Redefining the Employer-Employee Relationship: 5 Lessons from the Connector Series
The Connector Series is all about conversations that matter – and our most recent panel, Redefining the Employer-Employee Relationship, brought the heat.
Last week, we gathered five standout leaders from across the Greater Philadelphia business community to explore how the employer-employee dynamic is shifting in today’s world of work. Spoiler: it’s not just about perks or policies. It’s about trust, transparency, and a deeper understanding of what employees really need to thrive.
Here are five powerful takeaways from the conversation – plus quick video clips from each speaker to keep the insights flowing:
1. If you want a culture of psychological safety, show it.
It’s not enough to say your culture values feedback. If employees don’t see it modeled, they’ll stay silent. Trust and innovation start with how leaders behave.
🎥 Kate Raetsch on building cultures where people feel safe to speak up:
“We talk a lot about psychological safety; but if I don’t see it, it’s just a buzzword.”
2. Teach employees how to handle disappointment
Younger professionals may not have much experience dealing with tough feedback or decision-making processes. Help them navigate it by being transparent—even when they don’t get their way.
🎥 Kate McKinnon on building emotional resilience through clear communication:
“It doesn’t mean your opinion is the deciding factor – and that’s okay.”
3. Swap the survey for a “stay” interview
Employee surveys can miss the mark—especially if you don’t know who’s behind the feedback. Honest, one-on-one conversations with your best people? That’s where the gold is.
🎥 Holly DePalma on how stay interviews drive meaningful retention strategies:
“What keeps you here? What would make you leave?”
4. Transparency doesn’t mean having all the answers
You don’t have to know everything in real time. What matters is being honest, consistent, and showing up again and again.
🎥 Stephanie Taylor on leading through uncertainty with honesty:
“They’ll trust you more as things are happening—because of how you made them feel last time.”
5. Disagreement doesn’t have to mean disrespect
Want people to share bold ideas? Create a space where disagreement leads to exploration – not judgment. It’s how psychological safety takes root.
🎥 Jackie Linton on encouraging ideas, even when they challenge your thinking:
“Help me understand how you got to that point.”
This is what the Connector Series is all about: big ideas, honest conversation, and connecting the dots between leadership, culture, and the future of work. Want in?
Stay tuned for future events – and if you missed this one, don’t worry. The conversation’s just getting started.
Redefining the employer-employee relationship takes more than policies and perks
It takes trust, transparency, and a genuine commitment to people. As the Ultimate Connectors, we’re proud to bring together leaders who aren’t just talking about change – they’re driving it. We’re here to help build workplaces where people feel seen, heard, and empowered to thrive.
