Unlocking the culture code with tips for employee engagement

Chamber of Commerce conference shares "Secrets to a high-performance workplace"

A Drexel University business professor told an audience of business leaders that making a commitment to stronger employee engagement in their organizations will pay dividends with increased productivity, innovation, and performance.

Another speaker advised participants that it is a leader’s role to engage employees holistically -- physically, mentally, emotionally, and spiritually -- and provide focus and purpose for their teams. He cited a global study, called The Energy Project, which indicated workers are experiencing low energy and trouble focusing on work that affects business performance.

The two speakers were among a vibrant lineup at the Central Bucks (Pa.) Chamber of Commerce annual conference this month, titled "Unlocking the Culture Code – Secrets to a High-Performance Workplace."

Steven Hart, a longtime HR leader at the Federal Reserve in Philadelphia and now an executive coach and consultant, said only 32% of any organization really wants to be there, according to the 2023 global survey with 12,000 participants, and two-thirds of an organization want to be somewhere else.

“That’s a startling reality,” said Hart, moderating a panel discussion on re-energizing engagement in the workplace. The survey also found:

• Two-thirds of people do not get enough sleep,

• Nearly three-fourths of people have trouble focusing on work,

• Sixty-six percent of survey respondents want more information about decisions that affect them,

• Sixty-one percent of workers spend too little time doing what they do best or most enjoy. 

“Businesses that invest in employee engagement will realize a return,” said Jonathan Ziegert, a professor at Drexel University’s Lebow College of Business. “When you have employee engagement, your people are more productive and become a competitive advantage. The people and their shared values make the culture.”

Ziegert said academic research indicates several key predictors for employee engagement, such as:

• Whether employees feel leaders care about them and their work is meaningful,

• Employees understand the direction of the company and how they can contribute,

• They are given the resources to do their job,

• They feel they are empowered and have autonomy to perform their work,

• They are given timely and honest feedback about performance, and

• They receive clear messages around values, expectations, policies, practices, and rewards.

Ziegert added a lack of diversity is a hindrance to business performance, noting four principles of diversity for businesses – awareness of what diversity means in the workplace, fairness in policies and practices, inclusion and belonging, and leveraging diversity as a best practice.

Erica Wexler, a transformational change consultant, facilitated discussion among the speakers and audience, and asked, “What issues are impacting your ability to lead?” She emphasized leadership must act to align values, drive #culture, and ensure effective workplace communication for engagement and growth.  

Wexler said professionals today are grappling with varying expectations in the workforce, juggling priorities, rapidly changing technology, information overload, and the blending of personal and work lives since COVID.  Leaders in high-performing work environments ask questions about obstacles people encounter and seek opportunities for change to drive a positive culture and business success, she said.

“Bring people together to exchange ideas, regardless of where they are. That’s how #innovation happens,” she said. “People crave opportunities to connect, and stronger connections with colleagues and managers contribute to engagement. Social interactions are so important, even for introverts.”

"Communication is key to everything we do related to culture and engagement,” said Wexler. "We must be intentional with everything we say and do.”

Kevin Putnam, CEO of Penn Color Inc. & chairman of the Chamber, conducted a sit-down conversation with Greg Deavens, CEO of Independence Blue Cross, as the morning keynote speaker.

Deavens said creating a sense of belonging among employees supports employee retention and productivity, and personal interactions are pivotal to the IBX culture. He acknowledged that it became more challenging with remote and hybrid working with COVID, and leaders are still learning and adapting their style.

“Understand the makeup of your workforce, listen, communicate and be transparent. It is important we listen more than we speak,” Deavens said, describing breakfast sessions, birthday lunches, team meetings, town halls, and other events that help him connect with employees and keep a pulse of the organization and its concerns. “Be present, show up, pop into a meeting unannounced, and you can learn a lot!”

Dr. JT Kostman, a data scientist, psychologist, and author, said he works at the intersection of people and technology, often with the federal government and military. “While some people may fear emerging technology, those who thrive find ways to augment and improve their work through technology. There’s ‘collective intelligence’ when people and technology work together.”

Here are recommendations for business leaders on employee engagement:

• Find ways to authentically show you value, appreciate, and care for employees.

• Engagement is less about pay and more about respect and recognition.

• Employees want flexible ways of working, to trust their leaders, and social connections.

• Be approachable, accessible, and communicate openly.

• Give frequent, candid, and direct feedback.

• Solicit feedback, ask questions, learn, and act on employee concerns.

Theresa Fera, president & CEO of the Central Bucks Chamber, hosted the conference and encouraged participants to share their insights with colleagues.

Other speakers included Ron Davis, chief Diversity & Inclusion officer for #Parx Casino & Racing; Andrew Neary, CEO/East Region, #MarshMcLennan Agency, an employee benefits consulting firm; and Dr. Linda Eagle, president of the NY-based #GlobalBankersInstitute.

Quotable

• “Employees want to know, ‘how do I do my job,’ they want to do their best work and be proud of what they do. They want to be acknowledged and heard,” said Erica Wexler, president of Transformational Guidance. “People want to know where they stand, and people are craving for opportunities to connect.”

• “Whether you are working remotely, hybrid or in person, keep your employees connected so they feel a part of the overall organization,” said Greg Deavens, CEO of Independence Blue Cross.

• “Remember, the words we use, the actions we take, and how we show up. Your culture is created by your words and deeds, the messages employees receive, and the memorable stories shared across the organization,” said Dr. Linda Eagle, president of the Global Bankers Institute. “Your employees can’t be engaged or productive when they are dealing with worry and anxiety.”

• “Leading with curiosity can be transformational,” said Andrew Neary, CEO/East Region of the Marsh McLennan Agency, an employee benefits advisory firm. “Be empathetic, listen, ask questions, solicit feedback, and act on what you learn. Feedback is a gift.”

• “Leadership is action. The actions we take every moment of the day to connect with others, open doors, and serve supports a culture of engagement. When you value and care for people, they can provide value for others,” said Ron Davis, chief diversity and inclusion officer at Parx Casino and Racing.

• “Since the pandemic, there’s a greater need for leadership to connect with others and create an environment that supports building resiliency,” said Steven Hart, a longtime HR leader at The Federal Reserve and executive coach.