The UKG Human Insights Group conducted research to determine what matters most to employees in the workplace. As a result, 12 categories of employee expectations have been identified that contribute to employee happiness and well-being.
One of the 12 employee expectation categories is the need to create an empowering work environment. But what does that mean, and what practical steps can you take to create an engaging and empowering environment?
At the most basic level, employees encounter circumstances and conditions at work that can either support and empower them or present obstacles and barriers that slow down or prevent processes. As you probably guessed, these circumstances and conditions directly impact productivity, employee satisfaction, and influence overall engagement. Here are some situations to consider when it comes to employee empowerment.
Do your employees have to jump through hoops to get their jobs done?
Here is an example: while I enjoy the travel that comes with my job, I used to dread the unavoidable expense report that was required afterwards. My aversion of the expense report process changed when my employer introduced an intuitive and automated expense-tracking software that made it a breeze. Another change that made a huge difference was a policy change that eliminated the need for any receipts under $70, which tend to be the majority of receipts. This minor change reduced the time I had previously spent on this non-value add task by several hours per month.
In addition, the policy change also felt more aligned with a people-centric organization, one that trusts its employees to be responsible and to look out for the organization's best interests. It also presents an excellent example of the Law of Reciprocity in a work setting.
Is digital friction standing in the way of your ability to create an engaging and empowering work environment at your organization?
I don't use expense management software more than a few times a month, and this small change still makes a meaningful difference in my experiences at work. Imagine the positive impact of removing digital friction around software applications that your employees use daily! The potential time saved on tasks and processes is tremendous. As is the underlying message you send to your employees by making their work more accessible and more enjoyable.
On the opposite side of the coin, consider how your smartphone-savvy employees, who can buy anything with the ease of one-click shopping, must feel if they must go through 10 screens and seek three levels of approvals to order office supplies. Intuitive applications and easy-to-use programs that offer a great user experience are the norm outside of work. Employees are more likely to quit if businesses don't invest in new technologies that make work easier. According to a UKG survey about technology and AI use in the workplace, 63% of employees say AI would increase job satisfaction and engagement, while 49% say the use of AI would increase their desire to stay at their company long term. These findings suggest that digital friction can significantly impact employee retention and that organizations that invest in improving their technology infrastructure and user experience may have a competitive advantage in attracting and retaining top talent.
Digital friction can significantly impact employee retention and organizations that invest in improving their technology infrastructure and user experience may have a competitive advantage in attracting and retaining top talent.
What other areas should be considered in your effort to create an engaging and empowering work environment?
Predictability
Many circumstances are out of the employer's and employee’s control. Still, aspects of predictability can be significantly enhanced with the right tools and a commitment to transparent communication.
While predictability is not all about technology, the benefits that technology can provide are substantial and can go a long way in your employees' perception. One area that makes a dramatic difference is in your employee's work schedule and the ease and timeliness with which changes can be requested and approved. Just imagine how frustrating it is to constantly receive last-minute call-ins and unexpected changes to the schedule.
Digital collaboration
With the experience of the last few years, detailed examples are not needed, but let me stress that it isn't just the hardware that enables digital collaboration. Working in isolation creates silos that prevent effective collaboration and negatively impacts company performance. Culture plays an equally important role. Do your employees feel comfortable enough to "ping" somebody in their organization to ask a question on a quick video chat?
A virtual water cooler on steroids
Has your organization created a virtual water cooler that enables employees across the company to connect? Zoom has the functionality to generate up to 50 breakout rooms on a single call and Companies can set up short 10-minute calls for predefined groups of employees. Individuals can join as they have time, or your company could set an expectation that employees participate in a certain number of calls each quarter.
Once participants are on the call, the facilitator can divide participants into random groups of two and give the employees 10 minutes to get to know each other. The idea is for individuals to expand their network of colleagues and gain insights into other areas of the organization – not too dissimilar to what used to happen at the water cooler or the break room, but more purpose-driven as these Zoom calls can be set up for specific business reasons.
These virtual opportunities to connect create new networks of like-minded individuals at work and can serve as an organically expanding approach to solving problems and promoting innovation.
Creating an engaging and empowering work environment is more than just a nice idea in today's employment landscape. Implementing small changes helps employees spend less time on non-value add tasks, removes digital friction, helps with predictability, offsets some of the downsides associated with working virtually, and states in no uncertain terms, "We care about our employees."
