Only Two Factors Are Necessary To Improve Employee Experience

26th February 2019

Many different factors are reported to improve employees’ engagement and workplace experience, but are we over-complicating matters? Do positive employee experiences and more engagement from employees boil down to two factors that ultimately make the workplace more human?

Positive social interactions – treating people fairly and with respect by being an employer who:

  • Welcomes difference and recognizes the importance of diverse interactions for boosting creativity and generating new ideas and solutions to problems.
  • Creates opportunities for regular feedback (both positive and negative -with the chance to explore how to improve) and ongoing recognition.
  • Encourages fun, laughter, and friendship with a positive team and respectful management and employee relationships.
  • Gives support for difficult situations through a culture where people feel they can ask if they need help (including flexible working as and when people need it) or if there’s a problem at work.
  • Ensures time to switch off from the ‘always on’ technology culture at work to spend quality face to face time with colleagues, friends, and family.
  • Provides an open and honest environment where employers consult and inform employees about the state of the workplace, so they have an awareness of why things are the way they are. This also ties into the second factor:

A sense of meaning – remembering that people are humans and not robots by being an employer who:

  • Consults and informs employees. When you’re honest with people about the factors affecting how the organization operates, they are more likely to accept and help out (rather than run a mile) when there are problems.
  • Helps people to understand why they’re doing what they are doing. What is the broader purpose of their work and what difference does it make?
    • A recent story in the NYT Magazine about a million dollar Wall Street earner who felt his job was empty shows what can happen when purpose is forgotten. The article tells us that his role was to calculate numbers for pension fund investments that had the power to change people’s lives, but it was all just numbers to him; he didn’t feel a connection to the organization’s broader purpose. As a result, he was disengaged and considering leaving his role.
  • Ensures their employees feel a connection to the purpose by giving people the opportunity to develop, their skills to meet that purpose.
  • Offers employees the chance to drive that meaning through their work by giving them the autonomy to carry out that work in ways that work for them.

Richard Branson sums it up with this quote: “The brands that will thrive in the coming years are the ones that have a purpose beyond profit.” 

Final thoughts

To get the most from people, we must treat them as human beings with complex needs. If we can create more positive human interactions and help employees to see how their work makes a difference, we can exponentially improve employees’ engagement and experience.

As psychologists, we have helped numerous companies to understand the root cause of their issues thanks to our psychological expertise and bespoke tools. If you’re looking to bring humanity back into your business, get in touch; we’d love to help! 

Author: Innovationbubble