Navigating the New Normal of Workplace Culture and Experience With Kim Alpert of Udemy

Plan Better EventsSmart Event TipsLeadership InsightsPodcast

Oct 13

With Guest udemy’s senior director, kim alpert

Kim Alpert is the Senior Director of Global Workplace and Real Estate at Udemy, a marketplace that provides online courses to empower organizations and individuals. She oversaw the remote development of three new office spaces in Ankara, Turkey; Denver, Colorado; and Mountain View, California. Her skills include real estate strategy, lease negotiation, budget strategy, and remote team management. Before Udemy, Kim was the Head of Real Estate and Workplace Services at Castlight Health.

Here’s a glimpse of what you’ll learn:

Kim Alpert shares how she managed construction projects virtually
The challenges of balancing remote and in-person work
How Udemy assesses returning to work
Udemy’s process for fostering community amid workplace changes
Reconstructing office spaces to accommodate collaboration
Technology’s role in guaranteeing a safe return to work
The importance of inclusive company culture for talent acquisition
Kim explains Udemy’s diverse company culture

In this episode…

With the rise in remote work, company culture and collaboration are more important than ever. Yet some employees are hesitant to return to the office, and companies continue to struggle with engagements. So how can your company foster an inclusive environment while ensuring your team’s safety?

Workplace strategist Kim Alpert leverages innovative technology to enforce testing policies and perform contact tracing. With these measures, her company can ensure a safe and effective transition back to the office and can host social gatherings to promote engagement. By conducting frequent team check-ins, you can create a supportive company culture and encourage your employees to return to work.

In today’s episode, Paige Buck chats with Kim Alpert, Senior Director of Global Workplace and Real Estate at Udemy, about transforming company culture to adapt to the future of work. Kim discusses the challenges of balancing remote and in-person work, the importance of inclusive company culture for talent acquisition, and Udemy’s process for fostering community amid changes in the workplace.

Resources Mentioned in this episode

Sponsor for this episode…

This episode is brought to you by Kennedy Events.

Kennedy Events creates stress-free conferences and events, providing expert management and design for all your corporate event needs — from in-person to hybrid and virtual events.

To learn more about their services, schedule a consultation today to find out how Kennedy Events can guide you in making your event successful.

Episode Transcript

Intro 0:04

Welcome to The Kennedy Events Podcast where we feature top marketing, communications and future of work leaders and share their biggest takeaways and insights. We love these conversations and hope you will too. Let's get started.

Paige Buck 0:23

Welcome to The Kennedy Events Podcast. I'm your host, Paige Buck. I'm talking today with Kim Alpert, who is the Senior Director of global workplace and real estate at Udemy. She manages the workplace team and all real estate projects for you to me, she and her team continue to navigate the pandemic along with record hiring numbers, as they try to adjust to whatever this new normal is, and how to keep all employees feeling included and part of unities culture. Today's episode is brought to you by Kennedy Events, Kennedy Events, create stress free conferences and events, providing expert management and design for all your corporate event needs from in person to hybrid and virtual. You can learn more at Kennedyevents.com. Hey, Kim, glad you're here.

Kim Alpert 1:12

Thanks, Paige, how are you?

Paige Buck 1:13

I'm well. So you have overseen the build out of three new spaces in Ankara who which I'm always like, Am I pronouncing that right? Ankara Turkey, Denver, Colorado and Mountain View California. And you had to do this all just like this over zoom? Pretty

Kim Alpert 1:30

much. Yes, we, I started at Udemy. In. In late 2019, when the world was still sort of normal. We were they were just finishing up a project in Dublin, then which I got to oversee sort of the finish line of that in person, which was awesome. And then yeah, and then as we were, as the pandemic started, we had already signed a lease in Denver, for a huge new three story space. We were already working on our space and Mountain View. And we had identified a space in Ankara, Turkey. And so the plan was for me to sort of jet around to all of those places, and oversee the build out of those. And instead I did it with the you know, with it with a great team of people in each location. But having to do it in this format was a very new and a good learning experience for me for sure.

Paige Buck 2:25

I know, I think nothing prepared us for that moment, or all of the things we had to do. And yet, you did you did it? Yeah. What did you draw on? Like, what what did prepare you for that as as much as you could be?

