The U.S. Bureau of Labor Statistics reports that employers added 223,000 new jobs in December 2022. And despite high-profile corporate layoffs dominating recent headlines, Monster reports that 92% of employers surveyed are looking to bring new people on board in 2023.
Between backfilling roles that have been vacated or adding to the roster to accommodate business growth, employers must ask how they can effectively retain their employees — both new hires and tenured staff — and develop them successfully. Really, this is an age-old question, but with today’s dynamic employment landscape, the answer has to continually change and adjust to meet new business and employee needs. To stay current, here are 6 retention and development strategies leaders are focusing on in 2023.
While quiet hiring can mean bringing short-term contractors on board instead of hiring full-time employees, it can also involve having existing employees temporarily move into new positions or take on different functions to meet immediate or critical business needs. It may be necessary to offer staff additional training when switching up their roles or responsibilities. Whether it’s upskilling, reskilling, or new skilling, it’s all about closing any gaps between an employee and their new (or current) job duties.
With a redistribution of responsibilities, ensuring your employees have the necessary talents and skills to handle them successfully is critical. Employee development assessments can help companies understand their employees’ natural traits, strengths, and challenge areas. This is invaluable information to make sure the right tasks are assigned to the right people.
Though this isn’t a new trend, flexible work arrangements remain a popular topic as employees continue to look for ways to balance both career and personal obligations. Employees are seeking not only location flexibility but also schedule flexibility, and as the Great Resignation has taught us, they are willing to leave their current jobs to find them.
In an effort to meet those needs and keep high-performing employees in the process, many companies are instituting a remote work model, using either a hybrid schedule (working part of the week from home and part of the week in the office) or making jobs fully remote. Benefits include, for employees, saving the time they would spend commuting to an office and, for employers, reduced overhead costs. Another advantage is increased productivity, which benefits everyone.
Additionally, businesses are implementing a compressed workweek as a means of alternative scheduling. This enables employees to work their typical hours in fewer days, such as four 10-hour workdays or working 80 hours in nine days with a day off every other week. Flextime, which gives employees more leeway in choosing when they work, is another way organizations are enabling their personnel to arrange their workdays in a way that meets both business needs and employees’ life demands.
Whether your workforce is onsite or remote, celebrating employee successes is important. People want to know their contributions are valuable to the organization and valued by their colleagues. To show appreciation, businesses are starting employee reward and recognition programs.
It can be as simple as holding in-person or virtual meetings to applaud successes and celebrate milestones. Companies are also recognizing employee accomplishments on their social media platforms. Of course, rewards like gift cards or extra time off are always favorites, but employers do not have to spend a lot of money to make their staff feel appreciated.
Knowing how each employee prefers to have their accomplishments acknowledged is important to consider when recognizing an individual’s work. Do they like to be singled out in a company meeting, or would a group email that highlights their specific achievements make them feel more valued? Behavioral assessments can provide important insights into each person’s unique motivators and preferences so you can offer the type of praise that speaks best to them. Making employees feel appreciated and understood is a strong retention tool!
With professional growth — or the lack thereof — being a significant reason people cite for leaving their current employers, companies are putting a bigger emphasis on learning and development. When workers feel that their employer is invested in their individual growth and future, they are more likely to stay. Additionally, technologies and methodologies are constantly changing, and L&D benefits businesses by ensuring employees’ knowledge and competencies are current, enabling them to meet your company’s evolving business requirements.
The way organizations deliver learning opportunities has to remain current too, so businesses are using the following to help their employees grow and develop:
Microlearning is a method of delivering information in short bursts specifically when it’s needed. Think of watching an instructional YouTube video or taking in content via a social media or news feed. Microlearning can be delivered via visual aids, text, and videos (usually 3-5 minutes long) among other ways.
Condensing a large amount of content into smaller, more easily digested pieces fosters stronger employee engagement and knowledge retention while also offering businesses time- and cost-savings benefits. These mini trainings can easily fit into employees’ workdays without taking up a lot of time and can be revisited as needed.
Gamification refers to including competitive, game-based features within the learning experience in order to add fun and bolster engagement. Gamification is often conducted via an online platform, which is especially helpful if people are not working in the same space. Employees can earn points, badges, or move to the top of a leaderboard based on their results.
