The Employee Engagement Mystery: What, Why and How….
The term “employee engagement” is a popular concept. And we can see how engagement in the workplace has evolved significantly from the initial definition in 1990 to today. The emphasis is no longer on the employees to just be satisfied, but rather on the employers to ensure that each employee feels fulfilled, encouraged in his or her job, and aligned to the objective of the organization.
The year 2020 has changed the rules of how we work having a tremendous effect on employees, leaders, and HRs making the revamp of employee engagement plans essential than ever before. Leaders now need to come up with a whole set of strategies to engage their employees in this new work culture.
However, it is up to the leaders to re-build employee engagement plans to address the demands of the workers to ensure a healthy company. Before we get into developing strategies, let’s first understand the concept, so let’s dive in quickly.
Table Of Contents
What is Employee Engagement?
Employee engagement is the level of psychological and emotional commitment that employees have for their jobs, organization, and priorities. An engaged employee is compelled to help their organization thrive by steering their best efforts into their work. It is essential to note that employee engagement differs from employee satisfaction. Employee Satisfaction only demonstrates how satisfied or comfortable the employees are.
For certain employees, being satisfied involves earning paychecks and producing as little work as possible. When companies concentrate on ways to boost employee satisfaction, the new modifications would not always result in improved efficiency. Usually, the factors that keep employees “satisfied” with their work are the very conditions that dampen high-performing employees.
Top performers welcome change, explore opportunities to grow, and challenge the status quo. They want all employees to be accountable for achieving better performance, while poor performers deny accountability, stick to the status quo, and resist transition. Ultimately, a company with an efficient employee engagement program and a deeply engaged workforce is more likely to retain top talent as well as recruit new talent.
Importance of Employee Engagement
Employee engagement helps in driving performance. Organizations with an engaged workforce outrank their rivals. They have higher earnings per share (EPS) and recover faster from recessions and financial difficulties. Here are some more benefits of employee engagement that will help you understand it’s significance better:
The engaged employee wants their work to support the organization. They will always be in search of opportunities to deliver high-quality work. While an employee who is not engaged will merely choose to come in to earn a paycheck for the least amount of work, the engaged employee will always make an attempt to ensure that their work yields the desired outcome.
Continuing from the above, another advantage of employee engagement is that engaged employees will continue to get to work when they trust in what they do. They are less likely to skip work, and they will also make an attempt to work more than the actual working hours just to make sure that the tasks are accomplished on time.
Improved Workplace Culture
Organizational culture is very significant to employees, and perhaps a business can be damaged by a poor work culture. Culture drives the success of the company, which is established by employees, and ensures that all the employees are willing to make a successful contribution to the accomplishments.
Minimized Employee Turnover
This is a perfect example of how employee engagement and employee satisfaction vary. An employee will be very happy with their work, but they would gladly take another job if they encounter a better opportunity. If the employee is deeply engaged, they would not wish to abandon their job, as they want to continue supporting the company to achieve its objectives. They’re not going to be tempted to look for another job, because they’re mentally and emotionally linked to the work they’re currently doing.
Employee engagement leads directly to improved retention of staff, particularly of top performers, which has become exceedingly necessary and difficult with today’s hyper-mobile workforce.
Better Business Outcomes
Engaged workers work efficiently, do a better job, achieve/over-achieve their targets, drive customer satisfaction and loyalty, and add a great deal of benefits to the company. Engaged employees will increase profits through their jobs and frequently lead creativity within their team, unit, or company.
Ways to Engage Your Employees
Employee engagement is much more than events, activities, and celebrations. There are several ways in which leadership teams can energize and engage the workforce. These can vary from in-office events to group expeditions, and depending on the organization, different activities might be beneficial. Employee engagement surveys are one of the best instruments used to assess employee engagement indicators.
A well-designed survey will give you a lot of knowledge about your organization, as well as some insight into which areas you need to focus on. Some businesses opt to conduct an in-depth engagement survey once a year and then use pulse surveys on a more regular basis to check in with the workforce.
Many organizations tend to carry out engagement surveys even more often. It all depends on the needs of the company and the situation within that specific organization, industry or nation.
Pulse surveys are used to analyze individual issues more precisely. It also explores how individual teams or segments feel, providing input in real-time from employees that can be used to assess the impact of new policies to drive employee engagement.
The engagement survey is a significant starting point for assessing employee engagement, but companies should also use more continuous methods to collect data more consistently. If a transition has taken place inside the organization, such as a shift of leadership, then an engagement survey will be a wonderful way to help leadership understand how employees feel.
The use of engagement surveys, pulse surveys, and one-on-one approaches will allow the company to achieve a more comprehensive understanding of employee engagement.
A strong foundation for any company lies inside the objectives and values of that organization. From the company’s founder to the executive level, every single employee needs to be recognized, respected, and valued. Having the employees feel that they are part of a team and that their involvement at the work is necessary, is a crucial element in achieving a higher degree of engagement.
By communicating with your employees and hearing their questions and concerns, engaging them in social settings, and mentoring them to give their best efforts, you will help to raise the level of engagement of your workforce. When the company is able to mirror the best efforts and reliability of its employees, it resonates as a successful business model in which everyone is productive, passionate, and engaged.
Keka Editorial Team
A bunch of inspired, creative and ambitious youngsters- that’s Keka’s editorial team for you. We have a thirst to learn new subjects and curate diverse pieces for our readers. Our deep understanding and knowledge of Human Resources has enabled us to answer almost every question pertaining to this department. If not seen finding ways to simplify the HR world, they can be found striking conversations with anyone and everyone , petting dogs, obsessing over gadgets, or baking cakes.
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