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

TEDx Talks2 minutes read

20,000 people protested unequal treatment of women at Google to send a strong message, highlighting the common issue of walkouts and checkouts in the workplace. To prevent disengagement, executives must prioritize communication, as seen with Google CEO Sundar Pichai's supportive response and commitment to progress.

Insights

  • Google CEO Sundar Pichai responded supportively to the protest, acknowledging the issues and committing to progress, showcasing leadership's role in addressing workplace concerns effectively.
  • Managers must proactively address invisible checkouts by fostering open communication, embracing challenges, and following words with action, emphasizing the critical role of transparent communication in preventing disengagement and organizational problems.

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Recent questions

  • How did Google employees protest unequal treatment?

    Walked out

  • What are common forms of workplace disengagement?

    Walkouts and checkouts

  • How can executives prevent workplace disengagement?

    Prioritize communication

  • How did Google CEO Sundar Pichai respond to the protest?

    Supportively

  • How can managers address workplace disengagement?

    Foster open communication

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Summary

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"Google Walkout Sparks Workplace Engagement Solutions"

  • 20,000 people walked out of Google in protest of unequal treatment of women, a dramatic event that sent a strong message.
  • Walkouts and checkouts in the workplace are common, with checkouts being more subtle forms of disengagement that can cost the global economy billions.
  • To prevent walkouts or checkouts, executives should prioritize unblocking communication, ensuring all employees feel heard and respected.
  • Google CEO Sundar Pichai responded supportively to the protest, acknowledging the issues and committing to progress.
  • Managers must proactively address invisible checkouts by fostering open communication, embracing challenges, and following words with action.
  • Employee activists and managers may not always agree, but dialogue, finding common ground, or the "disagree and commit" approach can prevent disengagement and organizational issues.
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