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What Do Your Employees Really Need to Succeed at Work?


Officevibe, an industry leader in employee engagement software, released unparalleled research on the "State of Employee Engagement.” The sample is based on:

  • 50,000 employees
  • Over 1,000 organizations
  • Representing 150 countries
  • Registering their views since 2013
  • Over 1.2 million data points

Officevibe concluded that the top ten metrics of employee engagement are as follows:

  1. Recognition
  2. Feedback
  3. Happiness
  4. Personal Growth
  5. Satisfaction
  6. Wellness
  7. Ambassadorship
  8. Relationship with managers
  9. Relationship with colleagues
  10. Company alignment

Implementing a digital credentialing program will help with all ten points of engagement. Curious how? In part one of this article, we’ll discuss points one through five.

  • Recognition - Digital credentials help organizations, both large and small, recognize achievements. By putting value behind learning, digital credentials allow a company to create a culture of recognition, rather than just awarding participation trophies for showing up. Digital credentials allow bosses to see the achievements of their most dedicated and engaged employees.

  • Feedback - By earning a digital badge, and subsequently sharing that badge, an employee is opening themselves up to feedback from their superiors and peers. Hopefully positive, getting feedback about the direction that learning on the job is taking, digital credentials help shed light into a learning path the employee is on and provide opportunities to open career discussions.

  • Happiness - Everyone loves to be praised; it’s human nature. By learning something new and earning a digital credential that proves competency, employees are able to remain engaged in their work. The average American worker puts in over 47 hours a week at work. If employees aren’t constantly learning and engaged, there is a real possibility of burnout.

  • Personal Growth - Continued learning at work is vital not only for professional growth but personal growth as well. In previous blogs, we’ve discussed how your least engaged employees are likely to be the first to quit. Without the opportunity to learn new skills or advance professionally, workers will look for employers who are willing to offer learning as a benefit. No one wants to remain stagnant in their work. Offering digital credentials and allowing employees to own the proof of their skills and learning will inevitably lead to personal and professional growth.

  • Satisfaction - Imagine learning a new skill, earning a badge for it, and then getting a promotion because your new competency was brought to light. What’s more satisfying than that? Millennials aren’t the only demographic that is insisting on an engaged employer. Gen Z is now entering the workforce and expecting that the job they get out of school isn’t the same job they’ll remain in forever. Long gone are the days of staying in the same role for 25 years and retiring with a pension. The current workforce is dealing with entering the labor pool after the Great Recession, crippling student loan debt, and delayed personal choices like marriage and kids. Digital credentials allow employees to feel satisfied and empowered in their current roles by highlighting what they’re passionate about.

Stay tuned for part two, where we’ll discuss metrics six through ten.

If you’re interested in starting a digital credentialing program, fill out the form below and we’ll be in touch: