Author: Kristina Proffitt

Categories
Hybrid/Remote

8 easy team building activities to strengthen company culture

In today’s world where many employees can work from anywhere, it’s more important than ever to have a stash of easy team building activities at the ready.

40% of remote workers want more casual face-to-face gatherings with their colleagues. Beyond that, 41% struggle to feel integrated into the company’s culture. It’s much harder to connect with people when you don’t see them in-person regularly. Without those casual run-ins you lose the water cooler chat. But there are ways to recreate it.

Let’s check out some easy team building activities that strengthen company culture whether your team is remote, hybrid, or office-based.

Ice breakers

I’ve always hated ice breakers, but sometimes they can be effective to, well, break the ice.

The worst part is always the start of the ice breaker, before anyone speaks. Then, people’s anxiety plateaus as they start talking and realize they have plenty of things to discuss.

What eventually changed my mind about ice breakers was actually a YouTube short I came across by accident. It was making fun of ice breakers. For instance, the one where you talk one-on-one with someone and have to find something in common.

Many of the comments defended ice breakers, saying that they broke down connection barriers.

So, if you’ve got a new team, or a newly merged one, consider getting members to speak to each other one-on-one and find something in common with the person next to them (or on a call with them).

One-on-one conversations like this, rather than everyone introducing themselves to a big group, break the ice far better. People get to have a two-way conversation rather than just talking about themselves into what feels like a void, especially when it’s done online.

Using ice breakers at the beginning of meetings or events is a super simple option when it comes to easy team building activities.

Unconventional book clubs

While I love discussing books, I’ve always found it hard to read when I feel like I have to. It takes the enjoyment out of it. It may even mean I end up reading something I just can’t connect with but feel obligated to slog through. Sometimes you have to be in the right frame of mind to get the most from reading a book.

That’s why my friend and I have set up an unconventional book club. We bring a book we want to talk about, then share why we love it. That’s it. Minimal commitment but everyone comes away with a new book for their To Be Read pile.

For busy employees this is even better, because they don’t have to read a set book by a specific date. And they won’t be quizzed on the book after. So it’s one of the easy team building activities with both a low barrier to entry, and a low commitment level.

Ask a question on Slack/ Teams/ Workrowd

Asking a fun question on Slack, Teams, or Workrowd is a small thing to do. Whether a team is remote, hybrid, or in-person though, it helps them find things in common.

Simple shared interests, like their favorite sports team, help employees connect on mutual ground beyond work. This can help foster better team dynamics.

The questions don’t have to be—and frankly shouldn’t be—complicated or require too long to respond to.

When asking a question, it’s often better to require a low commitment from the first answer. Then they can always expand on their answer if someone asks.

Questions that lend themselves to easy team building activities might include:

  • What’s your favorite food?
  • What sports do you follow?
  • What’s your favorite ice cream flavor?
  • What are you reading right now?
  • What are you learning right now?
  • What do you plan to watch on TV this evening?
  • How are you spending your weekend?

Away days

Away days allow employees to fully immerse themselves in conversations and activities without getting caught up in the minutiae of their everyday jobs.

These could be purely for easy team building activities, or also used for some business planning sessions. You can structure it based on the needs of your organization or team.

Trivia

Trivia doesn’t just test our general knowledge; it can help us bond, too. It helps strengthen our memories and can be a good way to laugh with colleagues. Plus, it can help you find out other people’s strengths and interests that might even be useful in the workplace.

For instance, if you’ve got a math question and someone can work it out in their head, that’s a useful skill for sales calls.

You could pit different teams against each other, or split people up if you want to increase connections with people outside of the colleagues they work with every day. Hosting trivia lunches or happy hours is a fool-proof add to your list of easy team building activities.

ERGs

Employee resource groups enable your employees to meet with other, like-minded team members.

As well as helping them with networking opportunities and a sense of belonging, these groups can help grow employees’ skills and increase cooperation between departments.

Workrowd makes it easier to manage your ERGs so you, and your employees, can get more from them. Get in touch to find out more.

Team lunches

Free lunch is a sure bet when it comes to easy team building activities. Food is always a powerful way for people to bond, and team lunches are no exception.

They work well as they don’t eat into people’s morning or evening activities, and almost everyone will eat lunch anyway.

Be sure to send around a poll asking for venue suggestions or dietary requirements. That way you can cater to as many people’s needs as possible.

Networking with a speaker

Networking events where you host a speaker who’s interesting or useful to your employees can help break up the work day and attract remote workers into the office.

It gives them something to talk about, expands their skills, and is a classic way to offer professional development. 

You could do this via a breakfast, a lunch, or even an evening event.

These tools can also be a powerful way to nurture prospects if you offer them an exclusive invite to an interesting speaker/discussion. So beyond easy team building activities, this can also directly impact your bottom line by increasing sales.

Conclusion 

Easy team building activities don’t have to be entailed, but they should be interesting and varied between low and high-commitment. The less effort someone has to put in beyond their work duties, the more likely they are to want to take part in other easy team building activities like away days. They’ll already feel like a part of the team and will want to spend more time with their colleagues.

If you’d like a tool that can make it easier to market, manage, and measure your easy team building activities, get in touch to find out more about how Workrowd can help.

8 easy team building activities to strengthen company culture
Celebrate these 12 employee anniversaries to boost engagement
6 tips to get skills-based hiring right in 2025
Categories
Company Culture

Celebrate these 12 employee anniversaries to boost engagement

When people recognize what we’ve done and how far we’ve come, we feel seen. And that’s powerful. That’s why acknowledging employee anniversaries is so important.

At work, recognition is a key motivator. In fact, it’s so important that 83.6% of employees say recognition affects their motivation. What’s more, 77.9% would be more productive if they received more recognition. 

It could even help with retention. 71% of employees would be less likely to leave if they were recognized more frequently at work.

So what, exactly, should you recognize? Here are examples of employee anniversaries to celebrate that will supercharge engagement.

Employee anniversaries to celebrate

Here are some employee anniversaries and milestones worth celebrating:

First day

Celebrating someone’s first day in a role makes them feel valued and like you appreciate them choosing to work for you over another business.

Several places I’ve worked at have taken people out for lunch on their first day. It’s a particularly nice gesture if they don’t know the area and aren’t sure of the best places to eat.

This is also a good bonding experience for new team members to get to know each other better. They can chat casually outside of the intense onboarding that happens during the first days on the job.

