I actually fell in love with collecting wear gems as a kid when I would go outside, and I just pick up a rock and I look at it. I put in this little shoe box with a bunch of leaves and sticks that we’d pick up from our backyard or we’d go on a hike and I’d pick up a rock from a creek and I take it home and I put it in the box and I never see it again. And I’m pretty sure my mom would probably just take it right back out to the backyard, so I can find it the next day, but recently, I got back into collecting actual real gems because my girlfriend Marcy, it took me to a local gem show and Logan Utah where I really fell in love with

Cristian Chavez: Seeing all of the emeralds, rubies moissanite, all of these really beautiful gems and I kept going back to this one. It’s a seven carat Colombian Emeril with minor oil. It is gorgeous. And I tell you that, it’s the most mint green emerald you’ve ever seen. It is beautiful, like mint chocolate chip ice cream without the chocolate chips. It is stunning. I went back to it five times and I had to purchase it and that’s what got me started into the whole thing.

Matt Vance: Do the one that you have. Does it have any flaws or is it in mint condition?

Cristian Chavez: Here Dad jokes. they do impress. no. I personally think that the most interesting thing about gems are the inclusions. And so what attracted me so much to this is that it has a little cloud in, kind of the shape of an actual cloud that you’d see outside in the middle of it. And it’s really beautiful.

Matt Vance: That is so cool. You rock Cristian. We’re just gonna dive right in.

Cristian Chavez: That’s why you do.

Matt Vance: We want to get right to our favorite question. How can company culture drive greater profits? You’ve already worked in departments at three companies. That’s three different workplaces and cultures. So from your experience, how have you seen Drive greater profits?

Cristian Chavez: In every organization that I’ve been in, company culture really is and should be the lifeblood of everything that goes on without good people. You’re not going to make any money as a company. If you don’t have the people in the right spots with the right talent, and you’re not gonna be a profitable organization because you’re paying for people that don’t really have any room to improve or any room to grow or any direction that you can take your company. So, the first step in creating a company culture, hiring the right people in my opinion.

00:05:00

Cristian Chavez: The next thing that’s really important about company culture is really and has this really inflated notion about it that it’s the evil, the Toby from the office, kind of mentality, You’re right. I’m pretty sure you hear all the time. A lot of people view it as the negative we’re gonna fire you or You’re gonna get written up for something or we’re the title tunnel basically. We’re the bullies that get you to do your job, right? Which honestly,…

Cristian Chavez: I feel that. The perception is shifting and with company culture, you can’t have a company culture without shifting that paradigm in your employees and in your workforce.

Cristian Chavez: In order to shift that paradigm, you have to create and nurture a company of inclusion and diversity and understanding different people’s backgrounds. And without that, you’re not really going to have anywhere for your company to go in terms of the workforce in terms of greater profits. I mean, I’ve seen salespeople who are hired that leave the day after and we lose thousands of dollars on relocation and training in the reimbursement and then they leave and we’re just sitting there with nobody in that region, not able to make any sales for us. And so we have to go back and I have to do more hiring and acquisitions for different people through different companies and try to find somebody else. That’s a good fit for our organization, which honestly is pretty hard for somebody in my industry, now we’re in the hose business.

Cristian Chavez: Hard to find somebody that has that knowledge of hoses of all things in order to fit into our company and the culture MREs, right now is a smaller company. And so fostering and starting to develop the company culture that we want is crucial to our growth without structure, and without the proper documentation, or policies, or anything in place, you can’t grow substantially and correctly. And so, that’s all encompassing and how we generate profits without that company culture, and without those policies and values in place are emissions statements. You can’t feasibly grow to be profitable because of everything that I just said.

Matt Vance: So having a good company culture makes people want to stay. So you mentioned turnover and that’s a huge expense and that’s definitely a free topic that we have. When we discuss the topic and…

Cristian Chavez: 

Matt Vance: also mentioned just attracting the right talent and without having a good company culture and then having the reputation that it’s a great place to work. You’re not in fact, anyone let alone the person that’s unique to your company which like you said it sounds like it’s kind of a rare person so

Cristian Chavez: Yeah, definitely. Yeah, exactly. We feel a very good size niche in the business and like you said, it’s so hard to find the right people and especially with small companies, it’s almost impossible to have any employee reviews because you have such a small employee base to even try and start getting them. And so,…

Matt Vance: yeah, I mean

Cristian Chavez: And so that represents that. What’s the word?

