Employee engagement is essential for every organization. Now that employees are returning to the office after a long gap of two years, they are certainly going to experience some hiccups in settling down.
But as a manager, you can help them get past the initial inhibitions to get connected with their team members and try to enhance their engagement in the workplace culture. You can try out some employee engagement activities that will motivate employees and push them to take more ownership and responsibilities.
We all know how important employee engagement is. However, only a handful of organizations have been able to understand that it is a continuous and ongoing process. To reap the benefits of a highly engaged workforce, leaders need to keep working on some strategies to make employees feel more involved and valuable in the workplace.
To help you get started with employee bond building, we have come up with a list of 22 out-of-the-box employee engagement activities that you can carry out on a budget! If the budget is not a constraint, take a look at6 creative ideas for employee engagement!
An employee engagement survey can help you get the pulse of your workforce. Understanding their concerns and problems should be your priority. Check out our step-by-step guide on how to create and utilize an employee engagement survey in your organization.
While there are multiple ways to engage employees, it is important to use activities that put them at the center. Here are the ten amazing employee engagement activities for 2022.
1. Movie Marathon
This employee engagement event is simple and self-explanatory. On a Friday evening or any day really, ask your employees to come armed with a mat and a snack of their choice, queue up a list of movies, and get to watching!
Employee engagement is not just about how invested an employee is in the organization. Employees also need to know and experience that it is okay to relax and have fun in the workplace. Engagement is not about work alone!
2. Breaking Bread (Potluck Lunch)
You can divide this activity into teams and groups based on the number of people in your organization. All that needs to happen is that each person needs to bring in one dish that they want to share with everybody. Food breaks many barriers and will give your employees a chance to relate to each other on a level that is not work-related. You can also incorporate knowledge-sharing sessions to foster learning and bond-building.
Saying a few kind or good words about a colleague and their accomplishments (weekly or bimonthly, that’s up to you) takes next to no effort and does not cost any money at all. Maybe every Friday, you could set aside an hour in the evening when colleagues and managers can praise a fellow employee.
4. Hosting Contests
A contest that has a reasonable objective that can be met and an adequate reward for meeting the objective is a surefire way to give your employees adequate cause to be engaged.
Incentives have always been a great way to motivate and engage employees. You just need to figure out what objective needs to be met and which reward should be offered. These contests need not be big office-wide contests. Rather, it can be specific to each team, and the manager of the team will be the one who decides the objective and the reward.
Before you scoff, hear us out. The ideal employee should be engaged. However, they shouldn’t be so engaged that they actually burn out because of all the hard work they are putting in. A do-nothing day is exactly what it means—a day where you do absolutely nothing. Let your employees come to the office, chill out, hang out, talk to colleagues, talk to people other than their team members, and basically view the office as a place where they can also relax and have fun, besides working hard!
6. Allow Pets In Office
Employees love it when they can just walk into the office with their pets and watch them while working. You can also create some special events in which employees can dress up their pets and get themselves clicked in the office. Gifting them a loveable picture of their pets will surely make them happy. Moreover, such events will help employees break barriers and connect with each other.
7. Sports Events
Sports bring people together. There is no doubt that people love to be involved in sports activities, and offering them that right in the office will cheer them up. It also leads to team building, ideation, and brainstorming. Just book a basketball, baseball, or cricket field and invite employees to let their inner sportsmen shine. Furthermore, for employees who are interested in some indoor activities, you can utilize some office space for organizing events.
8. Celebrate Special Events Like Birthdays And Work Anniversaries
You want to see your employees happy on their special days. Singing happy birthday for them and gifting them a personalized card will break shackles and help them connect better within teams. You can also go a step ahead and decorate their cubicle or the whole bay to make them feel special.
9. Welcoming New Hires
Your employee engagement activities should not be restricted to only tenured employees. It must encompass new hires right from their very first day in the office. Gifting them a welcome card or some nice gadgets that they can use to increase their productivity and understand their work will make them feel included and part of the company from the first day.
10. A Healthy Nap Time
Well, this might sound a bit odd, but it works wonders for employees. Our biological clocks work differently, and many people find it difficult to stay productive for the whole day without taking some time out for rest. Offering your employees some nap time in the office will enhance their productivity and keep them focused on work.
11. Book Clubs
Encourage employees to form a book club where they can pick a book to read together and then gather periodically to discuss their thoughts. This promotes a sense of community and intellectual engagement. Consider rotating the responsibility of choosing books among team members to ensure a diverse range of reading materials.
12. Skill Swap Sessions
Organize sessions where employees can share their unique skills or hobbies with their colleagues. This can range from teaching a language, cooking, or even demonstrating a craft. Create a schedule that allows different employees to showcase their talents, fostering a culture of continuous learning and appreciation for diverse skills.
13. Wellness Challenges
Launch wellness challenges that focus on aspects like daily steps, hydration, or mindfulness. Providing small incentives or recognition for achieving health goals can motivate employees. Establish a supportive environment by creating wellness teams, encouraging friendly competition, and celebrating milestones collectively.
14. Random Acts of Kindness Day
Designate a day where employees perform random acts of kindness for their colleagues. It could be as simple as leaving a positive note or helping with a task. This fosters a positive and supportive workplace culture. Encourage employees to share their acts of kindness during team meetings, spreading positivity and reinforcing a sense of community.
15. Escape Room Adventure
Take the team to an escape room where they must work together to solve puzzles and “escape” within a set time. This promotes teamwork, problem-solving, and a bit of excitement. Debrief the experience afterward to discuss the teamwork dynamics observed and relate them to workplace collaboration and problem-solving.
16. Themed Dress-Up Days 17.
Introduce fun and lighthearted-themed dress-up days. This can include retro day, superhero day, or any theme that adds a touch of playfulness to the workplace. Rotate the responsibility for selecting themes, allowing employees to contribute to the creative and enjoyable atmosphere.
17. Team-Building Retreat
Plan a day or weekend retreat focused on team-building activities. This allows employees to bond outside the usual work environment, enhancing collaboration and communication. Incorporate reflective sessions to discuss how team-building activities can be applied to improve daily work interactions.
18. Gratitude Wall
Set up a gratitude wall where employees can express their appreciation for their colleagues by posting notes of thanks. This promotes a positive and appreciative atmosphere. Periodically review and celebrate the notes during team meetings, reinforcing a culture of gratitude and recognition.
19. Lunch and Learn Sessions
Arrange regular lunchtime sessions where employees can share their expertise or experiences on various topics. This promotes continuous learning within the organization. Encourage interactive discussions and provide a platform for employees to suggest future topics, fostering a culture of knowledge-sharing.
20. Creative Workspace Makeover
Allow employees to participate in a creative makeover of their workspace. This could involve rearranging furniture, adding plants, or decorating the area to make it more personalized and inspiring. Schedule a “workspace reveal” day where employees showcase their revamped spaces, fostering a sense of pride and ownership.
21. Community Volunteer Day
Dedicate a day for employees to engage in community service or volunteer activities together. This not only fosters a sense of social responsibility but also strengthens team bonds as employees work towards a common cause outside the office environment. Reflect on the impact of the volunteer activities during team meetings, reinforcing the connection between community engagement and team cohesion.
22. Show and Tell Sessions
Organize periodic “Show and Tell” sessions where employees share interesting aspects of their personal lives or hobbies. This provides a platform for team members to connect on a personal level, fostering a more inclusive and friendly workplace culture. Rotate the hosting of sessions, allowing different team members to take the lead and share their unique stories or interests.
Engaged employees are the most valuable resources for an organization. It is the responsibility of leaders to focus on creating a healthy, happy, and productive environment where engagement can be cultivated.
We hope the employee engagement activities discussed in this article will be helpful to you.
Are you struggling to keep your employees engaged in the current era of hybrid work? You’re not alone! According to a recent survey, only 28% of employees feel highly engaged while working remotely. The problem is real, and if you don’t find a solution, it will ultimately impact job satisfaction and employee productivity. But don’t worry; there are ways to boost employee engagement and keep your team motivated, even in this new way of work.
In this article, we’ll dive into the latest trends and best practices for increasing employee engagement in 2025. We’ll also explore how to effectively navigate hybrid work and keep your employees connected and invested in their work.
What is Employee Engagement?
Employee engagement is a measure of how committed and invested employees are in their work and in the company’s success. It is characterized by employees who are motivated, productive, and satisfied with their jobs.
An example of high employee engagement would be a team of employees who consistently go above and beyond their job roles, take initiative on projects, and have a positive attitude toward their work. They are not just clocking their hours but also taking ownership of their role and responsibilities and looking out for opportunities to improve the process and benefit the company.
So, whether you are a business leader, HR professional, or an employee looking for ways to stay engaged, here’s how to increase employee engagement in 2025!
1. Clear Communication:
Clear communication helps foster employee engagement. When leaders communicate clearly, it helps employees understand the company’s mission and goals. They have a clear idea of where they fit into the bigger picture. It helps to build trust and transparency between management and employees and fosters a sense of ownership and empowerment. Conduct regular team meetings, share company-wide updates, and have an open-door policy to promote a culture of communication.
2. Provide employees with opportunities for growth and development:
This can include training programs, mentorship, and internal job mobility. By investing in their employees’ professional development, organizations can help build a more skilled and motivated workforce. Additionally, providing employees with opportunities to take on new challenges and responsibilities can help keep them engaged and motivated.
3. Create a positive and inclusive work culture:
This includes fostering a sense of belonging and encouraging employees to share their ideas and concerns. Employers can also help to create a positive work environment by promoting work-life balance and providing employee benefits such as flexible work hours, mental health support, and wellness programs. When employees see that the company values them and their opinions, they in return become satisfied and engaged at work.
4. Invest in tools and technologies:
In this era of hybrid or remote work, investing in tools and technology will help increase employee engagement. By providing employees with tools that make their work easier, such as automation and collaboration software, organizations can help to increase productivity and improve communication. Some of the commonly used tools are:
Project Management: Trello, Basecamp, etc.
Goal Setting / OKRs: Engagedly, etc.
Communication: Slack, Zoom, Google Hangouts, etc.
5. Surveys and feedbacks :
Many organizations use employee engagement surveys and feedback to gather data on employee satisfaction and engagement. It helps keep tabs on the current environment in the organization. This data can identify areas for improvement and track progress over time.
6. Recognition:
Organizations can increase employee engagement by recognizing and rewarding employees for their contributions. This can include formal recognition programs, bonuses, public praise, announcements in newsletters, and other incentives. Additionally, organizations can recognize and celebrate employee milestones, such as birthdays, work anniversaries, and other special events.
Human Resources (HR) drives employee engagement initiatives in an organization. Here’s how they are doing it.
1. The tale behind every storyteller
Storytelling has brought more people together than a cult ever has. For eras now, it has been a soft skill that dominates and influences people’s mindsets, and the HRs of today have mastered this art. Personal storytelling is a good idea for employee engagement. Conduct first-person interviews, with realistic and relatable scenarios where the employees can picture themselves in the story and come to a stage of self-discovery. When employees are engaged, they share their ideas and opinions, work harder, stretch their bandwidth, and work towards the goal of the organization.
2. Be The jack of all trades
As an HR professional, being a jack of all trades contributes to employee engagement. The diverse skill set of an HR professional enables them to work with employees across the organization. From payroll, administration, talent sourcing, employee relations, performance management, and setting office policies and guidelines, they work on practically everything. Their versatile nature of work allows them to offer comprehensive solutions and holistic support to employees. They help employees align their individual goals with the organization’s goals. Their nature of work enables them to create an inclusive and engaging work culture that fosters a sense of belonging.
3. Driving Continuous Transformation and Organizational Growth
A strategic HR department delivers world-class leadership activities. As per the research report at McKinsey, HR fits into a bigger picture and sets out a clear message on “Who we are,” “How we operate,” “How we plan to grow,” and to roll out the below:
HR adopts new prototypes and the latest technology software that promotes effective internal-external collaboration.
Introduces the next-generation performance management system.
Map talent to its actual value, taking employee experience to the next level.
Make better judgments faster and take the right guidance and training from the experts.
In a nutshell, HR is an agent of continuous transformation, shaping processes, and a culture that together enhances an organization’s capacity for change.
4. Networking 101
Whether internal or external, HR professionals are number one when it comes to their networking skills. They are good at establishing connections with all the employees in the organization. They are easily approachable, which helps build a sense of trust and open communication. It results in building strong employee relationships. Networking enables HR to better understand their employees. They understand their needs and aspirations and create tailor-made engagement strategies for them. HRs can also help in the personal and professional growth of employees by establishing learning and development opportunities.
5. Tech-driven organization
Now that HR has fully embraced technology, companies are depending on tech solutions for hiring, onboarding, and engagement. Technology has taken the traditional way of database maintenance using spreadsheets. The virtual world offers organizations a wide range of benefits, and leadership teams are leveraging it to stay connected with employees more often. The use of digital town halls, newsletters, organizational communication, and feedback sessions facilitates a technology-driven, collaborative culture within an organization.
6. Building a safe space in your second home
In a space where you spend most of your day, it is important to keep it healthy, and HR ensures that. It is often said that “changing habits is equal to changing the culture” and it is in HR’s hands to build a healthy culture. From conceptualizing the process of culture to explaining why it directly impacts business outcomes, HR bridges the necessary gaps to propose, facilitate discussions, gather feedback, and incorporate the best practices.
7. The final say in any Mergers and Acquisitions (M&A), because why not and who else?
While onboarding a new candidate is a job in itself, retaining the existing ones and making sure they are happy is a challenge that every HR faces. M&As can make employees feel ignored as organizations prioritize their leadership team. As such, employees can end up in somewhat of a holding pattern and feel they aren’t being heard, or that their role has been usurped.