The interactive elements of L&D gamification can help employees retain the information they have learned as well as give them opportunities to practice and use the skills they’ve learned in a real-world way. Gamification can offer instant feedback as participants master competencies, such as by taking quizzes or unlocking the next level of training.
Effective employee retention and development is about more than just trends — it’s setting your people up for success. Let Omnia partner with you to understand your employees and help them reach (or exceed!) their potential for your business.
For many of us, the last few years have felt like a few decades. The world changed by the minute, and we did our best to keep up. But, while the coming year may be less volatile, we can still expect significant shifts in the business landscape. That means, as leaders, we need to be ready to pivot.
Let’s explore five of the biggest management and leadership trends you can expect to see in 2023. That way, you can be prepared to turn challenges into successes.
Professionals are voting with their feet and leaving organizations that don’t help them achieve their goals or align with their values. Unfortunately, these departures can leave gaping holes in your team, slow productivity, and tank employee morale.
But, while you should partner with the human resources department to replace key players, you must simultaneously address the underlying cause of the turnover. Your primary focus has to shift from recruiting new employees to retaining the ones you already have. Otherwise, you’ll stay stuck in a reactive loop of solving short-term staffing problems instead of being able to take a proactive approach to maintain an engaged workforce built for the long haul.
As you develop your employee retention strategy, be sure to consider the following:
Then, be sure to revisit your strategy annually and revise it as needed.
You spend your day attending meetings and putting out fires. But how long has it been since you invested in your career growth? If you can’t remember the last time you read a book, participated in a training, or took a course, you’re due for some professional development. Start with learning the leadership personality types so you have a foundation for creating a plan that aligns with your preferences for learning, growing, and communicating. Leadership Personality Styles | Leadership Development
Keep your existing skills sharp and regularly learn new ones to become and remain an effective leader. That way, you can get the most from your workforce, effectively support your team members, and respond to ever-changing business demands.
While you may have always thought of supporting your employees as a natural part of being a leader, be prepared for that part of your role to expand. Many of your workers have endured and continue to endure significant hardship. As a result, they’ll look to you for empathy and guidance as they balance their professional responsibilities with their personal lives.
Ongoing training about communication, emotional intelligence, conflict resolution, and diversity, equity, and inclusion can help you provide better support to your team. It also helps to know the personality types on your team. A behavioral assessment for each team member gives you a clear roadmap for effectively supporting each person in a way that will resonate with them as individuals.
Sure, your employees want to earn a high salary, work from home, climb the corporate ladder, and enjoy other perks. But they also want to work for a leader and organization that operates ethically and in accordance with values similar to theirs.
That means you should get clear on your values and lead by them. You should also hold yourself to the highest ethical standards to model that behavior for your team.
All-star talent and consumers alike now demand that corporations make decisions through an environmentally and socially conscious lens. Companies that don’t will lose employees, customers, and market share faster than you can say, “What happened?”
As a leader, you can help every stakeholder view your firm in a favorable light by implementing sustainability practices, taking time to give back to your community, and treating your team members with respect.
Here are a few specific things you could do:
Of course, just like your employee retention strategy, your environmentally and socially conscious initiatives should get updated often.
While the world changes rapidly, the core of doing business remains the same: helping people. You can help the people on your team by knowing them — and yourself — exceptionally well.
That’s where we come in. Our proven, easy, and fast behavioral assessment reveals practical insights about every test taker, including their communication style and work preferences. You can apply what you learn to develop as a leader and offer customized guidance and support to each worker.
The end result? A more engaged team committed to you and the organization for 2023 and beyond.
While there are a lot of components that go into employee retention, one of the most intriguing finds from last year’s Talent Trends survey is how employees’ sense of belonging can impact retention and productivity. It seems like a no-brainer when you think about it – feeling connected to an organization and enjoying quality relationships on the job can make an employee feel like an integral part of the group, making them more likely to stay with your company. And our Talent Trends Survey results show leaders have started taking note of how employee belonging is vital for employee retention.
When Covid hit and turned the business world (and the world at large) on its head, many companies turned to a remote or hybrid work model, and like Omnia, many of them have continued with that model. WFH offers many advantages: less overhead and increased productivity for employers (Forbes) and less commuting and more flexibility for employees, among other benefits. But a big drawback can be the lack of human connection. Missing the sense of camaraderie from watercooler discussions, passing each other in the hall, and impromptu lunch outings among colleagues can feel demotivating for many employees. This can be especially challenging for employees who are socially driven and thrive when they are able to interact with others regularly. And even though more reserved people may have an easier time flying solo on the job, they often still appreciate hearing the buzz of chatter in the office and seeing a friendly face, and they can miss the sense of connection those aspects of in-person work offer.
