Over the next few episodes, we will break down the HBR article and go over some of the recommendations on the employee engagement checklist.

The first item on the checklist is to connect what employees do to what they care about. 

Here are 3 key points about this item: 

1)  Revise the company mission statement to connect with employee values. 

2) Show how an employee’s work is related to the organization’s purpose.

3) Encourage and fund employee resource groups (ERGs) that represent diverse interests and goals.

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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now

While most teams are satisfied with their boss, there are definitely areas that could be improved.

In this episode, we discuss remote managers and provide some practical tips to improve managing teams remotely.

According to the HR Reporter managers could do better in a few areas such as communicating, promoting work-life balance, recognition, encouraging career progression and offering support. 

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Leading in the new normal sometimes means doing things a little differently.

In this episode, we discuss an interesting experiment conducted, by The Leadership Agency CEO Jaime Savage.  During the pandemic, Ms. Savage noticed that her team was suffering from being burnt out.  

The Leadership Agency moved to a 4-day workweek, without taking a pay cut and vacation stayed the same.  

The results may shock you.

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We are all trying to figure it out. From tech giants to small businesses, we are all trying to figure it out. Nobody knows what the new normal is going to be.  

Challenges around vaccinations, hybrid work environments, productivity, innovation, the Great Resignation, employee desire for flexibility around work and life balance make returning to what we were all used to, an office-centric work environment very difficult. 

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There seems to be a lot of chatter in the media from experts that are cautioning and warning employees that although they may like working from home, they are going to hurt their career paths. 

Historically, one of the drivers for promotion is "presence" - physical presence in-office.  However, in the new normal, which is this time that we are living, shouldn't new ways to measure productivity and competence be used and developed? 

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According to the U.S. Bureau of Labor Statistics latest numbers, another 4.3 million people quit their jobs in August of 2021.  

This Great Resignation continues to reshape some industries including hospitality and service.  However, this trend affects all industries and this makes employee engagement all the more important to deploy strategically in the workforce to retain your top talent. 

But, take note, that right now, it is not just top talent that you should be concerned with, recruiting and retaining any talent seems to be increasingly difficult affecting your companies ability to operate.

This resignation trend started in April of 2021 and it does not look to end anytime soon.  

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Should employees be expected to respond to email and work communication after hours? What is the appropriate response time when responding to an email?

The beast of "always-on" can be detrimental to employees' mental health.  This is an issue that has been around as long as we have had access to work email on mobile devices.  

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In this time of The Great Resignation, there are a lot of people that have had a chance to reflect on their lives.  This conversation carries on to their work lives as well.  

What career path do your employees have within your organization? Is this clear to your team? What can you offer beyond a salary?

Transparency relates directly to the retention rate of talent, which ultimately hits your bottom line. 

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As we try to figure out the new normal when it comes to working, we are starting to see a divide between those who believe that we should return to the office on a more permanent basis vs those who believe we should stay remote.  

How does hybrid work impact creativity, career transparency, diversity, equity and inclusion, and overall productivity of the company?

In this episode, we dive into some of the arguments both sides present.

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Why should we value soft skills as an actual skill instead of a nice to have skill?

"Soft skills" are responsible for 80% of your achievements.

So what are they and where do you get them? 

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