Engagement manager mckinsey

You? Ricky, an engagement manager answers these questions and more.Listen: Google play, Apple podcast, Spotify, McKinsey mp3, StitcherJop on Environmental Sustainability at McKinseyHow does McKinsey foster an environmentally conscious workplace? Why is the topic of sustainability such a high priority for our clients? Jop, our director of environmental sustainability, answers these questions and more.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , StitcherJulia on McKinsey’s inclusive cultureHow does McKinsey support equal opportunities for women and men? What does “Feed Forward” mean? Julia, McKinsey’s partner in charge of gender diversity & inclusion efforts and a leader in our Organization and Healthcare Systems & Services Practices, shares her views on these questions and more.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher APD recruiting at McKinseyWhat does McKinsey recruiting look like for non-business advanced degrees? Hear from Darshini, associate, about the APD (Advanced Professional Degree) recruiting process and what it is like to join McKinsey with a non-business degree.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher MBA recruiting at McKinseyCampus tech recruiting at McKinseyBusiness analyst recruiting at McKinseyNot sure what you want to do when you graduate? Mark, senior manager of professional development and Kelsey, senior business analyst, share why a career in management consulting may be right for you.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher Staffing and professional development at McKinseyCurious about what happens after you join McKinsey? Hear from Sherri and Ashley—professional development managers—to understand staffing, the support you’ll receive, and how your career will evolve at McKinsey.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher Introducing McKinsey recruitingSubscribe to the McKinsey Recruiting Podcast series

Tune in to get an insider’s view of McKinsey, hear us answer common questions, and get to know some of our colleagues.Simone and Richard on the Personal Experience Interview at McKinseyWhat does McKinsey’s Personal Experience Interview (PEI) entail? How does it differ from other types of interviews? Richard, an engagement manager, and Simone, director of recruiting assessment, share answers to these questions and more.Listen: Google play Apple podcast Spotify McKinsey mp3 Stitcher Marie on how to succeed in McKinsey’s recruiting processWhat should you include on your CV/resume? What can you expect with Solve, our online problem solving game? Is there a template for success at McKinsey? Marie, one of our global recruiting leaders, answers these questions and more.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher Robert on Beyond Consulting – Client Capabilities NetworkWhat is McKinsey’s Client Capabilities Network? What types of projects do colleagues within our Client Capabilities Network work on? Why is McKinsey currently looking to hire new colleagues within this part of our firm? Tune in and find answers to these questions and more.Listen: Google play , Apple podcast , Spotify , McKinsey mp3 , Stitcher Erika, North American Affinity Recruiting - The Final Round PodcastWhat is diversity recruiting? What makes a candidate stand out in the Performance Experience Interview (PEI)? How do you decide who receives an offer? Erika, affinity recruiter, answers these questions and more. She also talks about her focus on creating high impact programs to educate, support and prepare students for roles in consulting. The Final Round podcast Listen: Apple podcast , Spotify John on Access McKinsey Michiel on Mental Health at McKinseyWhat is mental health and why is it important for consultants? How does McKinsey support its clients to shift their mindsets and behaviors? Michiel, a partner, shares his views on these questions and more.Listen: Google play, Apple podcast, Spotify, McKinsey mp3 , StitcherRicky on Consulting at McKinseyWhat does a consultant do, and what are the different roles on a client study? How can you find out if a career as a consultant is the right choice for

Measure communication effectiveness can guide the process of crafting better internal communications campaigns. This will draw on the insights gained from previous campaigns and should align with the company vision and the audience preferences. It’s a proven approach that will help to future-proof your strategies and ensure continued improvement in your communication approach. Make Strategic Communication Decisions Improving impact measurement and the evaluation of internal communications metrics remains a top priority for organizations in 2023. According to Gallagher’s 2023 State of the Sector report, it is number four on the list of priorities for organizations for 2023. Priorities that take precedence over “improving impact measurement and evaluation” are: Engaging teams around purpose, strategy, and values Refreshing or developing internal communication strategy Enhancing people manager comms Of course, measuring internal communications can also play a significant role in informing strategic communication decisions. Businesses often find that different communication channels have varying effectiveness depending on the message, target audience, and timing. For example, you might find that urgent updates are better received via SMS, while detailed project updates perform better via email. Such insights allow organizations to refine their channel selection, time their delivery, and adapt their communication style as per the desired outcome. These data-driven decisions can lead to an increase in market share and a greater communication reach for the business as a whole.driven decisions can lead to an increase in market share and a greater communication reach for the business as a whole. Improve Employee Engagement and Productivity Measuring internal communications can also significantly impact employee engagement and productivity. A clear and open communication structure, where employees feel seen, heard, and respected, fosters engagement and satisfaction and improves productivity. McKinsey research shows that organizations with strong use of people analytics see an 80% increase in recruiting efficiency. They also see a 25% rise in business productivity, and a 50% decrease in attrition rates, where employees leave the workforce voluntarily. Knowing how to measure communication effectiveness is not just ideal, it is crucial for maintaining and enhancing overall business performance. By prioritizing the measurement of internal communications, companies can improve

