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Scoop.it!
The truth is employee satisfaction can be considered a thing of the past. 
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Scoop.it!
From
blog
It can be hard to connect with remote team members, but these virtual activities will make culture building and employee engagement a breeze.
Barry Deutsch's insight:
Some great ideas that I've been mentioning in my Vistage Webinars for team-building, relationship development, fun, and culture enhancement.
Some of these you may be already doing - like the Birthday celebrations and morning donut/coffee breaks. There are also some other creative ideas mentioned that I've not yet considered.
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Is your team satisfied? Meaning, are they showing up and going through the motions? Or, is your team engaged? Meaning, do they want to be involved and...
Barry Deutsch's insight:
I didn't find this article to live up to the headline about how to go from good to great in employee engagement. It offered a few simple suggestions.
What caught my eye was the couple of studies they mentioned that showed employees think their employer has blown it during the Corona Virus Crisis. These studies ranged from 45-55%. I saw one the other day that said 75% felt their employer had done a terrible job.
If those stats/surveys are accurate and reflect what's going on in your organization, what's your plan to fix it?
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From
www
Companies should improve their performance management process to acknowledge employee performance and contributions.
Barry Deutsch's insight:
Interesting thoughts about performance mangement linked to rewards/recognition. Here are some of my favorite quotes from the article:
"biggest barriers to effective performance management, a top obstacle they identified was an inability to adequately reward or incentivize performance that exceeds expectations."
"a recognition or award—had the strongest link to effectiveness."
"Top-performing organizations, were significantly more likely than all other companies to reward employees with a financial bonus or a recognition or award."
How closely is your non-monetary reward/recognition system linked to your performance management process?
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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.
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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.
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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?
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Managers already had their hands full and then COVID-19 struck. Now leaders must help employees navigate economic and financial uncertainties while ma...
Barry Deutsch's insight:
How do you have difficult conversations and messaging with your employees when the future is uncertain? How do you give them hope, reassurance, comfort - without false or misleading information? This article provides some good ideas around overcoming the fear that is gripping many of your employees about their future job status.
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With Slack, your teams remain productive despite the lockdown. The tool allows you to poll your employees and take the pulse of their commitment.
Barry Deutsch's insight:
As you may be aware from some of my previous posts, I've been urging my clients to move to a chat-based tool for communication like the yammer tool on teams or slack. Interesting article about taking the pulse of your employees through such a tool on a continuous basis throughout the year.
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Are you struggling to communicate with your colleagues and employees now that most of us are working from home? Here are some useful communication tips.
Barry Deutsch's insight:
My experience with CEOs in the entrepreneurial sector is that communication during this crisis is woefully inadequate. Many CEOs are allowing the same cadence of communication to occur that went on when everyone was in the office.
Huge Mistake!
If that's your culture, I'm sure you're seeing employee engagement and satisfaction crash through the floor and productivity decline to levels of distress.
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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.
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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?
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Want to help your new hires become productive faster? Learn tips on how to shorten new hire time-to-productivity with employee onboarding programs.
Barry Deutsch's insight:
When we return to a regular pace and start hiring again - hopefully June/July, here are some ideas on how to improve the effectiveness of your on-boarding. Ensuring an employee gets off on the right foot and feels engaged from day 1 is a function of having an effective onboarding program. Is it time to take a hard look at whether you're effective in this department?
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Using the insights from the data analysis, Process Walk and Fishbone Diagram, the team quickly identified simple solutions that made a big impact.
Barry Deutsch's insight:
This is a great example of improving process. The last point I try ot make in my Vistge webinars on Managing Remotely in a Crisis is to identify a couple of significant opportunities for improvement and work on those items that are "IMPORTANT" but not "URGENT" so you can emerge from this crisis even stronger.
Many of these opportunities, you've thrown onto the back burner since the rising tide economic expansion has not presented an opportunity to work on "IMPORTANT" improvements. Now you have a little bit of that extra time available - are you using it to make positive changes to your organization OR are you paralyzed by the crisis and praying that you can just pick where you left off in March?
What 2-3 aspects of your business have decided to work on and improve over the next 3-6 months?
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From
reba
With up to 20% of staff turnover happening within the first 45 days on the job, it’s vital that leaders ensure the dream sold at interview is every part the reality, argues Kerry Drury....
Barry Deutsch's insight:
First the bad news: 20% turnover in first 45 days. Horrible!
What I liked about the article was what has been known up to this point as an on-boarding plan - takes on a new dimension as a customized employee engagement plan for each new hire.
What if you did this with every new hire?
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From
www
Capital One has announced it is extending its work-from-home policy, put in place to stop the spread of the coronavirus in the workforce, through Labor Day weekend. It is latest large company to delay a return to the office.
Barry Deutsch's insight:
Some companies are extending work from home into the fall or through the end of the year. Have you communicated your expectations to your workforce?
Second element the article raises is that over 1/3 of US jobs can be done remotely. For these roles, are you now considering some hybrid form of coming into the office occassionally, but dominately working from home? Many organizations have done this for their sales teams - why not for other roles?
Why does the supply chain analyst, or bookkeeper, or marketing manager have to work full time from the office?
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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.
Barry Deutsch's insight:
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.
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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?
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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.
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It is important to create an effective onboarding program in order to prepare your new hires for real productivity on their first "real" day of work.
Barry Deutsch's insight:
On-boarding is the first step in ensuring a great employee experience starting on Day 1. Unfortunately, many companies are stuck in a 1970s model of onboarding. Are you prepared to start outstanding employee engagement with the first day of work?
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LinkedIn is used to increase visibility and communication. Take advantage of these LinkedIn engagement changes to build relationships.
Barry Deutsch's insight:
You can now take your job ad on LinkedIn and from your company page send a notification to all your employees - what a great way for them to then take that notification/job ad - and share it with their network to boost your referrals.
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More than half of comms execs said employee engagement and collaboration have increased at their companies since the start of COVID-19. However, 40 percent of leaders said productivity declined while just 25 percent said it increased.
Barry Deutsch's insight:
Although this article is pointed at the PR sector, it could be extended to any business. Productivity is down. How do we still get stuff done? What are the right tools, tactics, and methodologies to ensure you can still hit your business goals, outcomes, deliverables, expectations, and KPIs?
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Transparency is a key contributor to employee happiness.
Barry Deutsch's insight:
Incredible retention rates when employees feel their employer cares about them. These rates fall to dismal levels when an employee feels that they don't matter, there is no transparency in communication, and caring/empathy is not part of the culture.
What are you doing to fix it before it's too late?
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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.
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Are you only celebrating Employee Appreciation Day once a year? If so, you're missing a lot of opportunities to strengthen culture and engagement. Try some of these tips to help your team feel appreciated and recognized.
Barry Deutsch's insight:
Some really good ideas that are simple and easy to implement that have proven to improve employee appreciation and recognition.
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Usually I would not post a rant like this about culture or bosses - however, it struck me that it's a familar theme I keep hearing from many people.
Most of my direct clients are the CEOs and senior executives of $10-$100 million companies. They seem blindsided by this feedback over the quality of their subordinates who are managing the bulk of their organization.
Remember the folks at Gallup have identified that 70% of the variation in employee engagement is directly tied to the manager. If you're manager sucks, you then hate your job, your engagement is low, and your effort level is minimal because you no longer care.
My first question is why the CEOs of entrepreneurial and small businesses are blind the capability of their managers, and secondly, why do they accept such poor levels of effort from their workforce when the studies show that 50-70 percent are disengaged and a significant reason is the manager?