Studies show that if an organization’s workforce isn’t positively engaged, nearly half of their employees will search for another job. Workplace culture has a strong effect on many facets of the employee experience, including happiness, efficiency, creativity, and turnover.
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Business leaders spend countless time, money, and energy searching for the secret ingredient of high-performing teams. Conventional wisdom suggests the best teams are those with the smartest, most talented individuals. However, that’s not the case.
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Why is inclusion important?
“Diversity” and “inclusion” are so frequently said together that they’re often used interchangeably, but they are two distinct (and important) ideas. In the workplace, diversity is representation: who is being recruited, hired, and promoted. Inclusion is about the environment and how each person experiences the workplace.
Diversity has been in focus in recent years, bringing bias-reducing hiring practices and representation metrics to the forefront. Creating an inclusive environment where diverse perspectives can thrive is the natural next step.
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Employee recognition is openly-expressed acknowledgment and appreciation for an employee’s contributions to their organization. Years of service awards; annual, quarterly, and performance bonuses; and verbal and written praise all fall under the umbrella of employee recognition. Modern employee recognition is powerful: it makes work visible, supports company values, and boosts morale. It’s also undergoing an exciting sea change.
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You already know that your team is capable of accomplishing incredible things together. That’s why you hired the people you did!
So as your employees grow with you and become stewards of your company’s core values, how will you retain them?
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It’s been said that people don’t leave companies, they leave managers.
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Nobody looks forward to their annual employee evaluation, but I don't think that's a big secret.
In fact, many employees dread their upcoming evaluations for weeks or months in advance. And whether or not they're willing to admit it, most managers hate employee evaluations, too.
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For better or worse, our unconscious biases bolster our emotional responses.
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Turnover is inevitable. Every person you hire will eventually leave your organization. Whether employees leave for more enticing positions, move away, become full-time family caretakers, or retire after decades of priceless contributions, no one will be with you forever.
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Institutional barriers to effective workplace communication, while relatively easy to identify, are certainly hard to disassemble and take out of practice.
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