Top 5 Trends To Inspire Your Employees In 2018


Workplace Dynamics Are Rapidly Changing, And With It What Employees Expect And What Makes Them Tick

Workplace dynamics are rapidly changing, and with it what employees expect and what makes them tick.

Organisations that merely consider paycheque and perks as a means to foster engaged and loyal employees are going to be left behind in the race, while those that tap into the latest trends to inspire their workforce will stay ahead of the competition and the curve.

Here Are 5 Trends That Can Affect Your Employees In 2018

Technology And Analytics Count

Technology is a key facilitator in inspiring employees this year. More and more organisations are not just coming to realise the need for technology in recognising employee milestones, service anniversaries and everyday success moments, but also decoding insightful metrics on new employee engagement and manager recognition practices.

Organisations that want to leverage technology in the best way possible need a recognition system that analyses employee behaviour to offer useful real-time data insights on manager recognition budget, recognitions awarded, duration since the last recognition etc.

Statistics show that employee turnover rate is 17.7% lesser among employees who have been recognised at least once when compared to others. Keeping track of recognition frequency can help the HR team drive and sustain a culture of recognition.

Futuristic platforms can shed light on new employee engagement by tracking their progress on-boarding activities and job satisfaction levels. They can also take the burden of tracking employee service anniversaries off managers and make these milestone moments meaningful for employees by allowing their closest friends and family members to join in on the digitised celebrations.

The share-ability and social value addition that technology brings makes it indispensable in the current day and age.

Take The Tailored EVP Approach

Finding the right talent in the market matters, but finding the right fit for the organisation, matters far more for the long-term growth roadmap; this is where EVP (Employee Value Proposition) comes in.

A study by LinkedIn Business Solutions shows that a strong EVP can boost retention rate by 25%. Organisations need to start with a strong EVP – one that reflects the brand’s values, goals, and identity. Once the right EVP for the organisation is drawn out, it is simply a matter of putting it into action through different phases of the employee lifecycle.

It is only natural that the organisation starts and attracting (and retaining) employees that are the right fit, from thereon.

Create Brand Advocates

It is crucial for organisations to stay in tune with what their employees value and why to build a meaningful EVP. Employees reciprocate as they receive. When organisations are invested in their employees, they can expect them to return the favour by turning into powerful brand endorsers and advocates towards customers and prospective employees.

Statistics (TalentBoard) reveal that 76% of job candidates carry out their own research to really get to know a company, than just reading up a brand’s story on the official website.

Motivate Your Managers

Managers matter. According to statistics (Dr. Brad Shuck, 2015), 28% to 36% of employees claim they work with leaders who have a dysfunctional approach. Another report (Adkins & Harter, HBR, 2015) shows that nearly half the people leave a job to escape a bad manager.

Simply put, organisations need to start with their managers if they want to foster a happier workplace with loyal employees. Train managers on behaviours that matter, measure compliance and reward them for positive outcomes.

A happy and motivated manager is likely to pass that contagious good energy down to the team.

Empower managers with the right tools so they can consistently reward and motivate their team, and get another step closer to building a happier workplace.

Start Before the First Day

According to a study (Equifax Workforce Solutions), the chances of a new employee who is going to quit, stand high during the first six months, with 40% of turnover occurring during the first month. The best-in-class companies know how to overcome this, by means of a strategic onboarding process, which begins even before the employee joins and goes far beyond their first year.

A strategic well-rounded on-boarding strategy focuses on aligning the employee with the organisation’s culture, mission, and vision, setting expectations for achievable milestones and growth goals, boosting learning, productivity and job satisfaction, and ultimately solidifying the relationship with their workforce.

Make this year all about inspiring employees by tapping into these trends, for better results, a better workplace, and a better tomorrow.

Note: The views and opinions expressed are solely those of the author and does not necessarily reflect the views held by Inc42, its creators or employees. Inc42 is not responsible for the accuracy of any of the information supplied by guest bloggers.

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