Employee engagement will be one of the most important differentiators for organizations in 2019, and it’s matters that nearly every organizational leader has thought about recently. It’s the emotional commitment an employee has to their role, their organization, and stakeholders. Engaged employees feel like part of a greater mission, are aware of how their work helps them grow, and understand the impact they construct on others.
When employees feel engaged, results have shown that organizations benefit from higher customer satisfaction levels, improved productivity, and greater gains. So what can you focus on this year to reap the benefits of employee engagement in your own organisation?
In this article, we’ll review 8 important employee engagement trends that you are able to leveraging this year and share quotes from successful organizational leaders along the way 😛 TAGEND 1. Purpose at Work
Successful, engaged squads are made up of employees who have a sense of purpose. Everyone can find purpose in their profession, and that includes people who aren’t doctors, educators, or police officer. Every role exists for a reason, and when individuals understand the impact of their efforts, it’s easier to work toward goals and feel a sense of purpose.
When polled on career priorities, 57% of younger Americans responded that the most important factor was personally enjoyable and meaningful work. Attaining a sense of fulfillment is necessary for optimal involvement. According to Imperative’s Arthur Woods, work is no longer the means to an end, and intrinsic motivators are more powerful today than ever before.
“Purpose is our usefulness, the unique contribution that we and our jobs induce on others. Because research sees our brains are hard-wired for contribution, we are rewarded when we focus on purpose in the form of oxytocin, dopamine, and serotonin. These are the neurotransmitters that build us more motivated, more fulfilled, and more physically optimized to do our work well. This is why purpose is a key driver of engagement.”- Zach Mercurio, Purpose Expert and Author of The Invisible Leader
“This topic has been hot for awhile — but a lot of brands and squads are get it incorrect. In 2019, we are continuing start to see more and more of a focus on the narrative that employees are telling about the work they do — not just a generic statement about their product or team’s intent. We will see more and more people sharing the narrative that their work creates and how that integrates to the long-term story of their employees.”- Mike Ganino, Author of Company Culture For Dummies
2. Professional Development
Employees now expect a broad range of learning and development opportunities to stay engaged and invested in their roles, wanting programs that equip them for the future. Engaged employees have a drive to grow and be enhanced, and failing to empower their development can lead to stagnation.
Instead of thinking about professional developing as subsidizing training costs for an employee’s next employer, view it as an investment in human capital. Continued learning is a critical component of an engaged team, where leaders have the ability to immediately influence the growth of individuals.
“LinkedIn reported that 44% of people said that personal development and career advancement opportunities were the reason why they chose their current chores. Today, young and ambitious professionals view personal career growth as extremely important. Money and higher wages may help companies attract talent. However, it won’t assists them keep the talent. When we hire new people, we look for young and ambitious people; we take them, teach them, inspire them, and turn them into experts. “- Kristina Martic, TalentLyft
“More and more employees want short, on-demand, and effective learning opportunities. Today’s employees expect to find easy access to the information they need when they need it. We’ve been in the world of’ googling’ for a fact or’ youtube searching’ for a’ how-to’ for a long time. Our corporate professional growth will start to meet those demands in the same way.”- Mike Ganino, Author of Company Culture For Dummies
3. Employee Wellness
Employees at companies with strong physical and psychological wellness programs perform better and feel more engaged with their work than those without. In order to build a top-performing team that’s dedicated to their work and enthusiastic about their roles, employee wellness should be more than a line item in a handbook.
Creating a successful wellness program requires endeavor and buy-in from the team, but it also provides profound returns. Many of these programs promoted workplace camaraderie and devote squads a common goal to work toward, one that may not be directly tied to business goals. Creating healthy, team-oriented competitor is a great way to engage employees, and encouraging a healthy level of fitness are likely to be both fun and positive.
