Weak Company Culture is Behind the Decline in Employee Loyalty

Weak Company Culture is Behind the Decline in Employee Loyalty

A new report released by TINY pulse, The 2019 Employee Engagement Report: The End of Employee Loyalty, shares the results of a poll of 25,000 employees from 20 different industries – there’s been a 20% increase in the number of workers who said they would leave their current job for a small pay increase, and that poor company culture is to blame. From only 23% in 2015 to 43% in 2019, this is a shocking number of people who are unhappy at work, with a marked decline in their loyalty as a result.

The report said that the three biggest factors that influenced the happiness of employees were:

●     Doing work that is engaging.

●     The relationships between employees and managers.

●     Their first impressions of a company.

Taking a look at the first point, it’s when employees are not being challenged regularly that they become bored, and this has a large effect on how happy they feel at work. Giving employees challenging and engaging work also gives them a sense of purpose, as well as the opportunity to feel pride and boost their self-esteem when they conquer these tasks. When you show your employees trust in their abilities by giving them harder work, you’re making them feel valued and, in turn, much happier with their position.

Managers who provide challenging work and foster the positive feelings that come from such work are also more likely to build positive employee-manager relationships, another big factor in whether an employee is happy or not.

As leaders, managers must be open, honest, vulnerable (to a point), approachable and know how to effectively communicate with their staff is they wish to keep them happy and loyal. When a team member feels comfortable talking to their manager about things that are bothering them instead of staying silent, they’re going to feel more comfortable and therefore, happier.

The last point is also very important; company culture has a major influence on the first impression an employee has of their new company, which affects how happy they are in the long-term as well. New employees must have a positive and effective experience during the onboarding process, which comes from strong company culture.

With the right people, culture, and values, you can accomplish great things. Tricia Griffith

A Robert Half survey conducted last year showed that, if a company’s culture was negative and didn’t fit with their own, a third of the employee respondents said they would turn down their ideal job. Company culture changes won’t occur overnight, but by analysing where your culture is currently, and where you want it to be, you will already be making a vast improvement to the culture of your company. Employees who see management working to make the necessary changes to improve the workplace atmosphere and provide them with opportunities to challenge themselves will be happier with their positions and stay with the company for years to come. 

LeadershipHQ is the Leaders in Cultural Transformation. We partner with Businesses and Organisations big or small to create and build high impact and meaningful Cultural Strategies. Reach out to us today at https://leadershiphq.com.au/

We’re All in This Together

We’re All in This Together

Yesterday I was the Keynote Speaker for one of my favorite keynotes and workshops around Leadership Attitude. Even though the theme was Balance for Better, I focused for Balance is Better for all of us; together regardless on race, gender, age and so forth and to appreciate the uniqueness and talents of us all. Leadership is about being brave and kind – and ultimately if you can inspire someone to do more, learn more and be more; you are a leader. What I loved about the keynote was the number of men and women in the room and the number of men and women in the room who approached me afterward to share how much they got out of my keynote and some had tears (me too by the way…).

However, I was reading that SurveyMonkey and LeanIn released some startling findings recently: men are much more reluctant to participate in workplace activities that have them closely interacting with women since #MeToo and the anti-sexual harassment movement have gained traction. While #MeToo is fantastic for women, the ferocity of support has left many men worried about their actions being misconstrued – and this is causing women to miss out on valuable career opportunities, such as having male mentors and sponsors that can help them advance. In this era of #MeToo, we need to understand that it doesn’t mean we have to be against each other; it’s not men versus women, it’s all of us against inappropriate actions and behaviours that are damaging in the workplace (and all other areas of life).

If men continue to avoid solo interactions with women at work, we’ll only see the gender gap keep widening and the imbalance of power will be even more difficult to address. Men, especially managers, are doing a further disservice to women (even if they aren’t intending to) by hindering their career growth and progression. Great sponsors and mentors can make all the difference to a woman’s success in the workplace, so we must become allies, not enemies. 

