Author and business leader, Brian Fielkow recently said; "let’s quit talking about ‘The Great Resignation, we should instead talk about the great recognition. Recognition that highly engaged employees are less likely to leave."
The past twelve months have seen a tidal wave of resignations across the workforce – both in the UK and around the world. Not only have we witnessed employees leaving their roles, but we have also seen them pursuing entirely new career paths in droves.
The key to improving team performance in the aftermath of this year’s challenges is to reset, re-energise and re-engage. Many people have been talking about ‘building back better’ post pandemic.
They are the essential being and thinking (or social and emotional) behaviours we should all be developing in our workforce to improve future capability alongside the ‘hard’, doing, technical skills too.
Five human skills SMEs should nurture in their team right now to improve capability and engagement. We’ve all heard of the term ‘soft skills’ or ‘power skills’ as they’ve also been coined. They are the essential being and thinking (or social and emotional)...
We’ve all heard of the term ‘soft skills’ or ‘power skills’ as they’ve also been coined. They are the essential being and thinking (or social and emotional) behaviours we should all be developing in our workforce to improve future capability alongside the ‘hard’, doing, technical skills too...
‘Silo’ working can often become ingrained in the culture of a department or a whole organisation if left unaddressed, leading to disconnect, frustration and lower engagement levels with the business for many. ‘Silo’ working is unfortunately present in organisations of all types and sizes...
For years, businesses of all sizes have pumped time and thought into their employee engagement strategies - and rightly so. Afterall, data proves just how costly it can be to run a ship with a disconnected and unengaged crew.
There are so many facets to employee recognition, from rewards and incentives to wellbeing and benefits (and so much more). But one area that is often overlooked is employee recognition through human acknowledgement.
‘Silo’ working can often become ingrained in the culture of a department or a whole organisation if left unaddressed, leading to disconnect, frustration and lower engagement levels with the business for many.
We need to stop treating employee engagement as an HR issue and, instead, view it as a collaborative effort. By empowering teams to take charge of it, we can create a greater sense of belonging.
‘Silo’ working can often become ingrained in the culture of a department or a whole organisation if left unaddressed, leading to disconnect, frustration and lower engagement levels with the business for many.
For years, businesses of all sizes have pumped time and thought into their employee engagement strategies – and rightly so. After all, data proves just how costly it can be to run a ship with a disconnected and unengaged crew.
Everyone is talking about ‘building back better’. And whilst this is something that I actively encourage all UK corporations to do - especially if we can all start to prioritise purpose within this rebuild – I believe there is something that must come first…
As we approach the New Year, we need to step back and take a moment to self-reflect. This is what the Japanese call Hansei. Hansei, or self-reflection, is a central idea in Japanese culture, meaning to acknowledge one’s own mistake and to pledge improvement.
Everyone is talking about ‘building back better’. And whilst this is something that I actively encourage all UK corporations to do – especially if we can all start to prioritise purpose within this rebuild – I believe there is something that must come first...And that is to reset.
Unfortunately, too many of us experience anger and unhelpful disagreements in their working life. However, this way of working doesn’t have to be the norm. I would actually contend that one never needs to experience conflict or anger in the workplace.
December 1st 2020 marks the start of Anger Awareness Week, and it’s time to remind yourself about anger and conflict in the workplace. Unfortunately, too many of us experience anger and unhelpful disagreements in their working life. But this way of working need not be the norm.
‘Out of sight, out of mind’ just won’t cut it when it comes to furloughed employees. It is essential to continue to engage with all your staff no matter if they are in the office, work from home or indeed on furlough...
A great deal of time has been dedicated recently to the topic of ensuring your employees remain engaged during these “unprecedented times”...
A great deal of time has been dedicated recently to the topic of ensuring your employees remain engaged during these “unprecedented times”. However, a topic that hasn’t been given quite so much airtime is that of engaging those employees who are currently on furlough...
A great deal of time has been dedicated recently to the topic of ensuring your employees remain engaged during these “unprecedented times”. Certainly, whilst this is a worthy activity and something that needs to be front of all our minds, a topic that hasn’t been given quite so much airtime is that of engaging those employees who are currently on furlough.
Don’t underestimate the human connections that have been made during this time. We can all list out a number of occasions during lockdown when we have probably witnessed our colleague’s cat walking across the screen on a zoom call, a child running in asking for a snack or seeing a colleague wearing their gym kit.
During these difficult times, it is essential to focus on longer term rational strategies which will sustain a business. Not only does this make good business sense, but this will ensure the longevity of a business’s most important asset; it’s people.
There really is no better time for leadership teams to champion and instigate a stronger engagement mindset initiative and truly drive the work culture forward. It’s time to re-affirm business culture and drive employee engagement longer term.
During these difficult times, it is essential to focus on longer term rational strategies which will sustain a business. Not only does this make good business sense, but this will ensure the longevity of a business’s most important asset; it’s people.
Now is the time for businesses to double-down on their commitment to health, wellbeing and employee engagement. Those businesses who focus on techniques to give all employees a real voice and allow them to find solutions to the everyday problems they face themselves, and as a team, will certainly win out during these unprecedented times.
Budgets may be tight, but now is not the time to cut your employee engagement and company culture budgets. Instead, organisations should be taking stock and looking at how to build these things back better.
A great deal of time has been dedicated to the topic of ensuring your employees remain engaged during these unprecedented times. However, a topic that hasn’t been given quite so much airtime is that of engaging those employees who are currently on furlough.
Times are tough, business uncertainty is at an all-time high and budgets are tight. But now is not the time to cut employee engagement and company culture budgets. Certainly, as a result of the pandemic many organisations may be inclined to cut certain functions within their business to reduce their overall costs.
