SUMMARY
Leaders know that culture matters. But with so many problems to solve and goals to reach, it’s hard to make workplace culture a priority. In bestselling author Mark Miller’s recent book Culture Rules: The Leader’s Guide to Creating the Ultimate Competitive Advantage, he surveyed more than 6000 individuals from 10 countries. Although 67% of global leaders agreed that culture is their most powerful tool, workplace culture failed to show up in a top 10 list of priorities. Unfortunately, this disconnect has far reaching consequences. Culture affects everything from reputation to hiring to employee retention. In a Glassdoor survey, 56% of employees said workplace culture was even more important than salary. Elevating your company culture doesn't have to be daunting, according to Miller. His book outlines a simple strategic framework to create a thriving high-performance culture. Below are three rules to help you define the culture you want, integrate your message into the workplace, and find success by listening, learning, and adjusting. Get Clear Humans want to feel connected to something bigger than themselves. That’s why Miller’s first rule is called Aspire. Most leaders have already identified their organization’s aspirations—the difference here is communication. Miller advises leaders to translate their vision, mission, purpose, and core beliefs for employees. When aspirations remain unsaid, confusion reigns instead of culture. Maintaining values and articulating your vision not only outlines boundaries and expectations, it also creates a sense of shared purpose. Repeat Often It’s not enough to announce your organization’s expectations. Instead, Miller says you have to Amplify them, which is the second rule in his strategic framework. Leaders can amplify their vision, mission, and core values in many ways, and Miller suggests using a variety of methods. The world is loud and distracting, and to build a better culture, employees need reminders. One technique Miller recommends involves looking at the last 30 days of your calendar and finding activities you personally engaged in that match your aspiration. Then, the goal is to strategize how you can use these same activities in the future to amplify your aspiration. This process can be far reaching, affecting everything from hiring descriptions to onboarding of new employees to recognizing team members who embody the mission and core values of your organization. Listen & Learn Enhancing workplace culture is not a one and done proposition. The last rule Miller wants leaders to understand is Adapt. In other words, clarifying your vision and values is important, but how do they actually land with the people that work for you? Miller advises leaders to prioritize listening so that you understand if your aspiration is on target or if it needs an adjustment. Systems that help identify problems that affect workplace satisfaction are important ways leaders can monitor the health of the culture they’ve worked so hard to build. Listening sessions and surveys are great ways to take the pulse of your organization. HR morning has cataloged 45 sample questions to help employers build their own customized survey to measure workplace engagement and satisfaction. The Bottom Line Taking the time to reflect on the three rules of Miller's framework—Aspire, Amplify, and Adapt—will help you develop and maintain a healthy workplace culture. The long-term benefits for organizations are huge when people are more connected to their idea or mission because that will make them more invested in it. It's up to leaders to carve out space for the hopes and dreams of their team members, so they can create a culture that allows all members of their organization to thrive. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
In the dynamic field of economic development, every day presents unique challenges and opportunities for businesses and stakeholders. The Greater Rockford Chamber of Commerce (GRCC), through its Economic Development team, stands at the forefront of fostering a thriving business environment in the Rockford region. One of the key initiatives driving this success is the comprehensive Retention Visit Program. "Retention visits are such important programs for a community,” said Alex Keedi, GRCC Business Development Manager. “We are one of the few non-profit organizations in the country that have a business retention program." This distinctive approach focuses on ensuring local businesses, especially primary employers, feel supported and connected to valuable resources within the community. The core of the Retention Visit Program lies in the business retention survey, a five-page document meticulously designed to extract crucial information. This survey serves as a powerful tool for understanding the needs, concerns, and aspirations of local businesses, acting as an extension of the collective voice of their workers and industry peers. "That intelligence gives us a better understanding of business coming into the region, our reach into the global market, and what needs are for square footage," Keedi said. The gathered data allows the Economic Development team to provide targeted support, addressing specific challenges faced by businesses, whether related to workforce, facilities, or industry trends. The comprehensive nature of retention visits goes beyond the surface. The team engages in in-depth conversations with business owners, managers, and executives, delving