by admin | Dec 6, 2022 | Human Resources
Employee engagement and experience is at the core of what most Human Resources professionals do on a daily basis. From hiring to succession planning, HR is first and foremost focused on recruiting and retaining top talent. Keeping those talented people engaged in their work is key to achieving positive business outcomes.
Recently, speakers at the 2022 HR Exchange Network Employee Engagement and Experience online event shared their best advice, telling lessons, and hard-won battle stories. Discover the most unforgettable quote on employee engagement and experience from each session:
Putting Belonging in DEI
“What belonging means for us is how you make people feel included, valued. How proud do they feel being part of our brand? How connected are we regardless of where we are and how safe we feel working in this organization.” –Gayatheri Silvakumer, Chief HR and Talent Officer, APAC, McCann Worldgroup
What’s Next in Employee Experience?
“We’re building in the mobile application – push notifications that say, ‘Have you thought about this role?’ We look at potential lateral moves for skillsets. It sends reminders, bits of news. We’re sharing our commitment to ESG with people.”-Graeme Poules, People Director, Employee Experience and Operations, Bupa
Cloud Solutions for Efficiency in Employee Engagement
“Newer cloud solutions are much easier to integrate, so you can choose a strategy where you’ll be implementing the best solution for the best purpose. It’s much easier in the cloud than on premises, for sure.”-Frederik Skyggebjerg, Head of Solution Consulting for APAC at Unit4
Employee Engagement Is Change Management
“What transformation really does is put a lot of strain on engagement. It is a fact. This is not unfamiliar to all of us. But an HR leader like me, who is experiencing this, there are employees who are feeling overwhelmed, confused, sometimes disconnected, angry. I would also like to highlight the fact that with COVID, all that the world has faced over the past couple of years, the threshold for the employee to take stress has really gone down. There are a lot of studies available that fatigue sets in much faster. Coupled with transformation, it hits employees. Could the Great Resignation be happening because there is continuous change?” –Trupti Mohan, Vice President HR Asia-Pacific, Fresenius Medical Care
Add the Joy
“I really, really believe the future of work should be purpose-led and fun. I don’t think it should be a chore, where people wake up on a Monday morning dreading it. It should be something they’re really excited about as well.”-Sharenya S. Kumar, former General Manager Employee Experience, Crown Resorts
Equip HR Teams for Success with a Digital-First Approach
“Digital-first means we can be more inclusive and intentional on how we work. It lets us stay focused on great outcomes…Everyone may be remote, working in different places and time zones, yet communication and collaboration are the lifeblood of any successful company.”-Meiyea Neo, HR Director, Zendesk
Know the Difference Between GBS and Shared Services
“[Global Business Services] is more integrated. It’s an advanced version of the shared service model. It’s evolved from new demands that have come up as the world has gotten more global and organizations have gotten more global. It’s truly a more global model. Shared services can be more regional, country-based, or multinational based.”-Eithne Freeney, Employee Experience Sales Manager ANZ, ServiceNow
Importance of Recognition
“When I feel validated at work, I can take my hand and tap my shoulder and say, ‘I added value today,’ because I belong to an organization that is creating the most amazing change in the workforce. Having that belonging and having that understanding of where you are in the workforce is really the heart-centered way of how an organization operates. That is what people are saying and asking for in our organizations.” –Shereen Williams, Director People and Culture Technology & Innovation at Standard Chartered
Slow and Steady Wins
“I can’t stress this enough, and I’m sure I have many allies in the HR community, who may be on this call and may have influenced stakeholders, that any focus on culture and engagement takes time. You really need to focus and chip away if you’re going to see a consistent change.” –David Monti, Senior Manager Culture and Engagement, Transport for NSW
Look Within for Strength
“As we all know, the competition for talent is fiercer than ever, post COVID-19. So, the talent you’re looking for is likely already in your organization. It’s just a case of finding it by aligning the skills of your integral workforce to the work required rather than aligning the individual to the problem.” –Chris Broadway, Technology Sales Manager, PeopleScout
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Sep 20, 2022 | Hot Topics, Human Resources
By all accounts, the United States is likely heading into a recession. Already, the country experienced two consecutive quarters of declining gross domestic product (GDP), which is a red flag.
