Learn what employees value most from their organizations, and how the psychological needs of remote, deskless and office-based workers vary. Plus, get ideas to help you focus your engagement efforts and avoid relying on trendy, unproven perks or lackluster legacy programs.
A labor market primed for disruption by the pandemic has upended itself in unexpected ways. Fortunately, some exciting improvements in employee engagement have taken root. Our research sheds light on the differences in employee engagement based on when and where work gets done, offers answers to how pandemic-era new hires are really faring and proves why it’s critical to inspire employees through your mission, values and culture.
Recognition matters. To the members of your team—and your company’s bottom line. Regardless of whether they clock-in or have an office off site, employees want to feel appreciated for the role they play. They’re also asking more from employers, including improved access and opportunity for recognition. This white paper explores our proven three-step process for rebooting recognition to improve equity for employees regardless of role, geography or level in the organization.
To support the emerging demand for sustainability, companies need to build employee buy-in to their ESG strategy. Use this white paper to refresh and instill a sense of purpose, meaning and pride in the work employees do, the organization they work for and what that organization is doing for the world.
Learn how you can leverage the Psychological Benefit Framework to prioritize your own employee engagement efforts based on the unique needs of your people.
See the solutions ITA Group offers to support the psychological needs of employees—no matter where they work or what jobs they do.