Education is something a lot of us tend to take for granted. In the UK, we are fortunate to have it without even thinking about it, but for a lot of people and countries this isn’t the case. Higher Education Day, celebrated on the 6th of June, therefore aims to educate and inspire future graduates in the hope of improving the uptake of those looking to pursue higher education. It is also a great way to help improve the experience of those individuals already in higher education. We encourage you to take this day to create an opportunity for growth and development of the higher education system.

National Higher Education Day recognises the significance of education by improving the skills, lives, and experiences of individuals, and the workforce as a whole. Higher education allows individuals to excel in their dream jobs and careers, helping them to have the most accurate knowledge in their chosen fields, which is always changing as a result of the fast-developing world we live in. This is supported and attained best through higher education which provides a wealth of knowledge and experiences which are invaluable. Raising awareness and support for Higher Education is key, because it enables the skills of the workforce to grow- helping to reduce information gaps, poverty and creating a more diverse workforce.

Raising awareness

National Higher Education Day aims to raise awareness as to why higher education has a lower uptake in certain areas, and why many individuals don’t see their course degree to the end.  

The most frequent reasons for individuals leaving higher education without completing their course are:

– Lack of academic preparation

– Financial difficulties

 -Time constraints

– Issues with student life for example, social life, relationships, family

– Large workloads

– High levels of academic competitiveness

This day in June, dedicated to the development of further education, allows individuals, universities, and businesses to research and engage with others to try and improve the process of higher education, and increase the success rates surrounding universities and colleges.

How is National Higher Education Day relevant today?

This day provides an opportunity for those looking to continue their studies, or who hopes to take it to the next level, by allowing specific time to make plans, look into the different available options, research scholarships, and potential career choices. It can also allow them to take part in some work experience or job shadowing. By raising awareness and support for National Higher Education Day in 2023, more guidance for present and future students will arise. It can also help to increase their chances of graduating with a degree, and expand the areas of skill or expertise in the labour force.

Higher Education – the numbers…

– The higher education entry rate among UK 18-year-olds increased from 24.7% in 2006 to 30.7% in 2015 and peaked at 38.2% in 2021. It fell back to 37.5%, its second-highest-ever level, in 2022.

– Over the past decade the number of entrants to ‘other undergraduate’ courses has fallen by almost two-thirds. The largest majority of these courses are for part-time UK students. Total part-time entrants fell by over 40% between 2008/9 and 2020/21, while part-time students on ‘other-undergraduate’ courses fell by 73%.

– Brexit meant new EU students would face higher fees from 2021 and would not be eligible for fee loans. Applications from EU students fell by 40% in 2021. The number of EU students starting full-time undergraduate courses fell by 65% between 2020 and 2022 to its lowest level since 1994.

How can you show your support for National Higher Education Day?

70% of UK students** have considered dropping out of university, and higher education, due to the rising cost of living. Your business can help to support those in Higher Education through promoting scholarship opportunities, or by donating to a scholarship program. Other ways you can support National Higher Education Day include offering the opportunity of apprenticeships connected to a specific course or area, allowing students to get real-life experience alongside their studies, enrich their knowledge, and prepare the individuals for life in the workplace.

Another more personal way in which you as an individual or company can work to support those in higher education, is through sponsoring a student. This allows you to give back to the community in a way that is personal and meaningful to you. You could also host an event and invite students from courses that have a strong connection to the areas in which your business is based. This would allow them to gain experience and insight into the world of work, and it would also allow you to see if any students have the attributes you may be looking for in employees.  Graduates can speak to the benefits of holding a college degree and the doors it has opened for them, while undergraduates can discuss the positive experiences they’ve had thus far and their future aspirations. These huge contributions will help to increase the number of individuals encouraged to continue into higher education and the diversity of skills and training in the labour force- possibly one day helping your business or company.

To discuss how Inpulse can help your industry, contact us here. You can also download our free guide all on Higher Education, here, for useful tips on employee engagement.

Sources for statistics:

https://commonslibrary.parliament.uk/research-briefings/cbp-7857/#:~:text=The%20higher%20education%20entry%20rate,highest%20ever%20level%2C%20in%202022.

