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  • Writer's pictureBrad Weinbrum

What are your employees NOT telling you?

Most, if not all companies would like to believe they are in tune with employee morale. Unfortunately in a landscape where 50% of employees are “quiet quitting”, (with numbers expected to increase), it’s never been more important to tune into what your employees AREN’T telling you. Let’s face it, without a happy and engaged workforce, all the strategy and tactical plans your teams can envision will fall flat on execution. We need to make people a priority to accomplish our growth goals.

Capturing and analyzing data on employee engagement and morale is AS IMPORANT if not more so than measures of productivity. Doing so provides actionable insights into the morale of the workforce which enables quick opportunities for tactics and programs that elevate employee engagement and satisfaction which in turn boosts productivity.

Top issues driving the “quiet quitting” movement include:

  • Insufficient salary structure and/or benefits

  • Lack of communication (top down and between departments)

  • Lack of professional development opportunity

  • General feeling of not being respected in the workplace

  • Lack of flexibility in hours

Not sure where you stand with your staff? Here are 3 quick steps to get you started

1. Establish a system to consistently collect employee feedback. This can be done through traditional surveys, interviews, and even focus groups. These tactics cost more in time than money. Companies winning awards for employee engagement today do so by gathering both quantitative and qualitative data. This ensures an objective view of overall employee satisfaction and engagement, while interviews and focus groups can provide more in-depth information about specific issues or concerns. Measuring is an ongoing process that helps to identify trends and patterns over time as well as capturing more urgent issues that will inevitably arise.

2. Create a culture committee. This group of people should be diverse and reflective of all levels of the company from leadership to mid-level management to the boots on the ground. The most important attribute of those you select for this committee is TRUST. It’s critical to pull folks in NOT because they are consistent high performers, but because they are the ones most deeply connected in the day-to-day culture of the workplace. You can confidently rely on this team to gather and give the most honest feedback, avoid becoming “tone deaf” to your organization and identifying tangible solutions from the most obvious (better communication) to the not-so-obvious (warehouse wants a coffee station).

3. Activate, rinse and repeat. This is where the fun lies. Assuming you’ve established your company values and culture, this is the time to empower your committee with resources to activate a plan that pulls your company values throughout each department, team and individual in big and small ways. Some of the most innovative and effective ideas will come from this team. The clearer you are on your company values and culture, the more creative and effective this team will be. However, be careful to not “rest” on newfound culture success too long. Consistency is KEY. You must maintain an active and consistent focus on measuring, analyzing, and activating if you want to become and maintain status as an employer of distinction.

Transforming success into legacy is the Nivalmi purpose. Developing leadership is our passion. Nivalmi is a carefully curated team of seasoned consultants helping unlock opportunity, improve efficiency, and guide the change necessary to create measurable improvements in people, culture and bottom lines. For more information, visit Nivalmi at or contact us today at


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