Employee Experience

Whether you have known me for years or maybe just a few minutes, you are likely already aware that I believe the greatest investment a business can make is in its people. That’s because everything comes down to our employees. Their success is our success, and where we go in the future and how we get there depends on their engagement and commitment. That’s why I was surprised and frankly baffled after reading a recent piece in Fortune’s CHRO newsletter - Employee Experience Takes a Back Seat - predicting a downward investment in employee culture based on recent Forrester research. A downward investment?! You might as well start slicing and dicing your revenue, productivity and performance while you’re at it. According to the research, three trends will fuel the EX recession: (1) Reduction in DEI investments  (2) Reduction in employee engagement and culture  (3) How AI will negatively disrupt the HR process Here’s why you can’t afford to backburner EX: Your employee experience is intrinsically linked to your customer experience. You can’t deliver on your customer’s needs and expectations if you’re not delivering on your employees’ needs and expectations – they go hand-in-hand. And – if “investments in employee wellbeing are taking a back seat,” as the article suggests – then this means that the individuals responsible for driving the business are also ‘in the back seat.’ How can a company continue to be successful in this scenario? The answer is that - they can’t.  That’s why I am proud to be on the front lines of making Verizon a great place to work alongside the best HR team. We are continuously analyzing, evolving and augmenting our V Team experience to ensure our people feel valued and have the resources they need to thrive at work and in life. As employers, we must keep the employee experience at the center of everything we do and operate with that as a lens to measure our impact and success. Because we know the difference between a good organization and a great one always comes down to its people. I am proud to be an outlier and buck this trend because nothing is more important than supporting our #VTeam. Check out the research and share your thoughts below: https://lnkd.in/eSK7aXhR #PostItForPositivity #mondaymotivation #employeeengagement #peoplefirst #employeeexperience #lovewhereyouwork

HR: Employees are leaving jobs. CFO: Do we have data on why they’re leaving? HR: Yes. 70% of our turnover is tied to unmet needs like growth, recognition, and flexibility. CEO: But how much does it actually cost us when they leave? HR: Each lost employee costs 1.5x their salary to replace, not to mention the productivity gap. CEO: We need to reduce spending. We can't spend on engagement programs. CFO: What’s the impact of these engagement programs on retention? HR: Programs focused on growth and recognition have reduced turnover by 25%, saving us $3M annually. CEO: Are there other benefits to meeting employee needs? HR: Absolutely. Employees who feel valued are 30% more productive and report higher satisfaction. CFO: What about profitability? CHRO: Engaged teams generate 21% higher profitability. It’s not just about keeping them. It’s about keeping them productive and motivated. CEO: So cutting back on programs that meet employee needs could cost us more? CFO: The data shows there’s a significant financial impact. HR: Meeting employee needs isn’t just an expense. It’s an investment in retention, productivity, and profit. The lesson? Employees quit when their needs go unmet, whether it’s for growth, recognition, or flexibility. Invest in your employees.

Dream jobs are not just about earning a six-figure salary. They also about having a positive work culture. I've seen too many people jump at the first job offer without considering the environment they'll spend 40+ hours a week in. The salary might look good on paper, but is it worth sacrificing your mental health? During my career journey from Harvard to Amazon, I learned that your workplace shapes not just your professional growth, but your entire well-being. Here are 6 critical elements to look for beyond the paycheck: 1/ 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 𝗧𝗵𝗮𝘁 𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝗬𝗼𝘂𝗿 𝗩𝗮𝗹𝘂𝗲. ↳ Respect for your time outside of work. ↳ No expectation of 24/7 availability. 2/ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗪𝗵𝗼 𝗦𝗲𝗲 𝗬𝗼𝘂𝗿 𝗛𝘂𝗺𝗮𝗻𝗶𝘁𝘆. ↳ They care about your growth, not just your output. ↳ They model self-care and work-life balance themselves. 3/ 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆. ↳ Freedom to speak up without fear. ↳ Mistakes are learning opportunities, not career killers. 4/ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗕𝗲𝘆𝗼𝗻𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲. ↳ Your contributions are seen and valued. ↳ Your wellbeing matters as much as your work. 5/ 𝗩𝗮𝗹𝘂𝗲𝘀 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁. ↳ The company's actions match their stated values. ↳ Ethics aren't sacrificed for profit. 6/ 𝗚𝗿𝗼𝘄𝘁𝗵 𝗪𝗶𝘁𝗵𝗼𝘂𝘁 𝗘𝘅𝗵𝗮𝘂𝘀𝘁𝗶𝗼𝗻. ↳ Development opportunities that energize rather than drain. ↳ Clear paths forward that don't require burnout. Remember: No job is worth your mental health. The right opportunity should elevate your life, not consume it. When interviewing, look beyond the role and salary. Ask questions that reveal the true culture. Watch how people interact. Trust your instincts. 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝗹𝗲𝗳𝘁 𝗮 𝘁𝗼𝘅𝗶𝗰 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵? 𝗪𝗵𝗮𝘁 𝘄𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗶𝗴𝗻𝘀 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗺𝗶𝘀𝘀?