In fact, almost half (47%) of all employees leave a business within a year after a merger or acquisition takes place, and 75% leave within three years. Another challenge is to bring all the HR database and information without any delay in delivery.HR moderates plans strategically and provide self-service tools, communication, centralized databases, and in-depth training to employees.
Takeaway: Invest a huge chunk in employee engagement
Investing in employee engagement is not a one-time effort but a continuous process. It enhances the performance and productivity of the organization while increasing employee satisfaction and motivation. It is a win-win situation for both employees and the company.
Communicating clear goals and expectations: Employees are more engaged when they understand what is expected of them and how their work contributes to the overall success of the company.
Providing opportunities for growth and development: Employees are more engaged when they feel like they are learning and growing in their roles. Offering training and development programs, as well as opportunities for advancement, can help with this.
Recognizing and rewarding good performance: Employees are more engaged when they feel like their hard work is valued and appreciated. Implementing a performance appraisal and recognition program can help with this.
Involving employees in decision-making: Employees are more engaged when they feel like their input is valued and that they have a say in how the company is run. Encouraging employee involvement in decision-making processes can help with this.
Building a positive and inclusive culture: Employees are more engaged when they feel like they belong and are valued as part of the company. Promoting diversity and inclusion and fostering a positive work environment can help with this.
You know sometimes feedback can be uncomfortable, right? And for some reason, the moment you mix feedback with workplace hierarchy, things get even more awkward. Picture this: you’re supposed to give feedback to the person who signs off on your performance reviews, promotions, and raises.
Sounds like a fun conversation, right? Yet, something interesting is happening in the modern workplace. Top companies are flipping the script, encouraging employees to provide direct feedback to their managers. Wait, what? Why would any manager sign up for this?
Spoiler alert: it’s a game-changer for businesses. In fact, it’s become a revolution. Curious to know why? Let’s dive into how and why companies are giving employees the green light to grade their bosses—and what this shift means for the future of work.
A Brief History: Why Feedback Was Always Top-Down
Traditionally, feedback in the workplace has been, shall we say, a bit of a one-way street. Managers give feedback to employees—full stop. Performance reviews focus on the person in the subordinate role, while managers, seemingly immune to scrutiny, float above the fray.
Why was it like this? Well, part of it is rooted in corporate culture. For decades, leadership was synonymous with authority, not transparency or vulnerability. Feedback from employees? That was seen as unnecessary, even disrespectful. The assumption was, that managers knew how to manage. Feedback? Not required, thank you very much.
Enter the Modern Workplace: Open Communication Wins
But things have changed. Today’s workforce—especially Millennials and Gen Z—values transparency, open communication, and growth. And let’s be honest, it’s hard to grow without knowing how you’re doing. That’s why many companies have recognized that feedback should be a two-way street.
According to a 2023 Gallup poll, companies that foster open communication, including feedback for managers, see significantly higher engagement and lower turnover rates. Employees today don’t just want to be heard; they want to know their thoughts make a difference. And the most effective way to achieve this? Allow them to rate and give feedback to their managers.
The Benefits of Employee Feedback for Managers
Okay, let’s play a quick game of “What If?” What if employees could offer constructive feedback for managers? What if the person reviewing your work every quarter suddenly became the one on the receiving end? Here’s why this topsy-turvy approach works:
Boost in Managerial Accountability
When employees know they have a voice, managers are motivated to step up their game. It’s simple. If you know your team is going to rate your leadership, you’re going to pay more attention to how you lead. Managers are no longer untouchable—they’re accountable.
Creating a Culture of Growth
Companies that collect feedback from all directions create an environment of continuous improvement. When managers receive feedback, they can work on their weaknesses, just like employees do. This culture of mutual growth fosters an inclusive and forward-thinking workplace where everyone is improving.
Breaking Down Communication Barriers
There’s no better way to make employees feel comfortable speaking up than making it a part of the culture. Once employees are accustomed to giving feedback for managers, the lines of communication open up in all directions. Suddenly, feedback becomes a regular occurrence—not just during awkward annual reviews.
Case Study: Adobe’s Check-In Feedback System
Adobe, a tech giant known for its creativity tools, has embraced upward feedback through its innovative “Check-In” system. Instead of traditional annual reviews, Adobe implemented regular, real-time feedback sessions where employees assess their managers’ leadership skills and communication abilities. The goal? Continuous improvement and open dialogue.
The feedback, which remains anonymous, allows employees to be candid without fear of repercussions. Managers receive actionable insights, enabling them to address weaknesses quickly. Since launching the system, Adobe has seen increased engagement and more agile leadership, fostering a collaborative and growth-focused work environment.
The Downside: What Could Possibly Go Wrong?
Before we go ahead and paint a perfect picture, let’s get real for a second. Allowing employees to grade their managers isn’t all sunshine and rainbows. There are potential pitfalls. One glaring issue is that feedback can sometimes feel personal or biased. It’s hard for people to separate their feelings from objective criticism—especially when emotions run high.
Also, there’s the classic concern of retaliation. Sure, you can give feedback, but what happens if your manager figures out it was you who left the not-so-glowing review? Can you say “awkward meetings”? This is why many companies ensure that the employee’s feedback for managers remains anonymous.
Real Talk: Managers Need Thick Skin
Now, let’s break the fourth wall for a minute. If you’re a manager reading this, you might be wondering: “What about me? How do I handle this feedback revolution without crumbling into a heap of insecurity?” Fair question. The truth is, grading managers only works if they’re prepared to receive criticism with grace.
No one likes to hear they’re not doing a great job, but that’s where thick skin comes into play. Managers who embrace feedback as a tool for growth will come out ahead. After all, even top-performing leaders have areas to improve.
The Impact on Employee Engagement and Retention
Alright, we’ve spent plenty of time talking about the perks for managers, but what about the employees themselves? After all, they’re the ones driving the engine of any company. How does this whole “feedback revolution” shake things up for the workforce on the ground level? Spoiler alert: the results aren’t just noticeable—they’re transformative.
Increased Engagement: Employees Start Caring (A Lot More)
When employees feel that their voices genuinely matter and that their input is being considered by leadership, something magical happens—they start caring more. Engagement skyrockets. But what exactly does that mean?
Let’s break this down with some data. According to a study from Gallup, highly engaged workplaces see a 21% increase in profitability compared to less engaged ones. Why? Because employees who feel they have a say in how the ship is being steered are far more likely to work harder, put in that extra effort, and come up with innovative ideas.
Lower Turnover Rates: Breaking Free from the ‘Bad Boss’ Cycle
Let’s talk about turnover. It’s the corporate equivalent of a leaky faucet: irritating, costly, and totally preventable with the right tools. High employee turnover often has a direct line back to bad management. And honestly, no one wants to work under a boss who doesn’t seem to care, communicate, or provide growth opportunities.
But here’s where the feedback for managers process comes in like a rescue mission. When employees know they have a safe, structured way to voice their concerns about leadership, they’re far less likely to start mentally drafting resignation letters. Instead of silently suffering under ineffective management, they can speak up and suggest changes. This feedback loop allows managers to course-correct before employees feel the need to walk out the door.
Stronger Workplace Relationships: From Feedback to Friendlier Teams
Now, I know what you might be thinking: isn’t giving feedback to your boss a recipe for awkwardness? In the short term, maybe. But long-term? It’s actually a powerful tool for building stronger, healthier relationships within the workplace. The initial awkwardness wears off, and what’s left is a more transparent, open, and collaborative environment.
Think about it this way—when feedback becomes a normal part of the work culture, communication barriers dissolve. Employees feel more comfortable sharing their thoughts, and managers become more approachable. This fosters mutual respect and a deeper understanding between teams.
How Companies Can Encourage Feedback for Managers
So now that we’ve established how employee feedback transforms engagement, reduces turnover, and strengthens workplace relationships, how can companies get this right? After all, it’s not as simple as launching a feedback survey and calling it a day. The success of feedback systems depends heavily on the execution. Let’s dive into some practical tips for making sure this feedback loop becomes an organic part of the workplace culture.
Make It Regular: Frequency is Key
Here’s the thing about feedback—it can’t be a one-off event. If employees only get one opportunity a year to provide feedback, it’s not going to have much of an impact. Top companies know that feedback needs to be woven into the fabric of everyday work life.
The key is to normalize feedback by making it frequent and part of the culture. Many successful companies hold quarterly feedback reviews, while others go for more informal monthly check-ins. Even quick “pulse checks” through surveys or one-on-one meetings can go a long way in creating an environment where feedback is continuous, rather than something employees dread once a year.
Anonymity is Crucial: No Fear, Just Facts
Now, let’s talk about the elephant in the room—fear of retaliation. Employees won’t give honest feedback if they’re worried it might come back to bite them later. This is why anonymity is essential in any feedback system.
Anonymous feedback systems, whether through surveys, digital platforms, or third-party facilitators—remove that fear. They allow employees to provide candid, constructive criticism without the added anxiety of it affecting their relationship with their manager.
Provide Training: Managers Aren’t Born Ready
Giving and receiving feedback is a skill, and like any skill, it requires training. For many managers, the idea of getting graded by their team can be uncomfortable at first. That’s why the best companies invest in training programs to help managers embrace feedback and turn it into actionable insights.
These programs don’t just teach managers how to receive feedback without getting defensive; they also teach them how to act on it effectively. It’s all about creating a growth mindset, where feedback is seen as an opportunity for improvement rather than an attack on character.
The Future is Feedback
So, where does this leave us? The feedback revolution is here to stay, and it’s transforming the way companies operate from the top down (or should we say, bottom-up?). The days of managers sitting comfortably on their thrones are over. Instead, we’re moving towards a more collaborative, transparent, and feedback-driven workplace where everyone has a voice.
By allowing employees to offer feedback, companies not only improve leadership but also boost employee morale, engagement, and retention. It’s a win-win, even if it comes with a little discomfort.
FAQs
What is upward feedback?
Upward feedback is when employees provide feedback for their managers, allowing them to assess leadership and managerial qualities.
How can companies ensure employee feedback is honest?
Anonymity is the key to ensuring honest feedback. Many companies use anonymous surveys to encourage candid responses without fear of retaliation.
What are the benefits of employee feedback for managers?
Benefits include improved managerial performance, better workplace communication, and a more engaged workforce.
Are there any risks to employees providing feedback for managers?
Potential risks include biased or emotional feedback, but these can be mitigated through structured and anonymous processes.
Employee engagement is a key driver for the achievement of your organization’s goals in the current dynamic business environment. Therefore, as you move towards 2024 and even the future, theorganizational work environment changes at an unprecedented pace. The aftermath of global events and the rapid advancement of technology have changed how you address engagement at work.
At a certain point, you may think that the famous phrase “Happy Employees, Healthy Profits” is not just another marketing slogan but a strategy that is necessary in the world of business.
A considerable fact to mention is that there are some findings in the studies that were carried out in 2023: the organizations with the engaged workforce are more profitable by 21% on average than the organizations with the non-engaged workforce. This shocking figure is enough to make you realize that there is a need for you to be more keen when it comes to the trends inemployee engagement.
In this article, you will discover eight keyemployee engagement trends that will define the further evolution of the work environment. These insights will assist you in creating a more effective, creative, and engaged employee in the workplace in the years to come.
Current trends in employee engagement point to the need to focus on changing towards a people-centric culture. Unlike many other models, this approach is not limited to mere benefits—it implies creating conditions under which every employee feels valued and appreciated.
Companies like Hilton or Salesforce are settingan example of how company culture can be elevated to a new level. They know that people focus not only on self-interest but also on establishing a sense of belonging and purpose. Studies reveal that 92% of HR consider empathy important for employee retention, supporting this trend.
Moreover, emotional intelligence is becoming a key factor in leadership. As a leader, when you understand and address your employees’ needs, you’re better equipped to boost engagement levels. Moving forward, continued focus on this employee-oriented approach will result in increased satisfaction and retention ratesin your company.
Flexibility and Work-Life Harmony
One of the most prominent global employee engagement trends is the flexibility in work schedules. A flexible working environment transitions from having a fixed workplace to a new way of working that involves working from home, shift work, and a new concept of the four-day working week.
In the Buffer remote work report 2023, 98% of the participants asserted that they would like to work remotely, at least part of the time, for the rest of their working years. Such an overwhelming preference for flexibility underlines the need to align with your employees’ expectations and needs.
Companies that have adopted this trend are reaping benefits in their business. Research highlights that 65% of employees have enhanced productivity at home, stating that the environment is free from distractions and reduces commute stress. As we move into 2024 and beyond, offering flexibility can be seen as one of the key factors to attract and maintain outstanding performers.
The integration ofArtificial Intelligence (AI) and Machine Learning (ML) are among the latest trends in employee engagement. These technologies are changing the way you engage by offering personalized experiences and data-driven insights.
AI-powered tools are being used for various aspects of engagement, including continuous feedback systems, personalized learning programs, and predictive analytics for identifying engagement trends.
According to a Gartner survey, 76% of HR executives believe that organizations that do not embrace AI solutions within the next one to two years may fall behind in terms oforganizational success.
However, it is necessary to achieve a balance. Although the application of AI can be very helpful when it comes to data analysis, the human touch is still relevant in your engagement approaches with employees. The trick is to use AI as a supplement to the interpersonal communication that takes place at the workplace.
Continuous Feedback Over Annual Reviews
Recent trends in employee engagement show a clear shift from traditional annual performance reviews to more frequent, ongoing feedback sessions. This approach allows for timelier course corrections and helps your employees stay aligned with organizational goals.
Continuous feedback that is given to the employees can help to improve performance, lower stress levels, and increase the level of engagement. It allows you to address issues promptly and recognize achievements in real-time. This trend is most preferred by the younger generation working in organizations as they prefer frequent communication and career development.
