- In a recent study by Gallup, only 13% of employees around the world are truly engaged in the work they do each day. While this number has trended up in the past few years, employers are gravely concerned with what a disengaged workforce means for profitability over time. Fortunately, the technology advances taking place in business environments present an opportunity for companies to improve engagement statistics drastically. Here’s how HR technology can make a difference in increasing engagement among workers.
By | Linda | Founder and CEO of TalentGuard
Over the last several years, companies large and small have begun a shift in focus toward profit-boosting business models. While this has meant something different for each company individually, a common thread continues to be strategic changes in internal operations. Instead of focusing on revamping products and services to increase market share and profits, organizations are looking toward their workforce to improve efficiencies which ultimately boost bottom line metrics. Part of this shift is in the realm of employee engagement.
In a recent study by Gallup, only 13% of employees around the world are truly engaged in the work they do each day. While this number has trended up in the past few years, employers are gravely concerned with what a disengaged workforce means for profitability over time. Fortunately, the technology advances taking place in business environments present an opportunity for companies to improve engagement statistics drastically. Here’s how HR technology can make a difference in increasing engagement among workers.
One of the many reasons employees cite being disengaged on the job is lacking communication. This may materialize among teams, departments, or executive-level leaders, but regardless of its source, employees who do not feel like communication is a priority are likely to disconnect from their work. HR technology can lend a hand in improving communication in several ways, including transitioning conventional forms of communication into modernized approaches. Employees want to have options for their communication with HR, as well as a single point of access for communication tools. Technology solutions abound in this arena, giving HR departments more control as well as more flexibility in how communication strategies are implemented and adjusted over time.
Managing employee engagement over time is often linked to how valued an individual feels within an organization. Some companies attempt to overcome this challenge with a broad spectrum of benefits offerings. However, if employees are unaware of the advantages or availability of certain benefits, they aren’t likely to use them or feel valued because of their existence. Technology solutions have made benefits communication and adoption far easier for HR departments. Whether it is offering a self-service model for employees or including accessibility features like mobile applications for benefits management, showing employee appreciation through benefits is less daunting with technology tools.
The days of traditional talent management through annual appraisals are long gone, as continuous performance management has become a top priority for many organizations. With the help of performance management software, companies can improve engagement among employees as it relates to the evaluation process. Instead of relying on outdated, stagnant information regarding an employee’s contributions to the company, performance management solutions provide a robust, ongoing evaluation system that connects employees more closely to their employer. Individual goals can be easily aligned with corporate objectives, making it far easier for employees to recognize how their work has an impact over time.
Employees may feel less than engaged on the job for a variety of reasons, but it is common for employers to be woefully unaware of these driving forces. HR technology in the realm of big data analytics can help. Many software solutions, systems, and modernized processes internal to an organization gather countless pieces of data each day. These invaluable information bites can be used to draw specific insights into how employees are working each day, what motivates them to perform, and what deters them from making valuable contributions. The data captured from different HR technologies may also lead to greater understanding of what employees want on and off the job, helping guide benefits design and compensation.
Career Pathing Tools
Individuals are likely to be disengaged at work when they do not understand or clearly see a path for career progression within a specific company. Adding career pathing software to an HR technology mix can aid in this challenge. Career pathing gives employees an opportunity to map out different career scenarios while allowing managers and HR departments to align job opportunities with the specific skill sets and competencies necessary to succeed. A career pathing technology solution lays the groundwork for employees to be more engaged as they gain an understanding of what their unique work opportunities are within an organization.
Feedback and Recognition
Employees may also lack engagement on the job when they do not feel valued for the work they do each day. Technologies exist to ease the process of providing timely, accurate feedback and recognition to individuals who deserve it. Recognizing employees for a job well done is a powerful yet simple way to improve engagement, and this information can be used to fuel discussions about career progression during appraisals or one-on-ones. Real-time feedback has a similar effect, as employees know the tasks they perform are being noticed.
Corporate Training and Professional Development
Finally, HR technology solutions in corporate training and professional development are shifting engagement statistics across multiple companies worldwide. Offering self-service education opportunities that are aligned not only with individual career paths but corporate objectives as well empowers employees to take hold of their professional development over time. When individuals feel as though they have growth opportunities within a company, they are likely to be more engaged.