It’s important to acknowledge the strong relationship a people leader has with their people. If a manager oversees a team of three, it’s likely they could identify who a comment came from. That’s why we foreground confidentiality rather than anonymity with Workday Peakon Employee Voice, removing identifying information and enabling honest conversations between managers and their team.
How Employee Engagement Software Solves 4 Critical Business Challenges
In our global survey report of 1,150 senior executives “Closing the Acceleration Gap: Toward Sustainable Digital Transformation,” more than half of leaders (52%) said there was a growing divide between where their business was and where it needed to be to compete. As businesses face pressure from competitors as well as major economic uncertainties, employee engagement can’t fall behind.
In this section we’ll explain four major risks faced by businesses during periods of uncertainty or transformation, before outlining how employee engagement solutions provide a fix in each instance—what we’ve termed “The Engagement Solution.”
1. Employee Disconnect From Company Goals and Culture
The difficulty with periods of change and uncertainty is self-evident—try as you might, you can’t plan for every variable. What businesses can do is learn from prior shifts in the way we work. Having just undergone the most significant change to work life in memory, there are plenty of lessons to learn.
What the pandemic highlighted most acutely was the potential disconnect found between companies and their people. The introduction of home and hybrid working setups has broken down the view that company culture is linked to a physical location. Instead, companies now have to consider how their goals and values are communicated outside of the workplace. Culture shouldn’t be limited to beanbags and social events.
According to our “Closing the Acceleration Gap” report, one of the top two barriers businesses face during periods of change is culture, with 35% of executives saying organizational culture is the biggest blocker they face. But how can companies promote a strong internal culture that connects to their values and overall strategy?
The Engagement Solution: Create Space for Regular Feedback
The best part of attempting to improve company culture through employee engagement software is that the very act of asking your employees for feedback has a positive impact. According to data from our report “Creating a Highly-Engaged Organization,” 45% of organizations with high engagement scores ask for feedback on a quarterly, monthly, or weekly basis versus just 26% of low-scoring companies.
As always, good internal communication is key. Here are three areas where an engagement solution can help create space for frequent employee feedback across the employee lifecycle:
Institute regular employee engagement surveys. Issues shouldn’t only come to light during a performance review or exit interview. The cornerstone of any successful engagement initiative is a pulse survey. By delivering these at a higher frequency, you make sure your data is accurate and relevant at the point of contact.
Touch base with your managers. People leaders are at the heart of a coherent company culture—that’s why an employee survey is just as important for management as it is for the teams they manage. Bring your managers into the fold at every level, listen to what they have to say, and respond with meaningful, measurable actions.
Enable your managers to act. Company values mean nothing if you don’t act on them. With Workday Peakon Employee Voice, managers can take action straight from their dashboard, highlighting areas their team members are having issues with and engaging in confidential conversations.
2. Lowered Employee Wellbeing and Job Security
People are typically afraid of change, especially if it has the potential to impact their livelihood. Whenever a company is facing a period of uncertainty—whether it’s as a result of an internal company transformation or external economic circumstances—your employees will naturally be apprehensive.
If unaddressed, those anxieties can quickly lead to lower welfare, deteriorated customer relationships, and increased levels of employee burnout. Looking to the pandemic as an example, our 2021 report “The Great Regeneration: Turning the Tide on Employee Resignations” found that 27% of employees had engagement scores that indicated they were at a high risk of attrition. Facing periods of difficulty with unclear direction from management, employee wellbeing declines.