A few weeks ago I wrote about employee engagement in week 7 of lockdown. I talked about moving from the operational position of the first few weeks to the relational. The need to really connect human to human on an emotional, possibly high risk, level to ensure that individuals feel engaged right now. The post is here.
I think though that we are now entering the toughest time in terms of engagement and inclusion. Uncertain times continue. In my 25 year career of dealing with unhappy people in workplaces, I don't think I have ever encountered such a threat to inclusion. Furloughing (part time/full time), redundancies and people fearful of returning to the physical workspace. Some people free to choose, others not. If you'd like to hear more please listen to this podcast where I team up with XpertHR to explain more about what we need to think about and do right now.
Related Articles
Are you a segmenter or an integrator?
Even when someone is clearly in the wrong - pointing the finger doesn't solve the problem
Go Home on Time Day
People Management: Summer party season - advice for employers
Head of Resolution Zoe Wigan writes on the best next steps if inappropriate behaviour occurs.
HR Magazine: Events manager files £250,000 lawsuit after botched summer party
When workplace events go wrong, the consequences can be serious. Zoe Wigan offers practical advice for HR teams on setting expectations, supporting managers, and creating safer, more inclusive social events.
People Management: HR must protect workplace investigators from the threat of vicarious trauma
Head of Resolution Zoe Wigan shares how to recognise and mitigate this risk for investigators of distressing subject matter.
