Author: Kristina Proffitt

Categories
Employee Engagement

8 ways to boost collaboration and teamwork in the workplace

Whatever industry you’re in, teamwork in the workplace is vital to keep things moving. When colleagues don’t get along, or don’t know how to communicate, it slows processes down, stresses out employees, and costs you money. The longer this lack of cooperation continues, the more expensive it gets.

97% of employees agree that a lack of collaboration negatively impacts workplace success, too. Meanwhile, teamwork increases sales by 27%.

So, it makes sense to boost collaboration and teamwork in the workplace. The more you do so, the more it benefits your business.

Why does teamwork in the workplace matter?

One of the most common examples of this is between sales and marketing departments. Marketing departments focus on generating leads through various strategies like content, ads, or direct response.

Sales then handles the leads that come in. Or they find ways to attract leads on their own, such as with outbound sales tactics.

Even if sales concentrates on outbound, they still need the marketing department to create useful sales collateral that whets buyers’ appetites, like case studies.

When the two departments don’t work together, sales teams don’t get the collateral they need and marketing has no direction. That leaves them to essentially make things up as they go along, tracking vanity metrics, and hoping for the best.

This is pretty common, too, with more than half of US employees having little or no insight into other team’s objectives, and 41% finding it more challenging to collaborate across teams.

On the flip side, there’s a 72% boost in effectiveness when team collaboration is high, and effective teamwork in the workplace reduces absenteeism and enhances engagement.

So, what can you do to boost teamwork in the workplace?

Ways to boost collaboration and teamwork in the workplace

Organize an away day

Away days or weeks can be powerful ways to get your teams together. Employees get time to get to know one another, plan what’s happening, and discuss things that aren’t work-related.

It’s important for everyone to have down/alone time too. This is where people can recharge and naturally come together to connect without the pressure of work-related activities.

Create online events

If you have a remote team or office, providing online events ensures that they don’t miss out on opportunities for collaboration and teamwork in the workplace.

Some options include:

  • Quizzes
  • Book clubs
  • Speakers
  • Games/tournaments such as MarioKart

To encourage your employees to sign up and take part, try Workrowd. They simply need to login to see what’s happening, then they can sign up for events or initiatives with a single click.

Host networking events

As well as online events, you can also hold networking events where colleagues can meet, whether that’s in person or online. These can be vital ways for colleagues to get to know each other without the pressure of it being in a meeting.

Adding in food always works as a solid barrier-breaker and conversation starter, too. This relationship-building can greatly enhance teamwork in the workplace.

Provide mentoring

Mentoring supports everyone within your organization. It can introduce your more experienced colleagues to new concepts, while it can teach early careers employees how to navigate the workplace.

Mentors can come from any department or generation. It doesn’t have to be from someone who’s navigated the same career path. Sometimes it can be other characteristics or goals a mentor and mentee have in common, such as navigating gender in the workplace or wanting to become a leader.

Create a psychologically safe culture

A culture of psychological safety is crucial to teamwork in the workplace. When employees feel able to share their opinions free from repercussions, it creates a more open environment that encourages collaboration.

For employees to disagree with someone, they have to feel safe in the workplace—especially if that person is their leader. There’s no reason that leader’s opinions, beliefs, attitudes, or ways of working shouldn’t be challenged.

Sometimes there are newer, better, and more effective ways of doing things that can only be seen because someone comes from a particular background. To excel as a business, it’s important to be open to hearing those opinions and experiences.

Use radical candor

Radical candor isn’t a new concept. It’s about being able to be honest and empathetic with your colleagues when communicating. It’s about providing feedback that’s valuable in a polite, straightforward way.

Radical candor is an effective way to build an open, honest culture among colleagues. It also provides a framework for giving and receiving feedback that ensures people know what to expect from their colleagues and how to talk to them.

Giving feedback, like listening, is one of those things that many of us are never taught. It can have big repercussions on teamwork in the workplace if we’re not careful.

Listen actively

There’s a huge difference between paying attention to what someone is saying and casually hearing it.

Active listening requires asking questions that draw out their point and turning it into a discussion, rather than nodding along, half-listening to them.

Use your employee resource groups (ERGs) more

If you’ve already got established ERGs, are they working hard enough for you?

If you don’t have any ERGs, what are you waiting for?

Think of an away day. How often do people naturally sit with their fellow team members? It happens every time. People gravitate to the people they know and have something in common with.