Kim Alpert 2:41

I think a lot of it was for me, because I'm sort of a perfectionist, I think what you sort of have to be in my role is that eventually I was going to be seeing these places in person. And so the work had to be done well whether I was there or not. Because eventually I would see it and I wouldn't, I'd have to come face to face with whether it worked. And so my I had to really pay attention to details that I normally would maybe leave to other people to kind of oversee. But instead I had to really dig in and sort of kind of micromanage in a way because there's really no other way to do it when you can't touch and see and feel things in person. And so I relied a lot on that. And on the people that I had on the ground, some of them whom I never met and just hired to do the work and then having to trust that they were my eyes and ears on the ground. So it was it was very challenging, also, kind of interesting, very thing. But when I was able to finally get to Denver, get to Mountain View, I haven't yet been to Turkey, you know that. That's what I realized. It's great to be able to do this. And technology is amazing and so, so cool that we could do it. But also seeing things where I was like, Man, if I had known that's what that was going to be. Because I see it and I'm touching it. I would have changed it. And at that point, it's too late. So very interesting. I think the ultimate learning for me was that we can do anything in any format, but there's no substitute for being somewhere in person, with the people with the things with the materials and actually being able to be hands on. So I think a lot of that lends itself to return to office to Yes. A difference between being on Zoom and being in person,

Paige Buck 4:45

or like failing to appreciate what we are foregoing when we choose to meet like this. Yes, yeah.

Kim Alpert 4:51

And that's, you know, I've known I think just because of the nature of what I do, you know, the minute we went home and we stayed home for what seemed like forever, you know, I knew that that, for me, this wouldn't be the way I could work forever. Just as someone who heads up workplace, you know, my workplace is not my bedroom. And so, but there are a lot of people who made that adjustment and now can't imagine working any other way. And that's fine. And the new normal, I think now lends itself to that, depending on the company you work for. But, but for me, no, not if I wanted to stay in this field and continue to do what I do. That's not something that interests me at all.

Paige Buck 5:37

Right? When you finally got to Denver and Mountain View, what were Tell me about a happy surprise, that felt like, oh, I wouldn't have done it that way. But was there any happy surprises in what you got to see?

Kim Alpert 5:50

I mean, Denver, I think just the photos and the videos, and they have this thing now called, now, I can't think of the name of it, but it's a 3d thing where they can actually, you can take a tour of a space in 3d, it's super cool. Remember the name right now, but And so, you know, I felt like I had seen the spaces pretty clearly. But walking in the door, smelling the paint, and sort of the, you know, the, the dust and kind of the new office smell, because we hadn't opened it yet. And just just the Wow, of like, Oh, my God, this office is beautiful. And like, I wasn't here, but like I did this, and it just was. I think that's the that's the part where, you know, that never gets old. And also just then realizing that you can trust the people that you're working with, to do a good job. You know, and also, I think there were things that I was skeptical about, like, oh, I don't know, if I like that color. I don't know if that's going to work there. But to actually go and walk in and sit on something or eat at a table or whatever. And you're like, This really works. It's great. There's just no, there's nothing like that. Which is probably why I like doing what I do so much, because I'm kind of a dork about it. But it's it's really exciting. Those moments are really exciting.

Paige Buck 7:14

Yeah, you were just touching on as you were just saying that. I don't know, if you realize you were mentioning all of the senses, and the ones that we tend to take for granted. When it comes to where you sit in an office and engage with your friends. You mentioned smell and touch. Yeah. And you know, I mean, you talked about food, too, you mentioned tastes like all of those things were like, No, I just need space and oxygen and light on my computer.

Kim Alpert 7:40

That's right. But you know, it is, you know, like right now, the way our office is set up in San Francisco, we you can hotel and sit wherever you want. And somehow I picked a desk that's actually really close to one of our kitchens. And that's great in one sense, because I just need to grab a water or whatever, it's right there. But also, like all the food is right there. And it's like easy for me to just eating all day. And so it is interesting, like, logistically and sensory wise, like how you choose, like, Oh, I like this food that we have here, but I don't like how it smell. So I don't want to sit here like, I don't want to smell people toasting their breakfast, and I don't want to. So I think those kinds of things I think none of us really thought about before the pandemic and now things are so heightened now, even just like I was eating lunch with some coworkers today, which is just feels great to even say that. And I had to sneeze and even sneezing now is like terrifying. Oh gosh, your group of people. You know, like you used to just be like, you just, you just did it. Yeah, now you're just like everybody cover and it's

Paige Buck 8:48

but you're also reminding me in the broader sort of like, on two points in your in your realm and hours why people gather and what, why bother coming into a space if I have the flexibility to come here, or why bother mounting a live production or going to a live conference when I could just be right here. And that level of like saturation we all feel now when we are together. We attended an observed a conference in a you know, I won't even I won't name it but like a relatively boring but robust convention level hotel and rave reviews. Both odd like when we were speaking with guests and getting the surveys back like this hotel. And when we dug in it was like, I think I was just really excited not to be fighting about this property at all.

