Technology has brought about enormous changes on how businesses run and function. If there was a time when jobs are scarce, that job seekers had to fight with each other for a particular position in a company, things have changed today in a digital era.
As companies compete with each other to hire the best talent in the business, the recruitment process has now evolved to become more like marketing yourself in the job market. It becomes imperative for companies here to upgrade their employer branding strategies to attract potential candidates and increase employee engagement.
Generally, employee engagement is defined as a condition wherein employees feels happy and satisfied with their jobs. When employees are actively engaged, they will be motivated to work more effectively in meeting company’s goals and expectations.
Employee engagement is a win-win situation that benefits both the employee and the company. When employees feel encouraged to do their best, they tend to take more initiatives at work and this directly influences their productivity.
While most managers are aware of the significance of powerful employee engagement strategy, not many organisations are actually able to turn this principle into real action. Based on the report issued by Ceridian, Dale Carnegie Training presented a finding that only 29 percent of workforce is engaged, while 26 percent is actively disengaged and 45 percent is not engaged. This indicates that more than half of the workforce do not have bonding with their companies.
These statistics are nerve-wracking, with Gallup report estimating that employee disengagement costs the U.S economy $ 450 – $ 550 million each year.
These numbers are warning signals of how the company should start investing more in devising better and more effective methods to boost their employee engagement levels. Based on the previous report from Ceridian compiled from various sources, here are some ways on how you can crack the DNA of an engaged employee and the strategies you should imply to improve engagement in your company:
See: How to Identify Triggers to Disengagement at Work?
A research noted that 91 percent engaged employees feel challenged and utilised at work. It means that they have high willingness to develop their personal growth by improving knowledge and skillsets related to the industry.
Engaged employees feel that their skills are valued and appreciated by the company, so they want to give even more. No wonder that they tend to avoid stagnation in their jobs and always seek for new challenges instead.
To create a working environment that inspires employees to feel challenged and utilised, companies should demonstrate appropriate appreciation and reward for the employee’s hard work. The rewards need not necessarily be in the form of salary increase and bonus, but could also be on the basis of respect and reverence of their job roles, such they feel valued as an individual.
Based on HCI research, 89 percent engaged employees feel a sense of loyalty towards their current organisations. It means that they are more committed and dedicated to their employers. When an employee keeps their eyes only for the company, it will increase employee retention and thus save the cost of voluntary turnovers.
One way to increase employee’s commitment in their job role is by socialising company values and vision to new hires right from the onboarding process. Make sure that you recruit the right employees who share the same vision and values of a company.
Provide a thorough explanation on the company’s short and long-term business goals as well as how companies need the help of all employees to make them happen.
According to a research conducted by Towers Watson, 43 percent engaged employees receive feedback at least once a week. By providing constructive feedback and suggestions, employees will be motivated to pursue higher career path in the company.
From this point of view, the strategy is quite obvious: provide sufficient feedback to employees for improvements. As a leader, you should pay more attention to how employees get their jobs done. Do not wait until your employee makes errors or mistakes in their jobs. Also when they finish executing the task perfectly, you have to give appropriate feedback timely.
HCI Research presented a finding that 86 percent engaged employees express their satisfaction in working for an organisation. Supported by comfortable working environment, they do not hesitate to recommend their current employer as the best place to work.
To make employees feel contented in their job roles is not an easy task to accomplish. However, companies can do this by creating a conducive working environment that perpetuates healthy competition among employees.
Conduct an open door policy where transparency and honesty are held high to ensure good communication flow. Thus, any conflicts between co-workers can be eliminated.
72 percent engaged employees fully recognise the importance of their job role for an organisation success, HCI research found. While they do understand their involvement and importance of their contributions for company’s growth, they will need to be more self-driven to contribute more.
If you want your employees to help the company, then you have to help them first. Make sure that you have provided sufficient tools to support employee growth and development, while rewarding them accordingly and recognising their efforts. By using such methods, neither side will be aggrieved.
The secret for successful implementation of an employee engagement strategy is simple: put yourself in the employee’s shoes. As Kathryn Minshew, CEO of The Muse, once said,
“Understanding your employee’s perspective can go a long way towards increasing productivity and happiness.” It is time for you to crack the DNA of an engaged employee, and transform your business to keep pace with technological advancements in a highly-digitised era.
Read also: Changes in Employee Communication You Should Make in 2017