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So, just how can we demonstrate that we’re all in this together, especially if we’re men who are concerned about being unfairly labelled? The answer is simple: act respectfully to your female colleagues and be sure to support them wherever possible, to help them grow and advance. Sponsorship is one of the best ways to do this.

A workplace sponsor is someone in the workplace who has power, who can influence decisions made about your career progression, advocate for your advancement and success and allows you to make mistakes (sometimes) and take risks, without harming your career. Sponsors go to bat for you, at the expense of risking their credibility and is a truly important part of your growth in the workplace. They are more hands-on than mentors, but that isn’t to say that mentors don’t have their place in helping a woman’s career.

Fast Company released data that shows that sponsorship is one of the most crucial parts of career advancement. Women with sponsors:

●     Are 27% more likely to ask for a raise than female peers who aren’t sponsored

●     Are 22% more likely to request ‘stretch assignments’ that contribute to their leadership reputation

●     Report that 68% are satisfied with how their career is advancing

Men are much more likely to have a sponsor than women – 56% more likely, in fact (according to Harvard Business Review). This culture needs to be changed, so that more men start stepping up and sponsoring their female colleagues, and that those women are prepared to accept the offer.

Contact the team at LeadershipHQ about how our cutting edge and transformational leadership programs and coaching can change and transform your team and business.

As I said before, we’re all in this together. This means women should accept the help men are offering, and men should be offering more often. When men in the workplace make a real commitment to boosting their female coworkers, by advocating for them and promoting them (when deserved), we’ll start to see unity in the workplace and equality in opportunities and power for women. Respect goes both ways, and if you aren’t behaving inappropriately towards the women in your workplace, then you have nothing to fear.
Top HR Trends for 2019

Top HR Trends for 2019

Eric Swenson, leadership and workforce strategist and author of The Five A’s of Great Employees and Managing People in the 21st Century hosted a webinar for Ascentis.com that provided insights into what he believes will be Human Resources’s top trends in 2019, and how to face the changing world of Human Resources.

Technology continuing to increase

As businesses try to keep up with the almost constant increases in workplace technology and utilise them to improve their training, recruiting, engagement and other facets of HR-related activities, the HR professional must realise (if they haven’t already) that technology will be their new best friend when it comes to workplace relations. Innovation and productivity will be driven by technology, aided by those in HR who embrace the advantages that said technology gives them.

Adapting to the changing workforce

It’s already occurring in many companies around the world, and as more Millennials enter the workforce, they bring with them the desire for working remotely, including overseas, to maintain a better balance between life and work. Businesses need to be prepared to offer opportunities to work remotely and adapt their HR functions to suit this new workforce. Training, team-building, recruiting and more will require innovation to keep productivity at acceptable levels.

Reconnecting with your employees

With more and more people working remotely, it can be hard for them to fully engage and feel part of the company’s culture without being physically surrounded by it. HR needs to get creative this year, to help ensure that the culture of your company is integrated into everything your employees go through, whether it’s in the recruiting process or retention.

Leaders encouraging innovation

The ‘do as I say, not as I do’ manager’s days are numbered in 2019, as leaders who are vulnerable, authentic, brave and open continue to get the best from their employees. Improve productivity and employee satisfaction by providing chances for them to use their skills and strengths, to work autonomously and have a bigger say in company goings-on

Continuing to stand for equality

In this era of #metoo, it’s more important than ever for HR representatives to be aware of workplace harassment; how to address it in the workplace and helping women in new leadership roles feel comfortable.

Be willing to take on those less skilled

When struggling to fill positions, you’ll need to look at those applicants who aren’t as educated or skilled and be ready to up-skill and train them for the roles that need filling. Many applicants aren’t as formally qualified as previous generations (for a number of reasons) so this means taking a chance if you want more employees.

