Organizations are still adapting to the sudden and substantive changes created by the crises of 2020. Fortunately, as the dust settles, opportunities to strengthen workplace culture are becoming easier to see.
This year’s report examines the impact that hybrid workplaces, peak experiences, employee recognition, and our need for connection will have on cultures and business performance. Scroll down for the highlights or click into the details.
The pandemic convincingly clarified that how work gets done is more important than where it gets done. That said, data confirms the office is more conducive to certain types of work than remote locations, and vice versa. Organizations that adopt a hybrid workplace can help employees thrive by tailoring space to the work best done there—and by staying flexible.
A near-singular focus on employee engagement has distracted organizations from what matters more: the production of great work. Research shows employees and leaders relate to engagement through the quality of their work. Plus, the behaviors and practices associated with great work are more specific and easier to define, measure, and train. They’re also more reliable and predictive of business success because they directly affect business outcomes.
Organizations that prioritize great work see better results than those that focus on engagement:
TABLE SHOWS THE PERCENTAGE DIFFERENCE IN THE PROBABILITY OF THE ORGANIZATIONAL OUTCOME OCCURRING.
Peak experiences profoundly shape the positive feelings employees have about their work, team members, and the organization. When employees feel a strong sense of ownership in their work, a connection to others, and a sense of achievement and expertise in their role, they’re far more likely to do their best work.
THE TALENT MAGNETS™
The current state of six essential elements that define thriving cultures.
Organizations that satisfy the three psychological needs increase several important outcomes:
EMPLOYEE NET PROMOTER SCORE