5 Employee Engagement Trends In The Post COVID Era
The term “employee engagement,” isn’t a new one. But since its original concept in 1990 and now, the way we view engagement in the workplace has shifted dramatically. The emphasis is no longer on the employee to be happy, but rather, on the employer to ensure each employee feels fulfilled in their role, supported by their manager and leaders, and connected to the company’s purpose.
Currently, people across the nation and the globe continue to experience the high levels of stress that were initially brought about by the pandemic. As we face an economic downturn/shifting tides after the Great Resignation to potential mass layoffs and uncertainty, it is going to be super important for organizations to keep the pulse on employee sentiment and engagement levels.
Here are five employee engagement trends and tips to help you make more informed decisions about your people strategy in the midst of a crisis.
1. Embrace flexibility
The Bureau of Labor Statistics estimates that 50 million jobs are currently work-at-home capable. For many job functions, there are no definitive reasons to require people to come into the office every day, or for work to be done between 9 am- 5 pm. And although there are certain roles that don’t have the same opportunity as most to be remote—think, health care, retail, services industry, etc.—we have come up against an enormous opportunity for the majority of the nation to migrate into a flexible work environment.
While some companies are beginning to return to office, many are maintaining the option to work fully remotely or adopting a hybrid work model. The reality is that the great shift to remote work during the pandemic ushered in a new wave of working norms that will stick with us for the long term. With this shift comes a lot of opportunity to reimagine what work looks like, and make it better for employees so that they can do their best work.
2. Reimagine the employee experience
If asked a few years ago, most HR leaders would have likely shared their vision for an employees’ experience to be centered around wellbeing, work/life balance, collaborative office culture, and luxury work perks, like gym memberships or learning and development stipends. But today, we’ve had no choice but to rethink what the employee journey looks like, as there are now many more factors affecting employee morale.
Expecting your employees to leave personal problems at home is impossible, especially for remote employees whose work and home happen in the same location. And many of the work perks previously offered may not be accessible due to social distancing or the shift to remote work. Although it’s an enormous responsibility to take on, HR leaders are having to rethink the overall employee experience in order to support every individual through difficult and changing times.
3. Bring compassion to every conversation
“High performing leaders of today are different. They’re empathetic, they think about people and society, and they really listen. There will always be financially-driven executives, but they’re getting pummeled and won’t be effective today,” says leading industry analyst, Josh Bersin.
While there are so many uncertainties we face during times of crisis, one thing is for sure: we’re all in it together. Times of turbulence are the perfect time to take the opportunity to help form more meaningful relationships with your people. These relationships are what help build more resilient workforces, drive up employee engagement, and help employees avoid burnout — and they will contribute to the speed at which your business recovers.
4. Focus on developing your talent
Before the world knew that COVID was at our heels, the business world was facing another threat—a talent shortage. One survey shared that 69% of U.S. employers say they struggle to find the talent they need, and during a time when budgets are being slashed, and in worst cases, layoffs, reskilling your employees is more vital than ever.
One way company leaders can avoid facing a talent shortage is to re-envision their org chart. Think of your company as a “talent marketplace,” where employees are part of a network and can be assigned to new teams when their skills are needed on a project. This flexibility requires knocking down traditional hierarchies and allowing people to work on projects that energize them and where they can contribute.
5. Leverage employee strengths to drive engagement
Organizations spend around $720 million every year to measure engagement. But according to Gallup, only 36% of the workplace is engaged, and 64% are either miserable in their role or simply going through the motions.
Because performance can’t be directly managed, it’s important to understand what areas of an employee’s role drive behaviors that directly impact performance, and to help your employees find and apply their strengths to their careers. 15Five’s Strengths Discovery feature makes it seamless for employees to find and communicate their strengths so they can succeed in their current roles and pursue their career goals. It also helps employees communicate their personal values and create alignment with their work duties, which in turn advances their engagement and motivational drive.
Overall, businesses can be viewed as a living, breathing entity. It undergoes change, it grows, and it also recedes. A business can break, but it can also heal. Each of these employee engagement trends will be vital in your company’s recovery and will ensure that your people remain taken care of, productive, and engaged—during a crisis, and beyond.
Overall, a business can be viewed as a living, breathing entity. It undergoes change, it grows, and it also recedes. A business can break, but it can also heal. Each of these employee engagement trends will be vital in your company’s recovery and will ensure that your people remain taken care of, productive, and engaged — during a crisis and beyond.
Maintaining company culture virtually
Even when a global pandemic isn’t in full swing, company culture and workplace relationships can be difficult to build and maintain.
While 15Five has created a close-knit crew of employees, we recognize how hard it can be to stay connected with your co-workers when you aren’t periodically bumping into them in the kitchen or joining them on coffee runs when you need a quick break. So it’s our mission to keep those relationships strong, regardless of where we’re working.
Read on for a few ways to keep work pals close and make sure the team stays together, even while apart.
Say “what’s up” to your teammates regularly
When working from home, it’s very easy to go straight into work without skipping a beat. So try to remember to regularly ask your immediate team and work friends how they’re doing. It’s a great way to start the day and communicates that you’re thinking about them and are always there to support them. Sometimes being a good teammate also means being a good friend.
Celebrate people when they have a win
When something positive happens, like a big sale or completing an important project, celebrate it. Whenever someone wins in the company, we all win, so why not send over a heart emoji, shooting star, or a Broadcity “Yas queen” gif? And if you’re a 15Five user, you can send a High Five (with a “Yas queen” gif).
Everyone likes getting validation for doing something well, and it feels great to celebrate people when you see them using their strengths.
Listen to them when they have a loss
On the flip side, losses do happen. And that’s your opportunity to show support by actively listening. If your co-worker asks for it, provide them with helpful feedback. Most of the time, you’ll find it beneficial to simply listen and help the person find a positive solution — or at least a silver lining.
And remember, if someone is confiding in you, it’s an opportunity to deepen your trust with one another by showing you care about them and allowing them to be vulnerable.
Get involved in your team’s interests
At 15Five, we use Slack channels for work collaboration but also to connect with colleagues. For example, our channel #now-watching is entirely based on what shows we’re currently watching. You’ll find conversations ranging from what our favorite Will Smith movie is to an entire 50-comment thread on “Love is Blind.” Although some of the shows or movies we discuss are admittedly ridiculous, these conversations have created some close relationships.
Company culture is a broad concept and could mean different things to different people. But as an employee, creating a culture that others are proud to be a part of means genuinely caring for the business, which is directly correlated to how much we care about the people we work with. It’s about developing relationships, not simply metrics.
Get tips for leading during a crisis
Check out our webinar: “Managing Performance During a Crisis: Time for a Big Reset,” and hear leadership expert Josh Bersin and 15Five CEO David Hassell share their experiences and tips for creating a more resilient and productive organization in the face of challenging times.