Cultivating a sense of belonging within your company doesn’t have to be elaborate, but it does have to be intentional, especially when employees are working remotely some or all of the time. At Omnia, we hold quarterly meetings in person to both update employees about everything happening in our company and to give opportunities for us to reconnect and catch up with each other, often in fun, different locations. In addition to these meetings, we have a holiday party at the end of the year, and we are excited to start participating in volunteer events where local employees can work together on projects that help our community.
But building solidarity doesn’t just happen a few times a year. And while an organization’s leadership must set the groundwork for creating the sense of belonging that retains employees, planning activities doesn’t always have to come from the top. When leadership encourages connection, it inspires employees to take action themselves to grow internal relationships. Recently, an Omnia colleague began hosting a monthly 30-minute Teams meeting so whoever wants to join can catch up with their coworkers and discuss what’s going on in everyone’s lives. It’s a fun opportunity to see others during the workday like we would if we were in the office. Another colleague has created a book club that meets virtually every month after work. This is another chance for people to connect around a shared activity that grows the sense of belonging within the organization.
It's important to note that these meetings and events aren’t mandatory and growing employee connections can’t be forced. Some people need more time than others to build rapport and feel at ease interacting with their colleagues on a personal level. That’s why knowing your employees and how much – or how little – interaction motivates them is critical.
On the Omnia behavioral assessment, someone who is driven by having a great deal of interaction with others has a tall column 3, while those who prefer solitary work and do not need as much ongoing interaction display a tall column 4. Requiring an employee with a very tall column 4 to attend frequent social events – especially if they are a new employee who does not know many people within the organization yet – might be just as demoralizing as not allowing a column 3 employee to participate in any social opportunities at all. Instead, an introverted employee might feel more connection by having one-on-one conversations with a colleague or by meeting with just a few other people at a time. Feeling understood in and of itself can go a long way in making employees feel connected to your organization.
What trends do you see affecting employee retention in your organization or industry? Add your voice to the discussion by taking our 2nd Annual Talent Trends survey (Click Here) by December 31, 2022.
Business is constantly evolving. Sometimes that evolution is gradual and at other times it is faster than we can wrap our heads around. The pandemic catapulted many businesses into a new era; it created new challenges and new opportunities. Some companies took the opportunity to reduce rent overhead and embrace a new hybrid or even fully remote workforce.
This “relocation” of people meant we lost the face-to-face, water cooler connection with both peers and leaders. As a result, we desperately needed to rethink how to recognize and reward employees. The last thing you want are shrugs and eye rolls when you hand over (or ship) that crystal paperweight.
Having to master the art of employee recognition, motivation, engagement, and ultimately retention is nothing new. We know that relating to your employees goes a long way in maintaining harmony and increasing productivity. Once you understand people, you can more successfully motivate them and improve the overall climate of their work environment, even at home. Being able to tap into the intrinsic motivators of your staff can be your greatest secret weapon as a manager.
In order to hire and keep the best, organizations offer different things to entice and continually engage their people. Benefits are often government-mandated; they are considered non-wage compensation, like health insurance and PTO. Incentives are used to entice action and results out of employees, like bonuses and sales contests. Rewards are used to show appreciation to an employee for doing great work, accomplishing a major goal or going out of their way to benefit the organization. In this blog, we’re talking about incentives and rewards.
Not too long ago, awards were standardized versus personal. An employee might get a coffee mug with the company’s logo from the swag closet whether or not they even drink coffee. Or, the dreaded paperweight… because papers blowing away in the wind is a big problem? We all want to be treated as individuals and to feel some form of personalization especially when we do something extraordinary. That’s not to say employees don’t like company swag, just that the key is to keep recognition strategies fresh and varied. Keep it surprising.
Let’s talk about some more contemporary ways to show appreciation to those who go above and beyond. First, think about the person and their role. For example, your support staff and customer service reps are naturally helpful and team-oriented. They can be outgoing or reserved, but their one commonality is likely their strong desire to be seen by upper management as effective, efficient contributors to their company's goals. Your sales staff are naturally assertive and focused on individual achievement. They can also be outgoing or reserved, but they all want to set themselves apart and work towards a win.
