“Employee engagement” may be a common buzzword these days. But, true experts on the topic seem to be few and far between.
Josh Bersin is one we watch closely. He knows what he's talking about. Sometimes, we find ourselves tweaking our platform to make sure we're aligning with the trends he's seeing in the market. Because when our product meets the real needs of real people, that's when we know we're winning.
Bersin has a lot of great things to share. Here are five takeaways from his research we find particularly interesting.
1. Employee engagement is synonymous with employee experience
Creating an atmosphere where your employees want to work, and want to engage, is about providing a desirable experience. It's about incorporating five main pillars into your culture: meaningful work, supportive management, a fantastic environment, growth opportunities, and trust in leadership.
2. People thrive in small teams
Whether people work in side-by-side cubicles or across time zones, they need each other. They key is, those people need opportunities to truly get to know each other and trust each other. The more you can bring them together virtually and in-person, the stronger your teams will be.
3. Goal-setting and feedback are key
For employees, “goals [should] be clear. They should be small in number, clearly understandable, and easy to measure.” Every team needs a way to specify goals and then make them visible to its members. At Zunos, we use use Engagement Dashboards so that everyone has a clear view of the tasks they need to complete. Then, we use leaderboards, surveys, and forums so that people can see how well they are progressing and receive feedback on their work. The more communication, the better.
4. Companies need to instill personal “growth mindset”
Learning should be continuous. Employees crave growth and development opportunities. If your organization lacks those opportunities, your talent will leave you for employers who offer more. Bersin suggests a routine that cycles from goal setting to reviews, check-ins, feedback, coaching, more reviews and planning, and then moving on to next assignments.
5. The current corporate learning landscape is a cross between continuous and digital learning
Some of the most important aspects here include: putting training in the hands of the learner by providing a mobile-enabled and on-demand experience, incorporating micro-learning techniques to improve retention, prioritizing design and the user experience, and making learning something that happens continuously.
Learning and Development has evolved enormously over the last several years, and we don't expect it to stop anytime soon. Just as it's important for your employees to keep learning in order to stay on the cutting-edge of your industry, we will continue to learn in order to stay on the cutting-edge of ours.