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Employee engagement has been one of HR’s top concerns in recent years, but do HR leaders really know what keeps their employees satisfied and engaged?
According to Oracle Corporation’s latest Global Engagement Study conducted by Kantat TNS, equipping employees with the latest technology, having accessible leaders and strong company values and culture are the key factors to keep employees engaged and successful within the company.
Sadly, gathering feedback from nearly 5,000 full-time employees at organisations with 250 or more employees, the study found that many employees don’t feel that their organisation makes the cut.
Reason #1: Technology is not up-to-date
When it comes to technology, only 44% of respondents felt their company uses the latest technology to enable them to effectively perform in their role.
“Employees as consumers are more plugged into technology via multiple devices (i.e. mobile, tablet, desktop) than ever before. They expect the same level of accessibility that they get in their personal lives with the technology they encounter at work,” said Gretchen Alarcon, group vice president of HCM product strategy, Oracle.
“Cloud technology enables this digital employee experience through features that can help employees learn, process and consume information in an easy way. A more modern user experience interface also reflects what they are accustomed to at home.”
Reason #2: Managers are not accessible
The survey also pointed out that most staff are unsatisfied with the accessibility of management.
Only 47% of respondents saw their leaders as visible and approachable and only 44% expressed that they have confidence in their leadership, indicating a lack of partnership between management and employees.
“Employees ultimately decide if they would like to stay with a company within the first two weeks of employment,” said Alarcon.
“What this means, is that within the first 14 days, employees are already asking themselves, ‘Do I think I can progress here? Do I have a manager who can be a mentor and am I getting the ability to create a network and get introduced to the right people and tools to best perform in my job?’ This is especially important when we think about development within a company—candidates want to feel the company is a good fit.”
Reason #3: Employees don’t feel aligned with the company culture and values
While most HR leaders would like to think that their organisation has a caring culture, the survey pointed out that not many employees have the same thought as only 38% of employees felt their company is concerned about their overall well-being.
“Company culture mirrors these sentiments as employees are most comfortable and productive within a creative, yet flexible workplace culture. While compensation is often seen to be connected to employee satisfaction, we are now seeing that individuals are more interested in joining companies that uphold their same personal values to gauge if they are a good fit,” the report pointed out.
“Whether it’s a more flexible work schedule, more volunteer or health & wellness opportunities, companies too should now be listening and connecting with employees in more ways that correlate with their personal well-being.”
Additionally, Oracle provided a practical checklist for HR leaders and managers to aid them in building a comprehensive culture of engagement. The steps are:
- #1 Eight Steps to Building a Comprehensive Culture of Engagement
- #2 Make the most of digital experiences throughout the employee lifecycle.
- #3 Create a strong workplace culture, and keep it consistent.
- #4 Keep development goal-focused, for your company and your employees.
- #5 Keep everyone in contact with their managers and leaders.
- #6 Link performance with rewards.
- #7 Keep your roles business-focused
- #8 Give everyone the same development opportunities.
- #9 Make employee wellbeing a top priority
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