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Preserving Employee Experience During The Crazy (Supportive Culture…
Preserving Employee Experience During The Crazy
Articulated Accountability
Leadership
Hosting global virtual town halls
Emphasizing the need for managers to check-in with their direct reports to make sure they feel safe and included
Creating a task force to align internally on communications and actions
Shared Responsibility
Sharing responsibility over employee experience with managers; enabling them to have meaningful conversations
Distributing accountability and responsibility outward beyond the center / leadership team down to frontline managers
Creating a sense of shared responsibility of employee experience across levels and functions
Keeping each other accountable to recognition, productivity, and safety
Clear Philosophy
Communication
Providing ongoing communication to ensure employees know they are the #1 concern for the organization
Approach
Taking a proactive (as opposed to reactive) stance towards employee experience
Prioritizing a people-first approach and employee-centric conversations
Strategy
Leveraging the learning and development strategy to explore topics around health, wellness, mindfulness
Having a clear mission, vision, and values; and reminding leaders what they mean in today's situation
Supportive Culture
Resources
Distributing tools to employees on how to best handle stress and maintain resilience
Connection & Collaboration
Sharing pictures of people's work space and pets at home in an effort to humanize the virtual experience and connect
Fostering a sense of connection (i.e., virtual happy hours or lunch dates)
Creating many communities on Slack channels; creating a separate work-from-home calendar
Fostering collaboration by investing in new technology to enable the massive demand on teleconferencing
Asking employees to share best practices on how to keep the business going while working remotely
Using this situation as an opportunity to bring employees in different locations together to align on the company's culture
Learning & Sharing
Developing grassroots efforts to learn from one another and share best practices
Offering ad-hoc learning opportunities on how to work and collaborate on virtual teams
Trust & Transparency
Trust is crucial at this time, along with empowering employees to make decisions
Ensuring that folks feel comfortable and safe to talk about their situation
Aligned Measurement
Feedback
Giving direct managers a live view into open feedback / comments of employees so they can quickly and effectively address issues
Getting employee real-time feedback via pulse surveys
Tracking the number of one-on-one discussions between leaders and team members; and the number of virtual social gatherings
Tools
Learning from other countries / companies that have gone through this COVID-19 situation (e.g., US offices connecting with other global offices like China or Italy)
Shifting how organizations measure all of their data; there may be new tools that can help with EX