One of the most valuable tools for fostering communication and growth in a business is feedback, and although there is no one-size-fits-all approach here, a feedback-rich company culture is one that encourages passion and nurtures abilities.
When we think of feedback in the workplace, we may consider that it:
...but there's more.
Feedback helps individuals understand how their work aligns with organizational goals and expectations. It fosters a culture of honesty, allowing for quick and effective problem-solving. It promotes a foundation of safety and trust in the workplace.
Referencing a quote by Gallup - "...though managers drive the culture, employees fuel it" - the notion of feedback is closely connected to employee engagement, a practice that, if applied mindfully, can create a culture of ongoing improvement. There is a reciprocal nature here: constructive feedback is essential to building relationships, and good relationships form a gateway to offering well-received feedback.
Therefore, if done right, feedback is a powerful mechanism for personal and professional development for all in the organization.
Reflect on these ten pointers when considering feedback within your team or organization:
Feedback is a vital component of effective communication in the workplace. It promotes growth, enhances performance, and strengthens relationships. By following best practices for delivering and receiving feedback, organizations can foster a culture of continuous learning and development, leading to individual and collective success.
Interested in learning more about leadership? Read our blog where we post regularly about personal and professional development.
Strategic thinking.
Effective communication.
Strong Leadership skills.
These are the key indicators to successfully leading organizational change, which is often complex and challenging.
Organizational change can take many forms, from restructuring the company to implementing new technology or processes, a process is critical for leaders to manage the changes in such a way as to minimize disruption and maximize benefits.
Drawing on the Harvard Business School’s critical steps in the change management process, we explore these in leading organizational change, plus practical tips for leaders looking to drive change within their organization.
The first step in leading organizational change is to define the need for change, which involves identifying the areas of the organization that require improvement and setting clear goals for the change initiative.
Leaders should involve key stakeholders in this process so that everyone is on the same page and that the change initiative's goals align with the organization's overall vision.
It is vital to communicate the need for change to the organization clearly and compellingly. Leaders should be transparent about the reasons for the change initiative and explain how it will benefit the organization and its stakeholders, obtaining buy-in and support for the change initiative from the outset.
Once the need for change gets set, developing a change management plan follows.
This plan should outline the steps to implement the change initiative, the resources needed and the timeline for implementation. It should identify potential barriers to change and strategies for overcoming these barriers.
The process may involve developing communication plans to keep stakeholders informed throughout the change initiative or developing training programs or coaching sessions that will assist employees in adapting to what is new.
Effective communication is paramount when leading organizational change.
Leaders must communicate the need for change, the goals of the change initiative, and the steps taken to implement the change to all stakeholders.
Communication should be ongoing throughout the change initiative, with regular updates to stakeholders on progress and any changes to the plan. Leaders should prepare to address concerns and questions, plus provide support where necessary.
Leading organizational change is not a one-person job. Leaders should build a strong change team consisting of individuals with the skills and expertise required to drive the change initiative forward.
This team should be diverse, representing different areas of the organization and with different perspectives and experiences.
Ensuring that the change team is fully committed to the change initiative and has the resources and support required to drive it forward is crucial.
Empowering employees is critical when leading organizational change.
Employees should be involved in the change initiative from the outset, with opportunities to give feedback and input into the process. This will help build buy-in, support the change initiative, and ensure employees feel valued and engaged.
Measuring and monitoring progress is significant when leading organizational change.
Leaders should develop metrics and key performance indicators (KPIs) to track progress and ensure the change initiative is on track. This may involve collecting data on employee engagement, customer satisfaction, or other relevant metrics.
Reviewing progress regularly and adjusting the change initiative as required is essential.
By following the above steps and embracing change as an opportunity for growth and improvement, leaders can successfully navigate organizational change and drive their businesses toward a better future.
Successfully leading organizational change is a challenging task for any leader. Still, despite being a complex operation, when done well, it can lead to increased efficiency, better performance, and improved outcomes for the organization and its stakeholders.
If you want to:
...then reach out to MY BIG IDEA here, where one of our experts will help you lead in organizational change.
Gone is the adage that a healthy paycheck symbolizes an employee's success.
In a 2022 study by Oracle, 88% of workers indicated that the notion of 'success' in the workplace has changed and that work-life balance, mental wellbeing, and a meaningful job now sit at the forefront of what this sort of success looks like today.