Matt Vance: Just like getting that momentum of feedback coming on an ongoing basis, it can be tricky with the smaller,…

Cristian Chavez: Yeah.

Matt Vance: workforce. I’ve seen that both small companies and at large companies, it can be a struggle to get that feedback but also small companies and large companies can succeed at collecting that feedback. If it’s, prioritized. One thing I did want to mention is how you talked about someone leaving, the very next day after being hired because maybe the job wasn’t what they expected. Managing expectations around what it is that employees are going to experience when they come is critical and a key part of the hiring process. But another piece is, we’ve heard the term quite quitting where people become disengaged, but stay at the company. And that can in a lot of cases, be even worse, because not only are they,

00:10:00

Matt Vance: Still there and not doing the best that they could at their own job, but they’re spreading poison to other individuals. That can then drop the productivity and engagement of others who may be engaged and very satisfied with it, it’s something that’s really important,…

Cristian Chavez: Exactly.

Matt Vance: 100% Agree with you. So yeah,…

Cristian Chavez: Definitely.

Matt Vance: which types right into what you’re saying about a company cannot thrive without good people or not, just good people, but good employees that are fulfilling their job functions and it takes an engaged employee, one who enjoys the culture.

Cristian Chavez: And I mean, even in building that reputation about your company whether it’s smaller or big, I mean, that reputation has an impact that ripples out into all industries, right? And especially with MREs, we have such a niche like how I was saying and that reputation means everything for anybody in that industry, or anybody looking to get into that industry and especially with the younger generation. I mean, look at me, I’m 23 years old, running an entire department, in attracting younger individuals, like you need that reputation on social media and in order to even get in the door with some of these younger people. And these are the people who are going to be leading the next generation. And in order to do that, we need to target more social media based platforms that show the representation of the company and the reputation of the company.

Matt Vance: Yep, you’ve described employer branding perfectly it’s a specific type of branding.

Matt Vance: The people that you’re showcasing, what your company is all about are job seekers and they need to know not just what you do functionally as a business, but they need to know how you treat your workforce and what the benefits are like, What’s the employee value proposition? What are all the perks and benefits that you’re entitled to transactionally with accepting a job offer, but also those, non-transactional benefits that you get from working there as the work environment, the people that you work with, the things that you can learn, the ways that you can grow. All those things are considered by job seekers, but you need to also realize other stakeholders are looking at that as well. And so the way that you’re having that open dialogue publicly on the Internet, with the job seeker, how you’re showcasing your company is also seen by the current employee shaping their perceptions, and the customer, the investor and the local community. 

Matt Vance: Your Cristian. Let’s talk a little bit more about the reality that you’re living right now. you’re 23, You’re less than 90 days into this new role. Leading for an entire organization. So how has it been getting started? And what advice do you have for other single person departments that may be listening today

Cristian Chavez: Yeah, definitely. I mean, honestly running an entire HR department seems like a daunting task and it is like, Don’t get me wrong, I have had some rough days but I’ve had some major wins so far. And for someone as young as I am, being trusted to handle a lot of the business aspects of an entire company across multiple states and starting to reach into other countries and everything. It’s honestly just crazy to think that I’m here and

Cristian Chavez: It’s kind of beautiful. I don’t want to get all too sappy but I mean it feels like almost being handed the keys to the kingdom knowing that they trust you enough to do the job. No matter what your age is. And I mean, I’ve explained to people before, the difference is always there. And that the age difference is always there and I’m never gonna Kind of shake that perception as long as I’m young, And so we deal with it every day and I’m pretty sure the younger generation deals with it every day, people who are trying to get in the door but because the perception is that they’re too young, they haven’t experienced enough and they haven’t been able to get in the door with a bunch of other companies. it’s

Cristian Chavez: For me, it’s about trusting the people who are educated enough and experienced enough to actually do the job and not how they are.

