Phil Wedgwood’s Post

Excellent article from McKinsey sharing best practices on their own employee listening program. "the work behind keeping engagement high involves making it easy and meaningful for employees to participate, and straightforward for leaders to listen and act." #employeelistening #peopleanalytics #engagement #insights2action

Are You Stifling Your Company's Growth? Let's Dive Deeper into Employee Engagement: Here's Why It's a Big Deal: 📈 Startling Stats Alert: According to Gallup, disengagement hits economies hard - to the tune of $7.8 trillion in lost productivity worldwide! Think about that for a second! 💸 The US Perspective: Disengaged employees cost American businesses a staggering $450 to $500 billion each year. That's like throwing away $3,400 for every $10,000 in salaries. Imagine the impact! Now, Consider the Positives: 🚀 Productivity increase: Engaged employees are not just working; they're innovating, pushing boundaries, and driving your business forward. 🎨 Creativity increase: Engagement ignites creativity. It turns 'just another day at the office' into a hotbed of breakthrough ideas. 🔄 Reduced turnover: Happy team members don’t just show up; they thrive. This reduces the endless cycle of hiring and training, saving you time and money. 🤝 Increased Customer experience: Engaged teams radiate positivity, translating into customer satisfaction and a solid gold reputation. The Flip Side? It's Serious: 🚫 Productivity Plunge: Ignoring engagement? Brace for a creativity and productivity drought. It's not just about doing less; it's about losing potential. 📉 Increased Absenteeism: Disengagement equals absenteeism: more sick days, less work, more problems. 😞 Morale Meltdown: A disengaged team creates a negative ripple effect, dampening the entire workplace vibe. 🔄 The Revolving Door Dilemma: When employees check out, they eventually leave, trapping you in a costly cycle of recruiting and training. What's your strategy to boost engagement and dodge these costly pitfalls? Want more actionable tools focused on engagement and team dynamics? 🔥 Get my book 'Forged in the Family Flame.’ 🎁Sign up for my email newsletter and receive 2 free chapters! The link below in the comments ↓ ↓ ↓

A whopping 80% of employees worldwide are disengaged at work. 80% 😮 Who the hell isn’t feeling frustrated with team engagement?! What are the other 20% getting from their leaders? And this is despite companies pouring more resources into “engagement initiatives.” Which means this: you feeling stuck in a cycle of low morale and lackluster results? It’s COMPLETELY understandable. But not unavoidable. Here are some tips I gathered from a Gallup poll and pass on to clients looking to overcome common pitfalls in employee engagement strategies: 1️⃣ Simplify Metrics Don't overwhelm managers with complex indicators. Focus on actionable metrics that align with employees' core needs. 2️⃣ Choose the Right Metrics Avoid the trap of using superficial metrics that inflate scores. Opt for metrics that drive real business outcomes. 3️⃣ Take Meaningful Action Don't just rely on surveys for feedback. Actively address issues and concerns raised by employees. You really can unlock the full potential of your workforce and drive lasting success. 🎉 Reach out to take this further. I’ve got lots of experience (and options).

Want a 20% increase in sales? Start with your team. We all want more sales and improved customer ratings. Employee Engagement isn't just a buzzword—it's your secret weapon. Here's the truth: businesses with high employee engagement see a 21% increase in profitability. Why? Because when your team is engaged, they care more, work smarter, and push harder. Here’s How You Make It Happen: Transparency is Key: ➡️ Open those lines of communication. ➡️ When your team knows the vision, the stakes, and how their work contributes, they invest more. Recognize and Reward: ➡️ Don't just wait for the annual review. ➡️ Recognize achievements big and small. ➡️ It could be as simple as a shout-out in a meeting or as big as a bonus for hitting targets. ➡️ Make appreciation a daily ritual, not an annual ceremony. Professional Growth Opportunities: ➡️ People want to feel they’re growing. ➡️ Invest in their future with training programs, workshops, or even a clear path to promotion. ➡️ Growth fosters engagement, and engaged employees push performance through the roof. Work-Life Balance: ➡️ Burnout is real, whether employee, manager, or executive. ➡️ Encourage vacations, flexible working hours, and insist on a culture where after-hours emails are the exception, not the norm. ➡️ Happy employees are the most productive ones. Feedback Loops: ➡️ It's not just about giving feedback; it’s about inviting it. ➡️ Create an environment where your team can speak up. ➡️ Remember, the most valuable insights often come from the floor, not the boardroom. Drop some comments below to share your experiences or tips for boosting employee engagement.! ⬇️ Enjoy this? ♻️ Repost it to your network and follow Dan Neissany for more. 📌 Interested in business, leadership & self-mastery? Join my community today: https://lnkd.in/gztQqDhe

If you’re not doing anything to address this in your company, be aware: It’s not just a need-to-get-back-to-the-office issue. Once again, according to Gallup, employee engagement scores are back down to 30%. That means 70% of the creativity, excitement, passion, and ownership in American workplaces is just dormant. It was like this pre-2020, too. I’ve been working in the field of organizational performance optimization for nearly 15 years–these numbers have barely changed in that time. It’s a perennial challenge, and one of the toughest to solve as an Executive Team. But that’s who has to address it. It can’t be outsourced. And it starts with how your team works together at the top. If you have breakdowns between two executives, you have breakdowns between their departments. And those breakdowns lead to unhappy employees who aren’t going to give it their all. The first step is to look at your own team: how well do you trust each other, how open and honest are you? How accountable are you to doing what you say? Not as great as you’d like? Now’s the time to do something different. When you get to high-trust and high-accountability, you’ll start seeing a ripple effect throughout your company whether in person, fully-remote, or hybrid. Those engagement scores will go up very quickly, and so will your company’s performance. I guarantee it. -- 👋 I’d love to tell you about our half-day Trust and Accountability workshop. In just a few hours, your team will create accountability and trust as a standard way of working together. When this happens, things start to get better, fast. Message me if you’d like to learn more!