Of respondents cite a lack of digital analytics capabilities and 32% lack software development capabilities. It also discovered that only 25% of respondents felt their leaders were engaged and inspiring! A McKinsey article posted in June 2024, references this report, and examines the challenges of great leadership communication in more detail. Unlocking organizational communication: Five ways to ignite employee engagement suggests that leaders can enhance engagement by embedding communication at the core of their roles, choosing key messages wisely, and fostering two-way conversations with their teams. An October 2024 McKinsey article, Go, teams: When teams get healthier, the whole organization benefits, discusses how effective communication is a critical factor in team success. It notes that high levels of trust and communication are essential for creating effective teams, which in turn drive organizational performance. Insights in both these articles underscore the significance of measuring and improving communication effectiveness to foster employee engagement and enhance overall organizational performance. Understanding how to measure communication effectiveness can play a crucial role in boosting productivity and shaping a positive workplace culture. So, let’s examine exactly why we need to measure internal communication Gain Employee Insights Initially, measuring internal communications will help to gain employee insights. This can prove to be a vital resource for honing the efficacy of ongoing communications. Using tools like discussion forums, regular surveys, and focus groups can help understand employees’ perceptions and attitudes toward the messaging. Define and Monitor Communication Goals Another important factor is the need to define and monitor communication goals. Every internal communication plan should have key performance indicators (KPIs) with specific benchmarks they need to achieve. Examples of quantitative communication KPIs include email open rates for internal newsletters, while qualitative communication KPIs may be gauged through focus group sentiment analysis. Defining these KPIs can provide your communications team with a clear vision to strive towards. They will, though, need to monitor them regularly to ensure they stay on course. By setting a specific date and ROI target, internal communicators have a measurable goal that can drive efficiency and commitment. Craft Better Internal Communications Campaigns Understanding how to

In the COVID-19 pandemic, and societies must be prepared to respond if and when that happens. But for now, the pandemic phase looks to be ending. With a possible conclusion in sight, this week McKinsey focused on how postpandemic workforces can be supported with expanded opportunity, digital tools, more equitable promotions, and better office design.In the latest edition of our “When will the COVID-19 pandemic end?” series, McKinsey examined scenarios that would lead to either reigniting a pandemic-level crisis or further steps toward endemicity. As long as Omicron remains the dominant variant, there is reason for relative optimism; in the United States, for example, hospitalizations would remain low (exhibit). By and large, the six-month outlook in many countries is brighter than at any time in the past two years. The main risk to the transition to endemicity is a significantly different and more severe new variant that replaces Omicron as the dominant strain.The latest episode of the McKinsey Global Institute’s Forward Thinking podcast features David Autor, the Ford Professor of Economics at the Massachusetts Institute of Technology. Autor identifies pandemic paradoxes, which include that many thought US poverty and joblessness would skyrocket, but the opposite occurred when poverty rates plummeted to unprecedented lows and the United States ended up with a labor shortage. Leaders should think about ways to expand opportunities, including by being honest with themselves and the labor market about which jobs truly require a college degree.On McKinsey Talks Talent, HR expert David Green speaks with McKinsey talent experts Bryan Hancock and Bill Schaninger. HR leaders can use people analytics to identify big-picture attrition patterns, illuminate how office space is being used, and automate parts of the recruiting process, including finding diverse candidates.In technical roles, only 52 women are promoted to manager for every 100 men, according to McKinsey’s Women in the Workplace 2021 report, coauthored with LeanIn.Org. Companies can improve women’s promotion rates by providing equitable access to skill building, implementing a structured promotion process that seeks to remove bias, and building a strong culture of support for women via mentors and sponsors.Diane Hoskins, co-CEO of Gensler, a global design and architecture firm, has been thinking about effective workplaces for decades and is now helping her clients navigate the next normal. In a conversation with McKinsey Real Estate Practice leader Aditya Sanghvi, Hoskins discusses how COVID-19 made it even more essential to design offices around organizational strategies,

Toward cleaner technologies progresses, the metals and mining sector will provide the raw materials required for the energy transition. The required pace of transition means that the availability of certain raw materials will need to scale up quickly—and, in certain cases, at volumes ten times or more than the current market size. We expect materials shortages, price fly-ups, and the need for technological innovation and substitutions. Stakeholder capitalism asks leaders to prioritize long-termism over short-term gain. In the latest episode of the Inside the Strategy Room podcast, senior partner Dame Vivian Hunt and senior adviser to McKinsey Bruce Simpson, CEO of the Stephen A. Schwarzman Foundation, discuss research and experience that strongly link stakeholder capitalism to traditional sources of value.What makes a CEO great? In a recent edition of Author Talks, McKinsey senior partners Carolyn Dewar, Scott Keller, and Vik Malhotra discuss their new book, CEO Excellence: The Six Mindsets That Distinguish the Best Leaders from the Rest (Scribner, March 2022). The authors interviewed 67 CEOs worldwide who met their criteria for excellence and diversity of both background and approach and identified keys to excellence that can provide lessons for any type of leader. Also in Author Talks, Tareq Azim, founder of Empower Gym, trainer of NFL greats, and creator of the Afghan Women’s Boxing Federation, talks about his new book, Empower: Conquering the Disease of Fear (Simon & Schuster, January 2022), which was coauthored with Seth Davis. Azim discusses how he created a place for women to practice the most male-dominated activity in the most male-dominated society of all time and how anyone can find inner strength.This briefing note was edited by Katy McLaughlin, a senior editor in the Southern California office.COVID-19: Briefing note #86, January 5, 2022Omicron demands renewed focus on familiar pandemic themes.A new year is here, but COVID-19’s latest surge feels so very last year—not to mention the year before that. To kick off 2022, McKinsey looked at issues that many people thought would have started to resolve as the virus died down, but which instead require renewed engagement. Topping our list this week are employee burnout and hits to tourism. But there is positive news as well: reports on the state of mobility and pharmaceuticals reflect that pandemic-inspired changes are leading some industries in new directions.Compared with nonparents, employed parents are more likely to miss days of work because they are experiencing symptoms of burnout