Oppaat

En bra företagskultur med högt välmående börjar med att dina medarbetare är engagerade i sitt arbete. Så hur ska du arbeta för att öka medarbetarengagemanget?

Tillsammans med våra experter inom engagemang har vi dykt ner i forskningen och hittat "5 Winning Ways", alltså 5 gemensamma framgångsfaktorer bland organisationer med högt engagemang.

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En hög personalomsättning är ett av de största problemen för många företag idag och det blir bara värre. Dessutom är anställda mer kritiska och högljudda än någonsin tidigare kring vad de vill ha. Alltså gällerdet för alla företag som vill nå sina högt satta affärsmål att de anpassar sig och lyssnar på vadmedarbetarna har att säga.

För att måla upp en tydlig bild av vad medarbetarna idag faktiskt vill ha, har våra experter och forskare dykt ner i vår egen data från de senaste 18 månaderna och upptäckt några viktiga trender och slutsatser.

- Medarbetare värderar tillit och arbetsglädje mer än något annat

- Chefer är idag lyckligare än sina anställda när det gäller sitt arbete

- Olika generationer har olika anledningar till varför de säger upp sig.

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Rapporten visar hur medarbetar upplevelsen ser ut på riktigt och avslöjar de största faktorerna som påverkar personalomsättningen. I rapporten får du även råd kring hur du kan hjälpa dina medarbetare, team, ledare och hela organisationer att växa, leda med empati och förbereda sig för framtidensutmaningar.

Your organisation wants to prioritise employee engagement and build a workplace experience your people really love. Exciting!

Now you’ve been tasked with researching employee engagement tool vendors and building the business case for investment. It’s true that making the case for new technology can be tough, especially against a challenging financial backdrop.

But a great business case makes investment feel like an easy decision.

In this interactive workbook, we’ll walk you through an easy four-stage process to build a business case. Throughout you’ll find practical exercises to work through and cheat-sheets with data and guidance to bolster your case.

You'll learn how to:

• Lead with the need to show how your proposed technology helps address your biggest challenges or capitalise on your biggest opportunities
• Outline possible solutions and analyse the different approaches you could take
• Grade your preferred vendors in order to narrow down the options and present a shortlist
• Detail next steps including implementations
• And more!

Winningtemp recently launched five new question categories to enhance our employee surveys and ensure they reflect the new challenges faced by organisations since the pandemic.  

In fact, the sudden shift to remote work did not hurt performance as many leaders had feared, and many employees excelled in remote settings. But as time passed, new struggles with mental health and well-being surfaced. Organisational issues became more common – budget cuts, poor economic outlook, hybrid working models, scarce and expensive talent, to name a few.  

We asked ourselves: are our employee surveys keeping pace in such a fast-changing environment?  

With our vision of helping our customers to succeed together, we identified a need to develop new survey question categories which allow progressive organisations to gather feedback and employee insight on:

- Psychological safety

- Cross-functional collaboration

- Person-job fit

- Transparency  

- Subjective well-being

Once again, these new science-based categories are the result of our extensive collaboration with PhD researcher Leif Denti from the University of Gothenburg. Our efforts allowed us to understand more about what data really matters when it comes to predicting employee behaviour.

This white paper aims to define the categories and compile the research literature on the predictive ability of the categories in relation to different types of outcomes and effects on psychosocial health and the psychosocial work environment. The focus has been on various types of outcomes including employee turnover, sick leave, performance, commitment, job satisfaction, customer satisfaction.

The outcomes predicted by the five new categories are summarised in this white paper.

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Inside you’ll learn eight practical tips to build a culture of feedback—eight actionable tactics you can adopt right now, to build a happier, higher-performing team that trusts and respects you as a manager.

Read the guide now to learn:

- How to deliver difficult feedback constructively

- Why you should show your own vulnerability as a manager

- The warning signs that an underlying issue is about to explode

- A way to make 1:1s less time-consuming but more valuable

And much more…

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LIFT ENGAGEMENT & WELLBEING

‍About the guide

In this guide, we review and explain the science behind 9 factors that we at Winningtemp developed together with PhD Leif Denti at the University of Gothenburg. We provide specific suggestions about what you can do to implement each of these factors in your organisation, to support better performance, increased motivation, and a higher level of effectiveness.

You will learn about:

• How different types of leadership impact employees
• How autonomy can enhance creativity
• Why personal growth is so important for wellbeing
• How you can increase employee participation
• Why your employees' wellbeing depends on their work situation
• How to maximise job satisfaction
• Why team spirit is the key to success
• How meaningfulness can increase business success

Research studies show that:

• Companies that focus on wellbeing can increase their profitability by 25%.
• Organisations with an engaged workforce are 21% more profitable.
• Companies that invest in employee experience are twice as innovative, have twice as satisfied customers and 25% higher profitability.

Download our free guide and start implementing the science-based keys to a thriving and effective organisation.

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MODERN PERFORMANCE MANAGEMENT

‍Practice ongoing conversations

Discard the tradition annual/bi-annual performance reviews and make the process more dynamic for increased engagement and productivity. Being agile and flexible in your approach enables you to connect with your people on various levels and crucial touchpoints to provide a smooth employee experience throughout their lifecycle.

Ongoing conversations and systematic progress updates help both the manager and the team members work more efficiently and with better focus. On the other hand, employees feel heard and they feel invested in the success of the organisation as a whole.

Segment one-on-ones into different types of dialogues based on their purpose and duration and choose the right talking points to get the conversation going.

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