Læsetid 2 min
- 9. December 2022
Having an effective engagement platform implemented to maintain and increase the entire working environment and employee well-being is an extremely important decision. But if you have to go all out and ring the big, solid well-being bell, then you should consider getting a certified working environment advisor on board in the process.
Well, it probably goes without saying that the question frame is crucial for your engagement measurements. The questions MUST reflect the company’s framework and be decidedly industry-specific. Otherwise, you might get an answer in the West, even if you ask in the East – and that doesn’t add much value in the end. So, it is a good idea to get expert guidance from someone who has carried out a lot of well-being surveys and who has knowledge of the various industries and from there can put together the right questionnaire for the company.
A small side note here is that Woba.io actually offers (as one of the few providers) the possibility to design a completely specific and self-selected question frame for the individual measurement – and in this way it is ensured that the frames are not standardized, but on the contrary tailored for both industry, employees and company.
When you’re not trained in this field, you most likely won’t know exactly what to look for in the results either. A certified work environment adviser is trained to look in exactly the right places – and to discover the things that stick out a little and which, over time, can create problems for well-being and job satisfaction. And the great value in driving with regular measurements is precisely that you get the opportunity to be at the forefront and be able to deal with problems at such an early stage that dismissals and sick leave are completely avoided. Your occupational health and safety adviser will help you with this.
The process with your Customer Success Manager and Working Environment Adviser in Woba.io can be seen as a form of cycle. A very important cycle. The moment you choose to become a customer of Woba.io, you enter our specific and very important Employee Retention Life Cycle.
And why now all that?
The whole thinking in Woba.io is to implement a preventive, proactive approach to the entire well-being work – instead of the hitherto reactive approach that has characterized the entire HR thinking, where you have worked ‘in the background’ all the time – and in that way is always 3-6 months behind in relation to employee well-being. In a time when more than 40% of all employees are currently considering resigning, it is a definite necessity that companies make a big effort to meet the well-being problems at an early stage.
The most effective way you can do this is with a digital, dynamic solution, where the important well-being measurements can be easily and intuitively carried out – and where the results are continuously available, so that the necessary action measures can be implemented and the specific challenges remedied.
The dynamic, digital approach opens up the preventive way of working with engagement. And it creates a shift in relation to the past way of thinking about HR.
In addition, something else also happens. In the past, HR has been very individual-focused. When an employee via a Health and Safety Assessment or an engagement survey has shown symptoms of burnout, then they have worked on it from the individual level, which means therapy, coaching and other things that focus on the individual employee who is affected. But with this new approach, it is not only possible to work preventively. You also get the opportunity to intervene at an early stage – all the way through the organisation.
In Woba.io, for example, we work with action initiatives that are research-based and are all linked to the IGLO model. IGLO stands for Individual, Group, Management and Organization level. When an employee is affected by stress, it is not just an isolated problem for the employee. It is an expression of the fact that there are some significant problems all around the organisation. And the well-being work must also be carried out at all organizational levels – if it is to be effective and actually create an improvement in the working environment so that your employees thrive.
Onboarding consists of an initial meeting with your associated Customer Success Manager. Here you agree expectations and the process itself is mapped out so that both parties know the details of the collaboration. It is quite simple and clear to get started, because it is your Customer Success Manager who does all the work, so to speak. You just need to ensure that you provide access to the employees’ data and email addresses, and we will take care of the actual implementation in the Woba.io platform. And as soon as the implementation is in place, the first measurement can be planned.
Woba.io has been created in a very intuitive design, which makes it easy and clear for all employees – across all industries – to participate and not least to follow up on their own results. When the measurement has been completed, all results must be analyzed thoroughly, so that we are sure that it is the most important problems and areas for improvement that come to light – and which are focused on and dealt with. Your Customer Success Manager also takes care of that – and he/she will collect all the results in a comprehensive and detailed report and of course follow up with a live presentation of the whole thing. But it doesn’t stop there…
Action plans must now be drawn up and they must be as specific, concrete and detailed as possible. After all, the well-being of the entire company depends on these action plans and their execution. After implementation of action plans and action measures, a so-called impact measurement will always be run. This is normally 3-6 months after the original measurement. And the impact measurement is your guide to see if the implemented action measures are correct or if everything needs to be adjusted and optimized. It also helps your Customer Success Manager to analyze.
