Listening to what your employees want

The biggest challenge that HR professionals faced during the pandemic was dealing with concerns over employee morale and mental health. The post COVID-19 world has raised the importance of asking employees what they want from their organisation, rather than dictating or assuming their wants and needs.

Developing a productive, innovative and, collaborative workplace starts with asking for input from those who matter most – your people. Specifically, the purpose of asking, listening and actioning what employees want is a key piece of the puzzle to creating an engaged workplace. 

“It’s not the employer’s job to provide happiness, but it’s in their best interest to provide an environment where we can all do our best work.”

Scott Shute, Head of LinkedIn’s mindfulness and compassion programs.

 

How to listen to your employees:

1. Ongoing Feedback

The best employers seek feedback from their employees constantly and throughout all stages of their lifecycle (demonstrated below).

How to nurture employee experience on an ongoing basis:

                                                                        Qualtrics.

 

Putting this into context, Global Head of Organisation Development at Uber shares their very tangible and practical way to approaching engagement and supporting employees:

Manavi Baveja shared that leaders ‘go out’ to employees to get their feedback through sessions like roundtable discussions to ask straight-forward questions like:

What does ‘good’ look like?

What shouldn’t it look like?

This allowed Uber to uncover what really engages employees and what’s important to them. Uber’s countless listening sessions have ensured leaders are always “sensitised” and aware of employees’ varied needs, critical for addressing and improving employee wellbeing.

 

2. Using data and insight to inform

Successful employers ensure insights are available and on demand to all leaders, assisting them in being able to rapidly drive business impact. Additionally, they use gathered data to inform the company’s people and culture strategy. This is demonstrated in Uber’s strategy, where prior to developing any people strategies, leaders first identify the ‘users’ or the group who will be most impacted by decisions.

“Sometimes it is actually your employees who are your users – even if it’s about the culture that you’re trying to define. Really invite whatever comes your way and use that data to inform your people strategy”. 
– Manavi Baveja

Ultimately, this allows organisations to effectively develop a workplace that is productive, efficient, innovative and collaborative and has employee wellness at it’s core.

 

Why is this all important?

Wellbeing is going to be a continued big frontier in 2021, driving the need for employers to create tailored and custom solutions based on the individual needs and wants of every employee.

As a leader you need to think about how you can inspire, inform, empower and engage your most powerful ambassadors to not only successfully lead your company into the future but also:

  • Attract and retain top talent
  • Improve customer outcomes
  • Increase profit
  • Achieve strategic objectives

To better understand how we support organisations with employee experience management take a look at this client report here.

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Have a question? Get in touch to find out more on how we can help you and your people.

 

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