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To achieve the best employee experience, many companies promote autonomy, rewards, recognition, and career development. However, the real deal is how managers handle imprintable moments. If not handled properly, it will take years for an organization to recuperate from negative cultural impacts.
Engaged employees are more likely to be motivated, productive, and committed to their work. They are also more likely to stay with the organization for a longer period of time, which can help to reduce turnover and the associated costs.
Imprintable moments are when employees need support from their organization, team members, or managers. Most of the time, this is where employees feel vulnerable and how the organization handles or treats them during this difficult time will leave a long-lasting impact.
Onboarding is an example of an imprintable moment. Imagine working for a new company and you don’t have access to the right technology and receive zero support from the management, you’ll feel isolated and confused, right?
Other examples of imprintable moments are getting promoted, coming back to work after a leave, and first performance review on your new role.
Imprintable moments are those critical moments in an employee's career that shape their perception of the company and their role within it. They can be positive or negative, and it's important for managers to be aware of these moments and handle them effectively in order to build a positive and productive work culture. Here are some tips for handling employee's imprintable moments:
When dealing with difficult situations, try to be as objective and fair as possible. This means considering all sides of the issue and making decisions based on facts, rather than personal biases or emotions.
A positive work culture can help prevent negative imprintable moments and promote employee well-being. Encourage teamwork, open communication, and a supportive work environment.
If an employee has experienced a negative imprintable moment, it's important to provide them with the support they need to cope with the situation. This could include things like counseling or additional training.
Identify potential imprintable moments and plan for them in advance. This could include things like onboarding new employees, handling performance evaluations, or managing conflicts.
Be aware of any changes in your employees' attitudes or behaviors and try to identify any potential imprintable moments that may have contributed to those changes.
Encourage your employees to speak openly about their experiences, both positive and negative, so that you can address any issues that may arise.
As a manager or leader, it's important to reflect on your own actions and how they may have contributed to any negative imprintable moments. Consider whether there are any changes you can make to prevent similar situations from occurring in the future.
Once you have made a decision or taken action in response to an imprintable moment, follow through on your commitments. This helps to build trust and demonstrates that you are a reliable and dependable leader.
Article by Maria Gabrielle