The workplace has unquestionably changed, with individuals wielding greater influence than ever before. More money, more flexibility, and more recognition are among the demands of modern workers. In fact, according to Oracle study, 88 percent of workers believe the definition of success has shifted, naming work-life balance, mental health, and workplace flexibility as top priorities in 2022.
Despite the fact that staff retention techniques are a key priority for 87 percent of HR directors in the future years, 20 percent of them find it challenging to stay focused on this goal. With digital transformation transforming the way we work and connect to one another, it's no wonder that technology is crucial to employee retention, and it starts with the source.
An employee's onboarding can make or break their experience
Employee retention begins on the first day of work: Strong onboarding strategies have been demonstrated to increase new hire retention by 82 percent. Employees need flexibility and autonomy in their work, and the correct technology structure can make or ruin an employee's experience right away.
It is our responsibility as technology leaders to give the correct product choices that enable our teams to function efficiently without jeopardising the security of either the company or the employee. Employees should feel comfortable, valued, and in charge of their working environment during the onboarding process, without jeopardising your company's security, cost-efficiency, or data management needs. Employees will feel more appreciated, independent, and productive if you allow them to choose how they want to set up their digital office.
Employees who are happy are more productive, as cliché as it may sound. In 2022, what will make employees happy? The answer is simple: caring companies and managers.
Managerial responsibilities will shift from task management to overall experience management, requiring managers to provide additional support for employees' professional growth goals, work-life balance, and business relationships.
However, all managers should not wait for automation to revolutionise the way they manage their teams. You can improve your team's processes, obtain real-time pulse checks on their mental and physical health, and open the door to social cooperation that wasn't feasible previously by leveraging the technologies you already have and adopting this attitude shift. Here's how to do it:
Look past the implements. Plugged-in managers will start to go beyond the surface-level functioning of digital technologies and use them to build stronger bonds with their teams. When screen sharing with employees, for example, I've spotted the use of out-of-date systems or processes, which I've offered to modernise in order to streamline their workflows. When employees who are normally on camera stop recording, I'm alerted to engagement concerns that I can solve to better understand what's going on behind the scenes. To stay tuned in, strong leaders should pay attention to the quirks of their employees' use of technology.
Promote health and well-being. Thousands of tools are now available for businesses to use to motivate employees to improve their mental and physical health. Employees can take control of their health by making use of telehealth advantages and downloading corporate-sponsored apps. Allowing flexible work hours or establishing no-meeting days, for example, can assist staff rejuvenation.
Dismantle social obstacles. Technology can help people build more meaningful connections by breaking down social barriers. When you hear a dog bark or a baby scream in the background of a conference, it immediately disrupts the previously accepted "work is work, home is home" mentality. Working from any place, ironically, allows us to get together and be more socially conscious and sensitive of one another.