Organizational Culture: <\/strong>To help employees connect with the company, ensure that every aspect reflects
\nthe goals, vision, and philosophy of its leadership. Policies, practices, communication, decisions, clients,
\netc. all need to connect back to the same message so employees know who the company is and can
\ngauge their actions accordingly. Stating one thing but letting managers and employees do something
\ndifferent sends mixed messages and makes employees doubt the integrity of the company they work
\nfor.<\/p>\n\u25cf Create purpose and commitment by fostering formal and informal connections between
\nleadership and employees, between departments, and between co-workers. Institute ways for
\nemployees to interact with leadership such as panels, lunches, and \u201cmeet-and-greets\u201d and
\nreasons for employees to work with others across the company such as initiatives, committees,
\nand affinity groups.<\/p>\n
\u25cf Improve communication and transparency to offer regular insights into the company\u2019s goals,
\nfinancials, wins, and challenges. Schedule quarterly or monthly meetings and\/or send regular
\nnewsletters or impromptu communication so employees hear what is going on directly from
\nleadership. Hold managers accountable to timely pass along important information to all of their
\nemployees.<\/p>\n
\u25cf Review your organization as a whole, starting at the top and extending through every level and
\njob. Update your policies, practices, and culture to eliminate any toxicity, harassment, or
\ndiscrimination and to create the consistency of acceptance and equality throughout. Engage an
\noutside consultant to assess your practices and recommend initiatives from an objective
\nperspective.<\/p>\n
\u25cf Make all employees feel welcome and valued regardless of their background. Prioritize Diversity,
\nEquity, and Inclusion (DEI) initiatives (including race, gender, LGBTQ+, religion, national origin,
\nage, education, etc.) to benefit from the diversity in thought and experiences that comes from a
\nvaried group of people.<\/p>\n
\u25cf Update your technology, infrastructure, and resources to give your employees the best tools to
\ndo their jobs. Find ways to make employees\u2019 jobs easier.<\/p>\n
\u25cf Stop making decisions \u201cbecause that\u2019s how we\u2019ve always done it\u201d and allow employees to feel
\ncomfortable and empowered enough to offer their thoughts and insights. Welcome brain-
\nstorming new ideas and teamwork to improve results.<\/p>\n
\u25cf Extend your focus on excellent customer service to include your internal client \u2013 your employees.
\nMake sure your employees feel valued and respected and ensure you are meeting their needs
\njust as you expect them to do with your external customers.<\/p>\n
Employee Development:<\/strong> Recognize that most employees do not \u201clive to work,\u201d but they do want to
\ndedicate their time and talent to a company that appreciates them. Today\u2019s workforce is not composed
\nentirely of people on the \u201ctraditional\u201d career path. Employees have different needs, priorities, goals,
\nlifestyles, backgrounds, and challenges, often changing many times during their tenure. By helping
\nemployees succeed with their personal and professional goals, you will enhance their commitment to
\nthe company, increase their productivity and inspire their innovation. Meeting employees where they
\nare in life may require individualized, out-of-the-box thinking, and implementing new policies and
\nprocedures can produce remarkable results.<\/p>\n\u25cf Instead of the necessitating \u201cpromotion by changing jobs,\u201d work with employees to determine
\nhow they can follow their desired career paths while staying at the company and keeping their
\ninstitutional knowledge in-house. Are they looking to be promoted? Explain those expectations
\nand give them the chance to learn those skills. Do they want to keep doing what they are doing?
\nHelp them refine and improve those skills so they can do them even better. Do they want to try a
\ndifferent job? Find opportunities for employees to work in different departments to find their
\nbest fit. Do they want or need to take a step back? Work with them to find schedules and job
\nduties that allow them to balance their demands.<\/p>\n
\u25cf Change your focus from attendance and punctuality to availability and performance. Recognize
\nthat working in the office 8:00 a.m. to 5:00 p.m. Monday through Friday does not work for a
\nsignificant portion of the workforce, including employees who still have a lot to offer. Instead,
\nexplore flexible work arrangements such as remote work, reduced schedules, partial year, hybrid
\narrangements, and job-sharing to allow good employees to better integrate their work
\nresponsibilities into the rest of their lives.<\/p>\n
\u25cf Expand employees\u2019 responsibilities to allow them to develop new skills such as supervising
\nothers, controlling an aspect of finances, or understanding how their role coordinates with
\nanother through cross-training. Don\u2019t require employees to take on more work or stress with no
\nbenefit but rather give them opportunities they value and compensate them appropriately for
\ntheir added effort.<\/p>\n
\u25cf Demonstrate your trust in experienced employees by giving them more autonomy and flexibility
\nin how they do their jobs. Many managers succeed in positions similar to those they supervise so
\nfeel they know the \u201cbest and only way\u201d to accomplish a task. However, allowing employees to
\nexperiment and find what works best for them gives them buy-in and could result in a more
\nefficient and productive process.<\/p>\n
\u25cf Provide regular job-skills training so employees know the latest expectations and work methods.