Providing a purpose

Millennials, especially, are more productive and likely to remain with the company if they’re able to find meaning and purpose in what they do. To keep up with this and retain your best employees, as an HR professional you’ll need to be evaluating your corporate responsibility and the social purpose your business serves regularly, to make sure they align with the organisation’s goals and values.

Leadership is changing (our research)

Organisations and HR must radically rethink all of their stakeholder interactions, especially those involving their human capital. This includes how to acquire, deploy, develop and retain their people. Bold leadership characteristics will be required to ensure your business adapts and thrives. From our research, we’ve distilled the following competencies that we think will be critical for the 2019 Leader: 

  • Collaborative Orientation
  • Developer of People
  • Emotional Intelligence
  • People Management
  • Courageous Leadership
  • Learning Agility
  • Global Mindset
  • Cultural Agility
  • Future Focus
  • Leading Change
  • Innovative/Creative Champion
  • 360 Communicator

What are your organisation and L& D teams doing to prepare your current and future leaders and how many of these competencies are being developed? This is where LeadershipHQ can help!

We need to be adaptable as the workplace continuously changes, to ensure they can keep the organisation on the right track so that the company isn’t left behind. Reflection and evaluation need to be practised regularly to stay on top of the game and determine the effectiveness of your strategies.

For more information please read these great white-papers from HR World and PwC too.

Let me know your thoughts or any other trends you are seeing.

Author – Sonia McDonald

Sonia McDonald is one of Globe’s leading leadership executive coaches and keynote speakers, as well as an advisor, thought leader, and author. She’s also CEO and founder of LeadershipHQ and has been named as one of the Top 100 Australian Entrepreneurs and Top 250 Influential Women in the world. LeadershipHQ are leading the way in leadership and work with Organisations and Businesses such as Qantas, Thiess, Super Retail Group, Brickworks, Kane Constructions, Bartons, EY, Maurice Blackburn, Grant Thorton, and Minter Ellison. LeadershipHQ partner with businesses in building great leadership and people development through their cutting edge and high impact leadership programs, coaching, workshops, resources and events.

Sonia has worked, coached and spoken in front of people around the world, encouraging them to succeed by reaching their full potential and inspiring leadership greatness. Sonia has written several books on leadership: Leadership Attitude, Just Rock It! and Neuroscience of Leadership, and she writes regularly for publications such as The Australian, HRD Magazine, Smart Healthy Women and Women’s Business Media. She has been published in BBC Capital, The Australian, HRD Magazine, Business Insider and Richtopia. She has spoken at numerous leading conferences, companies and events across the world with her vision to create authentic, kind and courageous leaders and organisations.

3 Tips for Being an Authentic Leader

3 Tips for Being an Authentic Leader

Anyone can ‘lead if their idea of being a leader is old-fashioned and involves them saying one thing and doing another, and bossing everyone around!

Authentic leaders are those who are trusted and keep an open and honest atmosphere while ROCKING IT. They inspire and motivate their team every day! Leaders don’t have titles or roles, they just take charge and get it done.

But just how do you become an awesome, authentic leader?

Here are 3 tips to start improving your leadership skills:

1. Be true to yourself

This is something we should all practice in every area of our lives, but it’s especially true for leaders.

You can often tell when someone is ‘faking it’ and doesn’t really know what they’re talking about. Is that someone you would look to for leadership? Of course not!

Be yourself and show people what you believe in – don’t just tell them! Genuine people make genuine connections.

Watch More Here by Bill George on Authentic Leadership

https://www.youtube.com/watch?time_continue=1&v=r6FdIVZJfzg

2. Serve others

You need to genuinely care about others on your leadership journey, and not just focus on yourself! Being all about others should be your primary focus as you write your leadership story. You will fall down and make mistakes, but failure is a part of any journey to great leadership – so don’t let it STOP you!

3. Empower  others

We know nobody is perfect, so don’t pretend to be! People connect with those who admit their mistakes and are open about when they stuff up. Be honest, and you’ll empower your team to push through and learn from their own shortcomings and weaknesses.

