The state of employee wellness: A Q&A with Rachel Ceccarelli

Employee engagement continues to have its ups and downs. However, employers can invest in a positive workplace culture which in return can positively influence employee engagement.

So says Rachel Ceccarelli, VP of Engagement at Dice. Ceccarelli discusses her thoughts on how to invest in workplace culture, like what initiatives to take, as well as what organizations top priorities should be in order to attain a positive workplace culture.

How does investing in workplace culture influence employee engagement?

Investing in workplace culture significantly influences employee engagement by fostering a positive and inclusive environment where employees feel valued and recognized. This leads to higher levels of job satisfaction and overall business performance, with 88% of employees believing that a distinct corporate culture is good for business success.

In addition, turnover is expensive and losing new team members due to lack of engagement or connection to the workplace culture can be costly for companies who spent time investing in recruiting and onboarding new hires. Investing in a supportive workplace culture helps to boost employee retention, with 52% of companies seeing lower turnover when new employees participate in purpose programs.

What types of initiatives or programs are most effective in enhancing workplace culture?

Initiatives and programs that are most effective in enhancing workplace culture typically include strategic onboarding to introduce and reinforce company values, employee recognition programs, opportunities for professional development and career advancement, and a specific focus on diversity and inclusion. Employee recognition programs go a long way in rewarding and recognizing employees for their performance and help contribute to a positive culture where employees feel valued and motivated.

At DHI, our recognition program is peer-to-peer with a panel of cross-functional team members to review and approve work for those who have gone above and beyond. Nominations are anonymous so you avoid favoritism and recognize solid work that moved the business forward. Professional development opportunities, including training sessions, personal development plans focused on what employees view as areas for opportunity, and clear career path progressions, contribute to a culture of growth where employees feel empowered to speak up and invest in their future.

Despite recent headlines regarding DEIB programs, incorporating diversity and inclusion initiatives like workshops, inclusive hiring practices, and employee resource groups foster a sense of belonging and respect among employees. Providing a shared space with an equitable path toward the companies’ success is not lip service, it’s part of an inclusive culture.

What are employees’ overall sentiment of workplace culture today? What are their top priorities?

Employees’ overall sentiment toward workplace culture today is cautiously optimistic. Sixty-eight percent of tech professionals have a positive view of their workplace culture, but remain hopeful that improvements will continue to be made.

In addition to this, employees’ top priorities center around flexible work arrangements and a desire for work-life balance. 73% of tech professionals said it is “extremely” or “very” important to have the opportunity to work remotely at least three days a week with their next role or organization. The recent RTO mandates demonstrate how this is an ongoing struggle and I expect companies and employees will continue to be disconnected on what is in the best interest for all involved.

Leading with a culture of respect and trust is necessary, particularly when it comes to remote work and hybrid working environments.

What are the common challenges in promoting a positive workplace culture, and how can organizations overcome them?

Promoting a positive workplace culture comes with several challenges, including resistance to change and communication struggles. Culture comes from the top and when CEOs lead by example, it creates trust. Resistance to change often stems from employee skepticism, but can be managed by having a communication culture of being transparent and direct about why changes are taking place.

Part of manager buy-in includes maintaining consistent communication and always providing a feedback loop. Establishing proper communication channels or holding meetings to inform employees of changes are the best ways to address this challenge.

At DHI, functional groups have regular meetings with an opportunity to provide anonymous feedback as well as speak freely about experiences. Additionally, our CEO holds a live weekly meeting that gives a business update with an opportunity to ask questions. Any question that isn’t addressed in real-time due to time constraints is answered in writing the same week on the companies’ internal employee portal. The town hall is also recorded and available on demand for those who miss attending live. By facing these challenges head-on, organizations ensure a more engaged and positive work environment that will increase employee engagement and business growth exponentially.

How can organizations ensure that investments in workplace culture are inclusive and beneficial for all employees?

Organizations can ensure that investments in workplace culture are inclusive and beneficial for all employees by implementing comprehensive DEIB initiatives and regularly assessing and adjusting their strategies based on employee feedback. DEIB initiatives should include diverse hiring practices, ongoing training, and creating support networks for underrepresented groups. We’ve learned so much about how to support team members who are part of marginalized communities by listening and taking action. We’ve found that what works for a small group is usually in the best interest of all team members.

For example, our Pride employee resource group provided feedback that it was difficult to find therapists and mental health professionals versed in LGBTQIA+ issues in the states they live. Learning this, DHI began offering TalkSpace virtual therapy for free to all team members. This allowed for greater access to mental health resources to everyone, improving employees’ lives while being inclusive. The last step in ensuring investments are inclusive and benefits employees is to regularly assess the effectiveness of these initiatives through surveys and feedback mechanisms.

At DHI, we conduct an annual engagement survey from an independent, third party. The survey is anonymous and provides an opportunity for feedback on a variety of parts of employees’ work life. We then follow up with action plans on areas for improvement.

Related: Building a culture of appreciation in your workplace

Are there nuances to how these programs should be implemented per industry? (i.e. technology, health care, manufacturing, etc.)

Some nuances can help evaluate how these programs should be implemented across different industries. In the technology sector, where innovation and flexibility are at the forefront of most workers’ minds, programs should be implemented with a focus on individual productivity and workplace flexibility.

Continuous learning opportunities should be an integral part of these programs to address the rapid increase in new technology that tech workers need to keep pace with. This may differ with other nuanced industries such as health care, where workers tend to have deeper human-centric values like emphasized compassion that helps push employee engagement initiatives along — or the manufacturing space where remote/hybrid work is not as much an option.

Understanding these industry-specific needs and tailoring programs accordingly so that employees feel seen and heard ensures that workplace culture investments resonate.