“Employee wellness is a fundamental core value for us here at SnackNation. Our office is equipped with a meditation room, ping pong, basketball, scooters, sports leagues, group yoga, and of course healthy snacks to help us bide rejuvenated at the office.”- Andy Varas, SnackNation
“Employee wellness can be simplified by looking at total wellbeing. Here at BambooHR, we try to focus on offering a benefit package that goes beyond simply a medical scheme with a physical wellness program. Our pillars of total wellbeing also include financial, emotional, and community wellbeing. We constantly hear from our employees that they know we care about them, which attains them more committed to our organization.”- Kim Stout, BambooHR Benefits Specialist
4. Diversity& Inclusion
Diverse and inclusive teams have been shown to help employees feel more engaged and psychologically safe. In the workplace, diversity is about representing different backgrounds in organizational process, including recruiting, hiring, and advancement. Inclusion is about the environment and how each person experiences the workplace.
It can be challenging to overcome unconscious biases at work, but you can’t afford to ignore the benefits of a diverse and inclusive workplace. Teams can start by use bias-reducing hiring practises, offering generous parental leave, ensuring equitable pay, and hosting unconscious bias training sessions. However, the most important point( and difficult) step is building a genuinely all-inclusive culture.
In all-inclusive cultures, companies promote a sense of equity, belonging, participation, and psychological security for all employees. When employees feel comfortable at work, they’re happier and more innovative as a result.
“A culture of inclusiveness is rooted in trust and respect, but it is much more than that. It’s building sure that employees is recognized that their contributions and sentiments are noticed.
It’s leaders and managers espousing individualism and diversity, celebrating each person’s unique strengths and accepting their weaknesses. These are the work cultures in which employees feel that they belong. They feel valuable and one of the purposes of the conversation — empowered to offer their ideas and concerns.”- Jane Miller, COO and EVP at Gallup
“It’s so important to engage all employees and assists them feel appreciated and understood. Due to the nature of mill work, it’s much more difficult to regularly connect with mill employees than it is to connect with corporate employees. Since our employees can’t have their telephones on the factory floor, we worked with the Bonusly team to add the platform to kiosks in our breakrooms. With access to those kiosks and the Bonusly mobile app, everyone can easily dedicate each other bonuses.”- Andrew Schrader, Human Resource Manager at Chobani
5. Flexible Run Schedules
In a recent pay and benefits survey, 76% of respondents preferred a flexible work schedule as the best incentive their employer could offer. Flexible work schedules are prevalent at modern organisations, and offering these sorts of flexibility is a common perk for “Best Place to Work” honorees. This tendency permits employees to stay engaged with work on their own terms.
Flexible work schedules are appreciated by most job seekers, and they’re now expected by many prospective employees, especially those applying for remote postures. In a workplace predilection survey, 77% of millennials indicated that a more flexible work schedule would heighten their productivity- a sentiment echoed by similar studies.
“The leadership team here at Pro Back Office treats employees with respect and always has employees’ best interest in intellect. The flexibility allows for great work-life balance.”- Kevin Driscoll, Pro Back Office
6. Employee Experience
Employee experience encompass comments and observations, guess, feelings, and participations of employees’ hour at an organization. Usually referred to as EX, employee experience are likely to be felt in the office, at events, and over digital collaboration platforms. Organisations that successfully leverage employee experience start with their employees at the center of individual organizations and run from there.
According to SHRM, experiential organizations( those that scored highest in culture, technology and physical workspace) outperformed their peers by 400% when it came to profits, find 40% lower turnover, and had stock prices that outperformed the general market.
Think about the key components of your employee experience and how you can improve them. How do you onboard your new employees? What does your employer brand feel like? How are you measuring the engagement of employees?