End of probation 

Passing a probationary period is a huge milestone for employees, especially in tough industries or businesses.

Birthdays

I always think it’s important to celebrate birthdays, even in small ways. A simple “happy birthday” in Slack or on Workrowd can make a difference. It’s one of the most obvious employee anniversaries that can make people feel seen and special.

Customer reviews

Did someone get a really great customer review? That’s something to celebrate! It demonstrates what high-quality customer service within your organization looks like, setting an example for the rest of the team.

First year (and other yearly employee anniversaries)

Completing a full year on the job is a big deal. It shows that person has survived probation and onboarding and has become a vital part of your team.

Beyond that, celebrating these employee anniversaries annually can help keep your people feeling engaged and energized to take on another year.

Finishing big projects

When someone has completed a big project, either on their own or on a team, celebrating that milestone shows that you recognize what they’ve done and how hard they’ve worked.

Promotions 

Promotions are always something to celebrate. They show someone has worked hard and achieved great things within your organization.

Safety milestones

Going days, weeks, months, or even years without health and safety incidents are huge achievements. This is especially true in industries where health and safety are vital to company success and employee health.

Sometimes celebrating employee anniversaries of something not happening is important, too!

Revenue targets

Did a person, team, or the company as a whole hit a revenue target? That’s definitely something to celebrate!

Company anniversaries

As centuries-old household names become things of the past (just recently British brand WH Smith announced it was leaving main streets after being around since 1792), celebrating company anniversaries in addition to employee anniversaries is essential.

It shows the difference employees make, how much they’ve contributed over the business’s history, and how far the company has come. It’s a meaningful, fun way to celebrate the past, present, and future of the business.

Retirements 

Retirement is a pivotal time in someone’s life. Regardless of how long they’ve been at your company, celebrating an employee’s retirement shows that you appreciate the effort they’ve put into your business and the key role they’ve played.

It also marks their transition into a new period of their life.

Ways to recognize employee anniversaries

Here are some ways to recognize employee anniversaries:

Shoutouts 

This is the simplest thing on the list, but it really does make a huge difference. Giving someone a shoutout in a meeting, a Slack channel, a krowd, or somewhere else colleagues can see is a meaningful way to celebrate employee anniversaries.

It can also help to create a culture that celebrates employees, encouraging people to celebrate their colleagues in turn. Doing this makes a big difference to teamwork and employee morale.

Extra day off

An extra day off, for example for someone’s birthday, shows that you value employees’ lives outside of work and want them to take time to rest or celebrate with loved ones.

An extra day of PTO could also be a way to reward employees at the end of a particularly stressful or long-term project, allowing them to recover and unwind so that they don’t burn out.

Away days

For corporate milestones, away days can help you come together as an organization to celebrate, reflect, and plan for the future. You could do a combination of celebrations like activities or meals out, alongside planning sessions.

Team activities or retreats

Another option to celebrate team or corporate milestones is to give teams a budget and allow them to organize their own activities or retreats. This is particularly useful for larger organizations that may struggle to find a venue big enough to hold everyone.

It also enables managers to cater to their team’s preferences so no one feels forced to do an activity they’re uncomfortable with in the name of corporate politics. Making these annual, bi-annual, or even quarterly gives your team employee anniversaries to look forward to.

Vouchers

A voucher to spend on a meal or a service is a simple way to celebrate employee anniversaries and show you’re thinking of them.

Treats

As an alternative to a voucher, you could get them a little treat such as donuts, chocolate, gift card, etc.

Something special

For bigger employee anniversaries, what about something special? 

For example, when someone I know retired she received a carriage clock; another received a watch for 35 years of service. The gift doesn’t have to be related to timekeeping—these examples are a coincidence—but they were high-quality items that both people still have and cherish the memories behind.

Company merchandise

For company milestones, branded merchandise celebrates both employees and the business. It also means that employees become walking advertisements for your organization if they wear or use that swag out and about.

Decorate their desk

This is a nice way to inject personality into the office for birthdays or other employee anniversaries. Streamers, balloons, cake…have fun with it. You could even tailor it to their fashion sense, favorite color, favorite cake, etc, to show you’re really paying attention.

Conclusion 

Celebrating employee anniversaries and milestones shows your team that you appreciate the time and effort they put in to help grow your business every day.

Connect your employees with Workrowd

Another way to show your employees how much you appreciate them is to keep them connected. Help them organize and sign up for team initiatives, join employee groups, and build bonds with their colleagues with Workrowd. Our platform is the one-stop-shop for all your engagement initiatives.

Get in touch today to book your free demo and find out more.

8 easy team building activities to strengthen company culture
Celebrate these 12 employee anniversaries to boost engagement
6 tips to get skills-based hiring right in 2025
Categories
Employee Retention

6 tips to get skills-based hiring right in 2025

Skills-based hiring is on the rise. In 2022, 56% of companies used it. In 2024, that number went up to 81% of companies. So if you’re not already using skills-based hiring to fill vacancies, you risk falling behind. Especially in today’s fast-paced and ever-changing world.

But what is skills-based hiring, and how can you use it to benefit your organization?

What is skills-based hiring?

Skills-based hiring is when a company hires employees based on evidence of their skills, not their previous roles or qualifications.

If someone doesn’t need a degree to do a job, why ask for one? Evidence they can perform the role’s responsibilities is more important. Plus, it means they’re more likely to succeed in the role, too.

Why is skills-based hiring so effective?

98% of employers think skills-based hiring is more effective at spotting talented candidates than resumes. Similarly, 94% think it’s more predictive of workplace success.

Skills-based hiring is so powerful that 82% of employers feel employees hired this way stay longer. What’s more, 90% feel it reduces mis-hires.

It could also shorten time-to-hire, as you’re looking more at how effective someone is in a role than qualifications alone. According to 78% of employers, it reduces hiring costs, too.

Since you’re focusing on skills, it’s no wonder that 90% feel that it improves workplace diversity. It’s a simple way to remove unconscious biases around things like where someone studied or their past workplaces.

Skills-based hiring also has benefits for employees. In fact, 81% feel it’s helped them get new employment opportunities—compared to 66% in 2023. That’s a huge increase in a year, showing just how effective skills-based hiring can be.

How to get skills-based hiring right

Now that we’ve discussed the benefits of skills-based hiring, let’s see how to get it right:

Consider what skills someone needs to succeed

Instead of dividing your requirements into hard or soft skills, ask yourself what someone would need to know or be able to do to succeed in the position.