Kim Alpert 9:46

Well, it's interesting that you say that because as you well know, you know, Kennedy Events did sort of our last big event before we went home it was literally March something 20 Yeah. And it It was a Thursday night in San Francisco. And then the next day, we had a drill of what it would be like if everybody stayed home from work, and we never went back. And so and then since then we've had a lot of virtual events. And so just for me, the difference, it that's a perfect way to highlight sort of the difference between that event and how much fun it was and how free and happy and just awesome that was for everybody, to virtual events, which are great. And the fact that they're, they've gotten so sophisticated now because they've had to, but there's just no, for me, there's no replacing, just being in person that's in the office in a restaurant instead of getting takeout in a, you know, in at my kids school, instead of them having to be homeschooled. So like, I just for me, I'm it's a very unpopular view right now. But I think being in is better than being away being

Paige Buck 11:03

away. Yes, I really, I recognize that. And like you were straddling or navigating that straddling of people wanting all of the things like I want that sometimes, and I want this, and no, you cannot make me come back five days a week.

Kim Alpert 11:22

The cool thing, at least at Udemy, is that we've been very open to people, there's lots of different ways that can work, you can be in the office as often as you want. You can be hybrid, which is probably the most popular, or you'd be remote first and never come into an office again. And so not every, as we've all seen in the news, and whatever, not every company has been that flexible, right. And the challenge for my team, you know, with all of that flexibility is planning, you know, well, okay, so how many people are going to be in the office at any given day? And also, does that mean that the workplace isn't just the office now people's workplaces, your workplace is where you are right now. And so how do we help you feel part of the culture and part of the Udemy experience instead of just people in the office? And so it's all of that is super challenging from a workplace perspective.

Paige Buck 12:18

And that evil word that's probably essential to both our jobs planning, like, right. Something,

Kim Alpert 12:27

we're, we're we're currently you know, trying to plan like, you know, are we gonna go to a Giants game here in San Francisco and have folks get together and go do that? And it's like, Sure, it's either going to be 50 people, or 500. People, like we literally have no idea where it used to be like, we could make a pretty good guess. Yes. And so, yeah, planning and the new normal, whatever, which also keeps changing. Yeah, the new normal becomes the new normal, version two, version three. And so yeah, it's it's kind of maddening. But also, you know, from a learning perspective, which I keep saying, but Udemy is a learning company. It's awesome. Like I'm learning every day, how to pivot? Yes, you will

Paige Buck 13:11

spin around like a ballerina you've pivoted so much,

Kim Alpert 13:14

I finally get to live off my dream of being a ballerina.

Paige Buck 13:17

How do you as Udemy makes decisions, and then and then revises them, and then makes them again, about what return to work looks like. And all of the options and the choices you're giving folks? Where do you go to seek out information on or identify best practices? Or what other folks are doing? Yeah. Where do you go for that?

Kim Alpert 13:41

It's a good question. And I'm still, we're still figuring that out. We have a committee, as I'm sure most companies do. In our case, it's the return to Office committee. At first, it was sort of executive level. But then, you know, they're not much help because they're busy doing their executive type things. And so then it was a subgroup where we've got people from legal and people, partners and benefits and all the people that need to come into it, because there's different things like are we going to have a vaccination policy? Are we going to shut down the office, if we have a certain number of cases like, those kinds of things? None of us are scientists. None of us are doctors. None of us know, any more than anybody else. But, you know, our legal team is amazing. And they have lots of resources and lots of places to go to research things and outside people, they can ask questions. You know, we all have lots of connections at other companies. What's my friend at Google doing? What's my you know, what's my former boss at at Facebook doing those kinds of things. So it's really just a lot of water, other companies doing? One of the things that our CEO has said from literally the day after our event to being home, he said, We are not going to rush back. We are not going to be leaders in this we're going to be followers, which is very unusual for Our CEO to say, yes, we're not going to be the first back, there's no benefit to being the first back in the office. This is we want to be thoughtful and careful and conservative and see what other companies are doing first. And so, two years later, we were still home, because other companies were still home to other companies of our size tack, you know, online, this blah, blah, blah.

