1. Foster a culture where employees can feel their time away from the office truly is their time.
– The blurring of lines between home and work was seen as having increased the productivity of employees at their company by only 46 percent of employers, down slightly compared to November 2012. This suggests “constant connectivity” does not necessarily equate to increased productivity. In fact, only two-in-five employees (40%) reported the blurring of lines between work and home has increased their productivity.
2. Cultivate a more dynamic workforce by asking less conventional questions when interviewing candidates to determine if they are the right cultural fit.
– Employers selecting cultural fit as among the two most important traits for prospective employees doubled from 15 to 30 percent since November 2012. In fact, being a good cultural fit was the second highest ranked factor after work ethic, outranking education, relevant on-the-job experience and knowledge of the industry.
3. Satisfy employees’ hunger to continue learning and enhance their skillsets through training and development programs or encouraging them to attend seminars during the work week.
– Two-in-five employees (40%) said training and development are among the most important skills for growing their career today, while collaboration and teamwork was only deemed important by 26 percent of respondents.
4. Establish a social media policy so employees understand the guidelines in place.
– While staying connected is important, it’s important that social media does not distract employees from their time at work. Facebook was reported to be the most popular diversion for employees, with 11 percent of workers spending an hour or more on the site for personal use every day. For an eight-hour work day, that’s more than 12 percent of the entire day. Communicating appropriate uses helps ensure employees are using their time in productive, career-building ways.
5. Provide employees with a defined career path.
– Less than half (44%) of employees reported they aspire to have their boss’ position, but it’s important employees know they are valued and are part of the long-term business plan. Provide opportunities for professional growth and offer new challenges to keep employees stimulated by their roles.
To learn more about the Randstad Engagement Study and other Randstad research, visit Randstad’s Workforce360 thought leadership platform.