Kath McNiff

Kath McNiff

Recent Posts

A Day in the Life of a Strategic Intranet

Posted by Kath McNiff on Nov 29, 2018 11:23:03 AM

 

If I asked you to describe your current intranet in four words or less, you'd probably say something like:

  • Bloated and clunky

  • Chaotic and unloved

  • Old school

  • Wait. We have an intranet?

You're not alone - according to  survey by Prescient Digital Media, only 13% of employees report participating in their intranet daily—31% say they never do.

Why?

Is it because employees have no use for tools that make collaboration and communication easier? Is it because they enjoy using a million different platforms to get things done?

Not likely. 

Fast and effective communication is more important than ever. It drives productivity, innovation and employee engagement - a must-have trifecta in today's competitive market place.

Maybe it's time to flip the script on intranets. Maybe it's time to stop thinking of them as dumping grounds for stale documents and, instead, focus on the value they are perfectly positioned to deliver.

For a deep dive into leveraging your intranet - check out our e-book:

3 Ways Your Intranet can be a Launchpad for Success.

Set the Scene

So what would a day with an effective intranet look like?

Let's say you're a designer - working on a logo for your company's latest new product.

You can't work in a vacuum. What steps do you take to get communication and collaboration flowing?

1. Go gather your team

You know that you'll need buy-in from stakeholders across the company - so you start to build a logo taskforce. 

Searching through your intranet's profile directory, you easily zero-in on the right people. 

GreenOrbit-Staff-Directory-Search02

2. Make a collaboration space

Next, you setup a separate space in your intranet where your stakeholders can come to discuss requirements and collaborate on ideas. To kick things off, you welcome people to the new group and explain its purpose.

You upload the brand guidelines, along with inspirational images from your mood-board - a great way to get the logo conversation started.

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3. Book a brainstorming session

You know that face-to-face contact is important too - so you use your intranet to book a meeting room and invite your new taskforce to a brainstorming session.

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Then, you post the agenda in your private group so that everyone is on the same page.

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Your post sparks a few comments - people want to add items to the agenda. 

During the actual meeting, ideas begin to flow and you capture them on a whiteboard. At the end of the session, you take photos of the whiteboard so you can upload them to the private group later on. 

4. Gather Feedback

Back at your desk, the creative juices are flowing and the logos begin to take shape.

You settle on three potential designs and upload them to your intranet to see what people think.

For fun, you create a Quick Poll to see which one is most popular.

 blog Quick Poll

 

Most people seem to like Logo1, but they have a few comments related to color, size and font. The conversation continues back and forth - you take the feedback on board and refine the logo (uploading changes as you go).

5. Spread the Word

Finally, you have a logo that your stakeholders love!

You create a News article on your intranet to share the final version company-wide.

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In the article, you explain the thinking behind the logo and show its evolution from a whiteboard scribble to a polished work of art.

You sit back and smile as the Likes and positive comments come rolling-in.

6. Celebrate!

The Product Owner is excited about the new logo and decides to celebrate with a delicious lunch. He posts an invitation on the #celebrate channel and adds the event to your intranet's company calendar.

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Now, you deserve a break.

How do you apply for leave? Use your intranet of course.

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Your intranet is key to success

This is just one scenario where an effective digital workplace can be the wind beneath your wings.

It's time to take your intranet seriously - don't put up with a bloated digital workspace that slows everyone down.

Look for an easy-to-use platform that has everything built-in. One that drives productivity and delivers real competitive advantage.

Want to learn more about leveraging your intranet for better business outcomes?

Read our e-book - 3 Ways Your Intranet can be a Launchpad for Success.

Topics: company intranet, communication tools

The secret to writing intranet articles that employees love

Posted by Kath McNiff on Sep 26, 2018 11:11:44 AM

 

write_intranet_articles_your_employees_love

People are busier and more distracted than ever.

We live in a world where attention spans are 9 seconds long and 'content fatigue' is the new normal.

How do you entice time-poor employees to read (and act on) your carefully crafted intranet articles?

Here are 5 over-looked fundamentals that can make all the difference.

Know your audience

Maybe you've heard the adage:

"If you're marketing to everyone, you're marketing to no one"

Well, the same is true for that intranet article you're trying to write.

Start by asking yourself:

"Who am I writing this for?"

