Enhancing Employee Experience in a Digital-First World – Part 2
Best Practices for Cultivating Culture, Enhancing Engagement, and Fostering Retention
In Part 1 of this blog series, we explored the transition to a digital-first workplace, examining recent data on the future of hybrid and remote work. We also looked at how technology can enhance the employee experience through four key functional business use cases. In case you missed it, you can read all about it here.
In Part 2, we’ll dive into some more of the unique challenges and opportunities HR leaders face when trying to enhance the employee experience for a virtual/remote workforce. Specifically, we’ll discuss innovative strategies and best practices for cultivating a strong company culture and fostering engagement and retention in a digital-first landscape.
Cultivating Culture in a Virtual Work Environment
According to Slack’s research through its Future Forum consortium, 24% of businesses view loneliness and lack of interpersonal connection among their employees as significant issues, specifically within the remote and hybrid workforce. Remote work, while offering flexibility, can lack the authentic social interaction that an office environment inherently offers. In an office, connection and communication is more spontaneous, which helps build relationships and culture.
Below are some innovative ideas and best practices to strengthen connections and foster a deeper sense of solidarity in a digital-first organization.
For HR teams:
- Virtual town halls and Q&As: Schedule regular virtual town halls where employees can get updates, celebrate milestones, and engage in Q&A sessions with leaders. This is a great way to ensure new employees can ask questions and gives them a direct line to the leadership team.
- Annual yearbook: In December, invite everyone to send in their “annual highlight” with a photo and description of something they’re proud of—personally or professionally! This is a great way for people to get to know one another on a more meaningful level. Yearbooks can be easily designed in places like Canva, Shutterfly, Pictavo, or Mixbook.
- Virtual teambuilding: Organize interactive virtual events like trivia games, escape rooms, or fun workshops to help teams bond and do something together outside of work tasks. Tools like Airspeed can help strengthen relationships, providing an array of fun icebreakers that auto-populate in Slack or a mobile app.
- Employee Resource Groups (ERGs): Interest-based groups are especially great at larger companies, allowing employees to connect with others who share similar backgrounds, interests, or experiences.
- Virtual coffees and happy hours: Set up informal gatherings that give employees a chance to connect casually, with less structure than a project or department meeting.
For Leaders:
- Annual gatherings. If geography allows, companies or teams should aim to hold annual in-person meetings. These are the types of events that truly build culture and set a foundation of trust and connection between colleagues.
- One-on-ones: Schedule regular one-on-one meetings with your direct reports. Have an authentic check-in, and share how you’re feeling, too. Creating a safe space for someone else to share means being vulnerable, too.
- Transparency: Trust is built with new employees by sharing information—successes, challenges, and context for decision-making. This shows employees that they matter in the big picture of the company’s journey.
- Pulse surveys: Regularly use short (and anonymous) surveys to gauge employee sentiment, morale, and places for improvement. Leaders should review feedback and make adjustments accordingly.
Employee Engagement in a Digital-First World
In a digital-first world, the needs of employees are ever evolving, which keeps HR leaders on their toes. Programs for engagement and retention need to be creative and intentional. Here are some key strategies for building engagement:
- Mentorship programs: Establishing mentorship programs where experienced employees guide newer team members is an amazing way to engage your people while also supporting your succession efforts. Digital mentoring platforms like Mentorloop and MentorcliQ can bridge geographic distances, enabling employees to connect with mentors aligned with their goals, regardless of location.
- Gamified learning platforms: Introducing game elements into training and development, such as points, badges, and leaderboards, can make learning more engaging and motivate employees to pursue skill-building. Platforms like Kahoot!, Classcraft, TalentLMS, and 360Learning are interesting and interactive, supporting a culture of continuous development.
- Make recognition meaningful: In remote or hybrid environments, employee’s accomplishments are less visible. Make recognition a priority by hyping up your team’s wins virtually. Celebrate achievements—whether through shout-outs in digital town halls, personalized e-cards, or peer-nominated awards—help employees feel valued and appreciated.
Fostering Retention Through Flexibility
Mental Health Research Canada states that one in three working-age Canadians experience burnout, which can result in physical and mental health issues and decreased job performance. According to Calm’s 2024 Voice of the Workplace Report, employees who often experience burnout are 2.6 times more likely to be actively looking for a new job. In today’s job market, top talent is going to seek out companies who prevent burnout and encourage flexibility.
Below are some key strategies for employee retention:
- Flexible work options: Offering flexibility at work, whether it’s adjustable hours or a hybrid style, allows employees to balance professional and personal obligations. A 2022 Statistics Canada survey found that 64.7% of employees considered a flexible schedule to be an important or essential job factor.
- Hybrid work policies: A report published in June 2024 found that hybrid working improved job satisfaction and reduced quit rates by one-third. Designing hybrid policies that give employees autonomy to choose their work environment can make employees more satisfied and less likely to seek employment elsewhere.
- Custom benefit programs: As digital platforms allow more personalized employee benefits, companies can offer tailored benefits like mental health resources, fitness reimbursements, or remote work stipends, aligning with individual preferences and further supporting retention.
The key to crafting a positive employee experience in a digital-first world comes down to acknowledging employees for what they do, and for who they are. Ironically, it’s a human approach that balances the power of technology with a real commitment to employee well-being and culture. Digital tools offer us unprecedented ways to connect, collaborate, and innovate, but they’ll never replace the impact that face-to-face interaction has.
A truly meaningful employee experience is built through a blend of digital solutions, strong cultural foundations, and an unwavering focus on supporting employees’ mental and physical health. As we forge ahead in this virtual landscape, the companies that prioritize their people’s best interests will be positioned to have the most resilient, engaged, and thriving workforce.
Looking for ongoing professional development as an HR leader? Gameplan HR offers coaching, consulting, and training for HR leaders who want to attract and retain great employees. Fix the gaps in your HR Gameplan and talk to an advisor today!