Every month, we’re highlighting stories, trends and tips related to employee engagement and workplace culture that organizations should be keeping top-of-mind in order to engage, retain and recruit top talent.

1. Technology can make or break the employee experience. In a recent VMWare study, 73% of respondents said that the digital culture of an organization was a key factor in accepting or rejecting a job. And while 95% of IT providers believe that they provide employees with all the digital solutions they need, 42% of HR/other employees said they do not feel like they have the digital tools necessary to do their jobs. Key takeaway: From collaboration tools to mobile apps to rewards and recognition platforms, the digital experience at your company can have a big impact on the employee experience overall. And with the number of remote workers on the rise, it’s more important than ever to make sure you’re investing in technology that enhances the employee experience and supports your desired workplace culture. Companies that provide a positive digital employee experience are more likely to be able to attract and retain top talent.

2. Employees expect continuous learning and development (L&D) opportunities. While most employees understand that they aren’t going to be promoted every year, they still want to feel like they are learning and growing throughout each year of their career. Our Engage by Stage research found that “learning new skills or knowledge” is one of the top engagement motivators across three of the four career stages; similarly, a Quantum research study found that employees under the age of 25 rate professional development as their number one driver of engagement, while it’s the number two priority for workers up to age 35. Key takeaway: Providing a mix of formal and informal L&D opportunities is critical to keeping employees of all ages and stages engaged. Equally important: having a culture in place that supports and encourages employees to take advantage of those opportunities. This article shares five ways to engage employees through L&D.

3. Employees want to weigh in more than once a year. By now, most people have heard the saying that the annual employee feedback survey is dead. Why? Two reasons: first, asking employees for their feedback just once a year isn’t enough; instead, companies today are turning to pulse surveys, sentiment monitoring tools and good-old-fashioned conversations to stay on top of how employees are feeling and address issues in real-time. Second, despite how long the annual survey is, it really only scratches the surface by trying to cover too much. Shorter and more frequent surveys allow you to dig deeper into specific areas and really move the needle. Key takeaway: Employee feedback isn’t a once-a-year, check-the-box sort of thing; organizations need to provide employees with a range of ways to share feedback on a regular, ongoing basis. And don’t forget: it’s not enough to simply ask for their feedback – you have to show them how you’re using that feedback to make positive changes.

What are some trends that you’re seeing in the workplace? We’d love to share them in a future post! Check back next month for more.