Cristian Chavez: And anybody who’s looking in to get into HR. I mean, I’ve heard many different vernaculars describing Solvers, people who like to problem solve but also people and all that stuff. For me, it’s more of, I want to be an advocate for the employees and also have the business best interest in mind. It’s not just about getting people to do their job, getting them to come in on time or terminating or writing people up or paying people on time. It’s about actually engaging with the workforce and changing the receptive, the perception like how I was saying about and actually getting them to trust you more and that’s a lot of what I’ve seen. And so if any advice that I could give to anybody who’s looking into is trying

00:15:00

Cristian Chavez: change the perception around the industry as a whole, because one little smile that you can make an employee have by making maybe not the most appropriate joke or A dad joke or something and showing them that you’re not all. Business will go a long way and gain a lot of trust from the people that you interact with. Especially the people that you’re supposed to be making decisions for and about and it helps them gain faith and trust in you, in your position. No matter what your age is.

Cristian Chavez: Yeah, I mean there has been one thing that we’ve implemented recently was fuel cards for employees and not a lot of people change, And in a small organization who hasn’t really had any structure implemented. Any sort of structure is going to be a little standoffish at first, but even the littlest things like fuel cards can have a big impact especially if it’s presented in the right way and lots of more changes to come. And honestly, the features looking very bright for the company that we’re in, and the niche that we’re feeling and

Matt Vance: What are these fuel cards? What do they do for the employees?

Cristian Chavez: So basically instead of having to turn in receipts or manage your credit card expenses or having to deal with reimbursements, we implemented fuel cards that get them, they use a card, they have a pin and they use that further refueling,…

Matt Vance: Okay, cool.

Cristian Chavez: It’s pretty simple, but it’s very impactful for them because it takes the pressure off of them and off of me to take it on their cases about things that need to be reimbursed and stuff like that. Yeah.

Matt Vance: And you mentioned What was their resistance to that change as well?

Cristian Chavez: Of course there always will be. I feel and in any sort of business setting I think the stigma should be more open-minded than anything but in general I feel like changes are a good thing and if it’s again presented in the correct way and given the opportunity, any change is very impactful and…

Matt Vance: for how to do navigate the resistance to that change that you were trying to implement

Cristian Chavez: tip it

Cristian Chavez: Yeah, really just listening to people a lot of what in my opinion is also counseling it for the employees just to just hear them out and just to listen, and advise them on what’s going on and actually keeping them in the loop because that’s all people want. They want to know what’s going on. They want to know how the business is doing, and what they can do, to help the business in general. And a lot of people and in higher executive positions, think that lower level employees’t be included in these decisions. They shouldn’t be included in the knowledge that they possess. But in changing that aspect of this small company, I have seen a significant change in the acceptance of policies and implementations and everything. And so, letting them feel like they have a say in what’s going on, really has an impact on what?

00:20:00

Cristian Chavez: And how they experience it. Because then it’s not just the business’s decision being put on someone, but their decision also for the business.

Matt Vance: That’s awesome. I think every company, regardless of size, needs to have sustainable feedback loops, and that can look different, especially for a smaller company, where you have the ability to interact with every single person in the entire company. Personally, you…

Cristian Chavez: Mm- Yeah.

Matt Vance: We have a lot of lessons, exactly. Do that, right? Yeah. Your ability to be there and listen on the other side of the table or right there and…

Cristian Chavez: 

Matt Vance: That’s awesome. Larger companies will need to implement more sophisticated ways of listening to employees and responding back. I think as you were mentioning, being able to share how something is going and follow up with those employees. That’s also critical. You don’t just want to receive the feedback but you also have to follow up and the way that you implemented the fuel cards. That’s a perfect example of both listening and then taking action on it. And that’s that response that employees need. So one, Question, Cristian, do you have any advice for other HR leaders out there, who are the solo members of the company? How do you balance and prioritize? The difference, critical HR functions?

