The employment contract with the new Employees is signed - but the fight for the best talents continues afterwards. Because the demands of employees with regard to a digital work environment and modern work tools have increased.

employee retention-retention-management-digitization

Study shows managers are more satisfied than employees

In terms of employee satisfaction is at German Companys still room for improvement. This is especially true for employees outside of management: According to the current Oracle study “From Theory to Action”, only 45 percent of non-executive employees are proud to work for their company - as opposed to 59 percent for managers. The main reason for this are different career opportunities for employees at different hierarchy levels.

For example, non-managerial employees complain that they do not have access to appropriate further education and training measures (81 percent) and that they do not have sufficient access to modern technologies such as e-learning and collaboration tools (79 percent). Due to the higher transparency in the labor market, fast Find out where your own company stands in comparison to others - also for the employees.

Collaboration is strategically important

The result: dissatisfied employees seek their professional happiness elsewhere and, under certain circumstances, leave behind gaps in their knowledge HRdepartment is difficult to close again. In addition, employees do not only value a good one salary, but also on an attractive and supportive workplace culture.

Personnel managers are aware of this Significance of employee commitment: For 93 percent of those surveyed, this point is strategically important because key performance parameters such as creativity, Innovation, efficiency, productivity and excellence in customer service depend on it. This insight, however, must be followed by action; digitization is both a challenge and an opportunity.

Lack of personal dialogue does not have to be

The digital Transformation is a demanding one for companies Change-Projects, which must be actively supported by HR managers. Their role is therefore no longer limited to that of an internal administrative service provider. Instead, as a strategic sparring partner, they should take an active part in management and also act as a "hinge" between company management, management and employees.

And this is where digitization comes into play again, which has long since taken over private Everyday life the employee has changed. They communicate quickly and directly via social media and demand rapid reactions and a willingness to engage in dialogue from suppliers, for example in the event of complaints. In many companies, however, they experience a lack of face-to-face dialogue.

Digitization is blessing, not curse!

This still results from the time when the personnel department centralized processes and thus largely anonymised them in order to manage an ever-increasing number of employees. However, employees expect less administrative support from their HR department, but above all a proactive exchange of their professional development opportunities.

Many a proven HR measure is therefore no longer effective. Employ employees in a targeted manner and further qualify them and stay in dialogue: Today, modern HR cloud solutions help HR professionals to do this. The good news: Although digitization is changing the demands of employees (and thus triggering a sometimes strenuous change), it also provides the tools to close the gap between Organization and close employees.

Cloud solutions - the interests of employees and enterprises agree

For companies, there are two in particular in personnel planning Ask decisive:

  1. Which employees and which specific qualifications do we need in order to compete?
  2. And which skills are already available in the company, but perhaps they have not been queried yet?

With cloud-based analysis and forecasting tools, HR managers can easily and quickly collect and evaluate these data. This allows, among other things, the development of sophisticated competence databases, which allow a quick overview of existing capacities and skills. This makes it easier for companies to deploy employees in the right place - which will benefit both sides.

Automation, eLearning and collaboration tools

About efficient Data analysis can also be used Effect more concrete Measures and use it as a basis for arguments with the management - example: What successes could be achieved in sales if we had ten more Sales Hire consultants?

Of course, routine tasks will not disappear from the everyday life of HR managers. The Solution this lies in the automation of standard processes. This frees up capacities, which HR managers in turn can use in personal – and now also digitally supported – exchanges with employees invest can.

The previously limited access to e-learning and collaboration tools, which many employees still complain about, can also be easily, inexpensively and scalable easily accessible via the cloud.

Conclusion: Employees motivate through digital dialogue

The road to a dedicated workforce can only be achieved through the revitalization of the dialogue between companies and employees. For the latter no longer define themselves solely by their salary, but they want to have an important contribution to the success of the company and also to be personally valued.

HR departments are therefore well advised to use the opportunities of digitization to bind employees to the company in the long term through a positive change in workplace culture - a Success, which ultimately also makes their own job more attractive.