Hr Library

3 Reasons Why Your Employees Feel Disconnected

Source | |

Employee expectations were rapidly changing before the pandemic. The top three priorities — according to employers surveyed by professional staffing firm AON last year — were expectations for more flexible working hours, options to work from home and better awareness of mental health issues. 

It’s hard to imagine those three areas aren’t still at the top of the list. From remote work to job layoffs and reassignments to furloughed employees now re-entering the workforce, COVID-19 has dramatically altered how we work. The uncertainty has magnified the need for employers to ensure employees aren’t feeling disconnected and to connect with them on a deeper level.

The challenge, though, is overcoming a disconnect that existed long before the global pandemic. A recent study from Gartner found that only 29% of employees agreed with the statement, “HR really understands what people like me need and want.” And a 2019 research report on the topic of Employee Experience I spearheaded while at ServiceNow revealed only 40% of employees “feel their feedback is heard and acted on.” The research also unveils the disconnect gets deeper for organizations that have employee populations in deskless positions and for large organizations where employees feel less cared for and have increasingly fewer  opportunities to share feedback. 

With many workers now thrust into remote working and many more adjusting to new roles and processes as companies get back to business, having a continuous dialogue is increasingly vital to establishing trust and connectivity.

The first step to beginning that conversation and improving employee engagement is understanding why employees may be disconnected in the first place. 

Three Reasons Behind Why Employees Feel Disconnected:

  1. Infrequent feedback According to Gartner, annual surveys have steadily declined as true indicators of what’s happening in the workplace. They are not frequent enough to provide an accurate perspective. Although they’re solid predictors of employee behavior to identify general trends, they create siloed and fragmented views of actual experiences. They often do not catch early signs of disengagement, identify influencers or detractors, or detect patterns in evolving employee attitudes.

Click here to read the full article

Show More

Related Articles

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Back to top button