This tool can be used to craft employee profiles. It is a great way for employees to get-to-know your fellow coworkers as well as to highlight employee accomplishments and build a sense of belonging.

During this time of social distance and remote working it is critical that we maintain a culture of belonging to reduce feelings of isolation in our workplaces.  Here you can find a list of ice-breaker questions that you can use at the start of your meetings to engage employees and provide them the opportunity to dialogue with colleagues.

As a way to contribute to your own positive work environment, make these tips part of your regular practice.

In this short video a group of hiring managers discuss the concept of cultural fit and how focusing on criteria when assessing candidates enables them to mitigate the impact of bias on their hiring decisions. The discussion guide can be used to further explore the concepts and practice applying them to real workplace situations.

In this short video Marshall Goldsmith explains the role we as individuals play in our own engagement. This exercise walks you through a step-by-step process for finding purpose and meaning in your work.

Employee engagement is a difficult nut to crack and there is plenty of information and advice readily available. We have culled through a lot of information and research and
pulled together this quick reference tip sheet.

All too often we think it is our employer’s job to keep us engaged at work. However, what can we
personally do to ensure that we take control of our own engagement? Below we provide some tips on how to stay engaged at work and lead a productive, happy career.

Employee engagement scores are down. As leaders, we grapple with the “why” and the “what to do.” Companies invest millions in employee engagement surveys and consulting services yet still struggle to make significant strides in those engagement scores. Read more below.

We believe we should work hard in order to be happy, but could we be thinking about things backwards? In this fast-moving and very funny talk, psychologist Shawn Achor argues that, actually, happiness inspires us to be more productive.

A key component of growing ERGs member base is the engagement of remote workers. Employee Resource Groups are tasked with expanding focus and program offerings beyond the national or central location. Here are some tips for engaging remote workers who are working remotely.

Organizations are often run according to “the superchicken model,” where the value is placed on star employees who outperform others. And yet, this isn’t what drives the most high-achieving teams. Business leader Margaret Heffernan observes that it is social cohesion — built over every coffee break, every time one team member asks another for help — that leads over time to great results. It’s a radical rethink of what drives us to do our best work, and what it means to be a leader. Because as Heffernan points out: “Companies don’t have ideas. Only people do.”

As Employee Resource Groups become a more prevalent component of common work environments, more and more employers are interested in engaging non-exempt workers in ERGs. While altering benefits offered to non-exempt workers require a dramatic systemic shift, there are some steps you can take in the short term for engaging your nonexempt workers in ERGs.