Heather Polivka

What is keeping CEOs, Leaders, Managers and Employees up at night? Employee burnout and trying to keep the best people. Culture and Employee Engagement has never been more important. There is a lot of great information around culture and engagement. Leaders and managers understand that their approach to culture and engagement today is the key to retaining great people. Top performing CEOs prioritize culture and engagement. Data shows that culture drives higher returns when considered as part of the investment equity for M&A. Employees want to work at a place that leverages all their skills and experience, in a positive and energizing manner, to make a difference. Study after study shows that strong employee engagement drives higher customer satisfaction, productivity, and profitability. With all of this great insight and desire at all levels to create great places to work, why do we continue to struggle?

It is said that people leave managers, not jobs. Data shows that managers account for 70% of the variance in engagement between teams within the same company. We know this. It is common sense. Managers are the Key to High Performing Teams. So what gets in their way? Why is the investment, support, and training for managers the lowest of any employee population? Is being a great people-leader really valued? Like, REALLY? We will explore what lays at root of attracting, retaining, developing, and engaging your best talent to drive your business performance. And give you tangible next steps.

As we prepare for a post-pandemic world and a NEW “new normal” than the one we settled into throughout 2020, it is more important than ever that leaders are on the same page, singing from the same song sheet, in the same key to lead your business. What do your values look like in the NEW, new normal? What do they sound like? Feel like? Are managers expected to manage people or work? Or Both? And How? And Where? Whether your business is steady, going through high growth, or evolving due to M&A, 2021 will amplify the negative effects on your business if there isn’t a clear, consistent, and tangible vision across all leaders about what it means to work for your company and serve your customers. What are the 3 ways that small differences hurt your business? And what can you do about it?