into their successes, future plans, and existing bottlenecks. By understanding the intricacies of each business, the GRCC Economic Development team can offer tailored solutions and connect them with the necessary resources. "If we have a shortage of small warehouse space and 10 companies say they are needing it, now we have the data to go back to our municipal and state partners to make sure that businesses in our region are getting the support they need to grow here," Keedi said. The GRCC also serves as the only entity in the Greater Rockford Region that has been endowed with the responsibility of completing requests from Intersect Illinois, a resource for doing business in Illinois that connects companies with a network of partners and provides information and guidance to make location and expansion decisions. When collaborating with state and utility partners, the GRCC Economic Development team ensures the community is positioned in the best way when responding to any requests for information. This proactive approach ensures the Rockford region remains responsive to the evolving needs of its business community. The impact of retention visits extends beyond immediate support. Keedi says the advocacy role played by the GRCC team also makes a significant difference for local businesses and primary employers. This advocacy includes discussions on legislation, ownership structure, succession planning, and workforce development, ensuring a holistic approach to fostering a business-friendly environment. A remarkable aspect of the GRCC's Retention Visit Program is its commitment to adding value to local businesses at no cost. Keedi explains companies typically have to hire an outside firm and potentially pay thousands for this type of assessment, but the GRCC comes in and does them for free. “I think this not only demonstrates the Chamber's dedication, but also underscores our mission to strengthen the local economy,” Keedi said. "I am passionate about my community, and if I can make an impact on one person’s life, I want to do as much as I can to impact the lives of people in our community for the better." Success stories, such as collaborating with regional managers and coordinating impactful events, showcase the tangible outcomes of the Retention Visit Program. The Greater Rockford Chamber of Commerce's Retention Visit Program is pivotal force in the economic development landscape. By actively engaging with businesses, understanding their needs, and providing tailored support, the GRCC is instrumental in creating an environment where businesses can thrive, workers prosper, and the community as a whole prospers. Learn more about the Retention Visit Program or to schedule one, contact Alex Keedi at akeedi@rockfordchamber.com. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
Success stories are the true markers of progress in economic development, and the Greater Rockford Chamber of Commerce (GRCC) Economic Development Team is proud to showcase three significant achievements that underscore our commitment to driving positive change in the Rockford region. Strategic Alignment with Rock Valley College In a strategic move to bolster growth in the local manufacturing sector, the GRCC successfully cultivated a partnership with Rock Valley College (RVC). Monthly meetings with targeted agendas now serve as a direct conduit between industry and education. This collaboration ensures the manufacturing sector remains adaptable and well-equipped to address evolving challenges. The impact of this strategic alignment has been a strengthened collaboration enabling real-time adjustments to curricula, ensuring graduates are not only technically proficient but also industry ready. Together, we have also begun to reduce the skills gap by aligning training and education precisely with the needs of manufacturing partners, elevating the caliber of the local workforce. Collaborative Advancement with Harlem High School Emphasizing a commitment to community-driven success, the GRCC forged a dynamic partnership with Harlem High School's Career Technical Education department. This collaboration aims to shape the future of the local workforce through shared goals and intensive cooperation. With notable recognition from Harlem High School, the impact of this collaboration underscores the GRCC's commitment to nurturing local talent and investing in the educational growth of the community. Now, there is a dedicated pathway for students to access hands-on experience and internships in high-demand fields, enhancing their employability and career prospects. We eagerly look forward to the long-term benefits to the local economy through the cultivation of a skilled workforce responsive to industry trends. Strategic Dialogue with Amazon and Workforce Collaboration The GRCC's proactive engagement with Amazon's Human Resources Team is another success story that showcases our commitment to accessing traditional and non-traditional workforce options. This collaboration provides valuable business intelligence, creating opportunities for partnership and assistance. Through connecting Amazon with the Rockford Housing Authority, the GRCC facilitated the investment in "Application Kiosks" at RHA, promoting employment for low-income individuals and increasing overall labor participation. These success stories exemplify the GRCC Economic Development Team's dedication to empowering the growth of businesses and communities. By fostering strategic relationships and collaboration, we are not only addressing immediate needs but also driving positive change, elevating the local workforce, and paving the way for a sustainable, prosperous future for the Greater Rockford Region. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
