Key rules for a happy workplace – Book Review “The Future Workplace Experience”

Everything we, as employer or employee, expect to engage with in. the workplace, is evolving – including your job expectations, the employee-employer relationships, the flexible workforce and digital tools. Whatever the size, the workplace has been facing radical transformations in the digital age.

Successful companies must treat their employees with consideration and create a nourishing culture, as workplace experts Jeanne C. Meister and Kevin J. Mulcahy remind us in their recent book (“The Future Workplace Experience”, details below), one to read starting this new year. This showcases 10 rules for engaging employees in our disruptive, constantly changing and chaotic age, all based on research of over 2,100 global HR leaders and recruiting managers.

Summarised, the book leaves us with 5 key takeaways to help you improve your workforce wellbeing, satisfaction and engagement at work: 

1- Navigating the future workplace requires to look equally at three dimensions: workers’ expectations, technology’s transformation impact and the workforce’s changing composition. This includes balancing important factors such as creating the right, culture-based experience as well as embracing on-demand learning

2- The multi-generational workplace is now a fact that all companies need to leverage and pay attention to, and this issue or rather opportunity will increase every year. The evolving marketplace towards a “gig economy” also requires to adapt recruiting plans and innovate work practices. This has implications for all employees engagement, whether on-site or remote, full-time or temporary. Of course, building gender equality needs to stay top of any company’s agenda too

3- Technology needs to be used more as an enabler than feared as a disruptor, and that includes AI and robotics on the workplace. This does not only mean eLearning and cloud-based services but also the next generation of social media and big data for recruitment (bots, anyone?)

4- Identifying and encouraging an active brand ambassadors community is as important for HR and engagement as for marketing and recruiting. Workplace activists who, through their satisfaction and engagement, are prepared to facilitate proactively and navigate the future workplace are also key for organisations to survive

5- Making the workplace a truly satisfying and engaging experience requires agile leaders demonstrating transparency and open communications. A 360 approach seems to be required including the use of regular surveys to assess the health of your workplace and how employees feel, live and strive in their work. Only the right, positive balance of wellbeing, satisfaction and engagement will deliver benefits to all, from the CEO to the janitor, as well as client satisfaction and brand advocates.