Today, employees in Middle Eastern workplaces are encountering challenges arising from geopolitical shifts and disruptions caused by AI. The escalating concerns about job security, anxiety stemming from perceived incompetencies, mounting workloads, stress, and data privacy issues are contributing to the low employee engagement rates in the region's workplaces. Furthermore, Gallup's global employee engagement survey reveals that 59 per cent of the global workforce is ‘quiet quitting’, which is a more significant concern than active disengagement, which sits at 17 per cent. 

While HR and talent leaders are reflecting on the challenges and opportunities to cultivate engaged and thriving workplaces - a culture where employees are reluctant to leave. The current imperatives to address disengagement are - effective talent management, and offering various well-being initiatives and benefits that extend beyond salaries and other perks.

The essentials of shaping 100% engaged work culture includes:

#1 Flexible work arrangements 

Remote or hybrid work arrangements have become standard in modern workplaces, no longer just trends. In 2024, talent expects flexible work policies to continue evolving, and HR leaders must enhance virtual collaboration tools. In such setups, it's crucial to prioritise employee well-being and reimagine performance management beyond physical offices. Introducing flexible work policies tailored to diverse needs ensures employee satisfaction and productivity. Moreover, these policies show that employees, especially women returning from career breaks, are better engaged and productive when given flexibility in their work arrangements. According to a survey by PwC Middle East, if women have access to effective alternative work models, learning opportunities to improve their skills, and a focus on work-life balance with flexible and remote work options, their participation in the workforce could double. 

#2 Well-being priorities

Amidst post-pandemic changes and geopolitical shifts, there's a noticeable rise in well-being awareness. Employees worldwide are placing greater emphasis on their well-being and caregiving responsibilities. In response, organisations are stepping up their investment in employee well-being programmes, providing resources and support for achieving a healthy work-life balance. They're adopting effective initiatives such as mental health awareness campaigns, physical and emotional well-being sessions, and more flexible work policies. Additionally, organisations are creating thorough well-being programmes that cover not only employees but also their dependents. This helps build a culture that values and supports employees in all aspects of their lives. 

#3 Long-term retention strategies

When skilled talent is scarce, it's crucial to retain valuable employees within the organisation. Nurturing talent by providing opportunities for growth and advancement enhances the employee experience, which is essential for retaining talent. HR leaders should concentrate on fostering a positive workplace culture that prioritises diversity and inclusion. Implementing regular feedback mechanisms, personalised career development plans, and employee recognition programmes can contribute to a more engaging work environment. In addition to this, fostering a culture of learning, implementing initiatives that are tailored to talent needs and priorities are crucial for workplaces today. Yenny Wong of New Relic-APAC and EMEA, shared, “Organisations can boost retention by implementing inclusive strategies, training, growth opportunities, pulse surveys, and competitive compensation. However, shifting from siloed programmes to prioritising employee experience is crucial. We believe in energised employees, who bring their whole selves to work, and foster innovation.”

#4 Focus on skill development 

According to the Career Insights Poll 2023, over 80 per cent of surveyed workers in the Middle East are eager to learn and grow. Continuous learning is no longer optional; it's essential. HR and talent professionals must take the lead in assisting employees in acquiring new skills and enhancing existing ones, aligning workforce capabilities with evolving business needs. Collaborating with educational institutions and utilising e-learning platforms can simplify ongoing professional development. By fostering a culture of continuous learning and providing resources for upskilling and reskilling, organisations can ensure that employees stay abreast of industry changes.

#4 AI for streamlining redundant work 

The global impact of Artificial Intelligence in work is undeniable: by automating repetitive tasks, organisations are paving the way for innovation, creativity, and new avenues for success. In the Middle East, organisations are actively embracing AI-driven technologies to enhance efficiency in data-driven decision-making, streamline workflows, and promote talent development. However, concerns about job loss have arisen from this transition, prompting HR and talent professionals to educate and train employees to leverage AI for competitive advantage, boosting productivity and performance while aligning skill sets with this transformation. Recognising this as the future of work, encompassing both technical and non-technical skills, is crucial for addressing the talent gap. A recent survey found that 79 per cent of workers in the UAE who used AI experienced increased productivity, while 71 per cent reported improved workplace engagement through AI adoption. However, organisations need clear guidelines and policies on the ethical and safe usage of AI tools, which will encourage employees to leverage these technologies and advance their careers without facing potential risks.

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#5 Foster Inclusive culture

Inclusive workplaces are now the norm worldwide. They welcome diverse talent, making everyone feel like they belong. These places embrace different ideas, cultures, and values, which helps bring people together and drives innovation. According to a poll by Bayt.com, 74.4 per cent of surveyed workers in the Middle East feel good about diverse and inclusive workplaces, seeing them as key to innovation. Bianca Wong, VP of HR for FedEx Express - APAC and MEA says, “It's essential to pinpoint your organisation's DNA, its unique proposition, allowing you to tailor your talent strategy more precisely and maintain a culture that is both authentic and inclusive for everyone. The common goal should be to empower the workforce to be their best selves every day, while work, workplace, and workforce will undoubtedly undergo continuous evolution.”