If your answer is "the employees in my company" -  then your canvas is too broad.

You need to zero-in on the employee segment you want to engage. What are their particular needs, passions or pain points?

For example, let's say you want to tell everyone about the new office that just opened in Japan.

You could create an intranet article titled 'New Office Opens in Japan' and then go on to describe when it opened, where it is and include information about what the expansion means for the business.

Nice enough.

But, as an employee, why should I click to see beyond the headline?

Sure, I'm happy we have a new office but unless I can see what impact it has on me or on others in my department - I'm not likely to be drawn in.

To encourage engagement, look at how you can deliver the content in a more personal way - by targeting specific employee personas. 

What's an employee persona? Glad you asked because here's a neat explainer video:

 

 

By understanding what motivates and inspires the different types of people in your organization - you have a better chance of engaging them.

Now, back to the Japanese office example.

Based on your new personalized approach, you could write an article targeted at the sales team:

Japan opens the door to new prospects

Or one that appeals to those in customer support:

What keeps our Japanese customers awake at night?

Think about ways to position your article to hit the sweet spot for a given persona.

To get started, you'll need to do a little research:

  • Check employee intranet profiles and make a list of job titles and interests.

  • Interview staff from different departments, cultures and age groups. You'll learn what kind of content resonates - you can also create great articles from the interviews themselves.

  • Conduct a staff survey asking people about their challenges, topics of interest and how they like to consume content.

Know your objective

Now that you know who you're writing for - it's time to think about what you want your article to achieve.

There are two main questions to ask:

  • Does it align with your Internal Communications strategy? If you have one, that is. According to a recent report44% of organizations don't.

  • Is your article addressing a business objective?

It's easy to fall into the trap of writing content for content's sake - but you should use your publishing power to make a difference.

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While all organizations are unique, most are focused on one or more of the following:

  • Productivity

  • Profitability

  • Customer Service

  • Employee Engagement and Retention

  • Growth

  • Change Management

Does your article move the needle on any of these objectives?

Does it help employees to do their jobs more effectively? Does it make them feel connected to their peers or part of a vibrant culture?

Purposeful content that is clearly aligned with your company's mission is more likely to engage employees (and win the approval of senior management). 

Respect your reader's time

"I didn't get time to read that"

Sound familiar?

Lack of time is one of the major reasons your content goes unread.

With so much competition for their attention, employees often put internal communications on the back-burner.

Instead of lamenting this fact, look at ways you can lighten the cognitive load:

  • Make headlines clear and specific so that readers know what they're getting into - this free headline analyzer can help.

  • Have a point and get to it quickly - don't be that person who tells meandering, pointless stories that never seem to go anywhere.

  • Avoid slabs of text and use plenty of white space.

  • Break up the content with scannable headings, videos, images and pull-quotes. 

  • Drop the jargon and use every day conversational language.

  • Take time to proofread (typos not only reflect badly on your credibility but they break the reader's flow).

Be people-focused

We've already looked at ways to personalize content based on employee personas but actually writing about people is another sure-fire way to improve engagement.

Tell stories about individual employees and demonstrate their value to the business. This doesn't have to be 'heavy' content - you can ask employees to describe their morning routines, give their productivity tips or share favorite recipes.

Also, write articles that bring customers into focus - this helps employees to see why their work matters and goes a long way to fostering employee engagement. 

Use faces in your imagery - and, where possible, choose real people over stock photos. 

According to Sally Hogshead, author of the New York Times Bestseller, Fascinate

Faces are so key to our survival, in fact, that we're born to be fascinated by them.

Get the message out

So now you have a persona-driven, easily digested, people-focused article with a catchy headline and fascinating imagery. Well done!

The next step is making sure people know about it.

Take care to add the relevant keywords, meta-data and #hashtags so that your article can be pushed out to the appropriate channels or found via search.

When you share the article on your intranet's social network, be sure to @mention individuals who might find it particularly useful. 

Although you want to avoid broadcast email -  you might consider sending out a round-up of the month's best articles.

What engagement strategies have worked for you?

We'd love to hear about your successes in the comments below.