For example, communication skills are a vital part of any role, but they’re particularly important for someone working in marketing, human resources, or public relations. However, these skills are also important for all managers even though they’re seldom taught.

Sometimes, organizations hire or promote people to managers because they’re capable of doing the technical side of a role without considering the soft or people skills required.

Less than half of managers receive training or support on how to manage. So this is an important skill to consider when hiring someone for a managerial role. Especially when you also factor in that 43% of employees leave managers, not companies. Adding this one skill to your management criteria as part of your skills-based hiring initiatives could save you a lot on future hiring costs.

Use an application form

Instead of asking for someone’s resume, which can be full of inflated qualifications or unnecessary information, get them to fill in an application form as part of your skills-based hiring approach.

This gives you more control over the information you collect. It also allows you to evaluate someone’s skills and how they’re relevant to the job. You’ll get a much more accurate representation of someone’s skills which will enable you to compare candidates’ abilities more easily.

Train your managers to interview effectively and ask the right questions

Training managers to interview effectively is pivotal to hiring the right people for a job. And that’s especially true when it comes to skills-based hiring.

When interviewing, there’s always the risk of managers falling into the “beer test” trap. That’s where hiring managers choose someone they’d go for a beer with, rather than the person who’s the most competent for the role.

Training them to ask questions that evaluate someone’s skillset is therefore key. This will also help mitigate unconscious biases and focus on if someone can do a job rather than how likeable they are.

Using a scorecard can also help hiring managers to evaluate someone’s skills more objectively. It ensures that regardless of who conducts the interview, everyone receives a fair and accurate evaluation. So then the best fit for the role will get the job based on scores, not gut feelings.

Update your onboarding process

If you change how you hire to skills-based hiring, you need to consider your onboarding process, too. It may impact how you onboard certain roles. For example, new hires may need to learn how to use a particular software they’re unfamiliar with.

It’s important to keep all the information they need to know in a single, easy-to-find and update location. That way, employees can refer to it when they need it and HR can update and replace outdated documents without it leading to confusion. 

Support new hires with employee groups

Employee groups are a great way for employees to network, find mentors, share knowledge, and seek help from colleagues.

Using Workrowd, you can organize your employee groups, set up activities to celebrate and onboard your new hires, share relevant resources, and so much more. Get in touch today to book your demo and find out more.

Conclusion

If your business isn’t already taking advantage of skills-based hiring, there’s never been a better time. The evidence is clear: it reduces time and cost to hire while increasing retention rates. Employees have a better understanding of the role before they start, so anyone applying for a role is more qualified in every sense of the word.

Alongside this, skills-based hiring future-proofs your business. Even if someone’s role becomes obsolete due to technological advances, focusing on employees’ skills allows them to upskill and reskill more easily. That way they can stay with your business and you get to retain their internal knowledge and desire to be a part of your team.

Support your skills-based hires

If you’d like to support your skills-based hires, giving them a central place to tap into everything you offer is key. With a streamlined hub for your employee experience, you can connect new hires, develop mentoring relationships, give people somewhere to share interesting reads, and so much more.

Get in touch today to find out more about how Workrowd can empower you with the tools and data to take your company culture to the next level.

8 easy team building activities to strengthen company culture
Celebrate these 12 employee anniversaries to boost engagement
6 tips to get skills-based hiring right in 2025
Categories
Hybrid/Remote

6 tips to help your organization hire and support digital nomads

Hiring digital nomads can help you unlock access to new talent and knowledge.

However, it requires a different approach from hiring and supporting office-based employees or those who work from home.

18.1 million US workers now call themselves digital nomads. The number working traditional jobs has more than tripled since the beginning of 2020. What’s more, the number working independently increased by 20% in 2024 alone.

Despite these huge numbers, 14% of employees haven’t shared with their employer that they’re digital nomads. 

A further 22% say their company has no policy for digital nomads but they have permission to work nomadically. 

As a result, around a third of employers have no idea where their employees work from. This is despite all the benefits that can come from travel, having employees working in different time zones, and experiencing different cultures.

What are digital nomads?

Digital nomads are people who work while traveling. They never stay in the same place for too long. In fact, almost half say they’ve stayed in some locations for less than a week. 50% change locations within a couple of weeks of living/working somewhere.

Digital nomads use technology to help them perform their roles, balancing work commitments with their desire to travel.

As digital nomadism increases in popularity, there are online forums to support the lifestyle and many coworking spaces designed to support them across the globe.

How to hire and support digital nomads

Now that you know what digital nomads are, let’s look at ways you can hire and support them.

Utilize freelancers

Freelancers come with many benefits, including not needing to actually give them any benefits, which can save you money.

However, if you want to get the most out of freelancers, you also need to not treat them like employees. Don’t expect them to attend meetings unless you plan to pay them for their time, and trust their knowledge and experience. After all, that’s what you’re paying for.

Be flexible

Digital nomads travel. A lot. Which means they may not always be working from the same time zone as you. That doesn’t mean they can’t still get the job done, though.

It just means don’t ask them to clock in at the same time every day if you know they’re on a different continent. 

Trust them to get the work done

Some managers may be tempted to micromanage, especially when they can’t see what someone is doing or they’re working different hours. 

But if you’ve agreed to hire and support digital nomads, you have to follow through. Otherwise, you risk damaging your reputation as an employer and attracting fewer candidates as a result.

Digital nomads are used to working alone in their own space and on their own time. That’s not to say you can’t give them deadlines. You just have to respect those deadlines and expect the job to be done by then.

Check tax criteria

There may be different rules or regulations in your area in terms of hiring digital nomads or freelancers. So do your research and keep this in mind before working with them.

Embrace asynchronous communication 

Organizing meetings is already hard. It can be even harder if someone is in a different time zone. 

The simplest way around this is to ask yourself: does this really need to be a meeting? Or can it just be an email?

Most of the time, solving something isn’t urgent. Which means it can be resolved in a message or two and you can afford to wait for a response before taking the next steps. 

And sometimes, writing down what you’re thinking in the email can help you clarify your thoughts and get closer to solving the problem.

Use the right tools

To truly get the most out of digital nomads, you need to give them access to the right tools. In addition to a laptop if they’re a traditional employee, you also need to use the right software.

