Rebecca Moore’s Post

We should all be aware of this values if we are leading people: - Trust and transparency - Meaning & purpose of work - Respect - Flexibility - Empathy

So very true👍👏 Hands up who's actually asked their employees what they care about recently? Scared the answers will be harder to accommodate than requests for a fancy coffee? Facilitating those conversations can often be easier via a third party. Dynamic Development here to help you build happier, stronger, more productive teams.

Employee happiness leads to what most organizations and businesses are looking for: Increased #Productivity. Better #Retention. Greater results and #Impact. More creativity and innovation. Solid problem-solving and decision-making. Want to increase happiness in your organization? It takes some key #HumanSkills and competencies to do it. I can help. Let's chat.

Isn't it funny how the things employees actually care about are so basic? Respect, flexibility, trust, and purpose — these aren't perks, they’re fundamental rights! Fancy coffee and swag are great, but they can't replace an empathetic leader or a workplace built on transparency. Let’s focus on the essentials that build true employee happiness and success. After all, the best benefits package is simply treating people like people. 💡 #WorkplaceCulture #EmployeeWellbeing #Leadership

Here shows a great way for companies to understand that the workplace is not just looking out for itself but for it's employees as well. Invest in what people truly need and people will truly want to invest their time in the company.

Love this! While the chart captures key areas employees value, I’d also emphasize the importance of investing in daily work essentials. It’s surprising how often tech companies cut corners on hardware for engineers, product managers, designers, and data teams. Having a high-quality laptop or monitor—something you spend hours on every day—has a massive impact on productivity and morale. Asking employees to scrounge through pc recycle sends the message that the company doesn’t value their work or their time. What’s more, hardware is a capital expense and tax-deductible—so why skimp on something that drives your team's success? Invest in what matters. The ROI in employee satisfaction, engagement, and output is unbeatable. #EmployeeExperience #TechLeadership #InvestInYourTeam #Productivity #WorkplaceCulture

Great to see a visual representation of what really matters to employees according to this Harvard Business study.

What do employees actually care about? Community isn't just about your customers needs & wants, importantly it is knowing your employees needs & wants! So often a pre-recorded well being seminar is pumped out, or a speaker tells you to 'think positively' about the challenges you face or a drinks evening is popped in the calendar. These things of course can be nice and we all love a team get together but for an employee this can often feel like their employer has ticked a box, especially when the reality of the day to day 'culture' is very different. No workplace will ever get everything right, most employees know this, but if the employee really feels they are supported, listended to and have an opportunity for growth it's a pretty good place to cultivate genuine employee satisfaction :)

Some senior management are stuck with the idea of work environment from the 90s, a good coffee is not how majority of the be wgenration value in joining a company. Talents mindset is different, and for generations despite having more access to data and people, enterprises don’t update their views, their marketing is all shiny for the moment but the core most of the time a stuck in time. Even more today than before flexibility to adapt to the world market needs (aka the people, the knowledge capital and culture ) is crucial to surviving in business

Employee retention in 2024 is proving to be a challenging issue for many organizations, with a variety of factors driving turnover and retention strategies. After years of workforce disruption due to the pandemic and the "Great Resignation," the focus is now shifting toward enhancing employee experience, career development, and well-being. Some key challenges include burnout from remote and hybrid work, a lack of career growth opportunities, and mental health concerns. Employees are increasingly seeking flexible work arrangements, better work-life balance, and career development opportunities. Without these, organizations may see a continued rise in turnover rates. Successful retention strategies focus on offering flexibility, such as remote work options and flexible hours, to accommodate employees' personal needs. Additionally, creating compelling employee value propositions (EVPs) that highlight benefits, career growth, and a positive work culture can help organizations stand out in competitive labor markets. Employee development programs have also been shown to significantly boost retention by offering clear career paths and continuous training. Companies that prioritize mental health, competitive pay, work-life balance, and total well-being are seeing improvements in retention, with lower turnover rates and higher employee satisfaction. In 2024, organizations are advised to adopt these strategies to foster a more engaged and loyal workforce.