Professional Documents
Culture Documents
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Millennials and Gen Zers, who make up a large chunk of the workforce, don’t
respond as well to these motivators. In a worrying trend, this demographic
also has among the highest turnover rates.
(https://www.gallup.com/workplace/231587/millennials-job-hopping-
generation.aspx)
Amidst all this, the “future of work” appears to be going in a way that many
employers aren’t comfortable with yet (but employees love it
(https://buffer.com/state-of-remote-work-2019)): remote work.
(/) Blog (/us/en/blog/)
From buffer.com
Their leadership.
Why?
Might sound harsh, but plenty of studies have gone into great detail to figure
out the relationship between leadership and employee engagement. But how
can businesses make sense of (and act on) these findings?
Research and industry wisdom highlights a few best practices that can
improve engagement outcomes. These can be applied across all levels of
leadership:
Pro-tip:
5. Welcome dissent.
Welcoming constructive dissent and debate encourages a culture of
transparency and open communication and can prevent large-scale disasters.
(/) Blog (/us/en/blog/) What great leaders say to
highly engaged teams
In 2020, the best leaders are recognizing that the old, arrogant, authoritarian
style of leadership is over, and beginning to mold themselves into more
inclusive leaders.
In his studies, Jim Collins found that the “…good-to-great leaders didn’t talk
about themselves during interviews… they’d… deflect discussion about their
own contributions.”
“If the board hadn’t picked such great successors, you probably wouldn’t
be talking with me today.”
“Did I have a lot to do with it? Oh, that sounds so self-serving. I don’t
think I can take much credit. We were blessed with marvelous people.”
“There are plenty of people in this company who could do my job better
than I do.”
Sound familiar? Maybe you’ve had a few great leaders who read Jim Collins’
book!
(/) Blog (/us/en/blog/) A 3-step employee
engagement training plan for
leaders
The role of senior leaders in employee engagement is as much about
cultivating a great company culture as it is about making high-level decisions
(https://www.ringcentral.com/small-business/blog/team-decision-making/)
and seeing their business grow to greatness. In stressful times, many leaders
tend to buckle and resort to pressure tactics, which are doomed to fail.
(https://journals.sagepub.com/doi/full/10.1177/1548051817709007?
journalCode=jlob)
Step 1: Ask.
Keep checking in on your employees to keep tabs on the shape of your
company culture. You can do this through regular informal check-ins,
qualitative interviews, and employee engagement surveys. Use these tools
frequently—and don’t forget to act on the results.
(/) Blog (/us/en/blog/) avoid missing an important message when your inbox is being
bombarded with emails:
(https://www.ringcentral.com/apps/glip-integration-asana)
Great team culture is like having enough oil for a set of gears. Invest in
effective teamwork (https://www.ringcentral.com/small-
business/blog/effective-teamwork/) and creating supportive spaces
where individuals can lean in on one another and resolve conflicts
maturely.
(/) Blog (/us/en/blog/) policy/). “Managers may have realized how blind and invisible remote
workers are,” Judith Olson, a distance-work expert told SHRM. “Managers
don’t know what’s going on at the remote location—what work that person is
doing or what distractions they may have to deal with. And the remote
worker doesn’t know what’s going on with a manager.”
Whether you like it or not, remote work is here to stay. So, how can you lead
remote teams while making sure everyone’s engaged?
So, address your company as a whole on video every quarter. Team meetings
can happen more frequently, but whether you have a remote team or not, a
once-a-quarter company-wide meeting is pretty much standard.
Pro-tip:
(https://www.ringcentral.com/video)
(https://www.ringcentral.com/video)
(/) Blog (/us/en/blog/) faces a losing naval battle to hold off the invading Japanese army. The day
before the battle, a traitor burns his turtle ship, the best-fortified of his lot of
13. His soldiers are weary and grieving and prefer to give up and retreat. But
if Korea loses this battle, they lose their country.
Yi Sun-sin doesn’t sit there and raise their wages (he can’t). Or begin a
leadership coaching seminar (no time). Instead, he pushes ahead on a lone
naval ship, getting on deck with his sword and shield out, battling alongside
his soldiers. He gets his skin in the game, which is worth more than anything
he could have said to persuade his soldiers to risk their lives.
Great leaders can get their employees to bend over backward for the
business—and they do this by inspiring their employees. A Bain study of 300
CEOs across the world found that it would take two and a quarter satisfied
employees to generate the same output as one inspired employee.
(https://hbr.org/2015/12/engaging-your-employees-is-good-but-dont-stop-
there)
If you want to engage your employees, aim to inspire them. Connect your
mission and vision to the greater good, and then, get your skin in the game. If
you practice what you preach, your employees will jump in right after you.
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