This devastating impact on retention may be even more significant among Gen Z: just 16% of these young workers say they can freely express their views and suggestions with their manager, compared to 67% of older staff members. According to my company’s study with UKG, nearly two-thirds (63%) of people feel their voice has been ignored by their manager or employer, and a third (34%) would rather quit or switch teams than voice their true concerns with management. Helping organizations retain talent-especially Gen ZĮmbracing employee feedback may mean the difference between retaining a high performer and recruiting someone to fill their vacancy. However, not only do leaders need to boost the voice of their remote team members, but they also need to prioritize their input equally compared to their office counterparts. With this in mind, companies need to put mechanisms in place to gather feedback from all of their team members, regardless of their location. There’s no getting around the fact that it’s far easier for office workers to express their views and opinions with management. Will they feel included and connected to their team? Will they be visible among their colleagues and superiors, and recognized for their efforts? And will their voices be equally heard? Promoting fairness in the hybrid workplaceĪs organizations begin to craft their hybrid workplace strategies, one concern that’s already emerged is whether remote workers will be treated the same as those who go into an office. First, however, companies need to create an environment where people can freely express their opinions and have the mechanisms to do so-and many aren’t doing so. Policies can always be changed, new practices can be put in place, and greater support can be offered to workers. The good news is that for most organizations, it’s not too late to build employee input into their return-to-work strategies. In fact, my company’s research with UKG found that fewer than 1 in 3 employees said they were able to voice their opinions or ideas on post-COVID-19 workplace policies, work arrangements, and employee support (e.g., reducing burnout).Ĭompanies that neglected to take staff feedback into account may struggle to retain talent, at a time when workforce retention is key. Supporting an effective return-to-work transitionĪt many organizations, the return-to-work transition is already well underway, but not all back-to-work strategies were created equally. Let’s examine why companies need to listen to their workforce now more than ever, where they’re missing the mark on this, and which employees risk getting left behind as companies march forward toward our new normal. ![]() ![]() ![]() Our survey revealed that the vast majority (86%) of employees feel people at their organization are not heard fairly or equally-and nearly half (47%) say that underrepresented voices remain undervalued by employers. But recent research from my firm Workplace Intelligence and The Workforce Institute at UKG reveals a troublesome gap between the current state of employee voice and employer action that-if left unresolved-will disengage workers, fuel turnover, and hinder business performance. Subscribe now and get the full article delivered straight to your inbox!Īs companies navigate the challenges of the back-to-work transition and increasingly struggle to attract and retain talent, one area that’s come into the spotlight is employee voice. The following is an excerpt from my Workplace Intelligence Insider Newsletter.
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