Sentiment shows that workers want flexibility and to be employed as trustworthy individuals with acknowledged needs outside their job - importantly, without shame in prioritizing those.
Research supports this in a study involving the FTSE 100, which shows that those companies prioritizing employee engagement and wellbeing outperform their peers by 10%. The study notes that these businesses "reap the benefits through enhanced morale, loyalty, commitment, innovation, productivity and profitability."
Yes, the face of successful leadership is changing, and retaining talent and maintaining productivity means employee wellbeing must be at the forefront of company goals. Businesses should be geared to adopt empathetic leadership alongside an overhauled company culture.
By understanding and showing empathy toward employees' needs, feelings, and experiences, empathetic leaders create supportive and inclusive workplaces where employees feel heard, respected, and valued.
Empathetic leaders value the significance of work-life blend and aim to create a happy and healthy work environment. By cultivating empathy, management builds trust, loyalty, and commitment among employees, ultimately leading to higher job satisfaction, productivity, and retention.
2021 research by Catalyst (surveying approximately 900 US employees across industry types) thoroughly supports this. It shows that 76% of people who encountered empathy from their leaders were more engaged. Furthermore, 61% reported higher levels of creativity.
So, how does management bolster empathetic leadership for employee success?
1) A better balance between work and personal priorities must be acknowledged and accepted by the employer.
2) The employer must take employee wellbeing seriously at the core of the business, prioritize and build it into company strategy, meeting workers' needs on a deep and authentic level.
3) Organizational values and ethics need to be readdressed, tweaked, changed, as well as 'lived.'
Empathetic leadership is a powerful tool that companies can use to create a positive and productive workplace culture. By prioritizing empathy and understanding, leaders can create an environment where employees feel supported, heard, and valued. This approach not only promotes employee wellbeing and job satisfaction but also leads to higher levels of productivity and profitability. By investing in empathetic leadership, companies can retain top talent and build a happy and engaged workforce, ultimately benefiting their bottom line.
Are you looking to improve your company's performance and cultivate a supportive workplace culture, embracing the principles of empathetic leadership? Book a consultation with an expert at MY BIG IDEA to boost your organization's health and employees' wellbeing.
Think about it, what sets successful businesses apart from the rest?
Many say: engaged employees!
Would you agree?
The notion of employee engagement refers to workers who are happy in their jobs and with their company and, importantly, individuals who are committed to the organization's goals and mission. Engaged employees behave with an awareness that their decisions and actions will impact their own success but also understand that it significantly influences the entire organization's wins.
Keeping employees engaged is not a sporadic exercise. Employee engagement evokes purpose and meaning; it highlights development opportunities and involves an engaged manager focusing on employees' strengths.
Manager impact is noteworthy here as Gallup, a well-known research and analytics company, shows that managers are primarily responsible for employee engagement. Their study indicates that managers are solely responsible for 70% of the variance in team engagement.
Studies show that a positive employee experience creates a productive workforce with individuals likely to stay at the company.
Consulting firm McKinsey shows that individuals with a positive employee experience are 16 times more engaged than those with a negative experience and eight times more likely to stay with the organization.
Gallup's studies show that engaged employees outperform their counterparts, regardless of industry, company size, or nationality, even during economic downturns. It indicates that only 21% of employees worldwide are engaged. Within the US, the figure sits at 33%.
Engaged employees are more productive and creative and committed to achieving organizational goals. These employees are happier workers where wellbeing thrives and are less likely to leave their jobs.
Research shows that employee engagement contributes significantly to an organization's ultimate success, and studies support the words of Richard Branson: "Take care of your employees, and they will take care of your customers."
Engaged employees make decisions that positively impact the workforce and the organization, making for increased productivity and better business outcomes; this means happier, more satisfied customers.
On the flip side of 'employee engagement greatness' is the cause for concern that disengaged employees will likely negatively impact productivity, profitability and customer satisfaction.
An article by Forbes highlights a direct correlation between employee engagement and customer satisfaction. It concludes, "...research continues to support the argument that an investment in employee engagement initiatives can lead to improved business outcomes." And improved business outcomes include improved customer satisfaction.
