Employee Experience industry useful reports – September 2024
Motivation at work - getting it wrong can prove very, very costly
This article by Engage Employee seeks to uncover where motivation comes from and its impact.
Top takeaways:
- Employees without the necessary motivation are estimated to destroy over USD 8tn of business value globally per year - That's quite a lot!
- The symbiosis of a well-functioning business is dependent on motivation - Yes, employees need to understand what motivates themselves and each other to build understanding and co-operation
- Research found that the strongest motivator is self-esteem or identity motivation, as opposed to finances or love for the work itself - This is somewhat similar to our findings from mojo: where connection to a core purpose usually scores far higher in teams than the need for financial gain
- Measuring motivation is significant - It is, yes, without doing so, how can you understand it to leverage improvements?
- Motivation contributes to improved productivity, higher customer satisfaction, and sustainable growth for organisations - Sounds like excellent reasons to take motivation seriously!
- A recommendation from the report is to undertake a 'motivation assessment'. For this, you need mojo - the employee motivation platform. This will help employees and their line managers to understand what motivates them, to enable action plans for improvements. However, 'motivational assessments' should not be a one-off - motivation is fluid and therefore should be tracked and discussed regularly.
It's great that more and more people are beginning to understand the importance of motivation in the workplace. Do get in touch if you'd like to energise your enterprise through mojo - the employee motivation platform - and avoid all that waste!
The tick box Digital Employee Experience
A new report by Scalable confirms that many are still not getting the Digital Employee Experience right
Top takeaways:
- 45% of those surveyed don't conduct employee journey mapping - a big reason why EX doesn't land is employees are not consulted
- 92% of IT leaders believe they have sufficient data to optimise digital experiences for workers - So, IT believe they can get it right, but what about the actual experience?
- 52% of those surveyed rate their company’s digital tools as either poor or just adequate - Aha! If only they'd been involved in the decision making!
- 88% of IT leaders acknowledge the need for improved collaboration between IT and HR - Sure, why would you roll out a tool for employees without working hand-in-hand with HR?
A big issue is IT project managing EX tool roll outs and having their own measures of success which don't relate to the engagement with the tool - e.g. deliver on-time and on-budget. Organisations need to move away from 'deliver it and move on' and move towards implementing tools 'from the people, for the people'.
Link to report: https://www.scalable.com/itdm-dex-survey-report2-scalable-software-0
Want your employer to 'listen' to your communication?
A new report from Qualtrics looks into employees' comfort in relation to passive listening.
Top takeaways:
- 73% of employees are open to employers analysing their messages, calendars and other communications in order to improve the EX - Data is the new gold, as they say, and these comms can be mined to search for EX improvements
- Lower-level employees are much more wary about their organisation analysing their data than senior leaders - This is natural, as leaders have more access to the 'why' of decisions
- Employees are more comfortable with analysis of their emails and messages than social media - Work emails feel like, well, work, whereas employees tend to be freer with what they say on social media
For years, many organisations have listened to employees via discussions and surveys - however, this feels like a very different way to capture employee sentiments. If organisations wish to go down this data route, they will need to highlight the why and the benefits and clearly outline how the data will be used. Having an opt in/out may also be a good idea.