You can say that your associated Customer Success Manager takes you a long way in relation to the engagement work. But if you want to make sure that there is always a certified working environment adviser ready to hold your hand and guide you on the right path to well-being, then you should choose Woba.io, which always includes concrete working environment advice. You might liken working environment advice to an easily accessible support function. And it can certainly be quite ‘handy’ when you have a question or are really in doubt about the daily well-being work.
Your certified working environment advisor also has insight into all statutory measures and will advise you so that the company’s well-being work will always be within the framework of the law and the Danish Working Environment Authority. As the only provider on the market, Woba.io offers this as implicit in the collaboration.
At Woba.io, we believe in basic empathy and human insight as the cornerstone of our customer service. That is why we have put together a team of skilled, detail-oriented and empathetic employees in our Customer Success department.
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As we all know by now, employee absenteeism can slowly eat away at an organization’s effectiveness and team performance. Whether it’s a pattern of frequent short-term absences or infrequent but longer ones, absenteeism is a big challenge for how well a company functions. It’s closely linked to an individual’s overall well-being.
So, let’s dive into the connection between absenteeism and engagement and see how the HR department, armed with data, can tackle absenteeism trends within their organization. Absenteeism isn’t about pointing fingers or labeling people as lazy. It’s more about the work environment and what’s happening around it. And one of the first steps is to collect the right data to understand and pinpoint areas in the workplace that might cause unwanted absenteeism patterns and then take appropriate actions to overall improvement.
All of this is for the benefit of the company, the organization, the team, and, of course, the individual employee. That’s turning insights into real impact.
Absent employees are (super logically, we know) unable to fulfill the scope of their work role – either as an individual or as a team member of the organization. It’s no surprise that one unfortunate outcome of absenteeism is that the workload and departmental pressure often shift to other members of the organization.
Our main focus here isn’t to dwell on the well-covered negative consequences of absenteeism, as these have already been thoroughly discussed in HR research. Instead, our primary goal is to understand how absenteeism works in practical terms, specifically, identifying what drives this phenomenon. Getting a practical grasp of this is the crucial first step toward taking effective action.
What do the most productive workplaces have in common? The answer comes down to a very simple truth – they have a high engagement level among their employees.
Later in this article I will tell you about how you can boost your employees’ engagement and retention with our HR Impact platform, Woba.io – but first, let’s delve into the significance of employee engagement.
The traditional notion that “the customer is king” has evolved. Modern companies now understand that employee well-being is essential for delivering top-notch customer service. This translates to creating a healthy workplace that cultivates engagement, productivity, and employee loyalty, which has become crucial for business success.
Employee Engagement holds significant importance in strategic HR for several compelling reasons. Research demonstrates that engaged employees yield various positive outcomes, including:
As a result, a wide spectrum of people leaders – ranging from HR professionals to Chief People Officers and People & Culture managers – grapple with a significant challenge: How do we effectively measure employee engagement? In simpler terms, how can we tap into the collective intelligence and inner states of the entire organization? And how can we translate this knowledge into tangible business impact? This intricate question demands a comprehensive breakdown, and I’ll endeavor to provide one.
The foundation of Employee Engagement still holds relevance, dating back to 1990 when Professor William A. Kahn first introduced the concept of Work Engagement. Subsequent research has consistently revealed the links between engagement and positive outcomes like job satisfaction and strong workplace support.
A key figure in this field is Professor Wilmar Schaufeli, an expert in Organizational Psychology. His research on job burnout and employee engagement underpins the scientifically-backed indicators we employ in our Employee Engagement Survey.
