by Alison Weiss
A recent Gallup study found that workers who rank in the top quartile in employee engagement outperform those ranked in the bottom quartile by 22 percent in profitability and 21 percent in productivity. But with technological advances making it possible for many employees to work anytime, anywhere, the line between work and personal life is blurring—raising the risks of burnout and costly attrition.
“With the unemployment rate dropping, there’s a more limited talent pool of skilled employees,” says Gretchen Alarcon, group vice president, applications strategy, at Oracle. “It’s critical for managers to help employees feel more connected. They need to continually find new ways to engage and grow the workforce they have.”
To assist in this effort, Oracle Human Capital Management Cloud (Oracle HCM Cloud) features Oracle Work Life Solutions—employee-centric tools that address the intersection between professional and personal lives. The tools put a new emphasis on strengthening the relationships between organizations and employees by giving managers novel ways to harness HCM information.
Oracle Work Life Solutions also connect with data generated by an employee’s social media presence, wearable devices, and quantified-self applications. That data can be mixed with corporate enterprise data, complete with embedded gamification and social features.
It’s critical for managers to help employees feel more connected. They need to continually find new ways to engage and grow the workforce they have.”
The data can be used to gain unique insights into employees and their career and life goals, helping managers ensure workers are as motivated and productive as possible. For example, My Wellness allows participating employees to connect wearable devices to systems that HR uses to manage wellness programs—helping them set, track, and achieve wellness goals while reducing company healthcare costs. My Competition engages employees with work-related contests (such as saving energy or naming a product), and allows managers to direct employees toward new work projects or assignments based on their competitive interests.
My Reputation allows employees to analyze activity on external and internal social platforms to review their talent reputations among their peers and social communities. Managers can also learn from how employees participate. “Employee activity on social platforms can give managers new ideas on how to coach staff,” says Alarcon.
Percentage increase in profitability achieved by work units ranked in the top quartile in employee engagement, compared to work units ranked in the bottom quartile in employee engagement (Source: Gallup’s State of the Global Workplace report)
However, data gathering is not automatic. Employees have the choice to opt in to use a specific work life solution and can select the activities they want to participate in, matching their performance and development goals with their career and personal life goals.
Over time, Alarcon sees the accumulated data yielding analytics and insights to help pinpoint specific factors that encourage managers and employees to engage positively with organizations.
“Oracle Work Life Solutions can help managers understand what gets staff excited,” Alarcon says. “We want to know what makes you do great work that you find fun and engaging.”
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