**,https://technologyonecorp.co.uk/resources/media-releases/seven-in-ten-uk-students-consider-dropping-out-of-university

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The construction industry is typically predominately a male dominated industry, and for the employees working within this industry, it is recorded that suicide rates are 3 times higher than the national average for men.

Historically, the construction industry in particular has been associated with higher mental health issues ranging from depression, anxiety and substance abuse, and these are thought to be triggered by factors such as high intensity workloads, job insecurity, fast paced environments and mental and physical demands. Construction work has a variety of pressures from tight contracts, to long hours, time away from loved ones and juggling budgets. Not to mention the added stress brought on after the pandemic, and now the rising cost of supplies. For an industry like construction that tends to be typically dominated by often perceived ‘strong and tough’ men, this can contribute to the above challenges as the effects of mental health are downplayed, and not openly spoken about. Additionally, within construction lies a “macho” culture which prevents many workers from seeking support and help when they may need it, putting further stress on their own mental health and wellbeing. 

It is so important for employers and individuals to know just how important mental health awareness is, so that genuine support can be provided to workers. 

The “silent epidemic”

Poor mental health within construction is referred to as “the silent epidemic.” This phrase refers to the high rate of deaths and injuries that occur on construction sites, some of which go unnoticed and unreported. “According to the Occupational Safety and Health Administration (OSHA), construction is one of the most dangerous industries, with over 1,000 deaths and countless injuries occurring every year.

Recent years have demonstrated that meeting the basic needs for employees improves levels of happiness in the work environment. Our employee engagement survey platform data shows that ‘Happy’ has climbed up the list of most dominant positive emotions, and now sits in the top three, however despite this still only 22% of employees within construction actually feel happy at work so despite happiness being a positive shift, you can see this data actually tells us that overall people are feeling a lot more negative at work.

The hygiene-motivation theory

Herzberg’s theory

The hygiene-motivation theory proposes that employees are influenced by basic factors that affect job satisfaction (Hygiene factors) and factors that impact motivation (Motivation factors). Both of these factors must be well-considered in any employee engagement strategy:

Hygiene factors are extrinsic conditions such as the working environment, pay and benefits, and relationships with co-workers. When such factors are not a cause for dissatisfaction, employees are happy in their day-to-day work. While this can be enough to retain employees, it does not create the conditions for a fully engaged and committed team.

Motivation factors take us beyond mere satisfaction and influence how we perform at work. Opportunities to learn and develop, feeling a sense of achievement, and being creative and autonomous in our roles have the scope to satisfy our psychological needs, as opposed to just our basic needs, and therefore determine our level of involvement and commitment to the organisation.

Hygiene issues do not necessarily motivate employees but rather minimise dissatisfaction. Motivators, on the other hand, create the opportunity for job and even life satisfaction by fulfilling individuals’ needs for meaning and personal growth. While tackling hygiene issues alone is not enough to reach the end goal of a fully thriving team, these issues must be dealt with first to create an environment in which true employee satisfaction, motivation and engagement are even possible.

High Risk of Hazards

Employees who work within construction face a high risk of hazards on a day-to-day basis with risks from electrocution, falling from great heights, objects and equipment falling, and getting caught on and between machinery. Alongside a lack of safety equipment and precautionary measures, inadequate training, and a high pressure to meet extremely high deadlines, these hazards pose a lot of stress and anxiety for the employee, and certainly has a knock of affect with their wellbeing and hygiene motivational factors.  

With all these hazards around, construction workers, and often other industries with a high proportion of offline workers such as transport and rail, and manufacturing, there is often no one to speak to higher up. It is a frequent occurrence where in these industries, there is one line manager to about 50 employees which makes it very hard for construction workers to express their concern to a leader, or a member of staff with higher authority. Not only this, but many other construction workers are also self-employed so could have no one to speak to at all.

These risks and hazards within this ‘silent epidemic,’ can go further beyond the employees, and impact the workers families and loved ones. It is essential that within industries like construction, and additionally other remote working industries, they have the relevant safety measures in place so that workers know what they need to do should they witness incorrect safety protocols or hazards. Not only this, but government agencies also play a key role in making sure that safety regulations are adhered to and can ultimately hold employers accountable for an unsafe workplace.

