Gossip Unpacked: Part Two
October 1, 2018
Show all

Your Employee Experience: When it makes sense to bring in an outside partner

Working on your employee experience isn’t rocket science. It’s really quite simple. Remember though, simple doesn’t alway mean easy.

That said, there are a handful of reasons you may want to leverage an outside partner.

  1. You don’t know what you don’t know (of course you can figure it out, but if you don’t want to/need to… )
  2. Blind spots are real (sometimes it’s helpful to have an objective third party involved)
  3. Trust is low (too low to have honest conversations and candid feedback)
  4. Lack of self-awareness (leaders say they want one thing, but their behaviors send a different message)
  5. Lack of clarity about why
  6. The why isn’t inspiring or compelling
  7. Lack of resources (time, know-how, etc.)
  8. Employees have PTSD from past engagement initiatives
  9. You’ve tried and it isn’t working (see the first point)
  10. People don’t feel safe taking risks or making mistakes

There are other reasons, but these are the most common ones.

When engaging an outside partner get clear about the intent of working together.

  • Is your goal to eventually be able to do the work on your own? If so, be clear about that from the beginning and make sure you have a shared agreement with your partner.
  • Is your goal to find a long-term partner that you’ll work with on an ongoing basis? If so, be clear about that and ensure you clarify expectations, roles, accountabilities and responsibilities along the way.

We love partnering with leaders in service of creating a remarkable employee experience. It’s one of our favorite ways to make a difference in the workplace. Schedule a discovery session if you’d like to explore working together.

Amber Barnes
Amber Barnes
Amber is a leadership development professional with a heart for helping leaders maximize human performance in the workplace (and beyond.) With over a decade of experience coaching, training and advising leaders, she writes to helps leaders become more effective. Amber highlights common pitfalls, effective (and human) leadership practices as well as "must-knows" for leaders.