After Uber’s Susan Fowler scandal and Google’s recent controversial memo, many companies are tiptoeing around their employees, perhaps more than they had in the past.
Fear of the unknown, however, is not an excuse to be passive. If anything, Uber and Google’s examples should prompt companies to pay more attention to their employees and actively give them a voice. This means inviting and gathering their insight on a continuous, action-oriented basis, not just through annual questionnaires. By engaging with employees in this way — retrieving their raw and honest sentiment — companies can do their best to avoid scandals, implement policy and procedural changes more successfully and ensure operational execution is aligned with overall business strategies.