Other signs include inflation, the cooling down of venture capitalist’s investment, a declining stock market, and varying interest rates. However, a strong job market persists, which throws off the usual domino effect, according to CNBC. Still, how people feel about their financial prospects matters, too.
Most Human Resources leaders are preparing for the worst. A recession is marked by an extended downturn in the economy, layoffs, unemployment, and lower consumer spending. For HR, recessions are magnified because they usually face the downsizing of their own department and the need to layoff talent, make due with less, and face the obvious consequences, which include having to constrict budget and lose talent pipelines for succession.
Therefore, Human Resources is usually keen on recession-proofing their business, and many have begun to do just that. Here are some ways to prepare for the coming storm:
Stick to the Budget
The pandemic made employees rethink their lives and shift their priorities. As a result, many were willing to leave the workforce unless employers transformed how they worked. The consequence was the Great Resignation. Whether one likes or hates that title, there is no question that the phenomenon of people quitting and a resulting labor shortage, which is also dependent on changing demographics, are real.
HR responded with signing bonuses and hefty pay raises. They plussed perks and benefits. With an oncoming recession, however, some of these tools for attracting talent must be curtailed or flat out stopped. Those with the future in mind are cutting back and avoiding risk when developing budgets.
Prioritize Employee Engagement and Experience
Smart Human Resources leaders recognize that the pandemic earned them their seat among C-suite executives. Business leaders are well aware that the talent churning out the work is vital to their success.
In many ways, employee engagement and experience is even more important in a recession. If there are layoffs, the people who remain become paramount. At the same time, they are likely overworked and stressed by the economy, not to mention the prospects of their organization. HR should step in and show gratitude and do what it can to keep up morale. Writing thank you cards and lending an ear are affordable ways to connect with workers.
Be Transparent
Transparency is of the utmost importance during a recession. Obviously, organizations keep their plans for layoffs under wraps until the last minute. However, they should be able to offer honesty to the employees who remain.
Obviously, they are going to be concerned for their own future, what these layoffs mean for the future of the company, and how their work life will change from this point on. Will they be doing more work to fill in for those who had been let go? Are there going to be freezes on annual raises? How grave is the situation?
Human Resources is the conduit for communication with workers. HR leaders can communicate forthrightly and encourage executives to do the same. They can set up town halls, similar to the ones they planned during the pandemic, with business leaders in their organization. This kind of approach is crisis management 101.
Be Prepared for Layoffs
Layoffs are already happening at a number of companies, including Peloton, Netflix, and Ford. Google announced a hiring freeze. So, realistic HR leaders will prepare themselves for the possibility of stalemate at best and layoffs at worst. Also, they will avoid layoff mistakes, like informing people they are being let go in a cruel way like, for example, over a group Zoom meeting. While no one wants a recession to happen, smart HR leaders are getting ready for the worst case scenarios.
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Mar 31, 2022 | Hot Topics, Human Resources
You’ve probably been hearing about the Great Resignation (or however you want to describe it) for months now. Even if you’re not dealing directly with increased turnover, your employees know they have options. Their friends, family, and people they know peripherally or on social media have made the leap and are gleefully announcing it on LinkedIn.
Some job-hoppers may be emboldened by the movement to quit good jobs in the hope of something better—better pay, more flexibility, or more opportunities for advancement. Some have simply been pushed to the brink by dead-end jobs, lousy company culture, or ineffective managers. Others have given up trying to “have it all” and left the workforce completely.
But what if employers could capitalize on this current “I quit” mood? If people are leaving jobs for something better, offer something better! Here are some ideas to create an engaged and committed workforce:
1. Understand and Be Responsive to Employee Needs, Motivations, and Priorities
A paycheck may be the reason everyone has a job in the first place, but it’s not the only reason people choose to work or decide to work for one employer over another. Your employees stick with you because there’s something in it for them besides the money. The job is useful to them. Knowing why it’s useful enables you to keep employees satisfied and, better yet, make their jobs even more appealing.