Implementing continuous feedback systems often improves employee performance and satisfaction. It creates a culture of open communication and continuous improvement, which are essential for high engagement.
Purpose-Driven Work and Corporate Social Responsibility
Another emerging new trend in employee engagement is the growing importance of purpose-driven work. The young generation of employees, in particular, is becoming more selective in the choice of the organization and wants to work only for the organization that aligns with their personal values and contributes positively to society.
You can respond to this by incorporating social causes into corporate initiatives. It helps in attracting socially conscious talent and increases the level of commitment asthey are working for a cause beyond mere monetary gains.People who understand that they work for a cause rather than for a paycheck are likely to be more dedicated to their companies.
This trend also applies to any social responsibility activities, including diversity and inclusion. The market value of D&I initiatives is expected to grow to about $15.4 billion by 2026, proving that such programs are more significant in developing an involved and diverse workforce.
Focus on Health and Well-Being
Paying attention to an employee’s health and overall satisfaction is one of the most critical trends in global employee engagement. Wellness initiatives that address the health needs of the physical, psychological, and social aspects of the employee can be incorporated.
This trend has become even more important over the years. Employers are offering several different types of wellness programs, which may range from mental health services to fitness services and stress management services. The emphasis is on creating a work environment that supports employees’ overall well-being.
Studies have repeatedly revealed a correlation between an employee’s health and his level of motivation. Management that implements good wellness programs for its workers can be assured of higher productivity, fewer cases of truancy, and happier workers,which can benefit both the workers and the employer.
A positive company culture remains a cornerstone of effective employee engagement strategies. The latest employee engagement trends highlight the importance of culture in the acquisition and retention of top talents.
Key elements of a strong company culture include recognition programs, transparent communication practices, and inclusive policies. You should also strive to achieve the goal of creating a community feeling especially where the employees are working online or in a hybrid mode.
The flexible work arrangement that has become the norm in today’s organisations means that the creation and sustenance of a healthy company culture has become even more difficult but equally important.So, it is crucial to look for ways to maintain and develop teamwork when employees are located in different offices or even countries.Recognizing that a strong culture is crucial for high engagement levels will help you succeed in this endeavour.
Importance of Manager Support
Again, managers’ contributions cannot be overemphasized when it comes to engaging employees. Recent practices in employee engagement also increase the understanding of the necessity of providing managers with the tools and knowledge to positively impact their subordinates.
Hence, managers need to be trained through curricula that target aspects such as communication, emotional Intelligence, and team-building methodologies. Leaders with proper backing and orientation provide constructive criticism and recognize a staff member’s work in the process, in addition to guiding the development of a healthy workplace culture within the organization.
Moving to 2024 and beyond, the significance of managers for implementing engagement strategies is expected to increase even more. In other words, having focused on managers and their development and well-being you will have better chances of maintaining the levels of employees’ satisfaction and performance.
When planning for the future of employee engagement, what can be seen is that it is not set to become stagnant, andorganizations will need to continue to be flexible and act with purpose. The directions in employee engagement highlighted in this article – from adopting flexibility and integrating AI to enhancing well-being and purpose-driven work – serve as a blueprint for you to promote employee engagement and productivity.
Suppose you remain aware of these general trends in employee engagement and keep rehearsing changes to the strategies outlined above. In that case, you can establish settings that will attract the best-performing personnel and ensure that they remain motivated throughout their careers.
Frequently Asked Questions
1. What are the key drivers of employee engagement in 2024?
Key drivers include flexible work arrangements, purpose-driven work, continuous feedback, and a focus on employee well-being.
2. How is AI impacting employee engagement strategies?
AI is enablingpersonalized experiences, data-driven insights, and more efficient HR processes, leading to improved employee engagement strategies.
3. Why is a people-first culture important for employee engagement?
A people-first culture promotes trust, respect, and compassion, all of which are critical factors that can help increase employees’ engagement and, thus, their retention rate.
In today’s competitive business landscape, companies are constantly striving to increase their productivity and profitability. While many factors contribute to this success, one of the most crucial is employee engagement. Employee engagement refers to the emotional commitment an employee has towards their job and organization. It goes beyond just being satisfied with a paycheck; it involves actively contributing to the company’s goals and feeling connected to its mission. In this infographic, we will take a deep dive into understanding the importance of employee engagement in modern businesses and how it can bring numerous benefits that go hand in hand with organizational success.
Upskilling employees is one of the most important initiatives for fostering upward career mobility in the modern workplace. Implementing a comprehensive program that prioritizes continuous learning and development is instrumental in this regard.
A deliberate approach to upskilling not only empowers your workforce but also enhances their professional worth, proving to be a crucial component for sustained growth in any organization.
An ideal upskilling program should be in-depth, objective, and customizable to suit different employees. It should cut across the skill spectrum, focusing on everyday office skills such as communication skills and more niched skills like data interpretation.
How to Upskill Employees?
Investing in upskilling employees is a valuable endeavor for businesses aiming to enrich their talent pool and boost productivity. Here are steps businesses can take to ensure their workforce is equipped for the evolving business landscape.
1. Assess Skill Gaps and Priority Areas
Identifying specific skills your company needs now and in the future should be your first course of action. First, conduct a detailed skill gap analysis to angle your upskilling program toward satisfying those individual skill requirements. To complete a skill assessment effectively, you should assess both your current and future needs.
To identify your employees’ current skill gaps, do the following:
Review your key performance indicators (KPIs): KPIs help you track your company’s progress and performance in priority areas. Assessing individual KPIs is an indicator of how well employees are performing in their assigned roles, helping you identify skills that might be lacking.
Organize skill-mapping workshops: You can hold these workshops in-house (and have your department managers lead them) or partner with learning institutions, talent recruiters, and other relevant associates.
Leverage 360-degree reviews: Collect feedback on employee performance from managers, peers, clients, and responsive vendors. Typically, you create employee surveys and request these stakeholders to participate.
To identify the future skills your workforce will need, follow these techniques:
Analyze workforce data: Pull industry-specific data from professional recruitment networks and analyze the new skills they’re searching for. Job boards are a good source of unique workforce data because they draw from multiple employers worldwide.
Observe industry trends: By keeping an eye on disruptive trends, you can proactively identify the skills your business will need and upskill employees accordingly to stay ahead of the curve and meet future demands.
Source insights from industry leaders: Consult your industry’s opinion leaders about future trends and insights.
Conducting a skill gap analysis enables your upskilling program to better cater to your current and future skill needs. A skills gap analysis also helps you pinpoint which areas to channel more training resources into.
2. Create Employee Personal Development Plans
As a manager or business owner, you should know your employees’ short-term, mid-term, and long-term goals. Find out what skills each employee is most interested in learning and how they envision their career progression within your company.
The best way to gather this information is by creating employee development plans. As the manager, one of your biggest roles is ensuring your employees’ professional goals align with your company’s goals.
Employee development plans give you insight into an employee’s career expectations. This way, you can allocate the right training resources to the right employees. Also, you can give your employees better feedback and empower them to set professional goals with a higher chance of success within your company.
3. Set Aside Time for Learning
You should approach your upskilling program with a collaborative, win-win mindset. With this approach, you should allot sufficient learning time to your employees within work hours.
Creating dedicated learning time allows your employees to fully immerse themselves in upskilling and advancing their skills without sacrificing too much of their personal time.
To effectively upskill employees, consider incorporating mobile learning techniques. This approach not only makes learning more accessible but also ensures that employees remain engaged while acquiring new skills during their designated learning time.
Your business will directly benefit from upskilling once an employee masters a gainful skill and puts it into practice.
4. Connect Employees to a Mentor
Ultimately, learned skills can only be perfected through real-life experience. Including workplace coaching and mentoring in your upskilling program ensures employees apply their newfound skills successfully.
All too often, learning new skills and applying them to real-world situations comes with a steep learning curve, and employees might make mistakes. In this case, more experienced employees can offer guidance and help newly-trained employees avoid costly mistakes.
Mentored employees have more opportunities to polish their skills, grow their networks, and bring more value to the company. Better yet, you can supplement your in-house mentoring program by leveraging mentoring platforms such as ADPList and Mentoring Complete.
5. Create a Post-Training Plan
When one team member attends an upskilling program your company has sponsored, the skills acquired should benefit the entire team. As a result, it’s a good idea to set up a post-training engagement where the trained employee shares their newfound knowledge with the rest of the group.
A post-training program ensures you get a good long-term return on investment because it establishes a clear path of knowledge transfer within your company. This way, even if the trained employee gets better job offers and leaves your company, you’ll still benefit from the upskilling investment.
Additionally, a post-training program helps newly-trained employee better comprehend their acquired skills. For instance, if the employee attends a coding boot camp, sharing what they’ve learned with other team members will allow them to practice their coding skills, making them much better coders.
To make knowledge transfer more effective, let the employees attending training know that they’ll be teaching their peers after the training is complete. Encourage them to take notes too. It makes them extra focused and stimulates them to approach the training program with a learner’s and mentor’s mindset.
6. Match Your Employees to Real-Life Opportunities
You might lose your investment in your employees if you don’t support their career advancement. An employee who’s learned new skills but doesn’t use them in their current job could be easily poached by your competitors. That’s why you should ensure that upskilled employees receive assignments, allowing them to practice and develop their new skills.
For instance, if an IT staffer has completed Customer Relationship Management (CRM) software training, you can have your CRM manager assign them roles befitting their new skills. The employee could collaborate with your customer service team to help them navigate the technical aspects of CRM tools, like pooling and analyzing customer data, while retaining their duties in IT.
7. Make Your Upskilling Program Mutually Beneficial
You and your employees are after the same thing: progress. You want to grow your business, while your employees want career progression. For example, agency owners looking to grow their business can offer educational programs, thereby equipping employees with advanced skills that attract more lucrative projects and clients.
Because an upskilling program directly benefits you and your workforce, it pays to put extra effort into getting it right. Thankfully, these six tips will help you make the right investment.
Conclusion
Mastering the art of upskilling employees is a transformative journey that pays off in numerous ways. As organizations adapt to the ever-evolving landscape, investing in upskilling becomes a strategic imperative. By fostering a culture of continuous learning and implementing targeted upskilling initiatives, businesses not only empower their workforce but also stay at the forefront of innovation and competitiveness.
Frequently Asked Questions
Q1. What do upskilling employees mean?
Ans. Upskilling employees refers to the process of helping employees to expand their knowledge by providing them with the required resources. Employers can do this by providing them access to various courses and education programs.
Q2. What are the benefits of upskilling employees?
Ans. Some of the benefits of upskilling employees include:
Improves retention
Increases customer satisfaction
Boosts morale
Attracts new talent
Q3. What are some cost-effective ways to upskill employees?
Some cost-effective ways to upskill employees include:
Offering online courses and webinars through platforms like Coursera, Udemy, or LinkedIn Learning.
Creating mentorship and peer-learning programs within the company.
Encouraging employees to attend industry conferences and workshops.
Using internal knowledge-sharing sessions where employees who acquire new skills share with their peers.
Providing access to free industry resources, such as blogs, podcasts, and newsletters.
Q4. How can I measure the success of my upskilling program?
The success of your upskilling program can be measured through:
Employee performance improvements (tracked through KPIs and 360-degree feedback).
Increased employee retention and engagement rates.
A higher level of internal promotions and role transitions within the company.
Feedback from employees on the relevance and usefulness of the training.
Quantifiable outcomes, such as increased sales, reduced errors, or improved project completion times.
Q5. What’s the difference between upskilling and reskilling?
Upskilling involves teaching employees new or advanced skills that enhance their current roles, enabling them to perform better or move up the career ladder. Reskilling, on the other hand, involves training employees in entirely new skills to transition them into a different role or adapt to new technologies and business needs.
Employee engagement stands as a cornerstone of successful organizations, contributing to a positive workplace culture, heightened productivity, and increased profitability. Conversely, a lack of engagement can lead to dissatisfaction, demotivation, and disconnection among staff members, forming a detrimental loop. Companies that prioritize employee engagement often experience higher productivity and improved retention rates.
Pulse surveys emerge as a fantastic tool for delving into employees’ perceptions of company culture. By allowing anonymous responses, these surveys create a platform for candid opinions, offering valuable insights into experiences, concerns, recommendations, and sentiments within the workforce.
Consistently gathering employee data through pulse surveys helps identify patterns in engagement, contributing to the creation of an outstanding workplace. To strike a fair balance between employee needs and valuable business insights, it’s essential to carefully craft pulse survey questions that evaluate staff management and engagement effectively. In this exploration, we’ll closely examine the benefits of employee engagement and delve into the creation of insightful pulse survey questions for evaluating staff management.
Employee Engagement – What Is It?
Employee engagement encompasses both the mental and professional dedication employees have towards their work, teams, and workplace. At its core, a successful employee engagement strategy is built on effective communication and trust between employees and employers. This goes beyond mere involvement; it involves a deep emotional commitment, alignment with the company’s ideals and goals, and a genuine desire to contribute to the overall success of the organization.
When employees are engaged and motivated, your company experiences heightened productivity and achieves its objectives more efficiently. Moreover, engaged and empowered employees tend to exhibit greater loyalty, leading to reduced turnover and associated recruiting and training costs.
An engaged worker is not just present at work but also attentive, motivated, and goes above and beyond their role. They take pride in their work and are dedicated to advancing the organization’s objectives and core principles.
Why Is Employee Engagement Important?
Employee engagement affects clients, coworkers, supervisors, and other elements of a firm, from building a strong corporate culture to providing superior customer experiences. Let’s discuss the advantages of employee engagement.
Higher Productivity
It should come as no surprise that workers who enjoy their jobs put in greater effort, and their employers benefit. However, engaging employees involves more than just offering them great compensation and benefits; it also entails giving them a sense of purpose, a supportive culture, and advancement opportunities.
