4 Effective Interview Techniques for Identifying Talented Candidates

In the quest to pinpoint top talent during interviews, we've gathered insights from seasoned HR professionals and company leaders. From uncovering practical application insight to conducting role-play for real-world skills, discover four effective interview techniques shared by seasoned professionals.

1. Uncover Practical Application Insight
2. Evaluate Team Fit and Adaptability
3. Assess Emotional Intelligence
4. Conduct Role-Play for Real-World Skills

Uncover Practical Application Insight

Ask the question, “What aspects of your experience can you bring to your role that you feel we may not have covered?” 

This question is great for seeing how candidates look to practically apply their knowledge to the role and how they may identify and work on any potential gaps in their role based on previous experience, e.g., software recommendations or certain ways of approaching strategic decision-making.

Wendy Makinson, HR Manager, Joloda Hydraroll

Evaluate Team Fit and Adaptability

In interviews, I focus on determining if a candidate is a good fit for the team and their ability to work collaboratively. I ask about their past experiences in teamwork, how they've managed conflicts or challenges, and their attitude towards continuous learning. A question I often use is, "Can you describe a time when you had to collaborate closely with a team? How did you handle any differences in opinion?" This helps me understand their approach to teamwork and communication.

I also discuss hypothetical scenarios to gauge their problem-solving skills and openness to learning. It's important for me to see if they are adaptable and open-minded. While technical skills are essential and can be taught, finding someone who fits well with the team and doesn't claim to know everything is crucial for long-term success.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

Assess Emotional Intelligence

Incorporate questions and scenarios that test emotional intelligence. Investigate their experiences with stress management, team motivation, and problem resolution on the job. Keep an eye out for indicators of social competence, self-control, and empathy.

Understanding their emotional intelligence is critical, especially for professions that involve managing teams or dealing with clients. Their leadership abilities and capacity to maintain high morale at work are highlighted.

Cindi Keller, Communications Coordinator, The Criminal Defense Firm

Conduct Role-Play for Real-World Skills

When interviewing, I always incorporate role-play scenarios relevant to the position's core responsibilities. This shows me firsthand how candidates apply their skills in realistic contexts. 

For client-facing roles, I may act as a dissatisfied customer with a complex request, evaluating how they listen, problem-solve, and de-escalate tensions. For recruiting specialists, I could pretend to be a hard-to-impress developer that they must convince about an opportunity. With PMs, we may rapid-prototype a product roadmap together. This experiential approach reveals communication styles, critical thinking, creativity, and other intrinsics beyond qualifications on paper. 

By gently testing candidates' mettle, I gain invaluable insights on whether they will thrive in unpredictably complex situations.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

4 Effective Employee Engagement Initiatives for Virtual Teams

In the continuing shift to remote work, maintaining employee engagement is a challenge that HR professionals and executives are tackling head-on. From implementing a virtual open-door policy to revolutionizing the digital onboarding experience, discover the top four innovative strategies shared by VPs and CEOs for fostering connection and motivation in a virtual environment.

• Implement a Virtual Open-Door Policy
• Invest in Virtual Training Programs
• Host Weekly Virtual Social Hours
• Revolutionize the Digital Onboarding Experience

Implement a Virtual Open-Door Policy

We have standing meetings where anyone on the team can drop in, shoot small questions, or big ones if they're crucial. It's like an open-door policy, but virtual—everyone's welcome, but there's no pressure to show up.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

Invest in Virtual Training Programs

Effective employee engagement begins during the hiring process, but it's difficult to evaluate a worker's willingness to open up and join in during the interview process. Luckily, screening for engaged team members is easier than ever, thanks to virtual training programs. 

Nervous candidates often find it easier to open up in virtual settings, and this can help alleviate interview jitters that would otherwise prevent them from showing their true selves. As a recruiter, I've been encouraging companies to invest in virtual training programs for this very reason. It's a great way to evaluate how a candidate will thrive in-office day-to-day.

Rob Reeves, CEO and President, Redfish Technology

Host Weekly Virtual Social Hours

Virtual employee engagement is crucial for remote teams. A simple yet effective initiative is implementing virtual social hours. Once a week, for 30-60 minutes, block off time for remote employees to interact informally. Encourage employees to grab a snack or beverage and log into a video call. 

With no formal agenda, the purpose is simply for team members to chat, catch up, and connect on a personal level. This small block of time fosters relationships and a sense of belonging that combats isolation and disengagement among remote workers. Virtual social hours provide an easy, no-cost engagement boost for distributed teams. 

A great example would be creating opportunities for employees to provide feedback and share ideas through virtual suggestion boxes or idea-sharing forums.

Vinika Garg, Chief Operating Officer, Webomaze

Revolutionize the Digital Onboarding Experience

Our big bet is on next-gen digital onboarding to distill Echo's passion and values for new hires working remotely. Onboarding sets the culture tone from day one, so no dull HR lectures! Instead, fast-paced storytelling is combined with quick comprehension checks to validate learning in the first weeks. And monthly pulse surveys check satisfaction, then iterate the approach based on feedback. 

We can't assume a one-size-fits-all in the virtual paradigm. With hiring still red-hot, ensuring stellar onboarding at scale is our moonshot for 2024.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

About the author
Nate Anderson, J.D., is a retirement plan and investment consultant at WealthPlan Advisors, a division of HUB Retirement and Wealth Management.
 
He brings an economics and legal background to the firm. As an attorney, he helps businesses efficiently resolve the various legal challenges they face. These problems could range from employment issues to corporate matters. With this strong combination, Nathan works to help his clients avoid future problems and find practical solutions to those problems if they do arise.

Nathan transitioned to the retirement industry because it allows him to combine his two backgrounds and help people as they work toward retirement. He enjoys getting into the details of investment options and retirement plans to help employers make good decisions.

4 Crucial Steps in the IT Staff Onboarding Process

In the quest to perfect the onboarding of IT professionals, we've gathered four insightful answers from top HR Managers and CEOs in the recruiting space. From hands-on tech access and training to structured onboarding with regular check-ins, discover the crucial steps these experts emphasize for integrating IT staff seamlessly into your organization.

• Offer Hands-On Tech Access and Training
• Avoid Assumptions in IT Onboarding
• Provide In-Office Training 
• Structure the Onboarding with Regular Check-Ins

Offer Hands-On Tech Access and Training

As a recruitment firm focused on tech talent, we ensure our people have full access to the systems needed to succeed from the start. In the new hire's first week, someone from our IT team sits down with them to walk through the critical software we use—the applicant tracking platform, video chat tools, customer databases, and some custom programs our tech team has built. 

We verify that logins and permissions work, provide training if required, and ensure everyone feels fully equipped to use our technology immediately. This hands-on tech check lays the foundation for our new specialists to dive into serving both clients with what they need.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

Avoid Assumptions in IT Onboarding

Not assuming knowledge of your own systems or simply not providing new IT hires with adequate training can be a mistake. Many in-house teams often see “IT” or “tech” and assume that the systems used in one place are the same as the next, which simply isn't true. 

Ensure that you onboard your new IT hires in exactly the same way as everyone else, with the same depth of information.

Wendy Makinson, HR Manager, Joloda Hydraroll

Provide In-Office Training 

As a recruiter working in the tech sphere, I'm often alongside HR as they onboard new hires, and I'm consistently disappointed in the amount of hands-on training offered.

While two companies might use the same software, there are often subtle differences in best practices. Even something as ubiquitous as Excel spreadsheets can be utilized with a good deal of variability from business to business.

That's why in-office training is so key. Letting workers sit down with existing IT processes will highlight specifics HR could never think to mention. Ideally, we're pairing these new hires with a long-time employee; this kind of shadowing, even for a day or two, is invaluable. Taking this extra step during onboarding allows fresh workers to move into their role seamlessly.

Rob Reeves, CEO and President, Redfish Technology

Structure the Onboarding with Regular Check-Ins

Whether you're onboarding your IT staff or engaging IT staff in the onboarding process, the approach remains consistent. Regardless of whether your process involves automated tasks within a system or relies on a checklist created or printed off for reference once individuals are hired, it is crucial to have a mechanism in place to ensure accountability for having everything ready before day one.

Consistently evaluate the onboarding experience to ensure alignment with your organization's culture and values, making necessary adjustments as needed. Before hiring or recruiting someone, establish a minimum four-week training strategy that progressively addresses foundational informational needs week by week.

Finally, implement regular check-ins over the initial 90 days to align on performance, expectations, and identify any potential roadblocks. This proactive approach enhances the onboarding experience and contributes to the seamless integration of new people into your organization.

Scott Johnson, HR Manager

5 Effective Methods for Motivating Employees During Challenging Times

In search of effective methods for employee motivation during challenging times, we turned to five seasoned professionals, including Operations Managers and CEOs. From boosting morale with public recognition to asking employees what they need, these leaders share their top strategies to keep teams motivated when the going gets tough.

• Boost Morale with Public Recognition
• Invest in Professional Development
• Foster Open Communication and Transparency
• Establish Purpose and Connection
• Ask Employees What They Need

Boost Morale with Public Recognition

One effective method I've discovered for employee motivation during challenging times is utilizing public recognition. By acknowledging individual contributions and celebrating team successes, it encourages employees to strive for excellence amidst difficult conditions. 

As one example, I recently instituted a virtual rotation schedule where different staff members are highlighted on our company's social media accounts every week. This has created a sense of healthy competition among peers that continues to fuel their morale through hard times.

Carly Hill, Operations Manager, Virtual Holiday Party

Invest in Professional Development

I have found that professional development is a key driver of employee motivation, especially in challenging times.

During this post-pandemic period of stagnated economic growth, it is crucial to invest in training. Turn a period of adversity into an opportunity, not only to engage your workforce but also to ensure adaptability and relevance in the digital revolution.

Encourage employees to enhance their skills through relevant training and mentorship programs. Leadership development should also be prioritized for those with potential.

The key to motivation is to link progress to performance goals, internal opportunities for advancement, and remuneration to create a culture of growth.

By investing in this way, organizations not only enhance their employees' skills but also demonstrate the value they place on their employees, boosting motivation even during challenging times.

Katharine Gallagher, Professional Growth Specialist- Education, Career, Recruitment, Productivity, Business, katharinegallagher.com

Foster Open Communication and Transparency

One effective method I've discovered for motivating employees during challenging times is to foster a culture of open communication and transparency. This involves regularly checking in with employees, actively listening to their concerns, and providing them with a clear understanding of the company's situation. 

By being transparent about the challenges the organization is facing and discussing how their efforts contribute to overcoming these obstacles, employees feel more engaged and connected to the company's mission. Additionally, acknowledging their hard work and resilience, and providing opportunities for skill development and growth, can go a long way in boosting morale and maintaining a sense of purpose within the team.

Shannon Garcia-Lewis, Owner/Principal, Strategic Business Partners, LLC.

Establish Purpose and Connection

During challenging times, I found that fostering a sense of purpose and connection is a potent method for employee motivation. I initiated regular town-hall meetings where leadership transparently shared the company's mission, challenges, and the vital role each employee played in overcoming obstacles.

These sessions weren't just about disseminating information; they were a platform for celebrating collective achievements and recognizing individual contributions. I encouraged team members to share success stories, big or small, creating a positive narrative amid uncertainty.

To deepen the sense of connection, I introduced virtual coffee breaks. We scheduled casual, non-work-related meetings where team members could unwind, share personal anecdotes, and strengthen their bonds. It was about maintaining a human connection in a remote-work setting.

Sai Blackbyrn, CEO, Coach Foundation

Ask Employees What They Need

During challenging times, many leaders assume what their employees need to stay motivated. However, this can quickly backfire since everyone responds to stress and overwhelm differently, and no two employees are the same. 

While it takes more time and effort, try to develop a habit of asking your employees what they want—and need—from you. Importantly, you want your inquiry to be open-ended, as you don’t want to lead with the answer. Ultimately, your goal is to empower your employees and provide them with the support they require to be successful.

Dr. Kyle Elliott, Founder and Tech Career Coach, CaffeinatedKyle.com

In this article, we've gathered five unique strategies from HR professionals and CEOs on how to retain top talent without breaking the bank. From implementing data-driven turnover analysis to utilizing peer recognition channels, these experts share their proven techniques. Dive in to discover the insights that could revolutionize your talent retention strategy.

• Implement Data-Driven Turnover Analysis
• Promote Professional Growth Opportunities
• Incorporate Job Satisfaction Ratings
• Create Personal Growth Blueprints
• Utilize Peer Recognition Channels

Implement Data-Driven Turnover Analysis

At the City and County of Denver, we dig into the numbers to determine what is driving turnover from both an external and internal point of view. Is it an industry-wide issue?

A few years ago, residential/commercial construction was booming, turnover was high for trade workers, and they could secure higher pay in the private sector versus the public sector. We mitigated this by highlighting our balanced work schedule, retirement benefits, and other perks. 

We gather exit survey data to determine what is happening in the work groups. The vendor cost is money well spent. We can pinpoint where to develop and train supervisors to be more effective with our people assets, or determine if something else is brewing or stewing. 

Because job satisfaction is correlated with the strength of the relationship with the supervisor, I remind them to be consistent with one-on-one meetings, create metric-driven goals, and set clear expectations. We conduct periodic market surveys and analyses to look at salaries regionally and nationally.

Dimitri Clarke, Sr. Human Resources Business Partner, City and County of Denver

Promote Professional Growth Opportunities

I focus on creating opportunities for professional growth and development. I believe that employees are more likely to stay with an organization where they see potential for growth and learning. 

This doesn't necessarily require a significant financial investment. It could be as simple as providing access to online courses or organizing internal knowledge-sharing sessions. Even simply encouraging mentorship within the team is a great way to go. 

Doing this, we can help our employees enhance their skills and knowledge, as well as demonstrate our investment in their professional success, which I think is key to retaining top talent.

Ester Puleo, Talent Acquisition Specialist, Energy Casino

Incorporate Job Satisfaction Ratings

One cost-effective strategy we've used to retain top talent is incorporating a simple, yet highly telling, question into our routine 1-1 meetings: "On a scale of one to 10, how would you rate your satisfaction in your role?" This single question serves as a window into employee sentiment and a gateway to deeper conversations about job satisfaction and professional aspirations.

If an employee gives a score between 1 and 6, it's a red flag that immediate intervention is needed. Scores between 7 and 8 suggest general contentment, but there is room for improvement. A score of 9 or 10 is excellent and indicative of a highly engaged employee. For those who rate their satisfaction as perfect, we go a step further by asking, "What would it take to get you to an 11?"

Think of this as a kind of Employee Net Promoter Score. This straightforward technique enables us to continuously monitor employee satisfaction, proactively identify issues, and take timely action, all without significant expenditure.

Geoff Newman, Founder, Starget.co.uk

Create Personal Growth Blueprints

In my tenure as co-founder and CEO of EchoGlobal, one technique we've employed with immense success is the "Personal Growth Blueprint." Recognizing that career development isn’t solely about financial growth, we facilitate quarterly one-on-one mentorship sessions between employees and leadership. 

During these sessions, we outline bespoke professional growth paths tailored to each individual's aspirations. It's not about extravagant bonuses or perks; it's about showing genuine interest in their personal and professional aspirations, ensuring they see a clear trajectory within our company. 

This not only fosters loyalty but also empowers our top talent to consistently innovate, keeping EchoGlobal at the forefront of the tech recruitment sector.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

Utilize Peer Recognition Channels

I have used peer recognition to retain top talent without expending significant resources. For instance, at one organization, I implemented a #you-are-awesome Slack channel for peer-to-peer praise, where employees could not only be recognized by their managers but also by other team members to boost motivation and engagement. 

This mechanism allowed us to show our best workforce that we value their contribution beyond bonus structures or salary increases, with minimal cost. As a result, it improved employee satisfaction and morale while simultaneously reducing the turnover rate without extra financial resources.

Michael Alexis, CEO, Virtual Team Building

How to Build a Positive Workplace Culture

In search of the most effective strategies for building a positive workplace culture, we turned to ten industry leaders, including Chief Culture Officers and CEOs, for their best tips. From leading with an inclusive approach to integrating playfulness in professionalism, these experts share their top strategies for fostering a positive and productive work environment.

• Lead with an Inclusive Approach
• Foster Community Connections
• Create a Culture of Safety
• Build Trust, Transparency, and Communication
• Be Genuine with Your Actions
• Recognize and Reward Great Work
• Implement Peer Recognition Fridays
• Instill Ownership in Teams
• Focus on Positive Behaviors
• Integrate Playfulness in Professionalism

Lead with an Inclusive Approach

As the Chief Culture Officer at Arizona State University, I lead with an appreciative and inclusive approach. 

We develop communities of practice where everyone is invited to learn about and share the best cultural practices. We illuminate and build on our strengths. We gather data about what is working and what we need to change or let go of. We co-create our vision of a thriving culture and the steps we need to take to realize our dreams. 

We also generate feedback loops and conduct "Culture Check-ins" biannually to learn how we are doing together. Year over year, our numbers have increasingly reflected greater employee engagement and wellbeing. For example, we measure the degree to which employees are engaged with our shared BRAVE values: Belonging, Relational, Authentic, Visionary, and Empowered. Over the past year, over 80% reported being actively engaged in behaviors that demonstrate our values.

Christine Whitney Sanchez, Chief Culture Officer, Arizona State University

Foster Community Connections

Community, community, community. Helping build culture for us really means building community connections. When someone shows up to work, gets their pay, and quickly leaves, it doesn't take long for them to view the workplace as disposable. No one wants to feel alone all day. Just like in elementary school through high school, you had friends, conversations, and people to help pass the time. Building that community is critical. We need human connection. 

At Inty, we have a team dedicated to providing opportunities for personal connections. This can be through birthdays, lunches, after-work activities, or anything that helps the work team mesh and also provides a sense of camaraderie. We are all working towards the same goal: the success of the company and job security. So let's stop the culture of "not my problem" and instead adopt the mindset of “when one wins, we all win when we work together.”

Kay Clavijo, Chief Culture Officer, Inty Power

Create a Culture of Safety

We have created a culture of safety. We have three specific questions when making a decision that boils down to "know what you're doing, why you're doing it, and be able to defend it" using the three decision/question-making criteria. 

We want our team to make quick, smart decisions, and sometimes, even when using the decision tree, things don't work out as expected. That is no reason for someone to get walked out the door.

Robert Hessel, CEO

Build Trust, Transparency, and Communication

A strong culture has a foundation comprising the three main pillars of trust, transparency, and communication.

Trust between employees and management breeds alignment and a sense of purpose among the employees. It is one of the most valuable things you can give to your employees.

Transparency breeds ideas and productivity among your employees. When management is transparent about each employee's contribution toward the big goal, employees tend to be more creative in their work.

