3 ways to create a work culture that brings out the best in employees | Chris White | TEDxAtlanta

Summary

The video script discusses the Google walkout, where 20,000 employees protested against gender inequality, highlighting the importance of allowing employees to express their values at work. It contrasts this visible protest with 'checkouts,' the silent disengagement that occurs when employees feel unheard or unvalued. The speaker suggests three strategies for executives to prevent such disengagement: unblocking communication, being responsive to employee concerns, and aiming higher by encouraging employees to bring their whole selves to work. The script emphasizes the need for dialogue, even when disagreement exists, and the potential for organizations to benefit from the diverse experiences and perspectives of their employees.

Takeaways

• 😀 The Google walkout was a significant event where 20,000 employees protested unfair treatment of women, highlighting the importance of standing up for one's values in the workplace.
• 🔊 'Checkouts' are the silent, invisible walkouts where employees disengage due to feeling unheard or unvalued, which can lead to significant economic loss.
• 🗣️ Unblocking communication is crucial to prevent walkouts and checkouts, as it allows employees to feel heard, respected, and considered in the workplace.
• 📢 Google CEO Sundar Pichai's response to the walkout demonstrated the importance of leadership in addressing employee concerns without defensiveness.
• 🤝 Fostering an environment that invites input and creative conflict is key to preventing silent protests and promoting a culture of open dialogue.
• 🎯 Becoming responsive to employee concerns is essential, as inaction can breed cynicism and lead to further disengagement.
• 🤝 In cases of disagreement, maintaining dialogue and finding common ground is preferable to checking out, which can lead to organizational decline.
• 🚫 When common ground cannot be found, employees have the choice to leave and find alignment elsewhere, stay and compartmentalize, or commit to addressing the issue despite disagreement.
• 🌟 Aiming higher than just avoiding checkouts and walkouts, organizations should strive to create an environment where employees can bring their whole selves to work.
• 🌈 Inviting employees to contribute their unique experiences and strengths, like Joan Bohan at Disney, can lead to innovative solutions and better serve diverse populations.

Q & A

What was the main reason behind the Google walkout involving 20,000 people?

The Google walkout was a protest against unfair and unequal treatment of women at the company.

How did the Google employees' walkout demonstrate their stance on workplace values?

The walkout showed that the employees were unwilling to compromise their identities and values for the sake of their jobs, indicating a desire for a workplace that aligns with their principles.

What is the difference between a 'walkout' and a 'checkout' as mentioned in the script?

A 'walkout' refers to a physical protest like the one at Google, while a 'checkout' is a more subtle, internal withdrawal where employees disengage emotionally or actively undermine the organization's objectives without visibly protesting.

What percentage of the workforce is reportedly disengaged or actively disengaged, and what is the cost to the global economy?

Approximately 70% of the workforce is disengaged or actively disengaged, costing the global economy hundreds of billions of dollars a year.

What is the first step executives can take to prevent walkouts or checkouts in their organizations?

The first step is to unblock communication, ensuring that employees feel heard, respected, and considered in the workplace.

How did Google CEO Sundar Pichai respond to the walkout, and what actions did he take?

Sundar Pichai responded non-defensively, expressing understanding and commitment to addressing the issue. He informed managers of planned activities and reassured protesters of their support.

What is the importance of being responsive to employee concerns as discussed in the script?

Being responsive is crucial because it shows that the organization values employee input and is willing to take action, which helps prevent cynicism and future walkouts or checkouts.

What are the three choices employees have when they cannot find common ground with their company's decisions?

Employees can choose to leave the company, stay and compartmentalize while hoping for a future opportunity to address the issue, or disagree and commit to addressing the issue head-on.

Why is it important for employees to bring their whole selves to work?

When employees bring their whole selves to work, including their life experiences, they can offer more to the organization, leading to increased innovation and a more inclusive workplace.

How can organizations encourage open dialogue and the sharing of ideas among employees?

Organizations can encourage open dialogue by asking probing questions, creating a safe space for discussion, and signaling openness to different perspectives.

What is the significance of the question 'What don't we talk about around here, that we really should be talking about?'

This question is significant because it invites employees to share topics that are currently unaddressed or avoided, which can lead to a more open and inclusive workplace culture.