While the UK reopens, many companies are stuck in past practices, particularly in handling employee experience, risking their competitive edge.
- Organisations diverge into ‘Vanguards’ and ‘Laggards’ based on their approach to employee experience and resilience post-pandemic.
- Vanguards prioritising employee experience are seeing improved financial results by focusing equally on employee and customer satisfaction.
- Remote work strategies must be personalised to enhance productivity and well-being as per the varying needs of employees.
- Investing in well-being, skills, and coaching emerges as crucial for nurturing talent and ensuring organisational success.
As the United Kingdom transitions to post-pandemic normalcy, some organisations continue to cling to outdated practices regarding employee experience. This reluctance to evolve could place them at a disadvantage in attracting and retaining talent, as highlighted in a recent Global Workforce Agility Report. The study identified companies as either ‘Vanguards’ or ‘Laggards’, based on their ability to adapt and thrive in the new landscape.
The ‘Vanguards’ have adopted a forward-thinking approach, making employee experience a core part of their strategy. By treating employee experience with as much importance as customer experience, these companies have reported enhanced financial outcomes. In contrast, ‘Laggards’ who have not prioritised employee wellbeing have witnessed declines in both productivity and employee health.
Among the critical areas of focus for enhancing employee experience is the personalisation of remote work. With remote and hybrid work models becoming essential, organisations must develop strategies that accommodate diverse employee needs. For instance, workers juggling family responsibilities may benefit from flexible office days, while others might perform optimally in a fully remote setup. According to the report, 90% of Vanguards find that remote work positively impacts productivity and employee well-being.
Another pivotal element is championing employee well-being. Today’s corporate environment increasingly recognises the necessity of mental health and wellness support. This requires concrete actions beyond mere rhetoric, such as utilising technology to monitor employee morale and providing support options like additional leave or childcare assistance. Organisations are also urged to extend these wellness initiatives to their contingent workforce, acknowledging their significant contributions during challenging times.
Equally important is investing in skills development and coaching to foster a comprehensive employee experience. Companies benefit from cultivating digital and adaptive skills among their employees, ensuring they remain competitive as technology evolves. Surveys indicate that a majority of organisations believe they must equip employees with skills to navigate new technologies swiftly. Hence, personalised training programs become vital in maintaining workforce engagement and satisfaction.
In conclusion, organisations must re-evaluate their employee experience strategies to remain competitive and foster a thriving workplace.