The most important asset of an organization, good and sound communication, avoids unnecessary politics and bureaucracy within the organization. This is extremely important as you grow and have more people on board.

Akshay Dipali, CEO, Nasch

Be Genuine with Your Actions

It's important to be very genuine in your actions. In 2010, I wanted to move to NYC. My boss recognized this was a real interest and not something he was going to talk me out of. He gave it some thought and considered me too junior to go there this early in my career (ironically, given how remote work has evolved, he may have made a different decision today).

Instead of telling me "tough luck" he called a competitor to see if they would hire me (this was in 2010, tough job market). Two months later the competitor had hired me and my boss had lost a promising junior employee. I say all this to underscore how incredibly genuine he was with the offer to help me achieve my goals. From there on, I never had a reason to doubt him, and few others did as well. Still one of the best things anyone has ever done for me.

Trevor Ewen, COO, QBench

Recognize and Reward Great Work

We found that the best way to foster a positive workplace culture is to openly acknowledge, recognize, and reward great work. We have a public promotion path that anyone can evaluate themselves on, and each step that our team members make toward their goals is openly praised and rewarded. 

Understanding that jobs can often be stressful, we strive to make our team's days a bit easier with consistent bonuses, as well as organized team activities in which they can take part.

Gordana Sretenovic, Co-Founder, Workello 

Implement Peer Recognition Fridays

At our company, we've ignited a positive workplace culture by introducing "Peer Recognition Fridays." Each week, team members nominate colleagues who have demonstrated exceptional work or kindness, shining a spotlight on unsung heroes. 

This simple practice fosters a strong sense of appreciation and camaraderie among staff, creating an environment where everyone feels seen and valued. Try it; acknowledging each other's efforts weekly can significantly buoy spirits and cultivate a more supportive and engaged workplace!

Linda Scorzo, CEO, Hiring Indicators

Instill Ownership in Teams

Simply put, the more you actively show your team that you trust them, the more of a positive environment they're going to cultivate because they don't feel like senior management is breathing down their neck. A positive workplace culture is centered around transparency and trust, so ensure that you're reflecting these values with the level of 'ownership' and trust you instill in your teams.

Wendy Makinson, HR Manager, Joloda Hydraroll

Focus on Positive Behaviors

We have been talking about, and helping clients build, positive workplace cultures since 2009. The answer to promoting a positive culture is to proactively focus on it. That sounds simple, but in my experience, employers just aren't doing that at all. 

Employers aren't teaching people-leaders to proactively engage in activities that build a positive culture, or coach employees engaging in low-level toxic behavior like gossip or snarky sarcasm, or build a team action plan to stay on track with a positive culture. If you're not doing these things, how could you possibly attain and sustain a positive culture? 

Stop focusing on what bad behaviors to look out for and report to HR; start focusing on what good behaviors to look out for and how to capitalize on them.

Catherine Mattice, Founder/CEO, Civility Partners

Integrate Playfulness in Professionalism

An effective strategy I've found for building a positive workplace culture is the integration of "playfulness" within the boundaries of professionalism. 

At our agency, we recognize that creativity and productivity thrive in an environment that's not just about business all the time. We cultivate physical and virtual spaces where employees can engage in industry-related conversations that are insightful yet relaxed. 

For example, we have a group chat where we discuss the really strange packaging designs on the market, using a lighter tone than we would when speaking to clients. This opens the door for genuine interactions among team members, who begin to see each other as colleagues and fellow enthusiasts in our industry. This approach has been instrumental in building rapport, fostering collaboration, and enhancing our overall work culture.

Jason Vaught, Director of Content, SmashBrand

3 Benefits of Utilizing Leadership Development Programs in Human Resource Management

To gain a deeper understanding of how leadership development programs can be effectively utilized, we asked three human resource leaders to share their strategies. From "Implementing a Top-Talent Program" to "Integrating Leadership Development into Talent Strategy," these professionals provide valuable insights that could benefit your organization.

• Implementing a Top-Talent Program
• Prioritizing Continuous Feedback Post-Program
• Integrating Leadership Development into Talent Strategy

Implementing a Top-Talent Program

We have created a Top-Talent Program designed to further invest in key team members within the organization. The process begins with each department nominating five employees from their areas who meet the requirements of the program. As an organization, we chose to have the Top-Talent Program limited to ten participants a year, so the selection process involves all senior leadership evaluating the nominations. 

Once the team is selected, we have a kickoff celebration to congratulate the participants and outline the program. Besides working on a key internal project with executive leadership, we award participants an extra budget to go toward training of their choice and have bi-monthly one-on-ones with either the CHRO or the CEO. These conversations are around development, career aspirations, and whatever the employee would like to discuss. 

We have found this is not only an impactful way to further engage top talent but also an effective retention tool.

Trent Cotton, Senior Director of Talent, HatchWorks

Prioritizing Continuous Feedback Post-Program

Leadership development doesn't end with the conclusion of a program. I've ensured that we have a robust feedback mechanism in place, where participants receive continuous feedback even after the program. This has allowed our leaders to constantly evolve and adapt to changing organizational needs. 

The benefit for others is a leadership pipeline that is always in tune with the company's direction and needs, leading to an improvement in strategic alignment and execution.

Shirley Borg, Head of Human Resources, Energy Casino

Integrating Leadership Development into Talent Strategy

At EchoGlobal, we've woven leadership development into the very fabric of our talent management strategy. Recognizing the dynamism of the tech sector, we've crafted programs that blend hands-on projects, mentorship, and targeted courses, creating a melting pot of experiential learning. Our tech-savvy leaders often tackle emerging challenges in real-time, and these programs equip them with both the technical and soft skills to navigate uncharted waters.

Implementing a similar approach elsewhere can be transformative. Why? Because in the fast-paced world of technology, having leaders who are adaptable, resilient, and forward-thinking is a game-changer. Empowering your team through continuous learning not only sharpens their edge but also fosters a culture of growth and innovation. By investing in leadership development, organizations cultivate a powerhouse of talent ready to tackle tomorrow's challenges today.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

4 Advantages of Embracing a Remote Working Model

In this article, we explore the advantages of embracing a remote working model from an HR perspective, as shared by four experts in the field. With insights from Human Resources Managers and a CEO, we delve into aspects ranging from promoting wellness and diversity to boosting employee morale and performance. Read on to discover the top four benefits of remote work according to these industry leaders.

• Promoting Wellness and Diversity
• Enhancing Diversity and Inclusion
• Reducing Office-Related Issues
• Boosting Employee Morale and Performance

Promoting Wellness and Diversity

Remote work is the number one thing that we can do to promote wellness and diversity. As a non-profit, it is essential for us to find individuals who are aligned with our work and passionate about advancing our mission forward. 

By opening up recruitment to remote workers, we can source candidates that are not only more aligned with our work, which provides higher rates of job satisfaction, but also from more diverse backgrounds, experiences, representations, and abilities. Additionally, when employees feel a greater sense of connection and control over their workspace, it creates a sense of safety that supports them in showing up as their authentic selves and to engage in a higher level of work-life integration. 

Though building cohesion in a remote workforce does require more intentionality, the fact that on any given day, a team can be experiencing wildly different weather events can subconsciously build empathy, which is the foundation of any strong culture.

Brittany Brazell, Human Resources Manager, Our Children's Trust

Enhancing Diversity and Inclusion

One of the biggest advantages of remote working, from an HR perspective, is its impact on diversity and inclusion (D&I). Remote working is, quite simply, more accessible to people, uniquely benefiting candidates from certain backgrounds. 

Working parents, particularly mothers, are especially advantaged by remote working, granting much-needed flexibility when juggling responsibilities. Remote working also expands applicant pools, helping organizations to access candidates from different religious, ethnic, and national backgrounds. Additionally, remote working may also be preferable to many neurodiverse candidates, helping to support neurodiversity in the workplace. 

Ultimately, remote working is a powerful tool to support D&I activity and should be strongly considered by organizations pursuing D&I-focused targets.

Chloe Yarwood, HR Manager, Test Partnership

Reducing Office-Related Issues

Less in-office troubles. If anyone is relieved that water-cooler sessions may be a thing of the past, it's Human Resources. Having people work remotely reduces office gossip and the advent of inappropriate office relationships. Essentially, organizations are less at risk when operating with remote teams.

Jarir Mallah, Human Resources Manager, Ling App

Boosting Employee Morale and Performance

One such advantage is increased employee morale because of enhanced work-life balance. 

For instance, employees who are provided remote work options may be more inclined to enjoy greater autonomy and flexibility. Remote working models allow for employees to more easily manage their own time, reducing the burden many feel when trying to perfect an efficient separation between professional and personal needs. 

By offering employees the opportunity to work remotely, HR departments can positively support individual productive resolutions that lead towards greater job satisfaction and performance levels.

Michael Alexis, CEO, Virtual Team Building

6 Must-Have HR Technology Tools

To understand the influence of HR technology tools on different organizations, we've gathered insights from six industry professionals, including founders and CEOs. Their responses range from the use of TeamOut.com for streamlining company retreats to the automation and quality improvement brought by Workello. Dive into their experiences to discover the HR tool that could revolutionize your organization.

• TeamOut.com: Streamlining Company Retreats
• Donut, Trivia, and Lever: Leveraging a Combination
• Assessment Technology: Enhancing Talent Acquisition
• Lemonade Listening: Boosting Morale through Recognition
• JazzHR: Saving Costs and Streamlining Recruitment
• Workello: Automating Hiring and Improving Quality
  

TeamOut.com: Streamlining Company Retreats

Every company that is distributed wants to do more retreats, but they are a metric ton of work. Working exclusively with startup HR leaders, many of them swear by TeamOut.com. 

Imagine having a dedicated assistant that pulled together the 150 moving-part details to pull off a company retreat. That's what TeamOut does. Finally, the VP of HR doesn't have to go down a four-month rabbit hole just to get 200 employees together in Boulder or Miami for three days.

Casey Allen, Founder, Headcount

Donut, Trivia, and Lever: Leveraging a Combination

Considering the HR technology tool with the biggest impact on our organization, it's hard to distill it down to one thing, but apps like Donut and Trivia have been incredibly helpful in bridging our teams, from Vancouver to Rio de Janeiro to Kyiv to Chicago. Most of our team found ourselves connecting with such a broad spectrum of people with whom we'd never normally cross paths and found some common ground despite remote working and geographic variances. 

We also have a Trivia app within our Slack which fosters healthy competition in the teams and gives employees a fun break from their work throughout the day—the leaderboard became a coveted objective to hit the top!

If another, process-related HR tool were to be added, it would be our Applicant Tracking System, Lever, as a tool that properly integrated our ATS and TRM and helped us graduate from spreadsheets to a far more efficient sourcing and recruitment process.

Celeste McNeill, Director, HR, ImageX

Assessment Technology: Enhancing Talent Acquisition

Assessment technology is the pivotal HR tool driving our organization's success. It has revolutionized talent acquisition by delivering unbiased candidate evaluations through standardized processes. 

Beyond recruitment, this technology uncovers candidates' potential, enabling precise role fit and elevating hiring quality. In talent development, it addresses skill gaps and offers tailored training. Real-time data aids agile decisions, while continuous assessments foster growth and engagement. 

Assessment technology has reshaped our HR landscape, refining hiring, development, and decision-making, fueling our organization's remarkable growth.

Linda Scorzo, CEO, Hiring Indicators

Lemonade Listening: Boosting Morale through Recognition

One HR technology that has made a significant impact on our organization is Lemonade Listening. This peer-recognition software is integral to our culture. It allows employees to acknowledge coworkers for demonstrating our core values. A quick, values-based recognition can be easily sent, which greatly motivates our team.

Interestingly, it tracks these "values sightings" so it's visible who's recognizing whom and for what. The statistics also display how engaged people are in recognizing their peers. This has provided us with tremendous insight into how well our values are being upheld.

As quoted by management expert Ann Rhoades, “Leaders drive values, values drive behaviors, behavior drives culture, and culture drives performance.”

This tool aids in reinforcing our values at the ground level. It has made our culture more tangible and our values more vibrant. Peer recognition through this tool has done more to boost morale than any other HR technology we've implemented. 

It's simple but incredibly impactful.

Max Hansen, CEO and Co-Founder, Y Scouts

JazzHR: Saving Costs and Streamlining Recruitment

JazzHR saved an organization I worked with approximately $60,000 in recruiting expenses. Instead of paying per ad, they switched to JazzHR and paid one low monthly fee for unlimited ads. 

This savings allowed the company to invest in its employees in other ways—like implementing an employee recognition program! This increased employee morale while streamlining the recruiting process.

Nicole Craveiro, CEO and Fractional CHRO, CraveHRO

Workello: Automating Hiring and Improving Quality

The tool we've created out of necessity, Workello, has made the biggest impact on our organization by allowing us to automate a lot of boring and time-consuming, hiring-related tasks. 

We hire a lot of content writers and editors, and before we hire them, we need to test their skills. Before we created this tool, the testing process was tedious and manual, and communication with our candidates was not great, as we were overwhelmed with emails. But now, as we've automated all of this, we are saving 30+ hours each week. 

And, according to the Harvard Business Review, pre-hire tests correlate stronger with post-hire experience, more than interviews, resumes, and prior work experience combined. Therefore, our decision to continue testing and automate this process has paid off tenfold, by allowing us to quickly hire the top 1% of our candidates, every time we start a new hiring cycle.

Gordana Sretenovic, Co-Founder, Workello ATS

9 Success Stories: Implementing Talent Development Programs

To help you successfully implement talent development programs, we've gathered nine strategies from top professionals, including directors and founders. From prioritizing company core values to aligning initiatives with strategic objectives and diverse learning, these experts share their best tips for nurturing talent in your organization.

• Prioritize Company Core Values

• Assess Key Components 

• Focus on Employee-Centered Development

• Empower Employees to Develop Any Skills

• Adopt a Personalized Approach 

• Base Paths on Employee Interests

• Broaden Opportunities to All Employees

• Forge Pathway Partnerships for Mentorship

• Implement Internship Programs and Outreach Initiatives

• Align Initiatives with Strategic Objectives and Diverse Learning

Prioritize Company Core Values

Talent development starts at a company's core. Meet with the middle managers and executives together. Having both perspectives in the room is crucial. Lay out the company's current mission, if they already have one, and core values. 

Does everyone even know the mission and core values? Start with the mission, move to the vision, then to the core values. From here, you have a solid foundation, and you can then build the talent development program. Sometimes, you may even need to make changes to the organizational chart. 

Does it make sense, and does it support growth? Once this is all in place, then you can build out what it takes to get to each level and then make sure everyone at the company knows about the new program.

Lindsay Hartsock, Talent Acquisition Consultant, Staffed4U

Assess Key Components

Successfully implementing talent-development programs for any organization starts by assessing three key components. You can determine essential focus areas by evaluating employee sentiment, organizational and competency gaps, and business requirements. Identifying the current state of employees through feedback from sources like engagement surveys allows you to check for alignment with organizational competencies and business requirements. 

Any performance-trend deficiencies against business goals help create the content (and context) for developing well-received programs and experiences that can drive business performance.

Steven Fretwell, Senior Vice President, Learning and Leadership

Focus on Employee-Centered Development

Regardless of the program, you must keep what matters to the employee at the center. It's easy to get distracted by what the business wants or what we believe is best, which are all essential and should occur when you do it right. 

However, we can't lose sight of the reality that for developing employees, it needs to center on the benefits it ultimately brings to them. Cleverly disguised statements and stories aren't enough. Employees must see how active participation will result in professional growth and development.

Christopher Lind, VP, Chief Learning Officer, ChenMed

Empower Employees to Develop Any Skills

In our organization, continuing professional development had become synonymous with pointless, tick-box-style formalities, something to just get over with, rather than something valuable. 

Managers would simply assign people to training courses, or even worse, just prescribe topics for employees to self-develop, with predictably low success.

Research shows that most of the benefit from personal development is accomplished simply by working on something, anything, giving people a sense of upward momentum. Consequently, we switched gears and allowed employees to develop any skills they wanted.

As a result, staff members have been broadening their skill sets, developing skills that weren't immediately relevant to their roles but have given them a revamped sense of purpose and confidence. This sense of autonomy and progress has translated into greater performance and retention and is widely considered a huge success.

Ben Schwencke, Business Psychologist, Test Partnership

Adopt a Personalized Approach 

At our company, we have achieved successful implementation of talent development programs through our personalized approach. We prioritize individualized growth plans, working closely with employees to understand their unique strengths, weaknesses, and career aspirations. 

By tailoring development strategies to each employee, we create actionable plans that outline clear steps for growth and improvement. This approach fosters a culture of support and empowerment, resulting in enhanced employee engagement and long-term success within our organization.

Tobias Liebsch, Co-Founder, Fintalent.io

Broaden Opportunities for All Employees

Implementing a talent development program, some companies make the mistake of targeting their top-performing employees. This is a little like handing a tax break to the wealthy—but it's not just an issue of inequality. It's shortsighted and can lessen a company's chances of success in the long term. 

Some of my best workers didn't start as recruiters. They launched their careers from HR, accounting, and, in one case, even the front desk. The person who was once the office receptionist is now a top contributor to the company's bottom line, and I never would have discovered them if not for a broad talent development program that included the entire office.

Tim Walsh, Founder, Vetted

Forge Pathway Partnerships for Mentorship

Talent development programs have been a key pillar of success at our explainer video animation production company. 

One strategy that has worked wonders is "Pathway Partnerships." We pair up our seasoned experts with aspiring talents in mentorship duos. This not only fosters a strong sense of camaraderie, but also facilitates valuable knowledge transfer. Through regular one-on-one sessions, our rising stars receive personalized guidance, feedback, and hands-on training from the best in the business. 

This approach creates a culture of continuous learning and growth, igniting a passion for excellence in our team. Watching our talents flourish and advance their skills through these partnerships has been truly gratifying. Consider forging meaningful Pathway Partnerships—it's a win-win for everyone involved.

Andre Oentoro, CEO, Founder, Breadnbeyond

Implement Internship Programs and Outreach Initiatives

eMed is committed to democratizing healthcare and providing employment and growth opportunities for the South Florida community. 

On April 26, 2023, participation in the Venture Miami Talent Summit & Tech Hiring Fair led to the selection of three Engineering Interns and the hiring of a full-time Customer Service Representative. The eMed Internship Program, an eight-week initiative, focuses on department-specific projects, professional development, weekly one-on-one coaching meetings, subject matter expert presentations, team building, and a capstone project. 

At the program's conclusion, two of the three interns transitioned into full-time Junior Software Engineer roles. It is beneficial to engage with schools, outreach initiatives, and implement programs that provide a supportive foundation with multiple check-ins to ensure success. Hiring new talent can inspire existing team members, fuel new ideas, and create true change in our communities.

