As we’ve talked about before, workplace engagement is too low for comfort. Here, we’ve included the three key areas you need to focus on, to get your employees’ heads back in the game.
1. Personal development
Take training, for example. We know this is an essential ingredient for employee engagement. 87% of millennials say that professional development or career growth opportunities are very important to them in a job, and 94% of employees would stay at a company longer if it invested in their careers. 80% of people reported that opportunities to learn new skills would increase their interest and engagement at work.
This is especially important when it comes to onboarding new staff: 28% of new hires quit their jobs in their first 90 days, often because of a poor onboarding experience.
But not all training is created equal, and long, boring courses are unlikely to stimulate your employees. Organizations need to continually deliver bite-sized, media-rich learning content that can be consumed at the point of need – or even better, created by your employees themselves and shared with colleagues.
Communication is another critical factor. Without regular conversations with your team members, how will you know what motivates them? And keeping staff out of the loop sends the message that they’re not valued or trusted – a surefire way to demotivate them.
In particular, managers need to communicate with staff about their performance. Yet this is a leading cause in disengagement: 96% of employees say that regular feedback is a good thing – even if it’s negative – but 62% don’t think they’re receiving enough. Employees are three times more engaged when managers are good at giving feedback – while managers who are bad at doing this, have staff who are much more likely to quit.
And our communication systems themselves are inadequate. Many organizations simply disseminate information top-down through a clunky intranet, instead of tapping into the social tools that their younger employees have grown up with.
Employers also underestimate the importance of social connections at work.
Millennials say that co-worker relationships are one of the main reasons they’d stay at a company for more than three years. And in a European study, the majority of respondents (42%) said that their peers were the biggest influence on engagement levels. Social contact is even more critical in a globalized, flexible workforce, where remote workers can feel disconnected. Organizations need to provide tools to facilitate collaboration and promote a culture that helps employees connect.
It’s clear that the engagement problem isn’t going to be solved overnight. Luckily, organizations like niikiis are providing innovative solutions, combining the principles of motivation, learning, social contact and communication into a single, AI-driven platform. Interactions between employee and employee, employee and manager, and even employee and enterprise are strengthened, as users engage on our intuitive platform.