Employee Engagement

Employee engagement is employees' emotional commitment to their employers and their work.

It's an essential part of any successful business and impacts every aspect of your company—from employee retention rates to sales performance.

But what exactly does it mean?

What can you do to improve employee engagement?

And how can you measure its success?

What is employee engagement?

Employee engagement is a measure of the strength of the connection between an employee and her organization. It gauges how much an employee invests in their work and their organization.

Engaged employees provide more excellent value to the organization by being more productive, innovative, and committed to their work.

In contrast, employees who do not have much engagement will be unhappy with their jobs. They will feel down due to a lack of motivation.

The cost of disengaged employees includes lower productivity levels, higher turnover rates, higher absenteeism rates, lower customer satisfaction scores (as reported by customers), lower profits for shareholders and lower reputations for brands in general.

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Improve employee engagement action plan

  • Create a culture of employee engagement
  • Measure, analyze and learn from employee engagement initiatives
  • Recognize and reward engaged employees

Employee engagement ideas and best practices

  • Employee Engagement Strategies. These strategies are the foundation of an employee engagement program. They help you to understand what is important to employees and how they can be most effectively engaged.
  • Employee Engagement Activities. These activities are designed to increase the level of trust between employers and employees and improve communication between them by providing a safe space for sharing feedback or concerns in a constructive manner.
  • Employee Engagement Models: Many different models can be used when creating an employee engagement strategy, such as the Clifton StrengthsFinder model, Gallup Strengths-based approach, etc.
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Employee engagement activities

  • Formal
  • Informal
  • On-the-job training
  • Performance appraisals
  • Other employee incentive programs

Employee engagement models

Employee engagement is a measure of the extent to which employees are involved in, committed to, and enthusiastic about their work.

It refers to the motivation that employees bring to their jobs and how effectively they contribute toward organizational success.

Achieving and maintaining high levels of employee engagement can benefit organizations in terms of their business performance.

Research suggests that engaged employees are more likely than disengaged employees to positively influence key organizational outcomes such as customer satisfaction (Roberson & Roberson, 1995), profitability (Lambert et al., 2008), productivity (Schaufeli et al., 2002), turnover intention (Kahn et al., 2003), commitment towards the organization and its values/vision/mission statements etcetera.

How to measure employee engagement?

After all, happy employees mean a happier workplace and better results for your organization.

But how do you measure employee engagement?

How do you know if the strategies in place are working?

What should you do when there are issues with employee engagement?

Set goals

To set your goals, define the problem. You can write exactly what you want to accomplish by measuring employee engagement. For example, if you're looking for a 40% increase in productivity from your employees, it would be beneficial to know what they are currently doing and how they spend their time.

If they spend too much time on social media or watching YouTube videos at work, that could be a good place to start changing their behaviour by setting goals around those specific things.

While some companies may encourage employees with financial incentives like commissions or bonuses based on sales numbers, others may have different metrics that determine recognition—such as meeting certain deadlines or increasing customer satisfaction scores through surveys.

Whatever your company deems successful will depend on its culture and mission statement but ultimately boils down to something tangible such as increased production levels, versus intangible ones. Like increased morale among staff members, which might manifest in better teamwork between departments (e.g., salespeople working together better).

There are many ways that you could measure employee engagement, so do not worry about trying them all at once; instead, focus first on choosing one or two areas where

Collect feedback from employees

The most important part of your business is your employees. They are the ones who will make or break you, so you must listen to their feedback.

Employee engagement surveys are a great way to learn more about what they think and feel about their jobs, company culture, and colleagues.

Employee engagement surveys can be administered online or in person—and sometimes anonymously if necessary (for example: when an employee is considering leaving the company).

The method used depends on the size of your organization and what kind of information you want to collect from employees.

You also have several options for collecting this data:

  • Surveys: You can survey by emailing all employees with questions related to their workplace satisfaction or asking managers to distribute surveys at staff meetings
  • Focus groups: Groups of employees meet together in person or remotely via video conference calls where they discuss workplace issues amongst themselves.