Topics: internal communications strategy, company intranet, intranet, Internal Communications, employee engagement

7 Bad Habits HR Needs to Break

Posted by Kath McNiff on Sep 6, 2018 11:46:38 AM

notes-from-AHRI-we-can-do-it

HR Professionals from around the world gathered at the AHRI National Convention last week to talk about the future of work.

So many insightful presentations and eye-opening ideas. In some ways, it felt less like a conference and more like a call to arms. 

A single thread running through the sessions was the idea of repositioning HR - from a deer caught in the headlights of workplace transformation to a united professional body leading the way to better human-centered outcomes.

But how does HR take on this leadership role?

According to many of the presenters - it has a lot to do with what HR should stop doing.

As keynote speaker, Herminia Ibarra, so brilliantly pointed out:

"What got us here, won't get us there". 

So what are the habits HR needs to break? Here's a round-up of the top 7, gleaned from presentations across the conference.

1. Don't Age Stereotype

In her persuasive keynote, Lynda Gratton asked us to drop the unhelpful and potentially damaging generational labels we insist on using.

Sure, millennials may want "meaningful work" but so does everyone else.

According to Professor Gratton, "age stereotyping is more endemic than gender stereotyping" - it can threaten diversity and lead to workplace inequality. 

HR needs to understand that 60 really is the new 40. People are working for longer and this requires a flexible approach to recruitment and retention.

For example, if you're interviewing someone in their fifties and you see they've taken a year off - don't jump to negative conclusions. Gap years or "periods of recovery" are crucial, particularly when most of us will be working well into our 70s.

Instead of leaning on stereotypes, Gratton believes that HR professionals should strive to change perceptions and should help CEOs to "build a narrative about the future of work."

2. Don't use jargon

CHRO, Fiona Michel called for an end to 'HR-splaining' not only because it hinders communication but because it adds fuel to the fire of "Why we hate HR".

To recast itself in a more positive light, HR should stop all the jargon and simplify the language used in contracts, policies and other types of communication.

As an inspiring example of what's possible, Michel provided this visual leave policy created by the HR team at Aurecon.

aurecon-visual-leave-policy

She also shared this funny video demonstrating just how ridiculous jargon can be:

Other speakers were also on board with this keep-it-simple idea. In fact, some took an even more heretical stance asking HR to "burn the policies" and "break the rules'.

In his keynote, Peter Cheese supported these radical ideas as way to "put the human back into human resources." 

Make your intranet a jargon-free zone. Use it to open a clear line of communication between leaders and employees.

3. Don't (just) be yourself 

Leadership expert, Herminia Ibarra, told the story of how her early lecturing style was falling flat with students. A colleague suggested that she needed to 'work the room'.

"But that's not me" she told him, feeling sick at the thought of performing - surely the content should stand on it's own?

Deciding to give it a try, she stepped out of her comfort zone to engage with her audience. The feedback was overwhelmingly positive. Acting in this new way, changed Ibarra's perception of her 'authentic self.'

Her story illustrates the challenges that HR professionals are facing right now.

They need to take action - trying fresh approaches and pushing the boundaries because as Ibarra says:

"You are more likely to act your way into a new way of thinking than to think your way into a new way of acting."  

4. Don't get tied up in 'busy work'

Dr Jason Fox, motivation design expert (and hilarious wizard-rogue), talked about the "rich pantomime of busyness" that governs so much of our working lives.banner-jason-fox-AHRI-2018

Fox says it's this curse of efficiency that can prevent HR from thinking strategically or from making meaningful progress. For example, this might mean defaulting to the comfort of 'administrivia' - writing policies, shuffling emails or compiling reports that no one reads.

Herminia Ibarra calls it the 'Competency Trap' - things that we're good at doing, so we keep doing them.

According to Amantha Imber (Innovation Psychologist at Inventium), we should also stop multi-tasking. She explained that it is actually 'task switching' and it can cause things to take 40% longer.

We did a fun exercise to prove it:

Multi-tasking 1With your stopwatch on, write one word of Happy Birthday at the top of the page, then one number (counting backwards from 20) at the bottom - keep going until the song and numbers are complete.

Now try it again but this time write the whole song, then write the numbers. Which takes longer?

GreenOrbit is a intranet software that gets your people going and takes care of the 'busyness' around forms and policies, leaving you to focus on what matters.

5. Don't sit in your Ivory Tower

Another gem from Fiona Michel's presentation - she explained how important it is for HR to understand what's going on in the business as a whole.

