[triumphant music]
- It's very simple.
You know, Best Buy, we are a human organization.
Many of us have special needs.
If we want to be the best version of ourselves,
if we want to be effective,
you know, some of these needs need to be taken into account.
[music continues]
- Tell me about the first day you met Levi.
- It was an all-store meeting,
my first time addressing the store at the Mall of America.
And Levi has a noticeable laugh.
[both laughing]
- Are you guys always like this?
- Yeah. Yep. - Yeah.
You're very welcome. You have a good rest of your day.
- He's always very positive. - Lindsay! What's up?
- Levi will go anywhere and help anyone at any time.
- Tell me about the first time
he talked to you about having PTSD.
What was that conversation like?
- It was actually the first day that I met Travis.
- She came on the team after I was already a part of it,
and I immediately--
I felt comfortable with telling her right away
the things that I deal with.
- I have what is called ataxia.
- Amanda, did you know what ataxia was?
- I had to go home and research.
- It takes away from the cerebellum,
which helps you do all your movements--
your motor skills, your speech.
- Some disabilities are visible.
Some disabilities are not visible.
- I would say it's a leadership principle
of understanding the unique situations
and then working together to try to address this.
[light piano music]
- So what workplace accommodations
did you need to do your job successfully?
And how did you bring up that conversation with your manager?
- Well, it got really hard
carrying my laptop back and forth to work,
and so I just went up to Amanda,
and I asked her--I said, "Do you think I can get a desktop?"
- He talked a lot about how his days look
and how he's gonna come in at 6:00.
And I was like, "Wow. This is somebody
that doesn't require sleep, which is different from me."
Then he started to explain to me why,
really explaining the PTSD and how it affected him every day.
- I'm usually here by 6:00.
For me, it just works out better
to be able to come in early and let everything come to me,
so I can keep track of what's going on around me a lot easier.
- We did work with the team in order to get
some of the things moved around for him,
like, we took out a 4-foot section to lower the register
and then getting the portable registers in.
So they're handheld. - Oh, yeah.
Oh, my God, do you remember me the first day...
- I do. - That we got that?
[laughing] - I heard your laugh.
It filled up the store.
[music continues]
- Travis, it hasn't always been easy for you
to talk about your PTSD with a manager, has it?
- No. [laughs]
No, not always.
No, matter of fact, to me, it felt like a weakness
to tell them, "Well, I can't think straight.
"I can't concentrate.
My anxiety's going through the roof."
- She's been really good about telling anybody
that is new on the team about her condition, so...
- Like, if they see me bouncing off walls, they know why.
- A lot of it was just listening.
- Just listening.
- Really listening to your employees--
I think that's what helped a lot,
because, you know, we were able to do things for Jill
that make her feel more comfortable here,
and that's really important when, you know,
you find somebody that loves their job
and they want to stay here. - One of our values
is unleashing the power of the people.
- And at Best Buy, as we're gonna build the new Blue,
be the best versions of ourselves
that we want to be,
we need our employees to be the best versions of themselves
just to be as effective as possible.
- I might be in a chair.
They might wear glasses.
They might be tall. I might be short.
I don't see them differently.
Why should they see me differently?
[uplifting music]