The Value of Belonging at Work

Social belonging is a fundamental human need, hardwired into our DNA. And yet, 40% of people say that they feel isolated at work, and the result has been lower organizational commitment and engagement. U.S. businesses spend nearly $8 billion each year on diversity and inclusion (D&I) trainings that miss the mark because they neglect our need to feel included. Recent research from Betterup shows that if workers feel like they belong, companies reap substantial bottom-line benefits: better job performance, lower turnover risk, and fewer sick days. Experiments show that individuals coping with left-out feelings can prevent them by gaining perspective from others, mentoring those in a similar condition, and thinking of strategies for improving the situation. For team leaders and colleagues who want to help others feel included, serving as a fair-minded ally — someone who treats everyone equally — can offer protection to buffer the exclusionary behavior of others.

Read the full article

Authors: Evan W. Carr , Andrew Reece , Gabriella Rosen Kellerman and Alexi Robichaux
Published: December 16, 2019, on
Photo credit: Freudenthal Verhagen/Getty Images

Why Culture Matters, According to Google's Former Head of HR

Google's Former Head of HR Issues a Warning That All Business Owners and Leadership Teams Should Read

Culture matters, now more than ever. Laszlo Bock shares three reasons the timing has never been better to invest in your organization's culture.

Culture influences decisions, and decisions make or break businesses.

This was the message Laszlo Bock shared in his latest LinkedIn post. He also issued a warning to organizations that are deciding whether or not to invest in corporate culture.

"Failures of culture have been the single biggest destroyers of value in the last five years," he wrote.

Bock understands the importance of culture more than most. The former senior vice president of people operations at Google helped build the organization into the behemoth it is today. Throughout his 10-year career (2006 to 2016), he grew Google's workforce from 6,000 to 76,000 employees. And no, it wasn't about the free food, lava lamps, and beanbags, if you ask him. It was about making work a little more enjoyable and productive each day.

Read the full article

Author: Michael Schneider, INC. contributor
Published: September 20, 2019 on

How Top Companies Engage Employees And Retain Top Talent

How The ‘Best Companies To Work For’ Engage Employees And Retain Top Talent

Engaging and motivating employees is a top concern for most organizations…as it should be! Work gets done through people and highly engaged employees result in lower turnover, higher morale, increased productivity and enhanced business results. The connection is direct, obvious and compelling, but the sad fact is that many organizations struggle to figure out how to create high levels of engagement throughout the organization. To explore the most innovative and effective employee engagement strategies, [Dana Brownlee] decided to interview three of the highest ranked companies on the List of 2019 Fortune 100 Best Companies to Work For – Hilton, Salesforce and Cisco – to learn what initiatives and practices they’ve employed to encourage high levels of employee engagement, morale and satisfaction.

Read the full article

Author: Dana Brownlee, Forbes Contributing Writer
Published: September 4, 2019 on

7 Trends in Employee Engagement

7 Employee Engagement Trends to Watch in 2019

Few things predict success in an organization like employee engagement. More than a simple “employee satisfaction” score, employee engagement is a measure of how passionate, committed, and motivated employees are.

Truly engaged employees fuel success—at an individual level, on their teams, and across the organization. They seek opportunities to grow both personally and professionally. They are passionate about the work they do, which benefits their organizations.

More and more organizations are investing in employee engagement, and in 2019 we’ll see another leap forward in the sophistication and impact of those investments.

Let’s take a look at seven key trends that will propel the evolution of employee engagement in 2019, and what you should know about them.

Read the full article

Published: February 25, 2019 on GLINT

Capturing the Employee Experience

Gallup’s Perspective on

Designing Your Organization’s Employee Experience


The employee experience is the journey an employee takes with your organization. It includes all the interactions an employee has with your organization before, during and after their tenure.

The employee life cycle defines the critical stages that employers must get right — the components that HR strategy will have the most influence on during the employee experience.

These interactions shape employees’ perceptions of your organization and directly affect employee performance and your brand as an employer.

Employee engagement, performance and development are key themes throughout most of the employee life cycle. Getting them right is essential to getting employee experience right.

Employees have become “consumers of the workplace.” A new generation of worker expectations, greater workplace transparency and a tightening labor market have increased interest in improving the employee experience.

Purpose, brand and culture are foundations that determine how you customize elements of the employee life cycle and employee experience to represent your organization’s unique identity.

Download the full article

Published on: February 7, 2019 on Gallup

8 Influential Employee Engagement Trends

8 Influential Employee Engagement Trends for 2019

Employee engagement will be one of the most important differentiators for organizations in 2019, and it’s an issue that nearly every organizational leader has thought about recently. It’s the emotional commitment an employee has to their role, their organization, and stakeholders. Engaged employees feel like part of a larger mission, are aware of how their work helps them grow, and understand the impact they make on others.

When employees feel engaged, results have shown that organizations benefit from higher customer satisfaction levels, improved productivity, and greater profits. So what can you focus on this year to reap the benefits of employee engagement in your own organization?

In this article, we’ll review the 8 important employee engagement trends of 2019 that you can leverage this year and share quotes from successful organizational leaders along the way:

Read the full article

Author: Ben Travis
Originally Published: January 30, 2019 on Bonusly

Five ways to improve Millennial and Gen Z engagement

5 Ways to Improve Millennial and Gen Z Employee Engagement

Did you know that less than half of all millennials and members of Gen Z feel connected to their jobs and more than 40% say they would make a change if another opportunity arose?

As of 2016, Millennials are the largest population in the U.S. labor force (35% -- or one-third -- of the workforce), while Generation Zs -- the up-and-coming workforce -- make up 25% of the population. Millennials and Gen Zs are more willing to change a job if a better opportunity arises and 39% of them want to work in a collaborative, “in person” communication environment.

It’s no surprise that generations think differently -- and technology has only helped widen this gap. We’ve probably all heard the discussions about the difference between the Baby Boomer generation and Millennials in the working world, but as more Millennials and Gen Z’s enter the workforce, that divide will only continue to grow and affect future business models.

Add to this the unfortunate reality thatMillennial turnover costs the U.S. economy $30.5 billion annually and businesses are presented with an interesting predicament: how do you tailor yourselves so that you are engaging with, and keeping, your younger employees?

Read the full article

Author: Renee Goble
Published: June 4, 2018 on SurveyMe

Why Engagement Investment Is Not Working

Why the Millions We Spend on Employee Engagement Buy Us So Little

Organizations are spending hundreds of millions of dollars on employee engagement programs, yet their scores on engagement surveys remain abysmally low. How is that possible? Because most initiatives amount to an adrenaline shot. A perk is introduced to boost scores, but over time the effect wears off and scores go back down. Another perk is introduced, and scores go back up — and then they fall again. The more this cycle repeats itself, the more it feels like manipulation. People begin to recognize the short-term fixes for what they are.

When organizations make real gains, it’s because they’re thinking longer-term. They’re going beyond what engagement scores are telling them to do in the moment and redesigning employee experience, creating a place where people want, not just need, to work each day. But what does that mean, and what does it look like?

Read the full article

Author: Jacob Morgan
Published: March 10, 2017 on Harvard Business Review