Today, employees make a point of seeing well-being at work as a priority and a factor of commitment. It is therefore in the best interest of companies to put in place solid engagement actions to attract/loyalize the best talents.
What are the reasons for disengagement at work?
According to a Gallup study , " less than two out of ten European employees feel engaged at work.
The world of work has turned upside down and talents have very different expectations from the companies that recruit them. Companies have to reinvent themselves and propose radical measures to promote well-being at work.
a) Your employees' quest for meaning
Talents clearly prioritize well-being at work, self-fulfillment and personal development before corporate sustainability. They are looking for meaning, for more positive emotions in their work. They need to feel that they are really participating in the development and success of the company.
This appears to be a major challenge for companies whose economic performance is directly impacted. An employee who is fulfilled at work invests fully in his or her missions and contributes greatly to the growth of the company's activity.
The quest for meaning among employees is part of a desire and a need to participate in a common project, to share skills and the diversity of profiles. And this, with the aim of tending towards innovation and encouraging thecontinuous improvement.
b) A solid work organization
Work organization plays a strategic role in the personal investment of employees. The challenge for companies is therefore to propose new ways of approaching this organization.
It is important to know that a new work organization is often neglected by companies. This change must be perfectly supervised: by proposing to the employees a precise accompaniment allowing them not to fall into misunderstanding and to remain in agreement with the needs of the company. Everything depends on good communication, both upwards and downwards. Employees must be given the necessary information and be free to express themselves and give their opinions in order to evolve in a climate of trust and thus encourage commitment.
The main thing is to set up a transversal communication allowing employees to create links between them, to build together and to encourage collective intelligence.
Human relations
This generation of talent places the human factor at the center of their decisions as an essential lever for well-being at work. It is time for companies to rethink their management methods and make human relations a key part of their corporate strategy.
Managers need to find a balance in the relationship with their employees that allows them to impose their authority while involving the whole team. Talents need to be recognized and their voice needs to be heard in order to participate fully in the success of the company. A climate of trust is then established within the teams, which favors the work atmosphere and allows to place thecollective intelligence at the heart of the perspectives.
The links created and this environment of trust encourage employees to undertake and to act as intrapreneurs with the aim of offering new perspectives of evolution and growth to the company by contributing to strategic projects of the company.
Why improve well-being at work?
In addition,employee engagement is nowadays the main reason for a talent to collaborate with a company. But also, a key factor for the company to be able to attract or retain them.
Well-being at work is pervasive throughout a professional career and impacted by:
- A reason to be
- Adherence to a vision
- an applied corporate culture
- Values put forward
It is based on small victories, moments of pride that give meaning to what we do; much more than on a general state. The career path is not just about "working" but about "putting yourself out there" through emotion, convictions and shared values. Getting involved with the whole team in aparticipative innovation approach is therefore essential.
A successful well-being at work brings more creativity and productivity which impact on customer satisfaction. But also, less turnover and disengagement from employees, which affects the company's performance. It is therefore essential to developemployee commitment, which will bring many benefits to your company.
A high turnover impacts your performance as well as the relationships between employees. You therefore have a role to play in developing the loyalty of your employees from the very first contact by offering real support that will place them in a climate of trust. Trust them by gradually giving them responsibilities commensurate with their skills to help them become reliable and efficient. They will be more inclined to participate in the life of the company, to communicate with all employees and thus play a crucial role in the performance of your company.
Note: " The profitability of companies with a good level of engaged staff rises to 21% and their productivity increases by 17%" / Gallup
What are the actions to be implemented for well-being at work?
An understanding of the needs (company and employees) is essential to deploy a solid strategy with concrete actions:
- 360° communication: a culture of upward/downward feedback can be activated allowing employees to increase their progress, autonomy and productivity. On the one hand, they have the possibility to know the feedback of the managers on their evolution. On the other hand, certain questions or needs can be raised. This relationship of trust will allow employees to evolve serenely and managers to know the areas of improvement that can be made.
- Onboarding: The integration phase is a crucial moment for an employee. It is the first impression of the environment in which he or she will evolve and it begins even before his or her arrival in the company. Firstly, the job offer is a real seduction asset (highlighting professional and relational skills). Secondly, the recruitment process must be smooth to give a positive image of the company. This must be in perfect correlation with your corporate culture. Then, upon arrival, the candidate must benefit from a real accompaniment allowing him to integrate in the best possible conditions. Everything must be done to give them the desire to evolve in the long term within the company.
- Working conditions: in the broadest sense, working conditions are essential for employee commitment. It is important to take care of what they need to evolve: material conditions but also human relations.
- Participative innovation: why not use a participative innovation andcollective intelligence platform that promotesemployee engagement? Beeshake is the perfectcollaborative tool to improve thecommitment and well-being of your employees. On a single tool, you refocus the company around the human and individual skills. So value and encourage the collective! What better way to promote well-being at work andemployee commitment?
