Sitting On the Same Side of the Table

According to the survey, 75% of respondents found soliciting feedback from their team and using it to be the most effective employee engagement strategy. The remaining 25% chose carving out career paths and providing career growth opportunities. This shows that actively seeking and incorporating employee feedback is widely recognized as a significant factor in enhancing engagement and satisfaction.

• Transparent Communication. Establishing open and honest lines of communication with employees builds trust, fosters a sense of inclusion, and allows for clear understanding of expectations and feedback.
• Empathy and Understanding. Demonstrating empathy and understanding towards employees’ needs and concerns creates a supportive work environment, boosting morale and loyalty.
• Fairness and Consistency. Implementing fair policies and practices consistently across the organization ensures that employees feel valued and treated equitably, fostering a positive work culture.
• Investing in Development. By offering opportunities for professional growth and investing in employees’ skill development, organizations enhance job satisfaction and promote long-term commitment.
• Leading by Example. When leaders exemplify the values and behaviors they expect from their employees, it establishes a strong sense of integrity, which in turn inspires loyalty and dedication.

Q&A

Now, it’s time for the audience Q&A – the most exciting part of our webinar! We were thrilled to receive a plethora of insightful questions from our viewers. Let’s dive in!

• Q. You mentioned employers offering work-life balance. How? The lines are very blurred today in what “balance” means and how do employers support that?
• A. “The lines are very blurred today of what individuals of different generations need today for work life balance. I strongly believe that unconditional positive regard for our staff. Our staff are doing the best job that they can with what they have, and it’s our job to listen to their reality.”

• Q. What are the warning signs of cultural erosion? What are solid, proactive measures I can take to make sure our culture stays intact?
• A. “Gossip! Gossip is my number one. Complaining is okay, if you’re going to the right person who can help you do something about it.”

• Q. How do we handle an entire team of detractors?
• A. “Then your leadership needs to do something to look inside themselves. I don’t work in absolutes. The fewer absolutes you use, finding those specific instances where there is cultural erosion, you need to find those.”

• Q. Have you worked with gig-based companies before? Any tips and tricks for interaction and retention?
• A. “I have worked with remote organizations, and regardless of how much ‘face-to-face’ time you get through a computer screen, you’re lonely! Finding someone to support you through your work or your personal life is the first step I would take for supporting an individual who isn’t feeling connected in a remote organization or a gig economy.”

• Q. Where is the line in the sand between too little transparency and too much?
• A. “The comfort of your senior leadership. If your leadership team isn’t ready for full transparency, work towards smaller steps.”

• Q. We are maxed on our compensation/salaries and our benefits packages. What else can we do to showcase other types of compensation to our teams?
• A. “Make it all public! Make all of the great things your company is doing to support your team, make that the center of everything your team is doing. Also, total compensation packages, where they can see all of their retirement, benefits, salary, and fringe benefits.”

• Q. Is there an industry that needs the most help? My experience spans industries and some stand out for needing this more than others.
• A. “Everybody could benefit from the basic yet really important content that was provided here today. I think any relational or relationship based organizations and industries will definitely need to keep this at the center of all they do.”

• Q. My company does not have an NPS score (or use that within our company surveys) and I think it is vital to show transparency and steps of action to our employees. How do I go about bringing this up? Implementing this? We are a bit outdated in the operations/HR department.
• A. “Make one. If you don’t currently have a NPS tool that you’re currently using, make one. Use Google Sheets! You can figure out all these calculations yourself and come up with a score that’s meaningful to your company. For me it is not about the score, but if you are actually focusing on the narrative based responses, then we are going to be seeing more improvements in feedback.”

Curious to learn more about employee satisfaction, retention, and engagement strategies? Don’t miss out on the full webinar experience! Watch the complete recording below, and gain valuable insights and practical tips to create a thriving work environment.

But that’s not all! Stay tuned for part III of our popular webinar series, “Putting the Human Back in HR,” where we’re giving the audience the spotlight. Get ready for an engaging session where you’ll have the unique opportunity to ask Dr. Casey Cox anything that’s been on your mind. From employee satisfaction to retention and engagement strategies, you’ll have a direct line to our expert as we dive deeper into the topics that matter most to you. Don’t miss this chance to gain personalized insights and valuable guidance straight from the source.