Of course, there are some motivators that appeal to everyone. Who doesn't want extra paid time off? You might consider offering a long weekend or an abbreviated workday to a top performer. However, an incentive like this might soon be seen as an entitlement. A half day off on Friday when they are going above and beyond could change to something that employees come to expect. Look for other ways to motivate that are more individualized and still much appreciated.
Consider motivators from any or all of these sources:
Rewards. Different people respond to different rewards. Most often, a person's dominant traits steer them toward one incentive or another. For example, independently-minded workers like leeway to make their own decisions or come and go as they please. They see freedom as a desirable reward for a stellar performance.
Risk takers may like the opportunity to earn commissions or bonuses tied to beating out others; they're competitive, assertive, and win-driven. They're often your future leaders. They might seem aggressive to less assertive peers, but they have a sense of determination, drive, and purpose that is impossible to ignore.
Conversely, your passive personalities may find performance-based pay more intimidating than motivating.
Gamify. If your staff is composed mainly of extroverted, bubbly individuals, they'll probably respond well to team games and fun social activities. These people want to enjoy their work! Gamify your service activities; team members can earn badges for achieving various service levels. Along with bragging rights, they can earn both individual and team awards for achieving new badges. Such as:
Organized games or events backed by the company can appeal to gregarious individuals. They enjoy working in exciting, upbeat environments and will appreciate a manager who finds ways to instill a sense of team in a social, light-hearted way. If your team is fully remote, consider Zoom happy hours or an afternoon “coffee break” where the team is encouraged to talk about anything except work.
Acknowledgment and appreciation. Everyone wants to be acknowledged and appreciated for their achievements, but only those who like being the center of attention will have any desire to be recognized in a public forum. Introverted employees might feel uncomfortable in large group settings, especially if they are—or might possibly be—the focus of attention. You'll notice these people sitting quietly at meetings, trying to avoid making eye contact with anyone who might call them out. Because they shun the limelight, these individuals need more subdued forms of acknowledgment to stay motivated.
Challenge. Some individuals are self-motivated and simply like to challenge themselves. These are people who enjoy learning new skills, looking for new opportunities, and climbing the next mountain. They are goal-oriented, like to stretch their limits, and explore previously untapped potential. It can be more difficult to motivate them, but here are a couple of suggestions:
When trying to determine the best ways to recognize your employees, it helps to know their personalities, interests and current life events so you can use that information to personalize recognition rewards.
Here are 8 modern ways to say thank you for a job well done while factoring in the individual:
There's more to it, of course. One of your goals as a manager is assembling a team that scores wins and brings about the desired results. Remember, though, that while there are distinct ways to increase a person's motivation, someone who is totally wrong for a job or totally wrong for an environment may never be happy enough to produce at the level you want. The desire to perform well starts from within.
You let out a heavy sigh as you scan through the resignation letter on your desk. Employee turnover has always been somewhat of an issue at your organization. But lately, there’s been a mass exodus of talent. Unfortunately, this critical departure will leave you and the rest of your team scrambling to hit the targets on your scorecard.
You think there must be something you can do to stop the bleeding, and you’re right! We’ll share 17 ways you can boost your employee retention strategy. That way, you can spend more time crushing company goals than recruiting replacement workers.
Before we dive into the tactics you can use to keep staff happily employed by your firm, let’s review why implementing them will be worth your effort. Sure, turnover creates chaos in the office, disrupts workflows, and brings down morale.
But, did you know that it can cost your company up to 33% of your team member’s annual salary to replace them? That means the business may spend more than $80,000 to replace an executive earning $250,000 per year. This staggering figure accounts for lost productivity, overtime wages (to cover the departed employee’s shifts), and recruiting, onboarding, and training expenses.
The financial damage of employee turnover alone should prompt you to take action. But, the rewards of strong employee retention extend beyond the firm’s bottom line. Benefits also include happier team members, stability, and a sense of calm — all tough to put a price tag on.
Here are 17 of the best approaches to incorporate into your employee retention strategy:
When you hire the right applicant for the job, your chance of retaining them for the long haul goes way up. That’s because they’ll be more likely to handle position responsibilities successfully and fit in well with the team.
But, when you bring in the wrong person for the role, the reverse will likely be true. They’ll probably struggle to complete their work or bond with their coworkers, ultimately leading to frustration, conflict, and turnover.
