Reopened businesses are facing talent shortages as employees look for roles in which they will not be overworked, where their roles will not be overextended, and where business changemakers respect and include their sentiment in engineering change. Enterprise C-suites have become encased in a “glass box” in which they see the workforce but fail to truly engage with it. Post-pandemic, many business leaders are recognizing the need to move to an employee-centric business model that implicitly trusts employees to get their work done in accordance with basic business accountabilities.
Goals and Objectives
Business and operational leaders recognize that employee trust is necessary to build a strong talent brand, bolster retention, and reduce voluntary attrition. At the top of the list for many businesses is making change leaders more accessible while including employee feedback and sentiment as guiding factors for how organizational management and goals are designed. As efforts get underway, leading enterprises are investing in transforming their business around the voice of the employee to build a more collective work environment that tunes work conditions to an alignment of employee needs with business objectives.
Trust is built first on open communications. Communications management tools, pulse surveys, and feedback loops are being used by more than 90% of employers to gather insights into what employees want from and expect of their employers. Communications, feedback, and sentiment data is then being aligned with resource management objectives for the most mature organizations in EX. Operational data unity managed by IT is extended into physical and human resource planning to execute on business goals for more open partnerships, conversations, and change engineered between employees and leaders up and down the corporate hierarchy.
Use Case Summary
Trust leads to happier, more engaged employees who are more likely to stay with the organization. Leading businesses recognize the value of trust and are moving quickly to capitalize on it in a workforce motivated to seize on the best perceived work opportunity brought before each employee. Organizations have a lexicon of common sense tools at their disposal to channel trust into the operational fabric. While trust is an element of corporate culture, it is unique in that open communications, improved accountability measures backed by cross-functional data management and AI, and feedback tied into business change procedures give trust its own infrastructure for development.