Employee Engagement Archives

[VIDEO] The Power of Organizational Alignment

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Brightwing President George Opitz draws on the example of the mission to the moon to illustrate ideal organizational alignment.

Back in 1962, JFK was touring NASA. NASA was the organization that was going to meet his mission. And their mission was to go to the moon. He’s going through the building, and as he is being toured through the building, he sees a janitor with a mop. And so he stops and asks the janitor what he was doing. And the janitor actually looked at him and said: “I’m helping put a man on the moon.” That’s alignment. From the top down. From the president of the United States who announced the mission, all the way down to the janitor at the building in NASA. They were all wanting to get a man on the moon and they knew it. That’s alignment. Looking to build your team? At Brightwing, our Talent Acquisition Approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

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September 20, 2019

[VIDEO] The Biggest Mistake Managers Make

Brightwing News, Employee Engagement, Employers

[VIDEO] The Biggest Mistake Managers Make

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Watch Brightwing President and Management Consultant George Opitz talk about the power of exit interviews and onboarding while building your employee engagement strategy.

What’s the biggest mistake you’ve made while building employee engagement?

GEORGE: We didn’t always have it right. You grow into this. I said this before. It’s not like: “We’re going to have an initiative for a quarter or for a year to create employee engagement.” It really is a commitment. We interviewed this young lady to come into our organization as a recruiter. We loved her when we interviewed her. Everybody did. We brought her on board… and she quit. In her exit interview, which is also important –because when you want to learn and build engagement, you need to exit interview your employees so you understand where the missteps were. If we hadn’t heard this, we never would have gone in the direction we went in. And what happened was even though everybody liked her, everybody was very tight. She had trouble breaking in. She had trouble making connections once she was here because everybody else was already so connected. And we didn’t have a process to help with that. And that’s where we came up with what evolved into our onboarding program. And part of our onboarding program is that everybody who comes into our organization has a mentor that they get assigned to. And that mentorship has nothing to do with their particular job. It has to do with helping them connect with the organization and who the organization is. We would never have figured that out without the exit interview. And I feel real bad that that’s what happened to this individual, but as good as we thought we were already in our assessment of bringing people on board, we had missed something. We had built a great, connected organization. We hadn’t figured out how to bring new people into it. And that’s what we learned out of that. Looking to build your team? At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

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September 9, 2019

[VIDEO] One Simple Tool for Driving Employee Engagement

Employee Engagement, Employers, Talent Advisor

[VIDEO] One Simple Tool for Driving Employee Engagement

Watch Brightwing President and Management Consultant George Opitz talk about the power of one-on-ones.

THE TAKEAWAY

Managers should sit down with their direct reports once a week or every other week to find out how things are going and how they can help. Why? It’ll align and engage the organization from top to bottom, making it far likelier that you’ll get where you need to go. Treat one-on-ones as an opportunity to check-in with your employee. Get a gauge on how they’re feeling, what roadblocks they may be facing, what they’re excited about. Let your questions be open-ended and your responses authentic. If you check in only once a month – or quarter, or year, – the utility of the check-in fades away. You want to be able to talk in concrete terms about the work they just completed or have straight ahead of them. That way the conversation is substantive and doesn’t require too much recall. Infrequent touchpoints become abstract all too easily. The key? Make one-on-ones a top priority. Don’t let them fall to the bottom of your list. As a manager, it’s one of the most important tools you have to keep your people on board and your team on track. Looking to build your team? At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part science. We know it’s a recipe that can work for you.

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August 22, 2019

4 out of 5 Employees May Switch Jobs in 2019: What Does That Mean for Your Organization?

Candidate Experience, Company Culture, Employee Engagement, Employers, Hiring Best Practices, Talent Advisor

Brightwing recently invited its talent network to participate in a survey to gain an inside perspective of the candidate market.

Tag Archive for: Employee Engagement

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let’s get to know each other

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What’s the biggest mistake you’ve made while building employee engagement?

let’s get to know each other

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