1.
how to engage employees
in uncertain times

2.
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4.
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5.
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Management Consultant
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6.
https://Leading-In-Crisis.TurnKeyCoachingSolutions.com/

7.
Rob is the Chief Engagement Officer at WorkTango, and
has spent the last 17 years consulting companies on
employee engagement while building HR technology and
advisory companies.
Named one of the 100 Top Global Employee Engagement
Influencers in 2017, 2018 & 2019.
Robert Catalano
About Robert Catalano

8.
@RobCatalano
chief engagement officer, WorkTango

9.
CANDOR: March 29, 2020 - https://venturebeat.com/2020/03/28/candor-267-companies-have-frozen-hiring-44-had-layoffs-36-rescinded-offers-111-are-hiring/

10.
what about employees?

11.
How do you feel about work this week?

12.
thirty-day difference:
42%
89%
57
%
ENGAGEMENT COMPANY OUTLOOK
WorkTango Benchmarked Data, Feb 29 - March 29, 2020
COMMUNICATION

13.
What we talking about today?
1. the impact of uncertainty in the workplace and why it
matters
2. four approaches to engage employees in uncertain times
3. four mindsets to start with
4. some examples to inspire action

14.
Profitability
Companies with engaged employees have
5X higher shareholder returns.
Productivity
Companies with high employee
engagement outperform those with low
engagement by 202%.
Customer Satisfaction
Companies with engaged employees see
233% greater customer loyalty.
Quality
Highly engaged organizations see 40%
fewer quality defects.
Sales
Companies with more engaged workers
grew revenue 2.5x than companies with
less engaged workers.
Wellness
Highly engaged businesses in the USA
have realized 41% reduction in
absenteeism.
Retention
Engaged employees are 87% less likely to
leave an organization.
Safety
Companies with engaged employees see
48% fewer safety incidents.
employee engagement matters

15.
engagement
engagement through change
time
🤬🤬
😶😶
😁😁
🤔🤔
🧐🧐
😔😔
😲😲
1. Denial
2. Realization
3.Resitsance/
Anger
4. Letting
Go
5. Searching
6. Understand meaning
of change
7. Changes internalized
Concept derived from https://turningstonescoaching.wordpress.com/2012/05/15/are-you-in-denial/

16.
four approaches
to engage employees
in uncertain times

17.
1.
there’s no such thing as
over-communicating

18.
Communication Key Points
1. be honest and transparent

19.
Management transparency is the
most significant predictor of
employee happiness.
Leaders are seen as more trustworthy
and more effective.

20.
Communication Key Points
1. be honest and transparent
2. don’t stop at ‘WHAT’

21.
Communication Key Points
1. be honest and transparent
2. don’t stop at ‘WHAT’
3. set a frequent rhythm… and change communication vehicles
if necessary

22.
Communication Key Points
1. be honest and transparent
2. don’t stop at ‘WHAT’
3. set a frequent rhythm… and change communication vehicles
if necessary
4. remember: communication is two-way

23.
communication is two-way
1. promote dialogue to build understanding
2. elevate employee listening
3. adopt an inclusive approach to planning

24.
2.
adapt, don’t stop
your engagement rituals

25.
Adapt. Don’t Change.
1. take stock of what your current ritual, then find alternate
ways to make disrupted rituals real
2. be creative; make the best of the situation

26.
Adapt. Don’t Change.
1. take stock of what your current ritual, then find alternate
ways to make disrupted rituals real
2. be creative; make the best of the situation
3. rally and unify for a bigger cause

27.
3.
EQ wins over IQ
during a crisis

28.
focus on emotional intelligence
1. understand what employees are going through…

29.
three layers of uncertainty
1. external (environment)
2. organizational
3. individual (job role or status)

30.
focus on emotional intelligence
1. understand what employees are going through…
WITH EMPATHY!
• listen and understand
• acknowledge and relate
• be genuine

31.
focus on emotional intelligence
1. understand what employees are going through… with
empathy
2. double-down on gratitude
3. connect on a deeper sense of purpose

32.
focus on emotional intelligence
1. understand what employees are going through…
2. double-down on gratitude
3. connect on a deeper sense of purpose
4. enhance focus of engagement to include wellbeing

33.
engagement and wellbeing
1. provide support where possible to normalize stress
• Physical (remote work)
• Mental (isolation; stress)
2. be flexible
3. check-in and stay connected

34.
4.
leaders are the most critical
during a crisis

35.
this isn’t an hr issue

36.
BUSINESS
STRATEGY
HR STRATEGY
BUSINESS
STRATEGY
PEOPLE
STRATEGY
CRISIS STRATEGY

37.
your leaders are key
1. be clear about who’s accountable
2. bring your leaders together and align them

38.
your leaders are key
1. be clear about who’s accountable
2. bring your leaders together and align them
3. promote more 1-on-1 conversations

39.
 over-communicate: both ways
 adapt, don’t stop engagement rituals
 EQ > IQ
 this isn’t an HR issue
four approaches to
engage employees in uncertain times

40.
where do I start?!
four considerations

41.
1.
know how employees
actually feel

42.
2.
actions speak
louder than words.

43.
3.
lean on your
community.

44.
4.
trust employees.
period.

45.
 understand what employees are feeling
 actions speak louder than words
 lean on your community
 trust!
four mindsets to start with

46.
final thoughts…
1. engaging you workforce is important, during
uncertain times more than ever.
2. these are defining moments for you as a company
and leader
3. think long-term - your workplace may never be the
same

47.
@RobCatalano
chief engagement officer, WorkTango
rob@worktango.com

48.
Free Survey
Free Template Questions for
Remotework and COVID-19
As uncertainty spreads through your leadership, HR
department and every single employee, WorkTango is
offering our free survey templates to help our community
understand sentiment of employees and navigate
through these unprecedented times.

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50.
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51.
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