Every organization strives for a workforce that is engaged, inspired, and motivated to perform at its best day in and day out. But what is the reality?
According to Gallup, only 13% of all employees worldwide today are engaged in their jobs — an alarming statistic given the importance of the workforce in fueling growth and meeting other key enterprise goals. Employees are typically an organization’s most vital (and expensive) asset, and when they are disen-gaged and/or disenfranchised, the ripple effects across the business can impact your proﬁtability and branding.
Today’s engagement challenge is complicated by the fact that there are five generations co-existing in the workforce — Silent Generation, Baby Boomers, Gen X, Millennials (Gen Y), and Gen Z (Gen 2020).
The Changing Landscape
The shifting demographics — Millennials flooding the workforce while Baby Boomers start to retire — are substantively impacting the ability to create an engaged and cohesive workforce. Typically, the lowest level of engagement is among Millennials and the most engaged employees are the Baby Boomers — and in between these generations are decades of different experiences, cultural milieus, and economic histories impacting the perception of work and the workplace.
In fact, each employee generation — and each individual — has unique needs and expectations regarding work. So how do you engage and inspire them? It requires a creative and differentiated approach that accounts for the unique characterisitics and requirements of each generation.
Fortunately, new human capital management (HCM) technologies are available today that can help you optimize employee engagement across all generations. Using this HCM tool set, you can create compelling work environments that make employees feel valued and treated fairly so they will give that extra discretionary effort to the oranization — regardless of their ages, preconceived expectations, or generational legacies.
These HCM technologies combine the best of both worlds:
- Ability to engage employees across multiple generations, taking into account each generation’s unique needs and expectations
- Ability to “operationalize” employee engagement with tools that standardize HCM strategies and enforce policies that promote fairness, consistency, and efficiency across all employees and locations
A Bright Future Ahead
Low engagement percentages as observed by Gallup have not changed appreciably, despite a multitude of engagement programs that have been conceived and executed with the best of intentions.
However, with the advent of new human resources technologies, the employee engagement landscape is now changing. Organizations around the world are proactively leveraging these proven technologies to successfully drive a new dimension in employee engagement.