Procter & Gamble’s Post

Looking forward to speaking at today’s SETN SHRM luncheon on the topic of connection. As a consultant specializing in leadership and strategy for organizations, a recurring theme is the need for increased connection in the workplace. There is considerable discussion about measuring engagement and its impact on talent attraction, retention, and productivity. However, these are outcomes, not predictors. In my estimation, connection in the workplace is in crisis, but it can easily be addressed.

Did you know that only one in three employees feel that they can bring their authentic self to work? (According to PageGroup 2024 Talent Trends Survey). Want to find out how your approach to leadership can enable your employees to be the most productive versions of themselves, while staying true to who they are? Register for our Free Webinar to find out:

As a change ambassador, you play a pivotal role in helping your organization identify key areas that keep you one step behind the competition. In today’s job market, simply granting employees more flexibility is not enough to attract and retain top talent. Talking about workplace culture change can be challenging. Sometimes the bird’s eye view is too big and yet, sometimes you get tangled up in the weeds. 👉Download our FREE Leadership Messaging Guide to help people understand the the value of a ROWE: https://lnkd.in/gBjrVEYN

For some companies, core values are just a list of values that leaders create for employees and then everyone forgets. For Group 1001, these seven core values are our culture in action. My favorite Group 1001 core value is Employees. Since starting at Group 1001, I’ve seen how the company invests in employees’ growth so we can reach our highest potential. Learn more about career opportunities here 👉 https://okt.to/xgpPaR

For some companies, core values are just a list of values that leaders create for employees and then everyone forgets. For Group 1001, these seven core values are our culture in action. My favorite Group 1001 core value is Employees. Since starting at Group 1001, I’ve seen how the company invests in employees’ growth so we can reach our highest potential. Learn more about career opportunities here 👉 https://okt.to/znMgi9

If you are an HR professional and want to learn more about a program that is designed to increase your business acumen and leadership skills, check out this free lunch and learn session on Aug 1!

Next Gen Talent - the development program where I: 👩💼 learned how to be a better business partner as a talent leader ➕ increased my confidence 🤝 grew my network ❤️ gained friends and mentors that continue to show up for me time and again long after the program ended for me back in 2020 If you are an emerging HR or Talent leader I encourage you to consider this development opportunity. At the very least, register for the panel to learn more, hear cool people talk about their experiences, and maybe meet someone new too. Would love to see ya there! #talentleaders #professionaldevelopment #growth #humanresources

Only 2️⃣ more days until our 2024 Global Culture Report is released! This year's report examines the most pressing challenges and opportunities for how business leaders manage change, show empathy, practice flexibility, build skills, and develop resilience. We gathered data from more than 42,000 employees, leaders, HR practitioners, and executives from 27 countries worldwide. Click the link below to view our previous reports and tune in on Thursday for the brand-new 2024 Global Culture Report. 📔 https://bit.ly/45eixgO

Our newest case study focuses on how Consumer Cellular, Inc. used Culture Amp tools to address a leadership skills gap and improve employee retention. Learn how the company nurtured a growth mindset through data-based feedback and triad peer coaching sessions to support leaders in navigating challenging conversations with their team members. As a result, their workforce has seen improvement in identifying development opportunities and a 25% drop in employee attrition. Head over this link to read the full case study: https://bit.ly/3RuyOdJ

As top management, fostering internal talent and investing in employee development is a strategic imperative and crucial for long-term organizational success. We have to champion mentorship initiatives, allocate resources for skill enhancement, and create a culture that values continuous learning, then we prepare our workforce for future leadership challenges. This investment in our people not only aids in seamless transitions ensure a robust leadership pipeline but also significantly support the HR manager's succession planning efforts and boosts retention, enhances organizational knowledge retention, and aligns with our long-term business objectives. lets ask ourselves always, how many employees in our organization or department are ready for a managerial challenges every year?