When it comes to building a strong, successful company, many business owners and organizations focus on cultivating the leadership skills of their top executives and managers. While this is certainly important, it's also crucial to recognize that every employee in your organization can be a leader in their own right. By treating all employees as leaders and giving them the support and resources they need to succeed, you can create a culture of innovation, collaboration, and growth that sets your company apart from the competition. In this article, we'll explore the benefits of treating all employees as leaders and provide practical tips for developing leadership skills in your entire team. Empowering All Employees Boosts Innovation and CreativityWhen you give all employees a sense of ownership and responsibility within the organization, they are more likely to feel invested in the success of the company. This can lead to a culture of innovation and creativity, as employees feel empowered to take risks, try new things, and bring fresh ideas to the table. By tapping into the collective brainpower of your entire team, you can identify new opportunities, overcome challenges, and drive innovation in your industry. As Wharton psychologist Adam Grant reminds business leaders, “Knowledge is best sought from experts, but creativity and wisdom can come from anywhere.” Leaders Across the Organization Can Drive Performance and Results When you cultivate leadership skills in all employees, you create a team of drivers who can help move the company forward. Leaders at all levels of the organization can inspire and motivate their peers, take ownership of their work, and constantly strive to improve their performance. By recognizing, cultivating, and rewarding leadership at all levels of the organization, companies can increase accountability, promote a culture of achievement, and ultimately drive results. Executive coach and Inc. contributor Robin Camarote recommends recognizing and rewarding employees for leadership behavior, including “celebrating successes, highlighting contributions, and promoting individuals who demonstrate leadership potential.” Empowering Employees Can Boost Employee Engagement and Retention When employees feel valued and empowered, they are more likely to feel engaged and committed to the company. This, in turn, can boost employee satisfaction and retention rates. When employees feel that their contributions are making a difference and that they are part of something meaningful, they are more likely to stay with the company for the long haul. Leadership Development Programs Benefit the Entire Organization To effectively cultivate leadership skills in all employees, it's important to provide professional development and training opportunities. By creating leadership development programs that are accessible to all employees, you can help everyone in the organization improve their skills, increase their knowledge, and become more effective leaders. Leadership development training should be specific to an employee’s role. One employee may need more skill training to support their career development. Another may need coaching and mentoring to support their management responsibilities. Employees are likely to know what they need, so when it comes to leadership training, including them in the conversation will increase buy-in and long-term results. The Bottom Line By treating all employees as leaders and providing them with the support and resources they need to succeed, you can build a company-wide culture of innovation, collaboration, and growth that sets your company apart. Empowering all employees can lead to breakthrough ideas, drive performance and results, boost employee engagement and retention, and benefit the entire organization through leadership development programs. By treating all employees as leaders, you can create an environment in which everyone is encouraged to think outside the box and pursue their full potential, ultimately driving the success of your company. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
The Greater Rockford Chamber of Commerce Economic Development Team is at the forefront of driving progress in casting, forging, and energy storage manufacturing. As a pivotal member of the Illinois Defense Manufacturing Consortium (ILDMC), our mission is to establish a Center of Excellence Model, fostering innovation, expanding industrial capacity, and building a diverse talent pipeline for advanced manufacturing and defense resiliency, with a focus on underrepresented populations. In recent months, our team has diligently worked to amplify the casting and forging ecosystems. We've collaborated with companies integral to the supply chain, offering insights into regional needs and support mechanisms. A significant milestone was achieved in October, when the Greater Rockford Chamber of Commerce met with the Illinois Defense Manufacturing Consortium in the Quad Cities. During this meeting, our team presented program metrics and highlighted the impactful work undertaken within our community. In November, our team hosted the Veteran’s Employment, Education, & Training Seminar, a