, released by leading employee engagement platform Tinypulse, identified six workplace trends that every L&D professional should know about.
Below, L&D Professional outline each of them, and what they mean for both organisations and learners.
The invisible culture reigns supreme
When it comes to turnover, oftentimes, leaders will look at tangible factors such as compensation or even benefits. But there’s something to be said about the intangible impacts an organisation’s culture has on employee sentiment.
A positive work culture breeds happy employees. In return, those happy employees are more likely to stick around for the long haul and even refer other great talent to the organisation.
Disconnected network of peers
When we asked people how connected they felt to their co-workers, there was 11%1 drop from last year’s response. In 2015, 27% of employees reported feeling a strong connection, while this year, only 24% hold that same sentiment.
So what’s causing this disconnection between peers? There was a common theme among employees’ responses — people felt connected to their immediate team, but not to other departments or those they don’t work with on a daily basis.
Employee recognition is getting worse
Unfortunately, that’s how almost three-quarters of the workforce feels. When we asked how many employees felt valued at work, only 26% strongly did. This is extremely concerning since this number dropped by 16% from last year’s response.
Employees aren’t receiving the recognition they deserve. And when they are, they’re not receiving it in a timely manner.
Lack of transparency leads to lack of growth
Professional development ranked third as a driver of employee happiness. However, it’s shocking to discover such a discrepancy between employees and managers regarding this matter. Only 26% of employees feel there are adequate opportunities for professional growth within the organisation. And managers? That number jumps to 50%.
Employees want to learn and progress in their careers. Be forthcoming with your employees about opportunities for professional growth, whether it’s a promotion or learning opportunities. Go a step further by collaborating with them on a career path and setting up goals. Checking in frequently with your employee is the key to making sure those goals are being met and they’re being fully supported in their development.
Performance reviews are still slacking
Performance reviews already have an incredibly nasty rap because they’re complicated, untimely, and inefficient. As a manager or supervisor who’s responsible for evaluating employees, ask yourself: do you even enjoy performance reviews? Here’s what people had to say when we asked them about the process — only 21% believe the performance review process is very good.
So what’s behind this abysmal number? Of the 79% that don’t think too highly of their organisation’s performance review process, their top complaint was that there was no mention of long-term opportunities with the company, such as promotions or development opportunities. This ranges from employees not understanding how to get a promotion to people unsure of their career paths.
The surprising link between employee engagement and performance
It’s common belief that performance reviews are the bane of everyone’s existence. However, we discovered that isn’t the case. We compared survey responses from employees who created at least one performance goal in TINYpulse Perform against responses from those who had not, and the results were surprising.
Perform users rated higher than non-Perform users on various factors that define the workplace experience (p < .001 for all ratings). Compared to non-Perform users, employees who use Perform report that:
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- Their management is 14% more transparent
- Their organization is 11% better at taking action on their feedback
- They feel 11% more valued at work
- Their work environment is 12% better
- They are 9% more likely to refer someone to work for their organization
The 2017 Employee Engagement