Let us begin by getting a certain pandemic-driven phenomenon that has been driven into the ground by countless articles, studies, and surveys out of the way: The Great Resignation. There. Now that that’s out of the way, let’s not speak of it again in this article. Rather, let’s take a look at the staff you do have. How to not only keep their talents from wandering off into the term that shall not be named, but help enhance their performance which, in turn, benefits the business.
What’s Driving the Negativity?
You can’t just physically tell a negative employee to “brighten up” and expect positive results. If anything, the best way to resolve their negativity is to address their problems holistically. This means, as organizations emerge from over two years of unprecedented disruption, they must adjust to (at least) three of the biggest concerns from today’s workforce:
- The value of their work under the backdrop of a pandemic. According to a recent Gartner report, 65% of employees want to see the link between their work and its larger purpose – to be motivated and maximize their impact. An undervalued employee is an unhappy employee.
- Working for a company that cares about the same issues they do. This is proven by a PwC survey where 86% of employees admit they’d prefer to work for a company that aligns with their own ideals, particularly around social issues, workplace safety, and addressing climate change/sustainability. Being likeminded in ESG is the name of the game here.
- An exciting company culture in spite of hybrid work. A recent Harvard Business Review study of more than 1,000 employees found that many who worked remotely in some capacity felt more excluded from workplace affairs than their in-office counterparts. Furthermore, PwC’s Global Culture Survey 2021 revealed 44% of hybrid work employees found it difficult to maintain a sense of community with their peers.
So, how can organizations successfully address these issues, fulfill these demands, and inspire their current workforce?
The Valued Employee
To make an employee feel like a valuable part of the organization, companies must identify key metrics such as employee productivity and satisfaction. This, of course, requires investments in systems to evaluate this data over time. An archaic approach would be employee engagement surveys, but these require a lot of time and could end up being more of a distraction than an asset. Nowadays, however, companies are using monitoring software to get real-time insights into employee engagement and productivity. Both of which provide a good barometer for employee satisfaction. By simply conveying these metrics by way of positive acknowledgement, the employee not only feels valued but inspired to continue doing the job so well.
The Likeminded Employee
After more than 2 years of COVID concerns, civil unrest, social discord, a war, and a growing emphasis on climate change, today’s employee has a lot more on their mind besides work. This means organizations must find a way to align themselves with employee concerns, and that means an emphasis on ESG. A Marsh McLennan study found that top employers, as measured by employee satisfaction and attractiveness to talent, have significantly higher ESG scores than their peers.
Furthermore, by 2029, the Millennial and Gen Z generations will make up 72 percent of the world’s workforce, compared to 52 percent in 2019. These generations place greater importance on environmental and social concerns than their predecessors do – and will expect more from employers on these issues.
The Included Employee
In this age of hybrid work, it’s been a daunting task for organizations to be able to instill and maintain company culture. Gone are the days of regular in-person meetings, hangouts, and other interpersonal interactions, and with them goes the ability to engage and inspire. So, how can you make a remote/hybrid worker feel included in the company culture?
One way is by making a rewards program a part of your culture and linking it to explicit employee behavior. Find ways to show worthy employees that what they do not only embodies said culture – but provides a point of pride and strength for the organization. Another way is to simply organize, innovative virtual experiences like video game tournaments or safety-minded activities such as an outdoor happy hour. Get the employees engaged, involved, and feeling included.
But Wait – There’s More…
What that “more” is, however, is limited only by your own imagination. The issues discussed here aren’t solely impacting employee negativity, and the solutions provided aren’t the lone silver bullets. But whatever way you approach them, if done properly, your organization is sure to see a boost in productivity, profitability, sales, and safety.
Let us know how you’re keeping employees engaged, inspired, and positive in the comments!
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