7 employee feedback and engagement trends in 2017

Blog van Axel Schiphof op effectory.com, januari 2017. De 7 feedback en engagement trends in 2017 als je je wilt ontwikkelen tot employer of choice.

As we close the door on one year and look forward to the next, the time to define your intentions for the New Year is here. If driving or maintaining high levels of employee engagement is one of them, we want to help you prepare by looking to the trends for the coming year. Throughout 2016, we worked with over 600 companies to provide them with direct employee feedback solutions, relating feedback directly to measuring employee engagement. Based on that experience, here are seven employee feedback and engagement trends to look for in 2017.

1. Being a sustainably successful company

Becoming a sustainably successful employer means looking beyond shareholders pockets, working to directly contribute to social initiatives, and maintaining a drive to become an employer of choice. Having success on a sustainable level happens when there is a balance between the individual needs of the employee, the requirements of the organisation, and the demands of the external market. Having these three factors in balance is the ideal, however getting there isn’t something that can be attained overnight. HR departments will be focusing on developing the individual needs of employees, pairing them with organisational requirements, and anticipating the demands of talent in their industry. Temporary focus can be put on one or the other factors, but as a long term strategy, the needs of all three factors should be in balance in order to reach this form of sustainability.

2. Self-initiatives for outward development

There is an intentional shift towards hiring talent with higher university degrees, and allowing talent to benefit from professional development in order to expand on role flexibility and freedom. In the past, growth within a role would follow a bottom-up trajectory, where educated graduates would enter the market in junior level jobs, and work and develop themselves with a purely functional focus. Growth would come with promotions, and moving up the proverbial ladder of the organisation. However, not every employee strives to be a manager. After all, only 1 in 10 individuals has the innate ability to manage people. We see a new sense of backing out of roles or organisations that constrain talent’s outward development, and push for upward (managerial) promotion. Outward growth, is when employees act on professional development opportunities, and is attained when an employee has the freedom to set their own professional focus, within their role framework. This is a direct contributor to engagement and it drives innovation. Companies that follow this principle, often reach a higher level of change flexibility and innovation.

3. Autonomous peer feedback

Another factor pertaining to the agility of feedback is providing individual employees with a level of autonomous feedback initiatives. […]

Voor de rest van het artikel over de 7 trends: klik hier