Employee engagement enhances employees’ overall productivity. Making employees understand how they contribute to the business strategy and objectives is key to ensuring employee engagement. Employees are likelier to put in extra effort when they know their work matters and that their employer values them.
Enhances Employee Retention
Employees are more inclined to stay with a company when they feel that their management is supportive. Retention management holds a crucial focus for many organizations because the departure of valuable employees often triggers a domino effect. Implementing effective employee engagement strategies can fortify retention efforts, ensuring that top-performing individuals not only stay but also remain content and loyal.
Increases Profitability
Companies boasting engaged workforces consistently outperform those with disengaged counterparts, reaping benefits such as heightened productivity, elevated customer service standards, and improved employee retention. The impact of engagement extends across various critical areas, including customer satisfaction, employee loyalty, productivity, safety, and absenteeism.
Beyond these immediate advantages, employee engagement becomes a catalyst for innovation and adaptability, crucial components for sustained long-term profitability. Employees who feel appreciated and satisfied contribute more productively. Notably, a substantial 21% increase in profitability can be attributed to a deliberate focus on enhancing employee engagement.
Increases Employee Initiative
One of the significant advantages of employee engagement for managers is the cultivation of a self-directed work style. Engaged employees naturally assume leadership roles, actively seeking ways to enhance both their work and personal performance. These self-driven individuals consistently deliver their best efforts without the need for external prompting, readily offering solutions to challenges and developing innovative methods. Their intrinsic motivation stems from a genuine passion for their roles and a drive to succeed.
This proactive employee initiative and empowerment allow managers to focus more on their executive responsibilities, diverting less time towards coaching or influencing staff members. Furthermore, these qualities play a pivotal role in encouraging succession planning and facilitating more effective performance evaluations.
Pulse Questions to Boost Employee Engagement in the Workplace
Asking the appropriate questions is important for maximizing the effectiveness of your pulse surveys. It can assist you in concentrating on the problems that require your attention.
We have compiled some sample pulse survey questions for you to use as inspiration. Some effective pulse questions to boost employee engagement are:
Questions on Employee Experience
The first step in enhancing employee engagement is understanding the factors influencing it. Using the following pulse survey questions, you can establish a baseline for how your employees should feel about their present working conditions.
Do you believe that the business values your effort and contributions?
How likely will you tell your friends, family, or others about this business?
Do you dislike anything about your job?
How frequently do you feel stressed or burned out at work?
Do you feel that your employment is essential and fulfilling?
Does the organization offer sufficient job security?
Questions on Employee Happiness
Thriving teams and successful businesses are rooted in the satisfaction of their employees. Managers wield significant influence in uniting teams and fostering individual happiness and a sense of belonging. Given that individuals dedicate a third of their day to work, cultivating a joyful workplace significantly enhances employee happiness levels and contributes to overall mental well-being.
It’s equally crucial to identify any potential problem areas that might contribute to unfavorable perceptions among employees about the company. To assess the contentment of your employees, consider using the following questions:
Are you satisfied with your current job profile?
Do you believe you have prospects to advance and grow within the business?
Questions to Employee Involvement
It’s essential for you, as a manager, to find out what your team members need to feel more committed to their work. It makes them feel heard and valued, increasing employee engagement. The following questions can help you:
Do you want to work on any particular projects?
Do you want your manager to give you more or less instruction/feedback?
Do you have any suggestions for improving our team culture?
What would you improve about the team if you were in my position?
Questions on Work Priority
It is important to determine how your staff members define and prioritize their tasks and how they feel about their productivity. By inquiring about priorities, you demonstrate a sincere interest in each team member’s skill. When you invest time and resources in your staff, they respond by investing in the business.
What are your current top priorities?
What do you want to focus on more?
What activities would you wish to spend fewer work hours on?
How do you set your week’s schedule?
Should the organization provide programs, resources, or tools to make you more productive?
Other Questions to Boost Employee Engagement
Apart from the ones mentioned, other effective employee survey questions to boost engagement are:
Do you think the business values inclusivity and diversity?
How effectively do you believe the business addresses employee feedback?
Do you feel that your employment offers you enough freedom?
How frequently are you praised or recognized for your work?
Is the business open about its aims and objectives?
What do you think of the business’s commitment to work-life balance?
How effectively do you believe the business supports its employees’ mental health and well-being?
How often do you feel that your opinions and recommendations are considered?
Is the company’s performance review procedure reasonable and efficient?
The insights derived from your employee pulse survey are valuable for creating engagement strategies. The initial indicator of your team’s well-being is its overall engagement score. Delving into essential metrics and sub-metric scores allows you to pinpoint areas of excellence and those that may need attention. Pulse surveys serve as a dynamic tool for monitoring patterns and changes in the data, enabling you to strategically direct your attention to key areas for improvement.
Capture the insights of your workforce using a robust employee performance management tool like Engagedly. Our platform prioritizes anonymity in surveys, fostering an environment where workers can comfortably provide open feedback. Whether you’re a small or large enterprise, we tailor our services to meet all your needs. Curious to learn more? Get in touch for a hands-on demonstration of how Engagedly can revolutionize your business culture!
Frequently Asked Questions
Q1. How often should I conduct a pulse survey?
Pulse surveys must be conducted frequently, like once a week, once every month, or once every three months. However, you will decide the precise frequency because it will rely on your objectives, target audience, and the promptness of the required feedback.
Q2. How many questions must be included in a pulse survey?
Pulse surveys normally have 5-15 questions, but you can add a couple more if you prefer multiple-choice responses over written ones since they are quicker to fill. In any event, you don’t want people to find your pulse surveys burdensome. Keep it brief, straightforward, and to the point to get genuine responses.
Q3. Is pulse survey effective?
The pulse survey effectively gathers insightful data and promotes beneficial changes within businesses. With pulse surveys, employees can give feedback more frequently, allowing employers to stay updated on the most recent issues and challenges and respond to that feedback more swiftly.
An organization becomes successful as a result of a productive workforce. If your employees do not enjoy their jobs, they will not be able to give their 100%, ultimately making your business suffer.
An engaged employee always does everything possible to make their workplace better. They are committed to their job and understand that organizational success will ultimately lead to their success.
All in all, employee engagement is a dynamic assurance that the employee gives to the organization.
What makes employee engagement a crucial part of an organization’s success?
Engaged employees always go the extra mile in delivering for the success of an organization. Here are some reasons that make employee engagement the number one priority for businesses.
Employee engagement results in productivity enhancement in the organization
Employees who are engaged with their work will try to outclass their peers. It has been found that higher employee engagement results in higher productivity.
Employee engagement enhances the self-esteem of the workforce
When an employee is engaged with an organization, they take fewer leaves. According to a Gallup study, highly engaged workforces saw 41% less absenteeism.
Employee engagement results in better customer service
Remember that low employee engagement is one of the organization’s gravest problems. In fact, it has been estimated that businesses spend $4,700 on average to hire new talent and approximately $986 to onboard the new hire.
If you lose out on an employee, you end up losing $6,000! And the cost of an experienced employee leaving cannot be estimated!
It has got to be said that engaged employees are a blessing to an organization. They are far more efficient and productive.
But, today, we are seeing several engaged employees in an organization; hence, it becomes imperative to understand the statistics behind employee engagement so that you can develop a proper employee engagement plan.
In the next section, we have provided some vital employee engagement statistics you should be aware of.
Five employee engagement statistics you should be aware of in 2023
85% of employees are not engaged in the workspace
According to a State of the Global Workspace survey by Gallop, 15% of employees are engaged in the organization. This means that most of the workforce globally is either considering their work negatively or just doing enough to make it through the day with little to zero emotional connection.
The study further suggests a stark contrast when comparing the USA to other countries across the globe. 33% of US employees are engaged in their work, approximately two times the global average.
Whereas, in Western Europe, 10% of employees are motivated and engaged in work. The situation is even more bleak in the UK, where the number of engaged employees is only 8%! This number has steadily declined with every passing year.
The global percentage of employees considering leaving their jobs is 73%
As per a study conducted in 2021, 73% of employees would contemplate upon leaving their current job if they get a better opportunity.
And it is not all about money. In fact, 74% of younger employees will take a pay cut to work in their dream organization.
At the same time, 23% of those looking for a better opportunity will not consider a pay rise to get a new position.
Hence, organizations must build healthy relationships with their employees. Also, there needs to be a proper work-life balance so that employees can enjoy their personal life after work.
It has also been observed that employees who see their peers doing well will look for better opportunities because of the domino effect.
Lower employee engagement costs organizations $450-500 Billion every year
As per a study conducted in the USA on workplace engagement, employees who are not engaged with their workplace cost organizations approximately $450-500 Billion yearly! Employees who are not engaged do not take complete responsibility for their work.
They are also not self-motivated, adversely affecting the organization’s overall productivity.
According to the study, companies need to concentrate on using different tools to monitor and maintain personal engagement among employees.
Ensuring that the employees sink in well with the organization’s goal is equally important, which can result in recognition and encourage teamwork.
69% of employees suggest that they would be inclined to work more if they were appreciated a little more
Employee recognition is one of the most vital components to ensure your work staff gives 100% to their job. It also enhances overall job satisfaction and helps HR retain top talent.
According to research when employees are appreciated frequently at work, they are more inclined to stay in the organization longer.
And when we are discussing appreciation, it goes beyond notable achievements. It can be as simple as thanking employees for their good behavior, identifying ways they have improved so far, etc.
Expressing gratitude is one of the biggest factors that can make an employee stay in an organization longer. Regular check-ins where managers praise their employees can boost their morale and encourage them to work even harder.
A strong organizational culture enhances revenue by four times
According to a study conducted for more than eleven years, it was found that organizations with great corporate cultures grew 682% in revenue, while those that did not have great corporate cultures grew by only 166% in revenue.
A strong corporate culture cultivates the feeling of belongingness amongst employees, customers, and owners. It also challenges the employees to do their best.
Employees having a strong sense of belongingness are more proactive in solving problems, expressing their opinions, and finding opportunities for collaboration. Thus, a positive work culture is a must for any organization.
Final Words
Employee engagement is key to the success of an organization. From the statistics we mentioned in this blog, you now know that building an emotional connection with employees is vital.
Hence, it is recommended that every organization globally cares for its employees and gives them the right work environment to flourish. Ultimately, it is your workforce that will take your business ahead. So, take care of this small fact and embark on the journey to grow with your employees!
Frequently Asked Questions
Q1. Why employee engagement is important in 2023?
Ans. Employee engagement is important in 2023 because it directly impacts a company’s profitability. Engaged employees are more productive, innovative, and committed, leading to improved business outcomes and a competitive advantage in the market.
Q2. How to increase employee engagement in 2023?
Ans. In 2023, increasing employee engagement can be achieved through purpose-driven leadership. This involves creating a clear and inspiring vision for the organization and effectively communicating it to employees. Leaders need to emphasize the meaningful impact of employees’ work, align their goals with the company’s purpose, and foster a supportive and inclusive work environment. By connecting employees’ roles to a larger purpose and providing them with autonomy, development opportunities, and recognition, organizations can cultivate higher levels of engagement and motivation among their workforce.
Your employee engagement survey results have just arrived but now what? Gone are the days when you could conduct a poll just to tick a to-do box and ignore the results or skim over the negative parts.
Whether positive or negative, employee engagement surveys offer a treasure trove of information that HR departments and management can use to better engage and motivate employees at all levels. To do so, you need to first correctly interpret the survey findings, of course.
The employee survey data gives you an identifying of the main areas to focus on, which is the first step in creating a successful employee engagement action plan. No company can be expected to respond with every bit of feedback. Instead, People Insight suggests utilizing the findings of your employee survey to highlight a few areas to improve – the things that are most important to your staff.
In this article, we will discuss exactly how to do this, and the various assumptions and biases one must be aware of when analyzing employee engagement survey results.
Why Analyze Employee Engagement Survey Results?
Employee surveys are a direct approach to learning what your employees think of your company, the issues they experience, and the changes your company can make. The effectiveness of these enhancements is determined by your ability to read and analyze employee survey findings.
Unfortunately, the majority of organizational initiatives are ineffective. In reality, according to the data, just 25% of employees believe that their company takes highly efficient responses to the feedback they offer.
Taking the wrong action or disregarding (even unintentionally) employee input can have serious ramifications for your company. When their firm does not act on their input, for example, approximately 1 in 5 staff becomes disengaged. Employee disengagement may have a detrimental influence on your workplace culture as well as productivity and profitability. Do not fall victim to this. Make data-driven modifications based on the input you get and share the outcomes with your staff. You maintain open channels of contact with your staff by looping back thereafter.
Staff opinions concerning issues impacting your organization such as bad attitudes, employee attrition, and lower productivity, are captured in several employee engagement surveys. Here are a few types of employee engagement survey results:
Employee Satisfaction Survey
Employee Satisfaction Surveys are useful for determining overall happiness as well as staff satisfaction following a specific change like a layoff, merger, or business relocation.
Business Improvement Survey
Business Improvement Surveys might reveal difficulties you didn’t realize you had, such as managerial or training concerns. Such surveys can also raise staff morale by demonstrating that you respect their input.
360 Degree Feedback Survey
360 Degree Feedback statistics tell you and the employees how others see him and how he perceives himself, as well as offer ideas for growth. The survey also shows the employee that you value his previous work and acknowledge his talents and achievements.
Exit Interview Survey
This sort of survey helps in figuring out why workers depart and how to minimize future attrition by making operational changes. This survey can also assist you in reversing a valuable employee’s choice to quit by revealing that the staff is inclined to remain provided you make certain modifications to his work demands, training, promotion possibilities, salary, or general working circumstances.
