By Jenny Dikranian Content Writer, My Business

Qualtrics, a global leader in customer, employee, product and brand experiences, recently surveyed more than 1,000 employees from Australia and New Zealand to understand the employee experience in 2020 and gain insights for 2021. The overall results showed employee engagement increased to 62% in 2020 (previously 53% in 2019) and intent to stay with an organisation three years or more increased to 57% (previously 43%). 

The study uncovered the key drivers of employee engagement shifted in 2020. A sense of belonging, as well as pride in the organisation’s approach to having a positive impact on the world, were key drivers. Previously confidence in senior leadership and opportunities for learning and development were the top drivers.

The global crisis has led many employees to be concerned about environmental and ethical practices. Employees are proud to work for an organisation that instils corporate social responsibility.

Let’s explore three focus areas to help improve the employee experience. 

Wellbeing

The wellbeing of employees is always an important consideration given the impact it can have on performance and productivity – even more so during times of disruption.

The survey measured wellbeing with a 5-point system: feeling calm at work, energised at work, rarely feeling overwhelmed by work responsibilities, feeling positive about yourself at work and having trust in work relationships.

Results showed there was room for improvement – 61% of respondents rated their wellbeing favourably. Around 74% of employees who have a sense of belonging rate their wellbeing favourably. By making employees feel like they belong you can help boost the overall wellbeing experience.

Taking action on feedback

94% of employees noted asking for feedback is important. Taking action on feedback is more important with only 19% of respondents saying their company acts on feedback really well.  Giving employees the opportunity to provide feedback is simply not enough. Employers need to listen, act on the feedback and communicate the change to help improve the employee experience.

“While data shows the perception that companies are either not taking action or not acting well on feedback has increased, it may be there is a disconnect between action and the perception of action. A good way to mitigate this is by communicating actions that have come as a result of the feedback provided to close the feedback loop,” said Yesenia Cancel, XM Scientist, Qualtrics.

Effective management

The survey also found effective management and leadership can influence employee engagement. Managers play a big role in applying inclusive principles. Encouraging resilience and embracing change is also an important role of managers. Some leaders, although experts in their discipline, may need support to improve people skills. Once an area of development is recognised, provide the tools or training to fill any gaps.

Managers also need to support employees in understanding how their objectives help deliver on the company strategy and initiatives. This helps to define how each individual has a part to play in actualising business goals.

Wellbeing, taking action on feedback and effective management are three areas you can start addressing to help improve the employee experience. As you start delving deeper, you may be able to identify other approaches to help make positive change. 

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