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You want to be an employer of choice, which means you must keep up with employee expectations. Work/life balance, workplace wellness, modern technology, data security and tools to help people work better and faster are priorities that span countries and industry sectors. The time is right to consider how business technology can help you turn workplace wellness trends and employee expectations into employee engagement opportunities.

Data & DIY Promote Engagement

We keep seeing things like privacy concerns, prioritising self-care, addressing burnout, financial fitness and personalisation pop up in articles about workplace wellness trends for 2019. But how do you leverage technology to promote wellness and engagement?

Employee DIY > Giving your employees the tools to help manage their own data and rosters, bridges the gap between your management and employees and demonstrates transparency. Examples of Employee DIY or Employee Self-Service that can contribute to job satisfaction are:

  • Web-based timesheets
  • The ability to check and correct payment information before the pay run
  • Allowing for online shift-bidding and shift preference updates so your people can actively manage their work / life balance and financial fitness
  • Online leave requests backed by a speedy review process

This kind of digital transformation and automation eliminates unnecessary work and risk for employees such as rostering and payroll staff, improving their productivity and job satisfaction too.

Show them you really understand! > Make productive use of the data you collect about your employees, not only for effective workforce management but also to show your employees you value their skills and preferences. When your rostering system draws on accurate information and shifts are allocated fairly, with reference to staff preferences and requests for additional shifts, making the best use of their skills and certifications to optimise the schedule, everyone is happier. Encourage employee engagement and make use of your staff’s capabilities and skill sets.

Activate burnout warnings > Scheduling and rostering controls can be put in place to alert managers to frequent absences and excessive overtime, so employees can be offered tailored support and assistance. Such alerts can also be used to monitor for and prevent unfair scheduling practices; like always sticking the same people with the late shift or over-looking skilled people for the coveted Mondays off.

Make it personal > Reassure your people their data is secure and show people value in return for the data they share. Use workforce data for good. For example, track and analyse whether your company’s healthcare plan covers the conditions most commonly affecting your employees. Assess employee participation in training and wellness programs to ensure you’re giving them the opportunities they want. Personalise employees’ work and wellness experiences to create custom programming for the new parent struggling with sleep deprivation and the stressed project manager whose year-long implementation is running behind.

The organisations that will get ahead and stay ahead will be employers of choice that put their data and business technology to work to improve productivity, employee engagement and retention.

 

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