Employee engagement
Few people anticipated the long-term impact of COVID-19 on employee satisfaction. It certainly set in motion the Great Resignation, which is still going strong, with an estimate 4.06 million American workers resigning in September 2022. It is also partly responsible for the new and more problematic “silent resignation” phenomenon. At least Gallup believes so 50% of the US workforce could fall into this category, do only what is required of them. So as companies flesh out their strategic plans for 2023, a key focus will inevitably be improving employee engagement.
Employee engagement is staggeringly low at just 21%, according to Gallup’s most recent “State of the global workplacereport. Making matters worse is the number of employees who report feeling emotionally detached (60%) or even miserable (19%) in their jobs. Companies have responded in kind through signing bonuses, more attractive benefits, offer flexible work arrangements and mental health and wellness benefits to attract new talent and retain existing employees, but the bottom line is, if every other company is using the exact same tactics, it won’t help you to stand out from the crowd Your employee engagement strategies need to go deeper than that.
This is not to say that people do not want higher wages. About half of workers who switched jobs between April 2021 and March 2022 got a job wage increases of almost 10%. This is also not to say that people do not want greater flexibility in the workplace. three quarters of the workers want their company to make flexible working arrangements permanent. However, you should remember that employees are people with different needs. A one-size-fits-all approach to engagement no longer works, and it requires some personalization to ensure employees remain engaged and excited in 2023.
Involved looking ahead
Improving employee engagement is no easy feat. Engagement tactics must make sense for both the company and the staff to be effective. Now is not the time to try to go back to the pre-pandemic days, and clichéd as it may sound, you are operating according to a new normal. A new normal requires a new approach to employee engagement, and the following tips from top business leaders may spark some ideas:
1. Keep your cultural promises: Maura Kautsky, President of Sales Xceleration
Finding the right talent who wants the job and has the skills to get the job done has been a challenge for years, not to mention turnover. About 20% of employees quit within the first 45 days of employment. Part of this can be attributed to improper onboarding and training. If you can’t get new hires accustomed to the job or the organization, it’s hard to maintain engagement, make them feel part of the team, or create any commitment to the company’s success.
But another part of the problem is not keeping the promises made during the hiring process about your organization’s culture and values. Hiring people who fit your culture and who are educated, trained, and do great work simply adds value to the bottom line, said Maura Kautsky, president of Sales Xceleration, a company that specializes in assessing and implementing sales strategies, sales processes and sales execution to drive growth. Clearly articulate why your company exists, Kautsky explains, and more importantly, recognize employees who live that culture and values. It really is that simple.
Kautsky also recommends that leadership teams start listening to employees. Maybe someone needs an hour every day to take their kids to the school bus. Maybe another employee needs an extra 30 minutes at lunch to go to the gym for his physical and mental health. Culture is everyone’s responsibility, so work around people’s schedules when you can, solicit their input, and keep some accounts. You’ll be amazed at how much harder employees work when you adapt and personalize how you meet their needs.
2. Integrate growth incentives: Nicole Durham, director of marketing at Enertia Software
“You always want to encourage and recognize longevity,” said Nicole Durham, director of marketing at Enertia Software, the leading developer of integrated business solutions for the upstream oil and gas industry. “We have several employees who have been with the company for 10, 15, 25 and even 30 years. That’s huge in today’s environment, where making moves is way too easy.” But engagement is not just about preserving the institutional knowledge that tenured team members bring.
Durham continues: “Having senior employees is critical to onboarding and encouraging new hires. It also helps to set an example of what a long-term employment relationship looks like.” In terms of growth incentives, whatever you choose should make sense for your organization. For example, Enertia Software offers many networking and learning opportunities for its employees. The company also has wellness initiatives to support physical and mental health in the workplace, as “happy employees make better employees,” according to Durham.
3. Reevaluate Your Tech Stack: Rob Israch, President of Tipalti
“Most leaders don’t think about their tech stack when they think about the best ways to invest in the employee experience,” explained Rob Israch, president of Tipalti, a payment automation software that helps companies manage their entire supplier payments through all phases of the streamline the payment process. the AP and payment management workflow in one holistic cloud platform. “The truth is that intuitive solutions can improve the employee experience, provide opportunities for growth and make the difference between keeping top talent or losing it to a competitor,” he says.
For Tipalti, those intuitive solutions relate to automation solutions and other efficiency drivers that eliminate manual workloads and reduce stressors that lead to burnout. The company has also implemented an HR microsite to centralize resources, enable more intuitive communications, and streamline onboarding and training, among a host of other benefits. That way, team members can spend more time on analysis, strategy, and other value-added activities that directly impact the bottom line. The technology also serves as an investment in employees, as it facilitates career advancement and increases employee engagement while enhancing the skills needed to drive business success. “It’s a win-win situation for everyone,” says Israch.
4. Practice Gratitude: Erika Perez, senior human resources manager at Enertia Software
“Employees are the company,” said Erika Perez, senior human resources manager at Enertia Software. “Companies sometimes forget that. But you get what you give.” That’s why Enertia Software practices gratitude. Gratitude in the workplace is exactly what it sounds like: showing your sincere appreciation for employees’ contributions. The simple act makes team members feel valued and valued for what they do day in and day out.
Running with the cost of replacing a full-time employee more than 50% to 60% of that person’s salary, a little gratitude can do more than you might think. Employees who feel valued and valued tend to be more productive, satisfied and loyal. However, gratitude alone is not the cure. Perez also recommends implementing strategies that focus on recognition, purpose, intent, and company culture. Intention can be particularly helpful because it takes more abstract concepts, such as values, and translates them into action. The same can be said on purpose, as people want to give more meaning to their work.
A living wage, flexible working arrangements and a decent benefits package are all at stake these days. And while each can certainly help retain employees, you need to do more to keep them engaged. Look at your culture and what it promises, revisit your tech stack, and acknowledge all employee contributions to see how changes can improve the employee experience. Your employees devote their time and energy to the success of your company, so it goes without saying that you should do more to improve their job satisfaction and engagement.
