Changing Rules of Engagement
Gone are the days of employers enticing top talent through offerings of medical coverage and two weeks of vacation. The talent of today craves a deeper level of engagement, a sense of community, and a desire to be associated with an organization committed to a cause beyond financial results. So what can we do to build and support a workforce that is truly engaged, productive at the highest level and committed to the organization?
Best practice companies start with culture. Elite organizations are building a foundation for engagement ensuring every employee understands their role in the organization’s vision. They communicate frequently and in the spirit of transparency, and they nurture the whole person with consideration for the fluidity between work and life.
Notable trends, as detailed in the 2016 Resource Guide: The Best Practices of the Nation’s Elite Employers, are specific to communication and greater flexibility in work schedules. These have been contributors to the evolution of employee engagement for many years. However, organizations with the highest levels of employee engagement continue to broaden their scope.
Communication
Employers understand now more than ever the importance of employees feeling connected with their work, team members and leaders, and, ultimately, with company initiatives. Engagement is born from connectivity; connectivity comes from understanding, and understanding happens through transparent communication.
Successful organizations are sharing information about everything! They consistently share information specific to the financial health of the business, helping employees understand their individual contributions. Elite companies also embrace every opportunity to celebrate the “wins,” publicly recognizing individual and team contributions.
It is critical to also note the importance of two-way communication in reaching optimal employee engagement. Companies doing it right are having frequent conversations between employees, managers and leaders. Feedback is welcomed as a positive interaction and an opportunity for development.
Workplace Flexibility: Nurturing the Whole Person
There is no room amongst the elite for traditional approaches to the work day and time off. Employers are offering more autonomy than ever to employees in setting their work schedules. Some are allowing unlimited PTO. One company takes this a step further, maintaining the not so traditional core work hours of 10:30 a.m. to 3 p.m. each day, and allowing employees to customize the rest of their work day to accommodate individual work styles and needs. I would be remiss to omit the mention of so many more companies offering the opportunity to work remotely 1 day, 2 days, even up to 5 days a week.
In addition to these practices more rooted in traditional approaches to flexibility, elite employers are getting creative at establishing practices that first consider the best interests of the employee’s family. More companies are offering paid paternity leave. Another allows greater flexibility in the work schedules of their expectant mothers. An innovative benefit of particular note is an “annual marriage enrichment stipend” used to strengthen personal relationships.
All of these practices contribute to an employee’s sense of engagement, leading to a higher level of commitment, resulting in greater productivity. Higher output leads to greater financial success of the organization. If the organization is following best practices, it will, in turn, share that financial gain with the employees who contributed to the achievements. And so the cycle of higher level employee engagement continues.
As the rules of employee engagement continue to change, employers who are unwilling to embrace a nurturing, communicative culture will not be able to compete for top talent. For more ideas specific to beginning the shift toward building a culture of engagement, refer to the 2016 Best Practices of the Nation’s Elite Employers, available at 101 Best and Brightest.com.
