Don’t worry, this isn’t a post about politics, I promise. But I do think the evolution of the current U.S. Democratic primary and its candidates, is a very public and visible opportunity to dig deeper into the workplace culture.
When each woman or minority dropped out of the primary race, there was extensive commentary about how the public is losing an opportunity for representation and having the nominee reflect the demographics of the party. …
Over the past week, there has been a lot of buzz surrounding the company Away. After receiving several complaints from former employees, The Verge did a little digging to find out what their culture was, and if the alleged toxic work environment claims were founded in truth.
What they uncovered was… astounding.
They found several instances of what they called “Slack bullying” — where the CEO used completely inappropriate language and “management techniques” to the employees.
At one point, she questioned an employee as being “brain dead.”
Gasp, right?
But here’s the cold hard truth about toxic work environments… it’s…
Have you been hanging out on LinkedIn during the past year at all? If so, you’ve definitely seen the same post and image circulated over a million times — saying that “ Employees don’t leave companies, they leave managers.” This all stems from a Gallup poll in 2017 that indicated this was the case.
That’s complete crap and not at all a fully developed reason as to why employees leave. Like most polls, it’s all about the questions that you ask, who you’ve surveyed and it’s a snapshot of incomplete information.
It’s not wrong or a lie, but it’s an…
It’s officially the end of this year’s #PRIDE month celebration — and each year during the month of June, I have all the feels as I see company’s big and small show their support for the LGBTQ+ community by overlaying their logo with a rainbow.
First, I have to admit I love a good rainbow. But more than that, it is encouraging to see so many company’s make a public declaration about the inclusive workplaces they believe in.
Well, that they want you to believe in.
And then after my joy at seeing the rainbows and feeling proud as an…
Your employee engagement survey results are worthless… at least compared to the value they used to deliver in the first five years of doing a survey. Here’s the thing: regardless of the type of engagement survey, provider, vendor, or aggregator you use — the hard part resides solely on your hands.
And the information that we receive in HR from our partners in this venture, aren’t going to move the needle on true engagement.
A pretty slide deck with the results cut a million ways so you can share the “data” with a red/yellow/green notation, is ineffective (and dare I…
When we think about moving the needle on employee engagement, we tend to start at a macro-level — what is the company telling us? What are the bigger themes that we’re seeing? What does our survey say are the most important areas to focus on?
But true employee engagement starts at the employee-level, and we’re often ignoring the early warning signs of disengagement at the beginning — before they turn into company-wide issues.True #employeeengagement starts at the employee-level, and we’re often ignoring the early warning signs of disengagement at the beginning. #HR Click To Tweet
As the Human Resources profession continues to grow, evolve and become more solution-focused, we are transitioning the way that we have historically delivered employee engagement into something more meaningful. Recently Josh Bersin called our next transition, “Employee Engagement 3.0 — from Feedback to Action.”
But as we move to be better at delivering true employee engagement, we can’t just build on the “three” phases we’ve been in to be successful as we move forward. It’s not just about benchmarking, feedback and action. …
For the past five to 10 years, incorporating the idea of being a “people-first” culture spread like a wild fire throughout company mission statements and values.
Do any of these sound familiar?
We put our people first.
We care about our employees.
We are committed to providing a good company culture.
With that commitment came the now infamous (and likely unhelpful) employee engagement survey. Measuring what our employees think and feel about our company “culture” based on standard off-the-shelf questions that are likely not very relevant to the feedback your employees actually want to share.
One of the most overlooked realities when it comes to HR metrics, is the importance of the story around the number you share. This is why so many of our HR dashboards and metrics updates, live a very quick death never to be looked at or referred to as useful material ever again.
When you share numbers, particularly to leaders outside of your own area of focus — let’s say you’re in HR and you’re sharing metrics with the C-suite comprised of Finance, Marketing, R&D, etc. …
I know, I know — you want to get started with HR metrics, but then you realize that choosing the right metrics and figuring out to track them, is just the first step. Because your metrics have absolutely no value, if you can’t tell the right story with them.
You’re probably used to seeing HR metrics presented this way:
Melissa Anzman
Leader in Employee Communications increasing Employee Engagement through HR Metrics and Communications. https://betthr.com
