In the new era of transparency, organizations have nowhere to hide in terms of their internal functioning, culture and the way they treat the people they hire. Culture and Engagement have emerged as business issues rather than a mere topic of debate for HR.However, substantial gaps exist between how important organizations think culture and engagement is and how ready they are to overhaul their engagement strategies and retention strategies to trigger a change. The image below shows a global breakup of culture engagement gaps by region.
Do you agree that culture and engagement are more important now that the new generation of employees are more focused on work life integration (doing what they love rather than working only to live well)? What other factors do you think is making culture and engagement important today? Is it possible for organizations to change and make employee engagement a part of their core culture? How long could this take?
Employee experience in the workplace is definitely becoming more of a priority for employees. However it is still somewhat low in the list of priorities for organizations. This is creating an engagement gap. With the workforce becoming younger with more millennials entering the mainstream workplace, expectations from employers by employees are changing. This can something pose to be a challenge for established organizational cultures. However, any future centered organization knows that culture and employee engagement need to be dynamic in order to propel the organization forward. The HR function needs to equipped to do that. Instead of focusing on siloed HR roles that focus on single functions like hiring or benefits, a new model that is interconnected and capable of measuring engagement at each interaction needs to be adopted.