leadercommunicator blog

Improve the Employer-Employee Connection with Communication

Posted by David Grossman on Mon, Nov 29, 2021

The “big quit” continues to accelerate in the U.S., with another 4.4 million workers reported to have resigned from their jobs in September, bringing the total to more than 24 million since April 2021. This historic departure of workers isn’t expected to abate any time soon—a recent McKinsey & Company survey found that 40% of employees are at least somewhat likely to leave their employer in the next three to six months. Perhaps even more telling, it identified a disconnect between employers’ perceptions and the actual reasons why employees are leaving.

What is most important to employees? Being valued by their manager and organization; a sense of belonging, and yes, work-life balance. The study showed employees were more likely to prioritize these and other relational factors of work life, including caring and trusting teammates and potential for advancement, while employers looked more at the transactional aspects such as workload and compensation.

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Tags: Leadership Communication, Future of Work

8 Ways to Foster a Positive Employee Experience in a Hybrid Workplace

Posted by David Grossman on Mon, Nov 22, 2021

As organizations plan for the post-COVID workplace, many are considering a hybrid approach with good reason: It’s what employees want. Of more than 30,000 workers surveyed in the Microsoft 2021 Work Trend Index, 73% wanted flexible remote work options to continue and 67% wanted more in-person time with their teams.

Perhaps to help their employees enjoy the best of both worlds, two-thirds of business decisionmakers are considering redesigning physical spaces to accommodate hybrid work environments. Yet while more collaboration space, better videoconference technology and “hotel” desk space may be useful when employees are on site, that’s only part of the picture. To be successful with a hybrid work environment long term, it’s important to be conscientious about the employee experience all day, every day.

Moving to Hybrid Spaces

Here are eight best practices to think about when moving to hybrid work:

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Tags: Heart First Leadership, Future of Work

Our Annual Celebration of Grandma Elsie & Her Famous #PumpkinChiffonPie Recipe

Posted by David Grossman on Fri, Nov 19, 2021

It's that time of year again – the holidays are fast approaching and as many of you know, the season kicks off with my favorite holiday: Thanksgiving. While one of the many reasons I look forward to Thanksgiving is because it’s the season of Grandma Elsie’s Famous Pumpkin Chiffon Pie and other crowd-favorite recipes, Thanksgiving is special for other reasons.

We’ve had a couple tough years. And during times of challenge, it's not always easy to consider what we have to be thankful for.

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Tags: Announcements

A Lesson Learned from My Dad: The Power of Asking for Help

Posted by David Grossman on Thu, Nov 18, 2021

My dad and me.

Last week marked the 25th anniversary of my father’s death from pancreatic cancer. The picture is of my dad and me at my Bar Mitzvah.

He spent his last few days in a wonderful hospice – St. Mary’s Hospice in Milwaukee, Wisconsin. Dad was heavily sedated and not very lucid in his last few days, but I still talked to him as if he could hear me.

I believed he could hear me; upon reflection, I think that was one of the ways I was dealing with his imminent death.

I’ll always remember the day the Rabbi came to visit.

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Tags: Authenticity, Heart First Leadership

Disconnect Between Leaders and Employees on the Future of Work

Posted by David Grossman on Wed, Nov 17, 2021

The progress made by corporate leaders adjusting to the challenges caused by the pandemic may not be quite as rosy as they think.

A huge disconnect appears to currently exist between the views of executives and those of employees regarding the future of work, according to a new “Global Workplace Report” released by NTT, a global technology company and business solutions provider.

According to the report, the top four strategies companies currently use to adjust to new employee needs include flexible hours, wellness, remote/hybrid work, and an improved work environment.

What employees want most is flexibility, and while they’re more vocal about their wants than ever before, they often don’t feel heard and responded to.

What are the key differences between how leaders and employees view their workplace?

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Tags: Employee Engagement, Future of Work

7 Steps to Help Employees Adapt When Return to the Office Means a New Workplace

Posted by David Grossman on Mon, Nov 15, 2021

As organizations consider how best to navigate the post-COVID environment, many are rethinking their real estate needs and ways to offer employees ongoing flexibility for remote work.

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Tags: Future of Work

5 Proven Approaches to Leader Communications in the New Reality

Posted by David Grossman on Fri, Nov 12, 2021

When the pandemic hit, leadership teams figured out really quickly that effective communication was essential to business continuity and helping employees through the transition to the new reality.

Part of why companies were so successful during the early days of the pandemic is because communications were hugely focused; what wasn’t critical was stopped to make way for the most important communication about the business and plans for the pandemic. Leadership communication was purposeful and relevant, and therefore, positively influenced engagement, including on critical topics like the safety and well-being of employees.

For as much as has changed in the past 19 months, in some ways little has changed. Organizations and employees are still going through tremendous change and the communications team, working closely with leaders, will continue to be essential to leading employees through the change to the new reality. They need to remain focused and resourced as such.

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Tags: Leadership Communication

Recognition That Motivates: 3 Must-Have Components

Posted by David Grossman on Wed, Nov 10, 2021

With the "Great Resignation" in full swing and the evolution of what employee engagement means today, one component that hasn’t changed is the value employees place on recognition.

Whether a pat on the back, spot bonus, or formal award, recognition can be a powerful tool in your communication arsenal. By showing appreciation and communicating a job well done in specific ways, you can enhance team performance and motivate employees to take their work to the next level.

4 Questions to Consider 

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Tags: Employee Engagement, Feedback/Trust

The Secret to a More Engaged Employee? Take Their Well-Being Seriously

Posted by David Grossman on Mon, Nov 08, 2021

After years of polite but often back-burner interest, employee well-being is getting increased attention in organizations today, especially considering the significant changes, challenges and stress brought on by COVID-19. In the effort to build a stronger and more committed workforce today, well-being is becoming an important part of how we think about engagement, and what it means.

Engagement – based on my experience – is an emotional connection that employees have to work. That emotional connection brings all kinds of benefits. It helps employees feel more excited to come to work because they are connected to their colleagues and leaders and feel they are doing work that’s meaningful and interesting. It also often results in something extra – extra time, extra energy, extra brainpower. Employees go above and beyond with discretionary effort because they’re motivated to do so.

3 Components to Employee Engagement Today

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Tags: Employee Engagement

With More Women Leaving the Workplace, What Can Leaders Do?

Posted by David Grossman on Fri, Nov 05, 2021

Women are leaving the workplace in greater numbers than men as the “Great Resignation” continues to place pressure on organizations to recruit and especially retain valued employees.

In September 2021, 309,000 women aged 20 and over left the labor force entirely, the biggest monthly decline in a year. There were 57.1% of U.S. women in the labor force last month, down from 57.4% in August 2021. This is well below the pre-pandemic level of 59.2% (February 2020), and the lowest since October 1988.

While some of these changes may relate to women’s jobs being concentrated in hard-hit industries such as restaurants, retail and hospitality, increased demands of the pandemic also seem to be a factor. Research points to women voluntarily leaving careers or pausing employment at a time when they or their children risk exposure to COVID-19, school and day-care plans can change due to the virus, and work arrangements can lack critical parental leave or schedule flexibility.

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Tags: The Great Resignation