| | MAY 2024MANAGEHRMAGAZINE.COM8In MyOpinionBy Brandon Springle, Divisional Organizational Development and Success Director, Shaw IndustriesCONNECTING THE DOTS:5 KEYS FOR MAXIMIZING EMPLOYEE FEEDBACK Businesses across the globe are still responding to the challenge of the "Great Resignation." The volume of employees walking away from their jobs is unprecedented, and a major focus has been placed on cultural efforts to best attract and retain talent. In September, a phenomenal study entitled `Great Attrition' or `Great Attraction'? The choice is yours was released by McKinsey & Company. This study focused on data around forecasted departures and another component of this study highlighted serious areas of misalignment pertaining to what employees value versus what employers believe that employees value. As business leaders it is our primary objective to meet the needs of our workforce and remove any barriers that inhibit their probability of optimal success.My observations have led me to 5 specific keys that can be connected to drive an innovative and sustainable approach. These keys unlock the full potential of the employee experience and provide a stable foundation to launch your talent attraction strategy. See the below keys for more information:1. Psychological Safety ­ Understanding and Measuring2. Surveying Strategy­ Collect and Assess3. Authentic Storytelling ­ Craft and Communicate4. Building the Bridge ­ Reflect and Connect5. Brand Ambassador ­ Engage and PromotePsychological Safety:My introduction to psychological safety began with an in-depth review of "The 4 Stages of Psychological Safety" by Dr. Timothy Clark. This book has the basis that there are four critical areas of psychological safety to include; inclusion safety, learner safety, contributor safety, and challenger safety. For this article specifically I would like to focus on Dr. Clark's definition for psychological safety. Dr. Clark defines psychological safety in four words;an environment of rewarded vulnerability. This was the first dot I was challenged to connect as it became increasingly clearfor employees to provide transparent feedback, they most certainly would need to feel safe to do so. Providing feedback of this nature is a significant act of vulnerability that must be handled with the utmost care.Brandon Springle
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