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In leadership improvement is not about doing more things right, but about doing fewer things wrong.

Don't just look for things to add.

Look for things to eliminate.

Here are 10 things you might want to stop doing to progress employee engagement among your team members:

Don’t we all feel like part of a big Future-of-Work-Experiment?

We don’t know yet which working model will work best for what type of company and employees.

Companies don’t know what comes next.

Leaders are a long way from knowing how it will work.

Microsoft 365 and Teams are great solutions for office-based employees. But what about your frontline workers—the ones who aren’t sitting at a desk with a computer at their fingertips?

"The more you know, the more you think you don’t. The more you don’t know, the more you think you do." - inspired by Aristotle and Albert Einstein 

As a leader you need feedback from your team to succeed.

Collecting employee feedback regularly and frequently through employee surveys is an essential part of assessing internal communication strategies, operational efficiencies, and improving workplace culture.

Companies are now turning to employee surveys to gain organizational insights they can take immediate action on. Best of all, there are now ways to collect the feedback you need to make concrete improvements in real-time.

Does your organization have an annual employee engagement survey and then nothing else to gather feedback from your people?

No Pulse Surveys?

No communication channel where employees can provide their feedback whenever they feel like it?

Well, how then could your organization accurately capture those 9-month warning signs?

I hope you catch my idea.

Let me ask you a few questions to reflect upon. 

What is one of the last competitive edges any business could sharpen?

Your product?

Anyone can copy your product in shorter and shorter periods of time.

Life is work.

Work is life.

Life is all about relationships - and work is no exception.

In fact, the key to long-term happiness and fulfillment is “our relationships.”

This is what Harvard's legendary Grant and Glueck Study found out over the last 80 years:

"The quality of our work-life - emotionally, physically, and mentally - is directly proportional to the quality of our relationships."

I reckon all businesses out there are driven to achieve higher business results.

Here business results mean anything your organization wants to achieve.

This could be purpose-driven or profit-driven.

We are in the midst of The Great Reshuffle with many people changing jobs within the frontline industries.

As more digital tools enter the workplace, organizations should pay particular attention to the actual, not promised, productivity within their workforce. According to PwC’s Global Workforce Hopes and Fears Survey 2022,  one of the biggest challenges they identified is the need to improve what is often called the “employee experience.”