As we all know by now, employee absenteeism can slowly eat away at an organization’s effectiveness and team performance. Whether it’s a pattern of frequent short-term absences or infrequent but longer ones, absenteeism is a big challenge for how well a company functions. It’s closely linked to an individual’s overall well-being.
So, let’s dive into the connection between absenteeism and engagement and see how the HR department, armed with data, can tackle absenteeism trends within their organization. Absenteeism isn’t about pointing fingers or labeling people as lazy. It’s more about the work environment and what’s happening around it. And one of the first steps is to collect the right data to understand and pinpoint areas in the workplace that might cause unwanted absenteeism patterns and then take appropriate actions to overall improvement.
All of this is for the benefit of the company, the organization, the team, and, of course, the individual employee. That’s turning insights into real impact.
Absent employees are (super logically, we know) unable to fulfill the scope of their work role – either as an individual or as a team member of the organization. It’s no surprise that one unfortunate outcome of absenteeism is that the workload and departmental pressure often shift to other members of the organization.
Our main focus here isn’t to dwell on the well-covered negative consequences of absenteeism, as these have already been thoroughly discussed in HR research. Instead, our primary goal is to understand how absenteeism works in practical terms, specifically, identifying what drives this phenomenon. Getting a practical grasp of this is the crucial first step toward taking effective action.
What do the most productive workplaces have in common? The answer comes down to a very simple truth – they have a high engagement level among their employees.
Later in this article I will tell you about how you can boost your employees’ engagement and retention with our HR Impact platform, Woba.io – but first, let’s delve into the significance of employee engagement.
The traditional notion that “the customer is king” has evolved. Modern companies now understand that employee well-being is essential for delivering top-notch customer service. This translates to creating a healthy workplace that cultivates engagement, productivity, and employee loyalty, which has become crucial for business success.
Employee Engagement holds significant importance in strategic HR for several compelling reasons. Research demonstrates that engaged employees yield various positive outcomes, including:
As a result, a wide spectrum of people leaders – ranging from HR professionals to Chief People Officers and People & Culture managers – grapple with a significant challenge: How do we effectively measure employee engagement? In simpler terms, how can we tap into the collective intelligence and inner states of the entire organization? And how can we translate this knowledge into tangible business impact? This intricate question demands a comprehensive breakdown, and I’ll endeavor to provide one.
The foundation of Employee Engagement still holds relevance, dating back to 1990 when Professor William A. Kahn first introduced the concept of Work Engagement. Subsequent research has consistently revealed the links between engagement and positive outcomes like job satisfaction and strong workplace support.
A key figure in this field is Professor Wilmar Schaufeli, an expert in Organizational Psychology. His research on job burnout and employee engagement underpins the scientifically-backed indicators we employ in our Employee Engagement Survey.
Emotional intelligence. What is it anyway? We all know the traditional logical intelligence, but it’s near cousin, perhaps not so much. The role of emotional intelligence (abbreviated as EI) has emerged as a critical factor in personal and professional success. It’s soon become much more than just a buzzword, emotional intelligence encompasses a set of essential skills that allow individuals to navigate emotions, build meaningful relationships, and thrive in diverse environments. This bestows a professional with the ability to be perceived (And perhaps be) and understanding and well-liked figure in the office setting.
From effective leadership to fostering a positive work culture, emotional intelligence plays a pivotal role in shaping the success of individuals and organizations alike.
Emotional intelligence refers to the ability to recognize, understand, and manage one’s own emotions, as well as the emotions of others. It involves being aware of our feelings, empathy towards others, and harnessing emotions to facilitate better decision-making and interpersonal interactions. There are five key components of emotional intelligence:
Leaders who possess high emotional intelligence tend to excel in inspiring and guiding their teams. By honing their Emotional Intelligence skills, leaders can create a positive and inclusive work environment, resulting in increased employee satisfaction and productivity.
Wondering how you can become this kind of leader? Let’s get you started – here’s how leaders can utilize emotional intelligence:
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