Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.
WORKSPAN
WORKSPAN DAILY |

A Successful Workplace Is Powered by a Strong Employee Experience

Despite rising employee engagement in the United States, more than half of American employees still aren’t engaged at work.

Image

These workers probably seem fine externally, but internally, they’re emotionally disconnected from their peers, managers and daily responsibilities. And the rapid shift to a remote workforce — combined with the mental health effects of the COVID-19 pandemic on employees — is only exacerbating these feelings.

Given that depression and anxiety cost the global economy an estimated $1 trillion dollars in lost productivity every year (which will likely increase as a result of the pandemic), now is the time to lean into the challenge of cultivating an engaged workforce and strong employee experience.

The Problems with EX
Employee experience (EX) is defined as the level of emotional connection an employee feels with their company. Interactions with coworkers and managers, company policies and processes, and the types of technologies in place at their organization all shape the quality of an employee’s emotional connection.

Before the pandemic, we heard from many of our customers who experienced high turnover rates. In their exit interviews, employees often said no one helped them understand why their work mattered. They also cited feeling underappreciated for their efforts, or that they didn’t see a path for career growth at the company.

While most workers aren’t considering voluntarily leaving their organization amid today’s economic uncertainty, the feelings associated with a negative employee experience don’t disappear during a pandemic. And the impact on productivity can cost you. According to a survey conducted the first of week April, 62% of workers reported losing at least one hour a day in productivity due to COVID-19-related stress, with 32% losing more than two hours per day. Add in EX-related stress, like employees not understanding the point of their jobs, and you’re looking at major productivity losses. The pandemic may be largely out of employers’ control, but the employee experience is an issue they can and should be tackling, especially when dealing with a remote workforce.

Employees who feel engaged with their work and peers are driven to perform better, while disconnected employees are more likely to do the bare minimum. A Gallup study found that companies with highly engaged employees experience a 41% reduction in absenteeism and a 17% increase in productivity. On the other hand, disengaged employees can cost companies up to $550 billion per year.

Understanding the Inspiration and Alignment Relationship
In the old days, most people got a job after college — and stayed there. They spent decades working their way up the ladder, then retired. Employers didn’t have to do much to keep people happy and prevent turnover because employees didn’t really expect much more from them than a paycheck and the promise of long-term employment. But things have changed.

Younger generations, especially Millennials, are no longer satisfied with the status quo. Gallup data reveals how millennials, often criticized as job hoppers, are actually just as likely to be loyal to their employers as any other generation — they simply want more out of the workplace experience. They’re looking for opportunities to learn and grow, a sense of purpose in their work, supportive managers and clear paths for advancement. Sounds great, right?

Image

Unfortunately, many employers still haven’t gotten it quite right. Organizations typically fall into one of four EX categories:

  • Inspired and aligned: The employees at these companies feel connected to one another, appreciated for their efforts, and inspired to do their best work. They’re also given opportunities for meaningful growth and impact, making them closely aligned with their company’s vision and goals.
  • Inspired, but unaligned: Employees at these organizations are often inspired by their company’s strong, supportive culture, but their daily work isn’t aligned with their company’s vision. There’s little room for them to make an impact or advance in their careers.
  • Aligned, but uninspired: In contrast, employees at these companies regularly perform work that’s aligned with their company’s goals, but they’re not excited about their company’s vision, nor do they feel connected to their peers and managers. They often do the bare minimum required to get by.
  • Unaligned and uninspired: These flailing organizations’ employees are unmotivated and off track. They lack the feelings of connection, growth, appreciation and impact fundamental to a healthy employee experience. They already have one foot out the door and are highly likely to quit within the year. 

We’ve found that most companies are operating in one of the bottom three categories. Don’t get me wrong — they’re often the ones sincerely working to improve the employee experience. They offer perks they think their employees want and experiences they believe set them apart from competitors. But, no matter how well-intentioned, these benefits don’t drive positive EX.

Instead, employers should focus on promoting connection, growth, appreciation and meaningful impact to spur inspiration and alignment among their employees. These drivers are especially important as companies grapple with stay-at-home orders that magnify feelings of disconnection and detachment.

Keep your employees connected beyond simply providing the collaboration tools that enable remote work. Events previously hosted in the office, like book clubs or trivia nights, can still be organized virtually. Check in regularly with direct reports to ensure they’re feeling appreciated and supported remotely. And while opportunities for growth may be at a standstill right now, let employees know that their efforts haven’t gone unnoticed. Offering resources like LinkedIn Learning to encourage upskilling and training tells employees you’re dedicated to their career advancement.

The future of work is being redefined before our eyes. An engaged workforce and strong employee experience are critical for supporting thriving employees — and thriving businesses — no matter their location.

About the Author

Paul Pellman is the CEO of Kazoo, and employee experience platform.


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.