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Mitch Zenger
LinkedIn Top Leadership Voice🎙️ Founder🔥 Author📚 Making Teamwork Work! 👏 Future of Work Advocate 🔮 People Analytics 📊 Data Utilization Expert 📀 Building Great Places to Work 🏦
Mitch Zenger is a senior executive specializing in workforce strategy and the future of work. He currently holds the position of Senior Vice President of Workforce Strategy at SolomonEdwards, focusing on strategic accounts.1
Professional Background
Mitch is known for his expertise in several areas:
- Future of Work: He regularly shares insights on this topic, emphasizing the importance of flexibility and choice for employee engagement and company success.24
- People Analytics: Zenger is considered a thought leader in this field.6
- Teamwork and Collaboration: He has written about improving workplace meetings and is passionate about making teamwork more effective.36
Thought Leadership
Zenger is recognized as an influential voice in his field:
- He has been listed among the top 200 thought leaders to follow.5
- Mitch frequently shares content on LinkedIn about workforce trends, strategy, and the evolving nature of work.47
Education and Additional Roles
- Mitch attended Brigham Young University for his education.1
- Beyond his corporate role, he is also described as a founder, speaker, and author.6
Mitch Zenger's LinkedIn presence (@mitchzenger) reflects his active engagement in discussions about the future of work, people technology, and building high-performing teams in trusting work environments.7
Highlights
Favorite quote from Cisco's latest FoW research: "Make the office a magnet, not a mandate!" 👏 Here are some of the major themes that came out of Cisco's research:
•While employees overwhelming prefer flexibility in where they work, they also crave in-person connections. It is important to intentionally create opportunities for connection.
•Employees should participate in determining the best modes of collaboration for their individual teams, that focused on the outcomes they are trying to drive.
•Flexibility and choice are key drivers of engagement and well-being. Strive to provide employees with as much autonomy as possible over their schedule and work location by setting clear policies and guidelines that define acceptable hybrid work practices.
•Leaders may be struggling most with the changes in our working environment due to heavy meeting loads and complex demands of a hybrid environment. Provide focused support to leaders to help them adapt their current work practices to a hybrid work environment.
•Leaders are responsible for the most important factor of engagement--providing attention to their team members. Encourage leaders to create a consistent weekly cadence of one-on-one touchpoints with their team members.
People have shown they are resilient and can navigate times of change. Given their varying needs, we see that flexibility, and choice are imperative for employee engagement and company success in the Future of Work. The Future of Work calls for a new social contract of agreed-upon norms that balance between the needs of the individual, their team, and the business.
