I’ve mentioned the story of my layoff a few times before, which ultimately led me to the creation of my brand, Employee Fanatix. But what you may not know, is the real reason I wanted to start this journey. Once upon a time, I also made a decision to leave a job. I wanted to no longer have to mute my voice or my presence. I knew I deserved to belong, to be heard and appreciated for all that I have to offer. So I left. I was good at my job, I even had development opportunities in front of me, but no one was filling that gap that seemed so obvious. Between quitting one job and being laid off from another, Employee Fanatix was born from a mixture of an adverse decision and an “Ah-ha” moment. No one was listening to me or my colleagues. We had no voice and no established value in the workplace. I wanted that to change, so I made that change happen myself. 

My “Why”

Now my story might be unique, but the feelings of being unimportant, unheard, and devalued are relatable. I’m sure that every one of you reading this has experienced those feelings in some capacity throughout your career. This is why good employees quit their jobs, so I now make it my mission to give employees a voice where I didn’t have one, and is why I created a management consulting service in Denver, my hometown. My firm works to fix the hiccups and the bad feelings that strike before employees quit so that they won’t feel forced to leave.

“Employee communication is now much more woven into how we operate.” – Christinne Johnson, President, HR

In many organizations, I find executive leaders aren’t paying attention to those they lead. I believe keeping employees engaged and validated is firmly rooted in actively listening to their voices, and establishing listening as a core organizational value. As an employee advocate, I regularly field questions about employee motivation. Human Resource leaders express concern over keeping their talent engaged and acknowledged, and feeling fulfilled at work. Initially, my management consulting services started as a way to help with employee engagement and retention, but in one way or another, the advice I always give leads back to one central concept: the value of a listening culture. 

What We Offer

With employee engagement and retention at the root of what I was trying to accomplish, topics like training and leadership development began to blossom organically. This not only gave me the opportunity to expand my services, but now I could help organizations develop and improve their workplace culture. By opening up the door for employees to voice their opinions, we help organizations make sense of employee engagement surveys and facilitate listening sessions and Employee Resource Groups in order to assess the areas where organizational leaders may be doing great and where they need improvement.

“We felt like we really moved the needle. Now we know what our focus should be, and we’ve embedded new goals and initiatives into our everyday work.” – Karyn Gonzales, Director, Payor Partnerships at DaVita Inc.

My firm’s journey has not been linear or even easy, but I can say that it has been worth it. I am proud to hear about the positive impact our work has had on organizations worldwide.

So, we will continue to fight the good fight, elevating the voices of the often voiceless, working, out of compassion, with leaders to improve employee experience, everywhere!!

That’s my story, and I’m sticking to it!!

Thanks for being on this journey with us!