Employee resource groups are a powerful tool to bridge gaps between teams and increase teamwork in the workplace. People can connect on terms beyond just the team they’re a part of.

Conclusion 

The more opportunities you provide for your employees to connect beyond their workplace responsibilities, the better they’ll get to know each other’s strengths, can play to them, and can therefore work together more effectively.

If you’d like help organizing your initiatives and encouraging your employees to take part, check out Workrowd. Contact us to book your free demo today.

8 ways to boost collaboration and teamwork in the workplace
How to fire an employee without hurting your company culture
6 ways to support workers both before and after being laid off
Categories
Employee Retention

How to fire an employee without hurting your company culture

If you’re looking for tips on how to fire an employee, you’ve come to the right place.

Needing to fire an employee usually happens because of a fault on the employee’s part. Compare this to layoffs which happen because a company is downsizing.

Firing is challenging for everyone involved. If you navigate it successfully, your company’s future, productivity, and team dynamics can come out unscathed.

Navigate it poorly and you could find that your company culture suffers, your productivity declines, and employees start to leave or quiet quit.

Firing is so common that 40% of Americans have been fired from a job.

When firing someone who’s going to replaced, it costs between 16.1% and 20.4% of their annual salary. For senior executives, this rises to 213%.

Reasons to fire an employee

Some of the reasons you may fire an employee include:

  • Drug or alcohol use at work
  • Sexual harassment
  • Bullying
  • Property damage
  • Theft
  • Policy violations
  • Poor performance

You may also fire an employee for another reason or a combination. Be sure to have documented evidence of employees’ violations if you’re letting someone go for any of these issues.

The reason or reasons behind the termination may impact your approach in how to fire an employee.

How to fire an employee

So what should you take into account when considering how to fire an employee?

Don’t do it out of nowhere

An employee should have some awareness that this is coming.

For instance, if you’re firing them because of poor performance, you should’ve already spoken to them about their performance and set out a path for them to improve it.

If it’s behavior-related, they should have received a warning and had the opportunity to fix things. Surprising someone is rarely the best approach when it comes to how to fire an employee.

Give them a chance to improve

If you want to fire someone because of poor performance, it’s important to first give them the chance to improve. 

Explain what your issues with their performance are and work on a plan to get their output to where you need it to be. This ensures you’re not acting in haste and are still abiding by the law.

To help them improve, could you offer some form of training? For instance, get a colleague to mentor them, sign them up for an online course, or send them away for a training day to upskill them.

Check the rules

When thinking about how to fire an employee, it’s important to abide by the law. Depending on where you’re based, the law will vary, so be sure you know exactly what the rules are around firing employees.

Also keep on top of changes to the law.

For instance, the UK’s upcoming employment rights bill plans to make firing and rehiring practices illegal. It isn’t in place yet, but it’s a policy that’s popular with voters. If it does get approved, new regulations will likely be in place in 2026.

Follow company policy

You’re likely to have some sort of company policy around how to fire an employee. 

Following this procedure will ensure that you remain in compliance with the law and your company’s requirements. It will also make the process less stressful and more streamlined for you as the steps you need to take are already laid out.

Prepare before the meeting

Ensure you have everything you need before the meeting. If you’re firing someone because of misconduct, have the evidence with you to present during the meeting.

Clearly make a note of what you’re going to say and stick to it. This isn’t the meeting for pleasantries or tangents about what you watched on Netflix last night. Small talk isn’t helpful when it comes to how to fire an employee

Have a neutral third-party present

Having a neutral third-party present when you fire an employee protects both of you. It can also help prevent emotions from escalating.

As an alternative, you could record the meeting if it’s done over video call.

Keep the meeting short

A meeting to fire an employee is likely going to be awkward. Keep it short to allow them to save face and reduce the stress for yourself. 

Explain yourself clearly and don’t tiptoe around why you’re firing them. Skirting uncomfortable topics only makes things more awkward.

Once your employee knows they’re leaving, they’ll need time to process the news and their emotions. Give them that space and ensure they can empty out their desk without their colleagues’ watchful eyes.

When thinking about how to fire an employee, it’s important to consider ways to make it less painful for everyone.

Document everything

Keep a record of every conversation. This covers you, the business, and the departing employee legally if something goes wrong.

Show some emotional intelligence

If you’re firing an employee or laying them off, don’t talk about a vacation you’re about to go on. Understand this will be difficult for them whatever the reason behind the firing and keep that in mind. 

