Leveraging Employee Feedback to Foster Engagement
The business landscape is always changing, but what has remained constant is the high value of the workforce. Employees continue to be a company’s greatest asset in determining company growth. But to bring out the most value from their workforce, companies will need to fine-tune their approach to increasing engagement. Employee sentiment captured as data in an employee survey can guide how leaders can create a workplace culture that fosters engagement.
“Employers should test their mettle this year and, to gain a competitive edge, listen closer than ever to the evolving needs of their people and respond with urgency,” says Phil Chambers, general manager at Workday Peakon Employee Voice. “The companies that get ahead in 2023 will overcome rising burnout risk, disengagement, and ongoing attrition by keeping up the investment in people and taking their team of loyal and engaged employees along with them, through good times and bad.”
Making Adaptability Fundamental to the Business
Company leaders know the importance of adaptability in the future of work, but the push in 2023 will be taking adaptability beyond the aspirational and infusing it into the company’s foundation.
HR will continue to play a huge role in driving a systematic approach to adaptability. With agile technology tools and processes as the foundation to foster productive experimentation, companies will naturally bring out the adaptability, skills richness, and digital savviness of their workforce. As a result, workers become empowered to quickly and easily navigate career growth, meet business needs, and drive ongoing digital transformation.
John Boudreau, senior research scientist and professor emeritus at the University of Southern California’s Marshall School of Business, described agile processes in this way when speaking at the “Office of HR: The Power to Adapt Through the Evolution of Work” keynote at Workday Rising:
“Realize that work is going to be perpetually obsolete and perpetually upgraded, just like your phone, just like your automobile, just like other products,” Boudreau said. “We have learned now that work is going to change fast. So you can see, I hope, that starting with, ‘We don’t know what work is going to look like in the future; we don’t know what the right policy is’ does not mean chaos.”