Employees are disengaging from their jobs at unprecedented rates.
A recent study showed that as many as 85% of full time employees worldwide are not happy in their jobs. It’s adversely affecting productivity and organizations are looking for better ways to engage more of their workforce. It also means only 15% of your employees are operating in an environment favorable to innovation and efficiency.
Poor employee engagement also makes it difficult for organizations to attract and retain in demand talent with critical skills and competencies. 80% of candidates inspect the social media profiles of current staff when applying or even considering a position. Brand reputation and compensation are not enough to keep an employee engaged anymore, let alone compete for new hires.
The needs of individuals differ at every stage of the employee lifecycle, and there are specific ways to engage your workforce at each. While Thrive natively incorporates these strategies as part of our platform, a large part of our mission is to also help organizations better support their workforce in the future of work. Here is what employees need to remain engaged at every stage of their employment.
Skills information is not accessible or presented to professionals in a clear or actionable format. This data is essential to help professionals identify areas of opportunity, growing industries, steer their careers into a high demand role and identify the skills they need to grow with the company.
Help future talent identify and understand the critical skills you are looking for by keeping your job descriptions focused on the competencies you need most. Furthermore, concise job descriptions containing specific skill-based keywords are more easily recognized by AI tools, which are playing an increasingly more important role in talent matching and job matching.
Most importantly, help new employees understand how their role fits into the organization and potential career paths. This way they can develop the skills they need to grow with the role or anticipate redundancies and plan their shift to a growing sector of the organization or economy. This will also help your organization reduce turnover and hiring costs.
The greatest priority for today’s employees is learning and development opportunities. Every employee’s career path is unique and never linear in its progression, highlighting the need for flexible and self-managed learning programs that lead to real career outcomes. By providing learning and development opportunities that tie into the natural evolution of the role, organizations are not only helping their employees feel supported in their unique career journey, leading to greater engagement, but are also building the leaders of tomorrow.
Organizations that transform employees into leaders and promote from within attract talent effortlessly. Tools like one-on-one career coaching and mentoring are helping individuals nurture the soft skills necessary to rally and lead teams.
Sometimes, redundancies are inevitable but they should never come as a surprise. How organizations handle these redundancies are of great interest to future talent and will be play a pivotal role in their decision to join your organization or not. Organizations that prioritize the relationship, well-being, and future career prospects of their exiting employees improve the odds of attracting new talent and maintain a positive going-forward culture among their workforce.
Most importantly, gather as much data about your transitioning workforce as possible to guide future decisions to improve employee experience and benefits.
By working with different partners that can support talent acquisition, retention and development, HR leaders can drastically improve the employee experience and time-to-hire without disrupting their current business operations. Outplacement firms and recruiting agencies can help you source talent. Online learning providers can help you offer upskilling courses.
These are some of the ways organizations can engage more of their workforce. The benefits are far reaching, not only helping you attract new talent but also enabling you to build more agile teams that can be quickly redeployed to the projects that needs them most, thus reducing turnover, eliminating hiring costs and long training periods.
A career transition solution like Thrive helps organizations achieve higher levels of employee engagement with a digital solution that incorporates all these strategies into one platform, simplifying, and automating your talent development. We support the individual development of every employee, with intelligent career pathing, tailored upskilling course recommendations, an extensive professional services marketplace, and state-of-the-art job search tools.
By working with Thrive, organizations are able to build talent pools of high-performers from the ground up, pools of individuals seeking new opportunities and participating in their own learning and development. We help businesses establish unique career paths for all roles and support the growth of your employees along these paths by facilitating partnerships with leading online education providers. Moreover, Thrive has a Client Portal that allows you to manage the program of each employee and organizes critical data such as anonymized employee engagement, satisfaction and reviews into a visual dashboard with program insights.
Thrive is the one stop platform for all your needs whether that is with outplacement, internal redeployment, career development amongst other objectives. Learn more about how Thrive can help your organization and workers advance their careers by booking a free demo at https://thrivemycareer.com/book-a-demo.