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Building a Better Workplace: A Peek Into Employee Initiatives

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Building a Better Workplace: A Peek Into Employee Initiatives

What are companies actually doing these days to invest in their employees? 

What’s top of mind for HR and business leaders when they’re designing new programs for their teams? 

We wanted to find out, so we went straight to the source! 

In this post, we’ve got a bunch of HR and business leaders sharing the scoop on their latest big employee initiative. 

They’re not just telling us what they did, but also why they did it – the goals they were aiming for and the thinking behind it all. 

It’s a great peek into how companies are making sure their employee programs actually line up with their overall business strategy and create a better, more productive workplace.

Read on!

Amy Butler
VP of People Operations, Awardco

Amy Butler – Awardco

Awardco has developed and continues to develop our people strategy from engagement survey results. We noticed from the data that our employees were hungry for opportunities to develop their skills and progress their careers.

In answer to this my team began working on a skill and competency matrix for every employee in our organization, which was a huge lift to go from nothing to something so robust.

We wanted to provide a clear roadmap for the skills and expectations needed to succeed not only their current level but also the level above them.

We wanted to help them see the path to get promoted and progress their career.

These matrices also removed any real or perceived bias in the promotion or merit increase cycle that may have existed before.

Awardco has a goal to retain top performers and help all employees understand what it takes to become a top performer. I believe the work we have done over the last year gives us a very clear path to that goal.

Phase two of this implementation was partnering with a powerful platform that employees and managers can engage with to provide access to content to enable learning.

In our case we chose LinkedIn learning. This allows managers and HR to send curated content specially focused on employee or business needs, and it allows employees to take ownership and learn independently.

In addition to all of this, we are about to roll out badges and recognition programs to further drive and encourage the behavior of learning, which will tie in well with our goals.

Overall, we have worked so hard this last year and have seen great strides in all employee initiatives over the last 12 months, and I couldn’t be more grateful for my team.

Barby K. Siegel
CEO, Zeno Group

Barby K. Siegel – Zeno Group

As Gen Z struggles to be heard and battles stereotypes, Zeno launched Project GAP (Generational Advisory Perspectives), a 12-person global advisory board of Gen Z and Millennials, to bridge the gap between today’s leaders and future ones.

Zeno’s engagement survey revealed these generations wanted deeper connections with leaders and to share their voice about agency and industry decisions.

These generations account for 60% of Zeno’s workforce – but underrepresented in leadership!

GAP members meet quarterly with Zeno Global CEO Barby K. Siegel and agency leaders on business challenges, opportunities, and industry happenings.

We empower them to bring their best to the work they do. And as an agency advising on Employee Engagement, we practice what we preach!

Olivia Cowan
Chief of Staff, NextLink Labs

Olivia Cowan – NextLink Labs

We have recently launched a few exciting initiatives at our organization:

– Company Career Ladder – Providing clear paths for employee advancement.

– Org-wide Commission Plan – Ensuring every team member understands how their work contributes to company success.

– Employee Content Guide – Encouraging employees to build their personal brands as thought leaders in their fields.

Kevin Mercier
Founder, Kevmrc-Travel

Kevin Mercier – Kevmrc Travel

The key objectives behind this initiative were to reward our team’s contributions, boost retention, and create a culture of ownership.

Travel is a highly dynamic industry, and I wanted to ensure that our employees feel directly connected to the company’s growth.

This initiative allows them to share in our profits, giving them financial benefits beyond their salaries.

The motivation? Simple, our employees are the backbone of our success.

By aligning their interests with the company’s, we create a win-win scenario where everyone thrives together.

It’s about fairness, appreciation, and long-term sustainability for both the company and its people.

Tawny Lott Rodriguez
Director of Human Resources, Rowland Hall

Tawny Lott Rodriguez – Rowland Hall

At Rowland Hall, Utah’s top independent school, we’re embracing the shift toward workplace flexibility.

While many organizations are pushing return-to-office policies, we see a huge opportunity to stand out by offering remote and flexible work arrangements—something almost unheard of in independent schools.

We know top talent wants flexibility, and as a nonprofit, we can’t always compete on salary. But we can compete on culture and work-life balance.

That’s why we’re launching our first-ever Remote Work & Flexible Work Arrangement Policy.

A committee is shaping this initiative to balance collaboration, autonomy, and student success, ensuring it benefits both employees and our mission.

With workplace trends moving this way, we see this as a game-changer for recruitment and retention.

Michael Samuel
Founder, OnlineResumeWritingServices

Michael Samuel – Online Resume Writing Services

At Online Resume Writing Services, our most recent significant employee initiative was the rollout of a dedicated professional development program.  

Recognizing the rapid evolution of the resume writing landscape and the need for our team to stay ahead of industry trends, this program offers workshops, online courses, and mentorship opportunities focused on advanced resume strategies, LinkedIn profile optimization, and applicant tracking system (ATS) navigation.  