Selecting the best-suited professional for the position is only part of the battle. Now, you must onboard them effectively — or risk losing them early in their tenure with your company. A proper onboarding process includes:
Pro Tip: Consider pairing each new hire with a company veteran that can help them get acclimated.
Your organization must pay competitive wages, or your workers will leave for a company that does. Conduct market research at least annually to ensure your salaries meet or exceed those of your competitors. If you find that your pay severely lags the market, plan to update your salary ranges for new hires and provide raises to your existing staff as soon as possible.
While your employees value money, many are even more concerned with their benefits package. So first, be sure you’re offering a solid suite of traditional benefits, like health insurance, paid time off, and a retirement savings plan match.
Then, supplement those with a wide range of perks that cater to various life and career phases. Popular examples include pet insurance, student loan repayment assistance, and legal or financial advice programs.
Let your employees forget about work when they are out of the office. That means don’t email, call, or text them between shifts or while they’re on vacation. Your respect for their personal time will be appreciated — likely in the form of better performance when they return or extended tenure.
Most of your team members don’t want to stagnate for the rest of their careers. They have professional dreams that they want to realize before they retire. You can help them achieve those goals by investing in their development. That investment might look like providing:
Remember: While they may take their newfound skills and knowledge to another employer, your organization will benefit from their enhanced capabilities in the meantime.
Now that you’ve spent a lot of time and money on employee development, you should strive to promote your all-stars whenever possible. Lay out clear career paths during annual reviews and performance check-ins. If your team members can see a future with your firm, they won’t have to look to hit their next professional milestone elsewhere.
Bad managers drive out good employees faster than you can blink. That’s why it’s critical to select your leadership team carefully. Be sure each manager has the traits and skills required to achieve company objectives while taking care of their employees.
Every employee wants to feel welcome in their workplace, like they belong. So, your company should establish and maintain a culture that champions diversity, equity, and inclusion. The firm should also ensure that employee policies are fair and promote transparency through open and regular communication.
Pro Tip: Another way to make employees feel like they belong is to foster a strong bond between your team members. Consider organizing regular picnics, cookouts, potluck dinners, or coffee shop crawls so workers can hang out with each other.
Your workers must understand what’s expected of them to succeed in their roles. So, you need to set well-defined and straightforward goals for them to hit. If you don’t, they’ll fumble around in the dark, guess at what you want, and likely miss the mark. If that happens for too long, they’ll grow frustrated and quit. Or, they’ll get fired for poor performance.
It’s not enough to give your team members a target to aim at — you also need to guide them along the way. That means you can’t reserve your feedback for annual review time. Instead, you should give your employees a steady stream of your observations that they can use to course correct or enhance their performance.
A little praise goes a long way to keeping your team intact. So, be sure to appreciate and celebrate each employee for their contributions. Contributions could range from consistently coming to work on time to hitting a significant milestone.
Pro Tip: Be sure to learn and respect how each worker likes to be recognized — publicly or privately.
Your employees may get assigned numbers in your payroll system, but they’re much more than that. If you have empathy and treat them as people with meaningful lives outside of the office, you’ll be much more likely to keep them on your team.
So, ask them about their weekend, take an interest in what they do for fun, or lend an ear when they’re struggling. They’ll remember those gestures.
You hired each employee because you know they can fulfill their responsibilities. So, take a step back, and let them do so. If you micromanage your team members, they’ll withdraw further and further from you — until they work for another company. But, if you show that you trust them, you’ll inspire them to work hard for your firm.
Pro Tip: Many professionals want a remote or hybrid position. So, accommodate them unless they absolutely must be in the office.
Many professionals want to know that what they’re doing is making a difference. If they feel a sense of purpose, they’ll be more likely to keep working for your organization. So, show each employee how their efforts impact the team, company, and world.
Your workers will feel a stronger connection to your firm if it shows that it cares about more than its bottom line. So, consider giving your employees paid time off to volunteer. You can also help them give money to their favorite charities via payroll deductions.
Pro Tip: Volunteering as a group can be a great team-building activity.
The best way to improve your employee retention program is to ask your workers for their perspectives. Have them rate their satisfaction with various aspects of their employment experience. Allow them to make suggestions to increase morale and engagement. And most importantly, use their feedback and implement their recommendations whenever possible. When employees feel listened to, they’ll be more likely to stay.