Addressing mental health concerns

The last decade has seen a rise in the need to recognise mental health concerns amongst employees, and within the construction and manufacturing industry they have created resources and initiatives to assist with this. We recently spoke to a construction company that are working in partnership with Inpulse, and their Head of Engagement recommended that recognition, providing workshops and training, Best Practice Guides and introducing Smart working – empowering when, where and how people work – can all help boost wellbeing and motivational factors.

These resources and methods of support will really work towards educating workers, supervisors, leaders and employers about the importance of mental health -and in turn create a more supportive and encouraging workspace.

Mental Health Awareness Week 2023

Our data in our engagement software shows that within construction, the top three negative emotions from employees are, Irritated, Frustrated and Stressed, and each of these feelings have a knock-on effect with anxiety. This year for mental health awareness week, the official theme topic is on anxiety. Whilst anxiety is a natural response to the triggering and uncertain world around us, particularly with the current stresses and cost of living crisis in the world, it is found that more than a third of adults feel unsettled and anxious about their financial situation. It is very important however to try to recognise when your anxiety may get out of hand so that it doesn’t end up overpowering and overwhelming you.

Symptoms of anxiety can include:

– Increased heart rate

– Headaches

– Loss of appetite

– Breathlessness and/or chest pains

– Feelings of tension, restlessness or nervousness

– Feeling tearful

– Problems sleeping and concentrating

– Irritability

Within the construction industry as a whole, we know off our employee survey that 42% of employees feel that they don’t have the opportunity to share ideas to improve their business. This is fascinating when it comes to employee engagement because for the construction organisation that we partner with, their employee engagement is 18 percentage points higher than the average within this industry. You can listen to how this company improved their engagement in the five years of working for Inpulse here.

If you’re reading this and find you’re really struggling with your mental health, just remember that there is help at hand. Speak to someone close to you as talking or spending time with a loved one can help. Things like practicing breathing techniques, going for walks and seeking support whether that is in person or anonymously through work can really help too.

The post Addressing Mental Health in Construction for Mental Health Awareness week – The Hygiene Motivation Theory appeared first on Inpulse Employee Engagement Software.

But what exactly is quiet quitting? It may not be what you initially think, as quiet quitting isn’t simply wanting to quit a job, but it can mean how motivated someone might be to want to do their job. Such as doing the amount of set work requirements in order to get the job done, without going above and beyond, or bringing work home after hours.

So, what causes quiet quitting?

Employee to Supervisor Relationships- Communication is key. We can see from our engagement software data that often 50+ team members are over seen by just the one line manager. This can mean that little to no feedback is received and communication lacks. If there does need to be a high number of workers reporting to one line manager, ensure that communication is increased, especially during any company change -and find ways to create moments of connection. By doing so you can help employees feel more connected to the organisation. With many organisations going through change in 2023, these regular company updates are vital to help address anxiety and fears. Colleagues who work further afield are more likely to feel out of the loop – so line managers and/ or supervisors must work hard to communicate with all employees.

High stress/ Burnout – A highly stressful environment, and increased burnout encourages employees to take their work life balance into their own hands. A good way to combat this is for the employer to promote employee wellbeing mentally, physically and financially. Financial wellbeing is increasingly top of mind for employees, as “according to BrightPlan’s 2022 Wellness Barometer Survey, financial stress is the biggest source of worry for employees (72%).” This demonstrates that anxiety about finances can affect all things mental health, from sleep, physical health, relationships and productivity and motivation at work.

Poor incentives- Whilst it of course shouldn’t all be about rewards and perks to the job, offering some kind of loyalty scheme to the business can certainly help. Small perks such as a free coffee a week, or a fruit bowl in the office can help alongside potentially larger perks like EAPs (Employee Assistance Programmes) Offering the opportunity for counselling and mental health services can be beneficial. Offering the bare minimum in response to your employee working long hours can result in them losing interest in the company, and wanting to not push themselves harder than they need to.

Quiet Quitting – the numbers…

• 77% of leaders admit that it’s their responsibility to prevent quiet quitting, and 63% say it’s a reflection of poor leadership.
• 64% of leaders say it’s a reflection of poor worth ethic, whereas one-third view it as setting healthy boundaries.
• 77% of leaders say it’s unacceptable to quiet quit, however over half of these- 57%- who say this, admit that it does happen in their organisation.

