How do you engage employees of all ages, cultures, and personalities?

The key drivers of employee engagement, e.g., culture, opportunities for learning, meeting career aspirations, managerial and leadership effectiveness, etc., have not changed much over the years. Also, these do not vary much across countries. For long term success, the foundation needs to be made strong. The next step is gradual improvement. Building an intelligent digital platform can enable continuous measurement of the outcomes and impact. And, this also has the potential to hyper personalize for every employee and do this consistently. Overall, take a product management approach and create good products that make a difference. HR needs product managers.

I think a starting point here is: are you building an inclusive and equitable workplace environment? • Employees want to feel respected and valuable, regardless of age, background or nationality 🌎 • Flexible work arrangements are mostly a win-win: flexible hours, remote/hybrid options, job sharing are a great way to help your employees to be more engaged in work and in their personal lives 👩💻 • L&D initiatives: all organisations have different learning gaps, cross-cultural competence needs and departments have varied interests, it's great when you can implement their needs and learning goals within your L&D scheme 💡 • Wellness: team building activities, health and wellness program will help to build trust and alleviate stress ✨

Could it sometimes be as simple as acknowledging our coworkers on the daily? A simple hello with eye contact. Being genuinely interested in someone’s day. Stepping outside ourselves and our stuff, to ask how someone is doing and actually listening to their answer. What would happen if for a day we left all the flashy terminology on the shelf and practiced good old fashioned kindness?

Take the time to really understand who's on your team. You wouldn't market a product without knowing your customer, so why manage without knowing your employees? Collect feedback, hold one-on-ones, and be present. This isn't just good practice; it's essential for fostering a company culture that breeds success.

Ensuring that employees feel engaged is paramount to fostering a vibrant and productive workplace culture. In our organization, we took deliberate steps to cultivate this engagement by actively seeking and valuing our employees' perspectives on their work. By creating channels for them to voice their ideas and concerns, we not only empowered our workforce but also tapped into a wellspring of valuable insights. Moreover, we went a step further by incorporating these employee suggestions into our decision-making processes. This inclusive approach not only enhanced our employees' sense of ownership but also resulted in more informed and well-rounded decisions, ultimately contributing to our organization's growth and success.

Diversity, Equity, and inclusion is best approached with a top-down, bottom-up strategy. If an organisation has multiple locations, maybe consider allowing employees to visit other locations in another city, province, or country. Poll your workforce with an employee survey to find out where they like to spend free time or volunteer and arrange both work-based activities and external employee engagement outings. Additionally, they are able to see how other locations deal with similar problems and situations in a completely different way. This may encourage employees to learn to think outside the box—and bring that thinking back to their own teams.

Make HR diverse by hiring and provide learning opportunities to learn other languages as part of tuition reimbursement programs or paid during work hours.When hiring Supervisors add bilingual in "x" language a plus. Communication strategy should be at least top 2 languages spoken in the company (Presentations or LMS trainings included) to ensure understanding of what is being presented and make informed decisions. Pay transparecy and make sure the rates are fair. Have a culture of acceptance and respect in all levels of the organization. Teat your team with respect and trust that they will do a great job. Have empathy for the people. To be a diverse company you must be willing to accept that your company is changing.

At the end of the day, this is so basic. If you want to know the people you are blessed to lead, get in their world. Use skip level meetings to create open door communication with senior leaders, build rapport, and foster trust. People don’t leave companies, they leave bad leadership. They need to feel seen, connected, and understood by leaders. Here are some questions I would ask. 1. What is one thing you’ve accomplished that you’re really proud of, personally or professionally? 2. Who are the people you look up to most currently and why? 3. What motivates you or gives you purpose? 4. What could I do as your leader to make you proud of this organization?

Establishing a sense of psychological well-being Psychological well-being is cultivated when individuals can confidently be themselves and freely express their thoughts and feelings. Within the professional setting, fostering an atmosphere of psychological well-being enhances the workplace, as it allows employees to experience a sense of acknowledgment and inclusion. Empowered by this psychological well-being, employees are more inclined to undertake bold initiatives and pursue innovation, unburdened by concerns of potential repercussions in case of setbacks.

Startups are often a mashup of diverse talents, backgrounds, and perspectives. This isn't just something to tolerate; it's something to celebrate. In a startup, every voice can have a ripple effect, changing the trajectory of the company. Don't just "include" diverse perspectives—actively seek them out and integrate them into your decision-making processes.

Working in a globally diverse organization has been both a challenge and the most awesome opportunity for me. Having been working with a team coming from different backgrounds and cultural perspective, everyday presents itself as a learning opportunity to get to understand other culture, their perspective and existing differences. This perspective and point of view, I share day by day with my team to keep them inspired and embrace this opportunity of working across boundaries of cultural differences. That said, I know they have grown to develop that feeling of always longing to be around and work with each other to be able to strengthen their working relationship while growing together globally.