In very small businesses (10 or fewer employees), internal relationships are everything. How the owner or president relates to team members, how the day-to-day manager relates to direct-reports, and how employees relate to each other… these relationships will ultimately determine whether the business succeeds or fails. Small business owners instinctively understand this, and it’s automatic for most of them to engage personally, authentically and frequently with their teams. Why? Because they understand they must. In a small business, there are no mass emails written in corporatespeak, scripted town halls, or employee engagement surveys. That kind of thing would be laughable for a team of 8 people. In a team that small, conversation and connection is the only way. But here’s the thing - in very large businesses (1000 or more employees), internal relationships are still everything. The landscape may have changed, but human needs haven’t. For some reason, senior leaders at large organizations don’t seem to understand that. Or at least they don’t act like they do. When does the shift happen? Is it when you reach 25 employees? 100? 500? At some point as we scale up we lose sight of what really, truly matters at work. Why is that? #employeeexperience #internalcomms #foodforthought #mondaymusings ------------------------------- If you're a communications professional with too much on your to-do list, I can help. I get up to speed fast and play the role you need me to play - whether that's partnering with you to strategize, executing against a strategy you've already built, providing valuable counsel or just helping you get the real work done while you're stuck in meetings all day.

Interesting read from our One North partners on how the employee experience has a larger impact on CX, Brand strength, and Talent Acquisition, among others, and some useful tips to keep in mind. With an increase in hiring activity across the board and the number of remote opportunities remaining high it's never been more important to ensure employees are engaged and believe they're contributing to meaningful work.

I was going through some results of an employee engagement survey with a client the other day. It was a disappointing session for him, because he'd been extra intentional and worked really hard to improve results. But instead, he ended up seeing a dip in the survey results with his team. But as we talked through the findings, it became clear that their team was really missing the connection aspect. I could tell that they needed to focus more on the connection between the leader and his team, and the team with each other. It's tough because this is a virtual company that is 100% online. As soon as you are working in a company that's completely virtual, you miss out on things like the watercooler talk, and the lunchroom conversations, or even just bumping into someone  in a hallway as you're going about your day. It's easy to end up being very isolated. But we're wired for human connection. We learn from each other, and encourage each other. Employees who feel connected at work will have a greater sense of belonging and purpose. The team that I was talking with needed to focus on: ➡️ How are we going to be more effective at connecting with our people? ➡️What are we going to do to be very intentional about connection? ➡️ How can we as leaders have more of those one on one conversations with our teammates, even if sometimes it's just a short conversation to touch base? When teams are connected, and leaders are checking in on a regular basis, it helps with navigating potential conflicts and tough conversations, because the connection has already been established. It's much harder to forge a connection in the midst of tension. You don't have to be best friends, but you need to be able to have enough touch points so they are not feeling too disconnected, and become unwilling to share concerns openly. Interested in supporting the leaders in your organization? DM me for more details on how you can take your team to the next level. #employeeengagementstrategies #employeeengagementsurvey #employeeconnection

🚀 Employee Retention: Strategies for Success! 🚀 ✔ Engage Effectively 🤝 ·      Swap annual surveys for an engagement platform. ·      Uncover true feelings about roles, teams, and managers. ✔ Recognition Matters 🏆 ·      Prioritize both social and monetary rewards. ·      Use a recognition platform for personalized rewards. ✔ Consistent Appreciation 🌟 ·      Boost confidence through regular recognition. ·      50% of employees value being thanked by managers. ✔ Beat Burnout 🌿 ·      Teach managers to spot burnout signs. ·      Encourage wellness with breaks and hobbies. ✔ Open Communication 🗣️ ·      Foster transparent communication. ·      Encourage feedback on workload and satisfaction. Implementing these tips ensures a happier and more committed team! 🌈 #EmployeeRetention #WorkplaceSuccess

High employee engagement leads to 22% more profit. 👆 This finding is backed by multiple studies. Engaged teams have: • Less burnout • Higher morale • Lower turnover • Better creativity • More productivity • Fewer missed days All of which means... --> happier teams --> happier customers --> happier shareholders How do you get higher engagement? I'm glad you asked. Use this cheat sheet by my friend, Chris Donnelly. And give him a follow for more cheat sheets like this. This one's got it all: ✅ Drivers of engagement, like: • Saying thank you • Giving people autonomy • Making career growth a priority ❌ Killers of engagement, like: • Ignoring toxic behavior • Overloading your teams • Bosses who micromanage ✅ KPIs to measure it. ✅ And an action plan to get results. Want more profit and a happier team? Start with engagement. Use Chris's cheat sheet. Make small changes. See big results. Got an engagement tip? Share it below. P.S. Repost to spread the value to your network ♻️. And follow Justin Wright for more posts like this. P.P.S Want a high-res PDF of this sheet? Join Chris Donnelly's free newsletter, Step by Step. https://lnkd.in/gD46KE6J