Keep Front-Line Workers Connected

September 8, 2022

It’s no secret that some workers – especially front-line workers – are feeling disconnected at work.

A recent McKinsey survey of 5,500 US workers on the state of their internal and external networks and connections found that “more than three-quarters of the respondents working in ‘traditional’ roles —especially women and front-line workers—report that they are connecting with others less frequently, have smaller networks, and spend less time and effort on relationship building since the start of the pandemic.”

Demands and workloads have increased as more employers expect those working remotely to be available 24/7 and those on the front lines are expected to take on additional duties to fill in the gaps left by those employees who have quit.

McKinsey’s Great Attrition research shows that “nearly two out of five employees in a global sample spanning about 13,000 workers in six countries across 16 industries say they are considering leaving their jobs within the next three to six months.”

Last year’s Global State of Front Line Work Experience Study revealed that nearly 50% of front-line workers are preparing to leave their current jobs, with 58% citing burnout as the top reason.

Mentorship, networks and strong manager-employee relationships are critical to ensuring workers are engaged and feel valued. And, for many, they want to not only be recognized but have the opportunity for growth in their roles and at the company.

Ongoing employee assessments and frequent two-way communication are important but intentional, strategic relationships can help employees learn and overcome challenges, and see a future of opportunities with the support and encouragement of mentors or sponsors.

Here are three ways to help employees feel more connected:

  • Reach out frequently – don’t wait for the team meeting. Check-in with employees regularly just to see how they are doing.
  • Set goals – work with employees to set goals. These should be clearly defined, achievable goals that can be reviewed and revised over a period of time – not set annually and forgotten for 12 months.
  • Identify mentors, programs or skill development opportunities that will help employees learn, explore and grow.

Authentic, strategic engagement with employees will help drive retention and improve productivity.

Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.