Planning tools like ClickUp or Trello; messaging tools like Teams or Slack; video tools like Zoom or Teams, the list goes on.

Then there’s Workrowd. Workrowd can help you share information with team members in different time zones, organizing everything in one easy-to-access place. So then no one has to wait around for someone to come online to find what they need. It’s all there, whenever they need it.

Workrowd can also help you manage your employee groups and programs so that your digital nomads still feel like a part of the team, wherever they’re working from.

Create a policy so everyone knows the rules

If you’re serious about working with digital nomads, it helps to create a policy so that everyone knows what to expect and where they stand. 

That way, if you hire any managers who are new to working with digital nomads, they understand how the relationship works, how it’s different, and what they need to do/expect. 

It also ensures any employees who are working as digital nomads, or considering becoming one, know what you expect of them.

Conclusion

Hiring and supporting digital nomads within your organization can save you time and money while tapping into new expertise. It can also help you retain existing talent who may enjoy working with you but not want to stay in the same location too long.

To get the most from digital nomads, you need to use the right tools. Workrowd is one of them. It can help with everything from knowledge sharing to community building. Get in touch today to book your free demo and find out more.

8 easy team building activities to strengthen company culture
Celebrate these 12 employee anniversaries to boost engagement
6 tips to get skills-based hiring right in 2025
Categories
Diversity, Equity, Inclusion, & Belonging

6 ways to support underrepresented talent amidst DEI pushback

Recruiting and hiring underrepresented talent is one of the simplest ways to expand your internal knowledge, innovation, and creativity.

If everyone in your organization thinks alike, they’re far more likely to fall into the trap of groupthink. This can slam the breaks on innovation quicker than you can say “1984.”

Underrepresented talent can help you solve problems you didn’t know you had by spotting oversights in your products or services. For example, using lots of emojis on social media posts makes them clunky for someone using a screen reader to listen to, as the screen reader will describe every emoji. Many people who don’t know someone who’s partially sighted are unaware of this seemingly small thing.

How we see the world is influenced by our experiences. Which is why supporting underrepresented talent matters now more than ever. It future proofs your business from every angle.

It’s also going to be a key differentiator for attracting and retaining talent. Gen Z is the most racially diverse generation in the US—48% identify as non-white.

Meanwhile, people with disabilities are the most likely demographic to be unemployed. 7.2% of people in the US with a disability are unemployed.

So how do you support underrepresented talent pools like these in the current work climate?

Rethink your hiring practices

There are very small things you can do to even the playing field when it comes to hiring underrepresented talent. Or even attracting it in the first place.

For example, providing interview questions in advance. This allows candidates to prepare their thoughts so that you get the best-quality responses from them. 

Someone being able to think on their feet isn’t a reflection of their intelligence or abilities. It’s a skill in and of itself but not one that’s necessary for most roles.

Other simple strategies you can adopt include making sure your in-person venue is on the ground floor or includes a working elevator. Or removing candidates’ names, ages, and other demographic data from their resumes when reviewing them to avoid unconscious biases creeping in.

Have a formal mentorship program

You may hope that mentorship and knowledge transfer will happen organically without the need for a formal program. I’m here to tell you, as an introvert, it won’t.

Or, if it does, it will only benefit the loudest people in the room—not necessarily the most capable.

A formal mentorship program takes the burden off of employees asking someone to mentor them. You can use tools to connect employees to mentors, or host mentoring events for people to network.

The more you do to remove the barriers to entry, the more likely your mentorship program—and therefore your knowledge transfer and succession planning—is to be successful.

Members of Gen Z have vital technological knowledge and they’re changing the rules of work. 

But current employees and managers need to meet them halfway. They need to learn how Gen Z thinks while helping Gen Z navigate corporate politics and the world of work. Mentoring and employee groups are two of the most powerful ways to do this.

Start—and encourage—employee groups

Employee groups are key to fostering a sense of networking and belonging at work. They enable someone to feel like part of the gang, not an outsider who doesn’t fit in with their colleagues. 

And fitting in at work is key to people’s happiness and productivity. If they’re on the outside, regularly feeling left out by their teammates, they won’t be as invested in what they’re doing, so they’ll be less likely to put effort in. Then they’ll wind up quiet quitting or just leaving.

You could create groups for underrepresented talent to connect, Gen Z-ers, or even groups for common hobbies like writing or gym-going.

You don’t want to overwhelm employees with options. Then the groups may become too quiet or saturated, but you do want to give them some choices. Shared interests can be crucial foundations for getting to know colleagues and working with them better in the short- and long-term.

Using Workrowd, you can organize your employee groups and keep everything in one place. It’s the perfect tool to support knowledge-sharing, mentoring, and networking initiatives.

Collect feedback

You don’t know what you don’t know. Which is why it’s important to ask employees what they want and need from you.

Sending employee surveys is a crucial way to find out how employees, and in particular your underrepresented talent, really feel about work and what you could do better.

Workrowd can help you automate your feedback surveys, so then you’ve got more time to act on the results. Want to find out more? Book your free demo today.

Don’t assume an “open-door policy” is the answer to everything

Just because you say you have an “open-door policy” that doesn’t mean employees will use it. This is especially true for underrepresented talent.

Some employees may feel too shy or intimidated, or afraid of repercussions if they say something controversial or personal.

Employees need a safe space to ask questions and hold leadership accountable. An employee listening platform where employees can post anonymously, or a regular automated survey, helps you collect this vital feedback to help you, and your leaders, improve.

Educate your workforce

There is nothing more powerful than education. If someone has never experienced something themselves, they have no idea what it’s like.

Educational programs, or even employees sharing their own challenges or experiences, helps the rest of your employees understand the struggles faced by people with different backgrounds to them. And therefore empathize more with them and other groups of underrepresented talent.

Conclusion 

Supporting underrepresented talent doesn’t require huge changes. It simply requires listening, maintaining an open culture between leadership and employees, and helping your underrepresented talent connect—to each other and your business.

Workrowd can help you keep the dialogue open between your employees and leaders through automated surveys. It can also help you manage your employee groups and other programs to keep your underrepresented talent engaged and connected. Get in touch today to find out more.

8 easy team building activities to strengthen company culture
Celebrate these 12 employee anniversaries to boost engagement
6 tips to get skills-based hiring right in 2025
Categories
Employee Engagement

8 ways to build trust in the workplace and boost engagement

Trust in the workplace doesn’t always come easy. A third of people don’t trust their employer. Ouch.

