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Elevate: Women Transforming Employee Experience
Discover the real stories behind workplace transformation. Elevate features inspiring conversations with women who are reshaping employee experience through empathy, courage, and impact. From navigating challenges to leading meaningful change, each episode offers honest insights, practical advice, and powerful moments of leadership. Whether you're new to leadership or a seasoned pro, tune in for motivation to lead with heart and make your workplace better.
Elevate: Women Transforming Employee Experience
S02 EP05. Lead With Humble Confidence: How AFL’s First IC Team Is Earning Trust
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What happens when a 42-year-old global company decides it's finally time to build a corporate communications team from scratch?
In this episode of Elevate, host Joy Fajardo sits down with Marisa Trzemzalski, Corporate Communications Manager at AFL, a global fibre optic and connectivity company with operations across the US, Mexico, Poland, the UK, and Australia.
Marisa gets real about what it's actually like to build an internal comms function where one has never existed. We're talking about stakeholders who are nervous about letting go of their messaging, choosing your very first comms platform with zero infrastructure to work with, and figuring out how to create one consistent voice across a workforce that ranges from plant floors to corporate offices to global locations.
If you're building something new inside an organization, fighting for your team's seat at the table, or wondering why your internal messages aren't landing the way you hoped, this one is for you.
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Welcome to Elevate, a podcast where we sit down with the women shaping workplace culture at some of the biggest names in the business. These are the leaders navigating change, putting people first, and keeping teams connected and engaged every single day. Elevate is brought to you by Line Zero, a global employee experienced consultancy firm that partners with organizations to create connected workplaces. Tune in to learn how today's leaders are breaking barriers and building cultures where employees truly thrive.
SPEAKER_00Welcome back to Elevate by Line Zero. I am your host, Joy Fajardo. Today's conversation is one I've been really looking forward to because we're getting a real look at what internal communication actually looks like inside a complex organization. I am joined today by Marissa Tremzolski, corporate communications manager at AFL. She leads internal communications while also shaping how employees experience the brand and connect with each other day to day. What I find especially interesting about Marissa's path is that she didn't come up through a traditional IC route. Her background in marketing, outreach, and partnerships really shows up in how she approaches communication now, especially when it comes to meeting people where they are and also making things actually land. Marissa, I'm so glad you're here with us today. Welcome to Elevate. Thank you. I'm excited to be here today. Awesome. All right. I know that our listeners are super excited to hear from you, so let's dive right in. Okay. You didn't start your career in internal communications, but you've clearly grown into it. Now, looking back, what part of your earlier work, especially in marketing and outreach, what do you think prepared you most for leading internal communications in a large organization? Wow.
SPEAKER_02Yes. So I actually am, if I had to look at the tenure of the job I've had the longest, I would say a marketing project manager by trade. I got to do that role at a Fortune 500 uh technology company in Greenville, South Carolina, where I'm located, for close to eight to nine years, which gave me a really good footing for juggling balls and herding cats, which I feel like you kind of have to do in a lot of roles, but that really, really gave me the wherewithal what I needed to go out and expand and do some other things in the marketing space. Inside that organization, we had an opportunity to form a corporate communications team where I became a project manager for corporate communications projects. And so I really took the learnings from being kind of an external outside marketing project manager, working with vendors and talking to customers, to taking those same practices and implementing them to my internal customers who would be employees and, you know, working with supporting teams like HR and finance and things like that. So I was able to do that, you know, I would say mid-career after about nine, 10 years at that company. I did that role for quite a while and it was really fun. I loved that role. I got to do really cool things like plan a solar eclipse party for our employees. And we had about 500 employees, 600 employees at the time at our location. And we were having the great solar eclipse of 2017. Could invite family and friends, and we all went out to the parking lot. But of course, in the fashion that we were, for the company that we were, we had to make it more than just standing in the parking lot. So we actually had a contest to see how many moon pies we could eat during a solar eclipse to set a Guinness World record. And for each moon pie that we would eat, we would donate a dollar to a charity. So that was a fun, fun little twist to it. So it was, it's it was things like that. It was things like communicating benefits to our employees through our HR team. It was things like being able to plan our holiday party or a big summit of, you know, 75 people coming in for a marketing team. So I got my feet wet with that role. And since then, obviously I had had some other roles. And then I landed at AFL. Um, I started my career here at AFL as a social media specialist. I had just been uh laid off by another very large Fortune 500 company, probably Fortune 100 actually, um at the time, and was just kind of looking to get back to the marketing space. And I knew AFL was a fantastic company to work for. And I thought, okay, well, I've done all kinds of different marketing things. I can do social media, I can figure this out. So I did that for about two years. And then in July of this past year, our corporate communications team was formed. We are a 42-year-old company that has never had a corporate communications team until this past summer. And so, given my background and given all the kind of aspects and pieces and parts that I've had my hands in from a marketing perspective, I was promoted to corporate communications manager and have had to take that team from the ground up and build us up. So that's where we are right now. We are about six, eight months in. Um, and we're just every day learning something, continuing to figure out something. And it's awesome because my team and I get to set the stage for what this looks like.
