Workplace Culture Data Shows Decline in Employee Engagement

"Create a culture of cohesion and cooperation that is limitless."

O.C. Tanner’s Global Culture Report for 2024 shows that the average engagement score in organizations is down. This could be due to many reasons, but what stands out in the research is an immediate need to center organizations more around people, focus on empathetic leadership, and build a stronger workplace culture.
2024 Global Culture Report from O.C. Tanner

This is why we always talk about company culture. In a fast-paced, stressful environment, like in many of today’s startups, a great company culture can be the glue that holds the team together and motivates people to continue showing up each day and working towards common goals. But this same environment often suffers from toxic subcultures, especially as companies grow and scale. Without continued focus on culture, leaders can inadvertently foster false harmony and division where there should be cooperation and innovation.

The report also highlights the powerful impact of empathy and agility.

“Organizations that truly see, hear, and value employees can turn empathy from a buzzword into an impactful, teachable practice and create environments where people know they’re valued and respond with loyalty and great work.”

We’ve seen massive shifts these past few years in workplace policies, philosophies, and structure, as well as shifts in the demographics, skill sets, and values of employees. What is critical for organizations now is to approach future changes with people as the first priority. Fortunately, it’s absolutely possible to create teams and cultures where employees want to come, do their best work, and stay, even in the face of ongoing change.

Reach out to us to learn more about how we can help you build a thriving culture.

#LeadershipDevelopment #TeamDevelopment #Veterinarians #CommercialAgriculture

A happy team of people sit at a table during a meeting, looking productive.

Create High-Performing Teams With This Tool

High-performing teams are not luck of the draw, but they’re intentionally cultivated and shaped around shared goals and values. The Five Behaviors is a hierarchy of behaviors that when implemented, creates a team cohesion that will drive performance. Because the dynamics of a great team are largely the same, no matter your industry.

An effective team starts with a baseline of TRUST, and is one where your people can have productive debates and accountability without it destroying relationships or culture. Once you have a trusting team that can step outside their comfort zones, you can rally and motivate them around collective goals and outcomes, achieving a level of buy-in far beyond what you would have before.

The Five Behaviors of a Cohesive Team - Model Pyramid (from bottom to top): Trust, Conflict, Commitment, Accountability, and Results

Each stage of the Five Behaviors model or pyramid makes the next stage easier. From trust, to conflict, to commitment, to accountability, working through these first four stages together will equip your people with the skills and practice to overcome challenges and ultimately align to goals, achieving the final stage: results.

One of the greatest challenges to any team is the inattention to what it takes to achieve results. Bringing together everyone’s different personalities and work styles can be a challenge, but the payoff will be well worth the investment.

Having cohesive, high-performing teams is probably one of your greatest competitive advantages as an organization, so why not make it more of a focus?

As an authorized partner for the 5Bs, I can help you apply the personal development solution to your individual employees, or we can leverage the team development solution for empowering your already intact teams to work better together.

Reach out to me today to get more details. Contact MDR

#TeamBuilding #TeamDevelopment

Prioritizing Growth and Learning As Leaders

Leaders, are you prioritizing growth – not just in your business, but on a personal level? Being a coach and being responsible for achieving organizational results means leaders are often pulled in many directions, with competing priorities and a never-ending to-do list. But leadership means constantly learning and adapting. It’s critical that you make time for expanding your knowledge and adapting to new methods and information.

You may feel like there’s simply not enough time and space to work on your leadership, however, I would urge you to consider the return on investment when you prioritize growth and adaptability. In addition to being ready to tackle any challenges as they come, promoting agility within your teams will ensure they view change in a positive way, rather than being afraid of it.

In addition, how you approach your role, how you manage your time, and how you leverage tools and outside resources will increase your leadership competency and inspire innovation throughout your organization. Culture and productivity start with us, the leaders, and our attitudes and actions rub off on others.

If you haven’t done a check-in on your leadership growth lately, perhaps it’s time to take stock of how you’ve grown and adapted this past year. What have you learned? How have you applied what you’ve learned to your role or the way you lead? Leadership growth isn’t a destination; it’s an ongoing journey that fuels results and inspires epic teams and organizations.

And if you’re in need of some guidance, MDR has loads of resources at your disposal. Reviewing your DiSC style and how it compares to that of your direct reports is one way you can reignite your growth and learning. Our leadership development programs targeted at building a musketeer culture can also be an excellent way to learn how to improve collaboration and foster emotional intelligence within your teams.

