Last April, the global coffee giant Starbucks was sucked into a conversation about racial bias when an incident took place at one of their Philadelphia restaurants. The manager of the unit accused two African-American men of trespassing; police were called, the men were wrongly arrested, and the outcry was nationwide.
A quote from the Human Resources Today article How connection drives employee engagement: “With the recent shift of many employees working remotely, the connection seems to be universally craved now more than ever before. Connection is, in fact, a basic human need, residing on Maslow’s Hierarchy of Needs just above physical safety. And yet, research shows that 40% of employees feel isolated at work, leading to lower employee engagement.”
“The Times They Are A-Changing,” and sometimes changes come fast and furiously. The COVID-19 pandemic has caused many HR-managers and internal communications specialists to have a hard look at the way their company communicates with its employees. The rise of the remote workforce and an increased need for instruction, motivation, and monitoring employee wellbeing all point to one conclusion: the old internal communications tools are no longer up to the challenge.
In today’s hyper-competitive business landscape, customer obsession has become the most repeated phrase in boardrooms the world over. If you can predict what the customer wants, and provide a seamless customer experience, then you can stand out and win in this fierce environment.
In an article packed with employee feedback stats, HR influencer Maren Hogan discusses the value of feedback in organizations:
There is an ongoing discussion about how employees should behave and how they should really engage more in the organization. But more often than not, it is not the employee’s fault, the company leaders can and must do a lot more to successfully engage their employees.