The results of our return-to-office survey are in and offer some important insights for business leaders. We received feedback from 24 participants across industries such as Legal, Biotechnology, and Professional Services, with the majority representing small companies (1–49 employees, 66.67%). Here are the key findings (along with some participant observations):
KEY FINDINGS
In-person collaboration may be essential depending on
Which Works Better: In the Office or Remote?
Returning to the office is a hot topic that many companies are either currently addressing or gathering information on. Think Amazon … Whether you’ve already implemented a return-to-work policy or are considering doing so, learning from others’ experiences, the challenges they have faced, and how they have addressed them can be invaluable. Navigating the implementation of a return-to-work policy can be
How to Achieve Better Performance Results By Developing Success Profiles
Organizations face significant challenges when seeking to hire the “right” candidate to fulfill a role and, once hired, developing a plan to help team members meet performance expectations and improve their impact for the organization.
Developing success profiles associated with each role within your organization provides:
- a road map for successfully hiring team members.
- a foundation for coaching and
How to Ensure Performance Expectations are Being Met
Now that you have conducted your one-on-one meetings with your team members and have each shared your general expectations, you are ready to move to the next step –getting more specific and clarifying their role by utilizing Key Performance Indicators (KPIs). Determining KPIs and customizing the list for each team member gives each of you an agreed upon document of
4 Tips for Leaders—Set Expectations in the Workplace
Strong leaders understand that effectively communicating on the job contributes to increased productivity, innovation, job satisfaction, and helps to mitigate conflict. This 2-part series provides concrete steps you can take to ensure your communications are hitting the mark.
One of the best platforms for establishing and managing expectations is during your one-on-one meetings with your team members. Setting expectations provides
How to Define and Establish Your Company Culture
Company culture refers to the shared attitudes and behaviors of the people within an organization. Your culture is established to mirror your company’s mission, vision, and values.
Leaders are the owners and champions of the company culture. People within the organization look to leaders for the behaviors, actions, and attitudes that set the culture. Leaders who exhibit support, collaboration, and
Psychological Safety–Your Team’s (and Organization’s) Performance Depends On it
Psychological safety is when the culture in your organization focuses on providing “a safe environment” where leaders encourage, expect, support, and set leadership examples by:
· Asking for help
· Challenging the status quo
· Inviting people to openly and respectfully disagree with each other
· Engaging in collaborative discussions
*Psychological safety shapes the learning behavior of the group and
Behind the Numbers – The Impact of Turnover
To understand the direct cost of turnover to your organization, go to our turnover assessment calculator.
Turnover is costly to your bottom line and presents other HIDDEN COSTS that impose a significant distraction from achieving your goals. This degrades the success of your business. The hidden costs of turnover influence your productivity, company morale, and business continuity in
The Cost of Turnover
Turnover can be very costly for your organization by presenting both direct and hidden costs. Yet, turnover provides you with one of the few objective, data-driven metrics that enable you to measure employee engagement and the overall health of your organization.
To calculate how much turnover is costing your organization, use our turnover assessment calculator.
Bottomline Costs of Turnover
The Two Questions to Ask Your Team
“What can I do to help?” Leverage the power of connecting and engaging with your employees on a personal level by asking this simple question.
“If you could change one thing about your job, what would it be?” Be prepared to address their concerns and make changes where needed.
By asking, you open the door to engagement, collaboration and problem solving. The