Key Metrics and Indicators in Employee Engagement Survey Results
In employee engagement survey results, several key metrics and indicators provide insights into the overall health and satisfaction of the workforce. Some of the essential metrics include:
Overall Employee Engagement Score: A composite score that reflects the overall level of engagement across the organization. It is often calculated based on responses to key survey questions.
Job Satisfaction: Measures employees’ contentment with their roles, responsibilities, and the work environment. It can be an indicator of overall morale and happiness at work.
Employee Net Promoter Score (eNPS): Assesses employees’ likelihood to recommend their organization as a good place to work. It provides an indication of employee loyalty and advocacy.
Communication Effectiveness: Evaluates how well information is communicated within the organization. It assesses the clarity, transparency, and accessibility of communication channels.
Leadership Effectiveness: Measures employees’ perceptions of leadership, including trust in leadership, communication from leaders, and confidence in leadership decisions.
Recognition and Rewards: Assesses whether employees feel adequately recognized for their contributions and if the rewards system is perceived as fair and motivating.
Career Development Opportunities: Indicates employees’ satisfaction with opportunities for professional growth, skill development, and career advancement within the organization.
Work-Life Balance: Measures how well employees feel their work and personal lives are balanced. It reflects the organization’s commitment to employee well-being.
Team Collaboration: Assesses the effectiveness of teamwork and collaboration within the organization. It provides insights into team dynamics and cooperation.
Employee Feedback and Performance Reviews: Gauges employees’ satisfaction with the feedback and performance evaluation processes, including the frequency and quality of feedback received.
Employee Inclusion and Diversity: Assesses perceptions of inclusivity and diversity within the workplace, reflecting the organization’s commitment to creating an inclusive environment.
Intent to Stay/Retention: Measures employees’ likelihood to stay with the organization. It can be an early indicator of potential turnover issues.
Analyzing these key metrics in employee engagement survey results helps organizations identify areas of strength and areas that require improvement, guiding strategic initiatives to enhance overall employee satisfaction and engagement.
How to Analyse Employee Engagement Survey Results?
It’s critical you act quickly when your staff survey has ended. This demonstrates that people’s voices have been heard and valued. Employee engagement survey results must be shared and implemented across the firm and among team members for maximum impact.
1. Quantify the information
Results that are quantified (numeric scores) are a clear and meaningful approach to conveying them. Everyone can recall numbers. This also facilitates data comparison.
For example, displaying the percentages of various respondents’ responses to a survey item might help us better grasp the general trend.
2. Dissecting the data
Everyone’s employment experience is different. By fragmenting your data by staff groups and demographics, you may gain a better understanding of the issues that various workgroups face. This will help to compare the performance of different teams and take some action where it is really needed.
3. Look for trends and patterns
Look for patterns in your survey data. What is significant to one individual may be meaningless to another. It’s striking when 80 percent of respondents indicate they’re unhappy with the overtime pay-off policy. Maybe not so much when a few employees want an additional short break during the day.
Are the replies uniform throughout the company?
Are there any distinctions between FTEs and hourly employees?
What about experienced employees versus new hires?
These questions will assist you in identifying changes that will have the greatest impact.
4. Pay attention to qualitative replies as well
Don’t only focus on the figures. Make sure you pay equal attention to both quantitative and qualitative comments. These reactions are significant because they go deeper than quantitative (numerical) data. It’s what makes the narrative come alive.
Numeric responses without context can be inaccurate since they don’t account for other aspects. Motivations, cognitive processes, and attitudes may all be captured using a qualitative technique.
5. Trust your intuition
Don’t overlook your first-hand experience and instincts when conducting data analysis. You are also an important element of your company.
Consider whether the data makes sense in light of the company’s culture and conditions. While objective analysis is important, don’t disregard your instincts.
Look into any differences between your personal observation and the results. To learn more about the statistics, think about sending an open-ended follow-up survey or hosting a small focus group. This will assist you in grasping the larger picture.
6. Compare and contrast your survey findings
Benchmarking your performance can help you gain a better understanding of how your company is performing and discover opportunities for improvement.
7. Set priorities for the changes you wish to make
It’s time to prioritize your results after you’ve reviewed your survey data. To begin, go over each item in the questionnaire and assign it to one of three categories:
“Strong,”
“Neutral,” or
“Needs Work.”
Having a solid mix of improvements is also a good idea. Concentrate on both short-term successes (1 to 3 months) and long-term gains. This will demonstrate to your personnel that you are going to act and will enable you to take on greater tasks.
8. Visualize your information
Data visualization aids in capturing the attention of your staff and stakeholders. Our brains comprehend visual information more quickly and are less prone to mistake it. There are various sorts of graphics that may be used to represent survey data, such as pie charts, bar graphs, etc.
It’s time to address back once you’ve ‘digested’ the facts. Taking action is the most critical component of assessing your survey data. Your employees will become accustomed to the procedure and appreciate your candor if you report your survey answers on a regular basis. Even if you’re not happy with the outcomes, communicate them. Consider it a chance to encourage openness and staff participation in the solutions.
What methods of communication are most effective in your workplace? Does everyone use the same platform? If not, use different communication methods to spread the message.
Consider going through the adjustments and improvements you made in answer to the survey. Make a note of whether or not scores are growing over time. This demonstrates the company’s dedication to employee input.
Conclusion
Are you ready to start driving effective employee engagement at your organization? We’ve created a comprehensive white paper on exactly how you can do that. Download now.
Terrific numbers equal great employees. Numbers are entirely objective and will protect us from partiality and nepotism. A good score is crucial, especially for people in the service industry. Top scores can be used to create a survey. The findings of an employee engagement survey are one of several tools available to small company owners to help them improve interactions with their staff and develop their enterprises.
Do you want to know how Engagedly can help improve engagement at your organization with these best practices? Book a live demo with us.
People want different things — it’s no secret. Depending on their social and economic status, education level, or unique preference, every person has their own set of priorities. And it is these priorities that determine what they want out of a job.
But while we, as a society, may be aware that people need and want different things, the truth is that modern management strategies still haven’t figured out that there’s one considerable obstacle to leading a team to success: age.
Because 19% of the modern workforce is actively disengaged (Gallup’s technical term for being miserable at work), it’s easy to conclude that great leaders need to find new ways to bring workers together. And that’s not just for the sake of organizational success but also to achieve higher job satisfaction levels, which, in turn, drive company-wide results.
So, if you’re a small business owner or manager looking to do what’s best for their multigenerational team, here are the best strategies that will allow your team to thrive.
Understand What Drives Workplace Satisfaction for Your Team
As you work towards developing your leadership style that will encourage success, you have to find out one thing: what is it that makes your employees happy?
By taking the time to understand your team and analyzing employees’ feedback to identify any discrepancies in terms of priorities, you can adjust your leadership style, set team goals, and even encourage your workforce to discover new meaning in their day-to-day tasks to make everyone happier and more productive.
Obviously, the best way to understand your multigenerational team is to conduct a survey and ask about their top priorities at work. However, if you don’t have the time or resources to do that, you can still find plenty of resources on what people want to get from their jobs.
In July 2019, SurveyMonkey and CNBC conducted an online survey asking people what made them happy at the office. The results revealed that most workers’ job satisfaction was boosted by finding meaning in their work. But it’s worth knowing that monetary compensation, autonomy, development opportunities, and recognition also played significant roles in helping people feel satisfied with their work.
And a recent article from Flamingo collected data from multiple resources, identifying the five most desired employee benefits. According to the company’s research, these include health insurance, PTO, retirement plans, flexible work, and wellness programs, and the guide gives plenty of great advice on how to provide these benefits and what to expect in return.
Define Communication Preferences and Expectations
One of the greatest difficulties for multigenerational teams is that every age group has specific preferences regarding the proper way to communicate at work.
And, sure, it may not seem that significant whether you assign tasks via email, face-to-face, chats, or Slack. However, research shows that defining communication guidelines (and stating why they need to be followed) might be one of the most impactful things you can change to lead your team to success.
According to a survey conducted in 2017, individuals over the age of 55 have a strong preference for voice communication. Conversely, younger employees (aged 18-44) favor digital communication methods like text and email.
So, an older employee may find it oddly strange (or even disrespectful) that their manager prefers to send them an email regarding a relevant matter than a call. Yet, data shows that over 20% of people still think it’s inappropriate to call someone without texting them first.
The good news is, leading a multigenerational team does not have to mean communication struggles. In fact, the solution can be as simple as doing a couple of easy things.
First, ensure that your employees know what to expect from you regarding team communication. If you insist on managing projects through online tools so that all information is easily accessed by those working remotely, just say so. Your employees will understand.
Secondly, find out people’s unique preferences. If you need to communicate with someone one-on-one, ask them how they prefer to do it. Then, be prepared to meet them halfway.
Yes, older employees can change their way of thinking and accept modern, informal, or faster communication methods they’re not entirely comfortable with. But, if you can do them the courtesy of having important conversations face-to-face, you’ll show that you’re a leader who cares about them and nurtures intimacy and trust, both of which are crucial for a team striving for success.
Identify Strengths and Encourage Stimulating Work
A recent survey from Gallup revealed that as many as 58% of job seekers think that the way to achieve job satisfaction is to be allowed to do what they do best.
So, as a leader of a multigenerational team, you need to understand that one of the most impactful things you can do to drive success is to identify your employee’s strengths and encourage them to do work they find stimulating.
The fact that your employees belong to different generations gives you the advantage of having multiple points of view on the same topics. Plus, working with a diverse group of people could also allow you the flexibility to find out what your workers love to do. You can offer them the opportunity to spend at least a portion of their workday on tasks that feel meaningful (or downright exciting).
For instance, if you check out a business like Eachnight, you’ll see how well multi-generational (and multi-disciplinary) teams can work together to solve consumer pain points.
Because it targets people of all ages, Eachnight understands that producing valuable content requires different approaches. And, thanks to the fact that its team includes a large number of people — from well-established and experienced surgeons to health and wellness coaches to young content creators — the brand is capable of creating unique resources.
For example, the mattress quiz shown below is a piece of interactive content that none of the company’s competitors offer. And the way Eachnight acquired it is by simply allowing employees to do what they do best and what they find exciting.
Create Opportunities for Bonding and Collaboration
If the above example teaches us anything, it’s that success must be preceded by collaboration. So, if your goal is to successfully lead your multigenerational team, it might not be a bad idea to set aside a generous amount of time for team building.
Now, you can choose a host of team-building activities, depending on whether you want to help people bond, encourage creative thinking, or nurture their problem-solving skills. But the one thing you should remember is that, in general, people form stronger bonds when they have the opportunity to interact face-to-face.
With this in mind, it might not be a bad idea to insist on your entire team coming together at least once a year.
Yes, getting everyone in the same room might sound like it’s outside your budget. But there are always ways to work around financial constraints. So, if you’re thinking about organizing a team retreat to encourage employees to build closer relationships, make sure you do your best to plan something fun, and rest assured that the results will more than justify the cost.
Don’t Neglect Your Own Growth as a Leader
Finally, as you explore ways to help your multigenerational team to do better, don’t forget that your role as a leader is just as important as your employees’ role in achieving success.
With this in mind, you must work on your leadership skills as diligently as you work towards helping your employees achieve the desired results.
Explore resources that will open your eyes to new leadership techniques. Be prepared to gather and accept employee feedback (yes, even if it’s negative). And learn to acknowledge your mistakes and commit yourself to always trying to do better.
Is perfect leadership a destination you will ever reach? Most likely not. But rest assured that if your team sees how hard you are working on improving yourself, they will be just as inspired to invest in their own professional growth. Moreover, they’ll be more ready to widen their horizons, learn new skills, and collaborate with peers whose points of view they may not entirely understand (yet).
In Closing
There you have it, some of the best tips for leading multigenerational teams to success.
As you can see, the best way to bring people together, regardless of age, doesn’t necessarily depend on technical tools or strategies. Instead, the most impactful thing you can do is practice open and honest communication and encourage everyone to keep an open mind.
As a leader of a multigenerational team, don’t be afraid to do things differently and disregard age-ist stereotypes. Work with your team to build strong relationships, encourage lifelong learning in your organization, and accept that our differences aren’t an obstacle but an opportunity to come together and do something great.
Frequently Asked Questions
Q1. What is a multigenerational workplace?
Ans. A multigenerational workplace includes employees from different generations such as baby boomers generation, Generation X, the millennial generational, and Generation Z.
Q2. What are some of the challenges in a multigenerational workplace?
Ans. Some of the challenges include:
Communication issues
Negative stereotypes
Varying employee expectation
Q3. What are the significant benefits of a multigenerational workplace?
Ans. The benefits of a multigenerational workforce are:
Learning/mentoring opportunities
Knowledge transfer
Problem-solving abilities
Different perspectives
Unique relationships
This article is written by Natasha Lane.
Natasha is a lady of a keyboard and one hell of a geek. She has been working for, and collaborating with, individual clients and companies of all sizes for more than a decade. Natasha specializes in writing about design, branding, digital marketing, and business growth. She is also addicted to art in all its forms and grilled tofu.
Are you struggling to drive employee engagement in your organization? If you answered yes, there could be a variable that you are ignoring – the workplace environment. Ideally, employee engagement is the level of emotional and mental connection an employee feels towards his or her work, the team, and the organization. The workplace environment has an important role in determining the amount of dedication and enthusiasm employees show towards their jobs, who they work with, and the organization in general. Understanding the importance of the workplace environment in driving employee engagement can help you make the necessary adjustments for better results.
So, how does the workplace environment affect employee engagement? To comprehend this better, it is important to start by helping you understand the meaning of the workplace environment.
What is the Workplace Environment?
