Not being employed is a lot of stress. However, stress is also a major issue for employees. 80% of workers feel stress on the job, nearly half say they need help in learning how to manage stress and 42% say their co-workers need this help too. Does your company proactively measure work-based stress? If it doesn’t measure, how does it learn of the impact before negative business consequences are experienced?
For a company to attract and retain quality talent, it’s important to understand what they really want. Yes, competitive pay and benefits are logical considerations, but there are other important differentiators.
Survey your Employees
Understanding Employee Experiences (EX) are vital. Get feedback on key areas such as:
- Their personal growth
- Leadership contribution
- Team inclusiveness
- Company culture
- Their physical place of work
- Company values
- Work tools
- Specific employee touchpoints
We would all like to believe that our employees are comfortable sharing feedback, live and in-person. The reality, however, is that it can be difficult, especially if they fear that their feedback might put their leadership on the defensive. Digital tools such as JamAngle enable companies to poll employees on EX, as well as workplace stress, on scheduled intervals. Polls are quick and easy for employees to improve their rate of response.
Shadow your Employees
By spending time alongside your employees and watching the hurdles they must clear to do their job, you can identify meaningful workplace improvements. Employees often don’t think about recommending alternatives as they accept the current processes are simply part of the job.
Communicate a Clear Purpose
Companies that develop and deploy a clear purpose across their organization are more likely to give new talent something to invest in, as well as put commitment to employee experience into action. It’s not just about the company’s values, but also aligning the company and employee purpose. Regular updates on the vision, bigger picture initiatives, business change, customer success stories, gratitude, and performance recognition give a view of the future. It helps employees identify the value creation of their roles.
According to Mecer, employees that lack a sense of purpose find it difficult to connect with their work and the company. Working with a sense of purpose boosts employee motivation, productivity, morale, and overall job satisfaction. Mercer indicates that thriving employees are 3x more likely to work for a company with a strong sense of purpose.
Employees are constantly having to adjust to the world around them. Challenges such as the global Covid pandemic, climate change, and social justice issues are typical examples. Keeping employees informed makes a company feel more humanized and empowers them for better personal decision-making.
Employee Health and Well-being
Mercer identified three factors that employees and job candidates are looking for in a company. This includes permanent workplace flexibility, a commitment to health, and well-being and working with a purpose.
It’s insufficient that a company simply offers employees a chance to be part of wellness activities. Employers need to lead by example and create a culture of wellness in the company.
In 2021, workplace flexibility has become a popular operation as companies face challenging trading conditions due to the Covid pandemic. Irrespective, numerous surveys have indicated that it’s valued by employees. Importantly, every one of these employee benefits requires a dependable foundation: regular and reliable internal communications.
Digital communication overcomes geographic limitations, while the automation of EX and workplace mood poles uncover employee satisfaction. Every prudent Business Leader is aware that happy employees make for happy customers. The bottom-line benefit is obvious.