collaborative effort involving the VC, Rock Valley College, The Workforce Connection, and the Illinois Manufacturing Excellence Center. This seminar provided local veterans with opportunities for education and careers in manufacturing. The event was made possible through the generous sponsorship of Fire Department Coffee. Current reports indicate promising trends in both casting and forging within the ILDMC. Employment in the casting sector grew by 10 percent over the 2010-2020 period, while industry sales witnessed a 14 percent increase. Similarly, the forging sector experienced a 4 percent growth in employment and an impressive 137 percent surge in industry sales over the same period. As we look ahead in 2024, our team is gearing up for a January meeting with the Consortium to share current metrics and foster collaboration with other municipalities. We also aspire to create a Casting and Forging (C&F) Roundtable, bringing together manufacturers for knowledge-sharing and collaboration. This initiative aims to strengthen the bonds within the industry, leading to enhanced innovation and efficiency. The Greater Rockford Chamber of Commerce Economic Development Team is maintaining continuous engagement with casting and forging manufacturers and stakeholders. We understand the importance of staying connected to industry dynamics, and our team is committed to providing ongoing support to ensure the growth and success of businesses in these sectors. As we move forward, the Greater Rockford Chamber of Commerce Economic Development Team remains dedicated to fostering a robust and inclusive environment for casting and forging manufacturers, driving economic growth and resilience in Rockford and beyond. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
With the new year, the economic landscape is poised for a dynamic transformation that could bring new opportunities to businesses in the Rockford area. The Greater Rockford Chamber of Commerce Economic Development Team has identified key trends that will define economic development in the coming year, guiding local businesses towards a path of sustainable growth and success. 1. Potential Deceleration in Economic Growth The first trend shaping the economic development landscape in 2024 is the anticipated deceleration in economic growth. J.P. Morgan predicts a soft landing, with real GDP growth walking the line between a slight expansion and contraction. After growth of 2.8 percent experienced in 2023, a more modest 0.7 percent is forecasted for the new year. This shift is attributed to the broader effects of monetary policy and the fading tailwinds from the post-pandemic era. For businesses in the Rockford region, this calls for a nuanced approach. While the pace of expansion may slow, there are opportunities to capitalize on the improved performance in business investment and housing activities, even in the face of higher interest rates. The GRCC encourages local businesses to leverage the foundation set in 2023 for sustained growth, adapting strategies to navigate the evolving economic landscape. 2. Stability in Monetary Policy and Interest Rates The second trend that we are seeing is stability in monetary policy. In December, the Federal Reserve held its key interest rate steady for the third straight time and has set the table for multiple cuts to potentially come in 2024 and beyond. With the inflation rate easing and the economy holding in, the Federal Open Market Committee voted unanimously to keep the borrowing rate between 5.25 and 5.5 percent. Along with the decision, committee members also included at least three rate cuts in 2024, assuming quarter percentage point increments. This could possibly end a cycle that has seen 11 hikes, pushing the fed funds rate to its highest level in more than 22 years. This stable monetary environment provides an opportunity for local businesses to plan for the future with a degree of certainty. As interest rates adjust, businesses should strategically manage their financial portfolios, keeping an eye on potential policy shifts that could impact borrowing costs. The Economic Development Team emphasizes the importance of financial planning and risk management in this stable yet evolving monetary landscape. 3. Decreased Consumer Spending In 2024, the U.S. consumer is expected to face challenges, including diminished savings, plateauing wages, and possible financial stress with the restart of student loan payments and credit card delinquencies. While consumer spending is likely to slow from 2023, the Economic Development Team believes local businesses can thrive by understanding and adapting to these challenges. By anticipating a shift in consumer spending, businesses can proactively tailor offerings to meet changing consumer needs. Tight labor markets and healthy household spending provides a foundation for continued consumer spending growth, albeit at a lower rate. Strategies focused on enhancing customer experience, building loyalty, and exploring new markets will be crucial in maintaining positive consumer relationships. 