To do this, you must be willing to transition to a culture that not only values support, connectivity, and inclusivity, but one that listens to the individual needs of your workforce. It’s been proven that employees who are engaged in the workplace have higher performance, are less burnt out, and are more likely to stay with their company longer.
Employers named ‘company culture’ as a top 3 factor that attracts candidates to their organization
Yet, employers' #1 concern today when it comes to employee engagement is maintaining company culture and a sense of “togetherness”
To do this, you must be willing to transition to a culture that not only values support, connectivity, and inclusivity, but one that listens to the individual needs of your workforce. It’s been proven that employees who are engaged in the workplace have higher performance, are less burnt out, and are more likely to stay with their company longer.
Employers named ‘company culture’ as a top 3 factor that attracts candidates to their organization
Yet, employers' #1 concern today when it comes to employee engagement is maintaining company culture and a sense of “togetherness”
To do this, you must be willing to transition to a culture that not only values support, connectivity, and inclusivity, but one that listens to the individual needs of your workforce. It’s been proven that employees who are engaged in the workplace have higher performance, are less burnt out, and are more likely to stay with their company longer.
Employers named ‘company culture’ as a top 3 factor that attracts candidates to their organization
Yet, employers' #1 concern today when it comes to employee engagement is maintaining company culture and a sense of “togetherness”
To do this, you must be willing to transition to a culture that not only values support, connectivity, and inclusivity, but one that listens to the individual needs of your workforce. It’s been proven that employees who are engaged in the workplace have higher performance, are less burnt out, and are more likely to stay with their company longer.
Employers named ‘company culture’ as a top 3 factor that attracts candidates to their organization
Yet, employers' #1 concern today when it comes to employee engagement is maintaining company culture and a sense of “togetherness”
To do this, you must be willing to transition to a culture that not only values support, connectivity, and inclusivity, but one that listens to the individual needs of your workforce. It’s been proven that employees who are engaged in the workplace have higher performance, are less burnt out, and are more likely to stay with their company longer.
Employers named ‘company culture’ as a top 3 factor that attracts candidates to their organization
Yet, employers' #1 concern today when it comes to employee engagement is maintaining company culture and a sense of “togetherness”
So after nearly two years of uncertainty, how do we get employees excited about the workplace again and create a place where employees feel connected to your organization and committed to their work, inside and outside the walls of an office?
While employers may feel collectively closer to their staff because of the pandemic, more than half of individual employees reported experiencing a disconnect. There is now an opportunity for employers to reconnect their staff to each other and their organization on a level that is stronger than ever, so they too can feel more in touch.
So after nearly two years of uncertainty, how do we get employees excited about the workplace again and create a place where employees feel connected to your organization and committed to their work, inside and outside the walls of an office?
While employers may feel collectively closer to their staff because of the pandemic, more than half of individual employees reported experiencing a disconnect. There is now an opportunity for employers to reconnect their staff to each other and their organization on a level that is stronger than ever, so they too can feel more in touch.
So after nearly two years of uncertainty, how do we get employees excited about the workplace again and create a place where employees feel connected to your organization and committed to their work, inside and outside the walls of an office?
While employers may feel collectively closer to their staff because of the pandemic, more than half of individual employees reported experiencing a disconnect. There is now an opportunity for employers to reconnect their staff to each other and their organization on a level that is stronger than ever, so they too can feel more in touch.
So after nearly two years of uncertainty, how do we get employees excited about the workplace again and create a place where employees feel connected to your organization and committed to their work, inside and outside the walls of an office?
While employers may feel collectively closer to their staff because of the pandemic, more than half of individual employees reported experiencing a disconnect. There is now an opportunity for employers to reconnect their staff to each other and their organization on a level that is stronger than ever, so they too can feel more in touch.
Today, professionals value more than a paycheck—they value emotional connection both to their peers and those they work for. To ensure these connections are happening organically, you must do the following:
The societal expectation of organizations today is high. Employees want to know how their employers are taking a stance against social issues and driving change.
If employees are choosing to work for your company today, their values most likely align with yours—however they need to be reminded of this to feel connected to your organization on a human level.
The societal expectation of organizations today is high. Employees want to know how their employers are taking a stance against social issues and driving change.
If employees are choosing to work for your company today, their values most likely align with yours—however they need to be reminded of this to feel connected to your organization on a human level.
The societal expectation of organizations today is high. Employees want to know how their employers are taking a stance against social issues and driving change.
If employees are choosing to work for your company today, their values most likely align with yours—however they need to be reminded of this to feel connected to your organization on a human level.
If the meaning behind their work is unclear, employees may feel disengaged from your organization, and seek that meaningfulness elsewhere.
Engaging your employees is proven to help them be more productive, but there are many ways great work can be achieved. When rethinking how you can encourage great work, you must recognize that every employee thrives in different ways and therefore has different needs.
It’s time to rethink how productivity is measured, and to do that you must be open to putting an emphasis on flexibility and autonomy in the workplace. When it comes to flexibility, it needs to be, well, flexible. Flexibility needs don't just relate to where and when work can be done, they relate to how work gets done.
Engaging your employees is proven to help them be more productive, but there are many ways great work can be achieved. When rethinking how you can encourage great work, you must recognize that every employee thrives in different ways and therefore has different needs.
It’s time to rethink how productivity is measured, and to do that you must be open to putting an emphasis on flexibility and autonomy in the workplace. When it comes to flexibility, it needs to be, well, flexible. Flexibility needs don't just relate to where and when work can be done, they relate to how work gets done.
