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16 Ideas To Keep CEOs And Executives Connected To Their Direct Reports

Forbes Human Resources Council

When you’re a C-suite executive, and you are so many levels away from the core staff members who help keep the daily operations of your organization going, it's time to engage and take a pulse check.

Creating an open-door policy to improve manager-employee communication levels is essential to building transparency, team morale and trust. Below, 16 Forbes Human Resources Council members share their creative practices to help business leaders get to know their employees better.

1. Schedule A Regular 'Ask Me Anything' Chat

At our company, we call it the "Ask CEO-CHRO-CFO Anything" initiative. We send a Calendly link to our people where they can book a 15-minute chit-chat with any person in a key leadership position. People are curious and they want to get direct answers from leaders. This demonstrates that we encourage an "open-door" policy. It also gives us a better understanding of what's troubling our people and what we should discuss more often. - Ilona Bernotaite, Kilo Health

2. Conduct Pulse And Engagement Surveys

The techniques for helping direct managers to get to know their employees better are much simpler to develop than those for executives who are many levels removed from the majority of employees—and it's even more complicated by remote work. For executives, pulse and engagement surveys can help reach larger groups. In addition, reverse mentorships are another idea to enable leaders to learn about employees from different backgrounds, ethnicities, generations and more. - Rebecca Perrault, Magnit

3. Foster An Environment Of Collaboration And Communication

Company leaders must build trusting relationships with their employees. This requires connection, communication, collaboration and community. Connect with employees to discover and leverage their superpowers and unique talents. Implement and maintain a two-way street communication style. Foster an environment of collaboration by ensuring all employees have a seat at the table. Build a workplace community. - Deborah Stallings, HR Anew

4. Create Social Opportunities To Connect With The Community

At NiSource, our leadership team and employees are closely engaged in the communities we serve, often participating in social, volunteer and charitable initiatives that provide an avenue to connect with each other. Additionally, it puts them in personal contact with the people whose lives we touch through our business activities. - Melanie Berman, NiSource


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5. Make Sure You Spend Enough Time Connecting With The Staff

Twenty-five percent of a CEO's time should be spent connecting with team members at all levels—not just during skip-level meetings. The idea is to learn what’s going on from the front lines, stay grounded and make changes that will improve culture and operations. The CEO is the motivator-in-chief, after all, and needs to ensure employees’ voices are heard. - Kshitij Jain, Joveo

6. Launch A Reverse Mentoring Program

A best practice we've had great success with for our clients is a reverse mentoring program. Our company leaders are paired with junior employees to have conversations about the realities of what their junior employees are challenged with, which is often a surprise to the leaders. These conversations and exposures help the leaders learn more about the up-and-coming talent in their organization. - Kelly Lockwood Primus, Leading NOW

7. Break Bread With The Team Regularly

At The Shine Institute, we created "Winning Workplace Wednesdays." An HR professional can be the host in the lounge, communal area or breakroom where the team takes their lunch or downtime. The leader is invited to break bread with them, announce a new promotion or initiative or just be available to answer questions. Each Wednesday, a different leader can visit, let their hair down, "kick it" and get to know their team members. - Tish Hodge, The Shine Institute

8. Install A Social Directory Platform

We use a social directory platform that contains a personal element to connect. Teammates can load a headshot, fill in and search by interests and answer fun personal questions like “What’s the last book you read?” The platform has an org chart feature and a great way to understand how roles and teams fit together. It's simply a great way to learn about each other to create meaningful connections. - Christina Schmit, Renewal by Andersen | Esler Companies

9. Implement 'Personal Connection' And 'Connection Before Content'

A creative way for leaders to get to know their employees is to implement "personal connection" as part of the onboarding process and "connection before content" as part of regular meetings. Personal connection is a questionnaire that new employees complete to share information about themselves. Connection before content is a conversation to connect with staff at every meeting before diving into business. - Tania White, Canary HR Consulting

10. Facilitate Employee Workshops

At Voya, our leaders have participated in personal purpose workshops, and these sessions include employees at all levels of the company. During the facilitated workshops. employees explore their "why" and, as a result, we better understand one another and what we're passionate about, which fosters a greater sense of inclusion and belonging. - Kevin Silva, Voya Financial

11. Produce And Share Employee Info Videos

One interesting approach we have implemented at PepsiCo Beverages North America involves associates creating two-to-three-minute videos sharing their stories and career interests. We play these videos as part of our talent discussions and it is much more engaging than reading a profile. It drives much more depth in the information shared and helps create enhanced collaboration with those associates. - Andrea Ferrara, PepsiCo Beverages North America

12. Meet With Regional And Functional Teams Quarterly

Monthly surveys and feedback forms can be the first step. However, company leaders should meet with people at least quarterly and remember to get representation from a cross-section of both regional and functional teams. People’s experiences vary depending on where they are and how their team functions. When you foster a culture of receiving consistent feedback, it will improve the working environment. - Bjorn Reynolds, Safeguard Global

13. Make Yourself Visible At All Times

Nothing can ever replace “being with your people.” This means you'll need to start from the grassroots. You are not a leader because of your role or title but rather when your people truly accept you. For this, you need to be visible, accessible and available to interact where your people are and walk a mile in their shoes. Thus, experiencing a “Day in the Life Of” is a great way to earn your stripes as a people leader. - Rohit Manucha, SIH AGH

14. Invite People To Talk About Their Pets

People tend to talk passionately about their pets! So, schedule a coffee break where your team can share pictures, fun facts and stories about their little ones. Listening closely to how they describe their pets can be a reflection of who they are as individuals, and the stories they tell may reveal personality traits. Showing your own endearing side will foster bonds with the staff and strengthen your leadership. - Nick Frey, Avomind

15. Host A 'Lunch And Learn'

Create a companywide "lunch and learn" session between cross-functional teams in smaller groups where employees can discuss and present the topics of their choice. This will help them identify who brings creative solutions and how they can work and integrate well together. Another idea is to create an organization-wide comprehensive "mentor-mentee" program where everyone can be a mentor and mentee to someone. - Prabakaran Murugaiah, iMocha

16. Ask Individual Team Members How (And What ) They're Doing

It sounds too simple, but asking an employee how they are and what they are working on is a great opportunity. The key isn't just asking the question—it's being present and thoughtfully listening to what someone tells you. Then, you have nuggets that you can follow up on and reengage with them the next time you check in. Being heard is powerful for both the employee and their leader. - Denise Triba, Ingenovis Health

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