Reach out to us for more info. #BetterTogether #LeadershipDevelopment #LeadershipResources

www.mdr4you.com

Why I Support the Everything DiSC Assessment for Leadership and Teams

Everything DiSC graph showing the four styles: D, i, C, S

Why #EverythingDiSC?

I am a big fan of this tool over other leadership assessments for the same reason that, as CEO of MDR Coaching & Consulting, Inc., I invested in becoming an authorized partner. It’s an adaptive testing tool, meaning the test adapts to the test-taker, whereby increasing accuracy of results.

Plus, DiSC® is simple to understand and easy to immediately implement. With the Catalyst platform, your team can compare their tendencies to those of their teammates and get actionable tips on how to work together. The tool is incredibly enlightening and adapts to the unique needs of each person and situations they encounter. You can even create your own custom groups on Catalyst. Let’s say, for example, you join a new team and now need guidance on the dynamics and challenges you might face as a group. You can continue to use and adjust your Catalyst view and data as your needs change.

With more generations present in the workforce than ever before, plus a mixed bag of hybrid, remote, and in-office employees, we must understand ourselves and others in order to work cohesively as teams. Better communication will be the currency of the most successful organizations.

Taking your leadership up a notch includes knowing yourself and your people, so starting with a reputable and high-quality assessment will be a game-changer for your growth.

MDR: DiSC on Catalyst

#Teamwork #MakingtheDreamwork #WorkplaceAssessments

New Data Shows Companies Offering Flexible Work Policies are Hiring More Easily

Data from this past summer, drawing from hundreds of public and private sources measuring headcount growth and flexible work policies, has found that companies offering flexibility are hiring at a greater rate. While growth doesn’t always correlate to success, the research indicates companies who don’t mandate in-office work are having an easier time hiring.

This data confirms my own position on remote work – that agile companies who allow people to choose their work setup will have their pick of global talent and secure high-performing teams over those who insist on returning everyone to the office. We’ve also been seeing headlines across the web about company executives who themselves have access to satellite offices near their homes but who still insist on enforcing back-to-the-office policies. This messaging is not only hypocritical, it communicates to teams that there is no confidence in their ability to perform without constant oversight. These policies erode trust and damage organizational culture.

I’ve been exploring the shift to remote work and its implications in my leadership trainings. #LessonsLearned What I’ve seen from my remote operating clients is that in lieu of investing in a brick-and-mortar office, they’re shifting their investments into other impactful areas like learning opportunities and experiential retreats. They see that culture and engagement are massive accelerators for performance. And to me, they will be at the forefront of innovation thanks to their willingness to shift their perspective. So I would ask leaders this: What will the impact be if you don’t evolve? If you don’t invest in opportunities to enrich your culture’s desirability quotient? How will you leverage opportunities to drive innovation?

https://www.forbes.com/sites/jenamcgregor/2023/07/18/remote-and-hybrid-workplaces-are-hiring-people-twice-as-fast-as-full-time-office-employers-report/

How to Cultivate Psychological Safety at Work

What’s your feeling of psychological safety at work? The answer might depend on your level or title.

According to Everything DiSC research, managers report lower levels of safety than higher-ups. This means feeling as though mistakes are held against them or struggling to deal with tough issues is something that plagues managers, which influences how psychologically healthy the work environment is.

There also seems to be a correlation between job level and feeling valued. So how do we as leaders ensure safety, trust, and value at every level of the organization? Facilitated learning like with DiSC can cultivate some of the more essential EQ skills that will drive better communication and trust.

We cannot forget that while managers and lower-level leaders are responsible for overseeing and developing others, they themselves might not be comfortable making mistakes and having tough conversations. “While it is a departure from more traditional (and increasingly outdated) corporate models, many organizations are coming around to the idea that innovation happens at every level…” And in order to secure a cohesive and safe culture, we must promote innovation and value contribution at all levels of the organization.

Read more on the research in Everything DiSC’s latest blog post:
Psychological Safety at Work: The Key to Success and How to Get It

#EQ #Culture #WellbeingAtWork

Everything DiSC on Catalyst graphic

What Tools Are You Bringing to the Workplace?

Think of someone’s personality as special skillset or toolbox that they bring to work. Based on your traits and tendencies, you’ll be uniquely adept at some tasks and you’ll find others more challenging.

If teams don’t try to understand each other, collaboration and cohesion will be a significant hurdle, not to mention the organizational culture will suffer.