Engaging your employees is proven to help them be more productive, but there are many ways great work can be achieved. When rethinking how you can encourage great work, you must recognize that every employee thrives in different ways and therefore has different needs.
It’s time to rethink how productivity is measured, and to do that you must be open to putting an emphasis on flexibility and autonomy in the workplace. When it comes to flexibility, it needs to be, well, flexible. Flexibility needs don't just relate to where and when work can be done, they relate to how work gets done.
Engaging your employees is proven to help them be more productive, but there are many ways great work can be achieved. When rethinking how you can encourage great work, you must recognize that every employee thrives in different ways and therefore has different needs.
It’s time to rethink how productivity is measured, and to do that you must be open to putting an emphasis on flexibility and autonomy in the workplace. When it comes to flexibility, it needs to be, well, flexible. Flexibility needs don't just relate to where and when work can be done, they relate to how work gets done.
When employees are offered flexibility such as the autonomy to explore their interests, they’ll be more fulfilled, and their work will reflect that. To offer employees this kind of flexibility, consider:
A flexible work environment naturally leads to more work-life balance, but you must also be willing to make significant changes in the way you prioritize health and wellness.
While many companies have increased their efforts to promote physical health and mitigate concerns about getting sick in the workplace, less can be said about mental wellness. There is known to be a link between mental health and employee engagement. Employees facing substantial mental health challenges are feeling disengaged and overwhelmed. This includes your management team—who in most cases are responsible for driving employee morale and camaraderie from the top down.
To ensure you’re driving a culture of mental wellbeing, you must ensure you’re addressing workplace issues that could be hurting the mental wellness of your employees—including burnout, monotonous work, poor communication, and lack of purpose.
To ensure you’re driving a culture of mental wellbeing, you must ensure you’re addressing workplace issues that could be hurting the mental wellness of your employees—including burnout, monotonous work, poor communication, and lack of purpose.
To ensure you’re driving a culture of mental wellbeing, you must ensure you’re addressing workplace issues that could be hurting the mental wellness of your employees—including burnout, monotonous work, poor communication, and lack of purpose.
To ensure you’re driving a culture of mental wellbeing, you must ensure you’re addressing workplace issues that could be hurting the mental wellness of your employees—including burnout, monotonous work, poor communication, and lack of purpose.
So, what should you be doing to ensure you’re fostering a healthy workplace for your employees? First and foremost, focus on resources that will support your employees throughout their journey with your organization, not just on a day-to-day basis—this means making mental health more of a business strategy than just perks you offer to individuals that need them.
So, what should you be doing to ensure you’re fostering a healthy workplace for your employees? First and foremost, focus on resources that will support your employees throughout their journey with your organization, not just on a day-to-day basis—this means making mental health more of a business strategy than just perks you offer to individuals that need them.
Diversity, equity, and inclusion play a huge part in employee engagement. By prioritizing an inclusive workplace, there is an equality of opportunity for all your employees that can be felt across the organization.
Diversity, equity, and inclusion play a huge part in employee engagement. By prioritizing an inclusive workplace, there is an equality of opportunity for all your employees that can be felt across the organization.
Diversity, equity, and inclusion play a huge part in employee engagement. By prioritizing an inclusive workplace, there is an equality of opportunity for all your employees that can be felt across the organization.
Your employees should feel comfortable talking about DEI in the workplace. In order to ensure that they do, consider rolling out and funding employee resource groups (ERGs) which serve as mini communities within your organization. The goal is to unite, connect, educate, and get your employees comfortable speaking about DEI issues and/or like minded goals and interests. These groups also serve to promote meaningful, healthy interactions across different teams.
Your employees should feel comfortable talking about DEI in the workplace. In order to ensure that they do, consider rolling out and funding employee resource groups (ERGs) which serve as mini communities within your organization. The goal is to unite, connect, educate, and get your employees comfortable speaking about DEI issues and/or like minded goals and interests. These groups also serve to promote meaningful, healthy interactions across different teams.
Your employees should feel comfortable talking about DEI in the workplace. In order to ensure that they do, consider rolling out and funding employee resource groups (ERGs) which serve as mini communities within your organization. The goal is to unite, connect, educate, and get your employees comfortable speaking about DEI issues and/or like minded goals and interests. These groups also serve to promote meaningful, healthy interactions across different teams.
Aside from getting your leaders involved, and setting measurable DEI goals, you must also focus on making your employees feel individually empowered to be successful in the work that they do. Are you arming all your employees with what they need for a path toward advancement? Does everyone have the same opportunities?
Aside from getting your leaders involved, and setting measurable DEI goals, you must also focus on making your employees feel individually empowered to be successful in the work that they do. Are you arming all your employees with what they need for a path toward advancement? Does everyone have the same opportunities?
Collaboration is proven to be more challenging outside of the workplace, but technology makes it possible to engage employees and emulate human connection.
Collaboration is proven to be more challenging outside of the workplace, but technology makes it possible to engage employees and emulate human connection.
Collaboration is proven to be more challenging outside of the workplace, but technology makes it possible to engage employees and emulate human connection.
Collaboration is proven to be more challenging outside of the workplace, but technology makes it possible to engage employees and emulate human connection.
As an important aspect of connection—your technology needs to be built for a workplace that is now more of a feeling than a location. Your organization doesn’t just need to invest in technology, it needs to make sure it’s putting thought into investing in the right kind of technology.
The bottom line? Technology has a huge impact on employee engagement and can help employees feel connected at a time when they understandably may be feeling left out. When considering what to implement, you should prioritize tools that will increase your employees’ satisfaction, streamline communication, and allow staff to work seamlessly from different locations.