It’s okay to show emotion here—that might actually work in your favor.

However, don’t get personal. If you’re trying to be mindful of how to fire an employee, this isn’t the time for personal conversations. You don’t want to come across as callous and detached. Empathy is key.

Get someone else to review your communications

If you’re writing a particularly long email, or one with legal ramifications, get a second pair of eyes—particularly from colleagues in legal—to review your communication before sending. 

This will protect you and the employee, as well as ensure that what you’re saying comes across in the right way.

Retrieve company equipment

Make sure to organize retrieving company equipment the employee may have such as a laptop. If they work remotely, arrange a courier to pick it up. If you’re firing them in person, ask them to leave behind their equipment when they go.

Close their accounts and redirect logins

Make sure to close their email account and any other accounts they may use. For logins, change passwords to ensure they can’t still get in and post negative things as your brand on social media, for example.

Explain severance packages

If applicable, explain the severance package to your employee. Let them know about how their firing will impact any benefits and when they’ll get their last paycheck.

Clarity and communication are important at all stages of the process when it comes to how to fire an employee.

Evaluate the process

If you’re firing an employee because they’re the wrong cultural fit, does the issue lie with them, or with you? Is there something you could do to improve your hiring practices and prevent this from happening again? For example, should you go into more detail about your company culture or role requirements on job descriptions?

Or, if the issue lies later in the process, could you offer more training during onboarding so that employees get up to speed faster?

Also consider your process on how to fire an employee and if there’s anything you could’ve done differently.

Conclusion

Firing an employee is an uncomfortable experience for everyone involved. The more you do to make the process as smooth as possible, the less stressful it will be for managers and the fired employee.

Making a plan for how to fire an employee starts well before the actual termination. Your hiring process, training opportunities, and company culture, all factor in. Want to make sure you’re setting every employee up for success? Workrowd can help.

Our all-in-one tool suite ensures your team members can make the most of your employee experience. With easy access to everything you offer at their fingertips, they’ll be positioned to thrive from day one.

Ready to learn more? Contact us to find out how we can supercharge engagement and culture in your organization.

8 ways to boost collaboration and teamwork in the workplace
How to fire an employee without hurting your company culture
6 ways to support workers both before and after being laid off
Categories
Employee Retention

6 ways to support workers both before and after being laid off

Layoffs are an uncomfortable time for everyone within an organization. They can lead to employees left behind fearing that they’re next, becoming demotivated, and quitting before they get laid off, too.

Then there’s always the risk that even though an employee has been laid off, some of their responsibilities still need to be fulfilled by whoever is left. This change in someone’s workload can increase their stress, meaning they’re at risk of burning out and possibly even quitting.

So, let’s explore how to handle layoffs so that you can keep your employees motivated. Plus, learn how to manage the process in an emotionally intelligent way.

Be upfront

This will be a difficult time for your employees. Anyone left behind will have survivor’s guilt, while those being laid off may feel angry, bitter, or confused. Especially if they have to stick around for a while before leaving.

The more clearly you communicate what’s happening to employees, the easier the transition will be on everyone.

For instance, consider addressing questions like:

  • Will this be the only round of layoffs?
  • Why were these roles chosen?
  • What does it mean for those left behind? What’s the new direction/way of doing things to fill the gap left by departing employees?

The more you address difficult questions, the more employees will trust you.

If you dodge questions or get defensive when someone asks you something uncomfortable, employees are going to think you have something to hide. So then their trust in you and the business will decrease. Followed by your employee performance.

Encourage free speech

Employees should be able to speak up and say if they disagree with a decision. Even if their opinions won’t change the overall outcome, you should still hear them out. 

Otherwise, you’re likely to have layoffs followed by employees left behind resigning en masse because they feel invisible or undermined.

Let employees get out their emotions and challenge leadership. It won’t be comfortable, but, provided leaders and HR handle things in a diplomatic way, it will create a far better environment than if employees don’t think they can share their opinions. 

If employees feel silenced in terms of what’s happening within the business, or afraid to share their opinions, they’re less likely to feel like their experiences and opinions matter. 

So they’ll take fewer risks and switch to autopilot mode.

Meaning you risk making less money and having to make more layoffs in the future.

You could set up an ERG where employees can communicate their feelings, or send out a feedback survey to gauge employee sentiment. Whatever you choose, Workrowd can help. Book your free demo to discover how we work with organizations to streamline employee feedback.