Hiring good people is just the start. Onboarding well is the key to keeping them. The truth about weak onboarding: ↳ It costs you 2-3x more in the long run ↳ Creates unnecessary imposter syndrome ↳ Breeds preventable mistakes ↳ Kills momentum before it starts What strong onboarding actually looks like: 1. Structured First 90 Days • Clear milestones and wins • Regular check-in rhythm • Progressive responsibility increase 2. Support System That Works • Dedicated mentor assignments • Cross-team introductions • "Stupid question" channels 3. Resources Ready Day 1 • Updated documentation • Tool access pre-configured • Team processes explained 4. Learning Built Into The Schedule • Protected learning blocks • Practice environments • Feedback loops Stop expecting people to "figure it out." Start investing in their success. The best companies know: A slow start beats a false start. What was your best (or worst) onboarding experience? ♻ Share if you believe in better onboarding

Employees don’t leave for more money. They leave because they feel unseen. 👇 Key Insight People crave meaning, not just a paycheck. Retention is rooted in recognition. Employees want to feel like they matter. A quick story: An employee once told me: "I don’t need a raise — I need to know that my boss sees what I do." The Breakdown ❌ Ignored contributions ↳ Silence says: "You're replaceable." ❌ One-way communication ↳ Without feedback, belonging never takes root. ❌ Surface-level check-ins ↳ "How are you?" isn’t enough. ❌ Inconsistent recognition ↳ Praise shouldn’t be random or rare. ✅ Celebrate impact ↳ Recognize outcomes, not just effort. ✅ Create safe dialogue ↳ Invite honest conversations regularly. ✅ Go beyond titles ↳ Acknowledge personal growth and potential. ✅ Normalize gratitude ↳ Make appreciation part of daily culture. Closing Takeaway Retention isn’t complicated. Make people feel seen, heard, and valued. That’s the real currency of loyalty. ❓ How does your company make employees feel truly valued? ♻️ If you believe people deserve to feel valued at work, share this. 👋 Follow me (Dr. Chris Mullen) so you don't miss the next post.

I love my clients, and I usually don’t argue, but I was triggered when my client said, "not in front of 'the help.'" Wait, what! In today’s evolving workplace, one principle stands above the rest: respect for every individual, regardless of their role. At our organization, we firmly believe in the dignity and value of every employee. We do not classify employees as "the help" because every contribution is integral to our success. When You Consider Your Employees as “The Help” YOU ARE 1. Attracting Negative Energy ➞This mindset fosters a culture of disrespect and inequality, where employees feel undervalued and demotivated. ➞When employees do not feel respected or valued, their engagement and productivity plummet, and the overall work atmosphere suffers. 2. Stifling Innovation ➞When individuals are labeled as "the help," it implies their ideas and contributions are less important. ➞This stifles creativity and discourages employees from sharing their insights and suggestions. 3. Eroding Trust and Collaboration ➞Trust and collaboration are essential for any successful organization. ➞ This division erodes trust and makes collaboration difficult. 4. Impact on Customer Perception ➞When clients or customers witness employees being disrespected or undervalued, it can tarnish the company's reputation. ➞Customers are more likely to support businesses that demonstrate a commitment to treating their employees well, as it reflects the company's overall values and ethical standards. 5. Limiting Employee Growth and Development ➞Employees who feel undervalued are less likely to seek out opportunities for development and may not strive to improve their skills. ➞A lack of growth opportunities can lead to stagnation, both for the individual and the organization as a whole. Let’s continue to set an example by upholding these principles and creating workplaces where everyone can thrive. Remember: every job matters, and every person matters.

