Whether you’re experiencing higher employee turnover due to “The Great Resignation” or seeking to strengthen team spirit and effectiveness as you adjust to a digital work environment, ensuring a good employee experience is definitely top of mind these days.

You have good reason to be concerned. Gallup found only 32% of US workers were engaged in 20221. That means, if your organization is typical, more than two-thirds of your employees are dissatisfied, contributing less, feeling frustrated, or even looking for a better opportunity elsewhere. That state of affairs is not good for your work environment, overall productivity, strategic progress, or people’s well-being.

Who wouldn’t want to improve their employee experience? Yet, identifying the problem and solving it are two very different things. What works? Perhaps you’ve tried conducting more “all hands” video meetings to share more enterprise-wide communications and make up for the lack of onsite gatherings. Some organizations have tried instituting or enhancing recognition programs to highlight the work of exemplary employees and motivate their peers.

These actions may have some positive impact, but they don’t address all of the six obstacles that commonly prevent organizations from improving their employee experience. These obstacles are:

  • No visibility to monitor and manage collaboration overload and burnout. When colleagues aren’t working face-to-face, it’s difficult to know when they’re being overburdened, or collaboration and meeting time have exceeded people’s patience threshold. That can leave employees feeling stressed, overcommitted, and unable to get “real work” done.
  • Difficulty in defining and enabling a good employee experience. With so many factors contributing to job satisfaction, many organizations struggle to identify what “good” looks like. If you don’t know your intended destination, you can’t create a roadmap to get there.
  • Struggling to align individual and team performance to organizational objectives. Alignment is harder to maintain the digital environment. Remote, hybrid, or on-site employees may feel like they’re working in isolation on tasks unconnected to the larger organization’s priorities – and that can sap their energy, enthusiasm, and commitment.
  • Failure to deliver consistent communications to employees across the organization. Is everyone getting a different message depending on who’s delivering it? If so, confusion, misunderstandings, or conflicts may arise – and productivity suffers.
  • Inability to manage and deliver multiple sources for skill growth and professional development. Every employee wants and deserves access to development resources that deepen or expand their skills. You may have a range of training resources, but if they’re not easily accessible and manageable, employees will miss out.
  • Unable to find and access knowledge, content, and expertise. Where does a remote worker go when they want to tap into the expertise that exists elsewhere in your organization? Without the informal channels that are easily accessible, then they are on their own.

Neudesic’s Viva Deployment Accelerator service can help you attack each of these obstacles, swiftly and surely. It gets your organization up on Microsoft Viva in weeks, addressing your highest priority use cases and making your employee experience better all around. Click here to read more.

1 https://www.gallup.com/workplace/391922/employee-engagement-slump-continues.aspx