Everything DiSC® on Catalyst™ gives you insight into your teammates’ styles and how they interact with your own. This assessment and platform essentially shows you what’s in your work toolbox. From how you communicate to what you thrive on and what you struggle with, this tool will underpin all your workplace interactions and show you how to leverage one another’s DiSC styles to work together better.

Learn more by requesting some free resources or signing up for an upcoming showcase webinar: MDR: DiSC on Catalyst

#TeamWorking #DiSCStyles #TeamBuilding #AuthorizedPartner

Woman working from home on her computer

Is Virtual Teamwork Working for Your Team?

What does it mean to be an effective team?
For many companies and teams, it seems that working remotely has taken its toll on feeling connected as a team. Without solid teamwork skills in place, people can feel out of the loop with what’s happening on their team or in their organization. Many companies are now moving their teams back into the office, causing a second big shift in the workplace environment.

For those of you with a remote or hybrid team environment, what’s been your experience lately? Do you feel connected as a team? Are you able to engage in healthy debate or have the difficult conversations required to hold one another accountable? Do you feel a sense of team cohesion?

Whether virtual teamwork will continue to stay, or your organization is transitioning back to in-office work, effective communication and connection are at the heart of successful teamwork.

We can help your organization rethink its approach to teamwork. Powered by The Five Behaviors – Trust, Conflict, Commitment, Accountability, and Results – this training teaches participants the critical behaviors and interpersonal skills needed to work together effectively. Because ineffective teamwork is here to stay, unless as leaders we can equip our people with the skillsets they need to engage in productive behaviors and work toward common goals.

Learn more on our website: MDR: The Five Behaviors

#Teamwork #MakingtheDreamwork #TeamBuilding #AuthorizedPartner

How Do Workplace Experiences Impact Different Generations?

Recent research from Wiley Workplace Intelligence dug into all the different generations present in the workplace and how they feel about aspects of their work. This research sought to understand if differing areas of skill and experience, as well as different values and desires, might cause conflict and impact teams as a whole. We already know that due to growing up with social media, for example, Millenials and Generation Z experience the world quite differently than Baby Boomers. So how do these differences show up at work? The results of this research might surprise you.

Despite the generational gap and widely-held stereotypes (for instance, that younger generations are idealists and Boomers are the opposite), the majority of Boomers and Gen X individuals surveyed said that a fulfilling job means a great deal to them.

So as leaders, how exactly do we create fulfillment for our people? Building trust is a great place to start. Fostering accountability and  leadership – regardless of role or title – can also go a long way in creating meaningful experiences at work. Ultimately, we should avoid assuming different generations don’t share experiences or appreciate the same things when it comes to workplace culture. In addition, addressing workplace struggles that can potentially lead to a hostile work environment will be the most proactive thing leaders can do.

Read more about the survey findings in Everything DiSC’s latest blog post: Four Generations at Work: The Unexpected Truth

#AuthorizedPartner #DiSC #FulfillingCareer #GenerationalDifferences

How Does Your Team Handle Constructive Feedback?

Workplace conflict can manifest itself in many ways. One of the sources of conflict in teams is giving and receiving constructive feedback. In today’s organizations, feedback is crucial for ensuring cohesive teams that trust and hold each other accountable and managers who are self-aware. How does your team handle constructive feedback?

Because the manager/employee relationship is highlighted as the number one influence on the employee experience, Wiley Workplace Intelligence wanted to know how conflict is being managed in workplaces right now and how it’s changing. Wiley surveyed people managers and team members and found that one of the most common issues managers were facing was an unreceptiveness to constructive feedback. Thirty-one percent of managers reported this issue. On the other hand, managers themselves reported they are open to feedback on their performance (71%).

Most organizations have a detailed process for dealing with conflict and other behavioral or performance issues. But as leaders, how confident are we that this process is effective? Outside of formal meetings and performance reviews, what can we do to improve how feedback is given and received? The answer is building TRUST.

Trust empowers individuals to navigate conflict in a healthy way so as to theoretically need less disciplinary action and behavior management. Trusting teams are open to feedback because they hold each other accountable. They’re also more likely to be vulnerable with one another. Leaders and people managers are no exception to this.

Trust is a key tenet of any successful organization. But it’s something that must be continuously prioritized and practiced. Luckily Wiley has the perfect tool for building team trust. Training and learning experiences through Everything DiSC solutions can help you turn points of conflict into points of opportunity.

Learn more by shopping DiSC tools and or joining a free virtual showcase.