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Embrace employee engagement surveys

You can capture your employees' engagement by using employee engagement surveys. They will give you an overview of the overall sentiment of your employees and how they feel about their job, the company and their manager.

Surveys can be a great way to get employees' feedback on benefits, compensation, training opportunities and more.

They can also help with understanding what motivates them or if there is a lack of resources that would make it easier for them to do their job well.

Measure results using analytics

Knowing the state of employee engagement is essential for employers who want to use it to improve their teams. By using analytics to measure your results, you can get a complete picture of where your employees are in terms of engagement and see how much progress you've made.

That way, you know what is working and what isn't so that you can make adjustments along the way. In addition to measuring results, analytics also allow employers to understand which factors play an important role in increasing employee engagement.

Take a step back for a wider view of engagement.

When you're focused on the day-to-day work of your department, it can take a lot of work to step back and get a sense of how employees feel about the bigger picture. But that's exactly what needs to happen if you want to understand employee engagement at an organizational level.

The first thing to do is look at engagement as a group—what percentage of workers are actively engaged or not engaged?

Next up is looking at individual employees—what percentage are actively engaged?

And finally, dig into what factors affect an employee's level of engagement: Is there one common denominator among those who report high levels of job satisfaction?

Or is there something else that stands out?

By taking stock of these factors and interpreting them together, it's easier for HR departments to paint accurate pictures about why their workplace culture succeeds (or isn't).

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Employee engagement metrics

  • Employee engagement metrics are the same as employee engagement survey questions.
  • Examples of employee engagement metrics:
  • Employee satisfaction with leadership, management and supervisors
  • Employee commitment to the organization
  • Level of trust in leadership and peers

Employee engagement survey questions

Before you begin, it's important to know what you're trying to accomplish.

What is the purpose of the survey?

Whom are you targeting?

What are some questions you want to ask?

It might seem obvious, but it's essential to clearly understand your target audience and their interests. A great way to define this is through an audience profile (if you don't have one). You can also start by thinking about who uses your product or service daily and why they do so. Who needs help understanding something about their job that they aren't getting right now? Even if it seems like a small detail at first glance—for example, knowing what time frame people usually use when scheduling meetings—this information could prove invaluable in helping them improve their daily tasks!

If there's anything more specific than that (i.e., if there were more specific types of workers), include those too! It all depends on what kind of information management wants from employees; remember that not everyone will answer every question equally well (i.e., some workers may be more vocal than others).

For example: "How often do employees feel motivated at work?" Or: "How satisfied are employees with their benefits package?"

Employee engagement is about people, so make sure the process involves them.

Because employee engagement is about people, it's important to involve them in the process. To do this, let your employees know how they can help you measure employee engagement.

For example, ask them to send anonymous feedback on how they feel about their jobs and what they would like to see changed at your company.

Once you receive this feedback, review it with the team so that everyone can give input on improving employee engagement at work and in the office.

Engagement is an ongoing process, not a one-time event. So if you want to keep your employees engaged and working at their best, you must stay on top.

The good news is that there are many ways to measure and improve employee engagement—so don't give up!

Advantages Of Employee Engagement

A great place to work is a place where people feel engaged.

Create a company-wide culture of growth and innovation

When employees feel like they are part of something and have the opportunity to contribute, it's not just a perk—it's good business. An engaged employee is more likely to be loyal, productive and creative.

In addition to providing an environment where employees feel valued and recognized for their contributions, managers should also provide opportunities for growth and development.

This can include training programs that help employees learn new skills or master existing ones, cross-departmental projects that allow them to work with others outside their team, or mentorship opportunities with senior leaders.

Increase employee satisfaction and a feeling of belonging to the company

Satisfaction of employees is an essential factor in the employee engagement equation.

It is a crucial driver of employee retention and essential to any company's success.

This leads to increased productivity, leading to higher revenue.

And as you know, happy employees are more productive employees!

Improve overall performance for engaged employees

You'll notice a difference in your employees' productivity as soon as you implement this strategy.

