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Employee engagement refers to the extent to which employees feel mentally and emotionally connected to the work they do, their teams, and to the organization as a whole. Employees who are engaged care about the work they do and about the way their company performs. On the other hand, employees who are not engaged may simply be working to receive their paycheck rather than to contribute to organizational goals and success.
Employee engagement influences many different aspects of an organization including revenue, sales, profitability, employee turnover, customer service, etc. Organizations must therefore ensure that their employees and engaged and motivated so as to ensure organizational success.
Create an actionable feedback collection process.
Employee engagement is important to all organizations as it affects so many different aspects of the business, especially those that are HR related such as employee retention and employee satisfaction which can both play a huge role in how smoothly a business is able to run.
To get an idea of the importance of employee engagement, let’s take a look at some of its advantages:
Understanding what drives employee engagement will allow you to create effective plans and strategies to increase it.
Let’s take a look at what drives employee engagement:
Before you can begin taking measures to improve employee engagement, you must know how to track and measure it. If employee engagement is not tracked, you can’t know if the measures you take to improve it are actually working or not.
So how exactly is employee engagement measured?
Employee engagement is tracked using employee engagement surveys. These surveys are designed to measure contributors of employee engagement such as competency, strategic alignment, performance, etc. If you’ve never conducted an employee engagement survey across your organization, you can use the other organizations’ scores in order to validate and benchmark your score. If you have conducted this survey in the past, you can validate and benchmark your scores by comparing your current score to an older score.
Employee engagement surveys are generally short and contain just a few questions. Although these surveys help obtain data that is indicative of employee engagement, the data may not indicate the reasons for engagement or disengagement. This makes it difficult to pinpoint the causes for disengaged employees, due to which effective strategies cannot be developed. For this reason, it is integral to conduct comprehensive employee engagement surveys that contain 50 to 80 questions so that you can get a complete picture of engagement.
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An employee engagement action plan will provide you with a clear idea of what steps need to be taken to effectively increase employee engagement. It must identify and expand on the key engagement drivers and commit to the actions that will create the most impact within the organization.
Create an employee engagement plan using the following five steps:
The first step in your employee engagement plan should be to conduct an employee engagement survey. Survey results will allow you to identify the strengths and weaknesses within your organization, as well as the opportunities for improvement. It is a good idea to share the results of the survey with your managers as well.
The next step is to choose 2 or 3 key areas of focus that you believe requires further investigation. Select these areas based on the level of impact they have on employee engagement and the amount of effort that will be required to target the issue.
Once you’ve selected your areas of focus, it is time to think of solutions to target them. You can do so by creating docus groups that will be assigned to each issue. Focus groups will provide you will comprehensive insights on the data, as well as the possible challenges and solutions.
The next step is to settle on the solutions and actions that best target your areas of concern and start building an action plan. This action plan should clearly outline all the measures and steps that must be taken to address the issue(s) effectively.
You must continue to track employee engagement even after your action plan is created and implemented. Follow up on your progress and identify which measures were effective and which were not. It is important to keep refining your action plan in order to ensure it is driving the most impact.
These are a few employee engagement practices that organizations can implement to ensure high employee engagement:
Employee engagement tools should be leveraged by all organizations to ensure that their workforce is motivated and satisfied. The following are a few useful employee engagement tools:
Employee surveys gather information directly from the source. Your employees can provide you with very valuable insights about the issues they are facing within the organization so that these can be identified and eliminated. A few useful commonly used employee engagement surveys are:
These are the tools used by organizations at regular intervals to keep a check on employee performance:
Businesses can leverage analytics and intelligence platforms that allow them to identify potential risks, challenges, and opportunities within employee engagement and performance data.
In order to be successful at employee engagement management, it is integral to select the right employee engagement platform for your organization. These are a few points you must keep in mind while selecting the best software for your organization’s needs:
Before you can select a software that can successfully address your needs, it is important to have a thorough understanding of the business problems you are trying to address. The technology you employ will need to align with your key HR strategies and should support organizational goals and objectives.
While implementing an employee engagement platform, it is important to have the right people on board at the right time. This will make its introduction into your organization seamless and will allow you to make the most of the software.
Employee engagement software involves a significant investment of both time and money. It is important to create the plans and forecasts required to ensure that the software will help you achieve a good return on investment and meaningful business outcomes.
Employee engagement is the extent to which an employee feels a mental and emotional connection to their organization and its goals.
The two main types of employee engagement drivers are organizational drivers and management drivers.
A few key employee engagement practices are;
The following are a few benefits of having engaged employees;
Employee engagement is measured using employee engagement surveys. In order to gather the information that is actionable, employee engagement surveys should contain 50 to 80 survey items that also include some open-ended questions.