Cristian Chavez: Mm- I mean

Cristian Chavez: For me, I kind of never stopped working. I love it. It’s something that I just really enjoy and so no, not taking a break is very easy for me. But I would suggest to those people who are in a one person department taking on all of the rules. And responsibility is to at least attempt to delegate, anything that you specifically don’t need a hand in, because your focus should be on the people. And again, with the best interest of the business at heart because without people, you’re not gonna have a workforce, a good enough company for people to want to come and join or stay at even so then you won’t have anybody left. And so I say if you don’t need your hand in a project, then delegate it to somebody who has more of a hand on the wheel than you do and

Cristian Chavez: Turn your attention to something that could benefit more people at a time because again, should be the advocates for the employees, not the bullies, or the places you put it.

Matt Vance: I like that. So maybe even another way to phrase that is make yourself available to be there for the individual people for the employee.

Cristian Chavez: Exactly because just, like Matt said, it’s important to be the people to act on the things that your employees talk to you about. Because if you don’t, then you’re just another. Empty phone line. you’re somebody’s calling you on the phone and you put the phone down and nobody’s there listening to you anymore. It’s hitting a wall basically. And I think In order for the perception to change and for the employees, to actually start trusting and

Cristian Chavez: feel more comfortable in the work environment. They need to see the actions behind the words because we can sit around all day and say, Yeah, I’ll get on that right now. I’ll take care of it. This is very important to me. I hear you and I’ll see what I can do about it and then just let it go. and then they won’t ever come again, because nothing ever happened. And they’re like, I talk to my representative about this and nothing ever happened and now look at where we are, and so I think actually looking into things and showing them that you’re not only active listening but actively doing stuff to improve the culture, the trust you and Bond that you have with the employees is the most important.

Matt Vance: One thing that Matt did when he would receive feedback from employees and at his organization previously, was not listening directly to an employee. It was through the feedback loops, but you always made sure to address what they said. Even if it wasn’t, Yes, we’ll do that for you or Yes, we’ll make that change. He always made sure to address it, even if it was,…

Cristian Chavez: Yes.

Matt Vance: No, we can’t do that. And this is why. So that, the employees felt heard, just like you’re saying,

Cristian Chavez: Definitely. And I think one other important aspect about that with feedback loops is employees. Usually don’t trust anonymous surveys. And to be honest, they’re usually always anonymous. And nobody ever tried to slowly say when we say they’re anonymous because somehow they’ll track me down and they’ll check my IP address and get me that way or something, but in gaining the trust and the repertoire with the employees in listening to them and actually taking action on those. You’re gonna gain their trust in other aspects, like asking for honest, anonymous feedback. And I think that with feedback loops is also very important and why gaining that trust is really important.

00:25:00

Matt Vance: Totally agree and over time as you showcase that trust that you’re treating that feedback with respect and honor by keeping things confidential where applicable then. Yeah, people are willing to share more as time goes on. I’ve seen year over year at the same organization where participation and surveys increase year over year, the way that the organization showcases a response and…

Cristian Chavez: Yeah.

Matt Vance: they’re able to address things that have come up. Yeah and…

Cristian Chavez: Exactly.

Matt Vance: I think a small organization like yours may be tricky to keep things anonymous but that’s trickier for smaller organizations. You can use your strengths of being able to listen to every individual personally.

Cristian Chavez: Definitely, I completely agree and if I can speak to just one more topic to all of the young listeners. If you have a passion and you have an act for any niche or any industry, go for it. Because no matter what, if you try, they will see you trying and then that word will get out and you’ll become the successful individual that you always knew. You could be. There’s no harm in putting your name out there, no matter what your current position is because if you don’t try you’ll never know and take rejection with the grain of salt. we all get rejection, we all hear those back from companies and those automatic responses. But Coming from somebody who’s in an executive level position at my age, it’s

Cristian Chavez: It’s really amazing. Once you finally get to that point and to just never give up.

Matt Vance: Great advice. That’s Cristian and that’s a perfect note to end on everyone . Find your passion, ask for learning and do as much as you can and those good things will follow. Thanks for joining Cristian to everyone that’s listening, definitely follow him on LinkedIn. We’ll include his link in our highlight article. He’s a leader to watch. And thank you, everyone for tuning in.

Cristian Chavez: Thanks everyone.