The workplace environment is a combination of all factors that affect employees’ work in terms of where, how, and when they work. Aspects of the workplace environment include:
The Physical Environment
This entails the size and layout of the workplace, furnishings, and equipment. Do your employees have enough space to get their work done efficiently? Does the office layout promote collaboration and support privacy when required? Are the chairs provided ergonomic? Do workers have the necessary equipment – computers, printers, technology, etc. to complete their tasks?
In addition, the physical environment also encompasses the facilities offered such as breakout areas, gyms, and green spaces. It also takes into account light, temperature, slippery floors, and exposure to noise and harmful chemicals.
Working Conditions
This element is related to the terms under which employees have been hired. This includes the salary rate, working hours, and the contract of employment. It can also go further to include factors that affect employee health such as recreational activities, psychological safety, safe use and maintenance of equipment, and balanced meals among others.
Company Culture
This refers to how an organization and its employees operate. It can be defined by employee relationships, leadership approach, company values and goals, approach to work, internal communication, and more.
Now that you understand what makes a workplace environment, let’s look at the role it plays in driving employee engagement. To make this simple, we are going to look at different factors that affect employee engagement and how the workplace environment contributes to each one of them.
1. Job Satisfaction
Job satisfaction can be defined as the measure of contentment an employee feels with his or her job. It is majorly based on how employees feel about their roles in the organization. However, while happy and satisfied employees don’t necessarily translate to engaged employees, employee happiness and job satisfaction are essential for employee engagement. When employees like the work they do and are happy with the organization, their connection with the company and their jobs are likely to go a notch higher. So, how can HR and business leaders improve the workplace environment to ensure job satisfaction?
Offer competitive salaries that allow employees live a quality life
Recognize and reward exemplary employee contributions to the organization regularly
Assure job security through honest and transparent communication about the long-term viability of the organization and their roles
Assure career growth by establishing an upward trajectory through offering opportunities for greater responsibilities and higher earnings as well as offering opportunities for career training
Promoting respect and trust among employees and senior management
2. Health, Wellness, and Safety
Most people are more conscious about their health and general wellness today than ever before. A workplace environment that promotes employee health and wellness is likely to resonate well with the employees. Moreover, when they know that the employer prioritizes their well-being, they are likely to commit to their tasks for the success of the company. How can the workplace environment promote employee health and wellness? You can do this by focusing on these areas:
I. Physical Well-being
There are several ways that your workplace environment helps improve employees’ physical health and enhance safety while carrying out their tasks. They include:
Prioritize health insurance
Providing ergonomic setup and standing desks to prevent backaches, neck aches, and other joint pains
Ensure ample lighting, especially natural light to prevent eye strain and promote health
Ensure non-slippery floors to prevent falls
Train employees on the safe use of equipment to avoid injuries
Offer facilities such as a gym in the workplace
Give health stipends such as gym memberships and online fitness classes
In the height of mental health issues happening all around us, HR and business owners need to prioritize mental wellness in the workplace. Employees will value your efforts in taking care of their mental health and are likely to compensate accordingly. Here are some workplace environment improvements that you can do:
Encourage employees to take breaks by creating breakout areas
Creating green spaces where employees can relax or use as an alternative workspace
Allow flexible work schedules where employees can choose how, when, and where to work
Ensure intentional employee check-ins from the leadership
Offer counseling, coaching, and self-management programs
Build a culture of psychological safety where employees can share their thoughts without fear of intimidation through positive work policies and company values
Support team-building activities to help build a strong community and encourage healthy employee relationships
Promoting employee health and safety in the workplace can entail making changes in the workplace that can be costly. If you don’t have the budget, you can consider moving to a coworking space. You can find shared office spaces in Manhattan, New York, Santa Monica, Los Angeles, Tampa, Florida, Seattle, Washington, and San Diego, California among other cities in the United States. Shared office spaces are designed with productivity in mind. It is easy to find one with features that align with your employee wellness goals, eliminating the stress of building one from scratch.
3. Meaning and Purpose at Work
People who find a purpose and meaning in their work are likely to be more interested and connected with what they do. This is because living a meaningful and purposeful life leads to a happy and quality life. If you can attach meaning to the work that your employees do, you will be giving them a reason to feel content with their roles and motivating them to keep giving their all for the success of the organization. You can help your employees find meaning and purpose in their work by showing them how their individual roles fit and contribute to the bigger picture in the organization. Which areas of the workplace environment can you improve in this aspect?
Internal communication – Ensure a seamless flow of information across the organization to ensure that each individual understands the company goals and expectations, as well as how their work matters in achieving the goals. Clear communication is also important in informing the employees of all the KPIs they have to meet toward the bigger picture.
Career training and development – Employees need the necessary skills to complete their tasks if they are to find meaning in their work. Career development opportunities, mentoring, and on-the-job training ensure that employees get the latest skills as roles evolve.
Rewards and recognition – Ensure employees understand the reason behind the rewards and recognitions that they receive. For instance, use the opportunity to show how their work improves the lives of others such as the customers.
Conclusion
Driving employee engagement is one of the most daunting tasks for HR, leaders, and business owners. Yet, it is crucial in driving performance and productivity, which impacts the bottom line and company growth. From what we have seen above, focusing more on the workplace environment to improve areas that lead to job satisfaction, improve employee well-being, and add meaning to employee work can yield better results.
A positive work environment provides job satisfaction and employee well-being. Let’s see how a positive workplace environment drives employee engagement.
Frequently Asked Questions
Q1. What creates a positive work environment?
Ans. Some of the factors that help in creating a positive environment at the workplace include:
Restructuring the onboarding process
Help employees choose a comfortable work environment
Regular check-ins
Encourage team collaboration and communication
Build a strong workplace culture
Provide opportunities for learning
Q2. Why is employee well-being important?
Ans. Employee well-being is important because it:
Improves productivity and performance
Boosts employee morale
Helps to attract better talents
Improves customer relationship management
Q3. How does the physical work environment affect employees?
Ans. Air quality, lighting, and temperature in the workplace are some major factors that affect the productivity of employees. Also, facilities offered by companies such as breakout areas, gyms, and green spaces play important role in improving employee experience.
This article is written by Rachel Eleza.
Rachel Eleza is a marketing director and a writer for different websites. She loves reading and traveling. She is an ambitious woman and a hard-worker. When she’s not writing, she’s usually baking up a storm or trying to find new ways to get inspired.
The connection between customer experience and employee experience is directly proportional. The better your employees feel about working for you, the better your customers think about your services. The relationship between the two may not be apparent at first glance. After all, what does your employee’s happiness about their jobs have to do with how satisfied your customers are with your company? It is common to hear about employee satisfaction, rewards, recognition, and even mental health days for employees. However, what has not clicked so much for some companies is that keeping your employees happy contributes significantly to the customer experience. Read on to know how you can improve employee experience and bring to enhance the customer experience!
How does employee experience affect customer experience?
Happy employees perform better
Have you ever gone to work dreading the culture waiting for you? Have you ever felt undervalued or totally invisible to management? How productive were you then?
When a company does its best to invest in making its employees feel seen, valued, and happy, employees tend to perform better. They don’t have to worry about surviving a toxic work culture. All of their energies go into their performance and productivity. Imagine a cheerful employee at your favorite grocer. They greet you with a smile, are helpful but not overly so, and have this lightness of being. Doesn’t interacting with them make you feel lighter, too? It’s like seeing someone doing their job because they love it; cheeriness is infectious. This experience translates regardless of whatever products or services a company provides.
Employees represent your business
They are the face that your customers see, the voices they hear, and the people with whom your customers interact. They identify your company through them. When employees are not satisfied or happy, your customers will invariably observe that. Demotivated employees will most likely not go the extra mile for your customers. You absolutely need to improve the employee experience to boost their productivity.
Your employees are also one of your biggest promoters. In fact, your employees are your secret weapons when it comes to managing customer marketing effectively. They are the ones who interact with your customers the most. Your employees know exactly what satisfies your customers, how your clients feel about your products, and what they think can be improved upon. When your customers see that you treat your employees right, you gain more of their trust. They will see your business as something humane instead of just another money-making machine.
Employee retention is also knowledge retention
When employees are dissatisfied or unhappy, they will abandon your company. They will take with them the knowledge and experience that you benefited from. This might not seem like a big deal at first, but once they leave, comes a gap in customer service. Perhaps the employee who left had several clients under their purview who preferred to work with that employee. Or they were a subject matter expert of a specific workflow; without them, the workflow is scrambling. And now that team will have to take a few steps back to regroup. Therefore, it is essential to retain your employees as much as possible. Tenured employees know the ins and outs of their work. Their knowledge is as good as gold.
How to boost employee experience?
Rewards and recognition
Who does not like a pat on the back for a job well-done? Employees who work hard and are rewarded tend to work even more, because they know that their effort is being recognized and rewarded.
A simple thank-you card or letter or kudos during a team meeting will make your performing employees feel valued. And of course, a performance bonus would be an excellent incentive for someone whose efforts and performance have benefited the company. Remember, a genuine expression of gratitude will go a long way in boosting your employee experience.
Build skills and knowledge
Employees who are well-trained are employees who are empowered. They are the ones who are confident about what they are doing. Therefore, providing them with opportunities to improve their knowledge and skills will empower them to help your customers.
Your employees need to be armed with up-to-date knowledge and skills so that the customer service they provide is at par with business standards. No one wants to connect with an employee of a company who does not know much about your products. Nor would any customer want to talk to an employee with no customer service skills. So invest in improving your employees’ skills, and improve the employee experience; the ROI will surprise you.
Consistent feedback
You need to gauge whether your employees are delighted or if there are things they think still need improvement. Feedback also goes both ways. Your employees need to know their areas for improvement.
Feedback, when done right, can bring about improvement. So you need to provide an avenue for feedback and ensure that feedback is not used negatively or against anyone. Training your employees on how to give and accept feedback can help facilitate this endeavor. Some feedback avenues include one-on-one meetings with managers, town halls, and skip-level meetings.
The happier your employees are, the better they serve your customers. Ensure that you are treating your employees right, giving them proper training and opportunities to upskill, and encouraging feedback. This will go a long way to keep them happy and engaged. And in turn, they will use their skills to help your customers and improve customer experience.
This article is written by Chatty Garrate.
Chatty is a freelance writer from Manila. She finds joy in inspiring and educating others through writing. That’s why aside from her job as a language evaluator for local and international students, she spends her leisure time writing about various topics, such as lifestyle, technology, and business.
Workers who view their job as more than just working for a paycheck often exhibit a high degree of commitment. These workers show dedication and passion for what they do, and this zeal translates to the kind of engagement they receive from their company.
According to research from Harvard Business Review, more than 90% of business executives believe that employee engagement can improve the individual and collective performance of team members – which will contribute to the overall output of the company. Other benefits to companies from employee engagement include increased productivity, customer satisfaction, better professionalism, etc.
If driving employee engagement in a multinational organization is the objective, translation is a great place to start. This article explains five ways to increase employee engagement through translation.
1. Recruiting a local internal communications team
Recruit locally. For instance, for better interaction with the Japanese arm of your company, it makes sense to hire a Japanese speaker to help with internal communications. It will help with your content choice and development. It will also facilitate the dissemination of internal information and seamless interactions with international teams.
Find one person in each market and communicate your objectives with them. It would increase employee engagement in countries where your company has a branch office.
2. Know the cultural differences in particular markets
Communication styles differ based on the country and people. To prevent a disconnect between the office in the UK and offices in other parts of the world, you need to do your research and offer solutions to issues that arise.
Sometimes the teams in different countries can be worlds apart in behavior, which is obvious. Learn to understand the differences and let this guide you in communicating effectively with employees across the different branches in different markets.
3. Localize your content and target content with a global appeal
Localizing your content means you go back to the drawing board and plot new styles of content that are engaging and appropriate for staff in all the different markets globally. It can involve needing professional translation services to develop the content in their native language and change the context to suit different cultures.
Many companies usually create a guide to localize the content according to plan. You may need a team from different markets to help in translating the content and making it suitable for the audience in their part of the world. You can also instruct your team to create content with worldwide appeal, reducing the work for the translators. Moreover, they can assist you in selecting content, determining which aspects need translation, and determining what type of content your staff would enjoy and spend time using.
4. You may get better results by segmenting the content form
Content can be engaging or boring, especially within a global organization. The goal of striking a balance can be pretty steep. You can try segmentation to see if you can target staff based on their location and post appropriate content for the specific target audience to check if you get more engagement.
Factors that affect content engagement are the content’s role, the platforms or media you share it on, and the specific target market. Some brands produce a monthly newsletter and share it via email with each manager across the global offices. They share an abridged version via print for the staff working in the offices locally and overseas.
5. Use a mix of local and international content
When thinking of your office locally and internationally, include different kinds of content that would suit everyone. You can do this to help the team understand and connect with the staff worldwide and improve the global team’s synergy. Focus on getting the insights of the CEO, a local sales manager, and the entry-level staff. Be inclusive in your choice of content. Get contributions from all departments across different teams and the culture of your global team to spice up your newsletter. Spread it over the entire year to avoid overwhelming your team with information but also go for the right balance.
You can also use games to increase employee engagement across the global team. Games such as a quiz, competitions, or other activities can help your team feel like a part of the whole. Choose games with global appeal that are appropriate.
Conclusion
Get the buy-in of your internal communications team on what everyone would like. Using translation services to communicate your plans and make your content accessible to all cultures is a sure way to get everyone from different countries and cultures to participate.
Do you want to know how Engagedly can help you increase employee engagement? Book a live demo with us.
Daisy is an industrial and organizational psychologist who researches to identify solutions to problems that improve the well-being and performance of organizations and their employees. Daisy is also a freelance writer and often writes articles for credible blogs.
You will find it difficult to successfully operate a team without defining proper goals and objectives. It would be taking a stab in the dark. Your bright personnel will be useless if they don’t have a shared goal to strive toward. That is where setting apt OKRs come in to play.