“We are going to see more and more organizations moving away from rolling out a bunch of employee experience experiments and getting few results to an environment where they are listening to the narratives employees are telling about work and comparing them to stories they wish they were telling. By be concentrated on the narrative gap between what is and what could be, we will see more brands move the needle on employee experience. We will also see that this’ story listening’ will lead to even more customization amongst employees’ divergent and diverse needs.”- Mike Ganino, Author of Company Culture For Dummies
7. People Analytics
Employees use a variety of tools each day, creating data that can help organizations identify engagement issues and drive positive change. We live in the age of big data, and HR is the next industry poised to make the most of analytics. Specialized software, from pulse surveys to collaboration tools, captures data that can help teams make decisions to analyze employee involvement, predict future behaviour, and inform solutions.
The cost of turnover can be staggering for many companies( try out our calculator if you’re curious ). Employee disengagement can be equally expensive .~ ATAGEND However, we can now anticipate engagement problems much better than before, saving organizations a great deal through retention.
In Deloitte’s 2018 Global Human Capital Trends report, 84% of respondents viewed people analytics as important or very important. People data is taking center stage in many organization, with huge HR investments in technology resulting in mountains of data. However, with this deluge of data comes the challenge of parsing through the noise as well as increased very concerned about data privacy.
8. Recognition& Rewards
Employee recognition is the open acknowledgment and expressed appreciation for an employee’s contributions to their organization, and it’s one of the fastest-growing trends related to employee engagement.
Recognizing employees and rewarding them is a powerful route to improve employee involvement. When asked what leaders could do more of to improve engagement, 58 % of professionals endorsed giving recognition. Pertained research validates that endorsement, showing that recognition increases employee involvement up to 60 %.
Aside from its effects on employee engagement, recognition has been shown to reduce turnover, enhance productivity, and improve morale. You can construct the most of a strong employee recognition program by employing specific, timely, frequent, and visible recognition.
Recognition can be helpful by itself, but by tying recognition to real rewards, organisations will see greater adoption and return on program expenses. One Deloitte report “found that employees who receive regular small rewards, in the form of money, phases, or thanks, are a staggering eight times more engaged than those who receive compensation and bonus increases once a year.”
Offering varied and creative rewards can help you win employee proponents and create a positive effect on employee engagement.
“One of our most successful people and culture initiatives has been to increase employee recognition and actually celebrate our wins, big or small. We know from experience that recognise employee contributions helps to build individual self-esteem and overall team morale. It sends the message that we value each employee and that their work matters – and who wouldn’t wishing to their best work in that surrounding?
Celebrations don’t need to be excessive, and there are online tools to help. At Collage, we do a monthly’ kudos’ conference. I send out a short email form asking employees who they want to give kudos to and why( it could be for a great sales pitch, a beautiful line of code, or offering some personal help ). We then read the submissions out loud at our all-hands session. It’s so simple, yet people actually value giving kudos and receiving them.”- Sophia Jaffer, CHRP, HR Lead at Collage
“Bonusly is beneficial to our squads and to the health of our company because assuring what your coworkers have done day-to-day helps you get to know one another a little better. I’ve considered more recognition between departments and have a greater understanding of what people on other teams are up to. The increased visibility has clarified the importance of everyone’s roles and helped us understand what people are doing, day in and day out.
Bonusly has been incredibly helpful for squad members who may feel that their contributions are overlooked or who don’t necessarily see how their effects extends far beyond their teams.”- Colleen Smith, Reach Engine
“The energy and cost of creating a highly engaged organisation may sound daunting, yet the comparative costs of higher employee turnover, lower productivity, and less impressive client interactions is a much better cost to an organization. Investing in your people to build involvement has the largest ROI of any investment you could build in your company! Engaged team members are the root of successful growth, new innovative notions, and superb client experiences that get your organization recommended! ”- Christina Rowe, The Collaborative Team
Engaged employees are focused on much more than their paycheck. They’re invested in their work in a way that invigorates others, facilitates “flow”, encourages trust, and moves organisations forward. We hope these 8 trends have inspired your team to take a closer look at employee engagement.
How is your organization planning on impacting employee involvement this year? Learn how to improve with our practical guidebook, The Employee Engagement Handbook.
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