Do you ever feel like technology at work is moving way too fast? You’re not alone. But here’s the surprising twist: technology isn’t the real disruptor—it’s how people feel about their place in the transformation. Two insights from recent conferences really shifted my thinking: Christopher J. Fernandez, Chief HR AI Officer at Microsoft, reminded us: "The real disruptor isn’t the tech—it’s people feeling like they don’t have a voice in the change." Kate Clifford, CHRO of the Americas at Accenture, highlighted that "50% of their 120,000+ jobs don’t require a college degree—but they do require strong Technical Quotient (TQ)." This shift isn’t just about automation—it’s about access. According to our data at Top Employers Institute we're finding: *48% of certified Top Employers now provide career development specifically focused on tech skills—and that number is rising fast. *Top Employers that support employees in self-directing their career evolution see higher engagement, more internal promotions, and stronger profitability. *Only 61% of Gen Z believe AI will positively impact their careers, despite being digital natives. This signals a growing need for transparent AI strategies. *And only 27% of Top Employers currently implement an ethical AI framework—a massive opportunity for HR to lead *responsibly* in this space. At Top Employers Institute, we see a clear call to action: -> Embed technical skills development into everyday work. -> Involve all employees—including contingent and freelance talent—in the digital transformation. -> Make HR a strategic partner in the ethical rollout of AI tools. The future of work isn’t about being replaced by machines. It’s about being empowered by them—with human-centred strategies that amplify *your* value. So, how are you building your TQ? What tech skills are helping you stay future-ready? Share your experience in the comments below! If you’re looking for an employer that invests in your growth, check out 2,400+ certified Top Employers here: https://lnkd.in/e7944tsp

What’s driving retention and fueling attrition? 📊 Worklytics research reveals the key work behaviors that increase attrition risk and those that boost retention. The data is clear: burnout, weak networks, and poor manager support push employees out, while career growth, focus time, and leadership visibility keep them engaged. Let’s break it down. 👇 🚨 Attrition Risks: 🔸 Workdays over 9.5 hours → +15% attrition risk Burnout leads to disengagement and turnover. 🔸 Fewer than 1 manager 1:1 per month → +15% disengagement risk Lack of manager connection is a top predictor of quiet quitting. 🔸 Less than 3 hours of focus time per day → +12% burnout risk Too many meetings = stress, longer hours, and lower performance. 🔸 Weak networks (fewer than 4 strong collaborators) → +12% isolation risk Disconnected employees are far more likely to leave. 🔸 Overextended (17+ close collaborators) → +8% higher stress Too many work connections create cognitive overload. 🔸 More than 3 hours of weekend work → +8% higher turnover risk Lack of work-life boundaries accelerates burnout. 🔸 More than 2 manager changes in a year → +6% higher attrition Frequent leadership changes erode trust and slow career growth. ✅ Retention Drivers: ✔️ Workdays under 9 hours → 8% lower attrition risk Sustainable workloads improve job satisfaction and reduce burnout. ✔️ At least 2 manager 1:1s per month → 11% retention boost Regular check-ins strengthen engagement and career growth. ✔️ More than 4 hours of focus time per day → 8% better engagement Uninterrupted work time fuels productivity and satisfaction. ✔️ 6+ strong collaborators → 8% lower turnover risk Employees with strong internal networks are more committed. ✔️ Fewer than 23 after-hours Slack messages per week → 6% retention boost Healthy boundaries protect work-life balance. ✔️ 1 promotion in 18 months → 3% higher retention Clear career paths drive long-term engagement. ✔️ 1 team change in 24 months → 3% stronger internal mobility Internal moves prevent stagnation and boost development. Tracking these signals helps predict retention trends, identify at-risk employees, and design targeted interventions before it’s too late. See the comments below for the full analysis from our team at Worklytics. Which retention signals are you tracking? #PeopleAnalytics #HRAnalytics #WorkforceAnalytics #TalentAnalytics #FutureOfWork

