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EXTRA FEATURE

WHO REALLY OWNS THE

EMPLOYEE EXPERIENCE?

BY KRISTIN T. TULL, PH.D.

t PRADCO, a management to be halfway to an important project with the make you feel good about yourself. Conversely,
consulting firm based in end in sight, but often we don’t look at things steer clear of people who tend to be negative or
Cleveland, we help leaders select, that way. Focusing on progress can help keep zap your energy. You may have to interact with
develop and retain employees the momentum going over the long haul. them some of the time but being more intentional
A who perform well and fit the about how you spend your discretionary time can
organizational culture. We are often asked to Deal with problems objectively and with help with your overall attitude.
evaluate new hires and develop current leaders so compassion.
that organizations can perform at a high level. We Sometimes things do go wrong and we need to Leave people better than you found them.
are also asked to measure employee engagement share bad news or address problems. In these Each of us has the power to influence those with
with the thinking that engaged employees will cases, it’s important to focus on the behavior whom we come in contact. We can make people
stay longer and perform better over time. rather than the person, and to be solution- feel valued by asking them questions about
For the past several years, leaders have been oriented rather than belaboring the problem. themselves and really listening to the answers,
going to great lengths to create a positive culture Often, people feel bad enough about a mistake or we can focus on talking and sharing what’s
by offering perks, flexibility, and meaningful they made or a problem they caused, so that important to us. We can highlight the good, or
work to ensure employees are engaged. Recently, our harping on it doesn’t help anything. we can point out the flaws in others. We choose
I read an article that suggested that employees Moving into solution mode and helping the what we focus on and react to, and how we
own the experience of being engaged as much person fix the situation is the best use of energy interact with people can affect them greatly. If
as employers are responsible for creating a good and will result in a better outcome. we focus on having positive interactions and
work environment. That got me thinking about making people better, we all win.
what each of us can do to be more engaged and Look for the good in people. Some of these ideas may seem simplistic,
to create a more positive experience for those Most of us mean well and want to do good work, but we control our thoughts and our reactions
around us. so focusing on the positive attributes of people to things, and if we are intentional about being
We spend most of our waking hours at work, can go a long way toward enjoying the day. Think positive, we will have a better work experience.
so we could put more focus on having fun while about what you have in common with people As leaders, we contribute to the culture, so if
we are there rather than counting down the hours rather than how different you might be. When we set the example by how we act and deal
to the weekend. working with difficult people it can be useful to with situations, others around us will follow
put ourselves in their shoes. People have a lot suit and have a better experience as well.
WHAT CAN WE DO TO HAVE A going on in their lives and often there are reasons
BETTER EMPLOYEE EXPERIENCE? why people are negative or unhappy. If you knew
Here are a few ideas that can help you think about what was going on in people’s lives you might Over the past 27 years, Dr. Kristin
work in a different way. better understand why they act like they do. Tull has taken on a variety of roles
during her ascension to the
Keep track of what you get done. Do something nice for others. Presidency of PRADCO, a women-
Ideally, our work is aligned with our purpose There is a lot of research that suggests that being owned organization that specializes
so that being productive equates to positive service minded leads to happiness and greater in helping companies select, develop and retain
feelings. Making good use of our time and longevity. Even small gestures like saying hello people who fit their cultures and contribute to
recognizing our own achievements on or complimenting someone on their work can organizational goals. In addition to her account
a regular basis contributes to feelings of brighten someone’s day. Expressing gratitude management and business development activities,
satisfaction. Often in our coaching practice we and saying a heartfelt thank you can be very Kristin has been an industry leader in the creation
encourage people to keep a log of good things motivating to people, and it takes very little and validation of the assessment instruments that
they do so they don’t miss them — too often time or energy to share it. Telling people how contribute to the backbone of PRADCO’s
our focus is on what we didn’t get done or what their work contributed to a bigger goal can evaluation and development strategy. Most
went wrong rather than on what went well. also be a way to help people feel valued. recently, Kristin has focused her efforts on the
creation and delivery of a dual-track coaching
Build in opportunities to celebrate progress. Spend time with people who make you program, offering a structured, yet flexible
When working on long-term projects, set feel good. approach to developing high potential people. She
some short-term goals to create opportunities Some people give you energy while others don’t. is also very involved with, and passionate about,
to celebrate success along the way rather than Build time into your week to spend time with developing women leaders. She can be reached at
waiting for the big win at the end. It can feel good people who are positive and enthusiastic, and who (440) 337-4647 or ktull@pradco.com.

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