Employees who feel engaged and motivated to do their best are more likely to take the initiative, be creative and get things done promptly.

It will also make them more likely to go the extra mile regarding tasks that aren't part of their job description.

Increase revenue

As you can see, employee engagement has a direct effect on the growth of your company.

The key to growth is revenue, so you must work to increase this metric at every opportunity.

Ensure high employee retention rates

Employee retention rates are an essential measure of employee engagement.

If your employees feel valued and fulfilled, they'll be more likely to remain with your company over time. And suppose you want a high retention rate.

In that case, your company must have a culture that supports healthy relationships between managers and employees, strong leadership at all levels, and effective internal communication between departments.

Improve communication between management and employees

Employee engagement is crucial because it improves communication between management and employees. When employees feel they have a voice, they are more likely to be engaged with their work and stay at the company longer.

This also increases productivity since people who feel heard are more likely to perform well.

An employee engagement program can help you build a strong relationship with your employees by making them feel valued for their contributions.

With this improved communication comes a better understanding of what it takes for each employee to perform at their best level, leading you towards creating an effective strategy for managing your team's performance and productivity levels.

A great place to work is a place there is increased employee engagement

Employee engagement is a two-way street.

Your employees need to be engaged as much as you do. If they're engaged, it will help your business in the long run.

Employee engagement is pivotal to employee satisfaction, retention, and productivity.

Employees can be the most valuable asset of any company, and a great workplace is where people feel engaged.

Furthermore, engaged employees are more likely to stay with your company for more extended periods, which means they're more likely to contribute their full potential in return for those benefits.

Disadvantages Of Employee Engagement

It's good to see an organization that cares about its employees.

After all, getting people to work together towards a common goal and do their best daily takes a lot of work.

But even the best employee engagement programs are not without their problems. Here are some of the main disadvantages of these programs:

Employee engagement is a time-consuming and challenging process

Employee engagement is not a quick fix. Instead, management and employees require a lot of time, energy and resources.

It requires commitment from management to keep the process going for the long haul.

If you initiate an employee engagement initiative but forget about it soon after, you will likely get more disgruntled employees than engaged ones.

It also requires commitment from your employees to continue engaging with one another during work hours (after all, this kind of relationship-building can't happen outside of work).

It can be costly

Employee engagement is a long-term process. It takes time, commitment and money to engage employees.

This can be costly because it requires training and development for managers and employees.

It can create internal competition among employees

When there is a lack of engagement in the workplace, some employees may feel that their job is threatened or that their work is not valued. This can be problematic because some employees will start to disengage from their jobs and stop putting forth the effort they normally would.

This can cause a chain reaction where other employees see this behavior and begin to do the same thing, leading to an entire team disengaging from their responsibilities.

While it's important for leaders in charge of employee engagement programs to keep these factors in mind when designing them, it's equally important for them to remember that no program will be perfect for everyone.

Some people are simply going to have different needs than others. Not everyone values being recognized as much as others do. And it's up to those individuals who lead employee engagement initiatives at large organizations like yours (if applicable) to consider this when trying new things individually.

It's not clear if employee engagement programs work

In a nutshell, employee engagement programs are supposed to improve the quality of work life for employees—but some research doesn't find that they do.

FAQs

What are the three C's of employee engagement?

The three C's of employee engagement are:

1. Connection: Employees want to feel connected to the organization they work for and their colleagues.

2. Compensation: Employees want fair pay, benefits, and opportunities for promotion.

3. Control: Employees want some control over how they do their job and how they get things done.

customer experience, key milestones, employment opportunities, hr professionals

Why is employee engagement so important?

Employee engagement is important because it can have a big impact on the success of your company.

When employees are engaged and motivated, they have a higher level of job satisfaction, which leads to increased productivity and better customer service.

With engaged employees, you can also expect lower turnover rates and higher retention rates—which means you're spending less on recruiting and training new people.

Conclusion

We hope you have found this helpful information and that it can help you to improve your employee engagement strategy. If you have any questions or comments, please feel free to reach out!

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