Have you ever wondered how the industry’s behemoths slaughter the market with ever-increasing profits? The key is to use OKRs.
You might be wondering what setting OKRs are and how they operate.
Without further ado, continue reading to find how to create a sustainable OKR approach as well as some practical examples you can use in your management to accomplish more in less time.
What Is an OKR?
OKR stands for Objectives and Key Results. It’s a goal-setting strategy that dates back to the 1970s. OKR was popularized by John Doerr, a prominent venture capitalist. It lays the groundwork for outlining your organization’s goals over a given period of time.
We know that every project or task needs to be completed on time. OKRs are often created and assessed during the lifetime of a project. They may also be used in the future to see how successfully you completed the tasks before.
The fundamental principle to follow while setting an OKR is to set an aim and three to five expected or desired outcomes. These important outcomes are clear and quantifiable actions and contribute to the achievement of goals.
An essential reason behind setting OKRs is ensuring that everyone understands what they want, need to accomplish, or is expected of them.
Now that you have learned about OKRs, you might be wondering how they differ from another similar concept which is KPIs or Key Performance Indicators.
OKRs vs. KPIs
Although both can be considered as performance indicators, they serve a distinct and different purpose. Here are a few differences between OKRs and KPIs:
KPI
OKR
KPIs are critical measures used to assess how well a team is meeting its objectives. These measurements are often quantitative in form and correctly describe the current state of the product.
OKRs, on the other hand, are related to wider corporate goals. KPIs are primarily tied to individual ability.
KPIs are used to control daily operations and assess the performance of a certain process or activity. OKRs, on the other hand, are primarily concerned with measuring goals and priorities in order to measure operational success.
The OKR framework places a greater emphasis on strategic goals, identifying a goal, and brainstorming strategies to achieve it.
Advantages of OKR
Do you know how the giants like Google, Intel, Spotify, Target, Airbnb, and ING have become these huge beacons of success?
They are some of the major businesses that employ OKRs in their daily operations. Of course, you don’t need a large workforce to get the benefits. The continuous usage of OKRs by small and big businesses demonstrates the value of goal management in providing direction and objectivity.
Implementing and setting OKRs will offer you an edge over your competition when it comes to getting the job done and keeping yourself and others accountable. “At the end, you may look, without any kind of arguments: Can I do it or can I not do it?”, remarked the Father of OKRs, Yes? No? Simple. There are no judgments in it.”
The primary question that needs to be answered is how to set up an org-wide process of setting OKRs.
Setting up a procedure for OKR alignment might take varying amounts of time and effort based on the scale and structure of your business. We’ll go through the fundamentals in this part to help you plan for success. You may use the sample OKR cycle shown at the conclusion to figure out how to get started right away, after reviewing the following considerations for setting the OKR process.
1.Timing
Timing is a crucial consideration while setting up the procedure. Our goals should not just be time-constrained. We need the goals modeled in a way that will surely give us some feedback on our work. The best way is to set achievable targets and regularly monitor them. Many businesses follow a quarterly schedule, but it’s important to include time for planning, implementation, and assessment.
2.Keeping It Simple
Concentrate on goals you believe you can accomplish in the specified time. Many employees believe they must contribute to every department’s goal and end up overstretching themselves. Prioritize your goals based on what the company most requires. Remember that the amount of targets you should have depends on how difficult they are and the time and energy you have.
3.Cascading the Objectives
Employees, sometimes, struggle to recognize how their profession contributes to overarching corporate goals and achievement. What can a payroll clerk do to assist their organization in reaching 10,000 users? The answer is cascading the goals from the corporate level to the department level to the individual level.
4.Be Specific
When establishing objectives, consider multiple approaches to achieve the desired outcome. Create a detailed strategy on how to reach your goal. Consider how performance may be measured for each major result. The more precise you are in setting goals, the more clear your expectations will be. With clear objectives, you’ll know precisely everything you need to accomplish your aims.
5.Stop Worrying About Stretch Goals
Managers are sometimes concerned that setting simple goals may be a hindrance for an employee in the way to reach their full potential. Are stretch goals, on the other hand, a good idea? It depends entirely on how authentic they are. Employees will not like being given unachievable assignments if incentives are used to inspire them. Ambitious objectives are excellent, but they shouldn’t be set up to fail.
6.Connection to Performance
Considering the fact that setting OKRs should push us beyond our perceived boundaries, it’s critical to establish a criteria for success and separate them from the performance evaluation process. For example, some companies, like Google, utilize a 70 percent success rate as a metric. We’re just not thinking big enough if we’re constantly reaching 100 percent. However, if it appears that we aren’t functioning to our full potential because we don’t meet the maximum level of our OKR, it can be disappointing and daunting.
If your organization and the employees solely connect setting OKRs with an assessment process at the end of a year or month, they’ll be more motivated to set objectives that are simple to attain. While quantification aids in benchmarking and identifying opportunities for improvement, our entire performance is much more than a collection of numbers.
7.Celebrate the Achievement
When you accomplish a goal, reward and acknowledge yourself and others. Positive behavior helps in the maintenance of optimal practices. Don’t only acknowledge work at the conclusion of a project; acknowledge incremental progress as well. Encourage everyone on your team to post their OKRs openly and form a support system.
Conclusion
Executive leadership should maintain that the organization, as a whole, shares both the triumphs and mistakes as a method of identifying areas for development and celebrating hard work. Personal development should be greatly promoted because it is tied to corporate performance and growth. As there is a high level of faith in individual responsibility, being accountable should not be something to be afraid of but rather an opportunity to shine. Thinking outside of established boundaries should be encouraged, resulting in a work atmosphere where any ambition appears feasible.
Does this seem like a place you would want to work at? If you want to create the perfect workplace, start by establishing an OKR-based culture of continual development and progress, helpful feedback, and transparency.
Do you want to know how Engagedly can help you set up a perfect OKR system in your organization? Book a live demo with us.
COVID-19 and the subsequent restrictions have forced a lot of companies to take their entire workforce almost entirely online – focussing much more on work from home than coming to the office and spending their day in a cubicle. In the absence of a personal touch and most business being conducted through Zoom, it becomes slightly difficult to build a developed business culture for a remote workforce, but not impossible. In this article, we discuss several performance management tools that can help you do so.
Performance Management – Why Do We Need It?
For teams that did not work from home or remotely in the past, the sudden shift to a WFH culture can be quite overwhelming. Different people react differently to such changes: while some employees might actually thrive in this environment and become more productive because of the lack of distractions (you’re not bumping into someone every 15 minutes at the water cooler), others might find themselves burnt out.
Working from home also brings with it a lack of personal connection – for those whose jobs revolve around interacting with people, productivity might take a hit. Additionally, people often feel the need to overcompensate for how long they’re working – they’re so desperate to be seen as someone who’s not slacking off that it often leads to them overworking and suffering from fatigue.
Organizations have taken to adopting a variety of mechanisms to ensure that even in the virtual world, their workforce can still enjoy a high level of engagement. One such idea is the Swedish custom of Fika – daily meetings where people take 15-20 minutes out of their day to sit with the rest of the team and drink coffee while talking about anything outside of work. It could be Netflix shows that they might have seen to their vacation plans – it allows them to destress for a while before getting back to work.
Another idea is the use of virtual pubs across different time zones – this can be a wonderful place for employees to hangout and interact with different team members. Additionally, it can allow for the humanization of management in the eyes of the employees, leading to more close-knit and collaborative teams within the organization.
Working across Time Zones – Find the Rhythm
Most organizations work across a variety of different time zones, and in such cases, finding the right organizational rhythm can be quite challenging – especially when working from home. Different cultures can have their personal lives structured differently – maybe a single parent can’t take meetings during lunch because they have to feed their family, or maybe their sleep cycle has changed.
In such cases, communication becomes the key – and it can ensure that no one is overworking. By letting others in the team know what time slots employees are and aren’t available in, they can ensure that meetings can be set according to their convenience. This responsibility also falls on the shoulders of the managers, who have to ensure that meetings are being held in a way that does not interfere with the personal work rhythms of the employees.
Collaborative Tools and Performance Management
Because of the shift towards remote working, organizations have also seen an increase in their demand for tools that can allow them to manage everything more effectively. For example, most companies use Slack for their internal messaging needs, often relying on platforms like Zoom or WebEx for meeting needs. A particularly interesting step that organizations sometimes take is having a “camera-in” policy in their meetings. Under this, unless an employee has a specific reason for not wanting their camera on, they are encouraged to turn their camera on in meetings, which allows for greater personalization.
Besides this, other tools can also be used. For example, organizations can use tools like Trello, Asana, or some other Monday alternative for their project management., and GSuite products like GDocs and Sheets for sharing documents across the firm.
The Future of WFH – Balancing Tech With Employee Engagement
It is hard to say when organizations will confidently choose to go back to working from office, and how employees would react to that. A school of thought is that the WFH culture would become much more prominent, leading to a healthy balance of technology and human interactions.
What some firms have already done is allow employees to work from home almost the entire week, and have one day where they have to come into the office. However, this day is then reserved for tasks that are best done in person, such as white boarding or brainstorming. Such organizations then see the future of the office as being more of a social environment than a place where people sit and work in isolation.
Employee Recognition in the WFH Culture
Employee recognition is a major part of how organizations ensure that their workforce is motivated and feels valued – and it can significantly impact employee morale. In the WFH era, employee recognition also becomes more challenging, since you cannot really have conferences where you recognize impressive achievements made by employees.
Therefore, a better solution has to be found. One thing that has been done recently is to make it more of a personal event for the employees than a professional one – for example, hiring an Animal Farm to take the office around a farm (virtually) and show them all the different animals, and then using this opportunity to applaud and recognize employees in front of their families and friends instead of simply their peers.
Want to know how Engagedly can help enhance your remote workforce? Book a live demo with us.
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek (Author, Start With Why).
In the era of digital transformation, changing technical landscape, and increasing competition, how do organizations keep their employees productive and aligned with organizational goals? The answer to the question lies in finding the organizational activities that contribute towards employee engagement. One of the ways that organizations use to understand the concerns and expectations of their workforce is through employee engagement surveys.
Introduction
Through the decades, HR managers have used employee engagement surveys as a core strategy to comprehend staff engagement levels, initiate behavior change, and drive higher output. Not only do the surveys help organizations to create an impact on human resource management, but they also provide employees with a medium to share their experiences and views on the practices being followed. Furthermore, with the data revolution and digitization, surveys have become more effective and process-oriented.
There has been a significant improvement in the engagement of US employees over the last decade, with an overall 36% of employees engaged in their work. (Gallup – Employee Engagement Report, 20211)
As the world is still reeling under the stress of the COVID-19 pandemic, various aspects of employee engagement and productivity have changed in the last two years. Some progressive and innovative organizations have been making sincere efforts to keep their dispersed employees engaged and committed to the organization. Engagement surveys come in handy in such scenarios. They help in gauging employee engagement on different parameters and offer insights for leaders to take action.
Before we dive deeper into the intricacies of employee engagement surveys, let’s take a closer look at what employee engagement means to the organization and how engagement surveys provide actionable insights to leaders.
Employee engagement talks about the level of dedication, enthusiasm, and zeal that employees exhibit toward their jobs. Engaged employees are a real asset to the organization as they help in achieving organizational goals through exemplary performance. That’s the reason the majority of Fortune 500 organizations put great emphasis on employee engagement initiatives. Research has shown that some of the activities that help elevate employee engagement are reward and recognition, learning and development, diversity and inclusion, ownership, and employee experience.
By creating a workforce of engaged employees, organizations can become highly competitive and transform themselves into market leaders. Higher engagement is also linked to increased productivity, reduced turnover, effective leadership, higher ROI, and overall happiness of the workforce. Therefore, by working towards the engagement of employees, organizations can reap multiple benefits and can create a workforce of dynamic employees that is performance-driven and result-oriented.
Measuring Employee Engagement
Employee engagement surveys are a strategic technique that helps in measuring the motivation, commitment, and purpose of employees towards their job responsibilities and, thereby, towards the organization. The survey reveals important information regarding employee perceptions towards the organization. Such insights help leaders and managers make a shift in the workplace to enhance the overall employee experience.
Carefully designed surveys can help organizations understand how their employees feel about work, leadership, any barriers to engagement and higher productivity, the causes of low employee morale, and much more. Responsiveness of the organization towards employee feedback can help drive major changes in the organization. It leads to lower absenteeism, higher retention, better customer centricity, customer acquisition, higher revenue generation, and a satisfied workforce.
An organization undertakes an employee engagement survey to understand what factors lead to an engaged workforce and the hindrances to the process. Companies that are heavily invested in their employees are able to retain their best performers and build a brand that attracts job seekers. Let us try to understand the importance of conducting surveys and employee engagement in an organization through some statistics.
The number of engaged employees is significantly lower when compared to the overall workforce. In the US, the number of disengaged employees is just 64%, and globally, the number is down to 80%. (Gallup2)
Companies with higher staff engagement enjoy better productivity and profitability. The estimated productivity increase is over 20% or more. (Gallup3)
91% of the 1000 surveyed employees said that burnout affects the quality of work as well as their personal relationships. (Deloitte4, burnout report)
Gender diversity has a direct relationship with employee engagement. Employees who work under a female manager are more engaged than those working under a male manager. (Gallup5, Analytics and Advice for Leaders)
Country and age have a significant impact on employee engagement. US employees in the age group of 30-39 are less engaged than those in the age groups of 40-49 and 50+. (Sloan Center On Aging & Work6)
Employee engagement has a positive impact on all areas of an organization. Highly engaged organizations realize a 41% reduction in absenteeism, a 10% increase in customer ratings, a 20% increase in sales, and substantially lower employee turnover. (Gallup7)
90% of leaders think that engagement strategy has a great impact on business success, but only 25% have a strategy in place. (Muse8)
In the post-pandemic world, 8 out of every 10 employees would prefer employers that offer economic well-being. These include retirement plans, health, disability, and life insurance, paid family medical leave, and emergency savings programs. All the benefits have a direct relationship to employee engagement in the workplace. (Prudential9)
Employee Engagement Survey Purpose
Recent shifts in the global economy have put organizations at the forefront of employee engagement. To remain competitive in the current capricious circumstances, organizations need a highly engaged and productive workforce that can bring in results. Because of this, employee engagement surveys have gained prominence due to their ease of delivery, quick response time, qualitative and quantitative data, and feedback analysis.