Employee engagement is more than just meaningful onboarding; it affects every step of the employee lifecycle. It encompasses an employee's entire journey with an organization, from pre-hire experiences to post-exit interactions, including workspace, wellbeing, and relationships with management and colleagues.
To improve employee engagement, leaders need to redefine managers' roles, provide training and resources for coaching, and create evaluation practices that accurately measure performance and hold employees accountable. By meeting these drivers of employee engagement, companies achieve positive outcomes.
Furthermore, managers must ensure that employees understand their deliverables, provide support when necessary, and explain how their work contributes to the business's overall success.
With the right tools and leadership, companies can create a culture of engagement, leading to increased productivity, reduced turnover rates, and boosted customer satisfaction.
Ready to boost your employee engagement? Let us help you to attract, retain and engage satisfied employees. Book a consultation with an expert at MY BIG IDEA.
If you're looking to spice up your workplace and create a more enjoyable work environment, a social committee might just be what you need! Despite any cringe-worthy moments you may recall from shows like The Office, having a social committee can actually strengthen your team, break up monotony, increase employee engagement, and ultimately improve the overall positive energy of your organization.
Assemble a team of enthusiastic members: Start by finding employees who are interested in creating a more social workplace. Make sure the committee has enough members so that the workload is manageable, and assign duties accordingly.
Determine your goals and objectives: Establish clear goals and objectives for your social committee, such as organizing regular events and activities that appeal to different interests and personalities. This can include everything from holiday parties and team-building activities to workshops and volunteer events.
Make it inclusive: Ensure that the social committee is inclusive and representative of all employees, regardless of their role or department. Encourage participation from all levels of the organization, including management, to create a more collaborative and cohesive workplace culture.
Plan ahead: Start planning events and activities well in advance to allow for proper preparation and to ensure a successful outcome. Keep in mind that a social committee doesn't need to just plan events and activities; it can also be about recognition and appreciation. Social committees can acknowledge and celebrate important dates like birthdays and work anniversaries.
Keep it fun: The main goal of the social committee is to create a more fun and enjoyable workplace for everyone. Be creative, open-minded, and have fun with it! Incorporate games, contests, and prizes to keep employees engaged and excited.
By creating a workplace social committee, you can foster a more positive and engaging work environment, boost morale, and ultimately enhance productivity and performance. So why not give it a try and see what a difference it can make in your workplace? Who knows, you may even have your own memorable moments to look back on and laugh about!
Encouraging employees to challenge the status quo can be a game-changer for companies. It opens up the possibility for innovation, growth, and ultimately, staying ahead of the competition. When employees feel empowered to think creatively and bring new ideas to the table, they become more engaged, invested, and committed to the success of the company. This leads to a positive work environment, higher job satisfaction, and better overall performance. Companies that value and reward innovative thinking are the ones that will thrive in today's constantly evolving business landscape.
How can you encourage employees and leaders at your company to challenge the status quo?
To create a culture where employees feel comfortable voicing their opinions and ideas, it's important to actively listen and respond to their input, provide opportunities for open communication, and recognize and value their contributions. Encourage collaboration, celebrate diverse perspectives, and foster an environment where constructive feedback is welcomed and encouraged. When employees feel heard and supported, they are more likely to share their ideas and contribute to the growth and success of the company.
Creating a culture of innovation requires a shift in mindset towards risk-taking and experimentation. It involves empowering employees to think outside the box, embrace change, and collaborate in a safe and supportive environment. Leaders can foster this culture by actively encouraging and rewarding creative ideas, providing resources for innovation, and creating a learning culture that values continuous improvement. By promoting a culture of innovation, companies can stay ahead of the competition, anticipate and respond to customer needs, and drive growth and success.
If companies want their employees to challenge the status quo and innovate, they need to provide them with the necessary resources and support. Without the proper tools, training, and encouragement, employees may feel hesitant to take risks or try new things. By investing in their employees' growth and development, companies can foster a culture of innovation that not only benefits the organization but also empowers their employees to reach their full potential. When employees feel supported and equipped to push boundaries and bring new ideas to the table, everyone wins.
By empowering employees to think outside the box and take risks, leaders can drive growth, anticipate and respond to customer needs, and ultimately achieve success. The benefits of creating a culture of innovation extend beyond just the bottom line - it leads to a positive work environment, higher job satisfaction, and better overall performance.