THE X FACTOR
Neurodivergence in the workplace
There are additional layers to the new office archetypes, one of which is whether an employee is neurotypical or neurodivergent, such as those on the autism spectrum or with other differences in mental or neurological function. These differences, preferences, and sensory sensitivities can impact an employee’s ability to be innovative, productive, and to feel engaged and included in the workplace. The consideration of neurodiversity and learning preferences is another strong argument for flexible work environments that provide a variety of human habitats from which to choose, empowering the employee to modify their environment such that they feel included, comfortable and productive. And it’s not just the right thing to do for workers: it’s also good for business –more dynamic and diverse workforce will bring top talent and their diverse, innovative ideas and energy into your workforce.
Harnessing the power of people
Even before the pandemic, voluntary employee turnover and attrition were at all-time highs, particularly in high growth sectors like technology. In assessing the cause of this churn, many companies have started to explore the impact of generational group, personality type, and other factors on employee engagement and long-term retention, seeking workplace solutions beyond a “one size fits all” model to appropriately address employee needs. Our X Factor methodology acknowledges that every employee is different, with unique and ever-evolving requirements of their workplace: whether that workplace is physical or virtual or a hybrid blend. From this basic premise, X Factor works to ensure our clients’ workplaces enable and support the whole employee. We believe that companies that only address immediate, physical work environment needs will likely fall behind their competitors.
Employers that offer a supportive environment with improved work/life integration for employees will build brand loyalty, support employee productivity, and reduce the costs of unplanned employee turnover. This approach may also be the crucial key to unlocking the latent value of more introverted employees, or those that have been previously disengaged in their profession. For employers, this means developing an overall employee experience that can meet individual requirements. Avison Young’s approach to the employee experience - X Factor - empowers organizations to address and pivot to these opportunities in real-time, ultimately avoiding unwanted employee attrition while increasing employee experience, all while getting the most out of their teams.
How can you setup a human experience to meet the expectations of these new employee archetypes?
Explore the X Factor