Agreed, educating our teams also plays a key part in fostering that understanding and acceptance amongst our peers. Conflict usually occurs because two parties have a misunderstanding of a shared goal. Teaching our team and giving them the knowledge and tools to better understand each other will help them find ways to work with each other.

In the fast-paced startup world, effective communication can be the difference between scaling rapidly and stalling out. Use multiple channels and ensure everyone has the information they need to succeed. Keep the jargon to a minimum and the transparency to a maximum. Trust in your team's ability to handle the truth and to act on it constructively.

Communication is something that all leaders should encourage for all teams and at all levels time to time. Allowing individuals to open up and express their opinions via feedback, 1-1 meetings with HRs and skip level meetings is a great way to do pulse checks which helps in gaining understanding the mood at the ground level. Aiming to opt for interactive presentations and sessions for all purpose activities (work or fun engagement) can help break the ice and maintain transparency which would eventually help in keeping employees motivated!

Communication is typically where many fall down. Don't take for granted what you might think should be apparent. Just because you've been part of a conversation for a while, does not mean everyone else is in the know or understands what's happening. Additionally, if you are not clear on what you are offering to your employees, your Communication will suffer, as you'll be reluctant to share details. So plan effectively and be confident and fully invested in your initiative.

Training programs can help employees build new skills and knowledge. They can help employees feel more invested in their jobs and help foster a sense of community within the company.

Engaging employees from diverse cultures, backgrounds and ages can be a rewarding but challenging task. Encourage open dialogue about cultural differences and similarities to promote understanding. Use clear and inclusive language that avoids jargon. Offer cross-cultural training and team building that accommodate different personalities.

I engage employees by getting to know my employees, inquiring about their interests, goals, aspirations. Additionally, I always attempt to find out what their seeking from an organization. Then I appeal to those candidate interests and goals by highlighting all of my organization's benefits which closely align to the candidate's desires. If you appeal to the very core of a candidate's dreams you truly have the ability to attract, engage and retain an employee.

Having multiple, effective & transparent communication channel is the key that allow employees to provide feedback, share ideas, and voice concerns. Regularly soliciting input from employees makes them feel valued & included. Creating forums for ongoing interactions with leadership imparts a clear sense of direction, further aligning them to the organizational vision.

In a startup, the wins can be swift, but so can the setbacks. Recognizing and rewarding performance does more than boost morale; it sets the standard. Whether it's a simple "great job" in a team meeting or a more substantial reward, acknowledging good work reinforces a culture of excellence.

Reward and recognition for employees is important so they continue to hold confidence in the work they are doing and feel valued for doing it. Reward and recognition programs can become stale and need to be reviewed regularly for effectiveness. Trying to reward or recognize an employee with a gesture that doesn't feel genuine can be more damaging than not having recognized or rewarded at all. Understand what each of your team members need to feel appreciated and accept that can look different for everyone.

And sometimes the recognition actually matters more than the reward! Employees need to be appreciated on an ongoing basis. I've seen peer to peer recognition work so well as a non-monetary gesture that reinforces core values! Make it fun. Make it social. That can have a ripple effect.

Recognition is one of the most important pillars of engagement. At its core, recognition is about fostering a sense of value and support for employees, fueling enhanced performance, heightened productivity, and sustained engagement. Whether demonstrated through a heartfelt gesture – a pat on the back, a Wall of Fame, or a comprehensive rewards and recognition program, including monetary appreciation, its impact remains invaluable. Whether implemented through traditional means or facilitated by a streamlined digital platform, recognition remains a fundamental element in nurturing a highly engaged and motivated workforce.

We had a number of expats working in our organization. It is important to become culturally competent. The managers were asked to take the time to learn about different cultures, races, religions and backgrounds represented by our colleagues. As a part of this approach we asked our coworkers to share some of the customs and practices associated with their cultures. Once we become familiar with diversity-related terms, if we make a mistake it would be possible for us apologize and take corrective actions.

⚡️3 Short and simple hacks⚡️ 1. Open your mind like you do in morning with a window.🌟 2. Be a kid when you are with kid, be a cat when you are with a cat. Match your mental frequency 💥 3. Keep it organic, don’t try to overdo or underdo ( just salt to taste)🌻

Corporate values are the key driver to engage diverse employees based on age, region, varied personalities etc. Value remains same for all including leaders that certainly helps Organizations to evolve the true DEI culture. It is important. leaders must demonstrate the defined values in their day to day activities and be the role model for all. This will definitely boost the engagement, culture of togetherness and address the engaging concerns for diverse age, culture & personality.