What is psychological safety? Psychological safety is dependant on how safe we feel it is to take interpersonal risks at work. Psychological safety questions: Are my ideas/contributions welcome here, or will they be picked apart or ridiculed? Will I be accepted by my colleagues or excluded for offering a different point of view? Is it ok to admit I don’t understand something? Do we share or …
Ultimately facilitation is about guiding participants vs. leading them, engaging vs. directing and stimulating learning vs. lecturing.
Without regular expectation alignment unmet employee expectations can lead to lower motivation and employee engagement.
Organisations require different skills as the business evolves. Building a learning organisation encourages knowledge sharing and collaboration.
Knowledge sharing increases increases creativity, collaboration, problem solving, and preserves existing knowledge.
Leadership style makes a difference when making changes - but nobody cares how much you know, until they know how much you care!
A lack of preparation or an incongruent onboarding programme can rapidly increase disengagement and reduce retention. First impressions count!
Research has demonstrated a direct link between social support at work, lower rates of employee burnout, and greater satisfaction in the workplace.
A little acknowledgement and recognition goes a long way towards buy-in, participation and evolving an engaging company culture.
Employee Engagement goes beyond employee satisfaction, it creates powerful ambassadors and advocates for your brand, employees that want to be part of your journey to success.