2. Prioritize Employee Development
A work environment in which people gain knowledge, learn new skills, and advance in their careers speaks more clearly and loudly than any marketing message can. People like working where they can grow and develop. According to a LinkedIn report, companies “that excel at internal mobility are able to retain employees nearly twice as long as companies that struggle with it.” And a better trained workforce is also a more productive and profitable workforce!
3. Reward Success
In fact, reward anything you want to see more of. Whether large or small, the rewards have to be meaningful. Ideally, figure out what type of reward speaks to each employee. For some, acknowledgment in a company meeting will make their heart sing. For others, receiving a token of your appreciation, such as a coffee gift card, will be more meaningful.
4. Allow for a Healthy Work-Life Balance
Flexibility is a big selling point for employees looking for better balance between work and life. Your employees have other commitments they need to attend to. Some are caring for young children or other family members while navigating daycare and school closures or multiple appointments. Give employees the time to see to those commitments and have a life outside of work, and you’ll get more from them when they’re on the job. Options may include remote or hybrid work, paid time off, flex hours, four-day workweeks, alternative schedules, and reducing workload. Remember, however, that policies are only as good as the practices around them. Ensure that employees don’t need to jump through hoops to request time off. Remind managers to be responsive to requests for time off and on the look out for signs that employees are feeling overwhelmed.
5. Conduct “Stay Interviews”
Don’t wait until people are leaving to investigate what could have inclined them to stay. Talk to employees now about what’s going well, what pain points they’re experiencing, and what could be done to take the relationship to the next level. Stay interviews enable you to address problems and unfulfilled wishes before they drive people out the door.
By Lisa DeShantz-Cook
Originally posted on Mineral
by ckistler | Mar 9, 2021 | Human Resources
In an ideal world, communication would be easy. We’d immediately know exactly what to say or write. Emails, Slack messages, and reply threads would practically write themselves. And there’d be no confusion about what anyone meant, ever.
Of course, communication never works that way. We stare at the computer screen trying to decide how to begin an email. We misspeak or garble our words. We don’t always convey exactly what we intend. We misunderstand, overlook, or forget information we’ve been given. We also sometimes read emotions into words that weren’t what the writer was feeling. Or we pack our speech with such an emotional punch that it distracts from the point we’re trying to make.
Written communication often exacerbates these issues, a fact that has many leaders worried since more people are working remotely and relying on the written word to do their jobs. It’s no secret that we spend far too much time on email and other communication tools.
Fortunately, you don’t necessarily need to hire a writing coach to teach your employees better writing skills—although this can in some cases be a good idea. You can significantly improve communication in your organization by asking your employees to consider the following practices in their written communications:
Break up long sentences and paragraphs. A big unbroken block of text is likely to befuddle your reader before they even get to the first word. Long sentences and paragraphs also make comprehension and retention of information much more difficult. Note the differences in these two communications:
Sample 1: I support the goals outlined in the proposal you sent to me yesterday, especially the need to better define appropriate metrics around the solicitation of customer satisfaction scores, and I want to thank you for the thought you gave to proposing workable solutions, but I’m not sure if all of the proposed solutions will work at this time. Let’s discuss it all at our next check-in.
Sample 2: Thank you for sending the proposal yesterday. I appreciate the thought you put into it. I agree with you about the goals, especially what you wrote about customer satisfaction scores. The solutions you proposed, however, may be a challenge to implement right away. Let’s discuss the proposal at our next check-in.
These samples provide the same information, but the second is easier to follow and digest.
Use clear, concrete terms. Vague words, convoluted ideas, and broad generalizations make for easy miscommunication. Your reader will be more likely to understand your meaning if your language is specific. Remember too that just because something is clear to you doesn’t necessarily mean it will be clear to your reader. Compare these two statements:
Sample 1: Would you be able to review the thing I sent you earlier?
Sample 2: Here’s the letter for Anil I told you about this morning. Would you be able to proofread it for typos by the end of the day?
