We have overcome so many challenges in addressing employee engagement. Time was, HR and engagement leaders had to convince the organization of the importance of investing in rewards and recognition, then engagement — and today, holistic solutions have appeared from the possibilities of technological advancement to bring engagement, wellness, rewards, and so many other aspects of workforce management together in one unified platform. It’s a different time.In our recent ebook “Go From Data to Direction,” we put together an overview of three challenges facing today’s engagement leaders, the opportunities those challenges create, and what your platform needs to meet those challenges and fulfill those opportunities.
Let’s take a look at the three challenges together:
Challenge No. 1: There is no definitive modern model for global employee engagement
Today’s employee engagement models can be problematic — whether they are so academic they are hardly relatable or so limited that they focus on just one element of engagement or on just one geographic region of the world. In short, there isn’t one unified employee engagement model fit for the way work gets done today, which is increasingly global, multicultural, flexible, multigenerational, and constantly connected. Fortunately, behavior and decision sciences have also evolved and can provide a much more nuanced picture of highly engaged employees than ever before.
Challenge No. 2: HR is drowning in data
Organizations are collecting and creating data at unprecedented rates — there is no shortage of data to be analyzed. But quantity doesn’t equal quality — and actually, too much quantity can stand directly in the way of gaining quality insights from that data. HR and other leaders can, in effect, drown in data, without the ability to leverage its full potential, with more of it incoming every day.
Challenge No. 3: HR Technology is struggling to keep pace with workplace motivation science
Engagement leaders need a clear line of sight to the measurable effect of their solution investment. Without it, employee engagement is just another line item in question the next fiscal year. However, many survey providers base their benchmarks on their own models, which often don’t correlate with any actionable metrics. We’re just not putting the best of motivation and behavior science to work in addressing engagement with outdated and siloed models and systems.
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