The key objective is to empower our writers with the latest knowledge and tools, ensuring they can deliver the highest quality, most effective resumes for our clients.  

This initiative was driven by our commitment to continuous improvement and our belief that investing in our employees directly translates to better client outcomes or results.

Jess Roussos
Co-founder & Co-CEO, Blulever Education

Jess Roussos – BluLever Education

As BluLever Education scaled from 20 to 40+ team members, we noticed an unintended consequence—our increasingly specialized work had led to silos, impacting both collaboration and our sense of community.

To counter this, we launched Tuesday Team Tuck-ins (TTT)—a weekly, company-wide lunch gathering designed to strengthen relationships, share personal stories, and foster cross-team collaboration.

Every Tuesday, a team member presents their TTT story—a visual journey through their background, values, travels, and defining moments. It’s informal, image-driven, and deeply personal, sparking rich conversations and new connections.

The impact? Within two months, collaboration skyrocketed, and cross-team projects became more organic and efficient.

More importantly, TTT has become a ritual—an unmissable moment of togetherness that reminds us why we do what we do.

At BluLever, we believe strong teams build strong businesses, and TTT has been a game-changer in making that a reality.

Nathan Hoernig
CEO & Founder, Humble Bunny

Nathan Hoernig – Humble Bunny

We launched the salary drip.

It is a short term bonus type system but gets tacked onto salary and adjusted each month.

Besides salary and normal bonuses, it’s a third variation of making money for employees.

With the modern day young employee motivated by short term wins, more individualistic in mindset, and quick to change jobs, we introduced the drip to improve motivation.

Things like reviews, tenure, client extensions, working “over target”, etc. all affect this drip. It’s rewarded and adjusted month over month and shows steady upward growth for the first two years of employment due to the way it’s structured.

It also more heavily rewards team wins (over individual) to potentially reward a team spirit.

Finally, it shows increasing salary on the payslip which we hope will give a feeling of growth during critical early stages.

Katie Meyer
CEO, MoonLab Productions

Katie Meyer – MoonLab Productions

We’re thrilled to share something new at MoonLab Productions—Mission Councils for each of our core pillars: Giving Back, Sustainability, Women Empowerment, Mental Health & Wellness, and Diversity & Inclusion.

Our team has shown a real passion for these causes, and we wanted to create a way for everyone to get more involved in what matters most to them.

These councils will give employees a space to collaborate, share ideas, and take action on the issues they care about.

Rolling out next month, this is just the beginning of empowering our team to make a real impact—both within MoonLab and beyond.

We can’t wait to see what we’ll accomplish together!

Marc Bishop
Director, WytLabs

Marc Bishop – WytLabs

Recently, we initiated a “Health and Wellness Program” tailored for our digital workforce.

The program focuses on mental and physical health, featuring virtual fitness sessions and mental health days.

We included resources for mindfulness and stress management, accessible to our team at any time.

This initiative reflects our commitment to the holistic well-being of our employees.

The primary objective was to address the mental and physical strains associated with high-stress environments. Increasing work pressures and continuous screen time prompted us to act.

By promoting health and well-being, we aim to boost employee productivity and job satisfaction.

The initiative also seeks to decrease absenteeism and healthcare costs, benefiting both employees and the company.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Improving the Employee Experience: Leaders Explain Their Organizational Initiatives

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Improving the Employee Experience: Leaders Explain Their Organizational Initiatives

How are leading organizations prioritizing the employee experience? 

What specific initiatives are they launching to foster a more supportive, engaging, and productive work environment? 

In this post, we explore these questions through the lens of experienced HR and business executives. 

We asked them to share details about their most recent significant employee initiative, revealing not only the specifics of the program but also the underlying objectives and strategic factors that motivated its creation. 

Their responses offer real-world examples and actionable insights for organizations seeking to enhance their own employee experience.

Read on!

Steve Payerle
President, Next Level Technologies

Enhance Cybersecurity Training for Staff

At Next Level Technologies, our most recent significant employee initiative focused on enhancing cybersecurity training for our staff. 

Recognizing the rising threats in our industry, we developed an intensive training program aimed at equipping our employees with the latest knowledge and tools to bolster our defense mechanisms against cyber threats. 

This initiative was driven by our core value of “Doing It Right Every Time,” ensuring that our employees are not just reactive but proactive in safeguarding our clients’ data. 

We implemented a dynamic training module that included real-time simulations and vulnerability assessments. 

Post-training evaluations showed a 40% reduction in potential security breaches across our managed client networks. This program not only fortified our cybersecurity workforce but also increased client trust as businesses saw measurable improvements in their IT defenses. 

By prioritizing cybersecurity education, we’ve created a robust infrastructure where every team member is a guardian of data integrity. 

