Did you know that around 70% of employees say that they don’t feel involved in, enthusiastic, or committed to their work? That’s according to insights firm McKinsey, who’s shining a light on the ever growing disconnect between the experience that workplaces are now offering, and the experience that employees are looking for.
When employees don’t feel engaged with the job at hand, they’re unlikely to be giving it their all, which means that you may not be deriving full value from your human resources. The good news, however, is that creating a more fulfilling employee experience can boost workplace motivation, and it’s not as hard as you may think…
Invest
“Today’s organisations are making significant investments in things like onboarding and development programmes to create an experience that satisfies employees’ expectations” says Gartner HR VP Leah Johnson. By investing in your workforce – whether that’s through team-based learning experiences or personal development schemes – you can help employees to connect their own personal aims with their existing roles, showing how their work is contributing towards achieving career goals.
Involve
Gone are the days of the 9-5 office job; the job where business is left at the office. Today’s employees don’t want to simply work; they want to get involved with something meaningful. If you can get your team involved, if you can show them how their individual efforts contribute to the core business, you can create a team that’s motivated to do great things. Inspire by ‘selling’ your vision for the future, and get them to ‘buy in’ to this vision, helping them understand how their roles tie into the big picture.
Communicate
A lack of motivation across your team can be created by something as simple as an employee/manager disconnect, which can make workers feel distant and isolated from the job. This can easily be rectified through improved communications, keeping everyone in the loop. When lines of communication are open, expectations become clearer, relationships become stronger, and motivation naturally increases. Consider communications-oriented meetings, and taking a proactive approach to discussion.
Recognise
Professional services network PwC found that, in a 12 month period, the percentage of employees who felt that their ideas and opinions were valued by the company dropped from 66% to 59%. At the same time, those who felt that diverse perspectives were valued dropped from 67% to 61%. This highlights an urgent need for managers to value their teams, recognise efforts and innovation, and reward those who go above and beyond. Regular feedback sessions and company-wide schemes can help.
The Rise of the Employee Experience
Amongst workers aged 55 to 64, the average time in a single role is just over 10 years. Amongst those aged 25 to 34, however, it’s less than three years. This shows just how much the business landscape has shifted. Today, employees aren’t looking for a ‘job’; they’re looking for a career experience, and they’re willing to hop from role to role as they strive to find the right experience for them. Now, as a manager, your role is changing. A manager’s job is no longer simply to ensure that deadlines are being met; it’s about ensuring that teams are satisfied with their experience, motivated to achieve, and connected with their work so that they’re bringing long term value to the business.
