Naval Information Warfare Center Pacific
As a federal agency, NIWC Pacific does not have the flexibility of a company to enhance benefits and compensation to attract and retain talent. The highly structured organization was seeking ways to get input from employees and provide channels for them to inform policies.
Opportunity Employment Practice
Establish channels for all employees to submit feedback and ideas for operational improvements.
Having safe channels for employee voice allows both feedback and new ideas to be shared with the organization. Employee voice can boost productivity through retention, as well as improved internal processes. Frontline employees have valuable insights on their job structure, organization operations, and clientele; they only need a supportive channel to share them.
About What Good Looks Like
When companies empower their employees, everybody benefits. What Good Looks Like presents case studies of leading companies who have committed to supporting their frontline and entry-level employees. In a changing workforce landscape, it’s not only important but also urgent for employers to respond with innovation. Each edition of What Good Looks Like and each individual case study gives readers a closer look into how companies of diverse geographies and industries have piloted, implemented and scaled equitable talent practices.
We heard a consistent request from our employer partners for detailed examples of how other companies have made their visions of a more equitable, robust talent system a reality. We compiled What Good Looks Like to fill that request and added practical exercises on top of the research to help readers assess their own paths forward.
The research included in this case study was supported by funding from the W.K. Kellogg Foundation.