I joined SHRM just over four months ago as the Director of Talent Management & Inclusion. It’s been a wild ride, as we’ve been aggressively hiring to staff up new projects.
Lately I’ve been reflecting on the small things we can do to empower our employees, making them feel included and part of the process of building strong, healthy organizational cultures in a time when workplaces are rapidly evolving.
Here are my top 3 suggestions for empowering your employees during transformation:
1. Slow Down Enough to Listen
This might seem simple, but it’s so easy to speed right on by and dismiss the on-the-ground experiences of our employees in the name of efficiency.
Take time to slow down to listen and thoughtfully respond to employees. This creates a channel for ongoing communications which can become a great resource to reality-check your ideas and a source of inspiration for developing new initiatives.
Follow up by addressing any feedback you get from employees—whether through an all-staff email, an internal blog post, or an item in your internal newsletter.
2. Bridge the Gap with Leadership
Whether it’s through applicant interviews or through informal conversations with new hires or when employees drop by our offices, we in HR are privy to information and sentiments that may not make it to the top of the organization. Each employee in front of you is part of building the culture—and each has a voice.
Look at strategies to bring this feedback up to your executive leadership team. Using your access and influence to elevate the employee experience can effect real change.
When employees perceive their voices are heard, they will also feel valued and respected. And they will actively help to build that healthy, inclusive culture that is our goal.
3. Take Hiring Referrals Seriously
This might seem like a small one, but I’ve found that encouraging employees to submit their recommendations for new hires makes them feel empowered in the process of building up the company and expanding teams with the right talent.
Additionally, your organization will benefit by having shared relationships between new employees and their recommenders, which can help break down any existing silos and facilitate communications and teamwork.
These are just a few of the topics I’m looking forward to discussing with top HR practitioners Jameel Rush, Janet K. Manuel and Melissa DeVore this coming Friday, February 1st. Join us—and ask your questions live!
Join us live this afternoon for a breakdown on what policies coming out of Washington mean for the world of work. We’ll discuss some of the most pressing topics affecting the workplace today.
To register, visit www.shrm.org/shrmlive and click “register today.” This will bring you to the SHRM Store, where you can purchase the conference for just $49.
(Note: If you have an active SHRM membership, then simply sign in with the associated email address and your cost will be $0.00.)
Once you’ve purchased the conference, you’ll get an email with a link to the conference website.
Log in at 12:45 p.m. to start asking your questions before the first session starts!