A study conducted by the University of Warwick found that there was a correlation between happiness and productivity. Researchers discovered a 12% improvement in productivity compared to unhappy employees who were 10% less productive.
Companies invest in their employees and create a positive working environment to increase productivity. How can organizations promote job satisfaction to be seen as a company that values and invests in its employees?
This article examines how companies can ensure employees are happy in their jobs and with the company to drive productivity and help retain digital talent.
Encourage different ways of working
Platforms like Skype and GoToMeeting make it easy to communicate between two locations, whether they are offices or countries. Remote working is more flexible and increases productivity and job satisfaction.
Working from home makes employees 91% better at their jobs. Remote working is a great way to find the best talent, especially with the high demand for digital skills.
Adam Schwartz is the Founder and CEO of Articulate, a fully remote company. He says: “Being empowered to choose when and where we work allows us to be more productive and engaged in all aspects of our lives. We’re confident that a distributed work environment is not just good for employees after 14 years of being a remote company. It’s one of the main reasons we’ve succeeded as a business.”
Invest in Professional Development
When given the choice between two jobs, almost 60% chose the one that provided more opportunities for professional growth over a job offering regular salary increases.
When it comes down to staff retention, the importance of continual development cannot be understated. This is especially true when it’s about key skills which are vital for various roles and must be updated regularly. Learning up-to-date and industry-aligned content allows staff to develop key skills at their pace and apply them continuously to their roles.
Fast food chain Chick-fil-A is a great example of an organization investing in employee training to stay ahead of its competition. Despite having only 1,950 outlets, compared to McDonald’s 14,000 and Taco Bell’s 6,000, Chick-fil-A generates more revenue for each restaurant than any other US fast food chain. This is due to the training initiatives.
It provides the staff with the skills they need to advance in their career by investing in training and mentoring. Chic-fil-A encourages company franchisees to ask new employees about their career objectives and help them reach those goals. It offers training on labor costs and food management and provides funding for marketing training. This helps create a workforce with relevant skills to improve customer service and increase revenue.
I’ve noticed that people respond more positively and are motivated when they feel cared for. The longer we train people, the more they stay with us. Kevin Moss is a Chick-Fil-A manager.
Embrace Communication
It will be easier for employees to understand what’s expected of them and how they can accomplish it. To achieve this, employees must be updated on issues directly affecting them.
Nokia uses social media to create a culture of sharing and transparency with its employees. The company uses several tools, including Agora and social cast, to keep its staff informed about what is happening. It also encourages them to share their stories on social media so that people can get a glimpse into what Nokia does.
We send out surveys throughout the year to ensure that employees are happy and that any concerns or doubts can be expressed. We send out surveys to employees throughout the year to ensure they are happy and to express any doubts or concerns.
Offer a Wellness Program
What are the commonalities between Google, Intel, and Goldman Sachs? It’s a program called mindfulness. Companies are looking for new ways to increase productivity and nurture their staff in today’s fast-paced and often stressful workplace.
Intel, a company that admits that stress is a problem, created the Awake@Intel Program, which includes mindfulness and yoga practices. The program was developed with Intel employees to cater to the needs of its scientists and engineers and cultivate the values of innovation and taking risks.
The program has had a significant impact on thousands of Intel employees around the world.
“People become more authentically connected beyond their competency levels and roles. Real ideas are heard, people receive them, and they are more creative. Anakha Comna is a consultant and co-founder of the program. She said the corporate mask people wear when entering the door would come off.
Flexible Learning Experiences: Invest in Flexible Education
According to Deloitte’s 2017 Global Human Capital Trends report, improving careers and transforming corporate learning is organizations’ second most significant trend. The upheaval in the workplace has triggered change across all industries, with 45% of executives rating this issue as urgent or important.
Learning technologies are rapidly changing as they are complemented and replaced with various new platforms, including video distribution, content curation and delivery, and mobile usage.
Vodafone realized that digital technology was a new challenge for their staff, who had been in the workforce for a long time and had not received any training on effectively using it. To combat this, they searched for learning content that is interactive and available online to train their employees on a global level across all markets.
Vodafone’s Marketing Academy platform offers program content created by the Digital Marketing Institute to enable staff to gain new digital skills or enhance existing ones. This helps to boost the digital capabilities of the company.
I have never seen such a high usage level for a course hosted by the Marketing Academy. The course has been used a lot, and it exceeded my expectations. According to Natasha Brooks at Vodafone, it has been accessed by 4,000 different markets in 23 worldwide markets.