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Scoop.it!
It's time to start writing your Back to Work Playbook for COVID-19. We certainly aren't past this yet, but the return to work is starting. 
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Scoop.it!
Like panning for gold, a crisis filters out the dirt and leaves you with what’s important.
Barry Deutsch's insight:
Interesting short article on the need to work on your culture. First, I loved the quote " Like panning for gold, a crisis filters out the dirt and leaves you with what’s important."
Second, the author infers we should be measuring the success of our culture, but the author doesn't mention what metric, how do we measure it beyond employee surveys?
My thought is that most companies have a fairly dysfunctional culture tied directly to the CEOs behavior. I would recommend listing all the things you aspire to be as an organization - mission, purpose, values. Who do you want to be?
The next step would be to create action plans to move your culture in that direction. Almost all the companies I work with DO NOT have cultural improvement programs in place. Their hope is that next year is better than this year. Are you willing to accept that mediocre definition of culture improvement?
Scoop.it!
It wasn’t technology: Zoom was founded in 2011.
Barry Deutsch's insight:
As you start to contemplate the idea of some of your employees wanting to return to the office, what about those who still want some flexibility to work from home?
Do you still have a bias against your team working part-time or full time from home? Flexibility to work from home and flexibility around work schedule is a powerful employee engagement tactic.
Scoop.it!
Bounded optimism is a leadership practice that combines confidence with realism, and it's especially helpful during a crisis like the coronavirus pandemic.
Barry Deutsch's insight:
The author reminds us of a couple of key things to consider during the Corona Virus Crisis and managing remotely. First, to be transparent and honest with our employees. Secondly, to show concern, sensitivity, and empathy.
Scoop.it!
Bonusly partnered with HR.com to to survey employees across the United States about their thoughts and feelings about workplace engagement and recognition. Here's your State of Employee Engagement in 2019 report!
Barry Deutsch's insight:
Some interesting statistics from a recent study on employee engagement and the gaps between what highly engaged companies do vs. those that are not engaged. What would be interesting is to compare the results on the basis of large vs. medium/entrepreneurial companies?
Scoop.it!
For a solid remote company culture, start with strong values and vision and the rest will follow.
Barry Deutsch's insight:
In my Vistage webinars for Groups and members on Managing Remotely in a Crisis - one of the biggest concerns CEOs express is how to maintain their culture wth a remote workforce.
This article specifically addresses that issue and starts with the recommendation to nail down your values.
Here's my favorite quote from the article:
“Company culture comes from the people, not the physical space they inhabit.”
Scoop.it!
Statistics show that the sudden need for workers to go remote could take a toll on employee engagement, which was already in a concerning state.
Barry Deutsch's insight:
This article made me sad to read given the high percentage of people working from home right now. Here's the quote that got to me:
remote workers felt shunned and left out. Results showed that the remote cohort was more likely to feel unrepresented, and ganged up against by colleagues.
What are you doing to prevent your employees from feeling shunned and left out, isolated, ignored, cast off, not cared for?
In working through the webinar I've been conducting for Vistage Groups and members over the last few weeks, many CEOs have admitted to not communicating enough, not providing enough specific direction on expectations, and not embedding a sense of caring, compassion, and empathy into their culture.
Let's fix this right now! The steps are simple, and the technology exists to facilitate a more effective remote work culture.
Scoop.it!
Barry Deutsch's insight:
Good article in HBR. One of the key points I'm stressing in my workshop on Managing Remotely in a Crisis is that now is great time to be working on elements of your culture and aligning your purpose with who each employee matters.
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Scoop.it!
Consider both immediate and long-term actions when it comes to your employee engagement strategy.
Barry Deutsch's insight:
Some good points in this article about employee engagement around teaching listening skills (not a strong trait of managers), effective managers (very little training going on teaching folks to be great managers - first thing to be cut in belt tightening), and working on purpose.
Scoop.it!
From
www
In a post-coronavirus world, what might work look like? Will remote work become the norm? Will companies realize that some jobs are expendable, and others more critical than anticipated? Will some businesses flourish and others flounder?
Barry Deutsch's insight:
As many companies start to think about returning to the new normal or new abnormal in the next month, the big question as the article raises is "Will remote work become the new normal?"
I'll suggest it should, but that most companies are ill prepared with their current managers who lack the ability to be good managers in managing remotely. Since most are not training their management - it becomes one of those "let's hope for the best" scenarios.
Scoop.it!
Here are 12 engagement strategies to drive long-term value for your organization.
Barry Deutsch's insight:
Some key points to think about regarding employee engagement with referencing some major studies and statistics.
Is there any reason why we would not want to work on raising employee engagement? How about increased profits, higher customer retention, greater productivity?
Is there any reason why we would not want to invest time and effort in growing employee engagement?
Scoop.it!
Over the last two decades, Gallup reports the percentage of employees disengaged at work has averaged 70 percent.1 And it’s been costly. Disengaged employees have 18 percent lower productivity with profitability being 15 percent lower.2 When put into dollars and cents – “an actively disengaged employee costs their organization $3,400 for every $10,000 of salary, or 34 percent. That means an actively disengaged employee who makes $60,000 a year costs their company $20,400 a year!
Barry Deutsch's insight:
Well written article on the issues of engagement vs. disengagement. It references the work Gallup has done over 2 decades on this subject.
Scoop.it!
PeopleMetrics, a leading provider of experience management software for employees, customers and patients, announced survey results of 1008 full-time employees...
Barry Deutsch's insight:
Employees Unhappy with their employers. Big surprise here!
I'm surprised the number is not higher with most employers not doing anything of substance different than before the Corona Virus.
This level of dissatisfaction, disengagement, and unhappiness is only going to increase substantially over the next two months.
Are you managing as if nothing has changed?
Scoop.it!
Learn how to increase employee engagement during a time when COVID-19 and remote work has impacted your brand's company culture.
Barry Deutsch's insight:
Some really good suggestions and ideas - simple to implement to bolster engagement and strengthen your culture with remote workers. How many of the items on this list are you currently working on?
Scoop.it!
Here are some ways to keep employees motivated and engaged while practicing social distancing and transitioning to as much remote work as possible.
Barry Deutsch's insight:
Great quote focused on remote workers:
"These interactions are really important in a distributed company because one thing that you have to recognize is that you aren't around people all day, so it's easy for loneliness to set in."
What are you doing to prevent loneliness and isolation? How do you keep everyone focused on the future, working on projects that are important but not urgent, and continuous improvement when the natural tendency is to become paralyzed by fear and uncertainty?
What steps are you taking - specific tactics to get your employees into that engaged mode of leaning in, taking responsibility, being proactive, taking initiative, and doing more than is asked of them?
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Do you have a playbook for returning back to work in the office or in the new abnormal? Josh Bersin provides some ideas around rethinking your business model.