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7 SMALL STEPS TO RE-INVENT EMPLOYEE EXPERIENCE IN THE NEXT NORMAL
7 SMALL STEPS TO RE-INVENT EMPLOYEE EXPERIENCE IN THE NEXT NORMAL

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With the increased popularity of remote work, Organizations worldwide are busy strengthening their footing with the renewed work culture. Like traditional one, employee happiness remains central to the new work models that companies are trying to build. However, there is a need to see employee happiness form a kaleidoscopic lens because it doesn't mean the same thing for everyone anymore. 

In the mid-2020, the time of extended lockdowns, many internet companies observed a dramatic rise in wellness related posts. This shift clearly highlighted a shared desperate need to find or regain balance, mental peace and happiness. For companies, it means the value of happiness and how a person measures it has taken a sharp turn. 

In our previous blog, we discussed how happy employees contribute to a company's growth. It has a direct impact on the financial health of organisations. However, as the nature of the workplace has transformed, employee happiness now goes beyond the firms' tangible benefits. 

At a crossroads with GenZ onboarding 

GenZ, who are also known as Zoomers or iGeneration, is anyone born between the years 1995 and 2012. Some of their unique traits include their advanced knowledge on technology; They have profound self-awareness and self-acceptance. GenZ are more inclined towards social issues such as climate change. The ramification of hiring GenZ on employee happiness and engagement is multifold. Simply because this generation is aberrant in many ways. Therefore, companies must devise meaningful job roles that map their personalities and career aspirations. 

 

This article will help you gain insights on your journey to re-invent work models for GenZ and non-GenZ employees. Here are 7 things we recommend you to keep in mind to promote employee happiness at work:

 

  1. Be empathetic – Empathy is an indispensable trait. Whether or not it directly related to employee happiness is debatable, but it is certainly related to employees' dissatisfaction. The feeling of empathy can only be achieved when you are able to see things from the perspective of other people, employees in this case. It means that your thoughts and advice for others must not begin with "If I were at your place, I would…" A perspective like these discards or downsize the challenges faced by the other person. The differences in opinions and understanding of surroundings must be respected, especially when it comes to GenZ employees. For example, it is common to come across GenZeers dedicated to protecting animals or stray animals. Any unfortunate event relating to the animals they take care of is bound to impact them and their energy levels. In such situations, you need to be empathetic towards them whether you can understand their bond. Again, note how GenZeers tend to attach themselves with a cause.   
  2. Define meaningful job roles – Purpose is important. It is the single most powerful driving force for people to take up anything in life – job, challenge, hobby, and more. This is specifically true for GenZ. Various studies indicate that GenZ weighs the purpose of the job more strongly than the salary it offers. They are easily disappointed if the job cannot stimulate their minds and match their career aspirations. Unlike their predecessors, they are not afraid to hop from one job to another in case of dissatisfactions. Therefore, Organizations must offer meaningful job roles or hire smart talent and devise job roles that is mutually benefiting for both the firm and the employee. Also, as stated in point no. 3, GenZeers are sensitive to social causes. If they feel strongly about the organisation's CSR initiatives, they will find ways to stick around their jobs and look for a creative approach to make their jobs more meaningful. 
  3. Find ways to display trust– It is always the team effort and contribution from every employee that defines an organisation's success. Therefore, for each employee to contribute their best, team leaders and companies must showcase trust. It means the authorities must avoid micro-management of employees and their work. Delegating work with simple words "I trust you with this" can boost the employee's confidence to do better. You must also know, GenZ employees may be the youngest lot in the organisation, but they have strong opinions. They absolutely despise being infantilised on most matters. Their views must be welcomed with an open mind and responded with the utmost respect. 
  4. Unexpected positive experiences – It is scientifically proven that positive experiences help relax our mind. Organizations must capitalize on this action-reaction to boost employee happiness at work. Surprising employees with a fun-filled motivating session or announcing a day-off after achieving a milestone can provide happiness. This can also include an unannounced celebration of some days such as International Women's Day and others. Such activities also find a special place in memories of people which that hardly fade away. Facilitating sessions that address mental and physical well-being will also help cascade down positivity among the workforce.
  5. Support a cause– Apart from various other benefits, both GenZ and Millennials seek out employers with effective CSR initiatives. Statistically speaking, employers with a clear and robust CSR strategy propels higher job satisfaction for their employees. Your CSR initiatives also play a defining role in attracting quality talent who are willing to stay longer in your firm. For the majority of GenZ employees, volunteering for a cause is a soul-satisfying job, and they are eager to go beyond business hours to support a cause dear to them. We will elaborate on this point in later arguments below.   
  6. Shorter reward frequencies – Motivation is a by-product of rewards. Companies must look at various kind of employee acknowledgement ideas and execute them in a well-planned manner. You can re-look at existing employee recognition activities and tweak them to suit the hybrid working environment. Or add new ideas. For example, instead of 'employee of the month', you can have 'employee of the week' recognition to acknowledge efficiency and productivity. Gamifying ordinary everyday tasks to recognize employees for their effort can help in boosting team morale while getting the job done. For younger employees, rewards can boost their confidence at work and assure them of being on the right path. 
  7. Fun virtual events– Fun events are generally underrated by many firms. However, such events have a butter-fly effect spread across a long period. It allows many employees to leave behind their hardcore professional avatar and bring forth their raw personalities. And when employees, irrespective of their designations, connect basis shared personality traits, their bond goes beyond professional connect.    

 

Conclusion

It can be challenging to find new ways to promote employee happiness, especially when it is not any activity or benefit-driven. However, it calls for the Organizations to scrutinize their day-to-day activities and find opportunities to bank upon for employee well-being. It will also take companies a profound understanding of different generations to establish shared values that impact employee happiness and job satisfaction. 

 

This article was originally published on PERSOLKELLY India blog here 


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