Dear Friends, At The Waymakers Change Group, we’ve proven that when employees feel seen, respected, valued, and protected, organizations are better able to close the contribution gap (the difference between what employees could give and what they actually give), and more positively impact business outcomes. In our last two newsletters we shared examples of how […]
Dear friends, The four needs all people have in the workplace—to be seen, to be respected, to be valued, and to be protected—are foundational to the workplace wellness methodology The Waymakers Change Group created called The Way. Our research and our clients’ results prove that when leaders are intentional about consistently meeting these needs for all […]
Dear Friends, Everything we do at The Waymakers Change Group is based on the four needs all people have in the workplace—to be seen, to be respected, to be valued, and to be protected. Our data proves that when employees have these needs met, they contribute at a higher level and their companies experience increased […]
Dear friends, This is our last newsletter following Emily’s team along their Bridging journey. (If you missed our previous Bridging issues, you can find them here.) Through Emily’s team we’ve learned that Bridging is needed to help take us from where we are to where we need to be—so we can increase employee contribution and […]
Dear Friends, The last few years have left us so divided. We continue to separate ourselves along countless lines of demarcation. We look for signs of dissent before we look for signs of agreement, and as human nature would have it, we usually find exactly what we’re looking for. These last few months have, in […]
Dear Friends, Our last two newsletters followed Emily and her team along the 5 Steps of Bridging. Each step helped them build genuine connections with one another, so they are empowered to move from being dissatisfied, untrusting, and siloed to feeling psychologically safe and accomplishing more for themselves and their company. Step 1: Purpose saw the […]
