TOP 3 EMPLOYEE EXPERIENCE TRENDS FOR 2020
Updated: Sep 27
As we enter a new decade, the world of work is changing and with the unpredictability which has come with 2020, the world of work seems to be changing faster than ever. With this change comes an effect to the employee experience and with the added uncertainty that has developed thanks to COVID, it means that HR Professionals must gain a clearer understanding of the experiences, desires, and challenges faced by employees. By doing so, they can then to bring about effective change and generate a positive employee experience for the remainder of the workplace in 2020 and beyond.
A positive employee experience is so critical as it reflects how invested an employee is within the organisation. If there are employees not truly invested in the organization’s success, they often end up needing more attention while underperforming. This results in wasted time, resources, and lost revenue, which could ultimately cause damage to the company. With the changes and pauses to the world’s economy generated by COVID, organisations need to be more conscious now than ever as they cannot afford to make mistakes and waste resources. It is therefore crucial to ensure positive employee experience within the workplace to achieve the best ROI from your employees and help boost the quality of output that they produce.
Thus, we at Drive Impact would like to share with you our top 3 employee experience trends that we predict will gain traction in the coming year to help you gear up and provide the best experience possible for your employees.
1. The rise of remote work
Remote and flexible working has been on the rise in recent years due to an increase of freelancing and the gig economy but with recent events this new way of working has been accelerated and somewhat imposed on different organisations. What is more, with many employees now finding working from home more favourable, it looks like we could be waving farewell to the 9 to 5 routine. A study conducted by Owl Labs found that many workers feel that even one day of remote work can leave them feeling happier. In addition, it has also been found that companies which allow remote work have 25% lower employee turnover than those that don’t. Furthermore, in recent events, employees have had months of a different experience having to remote work and may have developed new intentions regarding their routine as they have had to merge their work and home lives such as balancing home schooling. Furthermore, 65% of U.S. employees surveyed saying they would work from home full-time post-COVID if given the option. This means that HR leaders will have to take this into account to create a truly effective people management strategy and it could be crucial in terms of the overall success and productivity of the business. With new technologies also making it ever easier to work remotely, this has become ever more prevalent in the modern working environment. We recommend using tools like Slack, Google meetings and Microsoft teams to boost your remote working environment. We at Drive Impact particularly like Slack due to their chat channels, ability to integrate specific apps such as google drive and calendars and their profile building tool. We also know a thing or two about remote hiring; read our blog tips for remote hiring.
What is more, remote working can also allow companies to recruit talent from further afield and help improve the diversity of your workforce. 77% of Gen Z said that a company’s level of diversity affects their decision to work there, while diverse organisations are proven to retain employees longer. This again, shows a direct correlation between remote work and employee experience but from a diversity perspective.
Finally, as well as employee experience remote work can also dramatically reduce costs for your employees and costs to organisations. Global Workplace Analytics found that, on average, remote workers save between $2,000 and $7,000 a year on such things as transportation, food, clothing, and child care. Companies can save up to $11,000 per employee per year through overheads such as physical offices with rent, electricity, water, and office supplies. Cost saving will in turn make management happy and as we know, a happy boss can generate happy employees which again can build positive employee experience.
2. An increase in upskilling and training
We are finding that there has been an increase by organisations in upskilling and training their employees as it has a direct link between employee experience, motivation and retention. A study by ITA Group found that organisations are becoming increasingly conscious to develop the skills their employees they need to succeed and thus, stay. What is more, a culture of skilled workers who are aligned with the brand and see the value of working at the company will inevitably result in both higher productivity and higher retention.
Data is also proving that the best-run organizations do more for their employees and that they invest in their employees and communities to build long-term value. A study by Employee XM found that found that a top driver for employee engagement was opportunities for learning and development. During the past few months, workers may have become restless during furlough, unhappy with new working conditions, and uncertain of where their future with the company lies. Thus, HR leaders that emphasize the need for workplace belonging may experience fewer problems and now is a good time to reassert the importance of a clear and comprehensive talent management strategy and we can help you implement a strategy that works for you.
3. Investing in company culture
Company culture is vital at the best of times, but as organizations navigate through crisis, ensuring that employees are happy and engaged could be crucial to boosting performance. Building a sense of belonging and creating a personal connection between the employee and the business can have an incredibly positive impact on the employee experience and thus, organizational performance. Employees’ intent to stay at organizations has also been steadily declining for about five years now and it has been found that employees today value working for a “mission-driven company” that they personally identify with. Thus, it is now more than ever critical to give your employees that sense of purpose they desire by ensuring that their values are in line with the organisations and thus, colleagues making them more likely to stay at the organization. This can be done by creating a strong employee value proposition that emotionally connects your employees to something bigger than themselves, and one that helps employees more clearly understand all the ways they fit (or maybe don’t fit) at the organization. Additionally, we have found that another great way to create a strong culture, especially during a time where remote work and social distancing has become the norm is through digital events. It can make your employees feel more involved, even from a distance and less isolated, thus, improving employee experience.
Another way to create a strong company culture is by putting a good communication strategy in place with employees to create open conversation, opportunities for connection amongst employees. A method of feedback could also be implemented through this communication channel to show transparency and build trust. A study from Qualtrics employee XM with over 13,551 responses found that employees were more engaged with the organisation when they were asked for feedback. It shows that employees want to know that they are being listened to and that their contribution is valued. What is more, the more an employee is engaged the higher their willingness to go beyond what is expected of them. We have some great tips on feedback and how to create a feedback culture to generate a positive loop of growth.
Based on our experience and best practices by working with fast-growing Startups, we create people-related processes as end-to-end implementable modules that helps your company improve its employee experience and company culture and achieve its goals. At Drive Impact, we have created an Employee Experience Design 3 stage process which allows you to Frame, design and implement to generate a positive experience for you and your employees. What is more, we are offering a free consultation that you can book with us through the Drive Impact website: https://www.dimpact.io/