Paige Buck 15:22

And they may area two, I think, right. I think there is from from the vibe anyway, is other cities and and even, you know, coastal cities that were incredibly with it were the Civic response was very conservative. Yes. Have gone back to offices at a greater rate. Yeah. Is that your take?

Kim Alpert 15:47

I think so. And I, what's also interesting when you're part of a global company, is you know, we're headquarters in San Francisco. But we were we try as whenever possible, to do things as one company. So that's challenging when Dublin, they're saying, hey, all our neighbors are going back to the office. So let's go. And we're saying, but as a company, we're not going back yet. So it's, it's, that was the most probably the most challenging because we, we did stagger the return, but just within weeks, and that was really more from a resource perspective, like my team, we can't have everybody going back at the same time, we need to see what it looks like as we go. But we can't say well, Dublin can go back summer of 2021. And we'll all stay home until after Christmas like it, that just you there has to be some unity inclusivity all of those things. And so, but it really wasn't an issue, we managed to stick together as a company, I think, probably more than we would have before the pandemic, like, there's something about it that brought all of our people together more, which is interesting, and sounds very cliche and cheesy, but it's really true.

Paige Buck 17:03

Well, I think that probably speaks to your culture. And that, that one, I want to bring that back to, to kind of relate to things you mentioned, the event that happened the day before, locked down weekend or locked, you know, and your and your drill. And I'll never forget that event, because it was the last event live event I

Kim Alpert 17:22

attended. It was your last event too.

Paige Buck 17:24

I had only like a tiny hand in it. But it's super, it's seared in my memory and in a special way. Because there was already this sense to have like, are we standing too close to each other?

Kim Alpert 17:36

Right? We were already kind of like, there was a very,

Paige Buck 17:39

like, in my body. There was a weird energy of like this. Is this. Okay?

Kim Alpert 17:44

Yeah. Yeah. And who knew that that was going to be? No, our lives would be for ever? Really?

Paige Buck 17:50

Absolutely. And then you also mentioned now what that looks like, what gathering looks like? And, you know, are you going to all go to the Giants game and get is that going to be in? What's all is that? 50? Or 500? How? What does What does gathering and socializing or, or team, team or department or, you know, regional, all hands look like these days are?

Kim Alpert 18:16

Well, what's, what's interesting is, it's evolved. Because at first it was most people were home, even after we returned to the class. And then just slowly, you know, people crawling out of their, their little caves and letting the sun hit them in the face. You know, and now and our CEO, remains conservative because he wants to keep everybody safe. He's also like, I want people back in the office, not you must come back. But what can we do to encourage people to come back? And so happy hours, of course, right? Free food lunches, on site learning instead of remote learning, which we've all gotten so used to doing. And so in one week, we did all of those things. We recently we had, we had a happy hour with our CEO we had we had an on site leadership training. And then we started having lunches and people started getting and so and not, not even necessarily at the office. But they may have been bringing it to chair. Yeah. And so then then the question becomes, do we stop doing that? Or is this just this is also now our new normal? Right? So like, you're not going to be able to stop people from getting COVID. That's just the shift now and sort of our return to Office is less around. Yes, people's health is our main concern. But we are not going to be able to stop people from getting COVID They have choices they can make. So if they don't want to come to the happy hour, they certainly don't have to, but we need to keep having them. Because we need to figure out out how we can make them safer. Should we do testing? These are the things you have to deal with now? Oh, yes, that thing on those days? Should we like, what are the ways that we can leverage? You know, what people are doing in the world now to stay safe? And keep people coming back to the office? I'm feeling safe. So that's the most complicated part is how do we get people gathering again, without feeling like, Well, cool, is this happy hour worth me getting COVID? And so that's this is, by the way, in the 20 years, I've been doing this work. I've never had to ask these questions. I've never had to ask them. I've never had to solve for them. I've never had to answer them. And so and people look to me, like they're looking at me, like, are you gonna keep us safe? I don't, I don't know. Like me, right? Like, is Dr. Fauci stand over here, like, he doesn't know either. Like, we're all just, we're all just trying to figure it out. And just with what we know, and what we're continuing to learn. And then it changes again, we are doing the best we can. And so here are the options we have for you. If you would like to come in, we're going to do our best to keep you safe. Everyone knows what the risk is. And there you go. And people are you know, we're we reopened our office again this week after a brief shutdown, just to kind of make sure everybody was good. And you know, people are here, they're having lunch, they're talking they're we're masking, but it's, it's people, I think that the power of community and collaboration and socialization, I think that in the end, overall will win out over staying home and being safe being super safe.