TEN REASONS EMPLOYEES START LOOKING Q. Liz, I am so frustrated - I gave my team an across the board 3% raise in August and even so, two people gave notice in the past month. I pay most of their health insurance premium. I'm at my wits end. Do other business owners have the same problem? A. That sounds really stressful. Everything is so expensive now - rent, gas, groceries, utilities and so on. Maybe your employees felt they were underpaid by more than three percent. Maybe there were other, non-pay issues that caused two of your teammates to move on. Of course, life changes cause people to change jobs all the time. People quit their jobs because they get married or divorced, want to be closer to family, and so on. However, you're smart to look more closely into why employees are leaving. Here are the ten most common reasons people start looking (not in order): 1. Their pay is lower than they feel it should be/too low for their responsibilities. 2. They don't like working for their manager(s). 3. They require more flexibility than their employer can or will provide - vis a vis WFH and/or their work schedule, use of PTO, etc. 4. They want a change of scenery and new learning experiences. 5. They feel unappreciated at work. 6. They don't see a career path ahead of them in their current job. 7. They have conflict with one or more coworkers. 8. They feel the work atmosphere or culture is toxic. That's usually a combination of the leaders' lack of regard for employees, the company's policies and practices and day-to-day management decisions and communication. 9. They want more latitude over how their work gets done. 10. They are recruited by a firm that seems like a better fit for them. Here are my recommendations: 1. Talk with your teammates, as a group and one on one. Tell them you're concerned that there could be issues you're not aware of that inspired some team members to look elsewhere. The key here is that it has to be safe for them to tell you the truth. If everyone you ask says, "Nope, no problems I'm aware of," there is a problem - they don't feel safe laying out the real issue(s). A healthy team will talk about problems all day long. An unhealthy team says, "Everything is perfect!" because they don't see any alternative. 2. Ask for suggestions (any kind - about the work, how to handle situations, policies, working conditions, the company holiday party, etc.) and act on them! Make it your highest priority to include the team in decision-making and acknowledge and affirm their input. 3. Get solid, recent salary survey data and go through it job title by job title. Three percent across the board increases are unlikely to keep up with inflation and may dramatically undervalue some roles. Get an experienced comp consultant to help you if you don't have that expertise in-house. There's no louder message to send your team than how much they get paid. Make sure you're current with the market!

Although there are many ways to engage your team, I believe there are four key areas where team members need the most support. Safety: People need to know that they are physically safe. They won't get hurt in the factory, and walking out in the parking lot in the evening is safe. They're not going to get hurt. Professionally, they need to know that their job is secure and that they won't get laid off. This removes their financial anxiety. And they need to be emotionally safe. Another term for this would be psychological safety. They need to know they can speak their mind without fear of retribution or embarrassment. This allows them to be candid with their concerns and innovative with their ideas. Belongingness: A sense of belonging is one of the strongest human drivers. Everyone needs to feel they are part of the team. This can be incredibly challenging for hybrid workers, who may feel isolated without regular face-to-face interactions. Leaders must put extra effort into showing each employee they are valued. Ensure that every worker knows they are vital to the company and truly cared about. When people know they belong, it strengthens their connection to the team and boosts their commitment. Appreciation: A large number of workers report that they leave their jobs because they feel that the manager does not value them. It is essential that leaders actively seek ways to show appreciation. Our research indicates that employees need genuine, honest, and sincere praise about once every 7 to 10 days. That's why it's important to create a culture where everyone looks for their teammates, doing things right and celebrates big and small wins. Vision: A strong vision is essential for full engagement. Employees need to know that their work has meaning and contributes to a larger purpose. Dr. Oleg Konovalov, the world’s leading expert on visionary leadership, emphasizes that the ability to set a compelling vision is a leader's most critical skill. A clear vision energizes the team and gives them a sense of direction and motivation. Transform your vision into action: https://lnkd.in/gF5MTJVh #Business #ExecutiveCoaching #EmployeeExperience #TeamGrowth