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Using digital technology to improve employee engagement and productivity

Posted by Marc Solow and Lindsey Sloan on May 31, 2019.

Do you understand the external and internal disruptions that are impacting your workforce? Does the way you interact with your employees reflect your company culture? Have you started using digital and social tools to change the way you engage and communicate with your employees? The use of new digital platforms can help on all these fronts, enhancing the employee experience while informing better workforce decision-making. And you can create cutting-edge communications that resonate with the audience, promote engagement, and drive long-term sustainable performance. Welcome to the future of HR.

This blog series will uncover how leveraging digital technologies and strategic communications for HR, while using market insights to better inform workforce decision making, can help improve engagement, streamline processes, and free up HR to be more productive.

To kick us off, today’s post will focus on the high-level, big-picture view into factors affecting the workforce. And we’ll touch on ways to embed digital technology into the HR function to add immediate value to both organizational and business success.

Deloitte’s 2019 Global Human Capital Trends Report shows us that after nearly 10 years of economic growth, and despite a pervasive corporate focus on digital transformation, 84 percent of respondents believe they need to rethink their workforce experience to improve productivity. A disheartening 85 percent of employees around the world are not engaged or are actively disengaged from their jobs. People are working more hours, and problems of financial and mental stress seem to be at a peak.

These factors can lead to employees feeling burned out more easily and may push them to look for their next opportunity that offers them the flexibility they want (after all, one size does not fit all). Let’s look at the trends we are seeing in today’s workforce:

Workforce & Employee Experience | Trends

  1. Always On
    The evolution of email and mobile devices can compel employees to feel they need to be “always on.”
  2. Untethered Workforce
    From health care practitioners to restaurants, manufacturing and retail, the majority of American workers do not sit in an office.1
  3. Geographically Dispersed
    The rise of remote positions and flexible work arrangements has contributed to the rapid growth of the virtual workforces.
  4. Technological Advances
    For the first time ever, most employees have better technology at home than is provided at work.2

Today’s workforce is digitally savvy, and to engage both digital natives and older generations, organizations must begin to model the employee experience in ways that parallel consumer experiences. If employees are frustrated by things like HR processes and lack of effective communication from their organizations, productivity levels decrease. Do you do your best work when you are frustrated? We know we don’t, especially if burdened by complex HR administrative tasks and lack of transparency.

All of these factors have created an enormous need to improve and personalize the workforce experience. This blog series will show how digital technology can help you elevate the human experience for your employees so they feel engaged, empowered, and motivated. We’ll cover ways to:

  • Meet your workforce where they are today
  • Create a more immersive experiences for your employees
  • Empower the untethered, non-office workforce
  • Blend communications with the workplace of the future
  • Use insights to drive better HR decision-making
  • Use virtual agents and voice technology to change the way your employees interact

What’s the payoff?
By engaging your workforce in targeted, meaningful, and strategic ways…

By offering an HR and workplace experience that is modern, convenient, robust, and digital…

And by sensing and understanding the internal and external factors affecting your workforce…

Your organization can make better workforce decisions, reduce turnover, and enhance employee, manager, and HR productivity and engagement. Stick with us to see how.

Marc Solow is a director in Deloitte Consulting LLP and responsible for leading Deloitte’s HR Shared Services market offering in the United States.

Lindsey Sloan is a business manager for ConnectMe™ in Deloitte Consulting LLP.

1 Michael Brinker and Jeff Schwartz, “The untethered workforce,” Deloitte Insights, December 7, 2018.
2 Ibid.

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