The higher up someone is on the corporate ladder, the more likely they are to trust their organization. I’m going to assume that’s because the higher up someone is, the closer they are to decision making. And the sooner they find out what’s going on. Which means they feel more control in their roles, too.

But there’s no reason every employee in an organization shouldn’t feel trust in the workplace. 

Highly-trusted organizations have 50% higher employee productivity. Their employees take 13% fewer sick days and have 106% more energy at work. 

And if that wasn’t enough, companies with higher trust levels outperform those with lower trust levels by 186%.

Those are some pretty impressive numbers.

So what can you do to build trust in the workplace and boost engagement?

Check your culture

What’s your company culture really like? How open are your leaders with your employees? 28% of employees would extend their tenure if people at every level were transparent.

28% of employees is a huge number when you take into account time and cost to hire, onboarding, etc. Retaining those employees could make a significant difference to your profit margins. That’s even before you factor in the difference in productivity that can come from trust in the workplace.

So it’s time to take an honest look at your culture (perhaps through a survey, which we’ll discuss more below).

What do your employees think? Can they be honest? Do they trust leaders to be honest? Do they know what direction the business is heading in?

Simple questions—even answered in multiple-choice format—can lead to big breakthroughs and epiphanies on how to boost trust in the workplace.

Be transparent

Sometimes information should be kept on a need-to-know basis. But if you keep employees entirely in the dark, it can lead to organizational anxiety and a lack of trust in the workplace.

The more you share what’s happening, and you’re honest when you don’t know what’s going on yet, the more likely employees are to trust senior leaders and HR teams to be honest with them when the going gets tough.

Keep your promises

A third of employees would stay longer if a company’s leaders kept their promises. Broken promises can make a huge dent in employee morale, and therefore productivity.

If you have to break a promise, you need to explain why. Then, find a way to make it up to them.

It’s not an easy thing to come back from, so if you can’t promise something, make sure not to promise. Sometimes it’s better to say that you hope something will happen but you can’t make any promises, than to make promises and renege on them.

Apologize if things go wrong

Part of developing trust is accepting that no one is perfect and that we all make mistakes. That starts with everyone being able to apologize when things go wrong. Whether that’s for making a mistake, not replying to an email, or even being in a bad mood.

You don’t need to apologize for every little thing like many of us do. Occasionally saying sorry for a mistake though, shows that you’re human and that it’s okay that your team members are, too.

And because of that human connection, you’re more likely to develop trust in the workplace.

Connect employees

When employees are connected with each other, they’ll naturally find out more about what’s going on. They’ll also feel more comfortable being themselves. Both of which are key to building trust in the workplace.

Employee groups are essential tools that enable employees to connect with their colleagues who have shared interests, backgrounds, or goals. This not only fosters a greater sense of belonging and connection at work, but because they feel like more of a member of the team, they’re more likely to trust their colleagues and the organization, too.

Make information easy to find

If information takes forever to find, it can suggest that the business has something to hide.

Or worse, it’s disorganized and no one actually knows what’s going on and when.

Which naturally slows everyone down because they can’t find what they need.

When everything is easy for employees to find, it saves them time. It also puts their minds at ease, reducing anxiety and stress.

Workrowd can help you share the latest information your employees need in one central location. They’ll know exactly where to check for updates, making their lives and jobs easier.

Ask for feedback

Hearing what employees have to say won’t always be easy. But it’s a vital way for companies to grow and develop trust in the workplace.

Part of fostering a sense of trust is ensuring people’s voices are heard. Employee surveys are an easy way to make that happen.

Workrowd can help you send automated feedback requests to employees based on specific triggers. That way you can focus your time on making a difference.

Act on feedback

Feedback surveys don’t mean anything if you don’t do anything with the results. And sadly, most organizations don’t. They see collecting employee feedback as a box-checking exercise.

But the real way to build trust in the workplace is to do the work to show your employees that they matter.

Listen to their feedback and address their concerns, whether that’s through an all-hands meeting where they can ask questions; by letting go of people creating a toxic workplace; changing organizational structures; or something else.

Some changes will be quick to enact, others will take much longer. But it’s these changes that hold the real power and will do the most to build trust in the workplace.

Conclusion 

Trust in the workplace is vital to your employee engagement and retention efforts. Many of the ways to build it require simple changes, like communicating openly with everyone.

If you’d like help boosting trust in the workplace in your organization, Workrowd’s all-in-one suite of tools can help. You get a knowledge hub to keep everyone informed, and a community hub to keep everyone connected. Plus, automated surveys and analytics ensure you always know what’s working and what’s not so you can build a culture your whole team loves.

Contact us today to learn more and see how Workrowd can help you reach and exceed your goals.

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Wellness

7 strategies to reduce organizational anxiety in an uncertain world

It’s a sad fact that 120,000 deaths in the US per year are associated with work. It should come as no surprise then, that organizational anxiety is something that can impact anyone. Just because someone doesn’t outwardly seem to be struggling, that doesn’t mean they aren’t.

What is organizational anxiety?

Organizational anxiety is when the state of your company makes employees feel anxious. This could be due to mergers, acquisitions, layoffs, finances, etc.

Remember: anxiety is contagious

I often call anxiety a contagious disease. Not because it’s spread by bacteria, but because if one person in a room feels anxious, there’s a high probability that person will pass their anxiety on to other people even if they don’t mean to.

This could be through the words they use and how they describe a situation. Or through subconscious things like how they move or their facial expressions.

For instance, someone constantly twitching their foot under the desk. Yes, I know it isn’t always anxiety. 

But it is a sign of excess energy you need to burn off. And this can often be due to anxiety or stress increasing our cortisol and/or adrenaline levels. 

Sometimes we just need to go stretch our legs. That fidgeting could be annoying to colleagues, and they’re just too nice to say anything.

It’s these kinds of thoughts and actions that are contagious. And that’s why it’s really important to remember that when things are up in the air in your organization, organizational anxiety will be high. Even if you don’t see the signs that you think you will. Mental health issues don’t always manifest how we expect.

Organizational anxiety may also be worse if you’re office-based or hybrid, because employees spend more physical time with each other. So they can experience how others feel more easily. And it’s much harder for them to switch off from that than if they work remotely.

