Earlier this month, I had the opportunity to speak with a local project management networking group. Our discussion centered around professional development and how leaders can engage employees through career development.
Studies have shown that the more engaged in their work employees are, the greater impact the overall organization will see. According to Gallup Polls, despite the uptick in employee engagement across surveyed organizations; the offset has been employees are feeling more disconnected from their organizational values.
Technology like AI has made many aspects of work more efficient. According to Forbes, by 2025, nearly 32 million workers will be working remotely. How can leaders help teams feel more connected, despite these workplace trends? I share three theories below.
Upsklling and reskilling opportunities
According to SHRM, 70% of jobs today require some sort of college degree; while only 40% of the adult working population have a college degree. Rather than recruit new talent from outside an organization, are there opportunities for companies to upskill or reskill their employees into new roles.
Succession planning
Institutional knowledge is valuable. Many organizations do not have a succession plan in place to replace positions that turn over. Organizations should consider the life cycle of positions and where there are opportunities to cross train or mentor employees to take on new roles as employees turn over.
Foster the 1:1
With the rise of remote and hybrid work, 1:1 meetings between employees and leaders is even more important. Leaders should ensure they make time to meet with their team on a regular basis. Whether it is weekly or otherwise, set a schedule and commit to it.
Creating a solid employee engagement strategy will help your organization retain employees and create longevity for the future.