Employee Engagement Trends 2018

Guest Blog By Michael Hartland, SnapComms

Remember the Candy Crush game? It was all the rage in 2014, yet now seems so old-school. The world has largely moved on.

It’s the same with the world of employee engagement. Innovations and evolutions are constant. For busy HR managers, it’s hard to stay on top.

So, with a finger on the pulse and an eye on the future, here are what we see as the top five employee engagement trends of 2018 – plus predictions for the future.

 

  1. Delivering positive employee experience

Successful businesses are built on successful staff. Employee experience is the crucial element which underpins this. Smart managers today are developing their business and their staff in parallel.

But while the value may be understood now, practical implementation has lagged behind. Nearly 80% of executives rate employee experience as important, but only 22% believe that their companies are building a genuinely different employee experience.

One cause for this lies in our increasingly complex workplaces. Virtual teams, dispersed staff, technology, and multi-generations and cultures have all added to this complexity.

Prediction: To counter this, expect to see a range of new employee experience initiatives. Skill development, non-traditional office environments, greater collaboration and better manager-employee communication are all likely to be focuses.

 

  1. The rise and rise of mobile

We live and work in an increasingly mobile world. Over half of all internet usage is done on mobile, compared to just 31% three years ago. Businesses have recognized the importance of a ‘mobile first’ mentality.

For managers, the challenge (and opportunity) is to leverage the potential of mobile to foster effective working groups which encourage collaboration and improve performance.

Prediction: Corporate mobile apps will become commonplace. They offer a modern and convenient window into the organization – strengthening employee communication, engagement and company loyalty.

Expect to also see a drive towards integrated platforms, which consolidate information from disparate systems and simplify use for employees. One tool to rule them all!

  1. “Consumer-grade” becomes the norm

The consumer world is increasingly impacting on the corporate world. Media and communication preferences in our personal lives are becoming expectations in our work life.

“Consumer-grade” is the term to define the quality and experience that internal communications need to emulate if they are to be successful. The use of visuals, video and interactivity is becoming essential.

Email continues to have a place, though increasingly compares poorly to tools like desktop alerts, whose format and multimedia capability prove more compelling.

Prediction: As organizations up their game to capture employee attention, expect to see the consumer and corporate worlds blur for employee communication.

Channels which encourage employee feedback and contributions will prosper, inspired by consumer interest in social interactivity.

 

  1. Technology takeover brings progress and protest

The impact of technology on employee engagement isn’t new, but will continue to exert considerable influence. Many HR managers have found that technology is delivering and disrupting in equal measure.

The growth of virtual teams has made effective employee communication even more important. Remote staff demand higher levels of engagement to feel part of the organization.

Innovations like AI, robots and automation are growing in potential, but their introduction will make it harder to build internal brand.

Prediction: The challenge for HR managers will lie in overcoming staff change resistance, yet avoiding message saturation.

Increasingly the solution will be an integrated approach, including both high-visibility and passive channels – the former achieving immediate impact, the latter reinforcing over the longer-term.

 

  1. Connecting the dots for management

Employee engagement is enjoying greater visibility and appreciation at the senior level of organizations. And quite rightly too.

But with greater influence comes higher expectations. Some senior leaders still fail to see the link between internal communications, employee engagement and financial performance.

Proving this with quantifiable data will become a key objective for managers.

Prediction: Expectations will go beyond open or readership rates, to deeper measures of engagement. Did staff connect with the messages? Did they interact with it? Did they contribute to it?

The ability to capture and report on this information will be a fundamental consideration when selecting employee communication tools.

 

There’s a lot to be excited about in these employee engagement trends. The possibilities for reaching and inspiring employees are almost limitless – if we are brave enough to seize the opportunities and prepared enough to overcome the obstacles.

 

Author: Editorial Team

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