Issues like work-related anxiety and career burnout still plague companies, as does the perception of disconnected and uncaring executives. These two issues translate into low employee engagement, thus leading to poor customer service and waning productivity.
Considering the results of low employee engagement, it doesn’t seem shocking that top executives from Apple and Walmart recently proclaimed that employees matter even as very much like investors.
In the weeks following the explosion of COVID-19 cases and subsequent work-from-home or stay-at-home orders, employee engagement issue has become even more critical.
The Business Roundtable, a coalition of many business leaders, released a press release in August 2019 calling for companies to specialize in all stakeholders — not just shareholders.
For everyone except top executives, the attitude adjustment probably seems long overdue (and perhaps disappointingly familiar). that’s because, to an extent, companies have always tried to stay people happy, but there’s no magic formula for creating the perfect workplace.
Perhaps concerns within the workplace are because the physical or virtual office itself isn’t really the matter. Could the difficulty actually be the health and happiness of the people inside your office that matters?
There is growing evidence that the long-term health of a company’s bottom line and therefore the health of its employees closely align: Highly engaged teams produce 21% greater profitability, due in no small part to reductions in absenteeism and turnover.
More than being a vague feeling or an abstract ambition, employee engagement drives a company’s fortunes — or dooms it to disappointment. Those individuals at the highest must acknowledge this fact with their spoken and unspoken statements also as strategy.
Executives can not pay hypocrisy to employee engagement.
Instead, they need to realize that employees spend a 3rd of their lives (equivalent to about 90,000 hours) working. The employee-lives mean that they also come to ascertain their “personal brand” as a mirrored image of the company’s own brand.
Therefore, if the corporate isn’t healthy, neither is that the rank and file. Here, we will see the beginning of a vicious circle where underperforming companies neglect and abuse employees — who, in turn, “check out” and cause a good greater performance decline.
In the same way that executives are beginning to rethink who they serve, they need to also revise how they engage employees. Discussion prompts or an occasional (virtual) office party are not any longer getting to cut it.
We must stop brooding about “perks” entirely, and instead, believe building cultures and environments that value communication, transparency, and respect.
It takes extra effort — far beyond what companies ordinarily do for workers. Fortunately, it doesn’t need to take up plenty of time or money to start out producing results with the proper tech-driven approach in situ.
How Technology Can Humanize Workdays
Here are the key components of such an approach:
1. Declutter Communications
With numerous communication channels now available — email, chat, text, then on — important information often gets lost within the shuffle. to form matters worse, everyone who is now working remotely must coordinate his or her efforts exclusively through digital means (and without the help of face-to-face interactions).
Internal communications tools like a contemporary intranet help traverse the clutter and function one source of truth. Implementing one location for all information is significant for companies. They deserve their own channel — one they will oversee and administer — instead of a channel that’s produced for mass audiences.
2. Supply Feedback
Good ideas thrive when information flows freely. additionally, to having a platform for shared information, teams must leverage it to provide feedback and share constructive criticism.
Populating the intranet with content like surveys or discussion threads will make sure that stakeholders have the means to precise their opinions without worrying of recrimination.
Decision-makers, especially, must make it some extent to solicit feedback. Nothing kills employee engagement faster than ignoring people — especially once they are talking about fundamental needs and needs.
3. Remove Hierarchies
Companies must abandon the mentality that means information flows from the highest down. Technology liberates information to flow altogether directions — and it is a sort of community resource accessible to everyone.
When employees have quick access to things like announcements, files, and reference documents, it increases transparency and keeps misunderstandings cornered.
Companies reflect the people within them for better or worse. It’s not a radical statement, even when it’s coming from titans of industry — which suggests it’s not a radical change, either.
Companies don’t get to transform to satisfy their true potential. Rather, they need to unlock the assets already inside the ranks. Technology has the key.