Take time to get out of corporate headquarters and sit with customer facing staff to better understand their particular challenges. Do the work, if possible, in order to 'feel' what it's like.

It's also important for staff to see HR on the ground - not just during recruitment interviews or performance appraisals. 

6. Don't Stagnate

Meant as a message for HR, it applies equally to anyone who wants to succeed in the modern workplace.

Keep moving. Try new things, prototype and iterate.

Lynda Gratton extolled the virtues of lifelong learning - particularly in the context of an aging workforce. HR professionals can apply this to their own careers and can create a context in which learning is fundamental part of employee engagement.

To get yourself started, here are a few thought-provoking books (written by AHRI presenters):

Peter Cheese also highlighted the importance of becoming certified and "respecting ourselves as a profession" - a crucial pathway to staying in touch with the latest issues.

Feature Checklist

7. Don't miss the next AHRI Convention

Be sure to register for next year's AHRINC (in sunny Brisbane) - because who knows what changes will be afoot by then!

The world is moving at a breathtaking pace and this convention is a great way to catch up.

Share your bad habits

What would you add to this list of don'ts?

Feel free to expose your bad HR habits in the comments below.

Go on - we won't judge.

GreenOrbit (formerly Intranet DASHBOARD) was proud to be an event sponsor of 2018's AHRI National Convention. We look forward to seeing you all again next year!

 

 

Topics: hr, employee engagement

Employee Engagement 2018: The Ultimate Crash Course

Posted by Kath McNiff on Aug 10, 2018 2:00:00 PM

banner-employee-engagement

Search on the term ‘Employee Engagement’ and Google will serve up over 121 million results - a mind-boggling collection of strategies, statistics, trends and expert advice.

If you’re trying to get your head around the concept, it’s a lot to take in.

Maybe you’re even a little skeptical about the whole Employee Engagement thing – wondering if it’s a passing fad.

Or maybe you're on board with the idea but don’t know where to start.

The following lessons will lead you through the labyrinth, pointing out useful resources along the way.

Lesson 1. What is Employee Engagement?

Like Shrek and that proverbial onion, ‘Employee Engagement’ has so many layers.

  • For senior executives it has to do with culture, values and competitive edge.

  • For managers, it’s about building trust, facilitating relationships, recognizing accomplishments and empowering people to do their best work.

  • For individuals, engagement is wrapped-up in the neuroscience of motivation, well-being and happiness. It’s about being switched-on, proactive, enthusiastic, involved and driven by a sense of purpose.

This definition from the MacLeod Report succeeds in capturing the onion-like layers:

“Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being."

This one, from author Daniel Cable, captures the spirit in a single sentence:

"Encouraging people to bring their best selves to work."

If you want to up-the-ante on Employee Engagement in your organization, you’ll need to create a definition that suits your unique challenges and goals – think of it as an Employee Engagement mission statement.

employee_engagement-mission

Lesson 2. What Employee Engagement Is Not

To make sure you’re using the right terminology, it helps to understand how Employee Engagement differs from other closely-related concepts.

For example, it's more than Job Satisfaction which tends to be measure of how employees feel about ‘hygiene factors’ such as pay, hours and flexible working conditions.

It intersects with, but is separate from, Employee Experience – a fairly new approach that involves tracking the employee journey and creating an environment that encourages people to do their best work.

Also, most experts agree that Employee Engagement it is not about ping-pong tables, free muffins or dog-friendly offices (though I don’t see how these could hurt).

Lesson 3. Why Employee Engagement is So Hot Right Now

Why has it taken us this long to realize that a highly motivated workforce is central to success?

It seems so obvious.

Somewhere along the line we lost sight of humans and decided to focus on Gantt charts, performance metrics and sales funnels instead. But the tide is well and truly turning.

Leaders are looking up from their spreadsheets and beginning to understand that people are at the centre of business success – both as customers and as employees.

Need evidence that Employee Engagement is trending?

Earlier this year, the annual Employee Engagement Awards ceremony was held in London's Wembley Stadium (think Beyoncé and FA Cup).  It sold out.