SPEAKER_00That's incredible and very exciting. Congratulations, Marissa. Before we thank you, proceed with this uh um discussion, I really want to highlight how tough it is to start a team and to really build it from ground up. That's amazing. Six to six, eight months you mentioned. I think that's great. And I can already see that your team will grow and grow and become better and better. Very interesting what you've shared, especially the part about the solar eclipse uh like uh activity. It's fun. Yeah. But you know, it really makes sense because internal commons really is about understanding the people first before anything else. And being part of those programs really help you understand people more in a very fun way. I'm curious how actually that evolved for you over time, right? Was there a moment when it kind of clicked for you that the work that you're doing isn't just about sharing information, but more so about shaping how people actually experience the organization day to day?
SPEAKER_02I would say that, you know, going back to that original job I had as a Corpcom manager, it was obviously, you know, surprise and delight, right? So you could see that on employees' faces during events. I think for purposes of this role, when I was actually interviewing for my social media job that I had here first, the HR recruiter asked me, out of all the jobs you've had, what has been your favorite job? And I said, corporate communications manager. And he said, why? And I said, because I I can have a direct impact on the people that I work with. I can see the result at the end. If I'm marketing to a customer, I can't see that result unless I meet the customer, right? And they say, Oh, you know, you guys did such a fabulous job on X, Y, and Z. Or here, it's literally right in front of me. My customer essentially is maybe a cube over from me, right? So that's that's kind of what made me tick is the fact that there was a personal connection that I could have with associates and employees wherever I would work. So when I was interviewing, he said, you know, what is your what was your favorite role? And I said, corporate communications. And I said, well, we don't have anything like that, you know, right now. Let's get you in, let's get you started with social media, because that was also very employee-facing as well. We did a lot of storytelling, a lot of feel-good stories, a lot of why and how AFL changed somebody's life, the trajectory of their life. We did a lot of stories around career growth. So while that was social media because we put it on social media, there was still that employee engagement side of things, and there was still that employee calm side of things because we could feature those stories in a communications newsletter. That's that's kind of what made me tick. The power of connection actually is what really drives me, and it's really one my favorite thing to do, to be honest with you. Um, and we can we can kind of talk separately about that, but the power of connecting people has been so amazing to watch the relationships being formed and the networking and the opportunities that people have had because of meeting other people, whether I've introduced them or they've introduced me to somebody. Um, and it's whether it's helping someone find a job or hey, I need an expert for this, or mercy, you know, a lot of people in Greenville and the upstate who can help me with this, right? So that's really what I enjoy is kind of just that people side of the business.
SPEAKER_00Connection. That's kind of the keyword I got from your previous answer, which is really, I think it describes you so well because you made connections with not just your eternal teeth, but also externally. Because I remember Marissa is actually the one who introduced us to one of our podcast guests, Betsy, if you can remember the reason why. Yeah, yes, and internally, I think that kind of connection just changes how you approach every message, it becomes very personal every time. And that's who we are, humans, right? Absolutely. So uh I'm curious. You were actually doing outreach, communication during a time when everything kind of flipped. And I'm talking about the pandemic days, events when virtual attention was super fragmented and stress is extremely high. Now, during that period, what did you learn about how to communicate when people are overwhelmed and everything is just changing so fast?
