“Employee Engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.”
When you interact with a company and have a negative experience with one of their employees, how likely are you to work with them again? You may not realize it, but most people would say no. A negative employee, even if it’s just one, can be the trigger some people need to start shopping around. So why then, do companies not invest in their employees first? This simple Employee-Customer-Profit chain from the Harvard Business Review puts employee engagement into perspective:
In a survey taken from Challenges Facing HR Over the Next 10 Years ©SHRM 2012, the TOP THREE challenges facing HR executives all revolve directly around the subject of employee engagement:
It’s not rocket science. The happier an employee is with their place of employment, the more likely they will be to stay, thus lowering your turnover rate; the better their interactions with customers, the higher your customer satisfaction; and the more appealing your organization will become to future employees, the better your culture of engagement.
How to Engage
“To make your organization an attractive investment to its stake holders, create an Engaged Culture by Measuring, Communicating, Educating & Recognizing your employees through their Employee Life Cycle utilizing our tools.™”
So by now you know why it is so important to engage your employees. That’s the easy part. The real struggle for most organizations is figuring out how to engage. Perhaps you’ve tried some poorly attended recognition lunches or a haphazard wellness program. You’ve tried handing out company uniforms, but no one really wears them. The reason these may not be working is because you’re taking a piecemeal approach. Instead, take a step back, and look at your engagement programs as a whole.
Maybe this will help:
Before you can determine how to move forward, you have to measure where you come from. It’s also imperative to keep measuring throughout your entire engagement process to be sure you’re on target.
Keeping your entire team apprised of your missions, your goals and your engagement strategy is key to a successful communication plan. This includes from top-level management down as well as from the bottom up.
Take the time to arm your employees with the knowledge they need to do their job, and they will be more likely to grow and succeed. This becomes a win-win in growing your overall business.
While you are taking the time to do all of the 3 steps above, be sure you are including recognition into your plan. Work to provide recognition for your whole team, and the overall morale will vastly improve.
WAYS TO ENGAGE
As you think about why you should engage and how you should begin, the next step is determining the right ways to engage. The major HR challenges can be a great place to start. Whether you’re looking to attract or retain the right talent, develop leaders for the future or enhance your engagement culture, there is a solution for you.
Click here to learn more about these tools and how you can utilize them for your own engagement solution.