IN TODAY’S EPISODE 👀 

• This week in 5 numbers: A conflict resolution skills gap

• Lessons from LEGO – what brought them back from the brink

• How To Calculate eNPS

THE ONE MINUTE TO RESEARCH 🔎

by hrdive.com

This week’s headlines ranged from Hobby Lobby’s new minimum hourly wage to Amazon’s return to the office.

Here’s a snapshot of numbers that stood out in the HR space.

65

The age at which a New Mexico-based movie theater was allegedly terminating employee health benefits. The U.S. Equal Employment Opportunity Commission sued the employer, alleging violations of federal law.

$19.25

The new minimum wage Hobby Lobby has set for full-time, hourly workers.

5

The number of days per week Amazon said it expects workers to be in the office. Many employees of the e-commerce giant told professional social network Blind they may opt to job hunt instead.

12%

The share of emerging leaders who demonstrate high proficiency handling conflict at work, according to a report from DDI, a global leadership company.

48

The number of hours within which recruiters should follow up with campus job fair candidates, according to Christine Cruzvergara, career expert and chief education strategy officer at Handshake.

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THE ONE MINUTE TO GET INSIGHTS ✨

by hrzone.com

In 2003, LEGO was on the verge of bankruptcy, but twenty years later, it continues to achieve impressive double-digit growth. This transformation is largely credited to CEO Jᴓrgan Vig Knudstorp (JVK), whose focus on culture and purpose brought LEGO back from the brink. Let’s dive into four key lessons from LEGO’s revival that are still relevant for organizations today.

Lesson 1 - Reconnect with customers
When JVK took over LEGO, he didn’t rush into cost-cutting but instead met with customers face-to-face at events like BrickFest. He listened to their experiences and recognized the deep emotional connection customers had with LEGO, particularly how it fostered creativity and learning in children. This helped refocus LEGO’s strategy around its core philosophy—learning through play.

Lesson 2 - Put purpose and values at the heart of decision-making
LEGO had lost its way by expanding into unrelated areas like clothing and theme parks. By reconnecting with customers, the company redefined its mission: “to inspire and develop the builders of tomorrow.” This provided a clear guide for strategic decisions and helped LEGO regain focus. They also introduced a vision: “to become a global force for Learning-through-Play.”

Lesson 3 - Develop emotional intelligence
LEGO’s family-owned nature emphasizes the importance of relationships, and emotional intelligence is woven into its culture. From fostering healthy team dynamics to empathetic customer service, LEGO understands that caring for both employees and customers is crucial to long-term success. The “Rules of Engagement” in their offices encourage freedom while maintaining consideration for others.

Lesson 4 - Lead by example
JVK role-modeled LEGO’s values and expected others to do the same. Leadership at LEGO isn’t confined to the top; it’s embedded in the culture through the “Leadership Playground,” which encourages everyone to be brave, curious, and focused. This learning culture enables employees to step outside their comfort zones and take on challenges, knowing it’s okay to make mistakes as long as they learn from them.

These lessons show that building a strong, value-driven culture can fuel sustainable success, as it did for LEGO.

LET’S PRACTICE 🧪

by peoplemanagingpeople.com

eNPS, or Employee Net Promoter Score, is a metric used to measure employee loyalty and satisfaction by asking employees how likely they are to recommend their company as a place to work. Responses are divided into three categories: Promoters (scores 9-10), Passives (scores 7-8), and Detractors (scores 0-6). The score is calculated by subtracting the percentage of Detractors from the percentage of Promoters, ignoring the Passives.

How to Calculate It

1. Collect responses

Start by conducting the eNPS survey with your employees. Ask them the core question: "How likely are you to recommend [Company Name] as a place to work to friends or family?" Once responses are gathered, categorize employees as Promoters, Passives, or Detractors based on their scores.

2. Calculate percentages

Next, calculate the percentage of Promoters and Detractors. Divide the number of Promoters by the total number of respondents, then do the same for Detractors. Remember, Passives are excluded from the final score calculation.

3.  Calculate the eNPS

Subtract the percentage of Detractors from the percentage of Promoters. For example, if 50% of employees are Promoters and 30% are Detractors, your eNPS score would be 20. Scores can range from -100 to +100.

4. Interpret the score

An eNPS score above 0 is positive, indicating more Promoters than Detractors. A score between 10-30 is considered good, while anything above 50 is excellent and suggests a highly engaged workforce.

5. Conduct the survey regularly

To track trends and improvements, run eNPS surveys quarterly or biannually. Frequent surveys allow you to monitor changes in employee sentiment over time and act on any emerging concerns.

Why eNPS is important

eNPS provides a quick, easy-to-understand snapshot of employee loyalty and satisfaction. Regularly conducting eNPS surveys helps organizations maintain a healthy work environment and empowers them to address concerns before they escalate, ultimately driving long-term employee engagement and satisfaction.

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