Building A Modern Workplace That Prioritizes The Employee Experience

The pandemic put employee experience on a pedestal, and for good reason. Organizations had to sharpen their focus on factors like burnout, shifting personal and professional priorities, and desire for stronger communication as mass resignations ensued. In response, many organizations turned to technology to innovate their employee experience strategies. Now, the modern workplace must prioritize the employee experience, but this time to attract talent and retain their people.

I sat down with Peter Corless, executive vice-president at OnShift, to discuss the importance of employee experience in building a modern workplace. OnShift provides workforce management software and solutions for senior living and post-acute care communities – an industry that is significantly challenged by the labor shortage. OnShift transforms the relationship between healthcare organizations and their employees through its suite of modern, purpose-built technologies. Peter and I discussed how the pandemic illuminated the need for a stronger focus on employee experience, what today’s workforce wants and needs from their employers, and how organizations can innovate their employee experience strategies to attract and retain employees.

Gary Drenik: From your perspective, how has the pandemic spurred the need for a stronger focus on the employee experience?

Peter Corless: The pandemic introduced us to a world of flexible work arrangements through remote, hybrid and independent work. According to a recent Prosper Insights & Analytics survey, 36% of adults are currently required to work in an office while another 33% don’t work in a traditional office. As a result of this shift, people expect more from their employers. Further, the pandemic spurred employees to evaluate their careers, identify the most important part of their work experience, and determine what career path or opportunities best suit them. Employees want an organization that offers career growth opportunities and fulfills their personal values through purposeful work. In return, employers are finding ways to meet the expectations and priorities of their workforce by modernizing their HR and operations strategies.

Arguably the most talked about aspect of employee experience post-pandemic is flexible work arrangements, whether that’s remote employment, asynchronous work, or the ability to optimize shift work. Understanding drivers behind these requests is imperative, and employers must regularly assess the needs and wishes of their employees, both individually and collectively, to better attract and retain talent.

Drenik: You mentioned flexibility as an important aspect of the employee experience. How can organizations do a better job of leaning into that trend?

Corless: Flexibility is a key characteristic of the modern workforce. According to OnShift’s recent research on workforce perspectives, when asked which perks are or would be most valuable (even if not currently offered where they work), 24% of respondents cited a more flexible work schedule. Additionally, when asked about their most significant challenges 35% reported not having enough “me time.”

To meet employees’ expectations on flexibility, regular communication is vital. Having open conversations to discuss schedule changes and ideal shifts is a win for both parties. It allows managers and employees to align on creating desired schedules and fostering strong relationships.

Additionally, technology can streamline the complexities of the scheduling process. Offering employees access to their schedules via their mobile phones and giving employees the ability to pick up and switch shifts have become table stakes for today’s modern shift-based work environments.

Drenik: While companies of all sizes – across myriad industries – grapple with the labor shortage, how can organizations rethink their employee engagement strategies to retain their workforce?

Corless: Mastering employee engagement should be a leader’s top line of defense against the labor shortage because engaged employees are more likely to stay at your organization, perform highly, and make positive contributions. However, rethinking and improving employee engagement can be a daunting challenge given that more than half of today’s employees have either neutral or unhappy feelings about their overall work experience, according to a recent Prosper Insights & Analytics survey.

But improved engagement can be done by focusing on four concepts: Communication, recognition, support, and growth.

First, leaders need to ensure they have a culture of communication, which means being an organization that truly welcomes, listens, and acts on employee feedback. To start, encourage employees to share concerns and thoughts, whether through automated surveys or one-on-one conversations. Acknowledge their feedback and act accordingly to make changes. And if you can’t make the requested change, explain why.

Second, build a consistent rewards and recognition program that aligns to positive behaviors. OnShift’s Workforce Perspectives survey found that 26% of respondents value a rewards and recognition program for contributions at work as a top perk. Rewards don’t need to be excessively costly; simple perks like mental health days or an email and gift card to thank staff can go a long way to demonstrate appreciation and empathy.

Another employee engagement pillar is support. Managers should take time to consider challenges employees might be facing and how the organization can go the extra mile to help. For example, rising inflation can be a big stressor and impact financial wellness. Can your organization provide access to earned wages before payday, personal finance seminars, or employee assistance services? Showing employees, they’re supported as a person first and an employee second will create a workplace where people want to work.

Finally, improving visibility into their career growth is a strong engagement strategy. By taking the time to understand career goals and working to develop actionable growth plans, employees will feel valued and confident they can reach their career goals within your organization.

Drenik: How can organizations innovate during this great reshuffle to attract candidates?

Corless: The job market remains extremely competitive, so while candidates evaluate their careers, it’s important to speed the hiring process. Consider minimizing application forms or allowing candidates to simply upload their resume to apply. This makes it easier for candidates to apply for positions and removes application deterrents and delays so hiring mangers get more candidates to consider.

Also, the Great Reshuffling is an opportunity to engage with candidates previously not considered. For example, retirees may look for part-time work for supplemental income. And, they may have the time and willingness to learn a new skill. Tailor candidate outreach to their needs, such as highlighting flexible schedules and training opportunities, plus dental and vision insurance for those of Medicare age and health insurance for those who may not yet be on Medicare.

Drenik: As the workplace continues to evolve, what is technology’s role in creating an environment where people want to work?

Corless: As employee expectations evolve, technology must evolve with them to create a welcoming and supportive environment. Through every aspect of the HR process, from recruiting and onboarding to engagement and recognition, technology is innovating the process for the benefit of employers as well as current and prospective employees. Technology allows leaders to reach and communicate with employees and potential candidates faster, which creates a stronger environment for monitoring employee feedback and sentiment, and in turn makes employees feel valued. Workforce technology can encourage more connected, empowered, happy employees.

Drenik: Thanks, Peter for your insights and actionable tips on how organizations can improve the employee experience to attract and retain their workforce.