Blog & News 
For years, we’ve all been picturing the future of work like something out of a Ridley Scott movie. But it turns out that tomorrow is already here, and it’s more than just robots completing tasks.
Recent events have led to significant changes not only in our personal lives but also in the workplace. There’s a renewed focus on a crucial factor that has existed in the margins until now: people.
This new people-centric approach has led companies to analyze employees’ happiness at work and what leads to their well-being. Employee engagement is a must-have, with 78% of engaged employees considering work a benefit at a psychological level.
While there are infinite well-being initiatives that organizations have been working on and implementing (e.g., smartwatches, counseling, yoga, etc.), a lot can be gained by tuning into your workforce and analyzing the employee experience.
These integral shifts can include creating a work environment where employees can be heard and have a voice, personalized programs to support them based on interests and needs, and career growth is enabled and encouraged.
Let’s look at how technology can enable companies to drive employee engagement and well-being.
Open Doors for Employee Engagement and Well-being with Learning & Development
Employees want to seize opportunities. Presenting an employee experience that includes professional growth can engage employees and give them a say regarding how they can evolve their careers.
By creating a learning and development plan that contributes to employee upskilling, you’re giving your workforce a vote of confidence and a path forward.
Tied into the learning and development plan is an internal talent marketplace, where employees can take everything they learned and see what other roles or projects are available and how and where their professional career path can grow.
Such was the case with L’Oréal, where 50 percent of employees expressed they wanted more visibility into career opportunities within the organization. With the help of Avature, they managed to launch an internal mobility platform across 70 countries, and now 75 percent of positions posted are filled by L’Oréal employees.
However, it goes beyond internal opportunities: the objective is to make internal mobility more accessible for the entire workforce. The most engaging programs offer opportunities not just to the top performers but to all employees, enriching their experience and delivering value and benefit to the organization.
Remember: if the door doesn’t budge, they’ll look for a place where it’s wide open.
Start Conversations that Drive Engagement
To better engage with your employees, going one step further than sending a company newsletter is essential. Actively listening to better understand how they feel about their job and your organization, their expectations and what they think is missing, and then acting effectively on these points will make or break the overall employee experience.
Surveys are a powerful tool that give your workforce a voice and say in the organization. And this employee feedback is incredibly valuable in identifying opportunities for improvement.
Effective performance management is another critical touchpoint in the quest for employee engagement and well-being and allows for lasting employee and company development, recognizing achievements and driving growth.
Performance management shouldn’t be just a sporadic tick-box exercise. e Rather, it should be an ongoing and enriching process through which employees can establish career goals and project their professional path.
These conversations can lead to creating the learning and development plan mentioned above. As well as recognizing their achievements, these exchanges show that the company truly cares about employee growth and development.
We know that sharing is caring. So what better way to boost employee engagement and well-being than by implementing a hub where employees can share everything from promotions to pictures of their pets and even their favorite hobbies or movies?
This employee engagement hub lets the workforce share professional goals andpromotes the social element that may sometimes be lacking, therefore driving a sense of belonging. As a company, you can also leverage this tool to communicate new company-wide initiatives that may interest employees and their well-being.
As you can see, it’s all about lending an ear, having conversations and acting on these meaningfully. Active listening + effective action = satisfied employees.
In Conclusion
In work and life in general, a new path begins to form, defined by a people-centric approach. Offering your employees a rewarding career, where growth and learning opportunities are always available, allows for a more driven and engaged workforce.
Companies must start working on employee engagement to improve overall well-being, achieve retention and minimize turnover. Technology will helpcompanies and their employees achieve a state of well-being through meeting those objectives. An engaged workforce is a happy workforce, and a happy workforce, well…stays.