4. Focus on Fiscal Responsibility and Efficient Operations The larger-than-expected fiscal boost to the U.S. economy in 2023 is expected to shift to a slight headwind in 2024. The federal deficit, while still substantial at 5.9% of GDP, reflects a tightening of spending and increased interest outlays on government debt. For businesses in the Rockford region, this shift emphasizes the importance of fiscal responsibility and efficiency in operations. Local businesses may want to consider reassessing their financial strategies, focusing on optimizing spending while identifying areas for growth. The Economic Development Team is able to provide and connect business with available resources locally and statewide, exploring innovative financing options to navigate the evolving fiscal landscape effectively. 5. Potential Challenges to Labor Markets and Unemployment Rates The last trend shaping economic development in the new year is normalization of labor markets with the possibility of a rise in the unemployment rate. Businesses across the country are turning their focus to talent retention and development, employing strategies that enhance workplace satisfaction, offer competitive compensation, and address emerging workforce trends. The trend of taking a proactive approach to combat unemployment rates and retain employees will likely set businesses up for success in the evolving labor market. All the economic development trends in 2024 present both challenges and opportunities, but the Greater Rockford Chamber of Commerce Economic Development Team emphasizes the importance of agility, innovation, and strategic planning to navigate these trends successfully. By staying informed and adapting proactively, local businesses can position themselves for sustainable growth in the coming year and beyond. The Economic Development Team also pledges our support to help our members navigate – and succeed – in the year to come. The Greater Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.SUMMARY • Engaging in community service builds a positive reputation, encourages staff retention and loyalty, and amplifies core values. • Serving your community may help you hire and retain employees who are a better culture fit—younger generations of jobseekers want to find fulfillment in their work. • When picking partners for community engagement, choose those that align with your company’s core values and areas of expertise. • Businesses should be creative in their approach and enjoy participating in projects that get them excited. ~ 645 words / 3.5 minute read Running a small business requires dedication and time. But have you ever considered the benefits of community service? It may seem like one more thing to add, but research shows that helping your community can actually support your business goals. Serving your community helps boost your reputation, retain top talent, and create a more positive workplace. Keep reading to discover more about the power of giving back to your community. Change How the Community Sees Your Business Business owners start up because they want to solve a problem or fulfill a need in the community. However, once you’re up and running, making a profit often becomes the top priority. When this happens, members of the community may see you as someone who is just there to make a buck. During the COVID-19 pandemic, many businesses and organizations stepped up to serve their community and live out their core values. Entrepreneur magazine reported that during the shutdown, After-School-All-Stars, a national nonprofit that runs after school programs, tuned into the needs of their local communities and started providing meals, distance learning, and mental health support for students and families. You don’t need an economic crisis to show up for your community. You can demonstrate your company’s values by volunteering as a group or sponsoring an event you believe in. One study found that a whopping 78% of consumers want businesses to take the lead on social issues. In other words, when you invest your time or money into important service opportunities customers take notice. When you give back, people see you as part of the community and are more likely to use your business. Hire and Retain Employees that Share Your Values If your business’s number one goal is profit, you will attract employees who feel the same way. Their loyalty will be limited to the next paycheck, and for the most part, they won't go above and beyond when you need it. However, when your company lives its core values within the community, retention rates will be higher, and you will attract skilled people who want to do more than simply show up. This strategy is especially important if you hire younger employees. Forbes reported that 83% of millennials said they would be more loyal to a company that contributed to social and environmental issues. They also found that Gen Z, the newest group to enter the workforce, expect their employer to have a purpose beyond profit. Gen Z job candidates even showed they are more likely to read mission statements and value documents. When you have a company culture that includes giving back, you can attract aspirational employees. These workers want to be connected to something bigger than themselves, and when your business gives them that opportunity, they find more than employment–they find fulfillment. Pick the Right Partners Of course, when you choose to do community outreach, it needs to fit with your organization's core values and areas of expertise. To find opportunities that are right for you and your business, try some of the strategies listed below.
Above all, be creative in your approach and choose projects that get you excited. Your enthusiasm will shine through and make your business memorable in the eyes of your community. The Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike.