Paige Buck 21:48

Yes, yes. No, no, that, and I'm curious how you see. Curious how you see, the physical space, all of the pieces, you're the components, you're responsible for? How that affects performance, experience connection of the things we're talking about? Yeah, I

Kim Alpert 22:07

mean, you know, this, the San Francisco office where I am now, you know, that was built long before I came on board. And and, you know, at the beginning of COVID, we talked about sort of changing it so that it was more COVID sort of friendly, and collaborative. And, you know, because it's basically just that Silicon Valley, open desking, you know, space, it's super cool, but it's just wide open. And we decided not to invest. You know, some companies like Google and Facebook, they invested millions of dollars in revamping their offices, just so that it was less desks and more collaborations, patience is great if you have the money, and that's how you want to spend it. We'll do it. In our new offices, what we what we really did try to focus on is less desks, but also knowing that we don't know if people are going to want to come back or not. So if we go to, if we go too low on the desk capacity, then then we'll decide no, we're ready to go back. Like in Denver, that office is filling up pretty much, you know, three to five days a week. And so like, do we need more space there now? Because we're already outgrowing it. Where's San Francisco, we have a office big enough for 450 people. And I think the most we've had, since coming back was about I think one day we had 200. And that's because we had a happy hour. That was the day we had a happy hour or so. But generally, it's anywhere from, you know, 50 to 100 people in a day. As you mentioned this,

Paige Buck 23:33

how are you? How do you in your role and your team? Looking at that data? Are you getting it instantaneously? Like the next day based on badging? How does that work?

Kim Alpert 23:44

Yeah, so we one of the I mean, the people often wonder, like, what does a workplace team do without a workplace for two years? Derek data. The first six months was was nerve racking for my team, you know, they would look to me and say, Are we going to be okay, you know, we there was never any talk of layoffs or anything at Udemy. We were really lucky that way. But yeah, like, how can we help? What can we do to support other teams while we're home, those kinds of things. But then as soon as it started to become clear that like, at some point, we were going to be going back, and we needed to have a plan. And that was a solid year and a half of work? And the answer to your question, the biggest answer is technology. Technology is how we is the main way we get people back and keep them as safe as we can. So we have one program that people use to book desks in the in any of our offices, but because we have a vaccination policy globally, except for doubling because they have their own separate rules, but you have to upload your vaccination card first. If you don't do that and get approved, you can't even put the death. So technology is sort of putting up the guardrails so that we're not having to go through and say, Hey, you're not vaccinated. You don't want to get vaccinate. Cool, you can come into the office. And then. And then once you book a desk, then there's a questionnaire, you take that another piece of technology, once you enter that questionnaire that says you're not sick, then your badge, it connects to another application where your badge unlocks, and you're able to enter the office. So, you know, those things are constantly evolving to like, what can we add to those to make them even more say, can we add someone took a test, and they can upload their test results? Those kinds of things? So so the answer is data and all through technology. So right now I could log in and tell you exactly how many people are in this office also comes in handy when someone says, Hey, I was in the office last week, and I just tested positive for COVID. We can go back, if it's within the timeframe and say, well, here's all the people that were in the office that day, we're gonna let them know. You were in the office, someone's tested positive for COVID. Just so you know. So if you have symptoms, you can go get tested. You know, so we're, this is a whole added layer to my job. Now, I spent one week doing nothing but contact tracing. I didn't do anything else. And you

Paige Buck 26:09

independently contact with,

Kim Alpert 26:11

with this group of people, but there was so much going on, that like the legal team had to make sure we were doing this right, and then this, and then who's communicating with the end? Like it was insane. And I'm like, What did I used to do before the pandemic? Did I have a job? Like, what? What was I doing? How I don't? Yeah, it's been insane. It's been crazy. But you know, this is I thrive on sort of the the challenging things. Yeah. Just more than I think any of us really bargained for. So Oh, for

Paige Buck 26:43

sure. Well, part of us getting fueled,

Kim Alpert 26:47

like, yeah, and my and I was just gonna say that my team, I'm lucky. Also, like, we have such a strong workplace team globally, at Udemy. And I've had strong teams at my other companies as well, that makes all the difference, because I can sit here and be the face of workplace and return to office and all of that, but like, none of that happens without them. Because when there's questions about things, I'm like, go ask them because I don't know anything. You know, like, they're, they're really the ones that make everything happen. You know, what that's like, you've got these events, and it's all the it's all the people that do all the things. Yeah, for sure. Yeah, it's, it's, I feel very grateful for that.