Leaders’ thoughts on ‘Quiet Quitting’.

Whilst some founders, leaders and CEO’s frown on the concept, there are actually some leaders in the business world who view quiet quitting as a natural and healthy development, especially in an ever-changing business world.

Some leaders, simply describe quiet quitting as “a movement in which employees become more in control of their schedule and begin prioritising personal over professional duties.” It can be viewed as nothing more than a healthy work life balance, and “the modern generation’s answer to burnout.”

However, other leaders share an opposite view and believe that “to succeed in an increasingly competitive world, we will need to be extremely hardcore. This will mean working long hours at high intensity. Only exceptional performance will constitute a passing grade.”

Whether or not you are more inclined to accept quiet quitting as a “healthy work life balance,” or see it as “not working hard enough”, there are ways you can resolve and combat quiet quitting in the workplace:

1: Establish boundaries, and ensure you stick to them. If your employees are not tied to particular working hours, allow them to select the working hours that are convenient for them. You can then be considerate to those hours, and schedule meetings accordingly. Once these schedules are confirmed, ensure you stick to them, and employees will do the same.  

2: Promote healthy engagement. Offering the opportunity for employees to speak up anonymously on their feelings can improve employee motivation and engagement. In fact, Inpulse data shows that almost half of employees (46%) completely believe that changes will happen within their organisation, off the back of a survey. Creating an environment where employees are able to speak up and be themselves, allow them to live their happiest work life.

3: Encourage feedback from your team members. Check in with your employees often, but not in a way to check up on their progress. Communication is key. Connecting with your team members and building stronger relationships builds trust and commitment within your organisation, and can prevent them from feeling isolated. Inpulse data shows 53% of HR professionals are finding it more difficult to recruit qualified people than they were five years ago, which makes it even more vital that you care for the employees you have already rather than recruiting for replacements.

It is essential to note expectations. Creating a “toxic culture” where all employees must work long hours, above and beyond every day can run the risk of losing good employees, however employees should be doing the work they’re hired to do.

On the other hand, quiet quitting can create the idea that there is an issue where there isn’t one, potentially masking the actual problem. Doing only what is needed for an employees role, may just mean they’re keeping on target- not that they’re planning on going elsewhere. If you are concerned that people within your team are not doing what is expected of their role, ensure you communicate so that you can understand what is going on, offer support and build them up for better success.

Inpulse can help with this. If you’re interested in providing an employee survey or change management plan software powered by unique AI emotional analytics, contact us today for an introduction into our platform.

Sources:

* https://blog.hubspot.com/marketing/why-quiet-quitting-happens?utm_campaign=Marketing%20Blog%20-%20Daily%20Emails&utm_medium=email&utm_content=253484979&utm_source=hs_email

https://www.forbes.com/sites/forbesbusinesscouncil/2022/10/25/the-causes-of-quiet-quitting-and-how-to-overcome-them-with-your-team/?sh=5b0bf9d4c2ef

www.hrexecutive.com/quiet-qutting-its-the-wake-up-call-employers-need

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“The Squeezed”

Line Managers are stressed, stretched, underrated and an often -overlooked secret weapon in engagement. Creating a thriving team culture, where productivity and motivation are high and there’s a strong sense of commitment, requires line managers that can cast inspiring vision at local level and give support along the journey.

‘New Approach to Line Management’ – HRDirector Magazine, April 2023

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In an interview with EBM, Balfour Beatty’s Head of Employee Engagement Samantha Pearce discusses the award and the organisation’s new employee listening approach.

‘We made a deliberate decision, five years ago, to take a fully online, agile, and transparent approach to surveys using the Inpulse platform, measuring emotional analytics as well as engagement data. Our short surveys and easy to read dashboards and downloadable reports mean we move quickly from survey completion to sharing results – as participants see live results as soon as they submit their answers the conversations can start straight away!’

Meet the Inpulse Platform

Book a demo today and discover what makes Inpulse an award-winning solution for employee engagement.

