How to Cultivate a Connected Workforce: The Power of Effective HR Strategies

Employee engagement has far-reaching effects on a company’s bottom line. In fact, low engagement costs the global economy a staggering AUD$11.2 trillion annually.

In Australia and New Zealand employee engagement is a pressing issue, ranking 8th out of 10 global regions with employee engagement sitting at 17%.

Additionally, a significant number of Australians are planning to switch employers. Almost 60 percent of employees would consider leaving their job if they didn’t feel connected at work; highlighting the need for organisations to prioritise connectedness and engagement.

As humans, we are wired for connection.

Fostering a sense of belonging at work is essential for employee retention and overall organisational success.

A deeply connected workforce can improve productivity, employee satisfaction and retention. Eighty-five percent of HR professionals strongly agree it’s important for employees to feel connected while at work.

Strong HR strategies and a strong organisational culture that promotes connection can help employers create a deeply united workforce.

As remote and hybrid work arrangements become increasingly common, companies need to consider adapting their approach to people management to ensure employees remain connected.

Key components of connectedness include:

1. A robust human resource and people management strategy that aligns with a strong sense of purpose and alignment with company values
2. Opportunities for continuous learning, growth and professional development
3. Camaraderie and support among co-workers

Businesses should consider providing employees with flexibility and, at the same time, acknowledge the fundamental human need for connection in the workplace.

Investing in employee development and continuous learning opportunities can also maximise employee engagement and retention.

Seventy-seven percent of employees want to work at an organisation where they feel connected to the vision and the people.

Creating a deeply connected workforce requires a comprehensive approach that encompasses several aspects – such as:

1. Implement effective HR strategies and policies that support flexibility, work-life balance and employee well-being.
2. Build a strong organisational culture that promotes a culture of collaboration, open communication and shared values.
3. Provide employees with the tools and flexibility which equips them with the necessary resources and technology to work effectively and collaborate seamlessly.
4. Invest in employee development and continuous learning potentials with training programs and professional development opportunities to help employees grow and feel connected to their work.
5. Shift from a ‘command and control’ model to one promoting autonomy; empowering employees with appropriate decision-making authority and encourage innovation and creativity.

It’s crucial to measure and evaluate the impact of connectedness strategies.

This helps to create and provide clear direction on how to increase employee skills and advance their careers so your business can forge ahead. These steps can include:

1. Use employee engagement surveys: Gather feedback from employees to understand their level of connectedness and identify areas that require improvement.
2. Track the effectiveness of connectedness initiatives: Monitor key performance indicators (KPI’s) related to employee engagement, satisfaction, and retention.
3. Identify areas for improvement in employee engagement and satisfaction: Use survey results and performance data to refine your strategies and continue fostering a connected workforce.

Connection is perhaps the most crucial component in building a productive and efficient workplace.

Connected teams drive collaboration, nurture healthy working relationships, and promote knowledge-sharing. The more connected we are as colleagues, the more efficient our workplace will be.

As the world of work continues to evolve, employees seek stronger bonds with colleagues for engaged teams, even among workers who work from different locations.

HR (whether internal or outsourced) play a critical role in helping their organisations / clients navigate this new working environment.

Organisations who implement effective strategies create a deeply connected workforce, enhance employee engagement and retention; ultimately leading to better business outcomes.

Now is the time for your organisation to embrace change and prioritise the human need for connection in your workplace.