SUMMARY
Fifty years ago, few people expected to find happiness at work. But as the saying goes, times have changed. Underneath all the reasons workers quit, unhappiness tops the list. But what causes workers to become unhappy at work and what can employers do about it? Employers hear a lot about compensation and benefits packages, yet research shows that modern workers want more from their employers. In fact, when it comes to greater workplace satisfaction, it’s the emotional side of work that ultimately keeps top talent fulfilled. Here are three reasons great workers walk away, plus some aligned solutions to help you keep your best and brightest. 3 Reasons Great Employees Walk Away #1 Feeling Overlooked Employees are human, and according to best selling author and researcher, Brené Brown, every person needs to feel worthiness and belonging. When workers are performing well and giving their best and still go unnoticed or unacknowledged, they don't feel valued. In turn, this lack of appreciation affects productivity and, worse, fuels resentment. As Debby Muno, managing director of Genos North America, told Fast Company, employees want to feel connected to their leader, their purpose and to their organization. Workers who feel seen, according to Muno, are “stronger collaborators and communicators, and are more engaged.” Organizations who focus on recognizing their employees’ daily efforts and big successes foster a positive team culture. Also, taking time to understand how employees want to be recognized means no one gets overlooked. In recent years, assessments like the Five Love Languages have expanded to understanding appreciation in the workplace. Knowing your employees ‘love language’ ensures they get noticed in a way that resonates with them. #2 A Lack of Purpose and Meaning Employees who find happiness at work share something in common. They feel like their work matters. Finding this connection may seem challenging at first – after all, your grandparents would probably chuckle at the notion of a shared purpose. But ignoring this aspect of workplace happiness comes with great risk, as some of the qualities that make up your best employees likely include an intrinsic desire to make a difference. Leadership experts recommend organizations have a shared vision and include workers in the conversation. According to Harvard Business Review’s writers James M. Kouzes and Barry Posner, “The best way to lead people into the future is to connect with them deeply in the present. The only visions that take hold are shared visions—and you will create them only when you listen very, very closely to others, appreciate their hopes, and attend to their needs.” # 3 Not Enough Choice or Creative Freedom Everyone wants to feel like they have control over their lives, and this desire includes time spent at work. Unfortunately, many leaders micromanage their employees, which leaves some of the smartest and hardest workers feeling stifled instead of satisfied. The good news is that talented employees often have great solutions for how to improve productivity, communication and workplace satisfaction. Organizations that value employee input and choose to incorporate their insights will create a workplace where people feel seen and valued at work. In a recent hybrid work study, researchers found that beyond flexibility workers want autonomy. In a present age where a one-size-fits-all approach no longer works, employers who give workers more control and input over their roles and optimal working conditions will win out over organizations who fail to tune in. --- The Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. mployers know that employee disengagement spells trouble. In a time when organizations compete to retain employees, the impact of employee engagement matters more than ever. Unfortunately, many employers are playing catch up when it comes to workplace satisfaction. In a 2023 Gallup survey, only a third of workers described themselves as feeling engaged at work. And for those doing the math, that’s a whole lot of employees who are somewhere on the spectrum between passively showing up to actively ‘quiet quitting.’ Barnaby Lashbrook, the CEO of the virtual assistant company Time, Etc., recently wrote an article in Fortune magazine, where he revealed the results of a bold work experiment: replacing all of their company managers with coaches. What Employees Want What’s driving the low worker satisfaction numbers? The global pandemic did not exactly make unhappy employees. Instead, the unique work, health and family pressures elevated how many workers have been feeling for a long time. In a 2021 report from McKinsey, the reasons employees give for dissatisfaction include not feeling valued by their organization and not feeling a sense of belonging at work. These findings got Lashbrook thinking. He and his team asked employees what they needed from their managers, and soon found that their answers painted a very different picture of management. According to Lashbrook, workers wanted help with “goal-setting, feedback, personal and professional development opportunities, and autonomy.” These themes sparked his initial insight: employees wanted more opportunities to grow and develop. The Coach Approach At Time, Etc. the coach/employee ratio is one coach per six employees. Lashbrook describes the coach’s role as similar to a manager–they’re still the one who handles challenges. However, instead of simply managing productivity and pushing workers to achieve, coaches mentor, provide feedback and encouragement and ensure they have adequate training and support along the way. By emphasizing self-improvement, Lashbrook has found a way to imbed professional development into company expectations. Workers receive an allowance to take courses on Udemy and coaches provide reading recommendations from their self-growth library. When Workplace Satisfaction Becomes Workplace Culture The coaches are not the beginning and end of personal and