The Great Resignation has made a major impact on the workplace, leading employers to reevaluate their organizations and adjust to better meet workers’ needs. Employee engagement is one way in which employers are adjusting, proven to boost recruitment levels, reduce staff turnover, increase productivity, and improve customer service and retention. Employees who feel connected with their colleagues and their workplace are oftentimes more productive, have longer tenures and are better able to share their knowledge with others. However, according to a recent Gallup poll, more than half of American workers are not engaged, and the problem is only growing worse in the wake of the pandemic.

As employers look to adapt their organizations to improve employee engagement in digital and hybrid work environments, there are four pillars to keep in mind: Training and Development, Well-Being, Company Culture, and Recognition. Solving the issue requires much more than just Zoom calls; it involves a flexible and personalized approach to employee relations.

Company Culture

Company culture remains a challenge for many organizations. A 2021 State of Employee Engagement Report from TinyPulse reveals that HR leaders who reported employees had concerns about company culture correlated with higher attrition predictions.

At the same time, TinyPulse found that in Q3, culture was one of the top three recruiting tactics, alongside remote working options and flexible hours. As such, a strong company culture in addition to remote work and flexible hours can set an organization apart when it comes to recruiting.

Employees are more likely to enjoy their time in the workplace, no matter whether it’s in-person, a hybrid setting or remote, if they can relate to company values. Organizations should socialize their vision and values, clearly articulating them and making them readily accessible. In addition, companies can build a communications strategy to raise awareness about company culture, and take it a step further by creating improvement plans with the help of employee ambassadors. All the while, providing access to the same information and communications for every employee, which allows for a more united corporate culture.

Companies can also introduce gamification aspects into the recognition process through incentivizing employees to acknowledge each other’s achievements and earn recognition. Simple methods can go a long way, such as celebrating team accomplishments by creating a “compliment wall” on the company’s intranet.

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