Given that companies with higher levels of employee engagement also have higher levels of productivity, retention, and profitability, it’s clear this positive feedback loop is one every organization should strive for. Of course, the practical implementation of employee engagement will continue to evolve in weeks, months, and years to come, and organizations who seek to maintain their high success will be the ones who also seek to continue engaging employees. So, how can they go about doing that?
In this blog, I will walk through five key areas organizations should focus on to thrive in the future of employee engagement, additionally highlighting how some of these strategies differ from those of the past. Ready to jump in?
1. Flexible Work & Ironclad Trust
One study found that 75% of workers experience greater productivity when working remotely, for reasons ranging from a lack of commuting anxiety to dealing with fewer distractions. That’s no small percentage! And odds are that this percentage is only going to increase in years to come, because by 2028, “58% of the workforce will be millennials and Gen Z,” a whopping 90% of whom favor remote work. While there will always be employees who prefer the in-person nature of an office, if we want to prepare ourselves for the future of employee engagement, that means supporting the work options that will be most engaging for our employees. If that option is remote and with flexible scheduling, then doing our best to accommodate them will not only make employees feel more supported but also give them the best opportunity to put forth their best work—it’s a win-win!
I cannot emphasize trust enough when we think of the future of employee engagement and remote work. In years past, top-down communication was not just the standard but simply what was expected. Nowadays—and even more so in the years to come—future employees are demanding an emphasis on open dialogue, particularly through “collaborative, transparent communication channels.” Such openness is particularly crucial for remote work, ensuring employees feel connected and engaged even from miles apart.
When employees can trust their employers, they’re more likely to be engaged to do their best work —to me, that’s a goal any company should strive towards.
2. Health & Wellness
Gone are the days of generic, one-size-fits-all benefits packages! While such an option may have been efficient in the past, more and more employees prefer personalized packages, and this trend is only projected to increase. Ultimately, the personalization of benefits packages signals that an organization prioritizes the health and well-being of their workers, a green flag for employees and a surefire way to maintain engagement—after all, healthy employees are more likely to be engaged employees!
When it comes to the practical implementation of these packages, one strategy is to offer “cafeteria-style benefit selections based on life stage.” Younger employees, for example, may seek student loan relief coverage, while older employees and employees with disabilities might prefer life insurance policies and more rigorous healthcare. The more personalization available, the better!
In addition to offering diverse benefits packages, a parallel trend to pay attention to for the future of employee engagement is the growing emphasis on wellness. Though it likely comes as no surprise to most of us that stressed employees are less engaged and less productive at work, it should be emphasized that “[p]oor mental health is one of the biggest issues in the workplace… caus[ing] a loss of over 70 million working days every year.” Consequently, a strong corporate wellness program not only tends to the well-being of current employees but may also attract new ones—a beneficial (and engaging!) practice all around. And hey, did you know that “for every dollar invested in… wellness initiatives, companies are reaping a return of $3.92 in reduced costs and increased productivity”? A pretty great deal!
3. Immersion Early On
When we think of employee engagement, many of our minds may immediately consider how to engage employees who have been at our organizations for months and years. But what about employees who have only been part of our teams for days and weeks? The future of employee engagement requires expanding our scope of employees being actively engaged, and that means focusing on onboarding and entry-level positions.
The process of enhancing the experiences of new hires and people who are just beginning their professional careers is one that offers an excellent opportunity to incorporate new and up-and-coming technologies, including but not exclusive to AI. For example, onboarding marks a chance to “provide immersive virtual experiences, ensuring new employees feel connected and valued from day one.” VR, microlearning, animated sequences—the possibilities are limitless. Additionally, reflecting on the expectations of entry-level positions is a crucial vehicle for increasing employee engagement. Are there any tasks that automation can complete, allowing for entry-level positions to place more emphasis on emotional intelligence, creativity, and problem-solving?
4. Employee Recognition & Growth
It has always been true that employees are more than their work. The call for companies to recognize this reality, however, is one that has just gotten started in recent years, and it will only continue in years to come. One employee engagement platform even predicts that “annual performance reviews are becoming obsolete,” replaced by “real-time feedback mechanisms” and other communication-intensive strategies. So what does that mean for organizations?
Well, we don’t have to throw annual performance reviews completely out the window in one fell swoop, but the trend calling for increasing communication and recognition signals that employers might want to invest in “[p]latforms for employee feedback” and recognition, including remote employees. On a financial level, regular “performance-based bonuses” are an effective means of monetarily recognizing employee accomplishments and contributions, helping maintain and increase engagement. Even on a day-to-day basis, however, there are numerous means by which an organization can acknowledge the efforts of their employees! From thank you notes to digital awards (e.g. a badge an employee can include on their profile) to anything in-between that “feel[s] personal and meaningful,” I encourage companies to think creatively about the most effective ways to engage their employees. (And if a strategy doesn’t work out, hey, that’s what open communication channels are available for!)
Relatedly, providing employees opportunities for growth not only echoes recognition of their achievements but improves engagement by offering them development to aim for and look forward to. And I’m not just talking about mentorship programs and leadership coaching, though those are excellent options! I’m also talking about educational opportunities, including financial support for employees seeking additional academic study. Some individuals may have always wanted a second degree but never had the chance, and for their employer to provide that opportunity? Not only are they more likely to be engaged in their work, but they’re also more likely to trust and remain loyal to their organization.
5. Social Responsibility
Last but certainly not least, a definitive trend in the future of employee engagement is an organizational emphasis on social responsibility. Millennials and Gen Z, who will be the majority of the workforce in years to come, “place a high value on the social and environmental impact of their work – and the [companies] they work for.” As such, the desire for Corporate Social Responsibility (CSR) platforms, programs, and policies will only continue to grow. One CSR model receiving a tremendous amount of investment, for example, is sustainability, as more and more employees desire to work for companies that minimize—if not cancel out—their negative environmental impact. The opportunities for organizations to invest in social responsibility are endless, from community activism to local food drives to supporting research on renewable energy. Regardless of the specifics a company chooses to pursue, employees of the future are on the lookout for social responsibility. If an organization provides that, they’re more likely to engage (and retain!) their employees along the way.
And there we have it—five areas in which companies can best prepare for the future of employee engagement. So, what are we standing around for? The future waits for no one!
Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.
Reach her at DimaGhawi.com and BreakingVases.com.
