Getting Crafty With Employee Engagement

Employee Engagement
Overview
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    A happy employee is a productive employee. Therefore, doesn’t it make sense that jobs should be designed to accommodate the goals and desires of the worker? 

    With the rise in remote working and flexible schedules, people are seeking positions that allow them to “job craft”, or complement their aspirations, general well-being, and professional development goals. This post will help you understand what it means to “craft” a job, and provide insight into the benefits of giving employees more flexibility. 

    Flexibility Is Key To Employee Retention

    What is Job Crafting? Job crafting is an initiative that helps the employee feel more ownership over their position. An article in the Harvard Business Review suggests that “job crafting” can prevent burnout in the workplace and will lead employees to be more proactive. 

    For example, an employee might want a more solid parental leave policy or an unplug rule that allows them to spend evenings after work without their electronic device. Once an employee is trusted with the power to craft their position and boundaries, they will produce better work!

    How To Incorporate Job Crafting Into Workforce Development

    Task Crafting: According to a study by Gallup, companies that championed job crafting saw a 50% increase in employee engagement. You can engage an employee by aligning their interests with their strengths and creating challenging new projects together. 

    Task crafting means altering the ways certain tasks are performed or granting employees the ability to take on more or fewer tasks. If employees feel encouraged to add more meaningful tasks to their daily responsibilities, they will feel more engaged in the workplace, and in turn, produce better work. 

    Time Crafting: A study by Zapier found that 95% of U.S. knowledge workers said they wanted to work remotely. Since the coronavirus pandemic we have become more comfortable with remote work, which is not a bad thing! Using remote work to your employee’s advantage will increase retention rates and make for a happier workplace. 

    Giving your employees craft their jobs into a more remote position will allow them to spend more time with their family, save money on commuting, and be more productive. 

    A New Learning Philosophy For The Workplace

    Relationship Crafting: Relationship crafting means forming or redesigning social hierarchies within the workplace. This might mean encouraging employees to interact with other departments or using workforce development methods with a team-building element. 

    When employees get to know their coworkers and form relationships with essential stakeholders, they will be more motivated to help others and contribute to workplace morale. 

    Purpose Crafting: Without a sense of purpose, it’s difficult for employees to feel invested in a company or a job. Crafting a purpose will help employees think about the impact of the work they do. 

    Employees should be encouraged to expand the idea of their role within the company. Once a worker feels that their role is a crucial part of the greater whole, they will try even harder to make the business better. 

    The Learning Experience of Job Crafting 

    Modern employees expect to find satisfaction in the work they do. Trusting your employees to deliver results no matter where they are working from will result in a more motivated workplace. 

    How has job crafting impacted your workforce development goals? What have been the difficulties and victories along the way? Here at WeLearn, we want to hear your thoughts, and start a conversation that will make your business as successful as possible.

    Overview
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      A recent US census estimated that 5.2% of US workers (8 million people) worked remotely. Since the beginning of the coronavirus pandemic, that number has unquestionably multiplied. But is remote work as strange as it seems?

      Major companies like Twitter have embraced the trend in remote work and have actively made working from home a permanent change for their frontline talent. With so many opinions on the future of work, it can be easy to get overwhelmed. This post will guide you through the possible pros and cons of remote work and help you find the best fit for your team’s professional development goals.

      Is Remote the Right Learning Philosophy?

      A Loss in Creativity: In a recent article, Kevin Roose of the New York Times warned key stakeholders and workers that ditching the office could lead to feelings of isolation, a decrease in employee engagement, and a loss of innovative thinking.

      Before making the switch to fully remote work, weigh the importance of teamwork at your business or firm. Studies actively illustrate the innate power of working with people face-to-face, and employees collaborating on a project together in the same room may be motivated to solve problems faster than remote teams.

      Employee Burnout: Remote workers could feel more pressure to always be available and productive in their supposedly “more relaxed” work environments. Be wary that your remote team might be taking shorter breaks and fewer sick days than an office-based one, and consider how that might impact their ability to create their best content.

      If you are the kind of boss that wants your employees to stay healthy, happy, and motivated, consider creating strict boundaries. Set a “no text after 8 PM” policy, and try your best to grant your workers the weekends they deserve. 

      The Pros of Employee Engagement at Home

      Happy Workers, Healthy World: The average commute of an American hit over 27 minutes in the past year. While at an office-based job a commute is inevitable, a remote position grants employees more freedom to spend time on things that matter, such as their health and family. Surely your team will feel better after a 27-minute walk with loved ones than nearly half an hour spent in traffic!

      If you want to take a look at the bigger picture, consider the environmental benefits of remote work. More than ever before, your company has the chance to lower the number of cars on the road and help reduce harmful Co2 emissions.

      Equality In The Workplace: Whether we like it or not, we live in a world where 86% of employees believe physical appearance matters, and 73% actively believe it impacts a person’s competency on the job. Working at home places emphasis on an employee’s ability rather than their wardrobe or looks.

      Working remotely may motivate female or minority team members to be more productive, as they will be experiencing far less sexual harassment or office-bullying. Zoom might be tiresome, but in the end, it unifies us by how imperfect we all look at home.

      Questioning Workplace Culture

      Face-Time is Overrated: Recent reports have shown that American companies spent 54% of their time on email, meetings, administrative tasks, and office-based “interruptions”. Michelle Ruiz of Vogue recently referred to the obsession of face time and challenges its importance.

      In her article, Ruiz suggests that face time is the ultimate “mirage, the symbolic appearance of working (going to meetings, chatting with co-workers) but not getting much done.” So, if you want your team to feel more comfortable and focused on working rather than putting on airs, consider remote work.

      Positive Productivity: While managers need to be aware that their team might be taking on more as remote workers, it’s not always a bad thing that employees are inspired to push themselves.

      In Stanford University’s two-year remote work productivity study, researchers followed 500 employees after separating them into their respective “remote” and “office-based” groups. The remote working group didn’t feel the need for as many days off, and results showed a work productivity boost equal to a full day’s work.

      The Future of Work: Uncertain But Promising

      While it is impossible to predict the future of work, the surge of remote working has provided companies and employees with more options than ever before. To encourage the best work possible, try making the office an optional space for employees to choose based on their preferred working style.

      Let your workers know that whether they are in the office or their living room, they are still relevant to the company and appreciated for their efforts. Share your story on remote working with us here at WeLearns learning development blog! We would love to hear your thoughts, and move together through these unprecedented times.

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