How to reduce organizational anxiety

Here are some tips to reduce organizational anxiety during challenging times in your business:

Offer remote work

As I mentioned above, anxiety is contagious. So if employees can work remotely from somewhere they’re protected from the contagious nature of organizational anxiety, it’s less likely to rub off on them, even if they have their own concerns.

Create a culture of psychological safety

If employees don’t feel comfortable or safe at work, they’ll naturally feel anxious just leaving the house or sitting at their desk to check in for the day. Building psychological safety ensures employees can discuss their worries before they develop into organizational anxiety.

Communicate clearly

If you take just one thing away from this list, make it clear communication. Clarity is one of the strongest ways to diffuse organizational anxiety.

When employees know where they stand with you, what to expect from the business, and you talk to them as equals, they’ll feel more at ease.

Encourage breaks

Sometimes, when we’re on the cusp of a breakthrough, or trying to fix something, we want to keep going. But this is exactly the time when things can go wrong or we don’t perform at our best.

Breaks are a key part of resetting our mental health, even if we don’t have anxiety.

Encouraging employees to take regular breaks to grab a drink, stretch their legs, or talk to colleagues about what they watched last night, breaks them out of a cycle that can lead to burnout.

The more often employees take breaks, the calmer they’ll be. Which means fewer mistakes and happier team members.

And the more often your people can perform at their best, the more you’ll get out of them. And the less organizational anxiety will take its toll.

Make it okay to discuss mental health

While we’ve come a long way on the mental health front, it’s still often taboo to discuss it.

I’ll never forget something that happened in a previous role: a colleague took time off due to work stress. And people mocked him behind his back for it.

That was my signal never to discuss mental health with those people because they’d never get it.

It sometimes only takes one comment from a colleague or senior leader for employees to feel able to—or never able to—discuss their mental health. 

But if you want high performers, you have to acknowledge that that comes with lows like anxiety, depression, and burnout, too.

You can’t have the highs without the lows. We can’t perform at 100% all the time. Acknowledging that, and sharing our mental health stories, allows us to bond with colleagues and feel more able to be ourselves. Which in turn reduces the risk of organizational anxiety.

Know the signs

Do you know how to spot the more subtle signs of anxiety?

Someone I know is a huge perfectionist. Their colleagues praise them for their attention to detail, reinforcing this perfectionism—and creating huge work-related anxiety.

Colleagues praising their high standards has created a dangerous cycle. They now ruminate over small details and hyperfocus on work instead of taking breaks. 

But since perfectionism often isn’t considered a sign of anxiety, their colleagues have never thought about raising the issue.

When people channel everything into their work and have no time for hobbies, exercise, sleep, or to cook a healthy meal, that’s a neon sign saying something is up and that person is at high risk of damaging their mental health. Perhaps they’re worried that their role is insecure or that they’re not good enough. Or maybe they just don’t want to let their colleagues down. It’s important to get to the root of the problem and address it before it spirals into organizational anxiety.

Take inspiration from therapy exercises

When employees can share how they really feel and what they’re worried about, they’re far more likely to feel calm. Encourage them to come up with solutions if they can. Or if it’s out of their control, to discuss/write down what’s really on their mind to get it out of their system.

Focusing on solutions or writing down hypothetical worries can help us to let go of any organizational anxiety we’re carrying. That way we can get back to the task at hand.

Conclusion 

Organizational anxiety can feel somewhat inevitable, especially in challenging times like these.

But there are steps you and your leaders can take to put your employees at ease and support their psychological wellbeing so that they can perform at their best.

Connection is the antidote to organizational anxiety

The causes of organizational anxiety aren’t always things that are within an employee’s control. Helping them stay connected to each other can make them feel more supported and able to take what’s happening within the organization in stride.

Empowering your team with a central hub for your employee experience ensures they never have to wonder. All the information they need is in one place, alongside opportunities to bond with colleagues, automated engagement surveys, and in-depth, real-time analytics for you.

Discover how Workrowd can help you mitigate organizational anxiety—book your free demo today.

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Learning & Development

How to give constructive criticism for a healthier company culture

Constructive criticism is essential for a healthy company culture. 75% of employees feel that feedback is valuable, while 65% want more of it. But knowing it’s important and actually understanding how to give constructive criticism are two different things.

Not knowing how to give constructive criticism could even affect your employee churn rate. Companies that provide regular feedback experience turnover rates that are 14.9% lower than those that don’t.

So, your employees want you to help them improve. This ties into how important learning and development is to employees of all generations. 

Millions of us are going to have to learn and adapt to the new technological revolution. Feedback from colleagues, managers, and even mentors or coaches, will play a vital role in helping each of us pivot into new areas.

So let’s dig deep into how to give constructive criticism:

Why should you care about how to give constructive criticism?

92% of people believe feedback can help them improve their performance.

And with Gen Z, the biggest, most diverse generation ever now entering the workforce (and many of them having started their working lives during Covid), knowing how to give constructive criticism could be a huge positive for your employer brand. Especially when you consider that 63% of Gen Z-ers want more constructive feedback throughout the year.

Gen Z has the tech skills you need to keep your business on the cutting edge. But, they sometimes lack traditional workplace skills. Giving them, and also teaching them how to give constructive criticism, can help them navigate this new terrain to make them more successful in their roles.

Why? Constructive criticism helps someone improve their performance as well as their confidence. It can reassure them that they’re on the right track and redirect them if they’re heading in the wrong direction.

And let’s not forget the keyword here: constructive. It’s not about being mean or even just focusing on the negatives. It’s about pointing out what they’re doing right and what needs improvement so that they can perform at their best at work. Which of course means you get better results out of them.

All this helps you create an open culture where people feel comfortable discussing what’s working and what isn’t in your business.

As a result, they can iterate and improve much faster, and they’ll feel more comfortable taking risks. In turn, this could put you ahead of your competition.

How to give constructive criticism

So now that we know why constructive criticism in the workplace matters, how can you ensure the feedback you provide is effective?

Be upfront

You don’t want to sugarcoat things when approaching how to give constructive criticism. The conversation will wind up taking twice as long. At the same time though, you want to be polite in the way you offer it. While it’s technically the same if you say something is “terrible” or it “needs improvement,” one will make the recipient feel defensive, while the other is far less likely to offend them. 

Word choice is important when providing feedback, whether you do it in written form or in person. You want to ensure whatever you say is clear and honest, without being insulting to the other person.

Beware of formulas that sound inauthentic

We’ve all been taught formulas like “feedback sandwiches” by now. Which means your employee is likely to see right through it if you’re not careful, and instead of dwelling on the positives like you want them to, focus on the negatives.