Do it once and do it well

Regular rounds of layoffs create a culture of fear within an organization. Your high performers are going to be more tempted to leave in case they get laid off too—especially if they don’t qualify for any severance pay. And those who stay aren’t going to put their best effort in because the hopeless atmosphere that comes alongside layoffs will demotivate them.

To avoid obliterating your employees’ motivation, you need to do one round of layoffs. Not a trickle of them.

Even if it means more people go at once, one round of layoffs draws a clear line under the process and means those left behind can feel confident that their job is secure.

Offer support to laid off employees

What support could you provide your laid off employees to help them with the next stage of their careers?

This isn’t necessary, of course. But it will set your business apart from the competition and help maintain your employer brand.

Failing to support employees who are leaving could result in negative reviews on sites like Glassdoor. Which then means that when you look to hire in the future, you could lose out on applicants because the negative reviews about your company culture turned them off.

Could you provide coaching, mentoring, an ERG, or other networking and skill development opportunities? This can help them navigate the difficult space they’re in and look ahead to their next step.

Help those left behind

As discussed already, those left behind are likely to suffer from a form of survivor’s guilt. 

To continue getting the most from them, you need to offer support to help them deal with these emotions and re-prioritize their workloads.

A workplace coach or mentor can be particularly beneficial here, as they can help employees see things from an objective point of view and share previous experiences.

Likewise, an ERG could allow employees to express how they feel in a safe space. It may even be beneficial here if leaders don’t participate. That way employees feel safer voicing their opinions and blowing off steam.

Don’t force team dynamics

Your team dynamics are going to suffer after layoffs. It’s inevitable.

So don’t immediately force team building activities onto employees left behind. They’re going to feel uncomfortable doing it but unable to say no in case those challenges put them at the top of the laid off list for the next round.

Everyone is going to feel fragile and possibly unsociable for a while. Don’t act like this isn’t happening as it will only make things worse. You need to read the room if you want to ensure your team members continue to perform at their best.

Conclusion 

No one likes layoffs, whether that’s the leaders deciding who’s going, those being laid off, or those who get left behind. But sometimes they’re an important part of a business’s survival.

To further help the business survive, leaders need to take accountability and be open with their employees about what’s happening and what it means for everyone. This openness will help support the fractured dynamics within the business, preventing them from spreading and damaging business performance further.

If you want to ensure your team can thrive before, during, and after layoffs, Workrowd can help. From keeping employees in the loop, to bolstering company culture, we have the tools you need. You can even use the platform to set up a space for laid off employees to stay connected after the fact.

Sound useful? We thought so. Drop us a note to learn more and see how we can help you support everyone to be at their best.

8 ways to boost collaboration and teamwork in the workplace
How to fire an employee without hurting your company culture
6 ways to support workers both before and after being laid off
Categories
Employee Experience

Tips for empowering employees and 6 reasons why you should

Giving your employees agency in their roles means allowing them some control over what they do at work. It shows them that you value their knowledge and skills and trust them to do their jobs. It ensures you get the most from them every day, too. So let’s take a deeper dive into how to succeed in empowering employees and why it matters.

Reasons for empowering employees

First, let’s explore the benefits of giving your employees agency in their roles.

You hired them because they know what they’re doing

At the end of the day, if you/your hiring manager were successful in your hiring process, you hired the best person for the role.

Which means they’re knowledgeable and experienced.

And therefore, know what they’re doing.

By taking away the agency they have in their role, you imply that you don’t think they’re capable of doing their job.

If someone isn’t meeting their targets, talk to them and go over their objectives to ensure you’re both on the same page. This will also help avoid getting into micromanagement territory because you’re worried things are going wrong.

Open conversations can help improve things when it comes to empowering employees. Micromanagement will just negatively impact employee morale, engagement, and performance, leading to your employees leaving.

They’re on the ground

Your employees are the ones on the ground, engaging with your prospects and customers every day.

They know how much time they’ve got, what they need to do, what their capacity is, etc. 

I’ve seen and heard too many stories where management wants things done faster than is humanly possible. The risk of burnout is fine so long as the task gets done and looks good to the outside world.

Except it’s not.

Because if employees don’t have their health, you don’t have a workforce.

And you’re not going to attract the best talent if word gets out that you have a toxic workplace.

Half of employees are passively or actively job-seeking according to recent Gallup data. That’s a significant portion of your team you risk losing if you’re not proactive about empowering employees.

