Tag: work culture

No Excuse for Slow Moving Employee Engagement with Andria Ink

The Employee Engagement industry is filling up with software solutions that enable organizations to more quickly implement effective Employee Engagement initiatives. However, even in organizations where this software is being used, companies tend to move slowly when trying to affect change that would boost engagement. There is no excuse for not prioritizing and implementing change.

By and large, customers won’t buy in to an organization if the employees haven’t already bought in to it. If the employees aren’t having a positive experience, that energy will flow to the customers and sales won’t be as strong. However, when organizations allow their employees to have an experience that excites, customers will flock to the product (assuming the product isn’t terrible).

In a recent podcast with Andrea Ink, head of Employee Engagement at BC Hydro, we had the chance to understand how she takes the lead on building an employee experience that employees love. She works for a government-controlled agency that, while using only an annual survey, boasts 84% engagement among employees. In her company, she focuses on making sure that everyone is seen, felt, and heard. These fruits of these efforts are partly seen in the success of the employee council that connects top level management with the workforce to make sure that everyone is being heard. The result of fostering a spirit of collaboration from top level executives and employee representatives has been the creation of a company culture where employees know they have a voice and that the organization is listening.

Andrea spoke volumes about how important it is as leader to always be present to listen and observe any issues that employees may be having. She focused on the idea that leaders must always be communicating information up and down the organization. Finally, she emphasized the notion of “follow-up and follow-through.” Every leader should make sure they follow-up with the communications they have with their groups, and they must always follow through with promises and commitments.  To listen to the full podcast, please visit Forging Employee Experience. To connect with Andrea, feel free to reach out on LinkedIn.

If a government organization that only has official Employee Engagement survey once a year, can create a culture where people love to work, then so can anyone else. There is no excuse to not being quick and decisive in implementing new Employee Engagement initiatives. The employees and customers deserve the best experience.

The Neuroscience Behind Employee Experience with Scott Halford

We begin to get a feel for a room from the first step we take inside. We feel temperature, light, air quality, and aesthetics. After spending time co-occupying that space with other people, we begin to feel and sense a group vibe. We’ve all been to parties that should be awesome but aren’t or family dinners that check all the boxes to make it great but it’s not. These same experiences shape the workplace. Are the feelings and vibes real or perceived? Does it matter?

When employees come to work every day, they are met with a feeling. The office lighting, the floor plan, the general comfort, and the demeanor of colleagues all play a key role in shaping how employees feel about the environment they work in. This general feeling when applied universally to all employees is a large driver for company culture. But some organizations are met with frustration when they go through the motions checking all the great-place-to-work checkboxes and find their employees still perceive a lackluster experience. Whose fault is this? It doesn’t matter. At the end of the day, the company leadership maintains primary responsibility for how the workplace feels and feelings are subjective. The reason so many organizations fall short of cultivating a great company culture is because they can’t get past the fact that it doesn’t matter how many great things the organization does on culture. Most important is how the employees perceive the company.

The million-dollar question: how do we fix it? Books can and have been written trying to answer this very question. However, one of the best places to start is with communication. We live in a society that has embraced text-based forms of communication. Most of the communication that happens with in businesses occurs in written form. To try and turn back the clocks and shy away from an emotion-poor, communication median is pointless. The best alternative companies have is to shift to a concerted effort of infusing emotion into written language.

In a podcast with Scott Halford, he brought to light another concept that can help craft a positive perception of an organization’s culture. Backed with research from his book, Scott suggests that creating a brain-friendly environment will drastically increase the productivity and efficiency of employees. To that end, companies must both embrace change allowing for the transition to a brain-friendly environment and create a place where progress is measured and rewarded. To listen to the full podcast at Forging Employee Experience and connect with Scott visit www.completeintelligence.com or www.scotthalford.com.

Molding another person’s perception takes a huge amount of effort. Companies can’t take shortcuts and change doesn’t happen overnight. By listening to employees and understanding how they are feeling, organizations can know if their efforts to saturate communication with emotion and create a brain-friendly culture are successful.

The Most Important Word of Employee Engagement with Henry Albrecht

Henry Albrecht is the founder of Limeade, an employee engagement platform that builds great places to work by improving well-being and strengthening workplace culture.

He has led the company from an idea in his basement to a high-growth, industry-leading employee engagement technology company that serves some of the smartest companies in the world. Henry earned his MBA from Northwestern’s Kellogg School of Management with an emphasis in technology and marketing and his B.A. in economics and literature from Claremont McKenna College.

Limeade helps the world’s best companies develop happier, healthier and more productive employees. Learn more at http://www.limeade.com/ and keep in touch with Henry on LinkedIn and Twitter.

Topics covered in this episode:

  • Engagement: A deep sense of purpose and connection that leads to extra energy and commitment at work.
  • Engagement initiatives without thinking of the well-being of employees is short-sighted
  • We’ve fallen in love with people analytics, but we fail to act.
  • Square deal-I put in as much as I get out.
  • Bi-directional trust. What are you doing to show your employees that you care.
  • 3 questions to show you care:
    • How do leaders show up?
    • What resources do you give them?
    • Are managers invested in their people?
  • “Care” is the single-most important word we can talk about around employee engagement
  • When people can feel that their manager cares about them, they are 38% more engaged at work.
  • Learning to take a whole person approach.
  • Burnout is a luxury in a workforce who cares.