As the world is navigating a storm of influences (the pandemic, social and racial injustices, balancing new work-life arrangements, etc) employees and organizations are preparing for what’s next. However, it’s not about returning to pre-pandemic ways of working, it’s about reinventing and creating a more humanistic approach to employee experience. The pandemic gives us the chance to be a transformative changemaker, to craft an employee experience rooted in care, which will bolster organizations for the future and help employees thrive.
As the world changes, power in the workplace doesn’t rest only with the employer. Today, employees have more power than ever before, and employers are starting to focus on their employee experience. And to create a great experience, companies must demonstrate care. To compete in the modern workplace, organizations need to demonstrate that they care about employees and build a caring culture. Based on these findings and our own research, there is a need, now more than ever, to empower the employee to architect their own caring culture.
Culture defines how we do things. It is the confluence of how we think, the actions we take, and the underlying processes, programs, and systems that support how work gets done. Regardless of your role, you impact your company’s culture and affect those around you. During this discussion, we will review the six key principles to cultivate a culture that supports a positive employee experience:
• Provide purpose for individual assignments
• Define roles and responsibilities
• Communicate thoughtfully
• Develop team members
• Focus on individual wellbeing
• Create a strategy for recognition and motivation
DEI is more important than ever given that we are in a new normal due to the pandemic. Biases are surfacing and we must take a stand against hatred, false blame for COVID- 19, and racial injustice. Everyone wants to feel like they belong, and remote work is inhibiting that feeling, as well as creating new challenges for inclusion, engagement, and productivity. Leadership must acknowledge that one-size doesn’t fit all when attracting, engaging, developing, and retaining employees remotely.In this session, we will discuss method for being an inclusive leader, as well as:
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Texas Instruments, a global leader in the semiconductor industry, has learning and development needs that are as broad as they are high. Business support entities, and engineers alike have a great need to access learning that is personalized for them, and delivered at just the right time. Additionally, purposeful, self-driven development should be easy to access and have the additional ability to be shared across groups.
As organizations look for innovative ways to accomplish these goals, many are looking towards a learning experience platform (LXP). What steps are necessary to ensure a successful LXP implementation?
Join us as we examine the following: