The "great resignation" is a brilliant phrase to use if you're seeking to dodge accountability. Adults in the USA are projected to spend 60% of our prime adult lives at work, and substantial segment of these working adults are feeling empowered to calculate their personal ROI for their perceived value at their current job. If a salary, healthcare and retirement benefits, and some rhetoric about a mission is all that our associations are offering our staff, that menu of items is offered at a host of other places. The Maslow Hierarchy of Needs tends to be met when you're a member of the senior/executive leadership team, however, what is the ROI for when you are at the Assistant to Director levels? It is a key organizational design factor that we have yet to prioritize into action. Now that we are forced to redesign or even recreate the early career professionals to middle management employee experience, which elements should be intentionally included? Empowerment, professional development, intentional diversity/equity/inclusion, genuine multilevel staff engagement? If you're ready to action on the employee ROI experience, this session is for you.
* Understand how the employee/volunteer experience and workforce design in a DEI issue, especially at the entry level to middle management levels
* Explore the different action steps through the lens of (1) culture, (2) hiring & retention, (3) member/volunteer engagement, and (4) disruptive new ideas