​Go listen to the latest episode of The Modern People Leader — where we sat down with DJ Casto, EVP & Chief Human Resources Officer at Synchrony, to talk about how large organizations can run their people teams with the agility of a startup.

If you’ve ever wondered how to turn employee feedback into real change — without waiting for annual planning — this one’s for you.

Here’s what stood out most from the conversation. ⬇️

“If you're going to reinvent work, you have to reinvent everything — especially how you lead.” — DJ Casto

1. HR should think like a product team

When Synchrony spun out of GE and became its own company, DJ and the leadership team took the opportunity to reimagine everything — starting with how they work.

Instead of building fully baked programs behind closed doors, Synchrony adopted a minimum viable product (MVP) mindset.

That meant HR began treating programs like products. They mapped the employee journey, prioritized real-time feedback, and designed solutions in partnership with their people.

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2. You need multiple listening channels

At Synchrony, listening is a system, not a one-off event. Beyond quarterly surveys, the HR team runs roundtables, taps employee resource groups (ERGs), and even turns to interns for fresh ideas.

One of the most impactful ideas came from a summer intern: bring in an on-site therapist. They MVP’d it in the Stamford office, and demand was so high they made it permanent.

3. Show people their feedback created change

Synchrony doesn’t just collect feedback. They close the loop. Every new program or benefit ties back to a specific listening moment.

It’s not about making every request happen. It’s about being honest about what you heard, what you prioritized, and why.

4. MVP requires strong communication muscles

Launching an MVP is only the beginning. The harder part is getting the word out. Synchrony follows a 20x communication rule: every message needs to be shared 20 times in 20 different ways.

That means:

• Reinforcing it in manager standups
• Including it in town halls
• Sharing stories in newsletters
• Equipping leaders with talking points

5. Great companies aren’t perfect — and that’s OK

DJ was clear: being a great place to work doesn’t mean getting everything right. It means building trust through transparency and iteration.

This honesty allows Synchrony to keep experimenting. When something doesn’t work, they own it, learn, and move forward.

6. Reimagining work requires reimagining leadership

Synchrony went all-in on flexible work in 2020. But they didn’t stop at a new policy. They redesigned performance management, revamped onboarding, and opened a 26,000 sq ft culture center for intentional in-person moments.

It’s a powerful reminder that the future of work isn’t just about location. It’s about culture, communication, and clarity.

This episode is a masterclass in building with your people, not just for them.

Thanks for reading. See you next time!

P.S. If you like MPL, help us grow the show by giving us a 5 star rating on Apple or Spotify. ⭐⭐⭐⭐⭐

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