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We all spend a significant portion of our lives at work. It is, therefore, crucial that we enjoy what we do, feel fulfilled and happy in our environment. Our employee survey data shows that Happy employees are more likely to be productive, motivated, and engaged. As such, we encourage our clients to take responsibility to create a conducive workplace that promotes happiness and well-being. I want to convince you that it really is worth focusing on their happiness and understand it’s not all about reward and ‘giveaways!’

1. Increased Productivity

Happy employees are more productive employees. When employees are happy, they are more likely to have a positive attitude towards their work, be engaged, and work harder towards achieving their goals. In contrast, unhappy employees are likely to be less motivated, less engaged and more likely to experience burnout. Being happy at work can also reduce stress levels, which can result in fewer absences and illnesses, and fewer distractions. We have found that “Happy”, originally wasn’t even in the top three of emotions selected amongst employees! Whereas now that has changed, and “Happy” is now reported to be in the top 3 positive emotions, with 23% of people feeling happy at their organisation.

• Improved Team Morale

A work climate that promotes happiness can also result in better team morale. Employees are often more willing to help one another, collaborate and work towards common goals when they are happy. A positive mood can be contagious, spreading throughout the team and creating a more harmonious and productive work environment. Positive morale can also encourage innovation and creativity.

• Reduced Employee Turnover

Employee turnover is very costly for a company. Losing experienced employees results in extra costs to attract and train new employees, as well as potential disruptions to the workplace dynamic. Moreover, unhappy employees are more likely to leave their jobs, creating a revolving door of new hires. On the other hand, when employees are happy at work, they are more likely to remain committed to the company, be loyal, and provide better customer service.

• Better Corporate Reputation

A company whose employees are happy is more likely to have a better reputation. A positive reputation can result in increased business opportunities, improved competitiveness, and a stronger brand image. Happy employees are more likely to be brand ambassadors who promote the company and attract new talent to the organisation.

It’s not all about giveaways and rewards….

Over the last decade at Inpulse we have seen that there are several key things employers can do to help employees be happy at work. Firstly, investing in their training and development, so they feel they can grow brings great happiness. Secondly, creating a supportive work environment, where they feel that you are for them and want the best for them proven by things like encouraging work-life balance. Finally, and often critically, recognition. There is no doubt there is a very strong correlation between employees feeling that their line manager recognises when they do a good job and put the effort in and levels of happiness.

A win-win situation.

It all comes down to that employee happiness is crucial for a company’s success. Happy employees are more productive, less likely to leave their jobs, and more likely to promote the company’s reputation positively. Creating a happy work environment is a win-win situation for both employees and employers.

The post 4 Tips on how investing in employee happiness is good for business appeared first on Inpulse Employee Engagement Software.

Collaboration is a crucial workplace function, but what exactly is collaboration, and how can you use it to benefit your work life? Well to put it simply, collaboration is the act of working together to achieve a joint goal. In a group of two or more people, this can help generate further ideas for future projects.

In the modern workplace, collaboration has become an essential part of day-to-day life, but knowing how to collaborate effectively with your colleagues can be a challenge especially as businesses are becoming more complex and competitive. This can make it increasingly difficult for employees to achieve success on their own, which makes it all the more vital that companies encourage collaboration, and allow employees the ability to develop this essential skill.

Collaboration is a great way to boost team morale and engagement! Inpulse data from our engagement software shows that across remote teams where collaboration is not possible, 53% of employees are struggling with social interaction and maintaining support networks. In fact, in our recent study, we discovered a 120% increase in the number of employees feeling anxious which was due to them working remotely rather than collaborating with other team members.

How can collaboration benefit me and my business?

One of the essential benefits of collaboration in the workplace is increased productivity. When people collaborate, they share ideas and insights that can lead to innovative solutions to problems. It has been found that “the British are among the worst idlers in the world.” They “work among the lowest hours, we retire early and our productivity is poor.” Back in the 1800’s Britain was one of the most productive countries due to the Industrial Revolution and colonialism. However, once the 20 century came round, Britain fell short and was overtaken by the US*

Another benefit of collaboration is that it helps promote creativity and innovation. Employees working closely together, sharing their ideas and perspectives helps to create solutions to what may have been an issue previously. Collaboration can be tricky, but it’s not impossible. Establish collaboration by creating brainstorming chats, using project management tools, arranging video conferences, training sessions and using cloud-based document sharing. Leading by example is an effective way to demonstrate.

