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Employee Engagement: Why it Matters and Best Practices

By May 30, 2020No Comments

Employee engagement is more than just a buzz phrase that is passed around by company leaders and HR professionals. It is a key factor in determining productivity, employee retention, job satisfaction, and, ultimately, the profitability of an organization.

Put simply, employee engagement is the extent to which an organization’s employees feel connected and engaged in their jobs. This degree of connection and engagement dictates how much effort they put into the work that they do, how satisfied they are with their jobs, and how far they are willing to go to reach their goals.

Why your organization needs employee engagement?

There is no denying that employee engagement is a critical driver of business success. In fact, a study revealed that more than 70 percent of business owners are of the opinion that employee engagement is a direct driver of greater business success.

Employee engagement produces a more harmonious workplace, where workers are respectful of their colleagues and bosses. Such a positive work culture is bound to lead to higher employee satisfaction as well. It is also known to produce more committed employees who are more productive and align their goals to the common goal of the organization.

In short, employee engagement arms your organization with many advantages that can help you outperform your competitions.

Employee engagement best practices

It is clear that employee engagement has a tremendous impact on the performance of your employees, and eventually, your organization as a whole. Realizing this, a number of top companies across industries have invested heavily in measures that are designed to engage their workers better.

Here are the measures that your organization can also take to encourage employee engagement and in turn, reap all the resulting benefits:

  • Cultivate a culture of inclusivity, collaboration, and openness

When your employees have a sense of belonging to your organization, it becomes much easier for them to be engaged, to be more productive, and have higher rates of job satisfaction. The best way to create a professional space where employees feel like they truly belong is to cultivate a culture that focuses on inclusivity, collaboration, and openness.

Its is important that employees are accepting of each other, know how to work together and collaborate on projects, and are open to discuss ideas, feedback, and constructive criticism. In doing so, you will be creating a cohesive, positive office culture.

  • Provide your employees with personal growth and career advancement opportunities

According to research from LinkedIn, as much as 94 percent of employees say that they would choose to stay at their job longer if the company is truly invested in their career development. When you provide employees with opportunities for personal and professional growth, they are more engaged and motivated.

In other words, you are giving them more reasons to perform well and keep their jobs. Besides, presenting employees with such opportunities like workshops and mentoring show that you value them and want to help them grow.

  • Make sure goals, duties, and responsibilities are clearly articulated.

You can’t expect your employees to be engaged and perform well when they are not aware of what they should be doing. This is why clear articulation of rules and responsibilities, as well as individual goals and common goals, is so important.

You need to ensure that each employee knows exactly what is expected of them, and that they are aware of the steps they have to follow to see a task to completion. Different forms and channels of verbal communications, such as face-to-face communication, emails, messages, documentations, etc. can be employed.

  • Practice positive reinforcement within your organization

Psychology has shown us that positive behavior can be reinforced through awards and recognitions. By making sure that employees who are working hard, meeting or exceeding their goals, and making great achievements, in general, are recognized and even rewarded for all that they do. Not only does this encourage them to keep up the good work, but it also motivates other employees to perform better.

  • Provide help and support to underperforming employees

Not everyone in your organization will be top achievers and that is okay. It is important that you quickly identify these employees who may have trouble with their performances or having trouble following guidelines and provide them with support.

Try to understand what they are struggling with, which factors are affecting their engagement and performances, and help them come up with possible solutions. Offering a helping hand shows that you care about your employees and are invested in creating a positive and encouraging environment for everyone.

  • Align your employee benefits with your goals

Employee benefits are an important part of your organization’s appeal, but they also play a crucial role in employee engagement and performance. It is critical for your organization to offer the right benefits, and one of the best ways to do this is by aligning the benefits you offer with the goals you want to achieve.

This means that you first have to understand what you want your employees, and eventually, your organization to achieve and then provide well-devised benefits that can contribute toward fulfilling those goals. For example, if you are an organization that is focused on families and improving family life, it would make sense for you to provide family-friendly benefits such as free daycare.

  • Create time and space for honest feedback

Transparency is an important factor in determining employee engagement. Make sure that you provide honest, transparent feedback that is constructive for employees. You have to make time for a fair analysis of each employee’s performance, congratulate them for their strengths and improvements, and help them see where they need to improve.

Transparent feedback should be a two-way street. The management should also be willing to listen to employee feedback and actually put it to use. This shows that you are an organization that values its employees and is invested in continuous improvement.

With the rising competition among companies to secure the best talents and the increasing distractions in our daily lives, it is now more important than ever for organizations to focus on employee engagement.

 

Some courses that may help you develop your skills in this area include.

Employee Engagement, Employee Recognition, Critical Thinking, Emotional Intelligence, Being a Likeable Boss, Teambuilding Through Chemistry, Coaching and Mentoring

 

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Sources:

https://www.glassdoor.com/employers/blog/what-is-employee-engagement-why-does-it-matter/

https://www.entrepreneur.com/article/324907

https://builtin.com/employee-engagement/employee-engagement-strategies

https://blog.careerminds.com/employee-engagement-best-practices

https://axerosolutions.com/blogs/timeisenhauer/pulse/274/14-employee-engagement-best-practices-that-are-stupid-and-simple

 

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