A chief people officer argues that HR leaders should stop chasing engagement scores and instead ask employees directly what would improve their work, then act on it. Listen, implement, communicate the changes back.
As someone who's led the number one America's Most Loved Workplace for, for 2 years running in a row, right, what advice would you give to leaders, CHROs, right, leaders who, who are still chasing engagement and satisfaction rather than emotional connectedness?
I think first they need to think about just what what type of organization they want to be. What's the employee experience that they're aiming for? How do they want people to experience the work? Then I think it's communicating out some of these, some of this framework, and then making sure that you measure it. So, you know, I know with real estate they talk about location, location, location. I think for us it's listen, listen, listen. I think some of our best ideas come from our people. And so if I sit down at the beginning of the year as a chief people officer and think about what are the most important things that we need to do, I mean, I can come up with different ideas all day long. The most impactful ideas are going to be the ones that I get from our employees though. When I ask them, what can we do to make your jobs easier? That's the kind of thing that can move mountains. In the workforce, as long as we take that feedback and we act upon it, and then we let our employees know that we're doing something about it. So I, I recommend listening to your employees to get some of your best ideas, putting those ideas into motion, and then letting the workforce know what you've done with their feedback.
