Do You Take Employee Engagement Seriously?

Employee engagement has a lot to do with value – which is, by definition, the worth, utility or importance of something, according to Merriam-Webster and other sources. And shared values are critical to employer/employee relations and ultimately, the success of your business.

Engaged employees:

  • Are happy and excited to work for your company.
  • Understand and value their roles and individual contributions to your success.
  • Likewise understand and value your company mission, vision, goals and objectives. Note: It goes both ways: you understand and value theirs, too!

In essence, that’s what employee engagement is all about. It all adds up to a healthier work culture, which in turn contributes to increased loyalty, lower staff turnover, higher productivity and profitability, and better customer relations.

  • When they’re engaged, employees become more energized and efficient, and tend to go above and beyond what’s expected of them. This has a natural positive effect on their mental health and well-being and spills over to influence those around them, including coworkers and customers.

The proof is in the numbers.

According to one recent Gallup study, organizations with highly engaged workers see an average of 20 percent higher sales than those where people are disengaged. In other research:

  • Thirty-nine percent of employees said they would work harder if they were happy in their current roles.
  • Sixty percent of workers would take a job they loved over one they hated, even if the preferred position paid only half what they would earn.

How to Build Engagement

These tips will help you build a culture of engagement at your company:

  • Foster two-way communication. Have the tools, systems and resources in place to maintain effective communication, both formal and informal. This includes a focus on actively listening to your employees and giving them forums and media to share their ideas, suggestions, concerns and questions. Feedback needs to be open, honest, transparent and constant.
  • Encourage your engaged employees to share their enthusiasm. People outside your company will trust their thoughts and recommendations more than any marketing material. Start an employee referral program. Beyond this, facilitate the sharing of information on social and traditional media.
  • Recognize and reward people to reinforce desired outcomes. Have an organized program for this purpose and keep it relevant, vibrant and top of mind. Reward and recognition should be personalized and relevant. It can range from something as simple as an email or shoutout in a team meeting to a more expensive gift. Three words: Make it count
  • Measure engagement frequently. Engagement surveys are great, but don’t let it start and stop there. For starters, don’t let survey results gather dust on a shelf or go to waste in a file. Respond to them – and either implement suggestions or explain why it’s not feasible. Also, use one-on-one meetings, exit interviews, and shorter, more frequent surveys to shore up your data.

For additional ideas on building engagement – and recruiting and retaining the workforce you need to keep your employer brand strong and vibrant – contact PrideStaff Modesto today.