Case Study Overview - What Happens When Requested Staff Needs Are Identified, Then Not Addressed By Leadership
Read Time: 3 minutes
Client: Construction Company
Product: Culture 5 – 4 Check-Ins, 5 Questions, 120 days
Anxiety Rating: Concern
Staff Connecting: 32% Connecting
Value to Leadership
The discussion with leadership was twofold:
Pointed to the rising metrics around Anxiety, which is the leading indicator as a disruptor of a strong culture
Pointed out the rising Anxiety scores were resulting in Well Being scores being impacted; results moved from Managed to Concerned
Reminded leadership of the importance of communicating the Check In results with staff every 30 days
The executive coach working with the leader continued to re-iterate an approach of Listen, Care, Act:
Listen to what staff needs
Sincerely Care about what can be done
Taking a first step or an Action to address the above
Leadership Profile
This organization continued to work through 2020-2021 experiencing the same types of disruption & challenges other organizations did; working to stabilize staff levels, continuing to meet with the Board
The organization’s leadership (skilled CEO) felt they had been consistent in addressing staff concerns
Leadership wanted to learn what else they needed to do to provide staff support/ make improvements
Outcomes
The leadership team was impacted by the CEO attempting to address the demands of the Board versus the needs of staff
A series of circumstances happened that impeded the VP HR’s ability to respond to staff’s expressed needs; there was always a fire or shifting priorities
Leadership did not communicate the results of each monthly Check In with staff to demonstrate their input was valued; participation went from 64% to 27%
Requested Leadership Behaviors Expressed:
30 days: Hold People & Teams Accountable
60 days: Hold People & Teams Accountable
90 days: Hold People & Teams Accountable
120 days: Hold People & Teams Accountable
Metric Goal
Culture Score = Contributing/ Performing
Well Being Index = Stable/ Energized
Anxiety Rating = Managed/ Minimal
Feelings Index (Connecting) = Higher % the better
Milestones
The executive coach consistently:
Pointed to the rising metrics around Anxiety, which is the leading indicator as a disruptor of a strong culture
Pointed out that the rising Anxiety scores were resulting in Well Being scores being impacted; results moved from Managed to Concerned
Reminded Leadership of the importance of communicating the Check In results with staff every 30 days