Nurdes Gomez, Director, People Operations, eMed Digital Healthcare

Align Initiatives with Strategic Objectives and Diverse Learning

Ensure that talent-development initiatives are closely aligned with the organization's strategic objectives and long-term vision. By understanding the specific skill sets and competencies needed to achieve those goals, you can design targeted development programs that directly contribute to organizational success.

Offer a range of learning opportunities to cater to different learning styles and preferences. This may include formal training programs, workshops, e-learning modules, job rotations, cross-functional projects, or participation in industry conferences and seminars. By providing diverse learning experiences, you ensure that employees can develop their skills in a way that suits their individual needs.

Rejoyce Owusu, Owner and VP of HR, UMATTA CONSULTING LLC

In the quest to improve employee support, we sought advice from top professionals including a Chief People Officer and a Founder and CEO. They shared their best strategies, from integrating real-time feedback and predictive analytics to using employee feedback for transparent management. Here are the top 10 tips they provided on revamping your performance management system for better employee support.

• Integrate Real-Time Feedback and Predictive Analytics
•  Shift to Continuous Feedback and Personalized Goals
• Define Clear Career Trajectories and Growth Plans
• Adopt Holistic Evaluations
• Foster Ownership Through Collaborative Metric Setting
• Promote Trust, Respect, and Open Communication
• Implement Upward Feedback and Employee Involvement
• Encourage Participative Goal Setting and Recognition
• Use Employee Feedback for Transparent Management
• Leverage Employee Strengths in Performance Management

Integrate Real-Time Feedback and Predictive Analytics

Crafting your performance feedback process around employee workflow is key to a greater impact on behavior and performance in real time. Depending on your operational structure or rhythm, constructing feedback systems that are integrated into a natural workflow and 1:1 process will provide bi-directional communication critical to strong relationships. 

Relying on an annualized process delays your ability to provide redirection mid-stream on project work or within teams. Another key to success in a distributed model is to aggregate feedback and data trending over longer periods of time. This data can be used to apply predictive analytics across project teams and the organization.

Stacie Baird, Chief People Officer, Community Medical Services

Shift to Continuous Feedback and Personalized Goals

We revamped our performance-management system to better support employees by shifting from a traditional annual-review approach to a continuous-feedback model. We implemented regular check-ins between managers and employees to provide ongoing support, set clear expectations, and offer timely feedback. This strategy allowed us to address performance issues promptly and recognize achievements in real time. 

We also encouraged employees to take ownership of their development by setting personalized goals aligned with their aspirations. Additionally, we incorporated a 360-degree feedback mechanism, soliciting input from peers and subordinates to foster a holistic understanding of performance. 

The essential tip for others is to prioritize frequent communication, create a feedback-rich culture, and empower employees to engage in their growth actively. Continuous feedback, personalized goals, and inclusive evaluations improve employee success, overall satisfaction, and engagement.

Shannon Garcia-Lewis, Owner/Principal, Strategic Business Partners, LLC.

Define Clear Career Trajectories and Growth Plans

Every department has clearly defined career-trajectory flows. Each level has clear, simple guidance on what is expected of the role. Critically, we include notes on what candidates need to do to get to that role. 

This fills a common gap, particularly among junior employees. They know what the role is, but they don't always know how to get there. We assume growth is the default option for everyone, so the performance review is about finding a plan to get there.

Trevor Ewen, COO, QBench

Adopt Holistic Evaluations

We've seen a lot of benefits after switching from traditional annual reviews to continuous feedback and coaching. It involves regular check-ins between managers and employees to discuss goals, progress, and development opportunities. Emphasizing ongoing communication allows for timely feedback, aligns expectations, and promotes employee growth. 

Additionally, incorporating self-assessment and peer feedback can provide a more holistic view of an employee's performance. Implementing such an approach fosters a culture of open dialogue, enhances engagement, and enables employees to become more proactive about their professional development.

Harry Morton, Founder, Lower Street

Foster Ownership Through Collaborative Metric Setting

At SmashBrand, we firmly believe in fostering a sense of ownership among our team members when it comes to their responsibilities. This ownership is not imposed upon them; rather, it is cultivated collaboratively. 

By involving the team in the process of establishing performance metrics, we reduce the need for excessive supervision while ensuring the successful completion of tasks. If your business is seeking to revitalize its approach to setting, managing, and measuring performance, we recommend engaging each team member in a constructive conversation to collectively discuss the desired outcomes they aim to achieve.

Jason Vaught, Director of Content, SmashBrand

Promote Trust, Respect, and Open Communication

One impactful strategy I've employed to revamp our performance management system at ZenMaid involves placing a high value on trust, respect, and inclusion. I can't stress enough the importance of these three tenets. They form the backbone of a thriving workplace. 

It's quite simple, really. When team members feel trusted, respected, and included, they're more inclined to collaborate effectively. These aren't mere buzzwords; they're essential for employee satisfaction and productivity.

Now, how do we implement this? Start by promoting a culture of open communication. Encourage every team member to voice their thoughts and ideas. Remember, diversity in thought and experience breeds creativity. Celebrate these differences and allow them to shape your team's identity. It not only bolsters team strength but also enhances individual performance. It's a strategy that requires time and patience, but trust me, the payoff is immense.

Amar Ghose, CEO, ZenMaid

Implement Upward Feedback and Employee Involvement

As the head of a thriving deals-and-discount discovery firm, I've found immense value in introducing upward feedback into our performance management systems. Giving employees a voice to express their perspectives encourages a two-way dialogue, creating a richer, more diverse understanding of our operations. A personal instance is when we introduced our innovative “Reflections Program.” We aimed to create an environment where everyone feels heard. 

Here, employees can pen their observations, concerns, and suggestions, which are then addressed in management meetings. We were pleasantly surprised by the depth and quality of the input received, leading to significant improvements in our strategy and execution. This is a straightforward, yet impactful, strategy that I would recommend to all organizations.

Rabea Elias, Business Head, Almowafir

Encourage Participative Goal Setting and Recognition

To better support our employees, we have revamped our performance management system. We now create individual goals for each employee at the beginning of every period—this empowers them to set their own targets and measure their performance against their own goals. 

We have also implemented frequent touchpoints between supervisors and employees throughout the period. Participative goal setting and feedback allow us not only to review progress but also to develop a sense of belonging within the organization. 

The final step was instituting an employee recognition program, which rewards those who achieved their targets with tangible outcomes such as additional free days off work. Although less commonly used, this has proven beneficial in motivating our team!

Julia Kelly, Managing Partner, Rigits

Use Employee Feedback for Transparent Management

To improve our performance-management system, we decided to use employee feedback to our advantage. For example, many employees suggested the use of timesheets to make the system more effective in managing performance. 

We decided to opt for software that would help us achieve this objective. The feedback forms also showed reluctance on the part of employees regarding the use of analytics in performance-management systems. This led us to introduce consent forms for employees. As a result, we were able to make our performance-management system more transparent. SurveyMonkey helped us gather this useful insight from employees.

Perry Zheng, Founder and CEO, Pallas

Leverage Employee Strengths in Performance Management

It's beneficial to adopt a strengths-based approach to enhance a performance management system effectively. Rather than solely focusing on weaknesses, prioritize identifying and leveraging employee strengths. Encourage managers to engage in conversations that uncover individual strengths and explore how they can be applied in the workplace. 

Additionally, create opportunities for employees to utilize their strengths by assigning tasks and projects that align with their core competencies. Following this, celebrate and recognize achievements that leverage these strengths, fostering a positive and empowering work environment. 

This approach works because it boosts job satisfaction, engagement, and overall performance. By nurturing and capitalizing on individual talents like so, organizations cultivate a culture that maximizes success and fulfillment for their employees.

Adam Wright, CEO, Human Tonik

In search of the most innovative approaches to employee compensation and benefits, we posed a question to HR and communications professionals. From promoting employee autonomy in compensation to involving C-suite in the recruiting workflow, here are the top eight creative strategies these leaders have implemented.

• Promote Employee Autonomy in Compensation
• Adopt a Bespoke Approach to Benefits
• Offer Flexible Schedules for Remote Workers
• Implement Profit and Equity Sharing
• Allow Employees to Customize Benefits
• Gamify Compensation and Benefits Discussions
• Provide Unique Benefits for Small Businesses
• Involve C-Suite in Recruiting Workflow
  

Promote Employee Autonomy in Compensation

One of the best ways to approach employee compensation and benefits is to root your processes in employee autonomy, rather than outright telling employees what their compensation and benefits packages are, without them having an input into how the compensation is provided.

Wendy Makinson, HR Manager, Joloda Hydraroll

Adopt a Bespoke Approach to Benefits

One creative approach I recommend for HR leaders is to approach compensation with a bespoke angle on a per-employee basis. Not all companies can take this approach, but if you have the scope to do so, then it's definitely worth analyzing how you can take a fully bespoke approach to employee benefits.

Tracey Beveridge, HR Director, Personnel Checks

Offer Flexible Schedules for Remote Workers

As a fully-remote company, we understand the value of providing our employees with a flexible schedule as part of their compensation and benefits package. 

Offering a flexible schedule allows our team members to have greater control over their work-life balance and adapt their work hours to best suit their personal needs and commitments. This approach recognizes that everyone has different productivity peaks and personal obligations, and by granting flexibility, we empower our employees to optimize their productivity and well-being. 

Whether they need to attend to family matters, pursue personal interests, or simply adjust their working hours to their natural rhythms, a flexible schedule fosters a happier and more motivated workforce.

Luciano Colos, Founder and CEO, PitchGrade

Implement Profit and Equity Sharing

We've instituted a profit- and equity-sharing system to inspire loyalty and pride in the company's success. Eligible employees receive company stock or a portion of profits, pushing them to think long-term and contribute to the organization's overall growth and success.

Gerrid Smith, Communications Manager, Texas Property Tax Loan Pros

Allow Employees to Customize Benefits

We provide employees the leeway to customize their benefits package to better suit their lifestyles. A flexible benefits system allows employees to allocate their compensation budget towards options such as wellness programs, childcare help, additional vacation days, and retirement savings. Staff happiness and well-being are both boosted by this individualized strategy.

Cindi Keller, Communications Coordinator, The Criminal Defense Firm

Gamify Compensation and Benefits Discussions

They say the best way for people to remember something is to make it into an activity that they will enjoy. Hence, every time we have our annual company team-building, we make it a point to gamify the discussion about employee compensation and benefits. 

Since we deem this a very important factor in their journey with us, we believe that having our employees remember their compensation and benefits is of top priority. We have different games for it, but the most recent is that we had Kahoot games where we present an online quiz and employees answer them on the spot. 

Since the questions are about company compensation and benefits, the employees get to learn and have fun at the same time. We make sure that the top three scorers receive fantastic prizes so our employees are encouraged to do well during the game.

Steven Mostyn, Chief HR Officer, Management.org

Provide Unique Benefits for Small Businesses

As a small business, it's difficult to compete with larger companies in our industry that have more resources. 

We have had to get creative in order to offer candidates and our current employees enticing benefits, packages, and perks. For example, not only do we employ a hybrid work model, but we also give each employee a $50 weekly meal stipend they can use for snacks, lunches, or coffees. 

Further, we have instituted company-paid, all-inclusive vacations for employees when they hit their one-, three-, five-, and ten-year work anniversaries. We hope that this policy will help us keep our top talent in the long run.

Janelle Owens, HR Director, Guide2Fluency

Involve C-Suite in Recruiting Workflow

I like to take the C-Suite through the recruiting and onboarding workflow from the candidate/new hire perspective. Is the ad enticing? Is the job description accurate? Does the wage reflect their vision for the company in the market? Do the benefits align with their ideal candidates? It's usually an eye-opener and an excellent way to fast-track improvements.

Jacquelyn Lloyd, HR Consultant, Jacquelyn Lloyd Consulting

• Write Impact Job Descriptions
• Take a Skills-First Hiring Approach
• Offer Intellectual Benefits
• Try a Talent Referral Program
• Assign a Buddy for Onboarding
• Embrace a Passive Recruitment Strategy
• Stand Out by Upending the Status Quo
• Reevaluate Your Employee Value Proposition

Write Impact Job Descriptions

The best candidates want to work in the best companies, where they can make the greatest impact on their careers. We understood early on that we had to stand out among our competition and attract top talent even when we were really small.

So, we started using job descriptions that describe the impact candidates can have on our company and projects in their first one, three, and six months of working together. Typical job descriptions are boring, too focused on the employer, and rarely give candidates insight into everything they can touch and influence while employed.

However, impact job descriptions allow them to see exactly what they will own and be responsible for from the get-go.

Gordana Sretenovic, Co-founder, Workello

Take A Skills-First Hiring Approach

We have always believed that the economic standing of people has limited their university and career options. There are many talented individuals with amazing skills despite not finishing a college degree or not having work experience with top companies.

Hence, to give equal opportunities to all our applicants, we have employed skills-first hiring. We do this by considering the skills of our applicants first. We look for certifications, trainings, and other proof that they have the skills that match our job description. We have staff who remove the work experience and university of an applicant on their resume prior to choosing the applicants for interviews.

This way, skills are the first consideration for the selection process. So far, we've had fewer problems to deal with since our projects and tasks have been on time since this skills-first hiring implementation. With that said, we encourage other companies to do so too.

Steven Mostyn, Chief Human Resources Officer, Management.org

Offer Intellectual Benefits

To attract top talent, offering intellectual benefits is one strategic step and our HR department’s differential has worked well for us. We noticed that typical employee benefits such as dental care, health insurance, tuition reimbursement, etc., are not that effective in attracting top talent since every organization offers these or somewhat similar benefits.

We offer "intellectual benefits" that include upskilling or reskilling, resulting in fabulous growth opportunities, greater work-life balance by offering a four-day workweek, psychological coaching sessions to deal with operational fatigue, and career scalability, among others. The results are amazing!

Recently, we advertised a top job position highlighting these benefits and received an overwhelming response, resulting in onboarding the best talent for the position.

Lou Reverchuk, Co-founder and CEO, EchoGlobal

Try A Talent Referral Program

One unique strategy that has proven highly effective is implementing a talent referral program. Why? Because talent referrals hold immense power as they come from trusted sources. When a friend or colleague refers someone, there's a higher likelihood of finding a great fit for both the company and the position.

By tapping into our talents' networks, we not only attract exceptional freelancers but also foster a sense of engagement and camaraderie within our organization. It's a win-win situation that fuels our talent acquisition efforts with a personal touch.

Tobias Liebsch, Co-founder, Fintalent.io

Assign A Buddy For Onboarding

One unique strategy we have implemented to attract top talent is the concept of assigning a dedicated buddy to candidates who have accepted our offer. This buddy is someone from the specific team the candidate will be joining, ensuring a seamless onboarding experience.

The buddy takes care of the candidate's needs during the pre-boarding phase. They provide information about the organization, the candidate's role, and manager, offering guidance and support throughout processes such as background verification and documentation submission, and so on. This support extends to the candidate's first day and the subsequent week, ensuring a smooth transition.

By assigning a buddy, we aim to mitigate any feelings of helplessness and provide a positive experience for candidates before they officially join the company. Additionally, during the offer stage when multiple candidates are in different stages of the hiring process, we maintain regular communication with them. Talent acquisition personnel

Sanya Nagpal, Head, Human Resources, Leena AI

Embrace A Passive Recruitment Strategy

Passive recruitment has been a very unique strategy that we continue to trial as a method of not only talent attraction but talent discovery.

It allows you to reach out to a broader network of talent potential, rather than being confined to the traditional role of talent attraction or job posting where the candidates come to you.

Wendy Makinson, HR Manager, Joloda Hydraroll

Stand Out By The Upending Status Quo

A majority-female recruiting firm working in the equipment and industrial sector is an anomaly, and that uniqueness draws underappreciated top talent my way on a regular basis. Women looking for a place where they know their value will be respected choose my company over bigger names often.

Standing out by upending the status quo is a strategy any company should consider. Take a moment to consider who has historically been excluded from your industry, and how you might develop an office culture that welcomes them.

Not only will you find excellent workers with passion and drive, but the diversity that follows will also broaden your client reach.

Linn Atiyeh, CEO, Bemana

Reevaluate Your Employee Value Proposition

Want to attract top talent? Dust off your EVP

Salary and benefits aren’t enough anymore; job seekers want to be INSPIRED! Candidates today want to work for companies whose values and views align with their own. Company culture, inclusion, employee satisfaction, employee development, and social causes are prioritized.

Examine your company's Employee Value Proposition carefully and consider if it needs to be updated to match the requirements of today's job seekers.

Laura Drews-Freund, Founder, Data Talent Recruitment

• Plan and Strategize DEI Initiatives
• Implement DEI Strategic Plan Pillars
• Embrace Invisible Factors
• Foster a Top-Down Inclusivity Culture
• Prioritize Inclusive Hiring Practices
• Address Specific DEI Pain Points
• Accommodate Diverse Food Choices
• Showcase Your Commitment to Diversity

Plan And Strategize DEI Initiatives

When we talk to Employee Resource Groups and other DEI leaders, we find one of the most common mistakes made is that they execute first and plan later. It's just like going on a vacation with your family; you surely don't load them up in the car, drive for four hours, and then ask where they want to go.

We suggest starting with a discussion about the culture of the organization, including the real people that work together. Just like your eight-year-old might prefer Disneyland over Las Vegas, it's important to remember who is on your team.

Then it's time to create a plan for what these D&I initiatives are set to accomplish. Developing a strategy is fun as you look at the different activities, trainings, and workshops available to the group.

When you have your roadmap ready, you're excited to talk with your organization about your plans because they will be excited too. Following these steps will help any organization become successful with its DEI initiatives.

Ashley Kelly, CEO and Co-founder, CultureAlly

Implement DEI Strategic Plan Pillars

When implementing diversity and inclusion initiatives, it is vital to have support from the top leadership. With this, you have a place to land and accountability to help propel initiatives forward. Additionally, it is important to create a strategic plan involving all areas of an institution so that the overall impact on its culture is sustainable.

At our institution, we have focused on four main pillars for our DEI strategic plan, including:

1. Workplace
2. Workforce
3. Care delivery to the Community
4. Marketplace

Approaching DEI from all four pillars ensures that we are addressing growth in DEI from multiple angles. It also helps to share the responsibility of the equity work with various departments, divisions, and levels within the institution, which helps to create a more sustainable shift in the overall culture, rather than the responsibility of DEI work landing solely with the Office of Equity and Diversity.

Tiffany Gladdis, Medical Director of the Office of Equity and Diversity, Children's Mercy Kansas City

Embrace Invisible Factors

Diversity and inclusion have, by far, now become an integral part of the success trajectory of any organization. The results have been amazing ever since I bought into the invisible factors strategy. Planning any initiative must strongly revolve around three often ignored yet crucial forces: drive, cognitive diversity, and psychological safety!

