Employee engagement is dead. Employee Experience in a traditional office is dead. If you, like all leaders post COVID-19, need to make split decisions that drive the best digital employee experience (DEX), this podcast delivers on all the latest and greatest strategies that top companies are implementing today.
Join our host, David Williams, as he helps you to retain your top talent during these challenging times.
www.forgeant.com
How COVID-19 Reshaped the Employee Experience with Ben Eubanks
On any given normal workday, we see our employees come into the office and go about their work. Their mere presence at work tells us a lot more than we think.
If an employee shows up at work, then they are not too sick to get out of bed, at the hospital, taking care of their children, or caring for other loved ones. We can also assume that nothing overly drastic has happened in their life such that they would need to be somewhere else. We can further deduce from their appearance and behavior, compared to their normal, if they are stressed or agitated. (Thanks Watson)
That is a lot of assumptions that we typically have unlimited access to when working alongside coworkers.
Covid-19 has taken most of that away from us.
We have no idea what is going on with our employees. We know they are getting their work done because they respond to emails, take conference calls, and meet deadlines. But all of the external factors that affect their mental state are a complete mystery.
Are their family members healthy? Are their kids driving them crazy? Are they short on hard-to-find supplies (why is all the toilet paper gone?!)? Do they personally feel under the weather? Are they supported with the technology they need to do their job? Are they agitated at all the information they’re being bombarded with?
These are just some of the things that are definitely affecting the workforce of today. In a recent podcast with Ben Eubanks, HR Analyst, Author, and Podcaster, he describes the fundamental attributes that organizations must have as they work with their new logistic set up – grace. Ben describes the attitude of grace as one of compassion and understanding. While we don’t necessarily know all of the things that are going on in our employees’ lives, we do know that there are now a lot of unknowns. Being truly empathetic of that and treating our employees accordingly is the true meaning of grace. To hear the rest of the podcast go to Forging Employee Experience (https://podcasts.apple.com/us/podcast/forging-employee-experience/id1439383204). To connect with Ben, go to his site: https://lhra.io/ (https://lhra.io/).
Employees and employers alike are having a tough time with so many things that have nothing to do with their day-to-day responsibilities. Now more than ever, employers need to listen and hear what is going on with their at-home workforce to better lead and assist them through the tough times ahead.
27 Mar 2020
REFORGE Dr. Tomas Chamorro-Premuzic
Josh and Alexander recap the amazing content Dr. Tomas shared on his recent episode. Come learn from the best and brightest minds of this generation as it relates to the future of work and designing a better employee experience.
For more info visit Dr. Tomas' website: https://drtomas.com/ (https://drtomas.com/)
24 Mar 2020
80% of Employee Experience is Determined by Managers, with Dr. Tomas Chamorro-Premuzic
Managers hold power. They have the ability to control and regulate the daily life of an employee. Their administrative mandate to observe, review, and divvy out work implicitly gives them the ability to determine how and when an employee works. Furthermore, the human condition subconsciously leads us to believe that those with such authoritative responsibility should be trusted more than those without.
This leads to a power dynamic. Every employee knows that their boss could make their life miserable. Furthermore, every employee knows that in the event of a dispute, the company is likely to take the side of the boss. This is especially true in workplaces where management consists of a very non-diverse group of people.
This power dynamic is the fundamental reason why confidence is so often viewed as competence. In a recent podcast, with Dr Tomas Chamorro-Premuzic, Professor of Business Psychology at Columbia University & UCL, we explored the notion that a fundamental problem with the nature of work today is promotions. Instead of promoting the person who is going to best lead the team, the person with the most confidence gets promoted. To listen to the rest of the podcast, visit Forging the Employee Experience (https://podcasts.apple.com/us/podcast/forging-employee-experience/id1439383204). To connect with Dr Chamorro-Premuzic visit him on LinkedIn (https://www.linkedin.com/in/drtomaschamorro/) or visit his website (https://drtomas.com/).
This practice is a recipe for poor employee experience. When people work for bosses they don’t like, they start working just for the paycheck. No one should have to work just because they want the paycheck. Everyone should be able to work in a place where they can feel like they are contributing meaningfully to the work being done.
When we prioritize confidence over competence, we undermine the integrity of the work ecosystem by telling our employees that their performance is less important than their personality … which, by the way, wasn’t good enough to get them that promotion.
Entry- and mid-level managers have the absolute greatest influence on an organization’s culture and each employee’s experience at work. The system is set up for failure if the wrong people get promoted into positions of authority. Instead, we need to ensure that competence and leadership are the prevailing characteristics of the next wave of managers.
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