SPEAKER_02I will tell you that role was a fantastic challenge for me where I was at. I was actually working in a nonprofit at the time. I took a huge turn, right, from corporate America to the nonprofit space. And I really knew nothing about the subject that I was working in. However, I did a ton of research. And the first thing that I did that I really think set the trajectory of going where I've gone is connecting with complete strangers. And so I went on LinkedIn and it was a specific industry that I was helping to promote. And I connected with every possible person I could find within this industry because it was a, it's a very niche, small industry. Through those connections, I was then able to do outreach and promotion of the nonprofit through different programs online that either we had or an industry program. And I was able to feature those particular people that I had made connections with. We had a podcast at the nonprofit where we worked. And so we would feature them on the podcast. We would put them in articles and we got to do really fun online things. But the biggest takeaway that I have is that power of connection, of meeting people all over the world. I mean, I was connecting with people in Australia that had done this, right? And they all kind of knew each other, which was which was really cool. But that was an interesting role because that job actually pre-COVID required a lot of travel and a lot of in-person things. And I happened to come on July of 2020. So there was no travel. So I never traveled for the job, but I got to make these in-person connections so well that even, you know, now what am I two jobs later, three jobs later? I'm still connected to those people. I'm still friends with those people. And so I think that's really what kind of set that trajectory, like I said, of making those waves and learning how to communicate in a time where you can't communicate in person and you have to rely on digital marketing essentially to reach somebody. But I think it all goes back to the power of personal connection, where yes, I couldn't fly to New Mexico and meet a person that I've connected with, but we had a lot of Zoom conversations and a lot of just emails back and forth. And we did reformed relationships and friendships.
SPEAKER_00I love that. During that time, because I remember that's a time when I moved here in Canada, uh, just before the pandemic hit. And you were right, technology has really like evolved doubled the time that it should taken for it to evolve because you know we have to catch up with how we replace that in-person connection to suddenly digital connection and kind of build the same rapport that we are building in-person. So and I think up until today, it still feels true, right? Even outside of the crisis, those who have who really thrived during that time and adopted the new ways on how you can replace in-person communication and connection, I think they're still winning up until today.
SPEAKER_02Oh, absolutely. Absolutely.
SPEAKER_00So from where you sit today, how do you personally define an effective internal communication? What tells you your internal cops is working?
SPEAKER_02Well, analytics, of course. So when you get the reporting, that absolutely tells you. But no, I think what for for this particular role, what resonates is when people will stop you or they've stopped somebody else and they've said something and it trickles back down to you of, hey, I really like that digital signage you put up about something, or oh, that email that you sent, right? Again, it goes back to that word of mouth. Yes. Can I pull analytics on emails? Yes. Can I can we put up a survey on our digital signage about our digital signage? Is it working? Is it not working? What do you want to see? Yes. Do all the kind of data-driven things, but it's in the personal relationships and the conversations that you have when people are recognizing things and participation. When we have more people participating in opportunities, I think that's a clear-cut sign that internal comms is working, right? We have a lot of people who they'll get an email from an executive. I mean, it's, you know, probably coming from our team on behalf of an executive, but they will respond back or get excited about something. And so it's just, it's the human touch, right? Whether that's like literally touching them with, you know, word of mouth or having a conversation with them, or it's that digital touch.
SPEAKER_00I really like that because it's it's not abstract. Like one of our customers actually shared around the same thing. Like, yes, analytics, but what is the story behind those analytics, right? And it's always true listening. It's true listening to what your people tells you about the tools that actually really matters. Because sometimes there's also like, as you say, surveys. Maybe they just want to get over a survey and they answer pretty fast. But if you spend time with them really listening, that's when you get the real juicy story behind, okay, is it working? Is it not working? So exactly.
SPEAKER_02I really love that.
SPEAKER_00Yeah.
SPEAKER_02I would also say, too, like awareness of our team, because we are a brand new team to AFL. There's there have been various people that have done a little part of this, but now we have this succinct whole team, right? And so now I see our inboxes filling up faster and more with, hey, we've got this opportunity, or hey, I heard you're the communicator. Can you help me get this message out to the plant floor, right? Or, hey, we want to do this. Are you the right person for this? I think people are now starting to see us as kind of like the hub of internal comms. I mean, that's essentially what we are. We're not HR, we're not an admin team by any means, but we are the voice of the company internally and actually externally too. My team also handles public relations as well. So we do a lot in our communities. We are tied with a lot of industry publications and a lot of government programs because of the fiber optic cables and the bead baba program and things like that. The markets that we serve were very well connected on Capitol Hill. We've got our voice out there, and we really want our voices heard in our communities where we work and where we live. We are probably the most giving corporation I've ever worked for. And I've worked for some big corporations. We by far are so generous with our time and with our donations, uh, monetary donations, and our talent. And that is always a good news story to tell. Always a good news story. Whether it's PR, externally we tell it, or it's internally that we tell it. We always have something going on. We are always out there in all of our locations doing work. We are headquartered in Duncan, South Carolina, which is a little outside of Spartanburg, Spartanburg Greenville area, but we have global locations. And in each of our locations throughout the US and globally, we are all giving equal amounts of time and treasure and talent to those uh communities where we work and where we live.