This initiative aligns with our goal to transform technology from a functional tool to a transformative force in business, highlighting our commitment to innovation while adapting to the changing tech landscape.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Integrate 5G Method for Employee Engagement

At Give River, our most recent significant employee initiative was the deployment of our comprehensive 5G Method. This initiative focuses on integrating recognition, wellness, growth, gamification, and community impact, aimed at creating a more fulfilling workplace. 

Our motivation was driven by alarming strides in disengagement, costing industries up to $550 billion annually. This data-driven approach addresses retention and productivity by fostering an inclusive, engaging work environment.

For example, we’ve seen great results in companies focusing on employee wellness with a 34% higher profit rate compared to peers. By using recognition tools, we significantly improve employee loyalty and reduce turnover costs that can reach up to 2x an employee’s annual salary. 

Companies using the 5G Method report noticeable improvements, not only in morale but also in team performance and community involvement.

From my diverse background in high-pressure roles, I understand the importance of creating balance and joy in work environments, something the 5G Method effectively addresses. This platform is designed to cater to team needs, promoting continuous growth through integrated learning and measurable results. Our goal is to leverage workplace engagement to drive tangible business outcomes and employee satisfaction.

Tamar Blue
Chief Executive Officer, MentalHappy

Enhance Work-Life Balance with Wellness Sessions

At MentalHappy, we recently launched an initiative focused on enhancing our employees’ work-life balance, recognizing its critical impact on mental health. 

This initiative was motivated by observing patterns of burnout and stress, which not only affect productivity but also the quality of care our team provides to our users.

We introduced scheduled wellness sessions, where employees engage in mindfulness exercises and group therapy. This stemmed from noticing that structured peer support significantly improves mental resilience, mirroring our platform’s success. 

For example, among our own team members, we’ve seen a 30% reduction in reported stress levels since implementing these wellness sessions.

Moreover, we initiated regular feedback cycles directly with our staff to tailor these sessions better and address specific concerns. This personal and professional support approach not only boosts morale but also ensures our team embodies the supportive nature we offer to our users. 

By prioritizing employee well-being, we’re aligning internal culture with our mission to provide compassionate mental health support.

Sean Swain
Company Owner, Detroit Furnished Rentals LLC

Develop Comprehensive Guest Feedback System

At Detroit Furnished Rentals, our recent significant initiative was the development of a comprehensive guest feedback system aimed at enhancing guest satisfaction and refining our offerings. 

From my diverse background in hospitality, business, and logistics, I’ve always understood the value of feedback in driving business improvements. 

This initiative focuses on gathering detailed, actionable insights from guests through targeted surveys that assess their stay experiences, specific amenities, and service interactions.

The key objective behind this initiative is to continuously improve the quality of our rentals by integrating direct guest suggestions and preferences. 

For instance, feedback pointed out the absence of certain kitchen amenities in some units, and we promptly addressed this by upgrading our kitchens to include those items. 

This has led to increased positive reviews and higher satisfaction scores, reflecting the importance of listening to and acting on customer feedback.

Motivated by the realization that incorporating customer feedback is crucial in maintaining high service standards and staying competitive, this initiative ensures we remain guest-centric. 

By allowing guests to feel heard and valued, we foster loyalty and attract repeat bookings, ultimately leading to a more sustainable and thriving business. 

This approach is applicable to any service-focused business looking to improve customer satisfaction through direct engagement and feedback integration.

Michelle M. Henson
Head of Copywriting, Legal Compliance Editor, Juvenon

Launch Digital Wellness and Mental Health Initiative

At Juvenon, we’ve recently launched a comprehensive digital wellness and mental health initiative customized specifically for our employees. 

The goal was to promote psychological well-being and mental resilience, supported by insights derived from our research on longevity and health supplements. 

Given my background in bringing narratives to life, I spearheaded the development of engaging content that communicates the importance of mental well-being in parallel to our physical health focus.

One effective strategy involved incorporating findings from studies—such as those highlighted in our article regarding the mental health benefits of practices like TV watching during stressful periods—which we adapted into interactive digital workshops. 

These sessions offer practical stress reduction techniques and tips for balanced living, inspired by the latest psychological and physiological research.

We’ve also leveraged the PERMA model in our self-care content, encouraging employees to explore activities that engage and fulfill them personally and professionally. 

This initiative was motivated by an understanding that a holistic approach, combining both mental and physical health, improves overall employee output and satisfaction, aligning with Juvenon’s mission to support healthy aging and wellness.

Spencer Gordon
CEO & President, NextEnergy.ai

Enhance Adaptive Learning System Through AI

At NextEnergy.ai, our latest employee initiative focuses on enhancing our adaptive learning system through AI technology. The aim is to empower our team by continuously improving the AI algorithms that manage our solar panels’ energy output. 