Paige Buck 27:27

Versus your work? I mean, would you say the culture of Udemy, from the top down? Is helping you retain awesome talent? And this time?

Kim Alpert 27:38

Yes, I think, you know, it's really, it's hard right now, because between politics, and, you know, race relations, and all the things that are so just ridiculously awful in the world right now, that affects everybody in some way. At everywhere, right, on my team, you know, we've, I mean, you know, I've been here for two and a half years, all the things that have happened in the last two and a half years, have affected my team, very, on a personal level, professional level, all of those things. And Udemy is amazing at fostering communication, and empathy. And there's, there's all kinds of available resources for people to use, when they need someone to talk to and, you know, we're, we're all about inclusivity, you know, we hired a Betty director, who's, you know, the blogging and diversity component of Udemy. Like, there's just, there's, there's really a space for anybody at Udemy, to say, how they feel, express their frustration, talk to people, you know, our CEO, pre pandemic, and now more so that we're back. You know, he comes in in the morning and walks around the office and talks to people to big office, I mean, 450 desks, you know, two floors, walks around, says, Hello, if you want to chat with him, you can take a little walk with him. He makes himself available, which is very unusual for a busy CEO of a now public company. And I think that's just very representative of sort of the culture here. Udemy, which is, there's people to talk to, there's resources for you. And I think that that means a lot, especially now,

Paige Buck 29:29

that sounds like such a tremendous, like living of the core values, especially if he's, I mean, it sounds like he's completely bought into and leading the idea that opportunities for connection are one of the ways we get folks back. Right. Opportunity for FaceTime with the CEO. Yeah, is incredible, incredible business, your size and most many sizes. Yeah, I think that's amazing.

Kim Alpert 29:55

Yeah, his biggest regret is that he's not able to be at all of our offices all the time. I'm, and also that just in the last two years, he has been able to be at any of our offices and say hello to people and really connect and you know, for, for us on the leadership level, like it's hard we've hired, my gosh, we've hired like 1000 people in the last few years, or something. And so, yeah, something like that might be a little high, but somewhere in there a ridiculous amount of people for especially during the pandemic, and there's so many that we don't really know, because we just don't get the opportunity to see them, and be in new hire orientation with them and sit in the cafeteria and have lunch with them and those kinds of things. So, you know, I think that's why it's so important for him to start to see people coming back so he can see them and say hello to them. I think it's just super important, because this is great. But I mean, let's face it, it is not the same.

Paige Buck 30:46

It's not the same at all. Yeah, um, do you when you're, you know, you talked about the, the team or the committee, and all of you come in with your unique expertise, legal, HR, etc. And then having to go ask your industry's networks, peers, former colleagues, who you admire, who's also dealing with the same as we all are dealing with the same challenges. What do you admire in this?

Kim Alpert 31:17

Oh, my gosh, that's a really, really good question. You know, my, I was at my last company for almost nine years. And so I definitely keep in touch with my team from there as much as I can. They're not all there anymore, either. So they're, they're different companies as well. But I do talk to them about hey, what are you seeing? What are you hearing my, my boss here at Udemy. She just left, just, I think it was around March of this year, which was a bummer. But she's always been such a great touchstone for me about things like that, because she also, she has such a big network of people that she stays in touch with. And now, it's interesting now that she's not here anymore. My relationship with her is different than that. I can use her as like a resource out in the world. She's also, you know, this is a little bit off of the of your question, but when we first all went home, and I remember, you know, having a one on one with her, and I was pretty shaken, because I was like, let's see, we're gonna be home for God knows how long, and I am the head of real estate and workplace. These are two things that nobody's thinking of right now. Right? And we don't know if that's ever going to like, what does this mean? Like, what does this mean for me, and she, I just remember her saying to me, you have to start changing your mindset about what those things mean, it means that things are going to shift, they're going to change, it's going to be an evolving process. You think it means you have nothing, what I'm telling you is you're going to be busier than you've ever been. And it's going to require, you know, so much of your sort of mental strength to get through it. And it helped me so much to think that right? The workplace isn't just offices now. It's a, it's almost a mindset, right? And so, I actually, really, even though she's not outside of Udemy, or at least at the time, I'm, I remember that conversation more than anything else in the last couple of years. And, honestly, I have in the last two years, been busier, in my professional life than I ever had before. I know how that's possible. After building offices and traveling everywhere. This has been the biggest challenge of my career for sure. When she was about percent, right. And it continues to evolve. And so it's all about mindset. And this I love

Paige Buck 33:54

that you were like, she is like wise and pression. With that. Yeah, fighting you to shift your perspective. And then I love what you said about it's all about mindset.

