Listening is one of those things that you probably don’t spend much time thinking about but ends up having a big impact on your life. For example, I’m the parent of a “tween” daughter who is finding it more and more challenging to listen to me. Just yesterday, I asked her nicely to clean up the mess she’d left the evening before. She had nodded when I first asked. To ensure that she heard me, I reminded her again a bit later. She nodded again. I assumed we were good and that I was understood.
It's become easier than ever to survey your employees. The technology is at your fingertips to create and send a survey whenever you want. This is both a good and a bad thing. While a survey can be one of the most powerful tools at your disposal in HR and management, the data you collect through a survey is only as good as the employee survey design. Poorly designed surveys can result in misleading or unusable data. And to make matters worse, they’re confusing and frustrating for your employees. Good design is essential to ensuring that your survey has its desired effect.
Emotional intelligence (EQ) has become one of the most talked-about skills to hire for over the past few years, and it’s easy to see why. There are countless benefits of emotional intelligence in the workplace, from being able to communicate more effectively to dealing with stress better. But one aspect of EQ that’s not talked about often enough is its role in effective management. The truth is, EQ is a determining factor in a manager’s ability to successfully lead their team. And while some people are naturally more emotionally intelligent than others, anyone can enhance and supplement their EQ skills with a little help from modern technology. Here’s why this strategy is worth considering:
If you’ve been in HR for at least a few years, you’ve probably either administered or supported the use of employee surveys. Surveys have become one of the go-to tools as we try to create a better employee experience. As someone who loves surveys and collecting data, I’m thrilled that the use of surveys has become so commonplace. Employee surveys can be incredibly valuable and powerful when used the right way. The problem is that far too many surveys are poorly conceived and don’t ultimately solve the problem that prompted their creation.
We all know that diversity and inclusion is important. The sharing of different cultures, beliefs, values and norms has made us smarter, more innovative, empathetic and global. A lot of recent research supports the idea that greater workplace diversity leads to greater profitability, customer centricity and increased employee engagement. Additionally, more and more socially-conscious Millennials and Gen Z are entering the workforce (33% of today’s workforce and 50% of the workforce by 2020). These workers are attracted to companies with formal, distinct and active inclusion programs—making diversity and inclusion programs a top priority for CEOs.
Have you ever thought about how often you give a genuine “thank you” to your team or acknowledge their contributions? Gratitude in the workplace is rarely top of mind for HR professionals because it sounds too simple (read: likely ineffective). Researchers have recently begun diving into this topic and they’ve found that an appreciative workplace tends to positively impact employee motivation, retention and engagement. Gratitude has even been called “the single most sustainable motivator.” Gratitude can have small impacts when used on its own, but when operationalized strategically in an organization’s culture, that’s where change can happen on a large scale.
This blog is the ninth in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here. You know what? It can be really boring working in your department! No, I don't care what your department does, it's boring! How do I know? Because if you work in any department long enough, it gets boring. No matter what it is you do, and it might seem super cool to someone outside your department, it can get monotonous for the person who does it every day. This is why it’s just as important for department managers as it is for HR to focus on employee experience.