Employee Experience Strategies for Workforce Engagement

Today I'm in the DoorDash NYC office, sitting in our 8th floor cafe as I prepare for my day of in-person interactions - including a 2-hr working session with a NYC-based partner and then a meet and greet with DoorDash's NYC-based Women in Tech community. Typically I'm working remotely from home, so my time in the office always feels special and intentional. The sun is streaming into the office windows that overlook the Flatiron building and Madison Square Park. There is chatter, laughter, and keyboard clicking all around me as others start to ramp up their days as well.

This is what employee engagement feels like to me.

Employee Expectations are Evolving

In the past, a paycheck, brand recognition, or a mission-driven purpose would be enough for companies to engage and retain their workforces. Yet as we usher in new generations of both those entering the workforce (Gen Z) and filling leadership positions (Millennials), many organizations are finding their employee engagement, and consequently their productivity and retention, drop.

We have a unique opportunity to capitalize on a new post-covid work model to rebuild engagement, trust, and employee retention, resulting in both innovation and competitive advantage.?

Embracing New Strategies

So why is it so hard for companies to get it right?

Many just haven’t figured it out yet, though they face similar challenges across industries. Reflecting on my recent workplace experiences, my DoorDash team is working to solve these challenges in the following ways:?

#1. Team members are based in different cities and time zones.?

Solution:

? Establishing (and writing down) our own individual ways of working, including working hours and working styles.

? Collaborating asynchronously, to reduce the need for live meetings or real-time back and forth.

? Communicating with grace, assuming good intent and acknowledging differences in cultures and time zones.?

Not the solution:

?? Working 10+ hour days to accommodate all time zones.

?? Being attached to a work phone 24/7.

?? Arbitrarily requiring in-office days based on physical location, rather than proximity to team members or partners.

#2. Real-time collaboration occurs mostly through virtual meetings.

Solution:

? Meetings are scheduled ahead of time, with agendas and pre-work shared in advance. This ensures the meeting time is used productively, and everyone is able to process the information and fully contribute their ideas.

? Reading time is built into the meeting agenda, so everyone has time to switch their focus and catch up on the topic before diving into the discussion.

? Through this approach, I can plan my days and weeks in advance, knowing what meetings and deliverables will be required.?

Not the solution:

?? Constantly checking the calendar for “fire drill” and “urgent” meetings.

?? Working late into the evening to prep for a next-day meeting.

?? Creating a high-anxiety environment in which employees are joining meetings without understanding the meeting purpose or how they are expected to contribute in the meeting.

??

#3. Managers want employees to take advantage of the office space.

Solution:

? Office space is available, and used intentionally. This makes team members look forward to going into the office for occasional in-person collaboration sessions or social gatherings.

? Having a “home base” office, even for remote workers in proximity to a physical office, like me. This helps employees feel more connected to the company brand and culture (shout out to my DoorDash NYC office!).

? Viewing the workplace as an employee engagement tool, and having a dedicated team that ensures each space is clean, bright, updated, accessible, and full of productivity tools and healthy snacks.?

Not the solution:??

?? Requiring employees to work from an office regardless of role, commute time, meetings, or other team/partner locations.

?? Sacrificing half a day for a commute into an empty office.

?? Causing increased sick days due to spending 10+ hours in an empty, dark, dusty, dingy, moldy office with no natural light or drinkable water (or coffee - #iykyk)?

#4. Mental health is a top priority among employees.

Solution:

? Expanding employee benefits to make more mental health resources available to employees and their families.

? Leaders sharing their own mental health journeys to normalize mental health and reduce stigma in the workplace.

? Empowering employees to manage their schedules and workloads based on personal needs (at Doordash, this also means taking advantage of our unlimited PTO policy and end of year company-wide slowdown).

Not the solution:

?? Expecting employees to push through and focus on work when there are heavy things happening in their personal lives and communities.

?? Creating an environment of critiquing and bullying disguised as “high achievement culture" or "feedback culture.”

?? Placing the responsibility of employee wellbeing solely on Employee Resource Groups (ERGs).

What are some other challenges and solutions I missed? I’d love to hear more about your workplace experiences as we figure this thing out together!

More reading >> Forbes | How to Increase Employee Engagement

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