Don’t Assume. Go and have the conversation to
help you understand how your employees feel about your company.
Seek first to understand then promptly respond. It’s easy to assume
everyone is engaged when there are no apparent conflicts. Avoid
this mistake by asking questions, seeking out...
Regular Communication: Having the one-on-one
cadence is great but tailor it to what that specific person needs.
For some it might be every week for others it could be every other.
Then keep track of what you discuss with your team through a shared
document. This document keeps you both on track...
Define Your Culture: Values create your
culture code. These should be established as a company rather than
dictated. The company values also drive decision making whether
it's a question of hiring or letting go.
Challenge your people: When having tough
conversations, it’s essential to talk...
Dedicated open space: Your office space and
make an impact on your employee’s engagement. Find and dedicate a
space in your organization that can foster and allow for your
employees to naturally build relationships. This space can be a
place for community and enabling access to one...
Know people’s motivation: We can't treat all
of our people the same. Everyone's motivated in different ways and
we have to know what's there why. We have to spend time listening
and understanding how your employees are motivated.
Employees first: Customer service should be a
top priority but it...
Gut+Science explores employee engagement insights you can act on, from CEOs you can trust. Get ready for high energy interviews led by employee engagement evangelist Nikki Lewallen—ones that’ll have you rethinking what it means to build successful people-first cultures.