\nAssist employees to develop job-related skills even if they are not traditionally associated with
\nthe position, such as learning a new language. Pay for employees\u2019 licensing, certifications,
\nprofessional development, and continuing education, asking them to share some of what they
\nlearn with others to multiply the return on investment.<\/p>\n
\u25cf Develop objective performance management tools to have employees set SMART goals,
\ndocument job expectations, and track their performance. Reward high-achievers with increases,
\npromotions, and empowerment. Assist employees with potential by giving them more frequent
\ncommunication and training. Remove low-performers to eliminate the stress, burden, and
\ntoxicity that they can cause.<\/p>\n
Making institutional changes takes a lot of work and is a long-term commitment which may involve
\ndisruptive decisions such as ending established practices or letting go of employees who do not fit the
\nvision. Taking deliberate action to include all employees in the company\u2019s journey will make them feel
\nvalued leading to higher engagement, productivity, and retention and will make your company more
\nattractive to prospective employees, allowing you to develop a strong, successful workforce to
\nrepresent and grow to your company now and in the future.<\/p>\n
Affinity HR Group can assist with your performance management initiatives. Connect with us at 877-
\n660-6400 or hello@AffinityHRGroup to learn more.<\/p>\n
By Paige McAllister, SPHR, SHRM-SCP, Vice President for Compliance \u2013 Affinity HR Group, Inc.<\/p>\n","protected":false},"excerpt":{"rendered":"
Employees stay at companies where they feel valued and safe. Employees leave companies where they feel discounted, taken advantage of, or disconnected from managers and co-workers. Increasing the engagement and retention of good employees can propel a company\u2019s success, allowing leaders to focus on proactive strategies instead of reactively putting out fires. While some more […]<\/p>\n","protected":false},"author":2,"featured_media":9191,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[9],"tags":[25,26,12,14],"class_list":["post-9101","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-cullture","tag-employee-development","tag-paige-mcallister","tag-retention"],"aioseo_notices":[],"yoast_head":"\n
Organizational Changes to Improve Engagement - The Workplace Advisors<\/title>\n<meta name=\"description\" content=\"Affinity HR Group explores organizational culture and employee development and how these can make a big impact to retention and recruitment.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Organizational Changes to Improve Engagement - The Workplace Advisors\" \/>\n<meta property=\"og:description\" content=\"Affinity HR Group explores organizational culture and employee development and how these can make a big impact to retention and recruitment.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\" \/>\n<meta property=\"og:site_name\" content=\"The Workplace Advisors\" \/>\n<meta property=\"article:published_time\" content=\"2023-04-11T18:34:43+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-09-21T15:32:07+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/theworkplaceadvisors.com\/wp-content\/uploads\/2023\/04\/company-structure-blog-banner.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2240\" \/>\n\t<meta property=\"og:image:height\" content=\"1260\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Beth\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Beth\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\"},\"author\":{\"name\":\"Beth\",\"@id\":\"https:\/\/theworkplaceadvisors.com\/#\/schema\/person\/02a1a6e701cd6ba8013a7144101cd646\"},\"headline\":\"Organizational Changes to Improve Engagement\",\"datePublished\":\"2023-04-11T18:34:43+00:00\",\"dateModified\":\"2023-09-21T15:32:07+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\"},\"wordCount\":1138,\"publisher\":{\"@id\":\"https:\/\/theworkplaceadvisors.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/theworkplaceadvisors.com\/wp-content\/uploads\/2023\/04\/company-structure-blog-banner.png\",\"keywords\":[\"Cullture\",\"Employee Development\",\"Paige McAllister\",\"Retention\"],\"articleSection\":[\"Blog\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\",\"url\":\"https:\/\/theworkplaceadvisors.com\/organizational-changes-to-improve-engagement\/\",\"name\":\"Organizational Changes to Improve Engagement - 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