Mind-Mapping – Using digital tools such as Google Docs or Slack can help with mapping ideas, as it will allow you to communicate in real time.

Project management tools – Using Change Management Plan Software and Project Management Tools like Asana or Trello can assist you with outlining tasks and will help you to assign tasks to team members, set deadlines and track progress.

Video conferencing – Set up team meetings to discuss project updates and milestones. Involve everyone in the teams decision-making process to create a sense of ownership in the project.

Cloud based document sharing – “83% of employees rely on technology to collaborate, and one of the most effective ways your team can work together is with document sharing.” Additionally, 70% of employees said that digital technology helped to improve their overall collaboration.**

By participating in collaboration techniques like the above, you’re bringing together resources, sharing skills and knowledge, and encouraging team members to work together and complement each other’s working styles.

Another way collaboration can benefit your business is that it helps create a sense of belonging and community. It can help them feel like they are more apart of the business, and encourage engagement within the team. Currently, according to 2023 statistics from Georemotely.net, less than 30% of Millennials are engaged in their work and feel emotionally connected to it. 16% are actively disengaged and a huge 50% are not engaged at all. 

As with anything, challenges can happen, and conflicts may arise. But with solid, effective communication and leadership, these challenges can be overcome. Ultimately, by allowing teams to work together, they are able to identify and address potential issues and solve them effectively.

Source:

*https://www.npr.org/sections/money/2022/10/25/1130633196/britains-productivity-problem

**https://goremotely.net/blog/workplace-collaboration

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In the workplace, the concepts of equality and equity are important in ensuring that all employees are treated fairly, and have access to the same opportunities for professional development and advancement- but I often get asked what’s the difference?

Simply put, equality means treating everyone the same, while equity means treating everyone fairly based on their needs.

For example, imagine you and your friend want to watch a movie, but you’re much taller than your friend and can see the screen easily from any seat, but your friend can’t see the screen very well from the back row. If you both sit in the same row, that would be equal, but not equitable (so fair) because your friend can’t see the movie properly. However, if you let your friend sit in the front row, that would be equitable because it gives them a fair chance to see the movie just like you can.

So, equality means treating everyone the same, while equity means treating everyone fairly based on their individual needs.

Applying this to the workplace means that for equality all employees are treated fairly and have equal access to the same opportunities, benefits, and resources, regardless of their race, gender, age, religion, or other personal characteristics. This means that policies and practices are in place to prevent discrimination and bias, and ensure that everyone is treated fairly.

Equity in the workplace goes a step further by recognising that different employees may have different needs and require different levels of support to achieve the same outcomes. This means that policies and practices are in place to address the specific needs of underrepresented or marginalized groups – and ensure that they have equal access to opportunities and resources.

HR can play a key role in promoting both equality and equity in the workplace by developing and implementing policies and practices that promote fairness and inclusion. Some ways HR can help include:

1. Developing and enforcing policies that promote equality and prevent discrimination, such as equal pay policies, anti-harassment policies, and inclusive hiring and promotion practices.
2. Providing training and education to employees and managers on topics such as diversity and inclusion, unconscious bias, and cultural sensitivity.
3. Conducting regular diversity audits to identify areas where the organisation may be falling short in promoting equality and equity and developing strategies to address these issues.
4. Supporting employee resource groups and other initiatives that promote diversity and inclusion in the workplace.
5. Providing support and accommodations to employees who may require additional resources or assistance to succeed in their roles, such as employees with disabilities or employees from underrepresented groups.

In my experience of working with hundreds of organisations, I have seen and witnessed that on the whole they are good at promoting equality in the workplace, but they have a long way to go in promoting equity. HR can help create a more inclusive and fairer workplace where all employees have the opportunity to succeed and thrive, by leaning a lot more into equity over the next few years.

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The first one employees are clearly saying they don’t feel recognised any more, and that leaders stopped saying ‘thanks’. That verbal and non-verbal signs of recognition dropped off a cliff post pandemic? So what, we all changed some habits for 18 months and then fell back into old habits?… Well yes, actually that is what seems to have happened.