Treating every employee equally is surely the first step, but what makes it even more evident is celebrating and acknowledging their traditions and perspectives. For instance, if you're coming up with any policy favoring parent employees, don't just ignore the efforts of others who burn the midnight oil for your company.

Rather, what you could do is balance off the policies, and there you hit the psychological aspect of every individual employee. Besides, analyzing talent on the same grounds and awarding the employee of the month without any biases is yet another strategy that worked well for us.

Johannes Larsson, Founder and CEO, Financer.com

Foster A Top-Down Inclusivity Culture

As a tech company CEO, implementing diversity and inclusion initiatives has been a priority for us. One of the best strategies we have found is creating a culture of inclusivity from the top down.

It starts with leadership commitment and setting clear goals for diversity and inclusion. We have established diverse hiring panels to ensure unbiased decision-making, implemented unconscious bias training for all employees, and actively sought out diverse talent through targeted recruitment efforts.

Additionally, we foster an inclusive work environment by promoting open dialogue, providing resources for employee education and awareness, and establishing employee resource groups.

By creating a safe and inclusive space where diverse voices are heard and valued, we have seen increased employee engagement and a stronger sense of belonging within our organization.

Luciano Colos, Founder and CEO, PitchGrade

Prioritize Inclusive Hiring Practices

Diversity and inclusion initiatives in our workplace begin with our hiring practices. We prioritize diversity by adopting inclusive hiring strategies. We actively source candidates from diverse backgrounds, use blind resume screening, and implement structured interview processes to minimize bias.

Matias Rodsevich, CEO, PRLab

Address Specific DEI Pain Points

The key to advancing DEI within your organization isn't launching ERGs, or unconscious bias training, or even a pay equity analysis. What is it? I can't tell you that, because I don't know enough about your organization. An impactful DEI strategy is one that's built to address your specific DEI pain points.

What DEI problems are you looking to solve? Your DEI initiatives should flow from there. Uncover your DEI problems by doing an audit of key HR processes (e.g., performance management and hiring) and benefits, and by running a comprehensive DEIB survey with your employees.

From there, you will have an understanding of your "burning down the house" issues, and the initiatives you take on should be ones that address those specific issues. Otherwise, you're going to end up with a whole lot of DEI "activity" but not necessarily any progress to show for it. And that is a recipe for DEI fatigue & burnout.

Amber Madison, Co-founder, Peoplism

Accommodate Diverse Food Choices

Chances are, you share mealtimes with your co-workers regularly, whether it's in the break room or out for a celebratory dinner. These moments can seem benign if you're part of the majority, but for marginalized groups, it can feel like navigating a tightrope. Food is more than fuel; it's personal and cultural. Because of this, comments about dishes can easily cross the line into microaggressions.

As a business owner, it's up to me to ensure everyone feels accommodated and accepted, and that includes those with dietary restrictions, requirements, and preferences.

When catering, ordering out, or just sharing a table, don't make people explain why they're avoiding gluten or pork. Just take our differences in stride and make sure options are available for everyone without comment.

Linn Atiyeh, CEO, Bemana

Showcase Commitment To Diversity

Emphasize your company’s commitment to diversity and inclusion. If your company keeps becoming a more and more welcoming and inclusive workplace, noting that fact in the job offer and on social media profiles is worthwhile.

One of the possible ways to do that is by simply including the information that you are “an equal opportunity employer.” Still, you can go beyond it and make a powerful, encouraging statement in your own words. Highlight how proud you feel to have qualified employees from all walks of life, representing different cultures and contributing to the company’s success because of their precious knowledge and varied skill set. It will enhance your chances of gaining a more diverse candidate pool.

Such a simple solution has worked great for my company, so I recommend it to any forward-thinking employers caring for diversity and inclusion initiatives.

Agata Szczepanek, Community Manager, MyPerfectResume

• Introduce Pets in Video Meetings
• Hold Flash Slack Contests
• Implement a Team Perk System
• Host Empowerment Days for Innovation
• Foster Appreciation and Collaboration
• Create a Snack-Filled Community
• Boost Engagement With Gamification
• Show Appreciation and Gratitude to Employees
• Promote Personalized Wellness Programs
• Launch a "Passion Project" Initiative

Introduce Pets In Video Meetings

Introduce your pets in video meetings to lighten the mood. The remote workforce allows us to bend the professional standard and get to know team members as friends instead of colleagues. Start the meeting with a pet introduction, or take a break and do it then. It keeps the mood light-hearted and engages workers in a conversation.

Christy Pyrz, Chief Marketing Officer, Paradigm Peptides

Hold Flash Slack Contests

Creativity is key when boosting employee engagement in remote work environments. One successful way we've raised morale and engagement is by holding flash Slack contests. A company leader will post a prompt in a Slack channel and reward the best answer with a digital gift card.

Past prompts have included things like, "If you could create your own holiday, what would it be?" and "What is your funniest holiday food fail story?" This is a great way to keep remote employees alert to Slack and encourage them to use it for fun team bonding and work communication.

Michael Alexis, CEO, Virtual Team Building

Implement A Team Perk System

Managing a team of employees requires balance and finesse to ensure high levels of engagement. One creative way that I recently implemented at my company to boost employee engagement was developing a "team perk".

This involves each team member getting the chance to become the “Employee Of The Week,” granting access to small bonuses such as early leave for one day, or other perks like free lunch or snacks.

This incentivized performance, while also feeling special within the team. It created an atmosphere of good faith amongst everyone, thus improving morale and overall productivity.

Kate Duske, Editor-in-Chief, Escape Room Data

Host Empowerment Days For Innovation

As managers, we have implemented a unique initiative called "Empowerment Days" to boost employee engagement. On these designated days, employees have the freedom to pursue personal projects that align with their passions and skills. This creative approach encourages innovation, fosters a sense of ownership, and strengthens the bond between employees and the company.

Studies show that organizations with high employee engagement outperform their competitors by 147%. Empowerment Days provide an opportunity for employees to showcase their talents, explore new ideas, and contribute to the company's growth.

A real-life example is 3M's "15% Culture," where employees may spend 15% of their work time on projects of their choice. This led to groundbreaking innovations like Post-it Notes.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Foster Appreciation And Collaboration

As a manager, one creative way I have boosted employee engagement in my company is by implementing a personalized recognition program. Understanding that recognition is a powerful motivator, I developed a system where employees could nominate and recognize their peers for exceptional work.

This fostered a culture of appreciation and created a positive feedback loop within the organization. I organized team-building activities, such as offsite retreats and social events, to encourage collaboration and build stronger relationships among team members.

By valuing and investing in employee well-being and growth, we witnessed a significant increase in overall employee engagement and productivity.

Samuel Fletcher, Co-founder, SupplyGem

Create A Snack-Filled Community

One creative way I have boosted employee engagement in my company is by providing a variety of fun and delicious snacks in the office. We have set up a snack bar with a range of options, such as healthy or not-so-healthy snacks. We also provide popcorn, cotton candy, and even a snow cone machine during the summer months.

This initiative adds an element of excitement to the work environment and encourages employees to take breaks and connect with one another in a relaxed setting. It promotes a positive company culture by fostering a sense of community, providing a refreshing treat, and creating opportunities for spontaneous conversations and team bonding.

Trey Ferro, CEO, Spot Pet Insurance

Boost Engagement With Gamification

One creative way to boost employee engagement is by gamifying tasks. We implemented a points and rewards system where employees earn points for completing tasks and meeting goals. They can redeem these points for rewards like gift cards or extra time off.

We also created a leaderboard to display top performers, fostering friendly competition. Team-based challenges and missions encourage collaboration and camaraderie.

By gamifying tasks, we have seen increased employee engagement, motivation, and a more enjoyable work environment. Employees are actively seeking opportunities to earn points and contribute to the company's success.

Josh Amishav, Founder and CEO, Breachsense

Show Appreciation And Gratitude To Employees

Give sincere appreciation and gratitude to employees for their hard work and achievements, both publicly and privately. You can also integrate "Thank You" notes into your communication channels and offer small tokens of appreciation, such as gift cards or extra PTO days.

This practice fosters a positive and supportive workplace culture, motivating employees to remain engaged and productive, and can improve overall company morale.

Jefferson McCall, Co-founder and HR Head, TechBullish

Promote Personalized Wellness Programs

I firmly believe that employee wellness plays a vital role in boosting their engagement. Therefore, my creative approach toward employee motivation is promoting personalized wellness programs.

These programs allow employees to identify their health goals and create a customized plan of action to achieve them. It could be anything from yoga, meditation, weight loss programs, nutrition counseling, smoking cessation, etc.

Creating a positive environment around employee health is a great way to boost engagement and increase productivity. It promotes a sense of community and support among team members while also showing them that their employer cares about their personal well-being.

This results in a more energized and focused workforce, leading to a happier, healthier, and more productive workplace.

Basana Saha, Founder, KidsCareIdeas

Introduce A "Passion Project" Initiative

One creative way I boosted employee engagement in my company was by implementing a "Passion Project" initiative. I allowed employees to dedicate a set amount of work time each week to pursue personal projects related to their interests or professional growth.

This not only encouraged creativity and innovation but also fostered a sense of autonomy and ownership among employees. It provided a platform for them to explore their passions, develop new skills, and share their lessons with the team.

Regular showcases and presentations were organized to celebrate and appreciate the diverse projects undertaken. This initiative not only enhanced employee engagement and job satisfaction but also resulted in the generation of fresh ideas and improved collaboration within the organization.

Jessica Shee, Marketing Manager, iBoysoft

• Segment HR Data and Create Visuals
• Focus on Relevant Metrics
• Craft a Story with Key Metrics
• Prioritize Data Management
• Seek Niche Creator Training

Segment HR Data And Create Visuals

HR leaders have a crucial role in understanding and making sense of data. To effectively manage HR data, here is my best piece of advice: use feedback from employees to segment your HR data into smaller clusters, then draw strategic conclusions from each set of findings.

One approach to business decision-making here would be to create visual representations of the insights gained by using clustering techniques—for example, charts that differentiate employee responses based on age or job title—so that a company can review these observations holistically.

With this method, HR leaders can easily realize actionable patterns that could inform their strategy in related areas, such as recruitment or training.

Grace He, People and Culture Director, TeamBuilding

Focus On Relevant Metrics

With understanding HR data, it's overwhelming to decipher what's important and what's not. My best advice for HR leaders is to focus on the metrics that align with your organization's overall goals and objectives.

Determine what success looks like for your organization and identify the key performance indicators (KPIs) that will help you measure progress toward those goals. By focusing on the right metrics, HR leaders can avoid getting bogged down by irrelevant data and instead gain valuable insights that are actionable and drive positive change within the organization.

Jefferson McCall, Co-founder and HR Head, TechBullish

Craft A Story With Key Metrics

HR data can be overwhelming, especially when too much is collected and reported without a specific purpose. If you long to enlighten your customers, frame the storyline using only the most relevant and important metrics.

Remember, data is to words as insights are to plot. If you want a tale worth telling, look beyond efficiency metrics and focus on effectiveness measures. The first might crisply convey the what, when, and where, as well as the how much and how many. But the latter provides critical "ah-ha" moments that shed light on the complexities of the why and how. Therein lies your story and catalyst for action.

Tim Toterhi, CHRO, Plotline Leadership

Prioritize Data Management

The best way to overcome the challenge of clean data difficulties common in HR data is to prioritize and optimize data management. Establish data policies that prioritize organization, data accuracy, and of course, upkeep. HR data comes from departments all around a business, many with their own systems and processes too. The better aggregated and organized that data, the less confusion and overall error.

Max Schwartzapfel, CMO, Schwartzapfel Lawyers

Seek Niche Creator Training

My advice is to look for niche creators who have courses specific to the platforms or software you're using. Trying to learn from free online guides or even from the material provided by the platform can be overwhelming; however, learning from a creator who understands the requirements for a specific platform is likely to provide a much more fruitful training experience that aligns with what you actually need to learn as an HR professional.

Wendy Makinson, HR Manager, Joloda Hydraroll

• Blend Work and Personal Life with Volunteer Work
• Provide Time for Personal Chores During Work Hours
• Try Asynchronous Work
• Offer Flexible Work Arrangements
• Consider Flexible Scheduling and Work Completion Focus
• Build Community Through Socializing
• Encourage Breaks and Seamlessness
• Promote Workations
• Integrate Work and Personal Time via Scheduling

Blend Work And Personal Life With Volunteer Work

Work-life integration has replaced the traditional approach to work in many businesses. This approach emphasizes blending the different aspects of life rather than keeping work and personal life separate. This integration acknowledges that work and personal life are equally important and should work together in one's life. Some strategies to achieve this include flexible work hours, remote work options, and offering resources like wellness programs and support groups.

Our company, for instance, encourages work-life integration by providing employees with opportunities to engage in volunteer work during work hours. We believe that by fostering a more integrated approach, employees can be more productive and satisfied both personally and professionally.

Natalia Brzezinska, Marketing and Outreach Manager, ePassportPhoto

Provide Time For Personal Chores During Work Hours

Employees differ in their approach when balancing work and personal life, and at our workplace, we respect the individual choices of every employee. While our work-life balance strategy continues to evolve, we also work on our work-life integration strategy to offer the right solutions to employees who prefer the latter approach.

One impactful change is our decision to allow on-the-clock time for our employees to complete their personal chores. Whether for a quick grocery run or to go online to pay their bills, this free time we allow our employees enables them to balance work and personal life without separating the two.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Try Asynchronous Work

Work-life integration is all about finding compromises between personal and professional responsibilities.

One thing we've found makes it easier to achieve is asynchronous work. We have a fully remote team that works at the hours they are most productive while still collaborating with our full team. We limit live meetings and encourage employees to record videos and audio messages in their place.

Creating this kind of flexibility for our team allows them to complete personal life tasks and work tasks in the way that best fits their lifestyle.

Max Ade, CEO, Pickleheads

Offer Flexible Work Arrangements

In today's fast-paced world, achieving a work-life balance can be a daunting task. That's why more and more businesses are moving towards work-life integration. It means allowing employees to blend their work and personal life seamlessly, while still ensuring optimal productivity and job satisfaction.

One strategy our company is currently using to promote work-life integration is offering flexible work arrangements. This includes the option to work from home or choose flexible working hours. By giving employees more control over their schedule, they can better balance their work and personal life, reducing stress and increasing overall well-being.

Research shows that work-life integration leads to increased job satisfaction, higher productivity, and reduced burnout. By promoting work-life integration, companies can attract and retain top talent, improve employee engagement and overall business success.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Consider Flexible Scheduling And Work Completion Focus

Work-life integration is one of the most important concepts companies can promote to their employees. Work-life balance simply doesn't exist anymore, leaving both employees and their employers striving for something that's unattainable.

Instead, focusing on integrating work and life ensures responsibilities are covered on and off the clock. To do this, I've implemented flexible scheduling with a twist. It doesn't matter when work gets completed, as long as it's done on time. It can take 20 minutes or two hours—the time doesn't matter. What does is that the work is done well.

However, if there is a standing meeting that needs to be attended during "typical" work hours, it is expected that employees attend, unless they communicate an appropriate reason why they can't.

Kelli Anderson, Career Coach, Resume Seed

Build Community Through Socializing

As the owner of a recruiting firm, the biggest change I've made to improve my team's work-life integration is community building.

Too many recruiters interact with client companies and potential candidates only as an intermediary when a position is on the line. This is a mistake. Cultivating a community that incorporates both sides of the equation means eliminating the dreaded cold calls and small talk that used to define the industry.

By regularly hosting events and taking part in industry get-togethers, we interconnect my team with hundreds of colleagues and community members. Creating a tight-knit group means work feels like an extension of socializing, rather than a series of tasks with strangers. It cultivates a personal touch that benefits everyone involved.

Linn Atiyeh, CEO, Bemana

Encourage Breaks And Seamlessness

Work-life integration means that instead of trying to keep work and personal life separate and in balance, the focus shifts towards integrating the two in a more seamless way. The goal is to create an environment where employees can be productive and successful in their jobs, while also being able to manage their personal responsibilities and pursue their personal goals.

At Compt, we encourage the team to take breaks to recharge and use at minimum 3 weeks of their Unlimited PTO. Additionally, we offer flexible work arrangements to help employees manage their personal responsibilities; we're fully remote but we also understand that sometimes things need to be accomplished mid-day, like a doctor's appointment or a child's school recital. They can use their lifestyle spending accounts to support these things, too.

Work life and personal life can coexist in harmony. When we give each other the space to balance both, we become happier and more productive in all aspects of our lives.

Amy Spurling, CEO and Founder, Compt

Promote Workations

Transitioning from a work-life balance approach to a work-life integration approach means blending professional and personal aspects of life, rather than strictly separating them.

One innovative strategy for promoting work-life integration is implementing "workation" policies, allowing employees to work remotely from any location for a specified period. By combining work with travel or time in a new environment, employees can seamlessly integrate work and leisure, increasing job satisfaction, creativity, and productivity while maintaining a healthy lifestyle.

Dilruba Erkan, Consultant, Morse Decoder

Integrate Work And Personal Time Via Scheduling

One way you can integrate your work and life is to create a schedule wherein you work for brief spurts and spend time on personal things for another brief span of time.

For some, this helps them integrate their work and life while achieving maximum productivity because personal time acts like a break for their mind. However, make sure you do something you love or something productive during your personal time so you don’t find it challenging to get back to work once it’s time to.

Robert Lang, Director of Sales, Vivint.Security, Vivint Authorized Dealer

• Incentivize Improvement
• Create a Structured Process
• Work to Make It Last
• Identify Actions You Can Take Now
• Promote Open Communication and Action
• Give Yourself Three Days
• Create an Action Plan
• Determine How to Address Feedback and Set Goals
• Schedule Regular Follow-ups and Communication
• Take an Active Role
• Seek More Perspectives
• Be Specific on What You Want Improved
• Practice Active Listening

Incentivize Improvement

For applying feedback, employees undeniably need guidance and, more importantly, motivation. Yes, some employees change without them, but it works to a larger extent when there is some clear incentive to do so.

Give employees clarity on how they can incorporate your feedback and have some KPIs in place to measure their performance periodically. If they show signs of improvement, reward them with bonuses or benefits so they can keep the momentum going and stay eager to keep improving.

Harry Morton, Founder, Lower Street

Create A Structured Process

One tip for managers on how they can turn feedback into action is to create a structured process for receiving and analyzing feedback, and then use that feedback to set specific goals and action items. This can include gathering feedback from multiple sources, such as employee surveys and one-on-one meetings, and then synthesizing that feedback into specific actions that can be taken to improve the organization.

