Do you offer flexible work-life options including the ability to telecommute from an online work portal, or other system? How do you ensure these options don’t affect work quality and productivity?
How do you ensure your managers understand the importance of both hard and soft skills, and are able to recruit and develop employees accordingly?
Their focus on having a fulfilling life outside of the office means younger workers will be most drawn to companies that enable flexibility.
Does your company see the progress of more women into the top levels of your organization as a priority? How important is creating a balanced executive team?
What if a meeting to generate new ideas began two to three weeks in advance with an e-mail to participants asking that they submit their top three ideas a few days before the meeting?
Stress management is a key to successful management of employees, so it seems only natural that companies would have stress management programming or discussion as part of leadership development and new manager training. But that doesn’t seem to be the case.
Rather than think of the job interview as a game of “gotcha,” it would benefit companies to train managers to put applicants at ease with meaningful questions.
I suspect that greater employee buy-in would be possible if more change management was led by managers who ask for changes that they, personally, also will have a responsibility to pitch in and make a reality.