Employee Engagement Focus 2016
By Gabriele Kaier, 31.10.2016, Approx. 5 min reading time.
As more and more companies look to build a more engaged workforce, workspaces become more and more important. They seekto design great workspaces, provide flexible benefits and create great corporate cultures to drive higher engagement. But, what are the key elements that drive engagement today? Check out 6 ways how companies can create great engaging […]As more and more companies look to build a more engaged workforce, workspaces become more and more important. They seekto design great workspaces, provide flexible benefits and create great corporate cultures to drive higher engagement. But, what are the key elements that drive engagement today? Check out 6 ways how companies can create great engaging workplaces. 48 percent of respondents to this year´s Global Human Capital Trend 2016 report identified employee engagement as very important. The demands and expectations of today´s workforce require a more flexible, employee-centric work environment. There is a strong focus on listening to employees, workforce-health and well-being, job-redesign and an enterprise-wide analysis of all dimensions of employee engagement.
The focus on engagement is driven by three outstanding factors:1. There is an intense competition for talented Millennials, who are less loyal to organisations than ever before. 2. There is a need for companies to attract workers with technological and other specialized skills, asevery company digitizes its business 3. Acompany´s employment brand is now open and transparent
Everything seems to be changing at once:
- Employee demands are changing: Employees place higher premium on flexibility, creativity and purpose at work
- The structure of companies is changing: There is a greater emphasis on empowered teams and team leadership
- The nature of careers is also changing: Employees change jobs more rapidly, therefore employers must provide development more quickly, move people more regularly, provide continuous cycles of promotion, and give employees more tools to manage their own careers.
“An always on” and feedback-based approachThere are some new tools in the marketplace that allow employees to give anonymous feedback to rate managers, executives, and about everything else at work on a near-real-time basis. This creates a true “listening environment” and a thoughtful use of such tools give leaders a critical insight into what’s working and what’s not working in the company. This movement to an always on and feedback-based approach is growing rapidly. Many companies are adapting to more complex employee demands by listening more closely, trying new approaches, and actively addressing operational problems.
What are the key elements that drive engagement today?
- Meaningful work
- Hands-on management
- A positive work environment
- Opportunities for growth and
- trust in organizational leadership