When we feel in control, we do more

When we feel heard and in control, we get more done. That’s because we’re happier, more confident, and more empowered.

Even small things like asking employees for their opinions helps them to feel like their voices matter and therefore want to put more effort in at work.

It provides a better employee experience 

Empowering employees provides a better employee experience. It builds their confidence, helps them grow in their roles, and enables them to become a stronger part of your team.

It creates a culture of psychological safety

Employees perform far better in cultures where they feel psychologically safe. It also leads to better business outcomes. Employees can take more risks and aren’t afraid to make mistakes.

In the wise words of Zak Brown, CEO of McLaren Racing, “A mistake can happen. Just don’t make the same mistake twice.”

This shows a culture of experimentation—how else can you reach the top?—alongside a culture of learning from mistakes.

Those are key elements to a business growing and creating an environment where employees can own what they’re doing, feel supported to challenge how things have always been done, and help your business reach the top.

When designing your strategy for empowering employees, building in psychological safety is a sure bet.

Micromanaging sucks

Almost everyone has been micromanaged at some point. Micromanaging second-guesses the very reason you hired an employee, alongside giving them reasons to doubt their own abilities and damaging their confidence. So then their performance will suffer.

As a result, they won’t put as much effort in because any decision they make will be questioned, challenged, or changed. So why bother even trying?

Not to mention, micromanaging makes more work for the micromanager. If they have to review everything an employee does, it gives them considerably less time to focus on their own work.

Strategies for empowering employees

Now that we’ve looked at the why, let’s consider how to go about empowering employees:

Seek out their opinions

If you really value employees and their opinions, don’t just say that you have an open-door policy. Most people are never going to take you up on that.

Likewise, don’t just throw together a lesson on radical candor and forget you ever had it. How your business operates says a lot more about how you really feel about employees’ opinions than a one-day workshop.

Actively seek out employee feedback, even if—especially if—it’s uncomfortable. That’s the only way you’ll continue to build employee trust.

You could send employee surveys, organize AMAs with leadership, or use an employee listening platform to support your efforts around empowering employees.

Collect anonymous feedback

If you really want employees to feel safe, you need to offer them the chance to provide anonymized feedback.

Most aren’t going to voice their true opinions for fear of reprisals, especially if they’re from a marginalized group or worried they’ll lose their job.

For some, sucking it up and dealing with the consequences is less of a risk than what could happen if they challenged the status quo. That’s another reason you want to ensure their voices are heard and you establish a culture of psychological safety—it’s the only way employees will feel able to speak up.

Let them get on with it

Sometimes, even if you disagree with how an employee does something, you have to leave them to get on with it.

After all, didn’t you hire them because they know what they’re doing? And, when it comes to empowering employees, isn’t what matters the end result?

Create team connections

Connecting your employees through ERGs, events, networking, and other initiatives can help improve collaboration between teams.

For example, sales and marketing teams don’t always get along, but by finding common ground through activities, team lunches, away days, and other initiatives, you can take the pressure off and humanize them to each other. So then they work better as a team.

If you want help organizing more employee initiatives, why not try Workrowd? You can keep everything organized in one place so that employees always know where to find the information they need. Get in touch today to book your free demo.

Conclusion 

Empowering employees isn’t just about providing a better employee experience. It’s about getting the most out of your team.

Employees can only perform at their best when they feel trusted, listened to, and confident in their own abilities.

Likewise, if they’re being micromanaged, they’re going to second guess their skills—skills you hired them for—and this can have a detrimental impact on both their mental health and their performance.

Want a partner as you work toward empowering employees in your organization? Workrowd has your back. Our all-in-one tool suite can set you up for success, but beyond that, we’re happy to talk strategy and best practices. Drop us a note to schedule some time to chat.

8 ways to boost collaboration and teamwork in the workplace
How to fire an employee without hurting your company culture
6 ways to support workers both before and after being laid off
Categories
Employee Engagement

7 ways to counter low employee morale and delight your team

Disengaged workers cost US businesses between $450-550 billion each year. Not taking active steps to re-engage your employees and boost employee morale means you risk losing money, losing customers, and losing revenue.

So let’s dive into what you can do to counter low employee morale in your business.

Address the elephant in the room

It will be awkward. But one of the ways to show employees that you’re on their side is to address the elephant in the room that is low employee morale and whatever’s causing it. It could be mergers, acquisitions, layoffs, etc.