Kim Alpert 34:06

Yeah. And she, you know, she's, she's always been really good like that. And also she the comfort that that gave me, like, I could just be like, you know, like, Okay, I'm going to be okay, my team is going to be okay. Because if I'm not okay, my team is going to be like, Oh, we're screwed, you know. And so I, that gave me the confidence to be like, I've got this and so you've got this. And so I will always be grateful to her for that. I've told her that like 1000 times, she's always like, please stop telling me but it's true. She's amazing. They really made a big difference. Yeah. Yeah, that's great.

Paige Buck 34:46

I'm, I'm fascinated with all of the tools and software you were describing. Is that is that a complete an entirely new way of managing workplace? How much was tack that such a broad question. And we're all your tech, we're all tech. How much a part of your role was that?

Kim Alpert 35:05

Because of it? Yeah, I mean, we we had, we had these systems already in place, but for different things like the Hotelling booking system, all that was was a floor plan sort of capacity tracking system. So I could tell how many people we have in each office, how many desks do we have? Are we running out of desks? How do you work for people who need to like, where's that conference room, they could go on and find it. Now, that is like our go to tool for people booking desks, and so that we can keep track of capacity in the office, to keep people safe, everything is all guided towards keeping people safe. Then we had our visitor registration technology, which was literally just for people who come into the office, they sign in on the iPad, if their picture taken. Right, right. And that's, that has now become literally the heart of our of our entry process system. So that if you don't answer the questionnaire as an employee, you can't come in. And so still a visitor system, but now everybody has to use it. So

Paige Buck 36:17

oiling these in like broader and deeper ways than before, and new features.

Kim Alpert 36:23

Sure. And these companies are smart. They're like, keeping up with what people need, because then they can upsell, right? Yeah, and you're not going to jump ship and go to another vendor. Because we certainly looked at other vendors as well. And we, you know, but if you can do what we need you to do, and we're already using you, then of course, we're going to stay. And then the system that we use for badging for people to have their badges to get into the office that stayed the same. But we had to connect that then to the visitor employee registration system, so that if you didn't answer the questionnaire, now your badge will work. And so that was a whole other layer of like, well, what do I do if my badge doesn't work? If your badge isn't working, that that means you either did something wrong, or you're trying to do something, right. And again, but there's, you're right, but there's literally no way, no way for my team to manually keep track of all of it. So if the technology didn't work, we were going to be in all kinds of trouble. And so literally right up to like day one of opening the office, we were tweaking, and still a few manual things here and there that we have to do, and still something and then of course, as we figure things out, they change again. And then. So now, like we're talking about when we do events and things do we want to do testing, and how do we trust that people are taking their tests, and then we'll maybe this registration system, we can upload a photo of your positive or your negative test into the system so that you know that way your badge will work. So it's just, it's constantly changing. But, you know, the good news is that the technology seems to be keeping up so far. And so, you know, we've been able to do it, but it's been talk about learning, I mean, my team now they could probably go work for an IT team or a system team, you know, they could, they could probably get poached right out from under me if they wanted to do something like that. But, you know, I think the learning for them is that they've now expanded. They're not just, you know, office managers, or workplace coordinators or things, these are, these are linchpin, very critical people in the company now. And I think they're getting that recognition now, which is something that workplace doesn't always get are sort of the redheaded, sort of, you know, over here, in any organization, you're sort of like the, they're cool, they'll be there, don't worry about that, right? Take an hour. And that apparently, and now it's like, we need workplace, or this isn't gonna work. And so it's great, it's a chance for my team to really shine and show what they can do.

Paige Buck 39:05

They have literally and figuratively added so many more tools to your toolkit. And now you've got these amazing folks who can do like Swiss Army knives in the company. That's amazing. The perfect

Kim Alpert 39:17

example Swiss Army Knife is exactly what they are. And I'm lucky that they're that they have stuck with me and with Udemy. And I think it speaks a lot to the values and the culture here. You know, not to sound like an advertisement for working at Udemy. But I mean, it's unlike any culture that I've worked in and you know, I've been around the block a few times. And I'm still very proud and satisfied working here for sure.

