There has been a rapid transformation in the way the HR domain has evolved in the last few years. Until the 1990’s, Employee Engagement as a concept did not exist. The term used to engage employees was referred to as Fun@work initiatives, which comprised clichéd activities like treasure hunts, Bollywood trivia games and snacks to engage the workforce. Today, organisations across the globe have shifted their approach towards employee welfare and commitment. They have adopted a “People First” approach in their agenda for a productive and happy workplace.
There are organisations and then, there are organisations. In order to fit into the latter category, it’s imperative to understand how happy and engaged employees are directly proportional to a productive work environment. Just like Work-Life Balance is one of the top agendas for any millennial today, the future is to ensure Work-Life Integration across companies. There is a striking difference between how a Gen Z individual and a millennial will respond to being engaged at work.
For the former, engagement can vary – getting motivated through the carrot and stick approach and additional perks, while the latter will prefer a healthy relationship with managers, the opportunity for growth avenues, and mental well-being. While there are various Employee Engagement surveys which are conducted at regular intervals, one thing that remains constant is that employees, especially millennials today are keen on not just receiving feedback but also extending feedback on a regular basis about their relationship with managers, approachability, work culture, interpersonal relationships and mental wellbeing.
Employee Engagement: Through the Lens In the Next Five Years
According to a study by the Swiss investment bank, an average employee in Mumbai works the longest hours in the world.
1. The concept of “Employee Engagement” will soon be replaced by “Employee Experience”. Ultimately, employees are the brand advocates, who will lead to positive employer branding. Right from the joining days to the exit interview, the employee life cycle speaks volumes about the culture and approachability of an organization. An affirmative impression will eventually lead to achieving positive employer branding through social media, resulting in top of the mind awareness amidst potential employees.
2. The emergence of AI in HR will alter the way HR functions. The traditional method of recruitment, training and performance analysis will soon undergo a makeover. With the latest technologies like virtual and augmented reality, potential employees will soon get an experience of the workplace environment and culture to get a deeper understanding of the way the organisation works. This will revamp the Employee Engagement module altogether.
3. Greater emphasis on health and wellness of the workforce will be the need of the hour. This is one area that organizations are already focusing on to ensure a happier and more engaged workforce by unplugging from their stressful and mundane life. Employee Engagement is a two-way approach where employees deliver their best and expect motivation and happiness at work along with the flexibility to maintain work life balance. It’s the duty of the employer to attempt and attain a higher, happier and healthier workplace by understanding the pulse of the workforce and keeping them engaged. While there are organizations, which have made a mark and featured in the “prestigious” Great Places To Work survey, what duly matters is the voice of the internal stakeholders.
That said, the idea should be to have a “People First” approach and extend a platform to the employees to voice their opinion. It will be interesting to watch how organizations will adapt to the changing trends of Employee Engagement. With the advent of Artificial Intelligence and Virtual Reality, it will be enthralling to watch the two integrate and create meaningful impact.
Happier Employees = Healthy Workforce + Higher Productivity
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