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Do your people love what they do and do what they love? Are you keen to showcase and celebrate what an awesome workplace you are? If so, read on!
Employee experience is kind of a big deal, and we all know it. It might not be the future of HR (though it probably is), but it's something everyone needs to pay attention to. And while it might sound like the sort of thing that involves catered breakfasts and foosball tables, it’s significantly more complex.
Employee engagement has become an industry centered around surveys. Companies compete on who has the best, the biggest, the most comprehensive solution – despite the fact there’s not much difference between any of them. After all, there’s only so many ways to ask employees how engaged they are in their work…
Fairness is a thing. More of a thing than it used to be. A thing with the ability to upset elections and change voting patterns. Democracy has delivered a few well-deserved reminders of late that people really do care about fairness. Those people are voters and customers.
How do we measure things like engagement and experience? We ask questions. But what if asking the question changes the very thing we are trying to measure? Here’s a newsflash: That’s exactly what happens. And it’s not a bad thing — in fact it’s a huge opportunity, because the questions themselves can be subtle but powerful change agents.
Communication is a spectrum. On the left is face to face. On the right is a YouTube comment section. In the middle are all manner of different ways of connecting. Bluetooth phone calls while driving. Group WhatsApp with those folk you met at a festival. Teleconferences where one dude is at an airport and only ever remembers to press mute before he starts talking. Each of these different ways of communicating has its own rules of acceptable behavior. There’s probably things you’d say in an email that you’d not say face to face. I’ve certainly found myself on written rants that would have evaporated in a instance in a corridor conversation.