Managers can also ask for support or additional feedback from coaches or mentors, as well as communicate effectively with employees to ensure they understand the feedback and the goals for improvement. By creating a structured feedback loop, managers can turn feedback into actionable insights that drive positive change in the organization.

Brenton Thomas, CEO, Twibi

Work To Make It Last

Change isn't always easy. In fact, in a working environment, it can be exceptionally difficult to implement lasting changes. As a manager, while it may be difficult, it will be up to you and others in management positions to stick with changes that are implemented regarding feedback.

That may mean being a stickler or being less forgiving or even unforgiving of infractions. It may mean not being the “cool” manager who allows things to slide under the radar so long as they aren't noticed. Still, if a change is to last, then it has to be upheld and enforced, even at the cost of a bit of discomfort for those involved.

Without strong enforcement, managers won't be able to make changes last. If you want to turn feedback into lasting action, you'll need to be a manager who does what must be done to see it through.

Liza Kirsh, Chief Marketing Officer, Dymapak

Identify Actions You Can Take Now

In order to turn feedback into actionable items, it's a good idea to start by identifying actions you can take immediately.

First, review the feedback you received and look at specific areas you can improve. For example, if you need to work on communication, focus on taking steps toward communicating more effectively with your team and externally to clients or other people you work with.

From here, you can set measurable goals to help you improve your skills. In this case, you can make it a goal to share at every meeting each week so you can get better at communication. As you do this, you can monitor your progress by receiving feedback from others so you can take steps to work on their criticisms.

Overall, by identifying actions you can take immediately, you will be better at turning your feedback into actions and goals for yourself.

Bill Lyons, CEO, Griffin Funding

Promote Open Communication And Action

Managers should always strive to foster a culture of open communication and constructive feedback. To ensure this is successful, it is important for managers to ensure that feedback not only catalyzes productive conversations but also is turned into measurable action.

One of the most common approaches managers can use is creating follow-up surveys or one-on-one meetings designed to gain more insight into how employees responded to the initial feedback.

This allows the manager to go deeper in understanding employee sentiments and identify any potential issues they need to address ‌while providing tangible results they can act on, such as bonuses or additional resources, making the effort all parties put forth worthwhile.

Carly Hill, Operations Manager, Virtual Holiday Party

Give Yourself Three Days

When I receive feedback from subordinates, I try not to react or "solve" in the moment. It's important to give it some thought and work through the possible tradeoffs of different solutions.

Second opinions from other managers never hurt either. To hedge off a loss of momentum, I always tell the subordinate "I will give you a response with action items in three days." Now there's a deadline, accountability, and a sense of certainty for the one giving the feedback.

Trevor Ewen, COO, QBench

Design An Action Plan

As companies strive to create an environment of open communication and collaboration, employee feedback has become increasingly important. However, collecting feedback alone is not enough. Managers must take action to address concerns and implement changes that will improve the work experience for their employees.

One effective way to do this is by creating an action plan based on feedback received. This plan should include specific steps and timelines for addressing concerns and implementing changes. Managers can also work with employees to identify solutions and involve them in making improvements.

By taking concrete steps to address employee feedback, managers show their commitment to creating a positive and supportive work environment. This‌ can lead to increased employee satisfaction and productivity, ultimately benefiting the entire company.

Bryor Mosley, Career Coach, Southern New Hampshire University

Determine How To Address Feedback And Set Goals

One of the best tips for managers to turn feedback into action is to approach it with an open mind and a willingness to learn. This means actively listening to the feedback, understanding its implications, and, most importantly, taking action on it.

To turn feedback into action, managers should make a plan for how they will address the feedback and set clear goals for what they want to achieve. They should also involve their team in the process, asking for their input and feedback as they work toward addressing the issues that have been raised.

Another important aspect of turning feedback into action is follow-up. Managers should regularly check in with their team to see how the changes they've implemented are working and if there are any further adjustments that need to be made.

Luciano Colos, Founder and CEO, PitchGrade

Schedule Regular Follow-Ups And Communication

If you want to ensure the feedback you receive is turned into action, communication and follow-up are key.

Communicating with others about the information you received and what you plan to do about it creates a culture of accountability. Following up with people about how progress is going, what steps have been taken, and what remains to be completed will also keep managers honest about following through.

By communicating regularly with your team, a manager can make these updates part of the routine and increase the odds of action being taken.

Brian Munce, Managing Director, Gestalt Brand Lab

Take An Active Role

Don't just recommend that feedback goes through a specific channel. While a good HR department will certainly have taken steps to implement a feedback system that employees can use, a manager willing to act as a mouthpiece for an issue can do a world of good.

If feedback needs to move up the chain beyond management, then employees may struggle to be heard regardless of the systems put in place. As a manager, you may help organize and present employee concerns in a more digestible manner and provide insights about the job that non-management staff may not be given the opportunity to bring up.

Being an active participant and advocate for change within your office is one of the best ways a manager can help to turn feedback into action.

Max Ade, CEO, Pickleheads

Seek More Perspectives

It is easy to become trapped in your own perspective when offering feedback. After all, you've been managing the employee for some time and know their work well—but that doesn't mean yours is the only point of view worth considering.

Consider involving other team members in feedback sessions to gain a different perspective. This allows colleagues to weigh in on an employee's performance while also allowing employees to get different views on how they can improve.

It can also help ensure that any advice given is both fair and objective—something which can be difficult when relying solely on one opinion.

Gary Gray, CFO, CouponChief.com

Be Specific On What You Want Improved

Employee feedback should be problem-solving-focused, unambiguous, and direct. General remarks, such as "Your work needs to be improved" or "I wasn't very impressed with those reports," are appropriate if your goal is to provide corrective feedback.

Your employee may become perplexed and unsure of what part of their job needs to be improved if you tell them, "You have to do better than that. Give your staff explicit instructions on what to do and advice on how to put the feedback into practice. For instance, "I saw that you missed your past two deadlines. To make sure you aren't taking on too much and are doing each of your tasks on time, I'd like to work with you on time management."

Avoid being fixated on corrective criticism. Remind your staff to provide positive comments as well so they are aware of the things they should continue doing (but not simultaneously).

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Practice Active Listening

When receiving feedback, it is important to show that you are engaged and actively listening to what is being said. Take notes on the feedback and summarize it to ensure that you understand it correctly.

Once you have a clear understanding of the feedback, prioritize the most important issues and create a plan to address them. Set achievable goals and involve your team in the process. Communicate your plan clearly and regularly follow up to ensure that progress is being made. Remember, turning feedback into action is not a one-time event; it requires ongoing effort and commitment to continuously improve.

Ray Schultz, VP of Marketing, Liquid Rubber

In recent years, Arizona employers in construction, transportation and higher education are among those that have been penalized for not following the provisions of the Family and Medical Leave Act (FMLA).

That’s a concern. Arizona is a state where both paid and even unpaid family leave under FMLA are inaccessible to the majority of workers. About 80% of employees in the state have no paid leave benefits and 66% aren’t eligible for FMLA.

One reason why FMLA access falls short may relate to how employers interpret the rules. The regional Mesa Air Group, for example, got into trouble with the U.S. Department of Labor for its pay policy for flight attendants and pilots. Its policy qualified them for FMLA using only hours paid, allegedly ignoring hours worked.

The airline held that flight attendants and pilots, per industry practice, generally only receive their standard hourly wages while the aircraft is moving. That makes it difficult for flight crews to qualify for FMLA leave.

The judgment against Mesa is likely to have implications for other airlines. It also underscores one of the most common mistakes employers make in following FMLA guidelines: Eligibility requirements cannot be waived, altered, ignored or eliminated.

Here’s what employers need to know

HR and general managers need to be aware of FMLA rules and requirements. There are four critical eligibility requirements for employers and employees that can go a long way toward avoiding common compliance mistakes.

• Employer eligibility requirements: Eligible employers must have 50 or more employees working each day for at least 20 calendar weeks over the previous 12 months or current calendar year at the time a leave is requested. Employers on the cusp can move in and out of eligibility, so they should review this standing every time a potential leave request is made. Smaller employers that are owned or managed by a central company must use the integrated employer test to determine if they collectively share enough common interest to be considered one employer for eligibility purposes.
• Three rules for employee eligibility:

• First, the individual must work a minimum of 12 calendar months, not consecutive, but over a seven-year time frame. This means accurate record-keeping for seasonal employees or those who are re-hired.
• In the 12 months prior to making the leave request, an employee must work a minimum of 1,250 hours. Part- or full-time status is not relevant.
• The work location must have 50 employees within a 75-mile radius. This has become more complicated with remote work trends. For remote workers, the rule shifts to the location where their work is assigned. For those without a fixed worksite, the rule is based on which location they report to. Remote managers? Where they report to or where work is assigned from are site location determinants.

Avoid most common mistakes

As noted, employers are not allowed to make any changes to eligibility rules, specifically the 50/75 rule. Other common missteps and mistakes include:

1. The FMLA clock does not restart for employees who leave or come back to work for an employer. Regulations say nothing about accounting for employment breaks. The rules require employers to look at the12 months preceding the leave request.
2. An employee’s status as a part-timer does not mean he or she is ineligible for FMLA.
3. It’s easy to mishandle eligibility requirements for temporary employees that are then hired as regular employees. In this instance, the joint-employer rule comes into play: their joint service hours and months accrued as a temp must be counted toward FMLA eligibility once they are hired.

The FMLA is a boon to workers as a way to balance the often-warring demands of work and health. But it’s also complex, posing an administrative challenge. Employers would be smart to institute a sound FMLA policy that outlines everything from notice requirements and medical certification rules to how it aligns with company leave policies – and train managers regularly on the basics.

About the author

David Setzkorn is Senior Vice President and National Practice Leader for Absence Management at global Top 5 insurance brokerage Hub International out of Arizona. He has over 10 years of experience working in the carrier space as a subject matter expert on Leave Administration.  His experience includes consultation and development of Absence Management and ADA programs with clients from implementation, training and ongoing compliance with state and federal regulations as well as product and program development for carriers. He is a nationally recognized speaker working with organizations such as DMEC, IBI, SHRM and ISCEBS to deliver trainings and content regarding FMLA, ADAAA, Paid Family Medical Leave and state and municipal leave programs.

From offering more flexibility to turning over the reins, here are five answers to the question, "What are your best tips for retaining and engaging Gen X employees in your organization?"

• Give a Greater Degree of Flexibility
• Consider Internal Mobility
• Offer Appealing Work Assignments
• Engage With New Challenges and Skills
• Grant Them Leadership Opportunities

Give A Greater Degree Of Flexibility

You need to ensure that you're offering, as much as you can, a degree of flexibility in line with the requirements of Gen X employees who, more broadly, are less concerned with “progression at all costs” than previous generations.

For example, a greater degree of flexibility regarding set working hours (e.g. the option to start an hour earlier or an hour later) to allow for more control over aspects of their life outside of work.

Wendy Makinson, HR Manager, Joloda Hydraroll

Consider Internal Mobility

While Gen Z is welcoming gig work with open arms, Gen X is tiring of the constant grind that goes along with contract positions.

If companies want to retain and engage their Gen X employees, they should place more focus on internal mobility. Gen X is getting older, and while they'll never stop searching for the best compensation and benefits package, they see an increased value in staying put. If they can settle in at a company, they will.

So don't assume there is no point in offering internal promotions, even if you're not able to budget for the raise they'd get somewhere else. They likely appreciate stability more than you know.

Instead, negotiate a package of slow and steady advancement.

Rob Reeves, CEO and President, Redfish Technology

Offer Appealing Work Assignments

As HR leaders, it's increasingly important to ensure the successful retention and engagement of Gen X employees in the organization. An uncommonly effective way to do this is to offer appealing structured job assignments and opportunities regularly.

These might involve being part of an interdisciplinary team, or taking on a project-oriented task force with additional training provided; both possess the potential for growth where professionals can show their understanding and explore alternative approaches to work.

This not only empowers employees to add value without fearing judgment but also helps foster their sense of fulfillment through career advancement opportunities. Additionally, having open discussions about the long-term goals of employees allows for realignment between personal development plans and those set by leadership accordingly.

Grace He, People and Culture Director, TeamBuilding

Engage With New Challenges And Skills

One tip for retaining and engaging Gen X employees in your organization is to provide opportunities for professional growth and development.

Gen X employees value career development and are motivated by the opportunity to learn new skills and take on new challenges, especially as they have acquired experience and skills in the workplace. Being a mentor to others is equally valuable in driving their engagement.

Tony Deblauwe, VP, Human Resources, Celigo

Grant Them Leadership Opportunities

Gen X employees' ages are between 43-58. They are resourceful, independent, and good at maintaining a work-life balance. At this age, you can't just stop employees with money; you have to give them ownership along with money. Giving them the chance to be in charge is the best way to retain and engage Gen X employees in an organization.

Since they are responsible and resourceful, having charge of something would make them busy and accountable to the company. 80% of Gen X employees believe that having control of their work makes them more enthusiastic about the work. They are individual players, so doubting their strength can cost you dearly. You can lose the talent in your company.

Giving them a charge shows that the company needs them and respects their presence. Show them the route to the top, and involve them in mentoring and sponsorship programs in which mid-level managers join.

Saikat Ghosh, Associate Director, HR and Business, Technource

• Align Your Team With Your Vision
• Balance Strengths and Weaknesses
• Communicate Effectively
• Create a Desirable Organization
• Listen to Your Team
• Realize That Friendship Alone Doesn’t Get the Job Done
• Document Your Expectations and Goals
• Remember There are Many Ways to Lead
• Prioritize Diversity in Hiring
• Don't Forget Your Values
• Take Part in Team-Building Activities to Improve Company Dynamics
• Highlight and Appreciate Your Team's Strength
• Coordinate Team Efforts Well
• Hire People Who Think Differently
• Celebrate Small Wins

Align Your Team With Your Vision

I've found that hiring skilled people who only want to earn a paycheck can cause team members to work against rather than with each other. So the most successful teams consistently hire people who align with their vision and values.

Yes, it's important that high-potential employees have the requisite skills and experience, but it's the other things they bring to the table that matter just as much, if not more. You want people on your teams who have a positive attitude, and a good work ethic, and who partner and communicate well with their colleagues.

Linda Scorzo, CEO, Hiring Indicators

Balance Strengths And Weaknesses

Our law firm's legal teams comprise different people with varied professional and personal skills. Understandably, everyone has their own weaknesses, too.

But when you add them together, the result is invariably a highly proficient team that is well-balanced. Building a team requires a committed effort from everyone involved and‌ a balanced effort.

The only way to create a balanced team is to consider the strengths and weaknesses of your team members and plan accordingly. Lay out strategies that will play on the strengths, but ‌also make provisions to improve on the weaknesses.

Eventually, a team is as good as its members, so evaluating the abilities of every team member proves to be a crucial element.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Communicate Effectively

Communication separates a good team from a great team, all other things being equal. You can gather a host of specialists who work in their silos and it won't net you the same result as a team of moderately skilled people who work collaboratively, with effective communication lines between them.

This is even more clear for us in the hybrid workforce management business. We had to grow incredibly quickly during and after the pandemic, bringing on tons of new people that needed to be brought into the fold quickly and with a minimum of mistakes.

Figuring out the communication lines between people from different countries, cultures, and ways of working was a challenge, but one that we iterated out in the years since.

Dragos Badea, CEO, Yarooms

Create A Desirable Organization

Part of how we build a successful team within our organization is by offering our employees opportunities that they can't find elsewhere. For example, we teach the textile trade to our craftspeople, who can then take their talents elsewhere or continue on with us.

During this process, we also offer competitive benefits that make our organization a desirable one to stay with, leading to the establishment of our highly successful team.

Sumeer Kaur, CEO, Lashkaraa

Listen To Your Team

At first glance, this may seem obvious, but it's often overlooked in workplaces. There should be a system (with the choice of being anonymous) where you can deliver feedback regarding the dynamic of teamwork and workflow. Either through a questionnaire or through a monthly/quarterly call. You should include an option to send genuine positive feedback to someone every week.

The team should discuss any decisions that have to do with their work at large or its structure together. We took everyone's thoughts into consideration and it helped us when the position of team leader opened up, keeping the process and team satisfaction regarding the choice intact.

We disclosed the shortlist of candidates, and team members could anonymously answer questions related to leadership, communication, and team-building skills for each candidate. This resulted in the process being democratic, which made the team merge into feeling satisfied, heard, and appreciated.

Nicole Ostrowska, Career Expert, Zety

Realize That Friendship Alone Doesn’t Get The Job Done

Early in my career, I had an HR team with some dysfunctional habits. Everyone genuinely liked and cared for one another, but that wasn't enough to make us a highly successful team. While our performance was okay, there were some bad habits that were preventing us from reaching our potential.

Some people never spoke up in meetings, some bulldozed others, and some constantly distracted others, etc. Because of this, we took the DISC assessment for fun, as a group team-builder, and it was a pivotal moment for us.

We learned to understand each other on a different level, which made us more effective as a team. We changed many of our practices to accommodate distinct personalities, such as how we handled meetings, how we socialized, and how we brainstormed ideas.

The DISC assessment and the following discussion also made it easy to call each other out when needed. Having a team that likes one another is the foundation, but understanding how each other works will change your team.

Michelle Rubio, HR Director, Risas Dental and Braces

Document Your Expectations And Goals

You can hire the best person in the world, but they can't do their job properly if you don't have a simple goal and set expectations for them. A team leader's most important role is setting their team up for success.

When transitioning from a Content Manager to a Director of Ops role, I knew I needed to build a team to carry the workload I had, and that I had to be smart about it. We documented everything I was doing daily, weekly, monthly, and quarterly, created clear SOPs for each part of the process, and had regular workshop sessions to ensure the new team absorbed the information and provided feedback.

We set expectations for the new managers, outlined how they could hit them, and left everything clean and organized for when they took over.

Gordana Sretenovic, Co-Founder, Workello

Remember There Are Many Ways To Lead

I have found many methods for building successful teams within an organization. Remember to ensure everyone has a sense of ownership and accountability. Diversity (race, gender, experience) must exist in your organization as well.

Encourage team members to take initiative and invest in the team's success by getting to know each other, understanding each other's strengths, and working together to come up with creative solutions.

Invest in team-building activities that further strengthen the bonds among team members, such as group activities, brainstorming sessions, and social outings. Provide clear rewards, such as recognition and rewards for team achievements, to motivate team members.

Tawanda Johnson, HR and DEI Consultant, Sporting Smiles

Prioritize Diversity In Hiring

While it's common for people to hire individuals who are like themselves, at Leena AI, we chose a different approach when building our core team. Rather than hiring replicas of ourselves, we sought individuals who could complement our skills, interests, and knowledge.

Building a core team is like putting together a jigsaw puzzle, where each unique piece contributes to completing the complete picture.

