Boosting Employee Engagement: A Blueprint for 2024 Success

As we step into a new year, now is the ideal moment to pause and assess your approach to boosting employee engagement. While a lot of us are focusing on personal resolutions for 2024, what steps can your organisation take to enhance the employee experience?

Our blueprint for the year isn’t about following the crowd; it’s about leading it. Let’s delve into strategies that aren’t just words but impactful choices, each contributing to heightened engagement, productivity, and a lively workplace culture.

1. Cultivate a Culture of Transparent Communication with Strategic Employee Surveys

Picture a workplace where conversations flow seamlessly, from your senior strategists down to the front lines. Information is readily accessible, and everyone is tuned into the collective narrative. Sounds great, doesn’t it? Not only does it make for a better employee experience but organisations excelling in communication witness heightened employee engagement, increased morale and reduced churn (BetterUp, 2022).

Remember, the art of conversation isn’t just about saying the right things at the right time… it’s equally about listening. Consider enhancing your listening strategy to create a holistic communication environment. Here’s a valuable tip to achieve this: leverage employee surveys.

At People Insight, we take on the role of architects for your communication and engagement strategy through our actionable platform. Our surveys go beyond just measuring engagement; they precisely identify the key drivers within your employee experience influencing engagement the most. Further, our consultancy can step in and collaboratively craft action plans, elevating these key features to new heights. Working with us has been shown to boost your workforce’s intent to stay at your company by a substantial 30% in just one year!

2. Pioneer Bespoke Recognition Programs

Perhaps 2024 is the time to reimagine the way we recognise and appreciate our employees. Forget the generic employee of the month awards that tend to lose their charm over time. This year is all about creating a more personal connection when expressing gratitude – acknowledging each team member’s distinctive contributions in a way that truly speaks to them. A recent review by Nectar (2023) underscores the potency of recognition, revealing that over 80% of employees consider it a top driver of their motivation to succeed.

In order to tap into this motivation, consider weaving your company’s values into your recognition strategy. While it’s crucial to acknowledge high sales, client satisfaction, or outstanding achievements, delve deeper into what sets your company apart. Why not celebrate the team member who epitomises your company’s commitment to environmental values? How about recognising the audacious intern who embodies your attitude towards innovation by consistently offering ground-breaking ideas? To heighten the personal touch, consider pairing the acknowledgment with a thoughtful gift directly linked to their specific accomplishment.

3. Embrace Holistic Wellbeing Initiatives

Holistic wellbeing initiatives are ones that nurture not only physical health but also mental resilience and mindfulness. The World Health Organisation’s ‘Global Framework for Well-being and Health Promotion’ highlights the power of holistic wellbeing initiatives. Companies that integrate mental health days, resilience training, and mindfulness sessions observe not only immediate benefits like reduced stress but also long-term advantages such as increased employee satisfaction and loyalty.

How can you make this shift? Consider incorporating mental health days into your leave policies, providing resources for resilience training, and introducing mindfulness programs. In the grander scheme, this comprehensive approach contributes to a workplace where employees are not just surviving but thriving. By prioritising mental health and resilience, your company fosters an environment where employees feel equipped to navigate the challenges of both work and life.

4. Curate Tailored Learning Journeys

Rather than adhering to generic training programs, 2024 is the opportune moment to explore tailored learning journeys, recognising that every employee’s growth path is unique.

Given the plethora of advanced Learning and Development (L&D) software available, especially AI-based platforms like Sana, opting for these innovative tools is a no-brainer. They have the capability to custom-create learning journeys for your employees based on their individual strengths, interests, and career aspirations. This not only empowers employees to spearhead their professional development but also aligns their learning goals with the strategic objectives of the organisation.

A recent L&D report from TalentLMS and the Society for Human Resource Management highlights that 76% of employees are inclined to stay with a company that provides ongoing training. However, 55% express the need for additional training to enhance their performance. Therefore, the incorporation of personalised educational technology (aka ‘Ed Tech’) can be anticipated to lower turnover rates and boost productivity.

5. Elevate D&I Practices Beyond Compliance

Yes, some Diversity and Inclusion practices are legal requirements, but let’s elevate them beyond compliance. These are pivotal concepts that should be ingrained in your organisation’s DNA for 2024 and beyond.

Diversity encompasses more than gender and race; it extends to neurodiversity, parental status, age, and much more. Invest time in research to grasp these concepts fully, enabling a profound understanding of the intricacies within your workplace and what each individual might need for an optimal work environment.

Rather than treating diversity as a standalone initiative, integrate it into the very fabric of your company culture. Infuse diversity and inclusion into daily operations, hiring practices, team dynamics, and decision-making processes. Foster an environment where employees not only appreciate diversity but actively contribute to creating an inclusive workplace.

Expanding these practices beyond the basic legal requirements is a win-win; it enhances the employee experience and is likely to boost your bottom line. Diverse teams within inclusive cultures exhibit higher employee satisfaction and retention rates (Deloitte, 2023). Moreover, they are 25% more likely to achieve above-average profitability (McKinsey, 2023). Elevating DEI practices isn’t just a legal necessity; it’s a strategic move for organisational success and most importantly, it’s the right thing to do.

Conclusion

In wrapping up our journey through forward-thinking resolutions, the road to boosting the employee experience is clear. Dive into a transformative journey focused on better communication, personalised recognition, well-being, learning, and diversity and inclusion. It’s not just a shift; it’s a new beginning for your workplace.

Among these resolutions, strategic employee surveys emerge as a standout solution to address various facets. Actively listening to your employees’ perspectives allows you to tailor initiatives that truly resonate with them and align with your organisation’s objectives.

Discover how People Insight’s customisable survey models and leading-edge platform can support you on this journey. Let’s enhance your survey program together, shaping a year of growth, meaningful engagement, and unmatched success. Here’s to making 2024 the year your workplace experience becomes extraordinary!