If you want to kickstart your leadership journey, you need to join our Leadership Academy! We know this online program – starting from just $10 a week – will change your career or business in no time, and bring out your inner authentic leader!
Top Companies are Still Lacking Women in Top  Leadership

Top Companies are Still Lacking Women in Top Leadership

I’m all about helping people, especially women, reach their full potential as authentic leaders – as you’ve probably noticed by now! It’s a subject close to my heart, and when I saw that there are only 14 women chief executives at the helm of the top 200 companies, and 24 women CFOs, it gave me the push to start my brave program and conference for women leaders (to find out more about brave click here at https://leadershiphq.com.au/brave/)

It’s incredible in this day and age that there are 23 companies in the ASX200 without any women as top leaders! This is according to the CEW ASX200 Senior Executive Census from this year. The number has gone down; it was 41 companies last year! But 23 is still an unacceptable number.

The Census doesn’t look at women on company boards (which is another issue I’m incredibly passionate about) so for now we’ll be focusing on chief executive positions and companies that are missing women in those roles.

Have a look at these key stats from this year and last year:

The number of ASX200 female CEOs:

2017 – 11

2018 – 14

The number of ASX200 female CFOs:

2017 – 17

2018 – 24

Number of companies with no female representation in their executive leadership teams:

2017 – 41

2018 – 23

Number of women in the ASX200 executive leadership teams:

2017 – 381

2018 – 430

Number of men in the ASX200 Executive Leadership Teams:

2017 – 1423

2018 – 1428

Shocking, isn’t it?? 1428 men and only 430 women! We still have so far to go in terms of equality, even though we’ve come a long way already.

Here are just some of the companies that don’t have any women in their executive leadership teams (we can help!):

  • ARB Corporation Limited
  • Evolution Mining
  • James Hardie Industries
  • JB Hi-Fi
  • Pilbara Minerals
  • Shopping Centres Australasia Property Group
  • Washington H Soul Pattinson & Company
  • Whitehaven Coal

That’s just a sample! Isn’t it terrible that so many big companies are missing women at the top?

All companies needing to be focused on placing women into the important line roles, roles that have a direct effect on commercial outcomes, like being the head of a business unit or a COO. 78% of the 23 CEOs appointed this year (up until August) were those who held these sorts of line roles – and 88% of lines roles are held by men, which is hardly surprising.

Companies without women in lines roles have reduced from 63% last year to 59%, and shows the slow change towards equality in top leadership roles. I will continue doing my part to inspire women and give them the tools they need to take charge and ROCK their positions, to get to the leadership roles they deserve!

I’m finishing this blog with a shout out to the 14 female CEOs listed in the ASX200. You ladies ROCK IT! And kudos to your companies for working towards equality in the workforce!

  • Mirvac’s Susan Lloyd-Hurwitz
  • Fortescue Metals’ Elizabeth Gaines
  • REA’s Tracey Fellows
  • Harvey Norman’s Katie Page
  • The A2 Milk Company’s Jayne Hrdlicka
  • Coca-Cola Amatil’s Alison Watkins
  • Incitec Pivot’s Jeanne Johns
  • Bendigo and Adelaide Bank’s Marnie Baker
  • Viva Energy’s Margaret Kennedy
  • Chorus’s Kate McKenzie
  • Estia Health’s Norah Kathleen Barlow
  • Lynas Corporation’s Amanda Lacaze
  • Ausdrill’s Theresa Mlikota
  • Genworth Mortgage Insurance Australia’s Georgette Nicholas

 

About the Author Sonia McDonald

Sonia loves to build and develop future CEO’s, Leaders and Entrepreneurs. Sonia McDonald, CEO & Founder of LeadershipHQ; is an Entrepreneur, Thought Leader, Dynamic Keynote Speaker, Leadership Coach and Author of Leadership Attitude and Just Rock It!. Sonia McDonald was recently named in the Top 250 Influential Women across the Globe and Top 100 Australian Entrepreneurs by Richtopia. She is one of Australia’s Leading Leadership Executive Coaches, Advisors and Keynote Speakers. Her passions are coaching, keynote speaking as well as leadership development and advising on boards.She loves to inspire & motivate leaders to think differently, be the best they can be & empower everyone to see themselves as leaders. She is making a difference. Her purpose is to build leadership capability, confidence and leadership attitude across the Globe.

