Employee Experience

Employees don’t just leave for money. They leave because they feel: Unheard. Undervalued. Unsupported. Many companies just replace people  Instead of fixing the root cause. Ignoring why people leave creates: ⚠️ A toxic cycle of dissatisfaction ⚠️ A disengaged workforce ⚠️ Higher hiring and training costs Retention isn’t reaction. It’s prevention. Here’s how to keep your best people: 1/ Spot early signs of disengagement ↳ Missed deadlines, low participation don’t ignore them. 2/ Conduct stay interviews ↳ Don’t wait for the exit interview to learn what’s wrong. 3/ Provide clear career growth paths ↳ Show people a future they can build with you. 4/ Equip managers with leadership training ↳ Support them to support their teams. 5/ Foster a culture of recognition and flexibility ↳ People stay where they feel valued and trusted. Be proactive, not reactive. Healthy cultures win. Toxic ones churn. If you’re a leader, ask yourself: What am I doing today to keep my best people tomorrow? ❓ How does your company approach retention? ♻️ Repost to promote retention. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

5 things that aren’t super helpful for colleagues affected by layoffs and what I’m doing instead: 1. Asking them to tell me how I can help →  Proactively leaving LinkedIn recommendations and endorsing skills. 2.  Spamming them with random job postings I see →  Sending them jobs where I can make an introduction to the recruiter, hiring manager, or someone on the team. 3.  Sending their info to my recruiter connections with no context → Sharing their profile to my recruiter connections with specific job postings I know they are interested in. 4. Only supporting them privately →  Turning on notifications for them on LinkedIn to provide likes, comments, and hype to give their posts a boost in visibility. 5. Immediately jumping to offer feedback → Listening to see if they are looking to solve problems or just need to vent. It’s normal to be a bit lost and not know what to do, especially if this is your first rodeo (like mine). We have more power than we realize and little tweaks to how we approach things can make a huge difference. Good luck.

Kindness is a leadership skill. We don’t talk enough about how much kindness shapes high-performing teams. Empathy isn’t just a “soft skill.” It’s a strategy for building resilient teams. And often, the real reason people stay or go. Here’s what empathy at work actually looks like: ☝🏼 You check in when someone’s off — not because it’s your job, but because you care. ↳ 💡Try this: “Hey, just wanted to check in — you’ve seemed a little quiet. Do you want to chat?” ✌🏼 You give feedback with heart — direct, but never with judgement. ↳ 💡Try this: Lead with, “Can I share an observation with you?” — it opens the door instead of putting someone on defense. 🤟🏼 You hold space in meetings for quieter voices to speak. ↳ 💡Try this: “Let’s pause for a sec — [name], I’d love to hear your take if you’re comfortable sharing.” 🖖🏼 You recognize that life happens — and lead with understanding, not judgment. ↳ 💡Try this: If someone misses a deadline, ask: “Is there something I can do to support you right now?” 🖐🏼 You say “thank you,” “I appreciate you,” and “how can I help?” like it’s normal (because it should be). ↳ 💡Try this: End one meeting this week by highlighting a teammate’s contribution Let’s normalize human-first workplaces. Where people feel safe, seen, and supported — not just evaluated. Because the best leaders aren’t the ones with the loudest voices. They’re the ones people feel better after being around. 📌 P.S. I’m launching a PM resume course 🎉 I’ve been building this course for MONTHS to people go from being stuck to interview-ready with ease and confidence. I’m dropping the exact system that helped 100+ professionals land PM interviews + offers at places like Meta, Microsoft, TikTok, & Airbnb. Join the waitlist for a limited-time special offer 😉 https://lnkd.in/eKijbsQU

I just had a Zoom interview for a position I'm super excited about, and the interviewer did something I've never experienced before. After he asked each question, he typed it into the chat box in Zoom. This was such a simple gesture, but it was a GAME CHANGER for me as someone with #ADHD. This interviewer's proactive approach to making the interview process more accessible made me want to be a part of their team even more than I already did. In past interviews, I've sometimes found myself halfway through a response to an interviewer's question and unable to remember exactly what the question was. This was especially true if the question had multiple parts. (And the ADHD urge to go on tangents while speaking can be STRONG.) Having the interview questions in front of me, in writing, both calmed my nerves and allowed me to make sure I clearly and directly answered each question. So based on this experience, I have some advice. If you're interviewing someone virtually, add your questions to the chat box as you go. Your interviewee might be reluctant to ask for this, but it may help them shine. And why wouldn't you want to give a candidate the best possible opportunity to shine? If you're a candidate interviewing virtually, ask your interviewer to add the questions to the chat box as the interview proceeds. Either the interviewer will agree, making the interview less mentally taxing for you, or they'll refuse, which will give you some insight into their (lack of) willingness to accommodate other people's needs. And that alone may tell you more about whether you want to work for that person than anything else that happens during the interview. #interviewtips #accessibility #neurodiversityatwork #neurodivergence #inclusion

As a manager, I have noticed that they key reason why high performers often get demotivated is not the work stress or even the salary. High performers get demotivated when they don't get due visibility and recognition with the senior management. High performers get demotivated when their voices aren't heard in the system, and when they are not given a choice in the type of work that they do. High performers get demotivated when they are not provided with enough independence to bring in creative solutions. Some of the best successes I've had in my teams have been by recognizing high performers early and giving them the platform to innovate & shine.