The first sample is likely to cause confusion and frustration if the recipient has recently received a lot of “things” from the writer or other people. In contrast, the second sample makes the context and the requested task clear to the reader.
Provide context and direction when adding someone to a conversation. Most of us have had the experience of receiving a forwarded email that we’re not immediately sure what to do with. Should we keep it as a reference? Read through the thread? Respond in some way? We haven’t been told. Don’t do this. You should clue the reader in to what the conversation entails and what they need to know and do in response. Compare:
Sample 1: Please see below. What do you think?
Sample 2: Please read through the conversation below and note the product request from Oliver. Is that something you can add to your work this week?
The first sample is likely to prompt the recipient to weigh in on the wrong subject or ask the writer for clarification before responding, wasting valuable time either way. The second sample gives clear instruction, saving time.
Avoid unnecessary details. While some context is useful, too much can overwhelm the reader and add to the time it takes for the communication to be written, read, and acted on.
Sample 1: I ran into Lindsay in the lunchroom and asked her about the Paterson deal. She asked me to follow up with her after her lunch break, which I did, and she gave me permission to start on the outline. She seemed a little aggravated that I interrupted her lunch. Anyway, I need to respond to a few emails before I get started on it, but I will get to it after and have it to you and her by close of business today.
Sample 2: I got the go ahead from Lindsay on the Paterson deal. I’m working on the outline and will email it to you and her by close of business today.
The first sample likely has too much information. The writer may have felt like including the extra details because they felt bad about asking Lindsay to work on her lunch break, but unless there’s a good reason for the recipient to know those details, they’re best left out.
Save difficult or emotionally intense conversations for calls, video conferences, or in-person meetings. These conversations usually require more finesse than written text can provide. If you anticipate a strong emotional response to what you have to say, or if you believe the person with whom you’ll be communicating may read strong emotions into what you have to say, don’t write to them. Talk it through instead. Let them hear your voice and listen carefully to theirs.
By Kyle Cupp
Originally posted on Thinkhr.com
by admin | Jul 28, 2020 | COVID-19, Human Resources, Work From Home
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek
The COVID-19 pandemic has taught us many things. First, it has taught us that empathy and kindness goes a long way. We’ve learned that as individuals, communities, and as a nation, that we can do hard things when we work together. Finally, this pandemic has taught us that the relationship between employer and employee is a valuable one. How much the employee feels valued by their employer is called “engagement.” And this feeling of value is one that more and more companies are investing in in a post-COVID environment.
Employee engagement is when an employee feels “high levels of involvement (passion and absorption) in the work and the organization (pride and identity) as well as affective energy (enthusiasm and alertness) and a sense of self-presence.” Let’s dive in and look at some fast facts on this subject and how to increase engagement in this new workspace we have found our world occupying.
BY THE NUMBERS
- 34% of employees and 35% of employers stated they felt engaged in their work in a 2019 Gallup poll.
- 38% of employees now say they are “highly involved in, enthusiastic about and committed to their work and workplace” via a May 2020 Gallup poll.
- This is the highest reported engagement since Gallup began measuring this topic in 2000.
BOTTOM LINE
- Unengaged employees lower productivity, innovation, and the bottom line.
- Engaged employees have lower absenteeism and lower turnover.
- When an employee believes that they are being heard and seen as a valued investment, they feel empowered to do their best work.
- Teams that report being engaged in the workplace have 21% higher profitability than those who report being unengaged.
HOMESCHOOL
- One way to create engagement in the workplace is to promote learning opportunities at home for employees. This can be done in virtual workshops for remote workers.
- If a company’s investment is in learning and development, this shows the employee that their employer sees their future as important.
- Positive results of investing in workforce education include increased employee engagement, more innovation, and increased understanding of the company’s goals.
- Remote employees who participate in a company’s virtual training report that beyond the educational benefit they receive, they also feel as though they are being equipped with new skills for handling stressful situations once they are able to return to work.
RESOURCES
There are numerous blogs and articles and creative educational interaction sites to keep employees engaged and learning while remote. Below are some fun and creative sites to help you create your own engagement campaign for your organization.