She has over 25 years’ human resource management, leadership and organisational development experience. She has held senior leadership roles in organisational development, learning and development, human resources and talent management fields across the Globe. She is passionate about cutting edge research and consulting in her industry as well as innovative tools and strategies around Leadership, Organisational Development, Neuroscience and Diversity.

Sonia’s expertise in organisational development, learning & development, facilitating, and leadership development makes her an excellent leader to partner with organisations and CEOs to ensure the full potential of their business is achieved through its people.

She is about RESULTS! Sonia has been published in The Australian, HRD Magazine, Business Insider, Business Woman’s Media, Style Magazine, Richtopia and Women in Focus. She is an inspirational and dynamic Leadership and Neuroscience Keynote Speaker. She will engage, educate and change the hearts and minds of your leaders and organisations.

Please contact Sonia here at http://soniamcdonald.com.au/ or http://leadershiphq.com.au/

Building a Pipeline to Gender Equality (Free Ebooks!)

Building a Pipeline to Gender Equality (Free Ebooks!)

We know about the glass ceiling, and how that is or was, considered a barrier to women achieving their career and leadership goals, but what else is blocking the pipeline to female leadership?

It’s easy to blame breaks in employment due to having children and going on maternity leave, but these pauses don’t need to have the halting effect that they sometimes do for some women.

Women need to be encouraged and to hear positive messages about their capacities to achieve positions of leadership from the get-go. We need to stop the mixed messages around whether study and striving to achieve is worth it if a woman intends to have children some day for example. Being a parent doesn’t preclude you from leadership. In fact, the skills developed might come in handy!

There have been slow but steady improvements in the participation of women in senior and executive roles, but women are continuing to be under-represented at the executive levels, and we have far to go to close the gap.

At a CEO or organisational level, there are strategies that can make gender equality a priority and not just a set and forget policy that sits and gathers dust and doesn’t make real change.

Get active – You have a strategic agenda for your company, and if gender equality and increasing opportunities for women in leadership truly is important, then that needs to be documented and acted upon, not just paid lip service.

Widen the net – Don’t just write a policy or include women in leadership as a strategic priority and stop there, we need CEOs and organisations to broaden their scope and set the wheels in action in different ways, and at different levels. You can’t fix the gap overnight, and a commitment to change needs to be made for the long term, starting with mentoring and encouraging at entry level, mitigating the losses on career due to breaks in service as a result of maternity leave, and then continuing to develop women as they advance and provide real support and training so that they don’t get left behind their male peers once they hit the ‘glass ceiling.’ There’s no short term or ‘one size fits all’ fix, but if something is worth doing, it is worth committing to in the long term.

Ask the hard questions – Once again, having a policy is not enough if you don’t review the results and keep chipping away to allow women leaders to shine and achieve.

Identifying women in the talent pipeline and ensuring they get the support they need, allowing them to develop any skills required, checking for unconscious bias, and assessing the success of policies and strategies are all essential self-assessment tools for an organisation wanting to make real change and put their money where their mouth is. Questions around these issues need to be asked honestly and often.

Check out our amazing Women Leadership Experience Program and our Public Program empowHER.

I love our FREE Diversity Debate Ebook and 10 Traits of a Confident Leader – and you will too!

‘As women, we must stand up for ourselves. We must stand up for each other. We must stand up for justice for all.’ – Michelle Obama

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