3 new dimensions defining today’s employee relations

by | Oct 26, 2020 | Public Relations

In virtually every industry, the relationship between employers and employees has shifted significantly due to the major transformation in the way people work, and how organizations are thinking about the future, according to new research from Gartner. Today’s new employment deal centers on positively impacting employees’ lives while improving talent outcomes for employers.

“Employers are focused on providing employees more flexibility than ever before, creating a shared purpose and building deeper connections with employees,” said Brian Kropp, chief of research in the Gartner HR practice, in a news release. “The organizations that get this right will have a more engaged workforce, greater employee retention and better ability to attract the best talent.”

Flexibility fuels performance

When the COVID-19 pandemic struck, nearly every employer shut down their workplace and employees began working from home full time. While some employees are now back in the office, many continue to work remotely. Progressive organizations have embraced radical flexibility, giving employees control over where, when, and how much they work.

Gartner’s 2020 ReimagineHR Employee Survey of 5,000 employees from 1Q20 revealed that at typical organizations where employees work a standard 40 hours per week in the office, only 36 percent of employees were high performers. When organizations shift from this environment to one of radical flexibility where employees have choice over where, when and how much they work, 55 percent of employees were high performers.

“Offering employees more choices over when, where and how many hours they work, is not only better for employees, but also better for employers who end up with more high performing employees as a result,” said Kropp.

The need for a shared purpose

Creating a shared purpose goes beyond corporate messages to real behaviors; leaders must actively get involved with the societal, cultural debates of the day.

CEOs commonly get involved in current societal or cultural events by issuing a corporate statement, believing that by making a statement they will meet employees’ desires for the organization to get involved.

However, Gartner research found that issuing a corporate statement degrades employee engagement when compared to doing nothing. When organizations act—reallocating resources, changing suppliers, giving employees time off to volunteer—the number of highly engaged employees increases significantly. Gartner’s found that while 40 percent of respondents were considered highly engaged employees, this number increased to 60 percent when the organization took action on the social issues of today.

“Organizations that get involved in the societal and cultural debates of today find they have a more engaged workforce and a better reputation that enables them to source the best quality talent from the labor market,” added Kropp.

Building deeper connections

To increase employees’ performance at work, organizations often provide new technology, tools, infrastructure and training. These tactics solely focus on an employee’s work, completely separate from their life. The COVID-19 pandemic has made clear to employers and employees that work and life cannot be treated as two separate constructs.

According to the research, when employers develop deeper relationships with their employees there is a 23 percent increase in the number of employees reporting better mental health and a 17 percent increase in the number of employees reporting better physical health. Employers who support their employees more holistically realize a 21 percent increase in high performers.

To build deeper connections with employees, organizations are offering professional counseling services to support mental health, providing free access to learning and development resources to friends and family members who have been impacted by COVID-19, and helping parents with childcare and virtual learning.

“When organizations take a more holistic viewpoint of their employees and try to support them personally as well as professionally, employees report that their employer has a positive impact on multiple aspects of their lives,” said Kropp.

Gartner surveyed 5,000 employees from 1Q20.

Daily PR Updates

Essential PR industry news, opinion, and analysis delivered to your inbox daily.

Richard Carufel
Richard Carufel is editor of Bulldog Reporter and the Daily ’Dog, one of the web’s leading sources of PR and marketing communications news and opinions. He has been reporting on the PR and communications industry for over 12 years, and has interviewed hundreds of journalists and PR industry leaders. Reach him at richardc@bulldogreporter.com; @BulldogReporter

RECENT ARTICLES

Crisis communication principles: 4 benefits of having a solid plan

Crisis communication principles: 4 benefits of having a solid plan

The plan that companies create to ensure that they have effective and efficient communication during a PR crisis is essential, which is what crisis communication entails. This plan is crucial in ensuring that a company remains functional even when going through a...

Crisis control: Why response plans need a designated spokesperson

Crisis control: Why response plans need a designated spokesperson

When an adverse event rotates the spotlight of public attention to your business or that of a partner or client, does your response plan include a designated spokesperson? Does that person have a back-up? If either answer is no, then your crisis response plan has a...

Press Moves – Week of March 8

Press Moves – Week of March 8

Here you have it! The most notable journalist and media industry moves of the past week. USA AND CANADA Follow us on Twitter @Press_Moves News and Media Atlantic, The: Tim Alberta (@timalberta) has joined as a Staff Writer. Greenville News: Genna Contino...