Managers and leaders got better at being appreciative, took time to say thanks and recognise their people…and then sadly they stopped and went back to old habits….but isn’t that what a lot of us did? New habits were formed, but old habits die hard and came back into play.

The second reason for unappreciation rising so high is reward, at its simplest we are seeing this play out across the UK right now, hundreds of thousands of workers striking saying ‘we want to be appreciated by being rewarded for the work we do’ and to be clear it is about hard numbers and figures.

Now, depending on your economic world view this is simply solved (just give employees high salary rises and they will spend more and be taxed more which is good for the economy). Or, hard to solve (giving millions of employees high salary rises will keep inflation high, and rob us all of our money meaning we ultimately have less).

Either way, this solving unappreciation through reward, is harder as it involves a lot more people and bigger decisions that take time (as we can see from the ongoing strikes).

But back to the good news!

From Inpulse data, recognition is by 2:1 the bigger reason mentioned when it comes to unappreciation. So there really is NO excuse for leaders and line managers not to act, go back to some of the great habits they formed, and start helping their people feel appreciated. Get this right, and you’ll see the benefits of higher engagement, from retention to advocacy, higher productivity to better wellbeing….come on leaders step up!

The post ‘Unappreciated’ and ‘Stressed’ – the most dominant emotions in the workplace appeared first on Inpulse Employee Engagement Software.

An offline colleague is someone who works away from a central workplace without direct access to a computer, or who doesn’t have email contact with their employees and employers. Think of lorry drivers, food delivery vans, construction sites workers and warehouse employees, for example. This vocation of working often sees a lack of connection and engagement with their organisation.  

We discussed this in our recent webinar, “Engaging offline colleagues in your listening strategy and surveys”. Our Head of Customer Success and Engagement, Alex Williams, and Insights Consultant, Jodie Harrison, covered topics such as how to enhance communication to engage and inform offline colleagues, and how to ensure processes, technology and language are accessible to all. In an everchanging world, with an increased focus on inclusion and accessibility, organisations must focus on catering for these employees, as well as creating opportunities where they can provide feedback and contribute to their team.

If you missed Alex and Jodie’s webinar on the subject, we touch on a few of the topics covered, here.

Where to start with engaging offline colleagues?

In order to reach offline colleagues, it is important to introduce updated processes that has the ability to keep up with fast and unpredictable change. Unlike with internal staff, communication via digital channels can not be reached as quickly, if at all, to offline colleagues.

If you are expecting your company to go through any change, communication with offline colleagues is essential in order to combat anxiety and address any potential stress. Just like as with any internal, remote/hybrid, or centrally based employee, building a connection within the team is also necessary for entirely “offline” workers. A collaborative space to openly discuss issues, or arranging weekday or weekend drinks to include all team members will help.

If you are a larger company you likely will find that line managers manage a larger quantity of employees at one time – often with one line-manager looking after 50+ team members! This can risk losing the personal touch. Does the line manager know everyone in their teams name, or even know who is in their team if they walked past them? Introducing a champions network can assist with this. Dedicate a champion to ensure that all team members are checked in regularly. The champion can also assist with distributing company news across their team and suggest feedback to the line-manager on what’s occurring inside the team. 

 By helping to keep your offline colleagues connected and engaged with the rest of the team, you are helping them feel valued, and like an essential part of the team.

Ways to ensure accessibility for all work members

Be as ‘human’ as possible. Avoiding corporate terminology will improve genuineness in a conversation.

How does the offline colleague currently interact with the company? If it is currently primarily written rather than face to face, this will cause their connection with the organisation to suffer. They may also feel that they are not important enough to have any of their managers time and this can have a knock of effect with how appreciated and valued they feel.

As with any communication with any member of your team or organisation, it is important to make them feel worthy of your time. Contact them how you would like to be contacted and speak to them how you would appreciate being spoken to. The effort you put into including them as a part of the company rather than just an offline worker will improve how they perceive you as an employer- and can ultimately prevent them looking to work elsewhere.

We regularly host our Lunch and Learns about various topics within employee engagement. Be sure to follow us on Instagram and LinkedIn to be updated on the next ones!

If you’re interested in chatting to us about your employee engagement, chat to Lucie. She’s very friendly and would love to hear from you! You can book a chat in with her, here.

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