SPEAKER_00That's just amazing to hear. Like, I didn't know that, you know, AFL Global has that extent in terms of giving not just monetary, you mentioned, even um like your talents are being shared. That's amazing. Your team is still pretty new, but I wonder just maybe some insights. Maybe it's not happening internally, but what do you think? Internal cost teams are still underestimated for inside organizations in general.
SPEAKER_02I think a lot of it is probably a control, a little bit of a control thing, meaning someone else is the expert and they are afraid that we're gonna try to take over. And if we're writing something or helping them with an email, they are afraid of losing that control over my message is not gonna be what I wanted it to be. And I think it is reassuring them that yes, your message is what it's going to be because you are the expert. We are not the expert. You know what we're the expert at? Laying it out, proofreading it, checking it for grammatical issues, right? We might change a sentence or two. We are not going to rewrite what you have written or what your message is. We will massage it and we might tweak the design a little bit, but I think that is that's one of the hurdles that we have faced is that fear of the loss of control over content.
SPEAKER_00That's a big one. And I don't think a lot of teams would say that out loud, but it's very real, right? Okay. We talk about what you are underestimated for, and you mentioned it's not more on underestimation, but the fear of them losing control. Now, on the flip side of things, what can they do to actually support you instead of being opponents like we have to have control? Like, how do you think you can work well better to give it?
SPEAKER_02Yeah. So I think that because we're new, we don't know what we don't know and they don't know what they don't know, right? And so I think it's being um taking chances, taking risk, healthy risk. Uh, this isn't, you know, a scary risk to take. We are all on the same team. We all have the same purpose. We all want to get a message, whether it's, you know, about HR benefits or it's about something going on in our plant or a million-dollar donation we've just made. We want to get that out there. All of us want to get it out in the right way, respectfully, and to share the good that is going on within this company. So I think everybody has the right intentions. And so I think a little bit of give and take on both sides, right? On our team side and on our internal client, I guess, if you will. And so I think that just everybody taking a little bit of a risk, a healthy risk is what I would call it, right? And like let us, let us take a chance, let us show you what we are capable of. Let us take the work off of you. I mean, really, that's what it is. At the end of the day, is taking a lot of work off that, you know, they might not be an expert in, but we are. So that is kind of the the flip side, I guess, to that that control is giving up that control a little bit. Does that make sense? Is that it does?
SPEAKER_00And I really like, yeah, it does. And I really like when you mentioned healthy risk because one way or another, new new team or not, you just have to take some risk somehow in order to get a message out. And you mentioned we are a team, we want to say good things about the organization. So everyone. Actually has the same intentions and just knowing that internal comms is not your competitor, but actually it's similar with AI, right? Right, AI is a copy, it will help you, it will not replace you. I think that's a very good thing, right? There's no a number of our audience are part of large organizations as well, similar with yours. And we know that in large organizations, trust doesn't usually disappear overnight. It's something that kind of slowly erodes. Now, when you look at internal communication, what actually signals or tells you that trust is being built, or it's quietly kind of slipping away?
SPEAKER_02That's an interesting question. Um, our CEO and president and our head of product solutions, what they have done and they have worked really hard at doing is personally connecting with our associates, rebuilding trust by going out globally and shaking people's hands, going to the shop floor, spending time with them, watching them do the work, helping them do the work, right? They are also getting involved in community projects. All of our leadership team from top down all volunteer their time. They all go out there, they'll build a house, they'll go pick up trash off the side of the road. Our leadership team is incredibly humble. And because of that, I think that trickles down into our messaging and the way that we correspond, whether verbally or written with associates and with our external audiences, right, in our communities, is it was with a humble mindset. In fact, that's one of our operating principles here. Lead with humble confidence. And we challenged everybody, whether you are a leader or not, to lead with humble confidence in everything you do every day, right? And so I think because that culture shift has happened here and you know, we're they've kind of on the rise of trust, right? And we have implemented some things and we've done some things to build that trust up with our associates that had we not had that support from the top down and that, you know, that direction, meaning we spend time with our leadership team. So we know how they talk, we know how they communicate, right? We have their their style down. And we are able to translate that into our writing overall. Because, yes, we could do ghostwriting for executives, of course, but we want our company vibe and our company voice to feel the same all over because our leaders put themselves on the same level as every associate in this building.