Effective internal communication makes 85% of employees feel more connected to their jobs. So addressing the elephant in the room is a difficult but necessary way to get people back onboard.

It also shows a level of empathy that will help reassure your employees that you’re still on their side. You get that times are tough and it’s not easy for you either.

Just remember not to make it all about you or your experiences. This can come across as insensitive and have the opposite effect, causing employees to check out even more.

Instead, consider how you can form an open dialogue with employees about what’s happened, what’s happening, and what will happen next.

And, more importantly, address the impact it’s having on everyone’s mental health. Give them space to reflect.

If you want to improve employee morale, ensuring they know you have their interests in mind is key.

Trust your employees

You hired your employees because they’re experts in their fields and you want them to do the job. So, trust their judgment and give them autonomy.

If you’ve previously given them autonomy and then take that away without explaining things, it can lead to undue stress and disengagement. They may feel micromanaged. 

It also suggests you don’t trust their skills or judgment, and you don’t want them to make decisions at work. All of which can contribute to low employee morale.

Say what you mean

There’s nothing worse than being told how to do something, doing it, then being told you’ve done it wrong. 

One of the big things that can impact employee morale is leadership hypocrisy or contradictions. 

When leadership says employees should be honest, then penalizes them for voicing their opinions, this has far-reaching impacts. Not just on the person who was penalized but on their direct colleagues and those who know about it, too.

So save the corporate speak and be upfront with your employees.

Find out what’s really going on with your team

How often do you sit down in team meetings to find out what’s happening on the ground? 

I don’t just mean sitting in on the odd sales call to find out what prospects think. It’s about actually being part of the conversation to find out how employees feel and what’s preventing them from performing in their roles.

Most leadership teams are pretty disconnected from what’s happening further down in the company. There might even be some who don’t want to hear what’s happening. Particularly if they have a “don’t come to me with problems, only solutions” mindset.

There are some problems that can only be solved by, or are better solved with the help of, leadership or HR teams. Hiring new employees; accommodating someone’s health issues; purchasing new or better tools; conflict resolution. The list goes on.

And the only way you find out what’s really happening is by being in the room with employees. Because some simply won’t feel comfortable raising topics impacting employee morale even if you ask.

Send a feedback survey

I know I said some won’t feel comfortable raising problems or challenges even if you ask, but that doesn’t mean you shouldn’t. Especially not when 58% of employees want workplaces to conduct more engagement surveys.

There are also things you can do to protect employees’ identities. For instance, allowing them to fill in the feedback form anonymously.

Collect a balance of qualitative and quantitative feedback when you send a survey. That way you can look for trends and get more detailed responses on what’s going wrong and possible suggestions on how to fix things.

Using Workrowd, you can send automated feedback surveys in response to programs and events. The process of sending and analyzing your surveys becomes easier, giving you more time to act on the responses and create a better work environment that will improve employee morale.

Connect your teams

Whether through team activities, employee groups, or other initiatives, connection is more important than ever when employee morale is low.

Encourage team members to connect with their colleagues through shared interests and activities.

Workrowd can help you organize your employee groups and initiatives so that they’re easy for employees to find and sign up for.

Focus time

Conversely, you also want to give employees time to focus. This could be time to reflect during periods like layoffs. Or it could be time to concentrate on their work without worrying about Slack notifications.

Focus time plays a pivotal role in our mental health and productivity, in addition to impacting employee morale. Unfortunately, we seldom get enough of it any more due to the constant influx of notifications from every direction. Focus time allows employees to reflect, concentrate, and do their jobs.

61% of employees feel overwhelmed by relentless demands and are at risk of burnout. Giving them this focus time, free from all the requests, helps them get back on top of responsibilities and clear their heads.

Conclusion 

Low employee morale can happen for a variety of reasons. What really matters is that you reassure employees you’re still a team and can work together to overcome what’s caused the challenges you’re facing.

One way you can find the information you need is by sending an employee feedback survey.

Workrowd helps you automate your surveys so that you can send them at important touchpoints. Beyond that, the platform will also analyze the data for you, so you get the results all ready to go. That way, you can concentrate on improving employee morale.

Get in touch to find out how our all-in-one platform can help supercharge your organization.

8 ways to boost collaboration and teamwork in the workplace
How to fire an employee without hurting your company culture
6 ways to support workers both before and after being laid off
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.

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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.

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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.

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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.

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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.

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