Knowing which candidate to hire can be challenging — especially when it’s a close call between two candidates. Don’t worry, though. Our cognitive and behavioral assessments can help you decide.
Our cognitive assessment gauges your candidate’s aptitude. It will reveal their ability to think, learn, comprehend, adapt, solve problems, and more. With these results in hand, you’ll know if they have the mental acuity to handle the open role.
Our behavioral assessment looks at your candidate’s personality. It will dive into their communication style and work preferences. After reading the report, you’ll know if they’re a good fit for the position — and your company. Our behavioral assessment insights can also help you train, lead, motivate, and reward workers once they’re on your team.
Candidates (or employees) can complete each test in a few minutes, and you’ll receive actionable results instantly. Plus, you can request a deeper analysis of the behavioral assessment findings.
See the behavioral assessment in action with this complimentary demo!
If you’re not actively trying to keep your team members, you will lose them. The market is highly competitive, and professionals won’t hesitate to jump ship for a better arrangement. Fortunately, there’s a lot you can do to boost your employee retention strategy. If you implement even a handful of the methods we’ve discussed here, you’ll be well on your way to outshining your competitors as an employer of choice.
Tell us: What are you doing to improve employee retention at your organization?
One of my favorite work experiences took place during the 2012 Summer Olympics. The company I was working for went all in on the Olympic experience. We were an organization of 75,000 across 110 countries, so this was our opportunity to bring together the whole company. We made our own torches, we played silly games, we held medal ceremonies, and we felt like a community. That level of engagement cannot be bought, it has to be fostered.
Since then, I’ve worked for a few companies that did not work to foster engagement. Instead, they played by a “keep your head down and do your work” mentality that ultimately created a hostile environment and kept people guessing about where they really stood. People gathered around the coffee machine to ask others about if their jobs were secure or with whom they should be competing against. No one (myself included) lasted long at these companies, because they had a fundamental problem: their employees were punching the clock, not really caring about the work, their colleagues, or the company as a whole.
When an organization dedicates itself to engagement, it has to go all-in.
Companies with low engagement levels experience 18%–43% higher employee turnover rates than teams with high engagement levels, Gallup found in this meta-analysis report. It’s clear that in this “post-pandemic” world, employees value work-life balance and a positive work environment more than ever. Employee engagement is also the key to finding (and keeping) employees that are the right fit for your organization and weeding out the ones who are not.
What is Positive Engagement?
Employees who feel connected to their workplace are more likely to work harder, stay longer, and encourage their co-workers to follow suit. This begs the question: how can you foster positive engagement in your organization? First things first, positive engagement should start as soon as your employee does. From day one, employees start to form an opinion of their work environment, so it is crucial to come out of the gate with an engaging onboarding experience within your organization. Your organization’s onboarding process should:
A positive first experience will set the tone for the full lifecycle of your employees. Beyond onboarding, creating a culture that provides flexibility, work-life balance, and ensures the health and well-being of your team members can significantly increase productivity and longevity within an organization.
Our most popular hiring assessment is an employee personality assessment, The Omnia Assessment. This kind of personality assessment will give you a solid look at the core, stable behavioral tendencies of a potential employee. Since we measure an individual’s core and usually unvarying traits, you only have to give your candidates one personality test. From there, we can compare your candidate against any position. Knowing how a potential employee would fit into and positively contribute to your organization’s culture is crucial in the selection process when it comes time to make a hiring decision.
As a retention tool, we can also help identify team dynamics that can lead to better team relations. The Omnia Team Dynamics Report takes the Omnia Assessment to the next level. This custom, in-depth report examines how the strengths and challenges of individual team members interact. It provides real solutions for improving communication and cohesiveness. Our team dynamics report can help your organization:
Our assessments can also identify people that are not in the right roles or teams and lead to further discussion on making sure team members are in the right place.
A key factor in engaging your teams is to ask for their input. You cannot create a culture suited for your employees if you do not ask them what they need in order to be successful! When organizing company events, gatherings and outings, consider what your team members are interested in. Employees will feel heard and seen when you provide an experience suited for them; not everyone wants a pizza party, change it up! Lastly, make sure that you have a healthy balance of business talk and personal talk. Meetings don’t have to be all business all the time, carve out time for teams to get to know one another and hold space for camaraderie.
Engaged team members make for better business, contact us to find out how we can help your organization up your game.