Are You Investing in Employee Connection?
Did you know that many employees don't feel connected to their peers? A great deal of studies show that organizations are not investing in fostering employee connection. In this newsletter we are looking into the importance of this and how you can build it into your programs.
EMPLOYERS AREN'T INVESTING IN EMPLOYEE CONNECTION
"Nearly half (45%) of the more than 1,300 U.S. workers surveyed in January by Eagle Hill Consulting don’t believe their employers are investing in employee connection, despite its importance to job satisfaction, performance and retention, especially in hybrid and remote work environments, the firm reported April 12. “What we are seeing is that organizations are looking too narrowly at employee connection, defining it only in terms of employee relationships,” Eagle Hill president and CEO Melissa Jezior said in a release announcing the survey results. Instead, employee connection “is about fostering a workplace where employees feel connection not just to people, but also to their work, organization and culture.” Learn more
ONLY 1-IN-3 GOVERNMENT WORKERS SAY EMPLOYEE CONNECTION IS NOT THERE
"Federal agencies may be wise to consider upping investment in employee connection, according to a survey released Tuesday by Eagle Hill Consulting. The survey, which polled more than 500 government employees in January, found 37% of those polled say their agencies are not investing in employee connection, which the survey defined as connection to work, to people at work and to the organization itself.
Nearly half of respondents (49%) reported that feeling connected to their work and a sense of purpose mattered the most in rating their day-to-day experiences, and more than half (57%) said feeling connected to their work improves their ability to do their job. More than half (53%) said that connection increased their desire to go “above and beyond” at work and another 46% said it improves their ability to serve agency customers. The survey results come as the federal government struggles filling the ranks of retiring employees, a loss of institutional knowledge and particularly difficult problems addressing tech workforce challenges." Learn more
AN EXAMPLE ON HOW TO DEEPEN EMPLOYEE CONNECTION
"While tools like CliftonStrengths have aided in cultivating self-awareness at Deloitte, Mitchell said the firm recognizes that purpose must flourish at the organizational level to truly drive impact.
A starting point for that is providing employees with a unifying focal point that resonates both systemically and individually. As an example, he said he and his chief of staff regularly channel their shared passion for education, workforce development, and the creation of sustainable career pathways. “We always re-center ourselves on that challenge: How many jobs do we create today? How many people do we offer opportunities to?” Mitchell said." Learn more