To ensure the success of our business, we recognized the importance of having diverse perspectives, ideas, and the ability to ask challenging questions. We understand that the first step in building a strong business is critical and requires careful consideration.

We made a conscious decision to prioritize hiring individuals who could bring different viewpoints and expertise to our team.

Adit Jain, CEO and Co-Founder, Leena AI

Don't Forget Your Values

You can teach an employee almost anything, but you can't change the way they approach another human being. I've learned that sticking to your organizational values is key to building successful teams within your organization.

It can be tempting to compromise on values in order to hire someone with impressive skills or experience, but this almost always backfires in the long run. In the past, I've made the mistake of hiring a leader who didn't align with our organizational values but had powerful skills and experience.

While they initially performed well, their lack of alignment eventually caused tension and conflict within the team. I learned that by prioritizing values alignment in the hiring process, we can build a team that not only performs well but also operates in a way that is consistent with our organization's culture and mission.

Piotrek Sosnowski, Chief People and Culture Officer, HiJunior

Take Part In Team-Building Activities To Improve Company Dynamics

An uncommon example of building successful teams within an organization is using custom team-building activities. I recently learned the value of such activities as I worked with a sales team in our company.

The team had been experiencing high turnover and wanted to create a stronger bond between its members. We organized a scavenger hunt around the remote office that required each member to work together, figuring out clues and collaborating for solutions-which was great for both knowledge sharing and creating problem-solving skills.

In the end, this activity brought long-term results through improved team dynamics, better collaboration skills, and increased motivation from individuals feeling part of something bigger than themselves.

Grace He, People and Culture Director, Team Building

Highlight And Appreciate Your Team's Strength

Motivation works like a wonder for better productivity. When you notice and appreciate your team's strengths, it leads to better results. Over 97% of workers believe they perform better when they feel confident. When you appreciate employees, they feel motivated. And you know that motivated employees are more productive.

Every team member excels at something; being a team leader, find what each member’s strengths are. You can assign roles to team members according to their talent. This way, you can easily find reasons to appreciate their work.

Employees don't feel low and discriminated against when you appreciate them based on their talent. And I have learned that when no employee in a team feels discriminated against and discouraged, it emerges a feeling of respect for the team. It is vital for successful team building in any organization. You should also reward good work and acknowledge the extraordinary efforts of team members.

Saikat Ghosh, Associate Director of HR and Business, Technource

Coordinate Team Efforts Well

In marketing, we have the most diverse teams working in high-pressure environments to meet common goals. And I've always found a well-coordinated team effort to be a winning formula. A team carries out a long list of activities, but the goal is always a common one.

So it only makes sense that every team element keeps moving forward in the same direction, even when its members are working separately and in different capacities. So a team effort must always be well-coordinated. I would even compare it to a community effort.

With everyone working in a defined direction in a collaborative environment, every team member is aware of what others are doing. The knowledge enables them to adjust their work or instruct others to make necessary adjustments. This results in the optimization of resources and efforts. It means the entire team always moves in the same direction.

Ariav Cohen, VP of Marketing and Sales, Proprep

Hire People Who Think Differently

While hiring employees, ask them the following question: "What is the one asset that you bring to our organization?" They may use a variety of different adjectives, but they will only fall into a creative or logical category.

Keep that in mind when making teams, ensuring a balance between visceral and cerebral thinkers. Opposites complement each other.

Once, I needed to assign two people to work on a pitch for a new client; one majored in business technology, and the other in creative writing. Their opinions always clashed, but that team produced the best work.

Marco Genaro Palma, Co-Founder, TechNews180

Celebrate Small Wins

While it's important to set ambitious goals and work towards major milestones, it's equally important to acknowledge and celebrate minor achievements along the way. In my experience, I have found that celebrating small wins can help build momentum, boost morale, and foster a culture of positivity and collaboration within the team.

By recognizing and rewarding team members for their hard work and contributions, you can build a sense of pride and ownership within the team and create a shared vision for success.

For example, when my team achieved a major milestone, we celebrated by taking everyone out for lunch and recognizing individual team members for their contributions. We also took the time to reflect on the smaller achievements that had led up to this moment and to acknowledge the hard work and dedication that had gone into every step of the process.

Nick Cotter, Founder, newfoundr

• Ensure Employees Are Aware of Employment Regulations
• Form a Tight Bond With the Legal Team
• Conduct Compliance Audits Regularly
• Use Checklists and Reminders
• Stay Up to Date on Regulations’ Changes
• Leverage Third-party Management Platforms

Ensure Employees Are Aware Of Employment Regulations

When an employer is found to be in violation of employment regulations, such as those related to discrimination, retaliation, and minimum wage, it often comes as a surprise because the employer did not know they were required to do something specific or were unaware of the regulation in the first place. For this reason, it is critical that employers have clear and effective processes in place to ensure they are in compliance with applicable employment regulations.

In addition, employers should take steps to ensure that all employees are aware of applicable employment regulations and the employer's policies and procedures related to those regulations. This can be accomplished through training, communications, and written policies.

Matthew Ramirez, CEO, Rephrasely

Form A Tight Bond With The Legal Team

Working with a legal counsel is the best tip for ensuring compliance with employment regulations because lawyers can provide specialized knowledge and expertise in employment law. They help HR leaders understand the complex and ever-changing rules and regulations that apply to their company and advise them on how to ensure compliance.

An employment attorney can review company policies and practices to ensure they are in line with current laws, provide training to HR and other managers on relevant employment regulations, and help the company respond to any legal challenges that may arise.

Working with legal counsel helps HR leaders minimize the risk of legal exposure and penalties for non-compliance with employment regulations. It also provides peace of mind, knowing that the company is taking all necessary steps to create a compliant and legally sound workplace environment.

Peter Bryla, Community Manager, ResumeLab

Conduct Compliance Audits Regularly

Over the years, I've learned that the best way to ensure compliance with employment regulations is to conduct compliance audits regularly. Whenever any changes are made internally - such as to employee contracts, reviewing company policies and procedures, or investigating an incident - a compliance audit will ensure that all employment regulations are met and up-to-date.

Not only does this save time in the long run if audit time is taken upfront, but if any discrepancies are found, you can address them quickly and efficiently so that no regulations are violated. Conducting these audits provides your business with peace of mind and protects all parties involved as well.

Lorien Strydom, Executive Country Manager, Financer.com

Use Checklists And Reminders

It is important to stay up to date on employment regulations, but you can make things easier on yourself by keeping a checklist of the things you need to be sure to check on each year. This can include everything from making sure your employees are properly classified and documented to following the latest changes in leave regulations.

It can be easy to forget about these things as the year goes on, so it can also be helpful to set reminders for yourself to check these items off your list each quarter or month. By keeping a checklist and setting reminders for yourself, you can be sure that you are in compliance with employment regulations and avoid any issues.

Luciano Colos, Founder and CEO, PitchGrade

Stay Up To Date On Regulations’ Changes

Stay up to date on the latest employment regulations. Keeping abreast of changes in laws, regulations, and industry standards is essential to ensure compliance with employment-related regulations. This includes staying current with federal, state, and local laws governing hiring, employee classification, wages and hours, workplace safety, and more.

Martin Seeley, CEO, Mattress Next Day

Leverage Third-Party Management Platforms

Ensuring compliance with employment regulations is important for all businesses, especially small family businesses, as non-compliance can result in significant financial and legal consequences.

Using a third-party management platform that understands state and national employment laws can help to minimize the risk of non-compliance and support, which in turn helps to protect your reputation, avoid costly mistakes, and streamline HR processes.

Donna Werner, Chief Administrative Officer and Co-founder, GhostBed

• Celebrate The Team’s Wins

• Keep Reinventing the Wheel

• Do Right by Your People and They'll Do Right by You
• Motivate People Through Real-time Feedback
• Ask for Employee Input
• Make Sure You Are Always On Your Employee's Side
• Show Your Team You Trust Them
• Keen Listening is Key
• Offer Rewards that Go Beyond the Salary
• Make Time for Growth and Development
• Dedicate One-On-One Time to Audit Development
• Align On Purpose, Invest in People, and Use More Data
• Involve Staff in Decision-Making Processes
• Create a Positive and Inclusive Work Environment

Celebrate The Team’s Wins

I make sure I say "thank you" to each of my team members at least once a month. I also empower them to recognize each other with a peer-to-peer recognition program from Motivosity. On average, our team members are celebrated four to five times per month for the good work they're doing. Generally, people are motivated when they are appreciated for their work, and since I can't see everything happening, recruiting my entire team to celebrate is crucial. It's a great way to motivate and support each other!

Logan Mallory, Vice President of Marketing, Motivosity

Keep Reinventing The Wheel

As driven and passionate as your teams may be, they aren't immune to boredom and apathy when things get mundane. The only way out is for organizations to take it upon themselves to shake things up every once in a while and keep reinventing their employee engagement strategies to keep things fresh.

This calls for a proactive effort in evaluating current engagement strategies, considering what works and discarding what doesn't. You don't need a handful of Zoom meetings every week to get the point across - you could just turn to asynchronous video messaging tools instead. Or instead of creating pages and pages of process documents, create an internal podcast instead.

You could also turn to your employees to gather feedback about their needs and preferences so you know you're on the right path.

Harry Morton, Founder, Lower Street

Do Right By Your People And They'll Do Right By You

People are motivated by a few things: they want to work on something they believe in, they want to work for a company that sets a clear direction, and they want to know that the company they work for sees them as an individual (and creates an environment that can support them as such).

Most people don't want to be overworked and are leery of places with "hustle culture" that will drive them to burn out. People also want to know they are compensated fairly for the work they do.

My strategy in building a supportive work environment where employees feel satisfied and engaged is to make sure all of those things are in place. As a result, we're able to rapidly scale as a startup without burning out our team, which is so prevalent in tech. If these things aren't in place, there is no amount of cheerleading that will motivate the team.

Bottom line: People are smart. Treat them as such and do the right thing.

Amy Spurling, CEO, Founder, Compt

Motivate People Through Real-Time Feedback

As a Founder & CEO, real-time feedback serves as a clarity and confidence tool for my direct reports. In line with our values of "learning" and "being the bridge," offering real-time feedback allows my team never to guess how they are performing and their level of impact.

I offer real-time feedback in a few ways, directly on projects or processes completed, during recurring one-on-one meetings, informally in team meetings and text message communication, and during year-end reviews. Team members repeatedly express appreciation for feedback and often leverage feedback offered to amp up productivity and performance.

For the feedback to feel reciprocal, I constantly ask my team if there is anything I could do differently to support their growth and development. Motivate your team by investing in their total development; help them understand that feedback is a gift!

Chelsea C. Williams, Founder and CEO, Reimagine Talent Co.

Ask For Employee Input

Asking your employees for their opinions is a surefire way to motivate them. Everyone appreciates being involved, rather than feeling like it doesn't concern them - especially in a professional setting. This idea makes people feel valued, heard, and like they are a real part of the team.

Too often, creative or planning discussions can be held behind closed doors with 'managers' and 'leaders' discussing the more creative, forward-focused ideas, but this not only minimizes the creativity that could be involved from the entire organization, but also makes the people who aren't involved feel like their voice is unheard, which can often replicate in other parts of their work. Why put your best foot forward if you don't think anyone cares about your input anyway?

Brett Downes, Founder, Haro Helpers

Make Sure You Are Always On Your Employee's Side

The best way to motivate your employees is to make sure that you are always on their side. You have to be genuinely interested in them and their lives, and then they will be more likely to feel invested in the company as a whole.

I've seen this work in action many times. When I was a manager at a fast-food restaurant, it was hard for me not to get involved with the people who worked for me-their lives were so different from mine, but we were all working toward the same goal: making sure everyone got fed quickly and well!

But getting involved with my employees wasn't just about building stronger relationships with them; it also made them feel like part of something bigger than themselves. It's easy for people who work with you every day not to feel like they're making a difference; when you show them how much their work matters, it makes all of your efforts worthwhile!

Rengie Wisper, Marketing Manager, Check CPS

Show Your Team You Trust Them

Showing employees that you trust them is one of the ways to motivate them. People in general simply want to be shown that they are trusted. Building trust helps foster employee loyalty and engagement, which will keep them motivated and even invested.

One of the ways you can show employees that you trust them is by not micromanaging. The main reason leaders micromanage is that they don't trust their employees to do a good job; so they have to constantly check everything is going right before it goes wrong. Employees notice this, and it does not help their confidence, nor does it help motivate them.

Get rid of all kinds of micromanaging in your leadership strategy, and this will help motivate your employees.

Lydia Mwangi, Content Writer, Barbell Jobs

Keen Listening Is Key

People can have different motivators; you first need to know your employees and what matters to each of them. For example, some people need to be acknowledged and know they matter. Some want to be invited to the decision table to share and collaborate. Some want to be heard, and everyone needs to be heard. Some need flexibility for balance, and some need to voice their feelings.

Thomas Powner, CEO, Career Coach, Resume/Linkedin Writer, Career Thinker Inc.

Offer Rewards That Go Beyond The Salary

Rewarding hard workers is essential to keeping a motivated workforce. Some businesses believe that holding back pay is the best way to keep employees in check, but this is a surefire way to sour things. The only thing that this does is create an environment where people are looking for ways to get around the rules. When employees know that they'll be appropriately compensated for their hard work, they're more likely to put in the extra effort.

In our company, our strategy isn't just about the pay either. We offer other kinds of rewards, like time off, small gifts, or family dinners. Since we implemented that kind of reward, we have seen our workforce trying to exceed our expectations.

Luciano Colos, Founder and CEO, PitchGrade

Make Time For Growth And Development

As so many companies scale back staffing, we're asking more of our people today. We all have our jobs, and frequently those responsibilities take up most, if not all, of our time.

The best strategy I have implemented in the last six months is to dedicate 10% of the team's week to their professional growth and development and/or well-being. We call it Investment Time. It took a few weeks and conversations to ensure that people knew this was real and important, but after that, we noticed an increase of 13% in productivity.

People are learning things they apply to be more effective and efficient in their roles. Things that are inspiring them!

We noticed a 34% increase in our #Skill_Share Slack channel postings and engagement. We noticed a 20% increase in our "Strongly Agree" in the "The company cares about me as an individual" question on our Q1 2023 pulse survey. We also noticed an 11% increase in Employee Referrals in Q4 2022 and an 18% increase in referrals (so far) in Q1 2023.

Elizabeth Boyd, Talent Development and Learning, Workplace Experience Consultant, TalentLab.Live

Dedicate One-On-One Time To Audit Development

Everyone one-on-one should include a dedicated portion on their development. Questions I like to include are: 1. What have you learned this week? 2. What is the one part of your development plan you've worked on since the last time we spoke? 3. What is an area you're really interested in learning more about? 4. If you could paint a picture of your dream job and responsibilities, what would it be? What are the gaps keeping you from attaining this role? It's a balance of managing them where they are now and where they want to go. This should be a standard part of your meetings with your team; they remain engaged and feel your commitment to them as well.

Trent Cotton, Senior Director of Talent, Hatchworks

Align On Purpose, Invest In People, And Use More Data

I think there are three big considerations when motivating an employee base, especially in the context of reaching Gen Z or Millennials. The first is educating employees about the broader purpose of what you are doing as a company and how their role fits that broader purpose. If your company exists strictly to make money, then it will be hard to get people motivated day in and day out.

Second, you have to invest in your people. I believe deeply that you have to invest in learning and development for your people, not just so they can help your company, but because they are employees of your company. Employees see that you are taking care of them, leading to better retention.

Lastly, use data and people analytics to hold people to a high bar on what they can achieve. It's important not to be subjective or use hype and tactics to motivate employees. Whenever you give feedback or criticism, do it with as much data to give you perspective as possible.

Oz Rashid, Founder and CEO, MSH

Involve Staff In Decision-Making Processes

One of the best ways to motivate your employees is by involving them in decision-making processes. This can help build trust between them and you, and make them feel like their opinion matters.

For example, when I was a manager at a training company, I noticed that morale was low and staff turnover was high. I decided to introduce a weekly team meeting where I would discuss store goals and the direction we wanted to take, and then open up the floor for ideas from my team. This gave them a sense of ownership and empowerment, and it created an environment where everyone was working together and ideas were openly shared.

The result was that morale improved and staff turnover fell significantly. It showed my team that I valued their input, which had a positive impact on their motivation and overall performance.

Mark McShane, Marketing Director, Leeds First Aid Courses

Create A Positive And Inclusive Work Environment

One of the best strategies for motivating employees is to create a positive and inclusive work environment that promotes collaboration and teamwork. This can be done by fostering an open-communication culture, where employees feel heard and valued, and by building trust and respect with them.

An example of how this strategy worked in action was when I was leading a team at a technology company. I worked to create a positive and inclusive culture by promoting open communication and encouraging collaboration among team members. I also made it a point to get to know my team members on a personal level and to build trust and respect with them. This helped to create a positive work environment where employees felt valued and motivated to perform their best.

Additionally, I would also regularly organize team-building activities, parties, and events that helped to create a sense of togetherness and belonging among the team members, which also helped to boost their motivation.

Derek Bruce, Senior Director, Newcastle First Aid Courses

• Keep the Lines of Communication Open
• Promote Work-Life Balance
• Foster a Sense of Camaraderie 
• Proactively Focus on Good Behaviors 
• Grow an Empathy-First Culture 
• Ban Micromanagement 
• Treat People Like They're Your Favorite Cousin 
• Cultivate Celebrating Team Individual Wins 
• Offer Career Opportunities Evenly 
• Be Transparent 
• Operationalize Your Company Values 
• Encourage Peer-to-Peer Recognition 
• Remember to Always Be Changing (ABC) 
• Invest in Your Team
• Listen and Respond to Employee Feedback 

Keep The Lines Of Communication Open

My best piece of advice for promoting a positive culture is to ensure that your employees know that you're approachable. Communicate regularly with your team and be open to receiving feedback from them.

When your employees feel like they can approach their manager with any issue, they'll be able to maintain a positive work environment. When managers are inaccessible, issues can build up, leading to a negative work culture. By keeping the lines of communication open, you can better manage your team and keep everyone feeling positive about the workplace.

Matthew Ramirez, CEO, Rephrasely

Promote Work-Life Balance

Promoting a positive work-life balance is essential for maintaining the well-being and productivity of your employees, and can help to create a more positive culture within your organization.

To encourage work-life balance, consider offering flexible work arrangements such as flexible schedules or the option to work remotely. Encourage employees to take breaks throughout the day and make sure they have access to comfortable and welcoming break areas. You can also implement policies that promote work-life balance, such as limits on after-hours work or guidelines for responding to work emails outside of business hours.

In addition, consider offering resources and support for employee well-being, such as gym memberships, mental health benefits, or wellness programs. By taking these steps, you can create a positive and sustainable work environment that benefits both your employees and your company.

