Jenny Rowell is an HR Business Partner at Cleinman Performance Partners, a leading business development consultancy for optometry practices across North America. With expertise in talent management, employee engagement, and HR operations, Jenny helps align people programs with business goals to drive organizational performance. She focuses on building a positive workplace culture and collaborative partnerships that support both employee and client success.
Olivia Leduc is the Manager of Strategic HR Services at Cleinman Performance Partners, where she leads the HR support team to ensure that HR policies, processes, and documentation are compliant, efficient, and built to support scalable business operations. With experience in leadership, HR, and recruitment process development, Olivia drives improvements in operational efficiency and talent retention for clients.
In this episode…
Employee engagement isn’t just about keeping people happy at work. It’s about uncovering what your team is really thinking, even when they might not feel comfortable saying it out loud. So how do you get honest answers that actually lead to better performance, stronger culture, and real growth?
According to Jenny Rowell, engagement surveys work best when they’re treated as strategic tools rather than check-the-box exercises. Olivia Leduc also adds that surveys are powerful because they surface perspectives leaders may not agree with, but need to hear in order to understand how their actions are actually landing with the team. Together, their insight underscores that when feedback is anonymous, unbiased, and acted on thoughtfully — rather than ignored or cherry-picked — it can drive meaningful improvements in trust, retention, and overall performance.
In this episode of the Cleinman Connect Podcast, Kim Carson is joined by Jenny Rowell and Olivia Leduc, HR Business Partner and Manager of Strategic HR Services at Cleinman Performance Partners, to discuss the power of engagement surveys. They break down what engagement surveys really measure, why anonymity matters, and how leaders should interpret the results. Jenny and Olivia also give advice on turning feedback into meaningful action that improves trust and long-term team engagement.
