In an era where employee engagement is on a downward spiral, organizations find themselves grappling with the repercussions of disengagement and burnout. Employee engagement has declined two straight years according to a Gallup Research article that surveyed 60,000 people. With less than 50% of U.S. workers considering themselves committed or interested in their work, productivity and creativity are negatively impacted.

“I can do it myself.”

“I don’t need your help.”

“I can do it my way.”

I remember as a child being a little stubborn (I know you’re shocked ) and telling Mom aka FANNY that I could do it on my own.

How can technology be used to humanize culture?

What role does Artificial Intelligence play in the HR world?

If you have been struggling to answer these questions, you are not alone.

It is not a surprise that technology has changed the landscape of business. From serving as the means to collect and store data to robotics to the ever-emerging Artificial Intelligence (AI), technology dominates the way we interact globally on a digital scale as well as person to person.

In a quick review of the history of technology, today's corporate and societal impact has been undeniably exponential. Researchers present findings to assert that we will not experience 100 years of growth in the 21st century. It will be more like 20,000 years of growth.

We are living in unprecedented times witnessing 5 generations in the workplace. Spanning from the traditionalists, often referred to as the Silent Generation, to the tech-savvy Gen Z, this multigenerational workforce offers a remarkable tapestry of experiences, skills, and perspectives. While each generation carries its own unique strengths and insights, creating a harmonious work environment requires embracing generational diversity and cultivating inclusivity.

In current management circles, the term "engagement" is often misused. Many believe that simply focusing on employee engagement will solve issues related to employee retention. However, this misguided approach can actually have the opposite effect.

In this week's Cohesion Corner™ with Dr. Troy! blog post, I will delve into the misconception surrounding employee engagement and propose a more effective alternative.

This is Blog #2 in myCohesion Culture™Talent Retention Model newsletter series. If you haven't already done so,click here to check out the first in the series titled "Employee Retention Model... Runway Ready and More".

As a quick reminder, the Talent Retention Model illustrates the necessary elements for fostering a culture rich in cohesion, where individuals experience a sense of belonging, recognize the significance of their contributions, and engage in collaborative opportunities together.

👉 22% of workers blame toxic cultures for work stress.

👉 25% of employees have experienced some form of harassment in the workplace over the last year.

👉 Toxicity contributes 10.4 times more than other factors leading to increased employee turnover.

Infusing cohesion into a work culture is one proven method to reducing toxicity and retaining employees. With the presence of cohesion, employees feel a greater sense ofbelongingand inclusion. Creating an inclusive environment is extremely important as it's the number one reason a person leaves employment aside from promotion or life events. The importance of the supervisor-employee role cannot be overstated, as the supervisor makes or breaks the belonging cycle that involves inclusion.

"When leaders think they know everything, that’s when the trouble starts."

The impact of executive leadership on an organization's success and culture is undeniable. Yet, the challenges faced by executives are more demanding than ever. To ensure organizational prosperity, leaders must consistently evolve, expand their skills, and excel in their roles.

The realm of leadership coaching has emerged as a powerful catalyst for personal and organizational advancement. Studies reveal that 96% of leaders derive value from leadership coaching. This transformative process surpasses conventional leadership development initiatives, providing a personalized and tailored approach to leadership enhancement.

"Culture is more than just building products and not getting yelled at."

Jason Aten, Tech Columnist forInc. Magazine, recently wrote about the main issue withinGoogle's culture. His headline catching article is subtitled: "There's nothing more important than culture."

Without even realizing it, the writer is building a strong case for the importance of infusingcohesioninto a work culture. Cohesion positively impacts performance and engagement every time. It is a causal phenomenon and a proven method of predicting behavior.

Culture is broken when people do not feel connected to what they are doing, or with whom they are working.