2020 was a turning point for many organisations. Society demanded that more investment in and accountability around Diversity, Equity, and Inclusion (DEI) became a top priority for organisations – on the whole we have seen a positive response, with organisations moving from simply ticking a box and empty gestures to action-focused and authentic DEI practices. Whilst more and more organisations are making commitments and participating in DEI discourse, there is so much more that needs to change.  

At the beginning of 2022, the U.S. Bureau of Labor Statistics reported that 4.5 million American workers voluntarily left their jobs in November 2021, the highest number on record. “The Great Resignation” is the unexpected and widespread trend following on the heels of a two-year pandemic that has brought about physical, emotional and mental suffering. As a result, business leaders have recognized that they have a responsibility to care for their employees. They know that their companies can only thrive when their people thrive, and they are seeking new ways to support wellbeing among their staff.

“In the fast-changing world of healthcare there’s never been a greater need for
employees to adapt their behaviour, enabling them to work in new ways, learn new skills, and have new types of conversations. With the stakes so high and the margin for error so small we need a more science-based and data-driven approach to engaging
and empowering healthcare employees to change and excel.”

Listening, science, and skills: three steps to helping employees create change that really sticks.

Change is all about belief, emotion and energy. There’s nothing quite like the power of real-life stories demonstrating the positive impact of what you do, to help get you out of bed in the morning, and make change really happen.

Whichever way you look at it, the pandemic has made a lasting impact on the way we experience work. According to a McKinsey report, a majority of employees (52%) now want to work from home three days a week, would consider ‘jumping ship’ if those provisions aren’t part of the package (25%), and consider mental health a top priority in considering employment.

“Listening won’t solve all your problems, but it does offer a chance for your people to safely share their voice, increase their connection to the organisation and build a better employee experience.”

Shouldn't everyone be able to flourish and thrive at work, rather than just function or even struggle? So many people are experiencing work-related stress¹ and poor mental health, particularly considering the last two years – a survey by MIND showed that more than 80%² of people reported struggling with mental health problems during or before the pandemic. This article recommends six steps to promote wellbeing in the workplace and help people flourish.

In this report, seven of our experts on the frontline of change in the world’s leading healthcare organisations share their advice on engaging employees. The experts cover a range of specialisms, including: employee engagement; behavioural science; change communications; and Diversity, Equity & Inclusion.

Why and how we need to change our approach to creating a sense of purpose at work. At a time when everyone is heavily invested in ‘purpose at work’ do we need to re-examine what really gives people a feeling of purpose?