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Initiatives to improve your metrics
Here you will find a list of initiatives we have put together to help you improve the metrics we show you. You can either browse the list of initiatives below or in this spreadsheet where you can filter them per the specific metric you need to improve.

What initiatives do you already carry out? Let us know here and we can add them to this publication.





Direction
  • Communicate the vision and mission 
    • Clearly and regularly communicate the vision and mission of the company. 

  • Collaborate to create a list of "key behaviors" according to company values 
    • Collaborate with your team members to create a list of behaviors that illustrate and represent the values of the company and how they are applied to everyday life. 

  • Communicate change initiatives 
    • Inform your people about any initiatives or changes that affect strategy and how each department affects that change. 

  • Help team members relate individual objectives to those of the company 
    • Have team members consider how their individual objectives relate to those of the company, creating a connection to the direction of the company. 

  • Communicate the company strategy and why it was created 
    • Let your people know exactly what the current strategy of the company is and why it was created/chosen for the mission of the company. 




Feedback
  • Make sure your people have a say in the direction of their work 
    • Enable a process by which people can ask for and obtain feedback to put into practice in their day-to-day work. 

  • Lean on managers 
    • Have managers encourage and give frequent and constructive feedback, and have them communicate importance of feedback on company strategy in team meetings and 1:1s. 

  • Find a creative way to show ideas that evolve from feedback 
    • Find creative visual formats to show how ideas from other colleagues have been put into practice. 

  • Make sure your team members understand the feedback process 
    • Explain to your teams step by step what the feedback process looks like from start to finish. 

  • Encourage team members to express themselves freely 
    • Always encourage people to express and comment what they think of an idea, whether their comments are positive or negative. 




Career
  • Communicate impact of teams' work 
    • Tell people and teams how their specific functions are impacting the company's growth and strategy. 

  • Procure learning and development resources 
    • Have materials team members can use at any time to grow in the company (online courses, workshops...). 

  • Build career growth plans with individual team members 
    • Sit down with each team member and set career milestones and a plan for their perceived growth within the company. 

  • Understand each person's needs for growth 
    • Make sure you know exactly how each team members intends to grow, helping them visualize their growth and helping both of your recognize opportunities for more growth. 

  • Continuously discuss growth in individual meetings 
    • Regularly discuss and review each team member's plans for growth in individual meetings, making changes and updates along the way as needed. 




Recognition
  • Recognize people's work on a regular basis 
    • Always make sure your people receive appropriate recognition for a job well done. One way to do this is by encouraging the use of claps. 

  • Communicate the importance of recognition 
  • Use automated reminders for milestones 
    • Configure automatic reminders that are sent out whenever team members achieve significant milestones. 

  • Give more personalized feedback  
    • Ask your people how they would like to receive positive feedback and on what aspects would they like more of it. 

  • Consider new methods for offering praises and feedback 
    • Suggest new channels to send comments and congratulations through, keeping recognition diverse. 




Company Image
  • Make company values clear 
    • Make sure your people know and understand clearly what the company values are so that they are as aligned as possible with them. 

  • Show how essential company values are to achieve vision and mission 
    • Explain to your people how each company value helps the organization achieve its vision and mission. 

  • Make sure strategic decisions adhere to values 
    • Show to your people how all strategic decisions taken have a solid base in one or more of the values of the company. 

  • Think about social activities that align with company values 
    • Organize different social and cultural activities that align with and illustrate the values of the company. 

  • Encourage engagement with the local community 
    • Facilitate the involvement of your teams in the local community like with volunteer work promoted by the company for example. 




Fellowship
  • Conduct team-building activities 
    • Conduct periodic team building activities to improve the relationship between people in the teams. 
  • Encourage communication and collaboration between departments 
    • Appoint contact people for each department that will be the links between departments and that will encourage their teams to cooperate with other departments. 
  • Create support networks within teams 
    • Appoint team members that will be the ones the rest of the team goes to when they need support with their work. 
  • Encourage team members to share knowledge and expertise 
    • Encourage people from different teams and departments to meet in sessions where they share their knowledge and expertise, and where key takeaways are saved for everyone to consult. 
  • Praise efficient teamwork 
    • Give appropriate recognition for good teamwork and well-done team tasks and achievements. 


Happiness
  • Offer your people work-life benefits 
    • Offer benefits that reconcile work and personal life, such as nurseries, doctors, transport, etc.. that your people can rely on. 

  • Show your people what their work has accomplished in terms of impact 
    • Regularly show teams the impact their work has had, focusing more on the positive impacts to boost morale. 

  • Encourage people to take pride in their work. 
    • Highlight the value of things well done by the teams so that they feel proud of a job well done.
       
  • Offer more time off for maternity/paternity leave 
    • Give new parents more time off or more flexible time choices to spend with their families before going back to work. 

  • Offer opportunity to work cross-functionally 
    • Give team members the opportunity to diversify their work and collaborate with colleagues from different departments or job functions. 




Managers
  • Give your managers leadership courses 
    • Send your managers to workshops and offer them courses on leadership skills and team management. 

  • Conduct manager-team member bonding activities 
    • Conduct team building activities but only for your teams and their managers, allowing each team to bond with and build more trust in their manager. 

  • Make sure managers know immediate status of each of their team members 
    • Have regular segmented manager meetings where they go over the status of their individual team members, how they are doing, what deserves recognition and what needs improvement.
       
  • Make sure managers talk to each team member individually 
    • Ensure managers regularly hold individual meetings with each and every one of their team members to go over their status. 

  • Have managers act as advocates for their teams 
    • Get your managers to promote their teams throughout the company, highlight their work and take opportunities to share achievements in large company gatherings. 




Satisfaction
  • Improve work environment 
    • Make your work environment more pleasant by giving people easy access to amenities, decorating or even redesigning offices to be more ergonomic and give your people a space they can appreciate. 

  • Remind your people regularly of their position benefits 
    • Make sure your people always know what benefits they have along with their compensation, and make sure to inform all of them whenever new benefits are introduced or when certain ones are removed. 

  • Create distraction-free spaces for your people  
    • Meet with team members to find out what distractions are present in their workspace then work with them to eliminate those distractions. 

  • Delegate decision making to team members 
    • Evaluate together with managers or team leaders which "decision making" can be delegated to their team members. 

  • Explain changes made to the workplace environment 
    • Explain how the changes made to the working environment will contribute to the work of your teams, showing them that their space was indeed designed for them. 




Wellness
  • Provide your people with mental health assistance 
    • Give your people access to a psychologist or a therapist they can see in full confidentiality and address issues they are having at work. 

  • Give benefits that promote a healthy lifestyle 
    • Offer benefits that promote a healthy lifestyle, such as gym memberships, discounts for healthy restaurants, coupons for healthy food markets or supermarkets, etc... that your people can use and enjoy at any time. 

  • Organize relaxation activities during the workday 
    • Organize regular sessions for activities such as yoga, meditation, breathing classes, stretching exercises that your people can take advantage of to relax. 

  • Appoint a wellbeing "manager" in for each department/team 
    • Appoint one rotating person per team or per department to be the one to take care of their team's wellbeing, organizing activities, telling managers when someone's well being is down and keeping their teams happy and active. 

  • Organize a training session on stress management 
    • Organize classes on stress management that your entire organization can take and benefit from. 
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Nailted – Knowledge Base | 2021