Sacha Ferrandi, Founder & Principal, Source Capital

Foster A Sense Of Camaraderie

After taking on corporate leadership only a few short years ago, I've come to quickly realize that humans work better together. This means that when two people are different, collaboration is likely to be the most productive way to get a project done.

This means that when two people are naturally competitive, fostering a sense of camaraderie and community will cause higher productivity. Teamwork and togetherness not only lead to success, but they keep a company positive and empowering.

Bradley Hall, Co-Founder & CEO, Sonu Sleep

Proactively Focus On Good Behaviors

We have been talking about and helping clients build positive workplace cultures since 2009. The answer to promoting a positive culture is to proactively focus on it. That sounds simple, but in my experience, employers just aren't doing that at all.

Employers aren't teaching people leaders to proactively engage in activities that build a positive culture or coach employees engaging in low-level toxic behavior like gossip or snarky sarcasm, or build a team action plan to stay on track with a positive culture.

If you're not doing these things, how could you possibly attain and sustain a positive culture? Stop focusing on what inappropriate behaviors to look out for and report to HR; start focusing on what good behaviors to look out for and how to capitalize on them.

Catherine Mattice, Founder & CEO, Civility Partners

Grow An Empathy-First Culture

Empathy is the root of positivity in the workplace. For example, during the pandemic, this was a difficult time for people across the globe—and many businesses took extra care with the workload, flexibility, and communications with their employees. If you want to lead in a way that makes your team feel happy and supported, you need to integrate compassion into every facet of the business.

Patricio Paucar, Co-Founder & Chief Customer Officer, Navi

Ban Micromanagement

Micromanagement creates pressure on employees and shows a lack of trust. Both are demotivating and are not a culture where top performers can thrive. As a leader, lead by example. If other team leaders or managers report directly to you, inform them about your views on micromanagement.

Georgi Todorov, Founder, ThriveMyWay

Treat People Like They’re Your Favorite Cousin

Create a people-first culture. Eliminate the stigma about mental health. This can be done by getting managers and leaders to share any possible mental health struggles, which opens the door for others to share and ask for help.

Second, make sure we train all managers in emotional intelligence practices, which means spending time with the team and interacting with empathy, showing genuine care for the team. Ask questions and provide support at least weekly; you can't know if a team member is struggling if you don't know them well.

Third, provide what employees want to the degree possible, such as flexible schedules, reasonable workloads and deadlines, control over their work, meaningful work with a sense of purpose, support, and sense of belonging, and to be heard.

Fourth, reward employees in a way that makes them feel comfortable.

Finally, when you see something, say something. If you see an employee struggling, meet with them, coming from a position of helping.

Janice Litvin, Burnout Speaker & Author, Janice Litvin

Cultivate Celebrating Team Individual Wins

Nurture spaces to recognize achievements, growth, and other wins. Every team meeting should have dedicated time devoted to recognizing and supporting employees for relevant and personal accomplishments.

Positivity is contagious when it is a consistent part of foundational meetings. Celebrating each other at work becomes second nature. Even when needing to deliver constructive feedback, managers or peers can do so while reminding employees of their strengths and accomplishments. Unless you work as a surgeon, there's no reason to force work cultures to operate so seriously, as if the stakes are insurmountable. Positive cultures and teams perform better than ones driven by negative reinforcement. Don't be afraid to make that energy official.

Kevin Miller, Founder, Kevinmiller.Com

Offer Career Opportunities Evenly

Don't play favorites—spread career opportunities across the team. For example, as long as everyone is trying their best and getting their work done, everyone should have a shot at spearheading special projects and taking on additional responsibilities. Because promotions are generally born from exceptional effort, leaders should offer challenges evenly so that every employee can learn to grow their expertise and prove themselves.

Susan Shaffer, President, Pneuma Nitric Oxide

Be Transparent

People stick with those who are honest and transparent, and this psychology extends to the workplace as well. If your employees feel they know you (i.e., the organization), they are more likely to stick with you through thick and thin.

For example, if you are facing a financial crisis, be candid about it with your employees. Explain how you are planning to tackle the situation and express how employee well-being is still a priority for you.

When an organization is transparent, it improves employee morale, increases engagement, aids in productivity and creativity, and encourages employees to communicate seamlessly. That said, transparency doesn't require you to over-share confidential information. It is about being honest and giving your employees the respect and value they deserve.

Sanya Nagpal, Head, Human Resources, Leena Ai

Operationalize Your Company Values

Company values are a great tool for building a strong company culture. The problem is that most companies do nothing with them. In order for values to work, you need to operationalize them.

That means you incorporate values into your processes, like hiring ("They seem skilled, but do they fit our values?"), performance reviews ("They met their quota, but did they live our values?"), or evaluating partnerships ("This is a great client, but do they treat our team poorly?"). When you do this, employees are motivated to act according to values, and voilà, you're on your way to positive company culture.

Julian Schaaf, Head of Marketing, Gomada

Encourage Peer-To-Peer Recognition

Try to promote peer-to-peer recognition in the workplace. This can help promote a positive culture and can make a big difference within your company. In the beginning, you'll have to create a platform for it to happen and even nudge team members to do it, but eventually, they will do it on their own.

Perhaps organizing a weekly team call where you would love to see employees mention another team member who has been doing good things or even impressed them. Continue to make time for this until you see employees doing it naturally. Even as you encourage this as a company leader, you will create a positive culture. Once employees practice peer-to-peer recognition, your company will be in a great place!

Shaun Connell, Founder & CEO, Credit Building Tips

Remember To Always Be Changing (ABC)

Years ago, as a college student, one of my professors told our class about a study where a company experimented with brighter lights and got better results from its employees. Then they made the lights dimmer and got another improvement. Then they switched them back to the way they were, to begin with, and got another improvement.

Turns out, the light didn't matter; what mattered was that management was trying to make things better for the staff, and the staff appreciated the effort. This could be taken to an unhealthy extreme that creates an unstable and unpredictable atmosphere, but the point I took from it and which I've carried into my companies is that there is always a better way to do things, no matter what it is, and by making the search for a better way part of our company culture, it gives our teams hope.

If we're doing something wrong, rather than quitting, our people feel comfortable bringing up problems and solutions because they know we're open to changing things up.

Josh Steimle, Founder, Canvas PR

Invest In Your Team

For positively affecting the work culture, it starts with employees knowing that you care about them and their professional goals and growth. One way to show this is by investing in employee development opportunities.

Professionals want to gain new skills in order to thrive and have more opportunities in the workplace. Investing in employees also boosts retention, happiness, and productivity among teams. I also strongly recommend investing in leadership development for new and aspiring leaders so that they gain techniques on great ways to influence their company culture and teams.

Chelsea Jay, Career & Leadership Development Coach, Seasoned And Growing

Listen And Respond To Employee Feedback

As a people leader, one of the best strategies to promote a positive culture at a company is to actively listen and respond to employee feedback. This shows employees that their voices are heard and valued, which is essential for fostering an environment of trust and respect.

Additionally, it is important to recognize and reward employees who go above and beyond to contribute to the company's success. We can do this through recognition programs, awards, or even simply a verbal thank you.

Finally, it is important to invest in employee development and give employees the tools they need to be successful. This includes providing employees with training and educational opportunities, as well as offering them access to the latest technologies and tools.

Josef Lapko, Executive Leadership Consultant, Yl Consulting

• Pick the Job that Best Aligns With Your Personal Values
• Think One Year Ahead
• Get to Know the Roles
• Take Advantage of Internal Conversations
• Research the Growth Opportunities
• Check the Company’s Networking and Collaboration
• Put Your Own Happiness First

Pick The Job That Best Aligns With Your Personal Values

When considering competing job offers, it's important to take some time to consider what is most important to you.

Ask yourself questions such as:

• “Does this position fit with my short-term and long-term career ambitions?”
• “Does the company culture align with my values?”
• “Am I excited about the job itself, or am I just trying to escape somewhere else?”

Once you have a clearer understanding of what matters to you, it will be easier for you to decide. Don't feel pressure to take the first offer that comes along. If one offer is more appealing than another, but not quite perfect, consider counter-offering with reasonable terms and ask if the company will negotiate.

Michael Fischer, Founder, Elite HRT

Think One Year Ahead

When evaluating job opportunities, it's easy to get caught up in the moment. Because you already know the culture of your company, and hopefully have been able to get some inside information about your future managers and new teams, visualize what it would feel like to be in each job one year from now.

Go with your gut on this one—and take into consideration how you feel when you go through the visualization process, rather than relying solely on the most "logical" answer.

Kelli Anderson, Career Coach, Resume Seed

Get To Know The Roles

The job search shouldn't be hurried. Even if we are spending progressively less time in each function, it's still a significant choice to make and one that you only do so around a dozen times in your lifetime.

Solicit some time to think about your proposals. When more than one offer is being considered, you can nearly always request five business days to do so, giving you enough time to make an educated choice.

Make use of the opportunity to properly research the position, comparing its advantages and disadvantages against your own professional goals.

Peter Bryla, Community Manager, ResumeLab

Take Advantage Of Internal Conversations

Have conversations with leaders and team members from all departments you received offers, as many candidates won't have this advantage. You can figure out how each role best suits you in terms of culture, work/life balance, and skills through crowd-sourced anecdotes. Don't assume that the culture will be the same for each department within the same company, as every team dynamic is different.

Cesar Cruz, Co-Founder, Sebastian Cruz Couture

Research The Growth Opportunities

It’s flattering to have to manage two internal competing job offers. So, you don’t want to decide too quickly even though you may feel the pressure to do so. Your first course of action is doing your research on each division of the company for growth projection and team culture environment to make sure you can enjoy the nine to five.

Then look at which offer is best for you to climb the ladder to see your own personal development and career growth goals achieved. Overall, you’re the one on this ladder trying to go up, and it's your call to do your pros and cons list. Just don’t be afraid to ask for what you want, as there is a reason you have two job offers.

Brian Hawkins, Marketing Manager, GhostBed.com

Check The Company’s Networking And Collaboration

If you are trying to decide which internal offer to accept, look at how the hiring managers network and whether they encourage their direct reports to interact beyond the immediate teams.

If one actively connects with people throughout the organization, makes introductions, and encourages connection and the other does not, choose the manager and team that has the broader network and the collaborative mindset.

A cross-collaborative team will have a bigger long-term benefit than even the top-performing team that operates in a silo. Nurturing diverse networks and the ability to build bridges are key skills for the future of work.

Nola Simon, Hybrid Remote Work Futurist, Nola Simon Advisory

Put Your Own Happiness First

Put your own happiness first when stuck on choosing between two or more offers. Make a list of your needs and wants, and decide based on that. It's important to not let yourself be swayed by external factors such as salary or location, but really focus on what will make you most satisfied with your work and life overall.

Don’t feel guilty about making a decision that may benefit you more than the company. Working somewhere that will make you happiest is more important than any other factor. It’s an individual choice and there’s no wrong answer.

Ryan Delk, CEO, Primer

The National Alliance on Mental Health (NAMI) has reported that over 1 million adults in the state – four times the population of Scottsdale – have a mental health condition. And 27.4% of them were unable to get help for it – over a third because of the cost.

In fact, financial pressures, and not those stemming solely from health related costs, have a leading role in the burgeoning mental health crisis. About one in three Arizona residents, for example, are dealing with a housing cost burden, spending over 30% of their household income on housing. 

Employers that integrate financial wellness programs in their overall well-being programs will help their employees better manage their emotional health. They also will be strengthening the kind of quality employee experience (QEX) that differentiates them from other employers and is critical for attracting and retaining talent.

The core of QEX

Money and financial security are actually at the core QEX. Of course, employees need to feel secure financially through adequate and appropriate compensation. But they often need support for things that go beyond wage and health benefits. That’s where money and security, financial wellness and QEX intersect.

Still, financial wellness programs have not yet gained substantial traction among U.S. employers: one survey foundthat over 80% of workers said they’d had a positive experience with such programs offered by their employers. But only a quarter currently have access to them.

It merits a closer look. An improved approach to financial wellness will benefit the mental health of the workforce and go a long way toward creating an impactful QEX. Here’s how to look at it.

1. Layer those solutions. A financial wellness strategy that fits well with the overall corporate wellness program should be built on multiple layers of solutions, and not just the “easiest” to put in place. The strategy should be holistic, going beyond merely Personal Finance 101 to voluntary benefits that address the individual’s financial issues within the context of total wellness. What employees want is their employers’ guidance, real or implied, on solutions that will help them alleviate their pain and achieve financial security.

2.  Evaluate the gaps in current offerings. This evaluation should do more than tick off boxes. A retirement plan is a big bonus, but dig deeper. Does the 401(k) feature an automatic opt-in? How many employees participate or don’t and what level of employer match makes a difference? What utilization rates do more “standard” benefits with a financial aspect – health savings accounts, for example – experience?

3.  Avoid cookie cutter solutions. An effective financial wellness program (in fact, any benefits strategy) is built a customized approach. Generational segmentation is one way to get there, but even better is to opt for persona analysis. Focusing on the goals, motivations, behaviors and expectations of employees at different stages in their careers, their lives outside of work and experience with benefits can pinpoint their current and potential issues. For example, more older Americans are returning to the workforce. Have organizations experiencing the trend found out the drivers are financial or a need for the benefits, and what might that signal for financial wellness benefits?

4. Communication counts, too. Low utilization of benefits often comes down to insufficient explanation and promotion of their value. Moreover, if one size doesn’t fit all when it comes down to which solutions are offered to whom, nor does it fit communications strategies and tactics. By tailoring messaging and the way materials are delivered, engagement will improve. And so will the financial, emotional and overall health of the workforce.

There’s been a recent uptick in employers moving forward with student loan repayment benefits. Likewise with workplace loans and early wage access programs. Workers have long been asking for more tools and resources to help with all aspects of their financial selves. The times make the argument for employers to step up. 

About the author

Jessaca is an employee benefits strategist for global insurance brokerage Hub International out of Scottsdale, Arizona. Previously, she was the vice president of operations in the industry, where she led the strategy and service team and mentored and trained the next generation of insurance consultants for the firm. Prior to her time in the benefits consulting industry, Jessaca sat on the buyer's side with a national trucking company where she managed the clinical operations, negotiated the benefits, and sponsored population health risk programs.

The frequency of wildfires has been increasing in recent years, with the destruction they leave in their wake more than doubling in the last 30. As a business owner in Tucson, Arizona, it's important to understand the risk of wildfire and take steps to safeguard your business. Knowing how to prepare for a wildfire and harnessing local risk education and prevention initiatives is essential.

Start by understanding your risk

By realizing likelihood of a wildfire causing destruction in your area and the type of environment that you operate in will help you assess your level of wildfire risk.

Take a close look at how your building was constructed and assess the surrounding area. Consider the materials used, vegetation density and presence of high-risk dead wood fuel. Also be mindful of nearby canyons or river valleys that can act as conduits for fire spread, especially if your business is engaged in an activity such as welding, where fire risk automatically increases.

One way that businesses can help with wildfire prevention is through landscape management. This includes clearing away highly flammable debris such as dead leaves, overgrown shrubs and obstructive branches and ensuring that water sources are readily available for firefighters.

In addition, identify the access points for emergency responders should a wildfire occur, and research the history of wildfires in your area to gauge the level of preparedness required. Most important, it's crucial to familiarize yourself with local fire safety laws and insurance requirements as well as to check for any required permits.

Preparation is key to the outcome

Pre-planning can make all the difference should a wildfire occur. Businesses must take steps to prepare for the possibility of wildfire early and often, as the effects can be devastating and costly.

Creating a comprehensive emergency plan that encompasses both short- and long-term needs is the first essential to-do. This should include:

• Evacuation routes
• Key personnel contact information
• Employee wildfire protocols
• A physical asset protection plan
• Procedures for communicating with stakeholders using multiple methods (email, text, Slack, etc.)
• A list of external resources to utilize in the event of a wildfire

Seek out local education and prevention initiatives

Local prevention initiatives can help reduce the risk of fires occurring and minimize damage if a fire does occur.

Organizations should educate employees on proper wildfire safety practices. Consider hosting fire safety training sessions to discuss topics such as how to recognize signs of an impending wildfire, understanding proper evacuation procedures, and what to do when confronted with a fire situation.

State and local government can play an important role in preventing wildfires and implement preventive measures such as prescribed burns and early warning systems. Many community prevention and education resources are available through the National Wildfire Coordinating Group. Businesses should be aware of and stay up-to-date with these techniques to avoid surprises.

Work with an insurance broker to ensure you're covered

Having the right insurance coverage is key in protecting a business from financial loss due to a wildfire. Business owners should consult their agents to ensure that property damage and related losses stemming from wildfires would be appropriately covered in their policy. Taking the time to verify the adequacy of your coverage limits and having your insurer answer any policy-related questions before disaster strikes is key.

While property insurance can provide some coverage, it may not be sufficient. A commercial insurance broker can advise businesses in Tucson on the best policy for their needs and ensure they are adequately covered in the event of a wildfire.  

Discuss any special risks associated with fire damage with your agent, as well as their replacement cost policies. For example, if your business stores flammable materials, you should make sure that this is accounted for when assessing your risk and deciding on an appropriate policy.

In addition, ask your broker about any available discounts or incentives that could help offset potential premium costs associated with wildfire protection plans. Your agent should be able to provide advice on how best to document any damage and loss so you are able to get proper compensation.

By taking proactive steps, businesses in Tucson can be better equipped to handle the effects of a wildfire, should one occur. Understanding specific risk factors, creating an emergency plan, collaborating with local initiatives, and ensuring appropriate insurance coverage will help minimize financial losses and manage emergency situations caused by wildfires more effectively. Start preparing now and safeguard your business from the potential risks of a devastating wildfire event.

About the author

Stephanie Burbage, AIC, CLCS, LPCS, is the vice president of claims for HUB Southwest. She is an experienced advocate with a demonstrated history of working in the insurance industry. Skilled in Professional Liability, Health Insurance, Property & Casualty Insurance, Risk Management, and Customer Service. She is a strong finance professional who graduated from Salisbury University.

• Write Impact Job Descriptions
• Take a Skills-First Hiring Approach
• Offer Intellectual Benefits
• Try a Talent Referral Program
• Assign a Buddy for Onboarding
• Embrace a Passive Recruitment Strategy
• Stand Out by Upending the Status Quo
• Reevaluate Your Employee Value Proposition
  

Write Impact Job Descriptions

The best candidates want to work in the best companies, where they can make the greatest impact on their careers. We understood early on that we had to stand out among our competition and attract top talent even when we were really small. 

So, we started using job descriptions that describe the impact candidates can have on our company and projects in their first one, three, and six months of working together. Typical job descriptions are boring, too focused on the employer, and rarely give candidates insight into everything they can touch and influence while employed. 

