7 WAYS TO BUILD A WORKPLACE TO MEET EMPLOYEES’ CHANGING NEEDS

In an era marked by a global crisis, business model shift, and a new generation entering the workforce, it’s no surprise that employees’ needs have evolved. Today, employees are prioritizing their well-being like never before. They want clearer boundaries between work and personal life. They want a sense of purpose. And they want to be part of an organization that shares its values and, by extension, provides a shared connection and sense of community.

In short, work is now viewed as a subset of employees’ lives versus separate from it. As a result, workers are looking for greater fulfillment – and for their employer to help them find it.

Here are seven strategies to assist your clients in creating a workplace culture that caters to the evolving needs of their employees.

One: Offer Relevant Benefits. Rather than automatically renewing the same offerings each year, organizations should strive to understand what employees really want from their benefits. With inflation driving employees’ concerns about the cost of living, they may also be concerned about their financial well-being or having extra protection in the event of illness or injury. For enhanced well-being, which employees now view as an expectation and not a luxury, it could be flexible workweeks or better mental health support. Ask employees what they want and use the data to tailor and deliver relevant benefits.

Two: Elevate The Employee Experience. When isolved surveyed HR leaders, they found that the top area of opportunity for HR is improving employee engagement and experience. Instead of employee satisfaction being an afterthought, employers today should make it a priority. To do that, focus on every aspect of the employee journey, both tangible and intangible, to ensure the work environment meets their needs and enriches their experience. Start by seeking feedback, then proactively implement changes that will improve their work life today and promote their future happiness with the company.

Three: Foster Relationships. Employees want deeper connections at work and want to feel valued as people, not just workers. Since understanding your talent is more important than ever, be accessible and make a point of spending time with employees and getting to know them on a personal level. Ask them about their motivations and goals, and what may be standing in the way of them. Actively listen and follow through with actions on the issues to show that your organization is people centric. It’s also important to foster work relationships by offering opportunities like peer coaching, greater collaboration across teams, or virtual social platforms.

Four: Update Your Value Proposition. As employees – especially Gen Z – increasingly reflect on what makes them happy and satisfies them, a sense of meaning and purpose at work can be critical. In fact, according to isolved’s 2024 HR Trends Report, 88% of employees say it has become more important to have a job they find personally fulfilling. To give employees an answer to the question, ‘why do I do what I do,’ reconsider your value proposition. Beyond pay and perks, align your goals and values with what current and prospective workers are looking for today to feel invested. Then clearly define and promote it to help create a sense of belonging and satisfy employees’ quest for something greater than themselves.

Five: Improve Internal Communication. isolved’s Third-Annual Voice of the Workforce research cites improving internal communication as the number one way to improve culture. Make sure your communication is clear, honest, and timely, especially when what you’re sharing can impact their jobs. When possible, provide the rationale behind any changes and ask for their feedback. Show you value their input by acting on it. This will also help further a culture of respect, which can enhance employees’ job satisfaction. So can responding to requests in a timely manner.

Six: Trust Your Employees. Employees today want to feel respected and empowered. They want more control over their work – not just over when and where it gets done but also to have the freedom to manage projects the way they want. Rather than controlling and micromanaging employees, trusting them increases workplace happiness and can also promote motivation, innovation, and leadership. Just be sure to outline expectations at the outset and maintain a framework or structure for communication so employees continue to feel engaged.

Seven: Focus on Learning and Growth. While record job movement is due to many factors, a key driver is employees’ search for career growth. To satisfy this need, offer increased learning and development opportunities that will help employees reach their full potential in the workplace and achieve their goals. Start by creating a career development plan for each worker that identifies the skills and competencies they want and that can help them move to the next level. Then provide a mix of offerings, from online modules to programs that offer the chance to engage and develop connections such as mentorships, stretch assignments with other departments, and in-person conferences.

As employees continue to rethink their organization’s role in their well-being, employers should realign their priorities to reflect workers’ evolving expectations. These seven steps will help you support your clients’ employees in today’s world and, in turn, lead to organizational success.