Or worse, think you’re only saying the positives to lessen the blow of what you really think. It’s no longer a recipe for success when it comes to how to give constructive criticism.

Say nice things too!

Too often, we hear “constructive criticism” and assume it’s all about the negatives. But the point of feedback formulas isn’t just to soften the blow for the recipient, it’s also to remind you to acknowledge the positives, too.

We can often forget to do this when we’re finding fault with something. Highlighting positives is as much of a skill—if not a harder one—than pointing out what’s wrong.

However, if you want the best from your team, you need to talk to them about the good and the bad. Both types of feedback should feel genuine, not forced.

Be sure to thank your employees for their hard work as much as you criticize them. It’ll make them feel more valued and engaged at work!

Remember: constructive criticism is a skill

People often assume that they can give feedback because they’ve sat in front of a TV and critiqued someone’s performance on America’s Got Talent. But doing it in the workplace is an entirely different ball game.

Giving effective feedback is a skill that requires active work. The words and phrases you use make a huge difference in how the recipient feels and the information they internalize.

When you actively work on how to give constructive criticism, you ensure that you can help and guide the recipient in the right direction, rather than just being mean (which, let’s face it, criticism can often feel like—especially online).

Create a culture of feedback

The more someone gets feedback, the less it feels like a big deal when they receive it. 

Likewise, they should be able to offer feedback to your business about what’s working and what isn’t.

One way you can do this is by sending automated feedback surveys at particular times. Workrowd can help you do this. Simply set it and forget it; the software will send your surveys, collect and analyze the data, and make it available to you in easy-to-read dashboards. It’s a no-brainer.

Share tips in an ERG

Employee groups are a great way to connect employees. Why not use them as a way for employees to learn new skills, too? 

Constrictive criticism is an art and a science that requires an understanding of language and psychology—especially the psychology of the people you work with, since some people will interpret things differently. Sharing good examples or asking questions about how to phrase things is important.

This can further reinforce your culture of giving feedback, too.

Want help managing your ERGs and getting the most from them? Book your free demo to find out how Workrowd can help.

Conclusion 

Learning how to give constructive criticism is a key part of growing in any role. It’s even more important than ever as many of us adapt to new ways of working.

It’s crucial to remember that how to give constructive criticism is an evolving skill. There’ll always be new or better ways to deliver feedback that you haven’t considered before. How you deliver your comments also make a difference to the recipient’s reaction and emotions, and whether they learn from the feedback you share or feel defensive.

If you’re ready to gather more feedback to improve your employee experience, and support your team members to build their skills, Workrowd can help. Contact us today to learn how our all-in-one platform can help you reach and exceed your goals.

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Diversity, Equity, Inclusion, & Belonging

The rise of the silver worker: 6 ways to support this talent pool

Back in 1987, just 2% of the workforce was older adults. That number is now 7%. The silver worker has become a major player in today’s workplaces.

Workers 55 and older are projected to make up more than 25% of the workforce by 2031. And according to the Pew Research Center, the average silver worker now works longer hours and gets paid more than ever. 

Around 11 million older workers are now employed in the US. Over 42% of these are in management, professional, and related occupations, according to the Bureau of Labor Statistics. Which shows how their knowledge and experience remains relevant to the workforce.

Some of this increase is because we’re living longer. Some is because we’re in a cost of living crisis where extra money can go a long way (or not). And retirement age in many countries continues to increase. 

In the 1990s the average age of retirement was 60. It’s 66 today, and 41% of US workers expect to continue working in some way beyond 65.

So what can you do to support your silver worker population? Here are some tips:

Provide training to help them adjust to the evolving technical landscape

The world is changing faster than ever. Offering your silver worker cohort support through different training initiatives shows that you still value their contributions. And you want to help them adjust to what’s new. 

It also shows that you’re not going to write them off because they’re over a certain age.

Training could come in the form of books, webinars, coaching, mentoring, audiobooks—the list is almost endless.

Offer them opportunities to mentor

Your older employees have plenty of experiences and skills that they can share with your younger recruits. That’s true whether they’re new to your business or have been there a while. The average Boomer employee stays in a role for 8 years. So why not give these silver worker team members the chance to mentor?

In addition to benefitting your younger employees, mentoring helps your older employees grow their leadership skills. It also provides more purpose at work, which can help with employee engagement.

Help them connect in an ERG

You can create an ERG for just about any population or demographic, so why not start a silver worker group?

It allows people to discuss what’s on their minds, share memories, ask questions, and talk to people who understand where they’re coming from.

Workrowd can help you get more from your employee groups. You can keep everything in one place, so it’s easier for team members to find whatever they need, and enables them to connect with their colleagues. Book your free demo today to find out more.

Ensure you don’t have an ageism problem

It’s a sad fact that ageism still exists. I’ve spoken to many people over a certain age who won’t apply for new roles—and instead stay in jobs that make them unhappy—because they believe when they’re over the age of 50 (sometimes even 40!) that no one will want to hire them anymore. Even if they have decades of experience in their industry.

Given that the average age of CEOs in the FTSE100 is 55, this is pretty mind-boggling. But ageism does still exist. It’s why celebrities who age naturally get told they look “old” and precisely why most celebrities opt not to. It could ruin their careers.

There are subtle signs this is changing (mostly outside of Hollywood) with Boomers now being the fastest-growing demographic in the workplace. But it still requires people to keep their attitudes in check.

To show that you value the wisdom that comes with age, you could create a silver worker showcase on your organization’s social media. 

Or if they’re comfortable, consider helping them grow their own personal brands.

The more you can show that employees of a certain age are still valued parts of your workforce, the more likely you are to attract the silver worker demographic to your business and retain the ones who already work for you.

Update your pension plan

Census data found that almost half of adults aged between 55 and 66 have no personal retirement savings. The global average pension is also considerably below the 65-80% of earnings experts recommend to maintain someone’s living standards when they retire.

Saving for retirement is often one of those things that people put off because they think they can worry about it at a later date. Then a later date hits and they’re left with very little. If you don’t already have a 401(k) option for your employees, consider creating one with auto-enrollment. Similarly, if you do already have one, make sure it’s effective and up-to-date.

In the event auto-enrollment isn’t an option, periodically remind employees that they can opt in if they want to. Or consider having a company policy of auto-enrollment, especially for employees approaching silver worker status.