professional development at Time, Etc. The leadership team also runs regular workshops and outside experts who teach on relevant topics from mindfulness to employee confidence. Since innovating their management approach, Lashbrook reports a 20% increase in employee engagement, using the same standards from the Gallup survey that initially inspired him. Their company has also been recognized in the top 1% of teams worldwide since making these internal changes. Beyond the statistics, Lashbrook saw the results of increased workplace satisfaction in real time. Instead of growing employee turnover and major losses due to the Great Resignation, they were able to keep their best workers and organically reduce the number of days their staff was taking–a huge win for the company and for the employees who began finding more value in their jobs. Expect a Few Growing Pains But Know They’re Worth It Like any major change, the switch from manager to coach came with a few growing pains. At first, coaches struggled with how to implement boundaries outside of the traditional manager roles. Also, the skills required to coach versus lead are sophisticated, and the company’s coaches needed more tools and training to do the job well. Despite these challenges, Lashbrook says that returning to the old way of doing things is not an option. “The gains have been so significant that there’s no going back for us.” How is YOUR organization engaging your employees? Share your favorite engagement strategies on our Facebook page. The Rockford Chamber of Commerce is a private non-profit membership organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as leadership, economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. By: Emily Klonicki, Executive Director - Alignment Rockford & Caitlin Pusateri, President - Rockford Chamber of Commerce These tough COVID years have highlighted how the lack of child care availability and affordability impact hiring, retention, and productivity. Businesses can’t thrive without productive employees, and parents can’t maintain or succeed in their jobs without a robust early childhood system to care for their children while they are at work. This relates directly to what we at the Rockford Chamber of Commerce continually hear from our members, that there is one specific issue keeping them up at night: workforce. Whether it be retaining their current talent or attracting new, skilled talent, workforce remains a top concern for the business community. The problem is both immediate – a need for workers NOW – as well as long-term – the need for workers to fill gaps left by retiring Baby Boomers or to grow the business. While the workforce issue is multi-faceted, one driving culprit is the lack of access to affordable, reliable child care, forcing professionals into stressful, missed days of work or, even worse, an undesired exit from the workforce entirely. Viewed on a macro scale, the economic implications of the child care crisis are staggering. Infant-toddler child care challenges drain an estimated $4.9 billion from Illinois’ economy every year, according to a new report from ReadyNation. Nationally, the price tag of infant-toddler child care insufficiencies total $122 billion. These numbers are more than double what they were in 2018 and reflect only the limitations of care for children younger than age 3. But child care is more than just a solution for today’s workforce. It is also important to invest in high-quality early childhood education to develop the workforce of tomorrow. A highly skilled workforce of the future begins to acquire needed skills in early childhood. Both technical (or academic) skills and soft (or executive-functioning) skills that employers seek - like persistence, cooperation, and interpersonal skills - have their roots in early childhood, when high-quality programming can best set children up for success in school, careers and life. Zeroing-in on these issues, Alignment Rockford serves as the convener of the early childhood coalition, Ready to Learn in Rockford. In our work with families, service providers, and other organizations in the Rockford Area, we encounter ongoing need for high-quality child care options as well as other support for parents and primary caregivers of children under the age of 5. These supports may come in the form of child care assistance subsidies from the state or from employer benefits like increased paid leave for working parents, flexible scheduling, or remote work options. The investment in care and education of young children and in the well-being of their families has great community return, as children who enter kindergarten ready to learn are much more likely to succeed academically and have greater employment opportunities, higher earning power, and better lifelong outcomes. The early childhood crisis facing our community is hardly unique to Rockford; however, we as a community can choose to take action and change the course of our future by addressing these needs in a meaningful and coordinated way. As the President of the Rockford Chamber of Commerce and the Executive Director of Alignment Rockford, we see the needs of the youngest members of our community, the need to support parents of young children, and the ways in which business leaders can be involved. This is why we are members of ReadyNation network of business executives and why we encourage Rockford employers to join us in supporting solutions to the child care crisis. The ongoing work at the local level is vital, but we must also call on policymakers at the state and federal levels to invest in early care and education. Governor Pritzker’s proposal to invest in the early childhood system gives us hope that the state is moving in the right direction. Helping to strengthen our workforce and economy — for today and tomorrow, alike — is truly everyone’s job. This story was published in the RRStar on March 17, 2023. Find it here.
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