Das Empuls Glossar

Glossar der Begriffe des Personalmanagements und der Sozialleistungen für Arbeitnehmer

Employee Network

Employee networks are crucial in promoting diversity, equity, and inclusion. They provide a platform for employees to connect, share experiences, and collaborate on initiatives that contribute to a positive work environment.

What is an employee network?

An employee network, also known as an employee resource group (ERG) or affinity group, is a voluntary, employee-led organization that brings together individuals with shared interests, backgrounds, or characteristics.

These groups create a sense of community, support, and inclusivity within the workplace. Employee networks aim to foster diversity and provide a platform for employees to connect, collaborate, and address common issues or concerns.

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What are the different types of employee networks?

There are 11 different types of employee networks. They are:

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Women network: A network for women employees to connect, mentor, and empower each other.
Asian network: A network for Asian employees and allies to showcase Asian diversity, heritage, and contributions and to support the professional and personal development of Asian employees.

Latinx network: A network for Latinx employees and allies to celebrate Latinx culture, identity, and values, and to provide networking, mentoring, and career advancement opportunities for Latinx employees.
Veterans network: A network for veterans and military-affiliated employees and allies to support the transition, integration, and retention of veterans in the workplace, and to honor their service and sacrifice.
Disability network: A network for employees with disabilities and allies to raise awareness, educate, and advocate for disability inclusion and accessibility in the workplace and beyond.
Parents network: A network for employees who are parents or caregivers to share resources, tips, and best practices on balancing work and family life, and to support each other through the joys and challenges of parenthood.
Young professionals network: A network for employees who are early in their careers to learn, grow, and network with peers and senior leaders, and to explore career opportunities and pathways.
Green network: A network for employees who are passionate about environmental sustainability and social responsibility, and who want to make a positive impact on the planet and society through their work and actions.‍
Wellness network: A network for employees who are interested in health and wellness, and who want to promote a culture of well-being, happiness, and resilience in the workplace and beyond.

What is an employee resource network?

It is a voluntary group of employees who share a common identity, interest, or experience. They provide support, career development, and personal growth for their members. They also help to foster a culture of diversity, inclusion, and belonging in the workplace.

What is the difference between an employee network and an employee resource group?

While both ERGs and Employee networks share similar aims and objectives, there are some key differences:

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Focus: An ERG often focuses on providing a voice for one under-represented group, whereas an Employee Network may act as a channel for the workforce.
‍Purpose: ERGs are often connected with equality, diversity, and inclusion (EDI), providing a safe space for people with particular characteristics. In contrast, Employee Networks may seek to share interests and/or influence organizational policy.

Why is employee network important?

Here are a few reasons why it’s important:

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Knowledge sharing: Networks facilitate the exchange of information and ideas, fostering innovation and problem-solving.
‍Collaboration: A strong network can enhance collaboration and teamwork, improving productivity and efficiency.
‍Career development: Networks can provide mentorship, professional development, and career advancement opportunities.
‍Employee engagement: Networks can help employees feel more connected and engaged, boosting morale and job satisfaction.
‍Organizational success: A well-connected workforce can lead to better decision-making, improved business processes, and ultimately, the organization's success.

How do you build an employee network?

Building an effective employee network involves creating an environment that encourages collaboration, communication, and mutual respect. Here’s a step-by-step guide on how to build an employee network:

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‍Define the purpose: The first step in building an employee network is to define its purpose. This could be anything from fostering better communication, encouraging innovation, or promoting diversity and inclusion. The purpose will guide the structure and activities of the network.‍
Identify key stakeholders: Identify individuals who are influential and have a vested interest in the success of the network. These could be senior leaders, managers, or employees who are well-respected within the organization.‍
Establish a structure: Decide on the structure of the network. This could be a formal structure with a steering committee and designated roles, or a more informal structure where everyone has an equal say. The structure should align with the purpose of the network.‍
Create a communication plan: A communication plan is essential to keep members informed about the network’s activities and achievements. This could involve regular meetings, newsletters, or a dedicated intranet site.‍
Organize networking events: Regular networking events provide opportunities for members to connect and collaborate. These could be workshops, seminars, social events, or online forums.‍
Provide opportunities for professional development: Offering opportunities for professional development can attract employees to the network. This could involve mentoring programs, training sessions, or guest speakers.‍
Evaluate and adapt: Regularly evaluate the effectiveness of the network and make necessary adjustments. This could involve conducting surveys to gather feedback from members and using this feedback to improve the network.

Umfragen zum Puls der Mitarbeiter:

Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).

Treffen unter vier Augen:

Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.

eNPS:

Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.

Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:

Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben.
Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren.
Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.

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