Engineers are different from marketers, and accountants are different from sales reps. Obvious, right? Roles, workflows, and expertise between the various functions in your company are clearly very diverse. Therefore, what drives each internal organization and its members likely varies as well. Yet, when it comes to engaging employees today, many organizations rely on one-size-fits-all solutions, generalizing the needs of the workforce based on a comprehensive, once-a-year survey. If the biggest red flag is work-life balance, a new, flexible schedule is put in place. If one large group screams for better resources, every employee gets a new laptop.
Take Care of the Trees, Not the Forest
In reality, such broad-based insights are limited at best. Often, they are too high-level to help companies have an impact across the entire workforce. While a new flexible schedule may work well for the engineering team, the sales team may feel unimpacted—and unheard. Engagement programs that take a blanket approach are destined to miss trouble spots in the workforce that may grow from simple frustration to discontent to exodus. We dive deeper into this ineffective strategy in our whitepaper: Seven Habits That Are Stalling Your Employee Engagement Program And How to Fix Them.
Functional organizations are comprised of many diverse and distinct teams. Like individuals, each team has its own DNA, goals, and aspirations. Even within a business unit, needs and motivations can vary widely, such as an engineering organization that includes teams of app developers and network operations staff—very different teams with very different needs. Wouldn’t it be better to understand and respond to the nuances?
From One-Size-Fits-All to Tailor-Made
Today’s high-performing organizations understand that in order to maximize employee engagement, they need to understand the nuances. They identify what motivates each team, keep an eye on engagement trends, and target their messaging and programs accordingly.
It all starts with data. Along with the Glint Dashboard, the platform’s analytics capabilities allow you isolate hotspots and strengths across a range of attributes, such as geography, gender, or tenure. Machine learning algorithms analyze team data automatically, and provide recommendations for improving engagement at the business unit, department, or team level based on factors such as scores, impact of drivers on key outcomes, benchmark data, or past trends.
For example, if leadership scores are dropping with female software developers, perhaps the CTO could hold a lunchtime Q&A with the team. If career growth scores are dropping with west coast marketers, perhaps an internal webinar series could share success stories across the company. Frequent pulse surveys help you gauge whether these tactics are successful or not, and respond quickly with targeted action.
For high-performing organizations, one-size-fits-all is really one-size-fits-none. These agile companies embrace technology that allows them to identify what motivates each team and employee group, and respond to their unique challenges based on highly targeted, actionable data.
Learn more in our new whitepaper: Seven Habits That Are Stalling Your Employee Engagement Program And How to Fix Them.