Employee Engagement – What can we expect in 2024?

As we start a new year, we reflect on the employee engagement landscape of 2023, and look ahead to 2024 with optimism and intrigue. What trends can we expect to see this year? What areas do we envisage being the ‘hot topics’? How can we move with these trends to keep up to ensure we in tune with the rest of the UK?

Equity, Diversity, Inclusivity & Belonging in 2024

One of the key trends that we expect to carry forward from 2023 is EDI&B – in fact we are likely to see this evolve further as the new year progresses. As we see the continuing evolution of EDI&B from a tick box exercise to a useful and actionable insight into our working culture, it is important to understand how we can gain the relevant insight to get the best out of our workforce. Equity, diversity, inclusivity, & belonging have become pivotal pillars in fostering a healthy and productive workplace environment in the United Kingdom. In recent years, organisations across the country have recognised the importance of embracing and celebrating differences among their employees, understanding that a diverse and inclusive workforce not only reflects societal values but also enhances business performance and innovation. While progress has been made, challenges persist, and continuous efforts are essential. Companies in the UK are recognising the need for ongoing education and awareness programs, robust reporting mechanisms, and a commitment to evolving policies that promote a truly inclusive and equitable workplace. The journey toward a more diverse, inclusive, and equitable workplace is not only a legal and ethical imperative but also a strategic advantage for organisations navigating the complexities of the modern business landscape.

AI Technologies in 2024

Another trend that we are likely to see become far more prominent is the fusion of AI technology with HR departments. The advent of Artificial Intelligence (AI) has brought about transformative changes across various industries, and the Human Resource (HR) sector in the UK is no exception. The impact of AI on HR departments is multifaceted, ranging from streamlined recruitment processes to enhanced employee engagement and data-driven decision-making.

Recruitment processes have experienced a significant overhaul with the integration of AI technologies. AI-powered tools are increasingly being employed for candidate screening, leveraging algorithms to analyse resumes and assess applicants’ suitability for specific roles. This not only expedites the hiring process but also helps mitigate unconscious biases, promoting fairer and more inclusive recruitment practices.

In the UK, HR professionals are utilising AI-driven chatbots to streamline the initial stages of the recruitment process. These virtual assistants engage with candidates, answer queries, and collect essential information, thereby saving time for both candidates and HR staff. This automation allows HR teams to focus on more strategic and value-added aspects of recruitment, such as assessing cultural fit and long-term potential.

However, the integration of AI in HR also raises ethical considerations, such as privacy concerns, potential biases in algorithms, and the need for transparent communication with employees. Striking a balance between leveraging AI for efficiency and upholding ethical standards is crucial for the responsible implementation of these technologies.

Change Fatigue in 2024

Another trend we are likely to see in the workplace in 2024 is Change fatigue. Change fatigue is a general feeling of apathy or resignation toward company changes by employees, especially when too much change takes place in a short space of time (Lattice 2023).

Change fatigue in the workplace is a significant challenge faced by organisations in the UK, particularly in today’s fast-paced business landscape characterised by rapid technological advancements, market shifts, and organisational restructuring. Change initiatives, whether driven by technological upgrades, new management practices, or strategic realignments, can take a toll on employees, leading to change fatigue.

In the UK, where businesses are constantly adapting to stay competitive and responsive to market dynamics, employees often find themselves grappling with a continuous stream of changes. This persistent state of flux can contribute to change fatigue as individuals experience a sense of overwhelm, uncertainty, and a perceived lack of stability in their work environment.

Clear and effective communication is critical in managing change fatigue. In the UK workplace, where diverse teams may be dispersed across different locations or operating remotely, the need for transparent and regular communication becomes even more pronounced. When employees are not adequately informed about the reasons for changes, the expected outcomes, and how these changes align with the organisation’s goals, it can breed confusion and anxiety, contributing to fatigue.

Although there are no certainties, we can try to anticipate where the key areas for employee engagement are going to be this year so that we can react quickly – or better yet, prevent any potential issues from arising in the first instance.

To take your employee engagement to new heights in 2024, don’t hesitate to contact us to find out how our team of knowledgeable researchers can help. Click here to learn more about how we can assist you.