Paige Buck 39:45

Amazing. Anything else about you to me and that you want to share before we wrap up? I've got one more question for you. But

Kim Alpert 39:52

yeah, I mean, I you know, for me, for me professionally, my last company where I was for so long Because, to me, dedication and loyalty, I thought was what was the most important thing when you work for a company. But what I realized almost immediately on day one at Udemy is, oh, no, I deserve to a have a seat at the table and be be valued for my ability to make strategic decisions. And, and I know and I actually know what I'm talking about. So they value that. But also, you know, they also value your time, your mental health, though, like, I've always been somebody that checks, emails and texts and things on the weekends. And I respond, and I still do it, even though I shouldn't. But nobody here expects you to do that. They really care about you taking time for yourself. During the pandemic, we had wellness days, which were extra days off. Every month, we had an extra day off, where the whole company was closed. And it was just a day for you to no zoom, no, nothing, just go do what you need to do to be okay. That's pretty amazing. And so I think, you know, they care, obviously, high performance, you know, it's a Go Go Go atmosphere, but they also really do care about how are you doing? How are you feeling? Make the time you need. And that's, that's something very new for me. And

Paige Buck 41:26

you've hit on so many really great values and culture components that I love. I feel like I've learned something I can apply to my business more good. Okay, so final random fun question. something most people don't know about you. Anything. Think quirks hobbies crazy thing

Kim Alpert 41:48

you once did. Um, while I used to do stand up?

Paige Buck 41:52

That's right. I used to is that just because of COVID? That it's not?

Kim Alpert 41:57

Well, no, I did it years ago in New York, Vegas, New York kind of wound up on a circuit and then sort of life, kids all that happens. And then a few years ago, I did decide I was gonna like, give it another shot. Got back up on stage and then still kind of not sure. And then I and then COVID. I was like, man, nevermind. So we'll see. We'll see if I can get back to it. But yeah, but a lot of people who know me now know that. But that's, you know, that's probably my most interesting one. I guess.

Paige Buck 42:32

That's your that's your special talent. That's my special one.

Kim Alpert 42:35

Also, something that a lot of your listeners probably don't know is that I used to be neighbors with your bounder, which, you know. Yes. So, yeah. So.

Paige Buck 42:46

So we know you and you were like spitting distance from one another. That's right. For a little while. Yeah. So

Kim Alpert 42:53

we had so we had our little neighborly club and, and so that's how I got to know Kennedy events. And I just, I think you guys are amazing. And it's just so cool. And I was so nervous during the pandemic. For you guys. And I'm so so happy to see I follow you on Instagram. So happy to see you guys doing well and thriving, and I'm not at all surprised though. You're

Paige Buck 43:17

making my whole team blushed my marketing team. It's like we think the only people who see our Instagram or like our parents. They'll be delighted to hear that. I'm it's been wonderful talking with you, Kim. Where can people learn more about you and Udemy?

Kim Alpert 43:34

Um, you know, you can certainly find me on LinkedIn. And if you are so inclined, feel free to send me an invite. And I'm, I'm happy to connect. And I'm also on Instagram if people want to see pictures of my kids. By all means, come on. Yeah, but, but yeah, and Udemy is udemy.com and so many great courses and things to learn or also if you just want to learn about the company. It's awesome. You can learn everything from how to play the guitar to how to code and build a website. So

Paige Buck 44:04

you're gonna attract all your next top talent right here.

Kim Alpert 44:08

Come on board. We need all the good talent we can get so great.

Paige Buck 44:12

Well thank you for your time today. Thanks, Paige. I appreciate it.

Outro 44:19

Thanks for listening to The Kennedy Events Podcast. Come back next time and be sure to click Subscribe to get future episodes.

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PAIGE BUCK

Paige Buck is the co-owner of Kennedy Events, a large-scale event management company based in San Francisco, Los Angeles, and New York City. Our team creates stress-free conferences and events with a positive impact, which allows our clients to resonate with their audience. Kennedy Events specializes in producing flawless product launches, award ceremonies, fundraisers, and multi-day conferences while keeping our eye on retention and engagement goals.

About Kennedy Events

Kennedy Events began with one goal in mind—to produce high-level corporate events with just as much strategy as style. Maggie founded the company in 2000, found her match in Paige, and in 2011 the two became official partners. Since then, these two resourceful and brilliant creatives have pooled their strengths to build one one of the most the most sought after corporate event companies in San Francisco, New York, and Los Angeles.