SPEAKER_00That is just so inspiring. How many people are there in the organization again, Marissa? Just for our listeners to know.
SPEAKER_02Yeah, so AFL is a global organization. We're growing like crazy. Whether you work here at our headquarters in Duncan, we have five plants literally within one mile of our headquarters around here that are making fiber optic cables, fiber slicers, conductor accessories. We also have locations all over the United States. We've got a massive operation in Monterey, Mexico that are doing a lot of fantastic work down there. We have a new plant in Poland. We've got operations in the UK, we have operations in Australia, and every one of those places kind of focuses on something a little bit different. And we've got two services groups actually that will do the actual install of the fiber optic cables that we produce. Um, we have one in Canada and we have one here in the US. And so our associates like they run so different, right? And it's such a wide variety of personalities and just levels within the organization. And so I think that's why we take that one voice that we know will resonate with everybody, and we use that in our communications.
SPEAKER_00The reason why I asked that, Marissa for our listeners to know too, is it's uh it takes a great intentionality for the leadership of AFL to really go into that depth of let's go to each plan, humble leadership, as you mentioned. Yeah, that says a lot about AFL and the organization as a whole. So thank you for sharing that, Marissa. Yeah, absolutely. Now I want to talk about a bit about channels and tools because this is one of the questions we've got a lot from our season one. So we kind of weave it in in our questions for season two. What does your current internal communication toolkit actually look like right now? Are you using emails, internet, what other platforms, live forums? And more important question there is how do you decide what gets used where?
SPEAKER_02Yep, absolutely. So, like I said, brand new group, get slates clean, right? We get to build it from the ground up. So literally the first thing I did besides forming this team and and writing a strategy document collectively with my team, I said, we have got to get an internal email system. We cannot send things through Outlook. We cannot be making tables and using graphics and putting those in there and popping in copy, right? And trying to make things work or designing something in PowerPoint, because we are not designers, we are writers, right? At the end of the day. So I did a lot of research. I vetted a couple of companies, but we actually landed on Workshop for our internal comms platform. We love it because one, we've never had that before. It's intuitive, easy to use, and it's got a lot of built-in templates already that so you don't have to go out and design something. We also use digital signage. Uh, it's a platform called Navori. Um, and we've been able to do some cool things on there. I mean, of course, the the way that you actually do that is build in PowerPoint and then you load your slides on there, but you can run, you can pull in live feeds. So, like for instance, here in the Duncan offices, we have the weather currently running. So we have a live feed coming from the National Weather Station that we've pulled into our digital signage. It's it's little things like that, but it helps make the difference of we care, you know, we care about you. We want, you know, do you need to bring an umbrella or, you know, do you need to run out to your car to get your code or whatever it might be? And so we use that as a platform for messaging as well. I would say those are our two biggest forms of communication. We are um going to start dabbling in Viva Engage. We have Viva, obviously, we're a team's organization. We have Viva built in. We just want to kind of play around with it, see what kind of feedback we get on it. For our plants specifically, they have digital signage. A lot of them don't have email, but what they do have are very dedicated resources and HR to that particular plant location and plant managers and plant leadership that they have morning meetings. They're making sure that people know what is going on within the company and making sure that, you know, if we have a family day, they know about it and they can get their tickets and they can bring their family, things like that. Um, they're really good at communicating that. We do have PR, obviously. We're pushing things out. And a cool thing that we've really started doing here just in the Duncan area, Spartanburg, Greenville, Spartanburg area, is running billboards. And we're running them along a major highway that most associates have to travel to get to work. And the billboards that we're running are happy holidays from AFL or when Manufacturing Day comes around. Thank you, AFL Associates, Manufacturing Month, right? We just did one for Employee Appreciation Day. We appreciate you, AFL Associates. And so we are we are letting the community see who we are and how much our associates mean to us because we want to be seen as an employer of choice. We also do a lot of sponsorships within our local communities. So at both of our major baseball stadiums that we have here, we have two minor league teams, one in Spartanburg and one in Greenville. We um have our logo. We sponsor um a big suite, you know, at these locations, the largest suite that you can rent with our logo slapped all over it. Um, and so we are really big to kind of get out there in the community and and get our name out there as well. Let me also say this too: not necessarily internal comms, but our EHS team, so our environmental health safety and security team, they have a platform called Alert Media that will send out text alerts, whether that be weather. Like we got one the other day because we had a really bad rainstorm come through. So it was something like, hey, there's a tornado in this area, you know, if you can stay home, stay home until it passes, you know, that type of thing. And that they also can send out emails through that. It is a global tool. So that is used throughout the company everywhere. So that is a tool that they use.
