5 Strategies for Creating a Positive Employee Experience in a Hybrid Workplace
The employee experience consists of many facets that are influenced by external factors, such as work environment, opportunities, and culture. Exploring the different facets and strategies to create a positive employee experience with a hybrid workforce can help foster a more resilient, empathetic workplace.
1. Boosting Employee Engagement
Many organizations attribute benefit offerings, flexible work arrangements, and compensation packages as influences to engagement. And while they can be, Gallup provided that not setting clear expectations was at the core of decreased employee engagement. When there is confusion or mismatched expectations, employees feel disrespected and feel deceived in their role.
It is critical for managers to regularly communicate with employees about expectations, as well as consider how roles are structured to ensure expectations match role responsibilities. Weekly check-ins can boost employee engagement.
Another way to bridge the gap between remote employees is, if resources are available and the geographic locations permit, to select an office day that allows teams to come together and form longer-lasting bonds.
2. Fostering Employee Visibility
Disengagement can also stem from a lack of employee visibility. Executive and senior leadership should reflect and strategize ways to ensure all employees feel valued. This could translate to a company-wide pulse survey or even a state-of-the-company meeting where employees can be informed about company-wide news and initiatives, as well as voice any concerns they may have.
Employee visibility considerations include the type of visibility, level of visibility specific to role, and determining how to measure and analyze employee engagement. For example, will visibility be implemented across the organization, by department, by role, or by employee choice (meaning that employees select their level of visibility)? Level of visibility may vary depending on role, such as senior leadership needing a higher-level overview of what is happening whereas mid-level managers might need the more granular visibility to review project-based results.
Each business is going to have a different approach and preference to employee visibility, but it is imperative that businesses prioritize it and find a solution that works for them.
3. Supporting Employee Productivity
Experiencing burnout can leave parents feeling alienated and their feelings invalidated. Creating communities, such as employee resource groups or employee assistance programs, can foster connections for working parents and cultivate a sense of support and belonging. Mentorship programs can also benefit working parents by providing them tools and resources to navigate the hardships parenting often presents.
4. Cultivating Positive Company Culture
There are many factors that contribute to cultivating a positive workplace culture, such as people-oriented benefits like inclusivity and collaboration on projects to lifestyle preferences like schedule flexibility and access to unique benefits.
One way to foster inclusivity is to be transparent. If a significant organizational change is coming that might be perceived negatively (i.e. layoffs), provide transparency into the decision-making process and steps moving forward.
Collaboration is one part feedback, the other part accountability. From an organizational standpoint, collaboration could be in the form of employee surveys. Ask some difficult questions regarding company culture and open the door for feedback. But don’t stop there, otherwise all efforts will be lost. Make sure to implement the feedback received, even if it is simply providing an honest response as to why that feedback isn’t tangible at the moment. Hold your organization and leadership accountable.
Lastly, benefits are an evolving topic in the workplace and contribute significantly to company culture. Check the labor market and see what’s trending. What was trending last year in benefits may be vastly different from this year or the next. Keep a pulse on what your employees are seeking as well. Life circumstances change and so do demands. See how you can better support your employees and then see what services or solutions are out there to back their desires.
5. Creating Opportunities for Growth
One of the best avenues for retention is investing in employees’ learning and development. Over three-fourths of the workforce (77%) want to focus on work that matters to them. Promoting opportunities for growth can increase employee satisfaction, as well as open potential for new opportunities, such as promotions and lateral moves that more closely align with employee goals. Upskilling and reskilling employees allows workers to nurture existing skills, learn new skills, and take control of their career progress.
Mentorship is also another way to help employees grow, professionally and personally. Not only will they gain access to a seasoned industry professional, but also an opportunity to learn transferable skills.
A mindful approach to the employee experience and fostering employee visibility is redefining the way teams perform. Investing in the right software, resources, and processes can shape the employee experience and visibility at your company. If you’re looking for more information, read more on why the employee experience still matters.
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