Checklist/Reflection after Video 2: Employee Engagement and Co-Creation

Preparation

• Define an inclusive sample group: Ensure representation from Newcomers, Founders, HR Representatives, employees from Different Levels, Long-term Employees, and Different Regions.
• Define your questions: Explore unspoken rules, identify what is rewarded, determine the advice given to new employees, and identify common fears. Describe emotions toward the organization in three words.
• Add quantitative data: Include Attrition Rates, Top Talents, Hiring and Firing Patterns, and Engagement Survey Results.
• Choose tools for psychological safety: Utilize Mentimeter, Anonymous Surveys, and Focus Groups to ensure honest and safe participation.

Implementation

• Create a culture map: Describe the relationship employees have with the organization. Assess if this relationship generates results and identify motivations and disengagement factors.
• Share results with leaders: Present key findings and discuss necessary truths, create empathy between employees and leaders

Execution

• Co-design culture: Engage both leaders and employees, Identify necessary behaviors
• Define the ideal workplace environment.
• Connect culture to performance: Track alignment and performance to ensure the culture supports the organization's goals.

Reflection Questions

• What unspoken rules exist within your organization, and how do they influence behavior?
• What types of behaviors and achievements are rewarded, and do these align with the organization's stated values?
• What advice is commonly given to new employees, and what does it reveal about the organization's culture?
• What are the common fears among employees, and how do these fears impact their engagement and performance?
• Describe your emotions toward the organization in three words. What do these emotions indicate about your relationship with the organization?
• How do attrition rates, hiring and firing patterns, and engagement survey results reflect the current culture?
• What tools have been most effective in ensuring psychological safety during feedback collection, and why?
• How does the current relationship between employees and the organization affect overall results and productivity?
• What are the key findings from the culture assessment, and what necessary truths have emerged?
• How can creative sharing approaches like Mentimeter and empathy exercises improve understanding and acceptance of the culture assessment results?
• What brave steps do you as HR need to take to move the culture forward?
• How can leaders and employees co-design necessary cultural changes to create an ideal workplace?
• What specific behaviors need to be encouraged to align culture with the organization's performance goals?
• How will the alignment and performance be tracked to ensure continuous improvement?