Before we ask ourselves why employee engagement strategies are important, we first need to understand why employee engagement is such a crucial component to a company’s success. Research from Gallup indicates that companies with a highly engaged workforce are 21% more profitable. Not only are employees that feel more valued much more productive, but they feel more inclined to recreate the value they are given. Employees that aren’t engaged are more likely to look elsewhere for work and feel dissatisfied in their day to day job. Research by Glassdoor outlined that 53% of employees would be confident in their ability to find another job if they left their current employment. So, if your staff don’t have a good reason to stay at their current place of work, don’t expect them to hang around. The implementation of effective employee engagement strategiesis integral to maintaining productivity, happiness and job satisfaction on a company-wide level. Employee engagement is fundamental to the success of any business. Companies that fail to take action on low employee engagement will be left ebbing in the wake of those that do.
So, where to start?
It’s important to bear in mind that every business is different, and that no two companies will have the same requirements. Employee engagement strategies will only ever work if they are designed around the people they are intended to affect.In any scenario, it’s important to identify the problem before adopting a solution. The only way you can identify the problem at hand is by addressing the root cause. To do this you’ll have to talk to the people it’s affecting in the first place. By having a unique understanding of what your staff feel that they need to increase their engagement, you will be far better placed when it comes to choosing the right employee engagement strategy for your team. So, before we delve into the specifics of which employee engagement strategy isthe right fit for your team, it’s important to remember that it’s a two-way street.
1. Understand that everyone is different
Just like how a company may have different needs, so do their people. Different people learn in different ways. People interpret things in different ways. It’s just human nature. This being the case, business owners need to cater to any employee engagement strategies to their employee’s individual needs. By understanding what makes your team tick, you can gauge how you can get the best out of them on a daily basis. Are they effective at working in a group? Or are they more predisposed to working individually? It’s little observations like these that will not only help your employees be more productive but more satisfied in the work that they produce. Engagement is all subjective. This is why it’s important to make sure that your employee engagement strategies are too. Play to your employee’s strengths and support their weaknesses. This way your company can benefit from your employee’s full potential whilst allowing them to develop their skillset at the same time.
*Sourced from The Guardian
2. Encourage Feedback
One of the best ways to learn is by making mistakes. Our failures force us to address our shortcomings and evaluate how we can make a improve in any future endeavours. When it comes to employee engagement it’s no different. Encourage feedback from your staff to see what changes they feel need to be made. Is there something that’s preventing your team from engaging? By Identifying where hurdles are occurring at the root cause, you’ll be better placed to address them. If they feel like there are areas that need improvement, encourage them to highlight and provide feedback. It might be something as straight forward
as simplifying work processes or creating a digital space for collaboration and thought processing. Without asking, you won’t know. Without knowing, you can’t make the necessary changes. Hearing the opinions of the very people you are actively encouraging to engage with your company is the first step to making your business a workplace built for your people and not the other way around.
3. Share Ideas
Every department’s skillset is different, but sometimes a successful strategy can be universal. Sharing departmental successes allows you to gauge what’s working and what isn’t on acompanywide level. If something is working well for one team, it’s entirely plausible that it could work well for another. It could be an efficient work process or a way in which information is shared. Peer to peer learning is a great way of not only encouraging inter-departmental engagement but an effective way of strengthening productivity and overall efficiency.
4. Bottoms up!
You can’t build a great building on weak foundations. Typically, ideas are taken from the top and then filtered down right to the bottom. Whilst at a superficial level this may be a high-ranking official giving steer on company strategy, it can prove to be alienating to those at the bottom. It may come as no surprise that a company Director or CEO may have a different working experience from an ordinary employee. You need to gauge how your employees are feeling rather than dictate how they should feel. By distributing a survey, for example, you can get an accurate representation of how your team feel and act on information given to them. This is not only a springboard for engagement, but your team will feel more empowered and trusted: further facilitating their desire to engage with the company.
Which employee engagement strategy is right for my business?
We know that there’s no one size fits all employee engagement solution. It’s subjective and depends entirely on the needs of your people. Employee engagement and productivity go hand in hand, so it’s crucial to have effective employee engagement strategies that are right for your people.
Whilst we know that strategies are all dependent on the specific needs of a company, the list of possibilities is virtually endless. Read on below to find a solution that fits your business.