CIPD ACE 2024: Employee voice, engagement & productivity

Recently the team at edays had the pleasure of attending and exhibiting at the CIPD Annual Conference and Exhibition in Manchester.

We were able to get talking to plenty of HR professionals about the challenges and solutions to managing employee absence, leave and time – and our tasty treats and competition to win a holiday were a hit!

We also got the chance to attend plenty of the talks taking place at the event, and came away with a few key takeaways.

So, what where the main talking points at CIPD ACE this year?

Employee voice is a growing priority for influencing business decisions

The concept of “employee voice” has gained traction as a key trend in HR because it recognises the importance of actively listening to employees, empowering them to express opinions, and including their insights into decision-making processes. This trend reflects a broader shift in workplace dynamics, where employees are valued as contributors rather than simply resources.

How can prioritising employee voice help organisations?

It enhances engagement and recognition

When employees feel heard, they’re more likely to be engaged, motivated and loyal. Listening to their feedback and ideas helps to nurture a positive workplace culture, trust, and boosts morale. In turn, this can reduce turnover, as employees are more included to stay in a workplace where they feel valued and respected.

It drives innovation and problem-solving

Employees are often on the front lines and directly involved in the daily operations of a company. They frequently encounter problems, inefficiencies, and potential improvements firsthand. By giving them a platform to share these insights, businesses can tap into a wellspring of innovative ideas and solutions that leaders might otherwise overlook. This can lead to operational improvements, cost savings, and new products or services.

It supports Diversity, Equity and Inclusivity efforts

Encouraging employee voice helps organisations make meaningful progress on DEI initiatives. A diverse workforce brings a variety of perspectives, and actively soliciting input from all employees helps uncover blind spots and challenges biased practices.

It enables data-driven decision-making

Employee feedback provides valuable data that HR and business leaders can analyse to improve business operations. By using tools like surveys, focus groups, and feedback platforms, companies can make informed decisions based on trends and patterns observed in employee insights. This evidence-based approach can guide strategic decisions in a way that aligns with employee needs and business goals.

Engagement is the key to a thriving workplace

Employee engagement was a theme reiterated throughout many of the talks we attended – driving home the importance of fostering a motivated and dedicated workforce that gets fulfillment, respect and fair reward for their hard work, ideas and feedback.

Employee engagement remains a critical part of managing a workforce, because:

It boosts productivity and performance

Engaged employees are more invested in their work, leading to higher productivity, better performance, and a stronger commitment to meeting organisational goals.

It increases retention

Engaged employees feel valued and connected to their work, reducing the likelihood of turnover and saving the organisation from high recruitment and training costs.

It fosters a positive workplace culture

High engagement creates a supportive, motivated workplace culture, where employees are more likely to collaborate, innovate, and contribute positively, boosting overall morale and job satisfaction.

Productivity is the goal, but how do we achieve it?

In the face of some worrying long-term sickness absence statistics, cost of living concerns, and looming employment law changes, productivity was a common thread than ran through many of the talks and discussions at CIPD ACE 2024.

UK productivity has remained stagnate for some time – struggling to reach its historical average of 2% per year ever since the financial crash of 2008. Amongst the G7 countries, the UK ranks fourth for productivity, 18% behind the United States.

Every organisation wants to be as productive as possible, but how do we go about achieving it in a way that isn’t detrimental to our workforce?

It goes back to the earlier themes we’ve looked at – employee voice and engagement, and of course, wellbeing. By treating employees are contributors rather than just resources, organisations can harness more of their talent, insight, and motivation to contribute ideas and innovation.

By creating a positive workplace culture through engagement and recognition, organisations can compete when it comes to recruitment and therefore growth. Keeping talented employees and attracting new ones as the company grows. A toxic workplace is more likely to experience high turnover rates, and a poor reputation in its industry when compared with its competitors, making it harder to grow and succeed.

CIPD ACE 2024 was filled with interesting insights, from the people we spoke to on our stand, to the engaging talks we attended. If you’d like to find out more about edays can help to boost employee wellbeing and productivity, download our brochure below.