fbpx

Best Practices For Keeping Your Employees Happy This Year


2018 has just barely begun, and interesting trends in this year’s human resource management field are already becoming evident. As businesses strive to create productive and satisfying work environments, employee engagement remains the top focus.


Frequent Employee Performance Feedback

As always, communication is a crucial factor. Studies show that the more an employee understands what is happening with their company and how their role contributes to its success, the more favourably they view the company and their own work.

Businesses continue to get rid of the traditional process of annual and semi-annual performance reviews. Instead, ongoing feedback has demonstrated to increase engagement, as employees will no longer feel excluded from seeing how they are performing and contributing to success.

Pulse surveys have also become more popular. Checking in with staff more regularly keeps management apprised of issues, sentiment, and concerns that can be addressed before they turn into major problems. Employees like them because their voices are being heard and they can contribute to solutions that can aid in achieving work objectives.

Unexpected Work-Life Balance Ideas

Companies are experimenting with the concept of unlimited paid time off in the office. For management, the fear that employees will abuse the policy is disappearing as evidence shows that staff members take about the same amount of vacation time as in earned vacation time systems.

Employees highly rank unlimited paid time off as a workplace benefit. By shifting the ability to determine vacation time to a shared decision, employees feel more engaged with their work. It also elevates their confidence that management trusts them to make good decisions.

Career Path and Development

The number one reason employees leave their jobs is lack of future movement in their positions. Firms are shifting toward expanding career development opportunities in order to retain their workforce. Coupled with more open communication strategies for engagement, checking in on personal goals and helping employees achieve them can increase retention rates.

Employees at all levels want to understand their future with the company. Businesses that recruit from within inspire more loyalty. Investing in staff skills by offering training and mentoring, as well as providing important performance feedback, signals to employees that they are valued today and into the future.

Finding Employee Value at All Career Stages

As the working population retires later in life, companies seek to increase engagement with older workers. Older workers have different life priorities than new entrants into the job market, and matching their goals to a company’s needs gives unique value to both the employee and company.

Older workers tend to be more stable in their positions because they’ve worked toward them. They bring higher expertise and valuable experience to every profession. The demographic's untapped potential can result in up to 25% cheaper acquisition costs, and workers that are able to readily participate in both mentoring and training.

Extend Communication to the Social

When we speak about engagement, the focus tends to be fixed on employees showing interest in their work and company. Beyond that work-centric approach, employees also want to be seen as valued people. Getting to know employees on a more social level improves loyalty and demonstrates that their lives outside of work matter.

For most people, career goals are just a part of their overall self-view, not the singular definition. People integrate their work into their lives. When companies understand that employees’ outside needs impact their work performance, managers can better focus work-life balance strategies to ensure employees are happy in their positions.

Finding the best options for employee engagement will differ from company to company and industry to industry. However, overall trends are focusing on improving communication and recognising that work-life needs are mutual concerns. Current strategies for employee satisfaction and retention are going deeper into developing a teamwork concept, regardless of the business.

By 15five.com