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The current employment landscape presents unique challenges that organizations must address to improve employee retention and adapt to new ways of working. With the rise of remote and hybrid work arrangements, organizations may have different work systems than in the past, and these arrangements can vary within the same organization. Additionally, there is a growing trend of reduced tenure and job hopping, particularly among younger workers. According to a recent Gallup report, 21% of millennials have changed jobs within the past year. These employment conditions can lead to increased costs associated with hiring and onboarding, lower morale and productivity among workers, reduced innovation and greater risk to business successes.
To combat these challenges, organizations must elevate the employee experience by ensuring their employees are engaged. Engaged employees have a strong mental and emotional connection toward their work, their teams and their organization, leading to improved employee retention, client satisfaction and business results.
Organizations should consider establishing a dedicated team to advance the critical area of employee engagement. Having a dedicated team ensures that of employee engagement receives the attention and dedication it deserves. By specializing in this area, the team can develop expertise and implement strategies with greater efficiency and lowered expenses. It is important to note that this approach can be adaptable for small or micro-organizations as well, where a smaller team or even a single person can be responsible for driving engagement initiatives.
The scope of an engagement team may include a variety of initiatives, including a focus on blending in-person and virtual onboarding. Whether employees are on-site or remote, it is crucial to provide a robust onboarding experience to ensure they feel welcomed and supported from day one. This can be achieved through creating videos for foundational onboarding topics, cohort mentoring programs and virtual expos, where other teams can highlight how their work affects the new employee. In-person onboarding opportunities are also critical. Leaders should meet with their employee face-to-face within the first 30 days of employment to improve engagement and retention. In addition, businesses may consider bringing remote employees together in person to network, learn more about the organization and truly experience the company culture.
“For hybrid and remote employees, it is important to create ‘moments that matter’ – opportunities where employees can catch up with those they have not seen for a while and network with others they have not met before.”
An engagement team should also recognize that virtual connectedness plays a vital role in sustaining engagement after the onboarding process. Organizations should actively seek ways to connect with their employees and connect employees with one another, regardless of their work location. One way to accomplish this is through a digital employee-matching platform. Software as simple as SharePoint or Excel can be used to randomly match two employees and introduce them to one another. They can then connect virtually or in-person, if located close to one another. An engagement team can also create employee spotlights in internal communications, highlighting unique and meaningful employee stories. Another tactic is communicating when hybrid employees will be on site or in the office. This can help others plan their day and be intentional about connecting with others. Providing personalized, meaningful recognition for birthdays, anniversaries and work accomplishments, either in-person or virtually, also nurtures a stronger connection between the employee and the company. These are just a few examples of how organizations can foster a sense of belonging and connection among hybrid and remote employees.
Creating opportunities for employees to come together in-person for both work-related and non-work-related activities is another key aspect of improving employee engagement. For hybrid and remote employees, it is important to create “moments that matter” – opportunities where employees can catch up with those they have not seen for a while and network with others they have not met before. This can be accomplished through traditional meetings such as company, department or unit meetings, as long as time is reserved for casual conversations. An engagement team may also consider organizing coffee breaks, sporting events, trivia nights and volunteer opportunities to build relationships and foster a positive work environment. It is important to provide and communicate a large variety of opportunities to meet the needs of many employees, as not all activities will resonate with all employees.
While a dedicated engagement team or lead can have a large impact on the employee experience, it’s imperative to empower leaders to engage employees. Leadership development should be provided on ways leaders can engage their employees. This may be as simple as team-building activities or one-on-one sessions focused on the employee’s work. In addition, leaders may leverage stay interviews (as opposed to exit interviews) to understand the unique career needs of employees. As resources allow, dedicated budgets may be set aside for employee engagement initiatives such as off-site team events, virtual engagement platforms and activities, or company-branded merchandise.
As steps are taken to engage employees, it is crucial to obtain continuous feedback to understand employee needs, as they may change over time or vary across different work locations. Engagement teams can leverage various methodologies such as surveys, virtual and physical suggestion boxes, and testing small implementations of tactics to gather feedback and make informed decisions. These strategies can also help with ongoing measurement, as employee engagement is not a one-time effort, but an ongoing process.
Organizations that prioritize employee engagement reap the benefits of an engaged workforce and a positive work environment. By establishing a dedicated team, implementing effective tactics and continuously seeking feedback, organizations can create a workplace where employees feel valued, connected and motivated to contribute to the organization’s success.
