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Jessica Mazzeo, Griesing Law

I recently moderated a panel for the Philadelphia Chapter of Association of Legal Administrators on how employers can measure, meet and succeed when it comes to employee engagement. The panel was engaging (pun intended) and full of information on why, as employers, we can’t seem to stop talking about employee satisfaction and engagement. These conversations are only going to continue as study after study shows that employee engagement is directly correlated not only to job satisfaction but also to employee turnover. While there are many industries that have taken and ran with employee engagement initiatives, it appears (as it is in other areas too like diversity and inclusion) the legal industry still lags behind. It appears that there remains a disconnect between what an employee wants and needs from their employer and what the employer is actually willing to give the employee in return. I followed up recently with Natalie Loeb, founder and lead consultant of Loeb Leadership Development Group, and who previously defined employee engagement in my recent article on the value of workplace wellness programs. Loeb said that when beginning employee engagement programs with her law firm clients, she always begins by stating, “If a firm chooses not to focus on building a culture, it will build one on its own. And is that the culture the firm aspires to?” Building a culture has everything to do with engaging employees and therefore, as Loeb always asks, are you prepared for your (in)actions to communicate the message that is received by employees on the value you see them bringing to the table? Below you will find (easy to follow) information on ways that you can measure, meet and succeed at the engagement of your employees.

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