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Who is Brandon Rembert? His Emergence as One of the Top Baseball Players in the entire Southwestern Athletic Conference

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Brandon Rembert is a senior outfielder for the Division 1 Alcorn State Braves

Brandon Rembert is a senior outfielder for the Division 1 Alcorn State Braves of the Southwestern Athletic Conference. The team’s right fielder has been acknowledged as one of the best players in the conference. The Florida native is even considered an MLB Draft Prospect for the 2021 Draft. So, how did he get to this stage in his career?  Let’s go back to his roots.

Brandon Rembert was born in Pensacola, FL and attended Booker T. Washington High School.  Rembert wasn’t a highly-touted prospect out of high school and wasn’t ranked that high by many scouting sites.  Perfect Game had him only ranked as only the 71st ranked outfielder in Florida and the 530th best outfielder in the entire country.  Prospectwire, another scouting source, had him ranked as a 0-star prospect out of 5.  He was by no means a high profile player out of high school.  Rembert didn’t garner many accolades during his time at Booker T. Washington High School either.  His senior year he was named to the Perfect Game Pre-Season All-Region team as an honorable mention.

For Brandon Rembert, he always had potential, but couldn’t piece it all together quite yet in high school. Rembert states, “I think I always had the potential, but I don’t think all the pieces were together yet in high school.  I felt like I had above-average tools, but just hadn’t fully tapped into them yet.” After graduating high school in 2016, he then signed to play college baseball at NAIA Faulkner University in Montgomery, Alabama. He spent his entire freshman year there playing on the program’s junior varsity team.  He then decided to depart from the program after his freshman season. Rembert says on his decision of leaving, “I just didn’t think that the program was a great fit for me or for what I wanted for my career at the time.  I was playing on the JV team and felt like I wasn’t in the right place there.  I felt like my talent wasn’t being maximized there so I decided that it would be in my best interest to transfer.”

After his brief stint at Faulkner University, Rembert then transferred to Coastal Alabama Community College in Brewton, Alabama. “I just thought that going to a junior college was my best decision at the time.  I could use my time there to really hone in on my skills and continue to improve.”  Rembert played 38 games during his spring season there, where he batted .274 with 10 RBIs and 13 runs scored.  After his time at Coastal Alabama, he then committed to play at Division 1 Alcorn State University in Lorman, Mississippi.

Rembert felt like committing there was a great decision and felt like he could make an impact immediately there. “I knew they were losing a lot of outfielders and that I would have an opportunity to fight for a starting spot immediately.”  Rembert started to finally find his stride during his junior campaign at Alcorn State.  He did not only win a starting job, but he had a breakout season his junior year. He started to turn a lot of heads when he hit for a team-leading .345 batting average that year and had a .462 on-base percentage which was 5th in the entire conference. Rembert also had an outstanding batting average of .417 against conference teams, which was 6th best in the entire conference. “Everything just kind of clicked for me that year.  I started to gain a lot of confidence at the plate and started to perform at a high level.”

After that season, Rembert started to become a well-known and feared player throughout the entire conference.  Many started to recognize his talent and potential. “After the numbers, I put up that season I started to get a little attention for the MLB Draft.”  Rembert also started to garner numerous honors. Prior to the 2020 season, he was named a SWAC Top Player to Watch by the Collegiate Baseball Newspaper, Perfect Game Preseason All-SWAC selection,  Preseason BCN All-HBCU 2nd team selection, and a Pre-Season All-Southwestern Athletic Conference First team selection. One of the biggest honors he garnered was being recognized as an HBCU Player to Watch for the MLB Draft by Black College Nines. “That one probably meant the most to me.  To be even mentioned as an MLB prospect is a huge honour for me and makes me want to work even harder.”

Rembert’s 2020 season was cancelled due to the COVID-19 pandemic after playing just 12 games, but he will be returning for his last collegiate season there.  Now all eyes are on him and he is hoping for another breakout season in 2021.

youtube link: https://www.youtube.com/watch?v=zsIkeq7kb14

 

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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