Employee Engagement Strategies

Why do you need Employee Engagement Strategies? As organizations are growing, employee engagement is gradually descending. It could be because of various reasons like hectic work schedules, workload, organizational conflict, etc. It’s uneasy to acknowledge whether the workforce is engaged. Overseeing employees’ engagement could create heavy losses over the business because engaged employees are more dedicated, productive, and more customer-focused. While referring to Employee Engagement Research Papers, it was found companies with high levels of employee engagement are more profitable and even has a high customer satisfaction rate. Organizations or managers often mistakes that their employees are happy seeing they are enthusiastically taking part in meetings or company events like a satisfied employee. Being satisfied or happy doesn’t necessarily mean they are engaged in true sense. A satisfied employee may turn up at work without complaining and end up their day to day tasks. But it doesn’t a firm needs from an employee and vice-versa. More then a satisfactory work business needs newer and innovative ideas, out-of-box engagement or involvement in the team, whereas employees are looking more than just 9-5 job. The best way of enhancing an employee’s commitment and connection with an organization is by installing an Employee Engagement System in the organization.

What is Employee Engagement?

While developing an organization, the manager often oversees employee engagement. It could be because they aren’t aware of its importance. It could really harm a business and its employees in the longer run. As if your employees aren’t emotionally attached to their jobs, it really could be seen in the overall performance of the company. In recent years employee engagement has become a buzzword and is in the top-list of every organization.

Employee Engagement Definitions:

The exact definition of employee engagement couldn’t be found as it varies from organization to organization and employees to employees. The definitions could range from brief to concise and descriptive to detailed. Many definitions emphasize employee commitment, whereas others focus on positive behaviors. In simpler words, employee engagement could be defined as” Employee’s emotional investment towards their works – it could be in terms of passion or dedication they put into their works or enthusiasm or motivation they feature or exhibit while doing their jobs.

Some of the Popular Definitions:

• Simon Sinek (Author of Start With Why) – “When people are financially invested, they want a return. Whereas when people are emotionally invested, they want to contribute.”
• Doug Conant – To win the marketplace, you must firstly win the workplace.
• Willis Towers Watson – Engagement is employees’ willingness and ability to contribute to company success.

Emotional Aspect of Employee Engagement

According to employee engagement theory, just a slice of emotional attachment is necessary to perform a task in an effective manner. An emotional attachment could let individuals do anything and everything. If employees are emotionally attached to their work or workplace, they will give their best and will be committed to attaining the goals. Building an emotional attachment or engagement within the workplace is the primary task of resource managers.

Key Benefits of Employee Engagement

Employee Engagement is the driving factor for organizations these days. It’s becoming a prime factor in gauging work satisfaction. Companies with high employee engagement rates found engaged team, long term employee retention, higher productivity levels, and improvised quality of work. The benefits of employee engagement strategies are numerous; therefore, you need to incorporate this into our culture.

• Increased Productivity: Employees who are emotionally attached to their work and workplace are the best performers. A satisfied employee put discretionary effort every time when they do anything. They even walk the extra mile to fulfill their responsibilities.
• In an organization where employees are recognized for their efforts and are satisfied with the work culture have a higher retention rate. Always remember in an organization where employees are appreciated for their works and efforts; they rarely leave that firm.
• Higher Profitability: According to Gallup Data, it was reported companies with higher employee engagement had found 22% higher productivity. As the productivity and efficiency of an employee increase, the profitability of the firm gradually increases.
• Less Absenteeism: Absenteeism can have an adverse impact on employees as well as organizations. When employees aren’t interested in work then don’t come for work which binds, they from growing and enhancing their skills. It even delays the project, which damages the customer satisfaction and workplace relationships.
• Enhanced Customer Satisfaction: Several case-studies have proven that engaged employees affect the company’s bottom line. There’ a direct relationship between employees and customers. When employees are happy, it results in positive customer experience.

Driving Factors of Employee Engagement

Finding a dedicated workforce is really arduous. Skilled or trained employees aid the business in attaining the objectives. Experienced employees tend to switch their jobs if their efforts are unnoticed. No employees like to work with a firm where no one appreciated their work or motivates them. Here is employee engagement strategies by which you can elevate your employee engagement.

• Decentralization of Powers: Decentralization of Powers is the key driver of employee engagement. Giving power or assigning responsibility keeps them motivate and makes them accountable. 
• Encouraging Ideas: Give your Employee freedom of expression. Employees who feel to share their ideas or opinions are more productive. Encouraging employees to express their views and opinions makes them feel valued.
• Involvement in Important Task: You should involve your employees in crucial discussions. If it makes them feel valued, and they work harder for the company’s growth.
• Communication: Communication is the key to success. Organisation whose employees are well-connected is more successful. Lack of communication leads to misunderstanding and deadlines getting missed. Conduct interactive sessions with your employees or team using attractive and entertaining PowerPoint templates.
• Acknowledging Employees: Employees get the utmost satisfaction when they know their worth. Reward your employees for better performance, which boosts up their esteem and confidence for better performance in the future. If you want to know more about acknowledging your employees refer Ways to Improve Employee Engagement Blog.

The focus of employee engagement is on the rise globally. It requires serious consideration. Not only the HR manager can bridge the gap between employees and the organization, but it needs a whole organization effort. It’s really a tough job, but there are several ways available to achieve it. Measures like rewards, recognition, employee perks can keep employees motivated and enthusiastic. So don’t oversee the employee engagement factor and quickly adapt to your organization.