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Engaging Your Workforce in 2024 and Beyond!

Employees having a meeting and talking

Another year has wrapped and we are swiftly approaching 2024.


For the last several years, talks of employee engagement and the future of work have been top of mind for many. Additionally, over the past few years, both employers and employees have looked at what makes a good employee experience that will benefit both the well-being of employees and the organization. 


According to Gallup Polls, people spend approximately 82,000 hours during their lifetime at work. When employees are investing that much time in a career, it makes sense that they would want to be engaged and fulfill a purpose during their tenure at an organization.  


It’s been studied extensively and data has shown that a disengaged workforce has impacted an organization’s key metrics. Studies indicate that a disengaged workforce costs organizations $3,400 per employee (Zippa, 2023). Key impacted areas can include. 


Greater risk of employee or customer safety: Those working in areas like construction or healthcare work hands-on with patients or with complex equipment. I have seen firsthand in both industries where tired employees, or employees that are burned out have made mistakes that have been costly for the organization. I have witnessed the healthcare needs of friends and my own family being compromised due to the poor treatment and overwork of hospital staff.


A worker exhausted in front of a computer
  1. More product waste: Employees who are more engaged are more productive. Companies with engaged employees are 21% more productive (Zippa, 2023)

  2. Lack of innovation. Productivity equates to innovation. When employees are engaged, they tend to be more aligned with their organization's mission and are more inclined to innovate and strategize to improve key metrics. 


What are some ways that organizations can increase employee engagement in 2024? 

Employees having a meeting

  1. Onboarding the big picture: Onboarding a new employee does not stop once their “probationary period” is over. Onboarding is a big-picture endeavor. Employees who are engaged in work and have access to training are more likely to stay with an organization. Consider implementing ways that you can upskill and reskill your employees to help them grow with the changes in your industry and organization. 

  2. Seek feedback from internal customers: Your employees are also customers. It is equally important to keep a “pulse” on employees who do the day-to-day work in your organization. Ensuring your team has the equipment and skills they need to perform their job well will help them continue to grow within your organization. 

  3. Competitive perks and benefits: Gone are the days of the traditional 401k or health plan. I’m not discounting these benefits because they are important, but they may be valued differently by today’s workforce. Today, employees also value flexibility, vacation time, and remote or hybrid work. Consider how you might be able to incorporate these alternative perks into your organization. 


An engaged workforce means that people are happier at work. When people enjoy their work, they are more likely to be happier at home and in their community. Employee engagement has a holistic impact on where employees live, work, and play. 


How can we work together to help your organization develop a well-rounded approach to employee engagement? Let’s talk 



 

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