b'ENGAGE 2024 | HOW AND WHERE WE WORKHow Can Companies Improve This?Recognizethateachpersonyoumanageiswireddifferently.Thismeanstheywillhavedifferent preferences for work models and coaching needs. Understand how each of your people works best, and make sure you are clear on the kind of support they need from you. While the average cadence for one-on-one meetings may be weekly, you may need to adjust that schedule depending on the person and your work model. Some people will thrive with shorter meetings that are more frequent. Others could use a longer meeting less often.Even employees who prefer to work primarily outside of the office feel more energized by in-person meetings if they are done right. That energy will quickly dissipate if they are brought into the office for ameetingthatcouldhavehappenedjustaseasilyoverZoom.Instead,useyourin-officetimefor conversations and activities that could not be done as well virtually. Invite a client to come speak, run an active brainstorming session, provide top-notch training, group people up to collaborate on something of value, do some team building, and celebrate success. Clearlydefineyourcurrentworkmodelandyourexpectationsforthefuture.Vaguevisionsare dangerous these days; it is increasingly important that you are crystal clear about your expectations for the future. Each time you share your company vision with employees and discuss where you expect to be in the next 1, 3, or 5 years, you should also paint the picture you envision for your work model. Also, when recruiting, make sure to share the benefits of your current model and focus heavily on the quality of your culture. People want to do meaningful work in an engaging environment. Show job candidates what that looks like using video and employee comments.13'