Over the last 20 years, US companies alone have spent hundreds of millions of dollars per year trying to improve employee engagement in the workplace. And what type of results have we seen with this combination of knowing exactly what drives employee engagement and enormous resources being applied to solving the problem? Almost none. Of course, this begs the question, “Why haven’t we been able to improve employee engagement to any significant degree?” In this article, you’ll discover a clear answer to this question.
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Leadership is an important skill because it directs organizations toward a vision, helps teams remain agile and innovative, guides the growth of individuals, and fosters hope and purpose that propel organizations and their team members toward success.
Employee engagement is important to employees because it improves job satisfaction, gives their work purpose, makes them feel valued and that their individual contributions are essential to organizational success, and improves their professional and personal well-being.
The three pillars of a sustainable business are social, environmental, and economic. These pillars are also informally referred to as people, planet, and profits and address the ways in which businesses impact the environment, its natural resources, its people, and its economic development.
DEI improves performance in organizations because it creates a positive employee experience for all by fostering a work environment where employees feel valued, feel they are treated equally, and feel a sense of belonging with their peers. When these three needs are met, employees consistently perform well.
Workplace diversity and inclusion can improve employee satisfaction and employee engagement by fostering a positive employee experience and supporting a psychologically safe work environment where all employees feel a strong sense of belonging and are empowered to consistently perform well.
The benefits of DEI in the workplace include improved collaboration, innovation, recruitment, employee satisfaction, customer satisfaction, employee engagement, and retention. These benefits help employees stay motivated at work and help companies achieve their long-term financial goals.
A DEI plan should include clearly defined goals and desired outcomes, actionable steps and initiatives that increase diversity, equity, and inclusion in all areas of the organization, and a process by which to measure progress toward the outlined DEI goals.
DEI affects retention in a positive way by creating a workplace that is welcoming to all employees and fostering a sense of belonging that boosts engagement, group cohesion, motivation, commitment, and employee satisfaction. It also supports a positive employee experience, which increases employee satisfaction.
An employee experience strategy is a collection of policies that companies can implement to improve employees’ perceptions of their roles and work environment. These policies improve the employee experience by addressing employee needs, helping them stay motivated and productive, and supporting their well-being.
In DEI, belonging means the level of security and comfortability an employee feels at work when they are accepted, included, and supported. Feelings of belonging at work support engagement, high performance, and employee well-being and help teams build cohesion and achieve organizational goals.
The Culture Code explores how highly successful groups work together to build cohesive, motivated cultures and achieve greatness. Author Daniel Coyle uses real-life examples and case studies to illustrate the book’s three main lessons: 1) creating belonging, 2) sharing vulnerability, and 3) establishing purpose.
In this episode we talked with Gary Ridge, the former CEO of WD-40.
The principles of DEI are diversity, equity, and inclusion. DEI provides a conceptual framework for supporting the full participation of all, particularly underrepresented members of society, and champions fair treatment. DEI initiatives benefit businesses in a variety of ways, from recruitment to profitability.
DEI is important in 2023 because it is highly valued by most workers, good for business, and essential to building a more equitable future for all workers. To recruit top talent and achieve sustainable success, leaders should support DEI policies and initiatives and look for ways to build more inclusive cultures.
Some motivational techniques for remote employees include fostering trust and meaningful connections, equipping them with the tools they need to work autonomously, maintaining strong communication, and recognizing their achievements and contributions.