Provide flexible working options

Over a third of companies offer part-time, flexible, or phased retirement options, according to Mercer. 

For the silver worker who finds full-time work too much but isn’t yet ready to give it up entirely, this can be a really beneficial option for both the employee and your business. They get to stay in the workforce longer, giving them a sense of purpose and keeping them mentally agile. And you get the benefits of their years of experience in the workforce.

Conclusion 

Your silver workers are treasure troves of knowledge and experience. Their presence in the workplace is going to continue to grow, too, as people live longer, retirement ages go up, and the cost of living crisis continues. 

Providing support for your silver workers ensures that you retain all their great experience while balancing it with their changing needs.

If you’d like to really help your silver worker demographic, why not connect them in an ERG? Workrowd makes it simple for you to set up and manage your employee groups. Plus, you’ll get real-time analytics you can segment to see what really matters to a silver worker within your organization. Get in touch to find out more.

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Employee Experience

8 future of work trends that will impact your employee experience

The future of work will look very different from the working world we know today. Many of the children in school right now will go on to work in roles that don’t yet exist.

It was the same for many millennials in the early 2000s. Content marketing didn’t exist back then when I dreamed of being a writer, for example.

The speed of technological advancement means that new roles are going to emerge. At the same time, old ones will die off, and the future of work will be unrecognizable.

Businesses therefore need to change and adapt to stay fresh, attract younger candidates who are digital natives, support knowledge transfer between employees, and continue to provide a positive employee experience.

What trends do you need to keep in mind to optimize your employee experience for the future of work? Here are our picks:

Green energy transition

The green energy transition will make millions of jobs obsolete. But it’s also going to create far more jobs than it eliminates.

To support employees through this transition, you need to invest in training initiatives. This will help them adapt their existing, potentially beneficial, skills.

While different countries will shift to green energy at different rates, green energy isn’t going anywhere. It will change both the future of work and life.

It will also create new roles, such as how we now have mechanics who specialize in electric vehicles.

AI

Many employees are worried about AI coming for their jobs in the future of work. It’s therefore important that businesses explain where they stand on AI, how they intend to use it, and how they want employees to use it. It isn’t going anywhere and it’s likely to become even more embedded in our lives.

AI can play a role in improving employee experience by helping with things like streamlining repetitive tasks, analyzing data, assessing job candidates, conducting interviews, etc.

Offloading these tasks to AI saves teams time and energy. That way they have more to spend on human interactions. Which further improves your employee experience by allowing for more personalized (and potentially longer) interactions between colleagues.

Return to office

The return to office trend has continued recently, with more big companies insisting employees are better off being at a desk in an office for the duration of the working day.

While being in an office has its benefits, it’s also very limiting. It restricts where you can hire from to a certain radius. Which means you risk hiring people from similar economic and cultural backgrounds. As a result, you get less innovation and creativity due to a decrease in diversity.

Over the next few years, up to a quarter of workforces in advanced economies could end up working remotely between three and five days a week. This is four to five times more remote work than before the pandemic. In terms of accessibility, this is huge. But, given recent company rollbacks on remote work, I am skeptical of this future of work stat.

Make remote work work for you

If you want to make your remote work culture a success, you need to invest in the right tools. That’s true both today, and in preparing for the future of work.

Workrowd helps you connect with your employees. Everything they need from files to upcoming events to employee groups and programs is kept in one place so that they always know what’s going on. Get in touch today to find out more.

Gen Z

Gen Z is now firmly a part of the working world. As one of the largest and the most diverse generation ever—and the first of digital natives—they’re bound to impact the future of work.

Businesses need to consider how they can set these young people up for success.

While Gen Z will need to adapt from education to the world of work, the world of work also needs to adapt to the new ways of thinking Gen Z brings. They’re not all about work work work. They want a life outside of their job and they’re not all that interested in traditional career paths.

Instead, they want purpose-led work with good pay and work-life balance. Is that too much to ask for? We’ll have to wait and see.

How companies accommodate Gen Z’s way of wanting to work will be a significant differentiator. It may be the difference between companies successfully adapting to the future of work and being left behind.

DEIA (diversity, equity, inclusion, and accessibility)

It’s estimated that as much as 40% of US GDP growth between 1960 and 2010 was because of an increase in women and people of color in the workplace. If businesses want to continue growing, they need to continue to embrace diversity.

DEIA decreases the likelihood that companies will fall into groupthink which reduces internal innovation and problem-solving skills.

Remote work, flexible hours, adaptable office equipment, and accommodations like sending meeting agendas in advance are simple ways that businesses can support employees with different needs.

Sharing the types of adaptations they offer will also become a key differentiator to a company’s employer brand in the future of work.

Honesty and integrity

As more companies become opaque (and social media stops fact-checking) it will become increasingly important for employers to make their organizational values clear. 

Employees want to know what their employer stands for and that they’re on the same side. They can only work that out if their employer is open and honest about what matters to them. And about what’s happening in the business.

Failing to be open and honest is likely to lead to even more uncertainty in an already uncertain world. Which could impact your engagement, retention, and hiring efforts in the future of work.

Company purpose

Purpose is a key driver for younger employees who are motivated by feeling like they make a difference in the world.

Making your company values clear to people inside and outside of your organization helps attract the right types of hires. It also ensures values stay at the forefront of their mind when they join.

For instance, if a value is that employees can “disagree agreeably” they should be able to have a healthy discussion about a project. Then when that’s over, continue to respect and listen to each other even if one of them didn’t get what they wanted.

Knowledge transfer

With so much happening right now, and so many employees retiring or not sticking around as long as their predecessors, knowledge transfer will be vital to business success in the future of work. 

Not only will it ensure that knowledge doesn’t leave with an employee, but it will also help to retain employees by offering them more training opportunities.

Things like employee groups and mentoring can ensure that just because someone leaves, the strategies and tools that they used don’t have to leave with them.

Conclusion 

The future of work will affect every level of business, from senior leadership right down to recent graduates and apprentices. The pace at which it approaches will only continue to grow, too.

How businesses adapt to these changes will have a huge role in their ability to survive and thrive in the future of work.

Ready to future-proof your employee experience? Workrowd’s all-in-one suite of tools can help.

Find out how an automated hub for everything employee engagement ensures your success no matter what the future holds. Drop us a note to see how our platform can help you reach and exceed your future of work goals.

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