However, impact job descriptions allow them to see exactly what they will own and be responsible for from the get-go.

Gordana Sretenovic, Co-founder, Workello 

Take a Skills-First Hiring Approach

We have always believed that the economic standing of people has limited their university and career options. There are many talented individuals with amazing skills despite not finishing a college degree or not having work experience with top companies. 

Hence, to give equal opportunities to all our applicants, we have employed skills-first hiring. We do this by considering the skills of our applicants first. We look for certifications, trainings, and other proof that they have the skills that match our job description. We have staff who remove the work experience and university of an applicant on their resume prior to choosing the applicants for interviews. 

This way, skills are the first consideration for the selection process. So far, we've had fewer problems to deal with since our projects and tasks have been on time since this skills-first hiring implementation. With that said, we encourage other companies to do so too.

Steven Mostyn, Chief Human Resources Officer, Management.org

Offer Intellectual Benefits

To attract top talent, offering intellectual benefits is one strategic step and our HR department’s differential has worked well for us. We noticed that typical employee benefits such as dental care, health insurance, tuition reimbursement, etc., are not that effective in attracting top talent since every organization offers these or somewhat similar benefits. 

We offer "intellectual benefits" that include upskilling or reskilling, resulting in fabulous growth opportunities, greater work-life balance by offering a four-day workweek, psychological coaching sessions to deal with operational fatigue, and career scalability, among others. The results are amazing! 

Recently, we advertised a top job position highlighting these benefits and received an overwhelming response, resulting in onboarding the best talent for the position.

Lou Reverchuk, Co-founder and CEO, EchoGlobal

Try a Talent Referral Program

One unique strategy that has proven highly effective is implementing a talent referral program. Why? Because talent referrals hold immense power as they come from trusted sources. When a friend or colleague refers someone, there's a higher likelihood of finding a great fit for both the company and the position. 

By tapping into our talents' networks, we not only attract exceptional freelancers but also foster a sense of engagement and camaraderie within our organization. It's a win-win situation that fuels our talent acquisition efforts with a personal touch.

Tobias Liebsch, Co-founder, Fintalent.io

Assign a Buddy for Onboarding

One unique strategy we have implemented to attract top talent is the concept of assigning a dedicated buddy to candidates who have accepted our offer. This buddy is someone from the specific team the candidate will be joining, ensuring a seamless onboarding experience. 

The buddy takes care of the candidate's needs during the pre-boarding phase. They provide information about the organization, the candidate's role, and manager, offering guidance and support throughout processes such as background verification and documentation submission, and so on. This support extends to the candidate's first day and the subsequent week, ensuring a smooth transition. 

By assigning a buddy, we aim to mitigate any feelings of helplessness and provide a positive experience for candidates before they officially join the company. Additionally, during the offer stage when multiple candidates are in different stages of the hiring process, we maintain regular communication with them. Talent acquisition personnel

Sanya Nagpal, Head, Human Resources, Leena AI

Embrace a Passive Recruitment Strategy

Passive recruitment has been a very unique strategy that we continue to trial as a method of not only talent attraction but talent discovery.

It allows you to reach out to a broader network of talent potential, rather than being confined to the traditional role of talent attraction or job posting where the candidates come to you.

Wendy Makinson, HR Manager, Joloda Hydraroll

Stand Out by the Upending Status Quo

A majority-female recruiting firm working in the equipment and industrial sector is an anomaly, and that uniqueness draws underappreciated top talent my way on a regular basis. Women looking for a place where they know their value will be respected choose my company over bigger names often.

Standing out by upending the status quo is a strategy any company should consider. Take a moment to consider who has historically been excluded from your industry, and how you might develop an office culture that welcomes them.

Not only will you find excellent workers with passion and drive, but the diversity that follows will also broaden your client reach.

Linn Atiyeh, CEO, Bemana

Reevaluate Your Employee Value Proposition

Want to attract top talent? Dust off your EVP

Salary and benefits aren’t enough anymore; job seekers want to be INSPIRED!

Candidates today want to work for companies whose values and views align with their own. Company culture, inclusion, employee satisfaction, employee development, and social causes are prioritized.

Examine your company's Employee Value Proposition carefully and consider if it needs to be updated to match the requirements of today's job seekers.

Laura Drews-Freund, Founder, Data Talent Recruitment

To help you create a more inclusive and diverse workplace, we reached out to CEOs, founders, and other leaders to share their best strategies and tips. From planning and strategizing your DEI initiatives to showcasing your commitment to diversity, discover the top eight insights these experts have to offer on successfully implementing diversity and inclusion initiatives in your organization.

• Plan and Strategize DEI Initiatives
• Implement DEI Strategic Plan Pillars
• Embrace Invisible Factors 
• Foster a Top-Down Inclusivity Culture
• Prioritize Inclusive Hiring Practices
• Address Specific DEI Pain Points
• Accommodate Diverse Food Choices
• Showcase Your Commitment to Diversity

Plan and Strategize DEI Initiatives

When we talk to Employee Resource Groups and other DEI leaders, we find one of the most common mistakes made is that they execute first and plan later. It's just like going on a vacation with your family; you surely don't load them up in the car, drive for four hours, and then ask where they want to go.

We suggest starting with a discussion about the culture of the organization, including the real people that work together. Just like your eight-year-old might prefer Disneyland over Las Vegas, it's important to remember who is on your team.

Then it's time to create a plan for what these D&I initiatives are set to accomplish. Developing a strategy is fun as you look at the different activities, trainings, and workshops available to the group.

When you have your roadmap ready, you're excited to talk with your organization about your plans because they will be excited too. Following these steps will help any organization become successful with its DEI initiatives.

Ashley Kelly, CEO and Co-founder, CultureAlly

Implement DEI Strategic Plan Pillars

When implementing diversity and inclusion initiatives, it is vital to have support from the top leadership. With this, you have a place to land and accountability to help propel initiatives forward. Additionally, it is important to create a strategic plan involving all areas of an institution so that the overall impact on its culture is sustainable. 

At our institution, we have focused on four main pillars for our DEI strategic plan, including:

1. Workplace 
2. Workforce 
3. Care delivery to the Community 
4. Marketplace

Approaching DEI from all four pillars ensures that we are addressing growth in DEI from multiple angles. It also helps to share the responsibility of the equity work with various departments, divisions, and levels within the institution, which helps to create a more sustainable shift in the overall culture, rather than the responsibility of DEI work landing solely with the Office of Equity and Diversity.

Tiffany Gladdis, Medical Director of the Office of Equity and Diversity, Children's Mercy Kansas City

Embrace Invisible Factors 

Diversity and inclusion have, by far, now become an integral part of the success trajectory of any organization. The results have been amazing ever since I bought into the invisible factors strategy. Planning any initiative must strongly revolve around three often ignored yet crucial forces: drive, cognitive diversity, and psychological safety!

Treating every employee equally is surely the first step, but what makes it even more evident is celebrating and acknowledging their traditions and perspectives. For instance, if you're coming up with any policy favoring parent employees, don't just ignore the efforts of others who burn the midnight oil for your company.

Rather, what you could do is balance off the policies, and there you hit the psychological aspect of every individual employee. Besides, analyzing talent on the same grounds and awarding the employee of the month without any biases is yet another strategy that worked well for us.

Johannes Larsson, Founder and CEO, Financer.com

Foster a Top-Down Inclusivity Culture

As a tech company CEO, implementing diversity and inclusion initiatives has been a priority for us. One of the best strategies we have found is creating a culture of inclusivity from the top down.

It starts with leadership commitment and setting clear goals for diversity and inclusion. We have established diverse hiring panels to ensure unbiased decision-making, implemented unconscious bias training for all employees, and actively sought out diverse talent through targeted recruitment efforts.

Additionally, we foster an inclusive work environment by promoting open dialogue, providing resources for employee education and awareness, and establishing employee resource groups.

By creating a safe and inclusive space where diverse voices are heard and valued, we have seen increased employee engagement and a stronger sense of belonging within our organization.

Luciano Colos, Founder and CEO, PitchGrade

Prioritize Inclusive Hiring Practices

Diversity and inclusion initiatives in our workplace begin with our hiring practices. We prioritize diversity by adopting inclusive hiring strategies. We actively source candidates from diverse backgrounds, use blind resume screening, and implement structured interview processes to minimize bias.

Matias Rodsevich, CEO, PRLab

Address Specific DEI Pain Points

The key to advancing DEI within your organization isn't launching ERGs, or unconscious bias training, or even a pay equity analysis. What is it? I can't tell you that, because I don't know enough about your organization. An impactful DEI strategy is one that's built to address your specific DEI pain points.

What DEI problems are you looking to solve? Your DEI initiatives should flow from there. Uncover your DEI problems by doing an audit of key HR processes (e.g., performance management and hiring) and benefits, and by running a comprehensive DEIB survey with your employees. 

From there, you will have an understanding of your "burning down the house" issues, and the initiatives you take on should be ones that address those specific issues. Otherwise, you're going to end up with a whole lot of DEI "activity" but not necessarily any progress to show for it. And that is a recipe for DEI fatigue & burnout.

Amber Madison, Co-founder, Peoplism

Accommodate Diverse Food Choices

Chances are, you share mealtimes with your co-workers regularly, whether it's in the break room or out for a celebratory dinner. These moments can seem benign if you're part of the majority, but for marginalized groups, it can feel like navigating a tightrope. Food is more than fuel; it's personal and cultural. Because of this, comments about dishes can easily cross the line into microaggressions.

As a business owner, it's up to me to ensure everyone feels accommodated and accepted, and that includes those with dietary restrictions, requirements, and preferences.

When catering, ordering out, or just sharing a table, don't make people explain why they're avoiding gluten or pork. Just take our differences in stride and make sure options are available for everyone without comment.

Linn Atiyeh, CEO, Bemana

Showcase Commitment to Diversity

Emphasize your company’s commitment to diversity and inclusion. If your company keeps becoming a more and more welcoming and inclusive workplace, noting that fact in the job offer and on social media profiles is worthwhile. 

One of the possible ways to do that is by simply including the information that you are “an equal opportunity employer.” Still, you can go beyond it and make a powerful, encouraging statement in your own words. Highlight how proud you feel to have qualified employees from all walks of life, representing different cultures and contributing to the company’s success because of their precious knowledge and varied skill set. It will enhance your chances of gaining a more diverse candidate pool.

Such a simple solution has worked great for my company, so I recommend it to any forward-thinking employers caring for diversity and inclusion initiatives.

Agata Szczepanek, Community Manager, MyPerfectResume

• Segment HR Data and Create Visuals
• Focus on Relevant Metrics
• Craft a Story with Key Metrics
• Prioritize Data Management
• Seek Niche Creator Training

Segment HR Data And Create Visuals

HR leaders have a crucial role in understanding and making sense of data. To effectively manage HR data, here is my best piece of advice: use feedback from employees to segment your HR data into smaller clusters, then draw strategic conclusions from each set of findings.

One approach to business decision-making here would be to create visual representations of the insights gained by using clustering techniques—for example, charts that differentiate employee responses based on age or job title—so that a company can review these observations holistically.

With this method, HR leaders can easily realize actionable patterns that could inform their strategy in related areas, such as recruitment or training.

Grace He, People and Culture Director, TeamBuilding

Focus On Relevant Metrics

With understanding HR data, it's overwhelming to decipher what's important and what's not. My best advice for HR leaders is to focus on the metrics that align with your organization's overall goals and objectives.

Determine what success looks like for your organization and identify the key performance indicators (KPIs) that will help you measure progress toward those goals. By focusing on the right metrics, HR leaders can avoid getting bogged down by irrelevant data and instead gain valuable insights that are actionable and drive positive change within the organization.

Jefferson McCall, Co-founder and HR Head, TechBullish

Craft A Story With Key Metrics

HR data can be overwhelming, especially when too much is collected and reported without a specific purpose. If you long to enlighten your customers, frame the storyline using only the most relevant and important metrics.

Remember, data is to words as insights are to plot. If you want a tale worth telling, look beyond efficiency metrics and focus on effectiveness measures. The first might crisply convey the what, when, and where, as well as the how much and how many. But the latter provides critical "ah-ha" moments that shed light on the complexities of the why and how. Therein lies your story and catalyst for action.

Tim Toterhi, CHRO, Plotline Leadership

Prioritize Data Management

The best way to overcome the challenge of clean data difficulties common in HR data is to prioritize and optimize data management. Establish data policies that prioritize organization, data accuracy, and of course, upkeep. HR data comes from departments all around a business, many with their own systems and processes too. The better aggregated and organized that data, the less confusion and overall error.

Max Schwartzapfel, CMO, Schwartzapfel Lawyers

Seek Niche Creator Training

My advice is to look for niche creators who have courses specific to the platforms or software you're using.

Trying to learn from free online guides or even from the material provided by the platform can be overwhelming; however, learning from a creator who understands the requirements for a specific platform is likely to provide a much more fruitful training experience that aligns with what you actually need to learn as an HR professional.

Wendy Makinson, HR Manager, Joloda Hydraroll

• Introduce Pets in Video Meetings
• Hold Flash Slack Contests
• Implement a Team Perk System
• Host Empowerment Days for Innovation
• Foster Appreciation and Collaboration
• Create a Snack-Filled Community
• Boost Engagement With Gamification
• Show Appreciation and Gratitude to Employees
• Promote Personalized Wellness Programs
• Launch a "Passion Project" Initiative

Introduce Pets In Video Meetings

Introduce your pets in video meetings to lighten the mood. The remote workforce allows us to bend the professional standard and get to know team members as friends instead of colleagues. Start the meeting with a pet introduction, or take a break and do it then. It keeps the mood light-hearted and engages workers in a conversation.

Christy Pyrz, Chief Marketing Officer, Paradigm Peptides

Hold Flash Slack Contests

Creativity is key when boosting employee engagement in remote work environments. One successful way we've raised morale and engagement is by holding flash Slack contests. A company leader will post a prompt in a Slack channel and reward the best answer with a digital gift card.

Past prompts have included things like, "If you could create your own holiday, what would it be?" and "What is your funniest holiday food fail story?" This is a great way to keep remote employees alert to Slack and encourage them to use it for fun team bonding and work communication.

Michael Alexis, CEO, Virtual Team Building

Implement A Team Perk System

Managing a team of employees requires balance and finesse to ensure high levels of engagement. One creative way that I recently implemented at my company to boost employee engagement was developing a "team perk".

This involves each team member getting the chance to become the “Employee Of The Week,” granting access to small bonuses such as early leave for one day, or other perks like free lunch or snacks.

This incentivized performance, while also feeling special within the team. It created an atmosphere of good faith amongst everyone, thus improving morale and overall productivity.

Kate Duske, Editor-in-Chief, Escape Room Data

Host Empowerment Days For Innovation

As managers, we have implemented a unique initiative called "Empowerment Days" to boost employee engagement. On these designated days, employees have the freedom to pursue personal projects that align with their passions and skills. This creative approach encourages innovation, fosters a sense of ownership, and strengthens the bond between employees and the company.

Studies show that organizations with high employee engagement outperform their competitors by 147%. Empowerment Days provide an opportunity for employees to showcase their talents, explore new ideas, and contribute to the company's growth.

A real-life example is 3M's "15% Culture," where employees may spend 15% of their work time on projects of their choice. This led to groundbreaking innovations like Post-it Notes.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Foster Appreciation And Collaboration

As a manager, one creative way I have boosted employee engagement in my company is by implementing a personalized recognition program. Understanding that recognition is a powerful motivator, I developed a system where employees could nominate and recognize their peers for exceptional work.

This fostered a culture of appreciation and created a positive feedback loop within the organization. I organized team-building activities, such as offsite retreats and social events, to encourage collaboration and build stronger relationships among team members.

By valuing and investing in employee well-being and growth, we witnessed a significant increase in overall employee engagement and productivity.

Samuel Fletcher, Co-founder, SupplyGem

Create A Snack-Filled Community

One creative way I have boosted employee engagement in my company is by providing a variety of fun and delicious snacks in the office. We have set up a snack bar with a range of options, such as healthy or not-so-healthy snacks. We also provide popcorn, cotton candy, and even a snow cone machine during the summer months.

This initiative adds an element of excitement to the work environment and encourages employees to take breaks and connect with one another in a relaxed setting. It promotes a positive company culture by fostering a sense of community, providing a refreshing treat, and creating opportunities for spontaneous conversations and team bonding.

Trey Ferro, CEO, Spot Pet Insurance

Boost Engagement With Gamification

One creative way to boost employee engagement is by gamifying tasks. We implemented a points and rewards system where employees earn points for completing tasks and meeting goals. They can redeem these points for rewards like gift cards or extra time off.

We also created a leaderboard to display top performers, fostering friendly competition. Team-based challenges and missions encourage collaboration and camaraderie.

By gamifying tasks, we have seen increased employee engagement, motivation, and a more enjoyable work environment. Employees are actively seeking opportunities to earn points and contribute to the company's success.

Josh Amishav, Founder and CEO, Breachsense

Show Appreciation And Gratitude To Employees

Give sincere appreciation and gratitude to employees for their hard work and achievements, both publicly and privately. You can also integrate "Thank You" notes into your communication channels and offer small tokens of appreciation, such as gift cards or extra PTO days.

This practice fosters a positive and supportive workplace culture, motivating employees to remain engaged and productive, and can improve overall company morale.

Jefferson McCall, Co-founder and HR Head, TechBullish

Promote Personalized Wellness Programs

I firmly believe that employee wellness plays a vital role in boosting their engagement. Therefore, my creative approach toward employee motivation is promoting personalized wellness programs.

These programs allow employees to identify their health goals and create a customized plan of action to achieve them. It could be anything from yoga, meditation, weight loss programs, nutrition counseling, smoking cessation, etc.

Creating a positive environment around employee health is a great way to boost engagement and increase productivity. It promotes a sense of community and support among team members while also showing them that their employer cares about their personal well-being.

This results in a more energized and focused workforce, leading to a happier, healthier, and more productive workplace.

Basana Saha, Founder, KidsCareIdeas

Introduce A "Passion Project" Initiative

One creative way I boosted employee engagement in my company was by implementing a "Passion Project" initiative. I allowed employees to dedicate a set amount of work time each week to pursue personal projects related to their interests or professional growth.

This not only encouraged creativity and innovation but also fostered a sense of autonomy and ownership among employees. It provided a platform for them to explore their passions, develop new skills, and share their lessons with the team.

Regular showcases and presentations were organized to celebrate and appreciate the diverse projects undertaken. This initiative not only enhanced employee engagement and job satisfaction but also resulted in the generation of fresh ideas and improved collaboration within the organization.

Jessica Shee, Marketing Manager, iBoysoft