Client Spotlight: Best Practices at SEH
How Can Workplaces of Today Be As Inclusive As Possible?
Our inspiring clients are creating new best practices that help all employees thrive. We checked in with Bonnie Morey, Manager of Learning & Development at SEH, about how they reinforce employee engagement and inclusion during a time of crisis.
“The need to keep employees informed, engaged, and included is even more important during the COVID-19 pandemic,” said Morey. “There is a natural heightened feeling of isolation when employees are working remotely and are not gathering for face-to-face discussions.”
Here are a few practices SEH is using to support both the business and employees during this challenging time:
1. Integrate DEI in Business
Keep diversity, inclusion, and engagement top of mind by reinforcing it in business processes and conversations. Use the language of diversity and inclusion in meeting agendas, discussions, and training—don’t treat it as a separate focus area.
2. Maintain Consistent Schedules
Consistency helps provide a “sense of normalcy” while working remotely. SEH continues regular one-to-one and team meetings to foster a culture of psychological safety. Some Team Leaders and Office Managers even host weekly staff meetings followed by social discussions to support camaraderie and human connection.
3. Maximize Connection Opportunities During Meetings
Utilize webcams and meeting platform features to enhance participation in virtual meetings. Encourage meeting facilitators to call on participants by name and rotate meeting duties to create a shared sense of responsibility.
4. Take Every Chance to Communicate
SEH’s CEO continues to publish a regular monthly webcast and a weekly COVID-19 email update. Additionally, Quick Chats—virtual meetings with 4-5 employees and the CEO—have been launched to create a sense of inclusion and connectedness. These will continue through 2020.
5. Empower Employees to Make Decisions
Engage team members in decision-making, particularly regarding changes to processes or responsibilities due to the pandemic. This approach not only brings in diverse perspectives but also provides opportunities to recognize employees for their innovative ideas.
6. Measure Engagement
SEH launched a pulse survey to ensure all voices were heard, particularly around employees’ well-being while working remotely. The survey helps identify those who may be feeling isolated and not included.
7. Refine Individual Goals
Employee Plans are being updated. This gives employees and supervisors a chance to set or adjust appropriate goals and focus on learning plans.
In conclusion, Morey emphasizes, “Now is not the time to back away from the 'people' side of the business. This is a perfect time to learn from each other and demonstrate value for each other’s knowledge and talents.”
We couldn’t agree more. We’d love to hear from you! If you’d like your organization’s best practices to be highlighted, please reach out and contact us.
