Employee motivation has become a very important topic in the last few years. At the time of the pandemic, employee productivity increased due to hybrid or remote modes of operation, while for some this productivity was quite low. Employees want to feel valued and want to gain in importance. Their effort and work must be appreciated, and clear expectations must be set at the outset. Grant Thornton’s 2022 study, Women in Business, shows that 95% of medium-sized businesses are actively promoting employee diversity and involvement, up from 92% in 2021. Organizations place emphasis on structured efforts to engage their workforce.

Flexibility of working hours and digitalization - new ways of doing business

In response to changes in the work environment after the pandemic, companies want to increase employee engagement in 2022 and have a greater focus on business change by encouraging opportunities for flexible working and long-term virtual business. With this way of working, employees will have some purpose in the business structure. Many have experienced flexible working hours during the pandemic, and as a result say they are happier and more motivated.

In order to make employees more proactive and involved in business decisions, an inclusive environment is created that supports different talents and provides access to knowledge and skills, broader perspectives and a deeper understanding of the diverse customer base. A business system that works intensively on employee proactivity generates their strong ideas, adds importance to their decisions, uses different thought processes, and the final outcomes are stronger. Each company has its own operational needs and different motives that foster a policy of inclusion and diversity. Retaining existing talent and attracting potential is high on the list of business priorities. This is followed carefully by addressing current and future skills gaps.

Developing new work models

Given the motivation and proactivity of employees, strategies for proper and timely involvement in business can be discovered. Illustrating the relationship between motivators and business gives us a holistic view of what companies do to encourage employee engagement and performance internally, while strengthening reputation from the outside.

The goal of any business is to retain existing talent. This includes encouraging employees to work together to create a psychologically safe environment, promoting work-life balance throughout the organization, and adapting learning and development programs to new work models. From the outside, attracting potential talent and better reflecting key stakeholders - including customers and the wider community - inspires companies to use inclusion policies to enhance their image as a versatile employer. The "open door" policy of management is an ideal way to achieve flexibility and a good image of the company.

Inclusive policy making and commitment to development and advancement are just some of the elements of Grant Thornton's business strategy

All activities were accelerated by changes in work practices during the pandemic. As a result of the pandemic, companies are exploring new work practices - including long-term flexible options, allowing individuals to perform their roles in the most efficient way for them and providing greater access to leadership.

All of these are elements of Grant Thornton's three key strategies - maintaining employee diversity, creating an inclusive culture, advocating for business, and opening up development and advancement. Matching motivation with action is the first step in building an effective strategy. For organizations looking to open the door to diverse talent amid the skills shortage that continues this year, these elements provide a comprehensive and practical way forward.

Dana Source: Grant Thornton Global