SPEAKER_00Amazing. All right. So moving on to my next question, without getting into anything confidential, depending on what you can share, what's one internal communications or employee connection initiative at AFL that you're that you're specifically proud of?
SPEAKER_02I think that one thing I'm particularly proud of is just overall that we have got some cadence and some governance and some arms around just our overall communication as a whole, right? It was very loosey-goosey, people just sending on a whim, and now they all know to kind of come to us. So I would say that's that is a win in and of itself. We have a monthly newsletter that goes out worldwide that has had the same look and feel. I mean, I've been here for three years, probably before that, right? Um, that is getting a complete overhaul starting in the new year. That's something that that I am proud of as well. I would say that we are we are involved in so many things. We have town hall meetings that my team is involved in where our CEO gives a global message. He has done them usually over Teams. And in January, we actually got him to come to our video studio because we have a brand new, beautiful video studio on site. We have three videographers on our team. Um, and we got to do a live broadcast of our town hall from the video studio to our global teams. Went off without a hitch. It was awesome. Um, I would say that was a definitely a proud moment. So just a variety of things that we're able to touch that um, you know, we we have our hands in, like manufacturing week or manufacturing day, I should say, is a big deal around here. So we do a lot of communication around that. We'll have our big Imagine That, which is our big yearly annual giving campaign that we do for about two weeks. Last year we raised over, I think it was 1.3 million globally for charities within our area. So that will get a lot of love from the comms team, you know, just all kinds of different things that whether it's us working directly with an executive or us sharing a message from HR, everything is, I want to say I'm proud of everything we push out, but some do, some do stand a little higher than the others. Yeah.
SPEAKER_00And in reality, it doesn't really have to be loud and big. It depends on what's the impact. As you mentioned, you know, people asking how they're showing more interest, that is already success success. It doesn't have to be a super ginormous event, right? No, yeah, you're really doing so much goodness within your team, Arissa, and I look up to you so much for that. I really enjoyed this conversation. I do have more and more questions we can we can go on and on. Uh but due to times, uh, we'll cut it here. And really to me, what stood out is how much of internal communication happens quietly, like the small acts, humble leadership. I've got nuggets from this conversation. So, yeah, the way you approach it, very grounded, very intentional, it really comes true. So, thank you for sharing your perspective and just giving us a look at how this actually works in practice for you. To everyone listening, if this gives you a new idea or even just a different way to look at your internal communication, please send this to someone on your team. And here at Line Zero, we do offer a personalized employee experience assessment. What that means is our consultants will spend time with you and your team to evaluate your unique employee experience ecosystem. We'll try to understand the specific challenges you face in engaging and supporting your workforce. If you want to learn more, you can visit us at linezero.com. For the listeners of our podcast, this engagement is for free. So just reach out to us. The link to our page is on the description. Also, we would encourage you to follow Marissa on her LinkedIn to see more of her amazing work at AFL Global. Marissa, do you want to speak more about that?
SPEAKER_02Yeah, absolutely. Please connect with me on LinkedIn. It is LinkedIn.com slash Marissa dash Tremzolski. Hopefully the spelling of my name will be on the screen because there is two Z's in my last name, which makes it quite difficult. But yes, connect with me on LinkedIn. Um, learn more about us on AFL as well. So we're aflglobal.com. You get to hear more about our company, read the news, read um all the good stuff we have going on and all the growth that we are undertaking within our business and within our communities. So highly encourage that as well.
SPEAKER_00Amazing. Thanks, Marissa. And finally, if you enjoy this episode, be sure to follow us on Spotify, Apple Podcasts, YouTube, and LinkedIn at Line Zero for more conversations, insights, and stories about internal communications and employee experience. Until then, keep elevating, keep inspiring, and let's make every workplace a place where people thrive. See you next time.