Being easy to work with is the most undervalued career skill. You will get better performance reviews, raises, and promotions. It's a strategic advantage. Studies show that managers are more likely to promote employees they enjoy working with. Imagine this: You're the manager and you've got two employees up for a big promotion. Both are incredibly skilled and have delivered amazing results. But there's a catch - one of them is an absolute joy to work with while the other is a bit of a pain. Who would you promote? If you're like most managers, you'd likely go with the person who makes your life easier. So, what does it mean to be easy to work with? It means being a team player, communicating effectively, being reliable, and having a positive attitude. Effective communication is also crucial in being easy to work with. You need to be able to clearly express your ideas and listen actively to others. You should be approachable, open to feedback, and willing to provide feedback in a constructive way. Being reliable means that you follow through on your commitments and meet deadlines. You're someone that others can count on, and they know that you'll get the job done. Having a positive attitude is essential. No one wants to work with someone who's constantly negative, complaining, or bringing everyone down. When you have a positive attitude, you're more enjoyable to be around, and you create a positive work environment. People want to work with someone who's enthusiastic, motivated, and supportive. When managers and coworkers are easy to work with, it also creates a positive and productive work environment, that benefits everyone. People like working with people they get along with. It makes everyone happier at work. Happy Employees = Productive Employees It's a win-win.

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

As a leader, do you truly care about the personal well being of the people on your team? By well being, I'm not talking about excessive hand-holding or doing any part of their job for them. I'm talking about helping to make them successful. While under your watch do you do these things? * Understand their skills, leveraging their strengths and augmenting weaknesses * Training and developing them in their role * Keeping them inspired and knowledgeable about the business * Teaching them how to develop well being in others * Coaching, guiding, and leading versus dictating orders One of the most critical responsibilities a leader holds is to care for the well-being of their team members. While achieving organizational goals and driving performance are important and essential, your people won't become accomplished without prioritizing their needs and providing them with what they need to succeed. Caring for your team's well-being creates a more positive and supportive work environment. Which builds higher levels of engagement, inspires the right behaviors and commits people to their work. This positive atmosphere cultivates trust and respect and develops a camaraderie among team members. Prioritizing well-being contributes to the overall morale and happiness of the team. Team members who feel their physical, emotional, and mental well-being are valued are more loyal to the organization and you as a leader. Beyond cost savings in turnover and absenteeism, they will "run through walls for you." Promoting team member well-being has a direct impact on performance and productivity. Studies consistently show that employees who are physically and mentally healthy are more focused, creative, and resilient in the face of challenges. By providing resources and support for well-being initiatives, leaders help their team members manage stress effectively, positively deal with work-life integration, and lead their best. Prioritizing well-being is not just the right thing to do ethically; it makes good business sense. Research has demonstrated a clear link between employee well-being and organizational performance. Organizations and leaders specifically, that invest in their people's wellness typically experience lower healthcare costs. When we proactively address the well-being of our team members it creates and keeps a competitive advantage over time, for any organization. Demonstrating a commitment to your team sets a positive example for others to follow. Leaders who prioritize their own well-being and actively support that of their team inspire trust and admiration from their colleagues and find new ways of being successful. Looking after team member success and well-being is a strategic investment in organizational success. Have I convinced you? Are you ready to accept the responsibility of caring for your people? #ceos #leadership #wellbeing #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu

Gallup reports 59% of employees are: "Filling a seat and watching the clock." Quiet quitting isn't about leaving a job. It's when people stay but mentally check out. They do the bare minimum. No excitement. No extra effort. It's a silent alarm. Your team may be losing interest right under your nose. And it's a big deal. Why? Because it affects: • Your team's morale • Your team's productivity • Your company's profitability • And everyone's overall success Resources are already stretched thin. You need to get the best from your team. What can employers do? Many of the causes are within your control: ➡️ Listen Well Talk to your team often. Listen to what they say. Then take action. ➡️ Recognize Efforts Public recognition can boost morale. A simple "thank you" goes a long way. ➡️ Promote Balance Allow time for life outside work. Overworked employees burn out. ➡️ Give Chances to Grow Invest in them. Provide training. Show them a career path. ➡️ Build a Positive Culture Ensure everyone feels valued and respected. ➡️ Set Clear Goals Clearly define roles. Tell them what you expect. ➡️ Lead by Example Show excitement. Work hard. Be the way you want them to be. Quiet quitting isn't just an employee issue. It's a leadership opportunity. It's a chance to re-engage, re-inspire, and revitalize your workplace. Start today. Have you seen the signs of quiet quitting at work? P.S. Find this helpful? Repost for your network ♻️. And follow Justin Wright for more posts like this.