If you’re wondering whether your organization needs to get serious about Employee Engagement, here's a snapshot of the main drivers:

  • Disruption - Uber and Airbnb proved that you could change the world with a great idea and a small team of committed innovators. To compete, the big players need to leverage the creativity and enthusiasm of their people and innovate from the ground up.

  • Blended Workforce - Different ages, genders, cultures - including a mix of part timers, contractors and remote workers - has made it increasingly difficult to unite and engage employees. Also, many employees (especially those pesky millennials) are beginning to place a higher value on learning, growth and sense of purpose.

  • Sobering Statistics – From around 2006, Gallup began reporting on the crisis in Employee Engagement. They found (and continue to find) that 85% of employees are disengaged and that this has a catastrophic effect on productivity and profitability.

  • Economics - Falling levels of unemployment and a changing economic landscape have made it increasingly difficult to attract and retain talent.

Lesson 4. Who is responsible for Employee Engagement?

Building an engaged workforce takes a lot of effort.

Whose job is it?

The prevailing consensus is that we are all responsible for Employee Engagement – everyone, from the CEO (Chief Engagement Officer!) to the customer service people on the ground.While this rings true, it takes strong leadership to build a workplace where Employee Engagement is the norm. Here are the main instigators and torchbearers:

  • Senior Executives need to create a transparent and intentionally-designed culture where employees can easily see the connection between their day-to-day tasks and the vision and aims of the organization.

  • HR Specialists also have a crucial role to play (many of the websites and white papers dedicated to Employee Engagement have been written by HR consultants). As the custodians of hiring, onboarding and compliance – they are uniquely positioned to introduce and champion Employee Engagement strategies within an organization.

  • Internal Communication departments are also key to successful Employee Engagement programs. Getting everyone on the same page via a thriving intranet and making sure that communication runs freely between employers and employees.

Current thinking also suggests that we, as individuals, need to take responsibility for our own engagement – understanding what motivates and inspires us and taking the steps to make it happen.

Lesson 5. The Neuroscience of Employee Engagement

So, we are beginning to understand how and why Employee Engagement has captured the corporate imagination.

But how does Employee Engagement feel?

The psychology of human motivation is complex and widely studied – but it’s worth getting familiar with these leading theories.Maslow’s Hierarchy of NeedsA theory of human motivation based on a pyramid of fundamental human needs:

  • Physiological - water, food, sleep and shelter

  • Security – personal, emotional, financial and health

  • Social belonging – friendships, intimacy and family

  • Ego – recognition, status, importance and respect

  • Self-actualization – reaching full potential

In this scenario, basic needs must be met before employees can reach their full potential.

banner-employee-engagement-maslow

Flow

A state described by the psychologist Mihaly Csikszentmihalyi back in 1990.

“The best moments usually occur when a person’s body or mind is stretched to its limits in a voluntary effort to accomplish something difficult and worthwhile.”

Think about the last time you were truly engaged in an activity – work or otherwise.

A time when you were totally absorbed – in the zone. When time passed unnoticed and hunger pains went ignored. When your brain was firing on all cylinders and a clear goal was in sight.

Felt pretty good, didn’t it?

This kind of discretionary effort and intrinsic motivation is at the heart of Employee Engagement.

Drive (the surprising truth about what motivates us)

In his paradigm-shattering book, Daniel Pink ignited the discussion around Employee Engagement by suggesting that humans are not motivated by rewards like money.

Instead - based on decades of scientific research - Pink outlines the trifecta of human motivation:

  • Autonomy – the desire to be self-directed

  • Mastery – the drive to keep improving at something that’s important to us

  • Purpose – the sense that what we do produces something meaningful

Lesson 6. Practical strategies for Employee Engagement

The theories are great but how can individuals or organizations put them into practice?

The internet is awash with potential Employee Engagement strategies - here are the top 7:

  1. Encourage employees to play to their strengths, experiment and try new things - Atlassian runs regular ShipIt Days where ad-hoc teams can “drop what they’re doing and make something awesome.”

  2. Take an individualized approach to on-boarding. Ask new hires to articulate their personal view of Employee Engagement – what is unique about you that leads to your happiest times and best performance at work?

  3. Let employees invent alternative job titles to describe their unique values, identities and talents. For example, at the Make-A-Wish foundation, the CEO is known as “Fairy Godmother of Wishes” while the administration assistant is “Goddess of Greetings”.

