Initiatives to improve your metrics

Clearly and regularly communicate the vision and mission of the company.

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

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

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

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.

Enable a process by which people can ask for and obtain feedback to put into practice in their day-to-day work.

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

Find creative visual formats to show how ideas from other colleagues have been put into practice.

Explain to your teams step by step what the feedback process looks like from start to finish.

Always encourage people to express and comment on what they think of an idea, whether their comments are positive or negative.

Tell people and teams how their specific functions are impacting the company's growth and strategy.

Have materials team members can use at any time to grow in the company (online courses, workshops...).

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

Make sure you know exactly how each team member intends to grow, helping them visualize their growth and helping both of you recognize opportunities for more growth.

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

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.

Make people understand the importance of recognition in building a healthy company culture of trust, feedback and appreciation.

Configure automatic reminders that are sent out whenever team members achieve significant milestones.

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

Suggest new channels to send comments and congratulations through, keeping recognition diverse.

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

Explain to your people how each company's value helps the organization achieve its vision and mission.

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

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

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

Conduct periodic team-building activities to improve the relationship between people in the teams.

Appoint contact people for each department that will be the links between departments and that will encourage their teams to cooperate with other departments.

Appoint team members that will be the ones the rest of the team goes to when they need support with their work.

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.

Give appropriate recognition for good teamwork and well-done team tasks and achievements.

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

Regularly show teams the impact their work has had, focusing more on the positive impacts to boost morale.

Highlight the value of things well done by the teams so that they feel proud of a job well done.

Give new parents more time off or more flexible time choices to spend with their families before going back to work.

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

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

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.

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.

Ensure managers regularly hold individual meetings with each and every one of their team members to go over their status.

Get your managers to promote their teams throughout the company, highlight their work and take opportunities to share achievements in large company gatherings.

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.

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.

Meet with team members to find out what distractions are present in their workspace then work with them to eliminate those distractions.

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

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.

Give your people access to a psychologist or a therapist they can see in full confidentiality and address issues they are having at work.

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 regular sessions for activities such as yoga, meditation, breathing classes and stretching exercises that your people can take advantage of to relax.

Appoint one rotating person per team or per department to be the one to take care of their team's wellbeing, organise activities, tell managers when someone's well-being is down and keep their teams happy and active.

Organize classes on stress management that your entire organization can take and benefit from.