Creating a Sticky Workplace People Love:: By Focusing On Those That Stay

By Amy Riccardi, MEd

Organizational culture and employee engagement dramatically shifted during the pandemic. Executives' and employees' expectations about work diverged and the elements most important to employees are not what executives expected.

As organizations hit the reset button on workplace culture, employees no longer want the culture dictated to them, they want to co-create it.

This eBook explains how to do that. You'll explore how to create a "sticky" workplace employees love and how to go about co-creating a dynamic culture people stay with. In most cases, it's easier than you think but you have to take the right steps and keep it simple. We explore those Seven Sticky Factors to create a great culture and how to measure your success with qualitative and quantitative data.

• Language: English
• Publisher: Lulu.com
• Release date: Sep 14, 2022
• ISBN: 9781387615254

Book preview

Chapter 1

INTRO

ENGAGEDWORKPLACES.COM

©2022 LEADERSHIP EVOLUTION GROUP LLC

INTRODUCTION

According to the most recent Gallup State of the Global Workplace Report, only 21% of employees are engaged at work, and only 33% of employees are thriving in their overall wellbeing.

These are stunning numbers.

While here in North America, those numbers are higher – it’s still at a dismal 33% of engaged employees – meaning 67% of your employees, are disengaged, and likely hiding in plain sight. When it comes to overall wellbeing, North America fares better, at 60% - but that still means 40% of employees are not personally thriving. We can assume the wellbeing number will decline as economic woes continue.

How did we get here?

During the pandemic, employees spent time re-evaluating their work, what they are doing for work, where they are living and working, etc. and there was a lifestyle evaluation that many went through as well.

As organizations began to emerge from the pandemic, and hiring increased, there were more jobs than people available to work creating another dynamic we have not seen in the workplace for several decades. As salaries skyrocket, hiring quality candidates became difficult, and employees felt the pressure of having to do more with fewer people to help. This strains an already challenging situation.

With all of this in play, resignations began in full force and employees, whom everyone thought were highly engaged, were resigning for any number of reasons: lifestyle shifts, retirement, relocation, mental wellbeing, or they simply were hired away for significantly more income.

While Exit Interviews are happening with a flurry, now the Stay Interview has emerged, a new addition to employee engagement programs. Understanding why employees are staying is a critical piece of information that every organization needs to fully leverage to succeed. Leaders need to set aside their preconceived notions about why people stay and wrap their heads around the data collected in these interviews and the new reality it creates for an organization.

Employees want a bigger