  4. Adopt the Cultural GAME Plan as described by Christine Comaford - (a template for Growth, Appreciation, Measurement and Engagement).

  5. Run regular Employee Engagement surveys and be sure to act on the results – people soon become cynical when their carefully- considered feedback disappears into a black hole.

  6. Employ mentors to guide employees along their career paths.

  7. Provide a centralized digital workspace and social network where employees can absorb the culture, build relationships and keep up to date with the latest developments.

    Discover how your intranet can amplify employee engagement strategies - download the e-book 3 Ways to Make Your Intranet a Launchpad for Success

Lesson 7. Who is getting it right?

According to Glassdoor, these are the top places to work in 2018. The employee reviews give great insight into what it takes to attract and retain engaged employees:

USA:

  • Facebook – “Good work-life balance and flexibility” “An AMPLE amount of free food”.

  • Bain & Company - "High impact on businesses worldwide, extremely steep learning curve, supportive environment and colleagues you are proud to work with"

  • Boston Consulting Group - "Great opportunities to grow and shape your career"

  • In-N-Out Burger – “High paying, good team atmosphere, great management, lots of opportunities for promotion”

  • Google – “Free food and baristas in every building" “Amazing people, great benefits, interesting work and opportunities galore”.

UK:

  • Anglian Water - "With a clear direction from the top and a friendly working environment."

  • Bromford – “Empowering environment where you're supported and encouraged to achieve your potential.”

  • Facebook - "Empowered and Emotionally intelligent engineers."

  • Salesforce - "I really like the 1-1-1 model that allows us to volunteer up to 7 days per year."

  • Lookers – “They hire the right people, who are friendly and very proactive”.

Lesson 8. The Risk of Getting it Wrong

The price of a disengaged workforce can be high – it’s important to understand the risks:

  • Bad reviews on sites like Glassdoor can be a red flag to new talent and can also put off prospective customers.

  • Poorly treated employees often take their negativity into new positions or onto social media – word travels fast.

  • Research shows that disengaged employees take more sick days and are less productive.

  • Being actively disengaged can lead to physical and mental health problems – Gallup reports that an alarming 54% of disengaged employees say that work stress caused them to behave poorly with friends or family members.

  • Investors are becoming wary of rule-driven cultures that “cause an organization to miss opportunities, miss how to allocate resources and misuse their talent”. (Gary Hamel)

Lesson 9. Tools and technology 

What technologies are available to support Employee Engagement?

Online Surveys – these can be used to ‘take the pulse’ of employee sentiment at regular intervals or gather more in-depth feedback over time. You can create your own or choose from a wide range of off-the-shelf offerings like Culture Amp or TinyPulse.

Data Analysis Tools - often, companies do an annual survey and the results (particularly the free form answers) languish in a spreadsheet somewhere. These are the words used by your employees and it's vitally important to "listen" to what this data is telling you. Tools like Interpris can help you organize and make sense of this crucial feedback.

Performance Management Software - helps you to set employee goals, manage one-on-one meetings (aka performance reviews), and give real-time feedback. Again, there is swag of tools to choose from – crewmojo, Bridge Performance Management and Cognology just to name a few.

Digital Workspace solutions – these are Intranets or digital workspaces that bring your people, documents and conversations together in a centralized platform. You can choose from a full-blown customizable solution like SharePoint or with an offering like GreenOrbit with everything you need, built in.

Lesson 10. Follow the influencers

Use Twitter to keep track of the latest thinking around #EmployeeEngagement.

Here are a few of the top influencers to get you started:

employee_engagement_beedupreemployee_engagement_danielpink employee_engagement_christine_comaford  employee_engagement_annamamalaki

Also, you can learn a lot from these Twitter #hashtags

#FoW or #futureofwork
#hrtech
#worktrends
#organizationalculture
#workplaceculture
#hrtransformation
#measureyourculture

Conclusion: Keep Learning

The concept of Employee Engagement, as workplace approach and cultural revolution, is evolving as we speak.

Hopefully, this crash course gives you a firm foundation for further exploration and inspires you to learn more.

What's your take on Employee Engagement?

Where are you in the journey to workplace enlightenment? 

Any articles, tools or influencers you would add to the mix?

Drop us a line in the comments below. 

Topics: employee engagement

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