This initiative is driven by our commitment to providing top-tier intelligent solar solutions that adapt to user needs over time.

A key motivating factor was our desire to elevate the customer experience by lowering energy costs and optimizing energy efficiency. For instance, by analyzing vast datasets, our AI system can predict weather impacts and seasonal energy demands, thus allowing precise adjustments that maintain peak performance. 

This initiative has improved our service delivery and positioned us as leaders in AI-driven solar solutions in Northern Colorado.

Encouraging employee involvement in this initiative has been pivotal. 

It has fostered a culture of innovation where every team member’s insights contribute to our AI developments, enhancing both personal growth and the company’s value offering. 

By integrating real-time feedback and technical expertise from our employees, we ensure that our solutions remain ahead of industry trends.

Nikita Sherbina
Co-Founder & CEO, AIScreen

Support Remote Workforce with Well-being Program

The most recent employee initiative we launched is our Remote Well-being Program, which was designed to support the mental and physical health of our remote workforce. 

With the challenges of working from home, we realized it was crucial to help our team stay connected, productive, and balanced.

Our main objectives were to create a supportive work environment, reduce burnout, and promote a healthier work-life balance. To achieve this, we introduced flexible work hours, virtual wellness challenges, access to mental health resources, and monthly team-building events.

The driving force behind this initiative came from the feedback we gathered during our quarterly surveys. Employees expressed concerns about isolation and stress, and we noticed that remote work was leading to an increase in workload as the lines between personal and professional lives became more blurred.

By prioritizing well-being, we’re not only boosting employee satisfaction but also fostering long-term productivity and retention. 

It’s been a win-win for us—our team feels supported, and we’re maintaining high levels of performance across the board.

Dave Brocious
Managing Partner, Sky Point Crane

Enhance Safety and Efficiency with 3D Training

At Sky Point Crane, our most recent significant employee initiative focused on enhancing safety and operational efficiency through technology-driven training programs. 

Our initiative, the 3D Lift Planning and Project Management Training, aimed to provide our team with the skills to use advanced lifting technology, ensuring precise planning and execution. This program was developed in response to the growing complexity of crane operations and the need to improve accuracy and safety on job sites.   

The key objectives were to minimize on-site risks and improve project timelines by equipping our operators with cutting-edge tools such as GPS tracking and remote control systems. 

By leveraging these technologies, our operators could simulate different lifting scenarios, which not only increased safety awareness but also optimized crane performance and project planning. 

For example, real-time data analysis allowed us to reduce lift time by approximately 15%, resulting in significant cost savings and boosted efficiency.   

This initiative was motivated by our core value of safety and the drive to provide exceptional value to our clients. Ensuring that our operators are well-trained and proficient with the latest technology helps us maintain a zero-accident workplace and support our clients effectively in achieving their project goals. 

It’s about continuously adapting to the evolving demands of the construction industry while keeping safety and efficiency at the forefront.

Courtney Zalesak
Vice President, Malek Service Company

Improve Customer Service Through Personalized Interactions

In my role as Vice President at Malek Service Company, I spearheaded an initiative to improve our Customer Service Representative (CSR) division. We aim to foster a culture of genuine connection and superior customer care through personalized interactions. 

Key to this initiative are thank-you cards, personalized warranty books, and care packages for our Malek Club Members, making each customer feel valued and heard.

The motivation behind this was simple: to improve customer retention and satisfaction by creating memorable experiences that go beyond typical service touchpoints. 

By implementing personalized reminders and customer gifts, we’ve not only increased customer loyalty but also created a more engaged and motivated CSR team.

This initiative underlines our commitment to an exceptional customer experience by focusing on thoughtful, sincere interactions rather than traditional, impersonal customer service methods. 

It has set a new standard for customer engagement and satisfaction in our industry, which others can emulate by prioritizing personalization and solid customer relationships.

Ernie Lopez
Founder & CEO, MergerAI

Enhance Role-Based Access Control System

Our most recent significant employee initiative at MergerAI has been enhancing our role-based access control system to facilitate seamless collaboration while ensuring data security. 

This was initiated to empower our teams with the necessary tools to work efficiently across departments and with external advisors. It’s an essential development custom to address the complexities of M&A processes that we frequently manage. 

One motivating factor was to ensure that sensitive information remains protected without stifling collaboration. 

By introducing customizable access levels, we’ve improved task management across integration teams and achieved a 30% boost in task completion rates. This initiative stands out as we’re constantly refining our infrastructure to meet the dynamic needs of the M&A landscape. 

Engaging with our technical team and integrating their feedback into development was crucial. It fostered an environment of innovation and adaptability, significantly enhancing technical skills and cross-functional collaboration within MergerAI. 

This proactive approach allows us to maintain our competitive edge by delivering more streamlined, secure integration solutions.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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