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Why Belonging at GE Digital: The Importance of Belonging Boosting employee engagement is a multifaceted challenge, and at GE Digital, Chief Diversity Officer Kristen Sanderson has taken a proactive approach to transforming how the company measures and enhances belonging. Her innovative strategy goes a step beyond conventional annual surveys, focusing on personalized, scalable, and measurable…
In the ever-evolving business landscape, one critical factor remains constant — employees are the heart and soul of any organization. How invested employees are in their positions can make or break a company’s success. But how do you measure success for your engagement efforts and more importantly, how do you quantify if your efforts are…
Navigating Cultural Changes Successfully navigating change is a challenge that every organization and employee will inevitably face. Navigating change presents a wide range of difficulties as well as opportunities for growth and innovation. Whether it’s a rebrand, a reorganization, a merger or acquisition, or integration of new technology – change occurs in many ways and…
Breaking down silos is a crucial unlock to functioning as a collaborative organization—while siloed organizations generally have less innovation, less efficiency and poor decision-making. That’s why it’s crucial for organizations to evaluate where and how silos are appearing between their employees. The good news is that with intention, silos can be broken down—connecting your organization…
One of the most troubling implications of today’s disconnected workplace is the fundamental lack of employee trust within teams and departments. Edelman’s 2023 Trust Barometer details this reality in depth. They found that employees are now facing “economic uncertainty without a trust safety net,” and suggest that not having a high level of average employee…
Since launching, Imperative has been bringing people together to have a new type of conversation at work – conversations that form meaningful, trusted relationships and create organizational change by connecting individuals with themselves and each other. We’ve broken down our insights from 100,000 of these conversations to paint a picture of the impact that the development of these relationships have had on our partner organizations.
Supporting employees to quickly develop meaningful relationships across the organization is a key lever for retention that is often overlooked. In this article you’ll learn: Why employees are voluntarily leaving their jobs at higher rates than ever before, the key factors driving employee decision making, the importance of employee networks in employee success, and how to leverage relationships on an organizational level
If you’re an HR leader focused on employee engagement, you’re probably familiar with Gallup’s Q12 Employee Engagement Survey. Over 50 years of research, Gallup narrowed down the 12 key questions companies should ask employees to ensure their psychological, professional, and individual needs are met. Gallup found that when organizations met these 12 standards, turnover decreased by 43% and wellbeing increased by 66%.
“Star employees” may be easy to spot, but they are often difficult to define. Is the person working harder than others? Smarter? Are they leveraging resources better or are they simply more creative? Putting your finger on exactly what makes a star employee what they are can be an exercise in frustration for even the most experienced professional development or human resources professional.
The support we give our managers needs to be agile and able to be personalized to their timely needs. But how do you harness the untold power of having a personalized approach to learning and development?
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