It has been found in multiple studies that employees that actively respond to employee engagement surveys are enthusiastic about their jobs and want to share the feedback for the betterment of the organization. On the contrary, employees that do not respond to surveys are not engaged in their jobs. While there are multiple reasons for employees to not fill out the engagement questionnaire, some of the most prominent ones can be:
Dissatisfaction with their current role and responsibilities.
Lack of trust in the process of engagement surveys, i.e., they believe that feedback doesn’t matter in the current business environment.
Distrust in the management of the organization.
Lack of communication and interpersonal skills.
Employees are afraid to give their honest opinion.
An employee engagement survey serves multiple purposes for the organization in the following ways:
Drives Behavioral Changes In Employees
Psychologists have found that asking questions can prompt people to change their behavior. It is based on the fact that questions help people reflect on themselves. It helps with staying committed to a cause and changing personal traits and characteristics for future goals.
Coined as a “question-behavior effect,” the phenomenon was first published in the Journal of Consumer Psychology10. It states that asking questions about the future behavior of a person can speed up their process of being ready to change.
The same concept is used in employee engagement surveys. Questions prompt employees to understand their current behavior and the changes required to achieve their goals. The crux of the survey lies in initiating the behavior change process among employees.
Interacting with employees and taking their feedback sends a signal that their opinions matter to the organization. Sending out regular surveys and acting on them makes the workforce more engaged and dedicated towards their work. Let us look at the importance of hearing from employees using the below statistics.
86% of surveyed employees felt that people in their organization were not heard fairly or equally.
63% of employees felt that their managers ignored their voices in some way, which had a devastating effect on their performance.
Over 74% of employees felt more effective at work when their concerns were heard by the management.
Engagement is directly related to being heard in the workplace. Around 92% of engaged employees felt they were heard by more than 30% of disengaged employees.
The above statistics highlight the importance of hearing out the employees and taking appropriate action on that. Through employee engagement surveys, organizations can break the shackles and prompt their employees to share realistic feedback.
Predictor Of Employee Behavior
Employee behavior is central to the success of an organization. Much of how employees behave in their day-to-day lives predicts the culture of the company and ultimately drives results. Predicting employee behavior can result in multiple benefits for human resource managers. It helps in understanding the level of commitment of employees towards the organization and how long they are willing to serve them.
It has been observed that asking people in employee engagement surveys how long they are willing to serve the organization is twice as accurate in forecasting future turnover as a predictive analysis. Additionally, surveys also help in predicting the number of upcoming resignations. It has been found that employees who do not respond to annual engagement surveys are highly likely to leave in the next six months.
Employee engagement is critical to the success of an organization. By undertaking various engagement initiatives, organizations can improve their overall performance and create a dynamic workforce. Much research has shown that engagement is an indicator of progress, and companies with higher engagement indices do well, even in unprecedented situations.
Employee Engagement Surveys are a great tool to measure engagement at various levels of the organization. Let us look at some of its benefits.
Industry Benchmarks
Engagement is the result of multiple activities that an organization undertakes. The product of these activities vary across countries and industries. Consequently, organizations that are expanding to different geographies need to understand what engages their employees the most.
Knowing where the organization falls on the engagement spectrum provides a bigger picture of the organization’s policies and practices. With the help of employee engagement surveys, upper management can compare the organization with the industry leaders and focus their efforts on improving engagement.
Frequent surveying provides a glimpse of changing trends in employee engagement and experience. Thus, HR managers can understand which strategies are helping out the organization and which obstacles need to be removed.
Preventing Revenue Loss And Catastrophic Mistakes
An estimate by Gallup states that the US companies lose between $450-$500 billion12 due to actively disengaged employees. This is on top of the revenue loss due to the pandemic and the shift in the external business environment.
The statistics clearly indicate the importance of adopting employee engagement initiatives at all levels of the organization. The higher the level of employee disengagement, the higher the chances of making costly and catastrophic mistakes. Therefore, to prevent losing out on revenue, it is critical to hear employee feedback and take appropriate action to boost employee engagement in both the short and long term.
Employee Mental Health And Overall Wellbeing
Depression and anxiety are the leading causes of loss of productivity and employee engagement. It has a tremendous impact on the world economy; the world stands out on losing over $1 trillion every year due to a loss of employee productivity. (World Health Organization13)
Another survey14 by SHRM found that of 1,099 surveyed employees, around 40% felt exhausted, burned out, and despondent due to the alteration in their lives caused by the pandemic.
There is no doubt that the pandemic has taken a toll on the mental health of employees. Aggravated by the long working hours and stress of family and child healthcare, things have gotten even worse. Employee wellbeing has become a priority for employers, and organizations globally are investing heavily to counter the effects of the pandemic on the mental health of their employees.
But, how do organizations identify that their employees are stressed and in need of support? Employee engagement surveys offer insightful data to understand the employee’s wellbeing and the peculiar areas that are a cause of concern for them. Furthermore, employers can also focus on the departments or business units with highly disengaged employees and focus on their improvement to prevent breakdown.
Employee Turnover Data Analysis
The information collected in engagement surveys can be used to analyze the employee turnover data. By comparing the responses of employees with the turnover data, HR managers can comprehend the areas of employee experience that need improvement in order to contain attrition.
The process involves comparing the responses of employees who left the organization within 3–6 months of conducting the engagement survey. It reveals how employees felt about the organization and their overall experience before leaving. Furthermore, the perceptions of such employees can then be compared with the ones who stayed to gauge the reasons for employee turnover. Managers can then intervene in the areas that need improvement and strategize a plan to increase engagement and enhance the overall experience.
Connecting Engagement Initiatives To Key Business Results
Leaders throughout the world believe engagement to be one of the five most important strategies in creating a revolutionary organization. But the biggest challenge they are trying to solve is tying employee engagement initiatives to key business results. Having an engagement survey is not enough if it cannot produce the desired results. Therefore, to get the most out of the surveys, human resource managers need to develop them in accordance with the key business indicators, such as customer centricity, overall stakeholder value, company reputation, and brand building.
Such an amalgamation of business outcomes with employee engagement surveys helps in strategizing the operations across different departments. Furthermore, it can bring important insights that help in charting out how organizations utilize their employees in unprecedented situations, such as the sudden change in the business environment, regulatory compliance, new competitors, and changing customer expectations.
Creating an employee engagement survey is a tedious task. It requires months of planning to address the areas that the survey should touch upon, and the involvement of employees from every level of the organization. To yield actionable results from surveys, HR managers should consider forming a cross-functional team of experts to look into different aspects of survey creation. The following points highlight the extensive process of creating employee engagement surveys.
Define The Purpose of the Survey
Employee engagement encompasses various factors, and working on all of them in one go is not possible. Though it can be tempting to include multiple focus areas in the survey, it might confuse the employees and digress from the current state of the company. Thereby a result, providing inaccurate results.
At the time of discerning, it is crucial to identify three or four high priority objectives, especially where engagement and productivity are lacking. For example, if customer acquisition and retention, employee turnover, and decreasing sales volume are the areas of concern, then the survey should only focus on these factors.
Involvement Of Leadership
For the survey to produce any results, the involvement of leadership is a must. The dynamics of leader-employee relationships are not one-directional, and that’s why involving leaders in employee engagement exercises can give direction and purpose to the process.
In the initial phase of survey planning, human resources managers must reach out to organizational leaders to get their input on the objectives of the survey. This also ensures they have a vested interest in taking action on the survey results.
Review Previous Surveys
While designing an employee engagement survey, HR managers can refer to the previous surveys to inculcate best practices and improvise on the ones that did not work well. It can offer meaningful insights, such as which survey designs were liked by employees, the response rate, accuracy of results, core focus areas covered, actions taken on the feedback, timeframe adopted for the whole process, and the overall engagement score. Such action points will help in designing the survey to bring in better results from employees.
Consider The Timing Of Survey
The timing of the survey is of great importance in order to get a higher response rate and data accuracy. HR managers should consider the following do’s and don’ts when deciding on the timing of the survey.
Engagement Survey Frequency
The frequency of conducting a survey is of the utmost importance. Some organizations conduct surveys annually and then wait for a year to collect input from their employees. Much has already happened in the gap, and if their surveys are not accompanied by action, then it might result in disgruntled employees.
Therefore, human resource managers must conduct engagement surveys regularly in order to send a message that employees’ inputs are being valued.
Drafting Questions That Provide Actionable Results
Drafting good survey questions is time-consuming. It generally requires collaboration from multilevel, cross-functional teams to understand whether the surveys target the organization’s key objectives or not. The questionnaire must cover all the aspects that are relevant to the purpose of the engagement survey. The quality of questions has a statistically significant effect on the survey findings; hence, one must take the utmost interest and care while designing them.
The questions must be drafted in a manner that elicits an accurate response from the employees. Open-ended employee engagement questions must be included in the survey questionnaire. It helps employees voice their opinions and ideas. Furthermore, managers can analyze the collected responses and can dig into the areas that they would’ve never considered looking into.
Testing the questionnaire is also important to understand the relevance and accuracy of the collected data. Organizations use techniques such as focus groups, cognitive interviews, pretesting, and combinations of these to test the survey. Thereafter, the insights collected from testing are used to refine the questions.
Select The Best Employee Engagement Survey Template
An employee engagement survey template includes questions that measure the motivation and engagement of employees to perform their job duties. Additionally, the responses collected from the survey are useful in understanding the performance, competence, and satisfaction of employees.
A template comes in handy when conducting a survey, as it helps in gathering, organizing, and analyzing the data collected from employees. A good template should be customizable as per the needs of the organization and must highlight the areas that need improvement.
Designing Surveys to Inform Better Decisions & Drive Meaningful Outcomes
Survey design requires some art, but even more science. Some research estimates that employees are surveyed 1.5 times per year. Given this fact it’s important that we implement sound practices in the design of organization surveys that help inform key business decisions.
When it comes to survey design validity is essential, it determines what survey questions to use, and helps ensure that we are using questions that accurately measure the issues of importance. Validity ensures that we are measuring what we say we are measuring.
The Engagedly Team has spent time and effort constructing an engagement survey that is valid, supported by research, and reviewed by industry experts. Now our clients can confidently assess employee engagement within their organization in a few simple steps. This new product offering provides our clients with an easy-to-administer employee engagement survey built around evidence based practices. Additionally, we provide insights to better understand employee engagement within and across the company while highlighting key strengths and areas for opportunity as well.
Now more than ever we can all benefit from thinking more like a scientist by applying more rigor and critical thinking in the work that we do. At Engagedly that is our responsibility, to marry science and practice, wherever and whenever possible.
Once the engagement survey is created, it is time to get it rolling. There are a few things that managers need to consider before they decide to roll out the survey. Following the best practices for employee engagement surveys will help in getting accurate results. Some of the tactics to be followed are discussed below.
Communicate The Employee Engagement Survey Purpose
Effective participation in surveys happens only when employees are clear about the purpose of the survey. To encourage employees to participate in the survey, organizations need to clearly communicate the following to their employees:
What is the purpose of conducting the engagement survey?
What does the organization want to accomplish by taking feedback from employees?
What steps will the organization take upon completion of the survey and the anticipated results?
How will the survey help employees in their day-to-day activities?
The projected timeline of events starts with surveying and analyzing the results.
Emphasizing the importance of the survey to both employees and employers.
Maintain Employee Anonymity
It is important to keep the employee engagement survey anonymous. The reason behind this is that employees feel less anxious about the survey and are ready to provide open feedback without the fear of any retribution. Additionally, employee anonymity increases the likelihood of getting more responses.
By veiling the employee’s identity, surveys can prompt them to share their candid responses regarding the leadership styles, culture, interpersonal relations, support from managers, and other relevant areas that organizations want to mull over. Thus, it helps in gathering more responses with higher accuracy, leading to a better analysis of the data.
Commit To Taking Action
A sense of purpose is essential for an employee to work productively and contribute towards organizational growth. Without this, employers will lose their best talent to their competitors who value their employees more.
Taking action is the most crucial step in conducting a successful employee engagement survey. Employees value their employers more when they see their feedback is taken into consideration. Therefore, sharing key findings of the survey in a timely manner with the employees is important. By involving the workforce in survey findings, employers can make them feel valued and responsible for the solutions.
Please note that acting on survey findings also avoids “survey fatigue.”It refers to a lack of motivation to participate in assessments and can lead to fewer and (or) inaccurate responses. The fundamental reason behind survey fatigue, as found by McKinsey15 after reviewing 20 academic articles, is the perception that employers will not act on the results.
Often, employers do not tend to share the results or communicate with their employees after conducting the survey. This leads to an employee perception that employers do not value their responses.
On the contrary, sharing and acting on survey results leads to better response and participation from employees in future surveys. The below discussed best practices for employee engagement surveys will help in making surveys more effective and impactful.
Designing and conducting surveys takes a long time, and by not following the best practices, there is a good chance that it will not achieve its purpose. Asking questions that are ineffectively designed will lead to low response rates and inaccurate data. Thus, to avoid wasting time, effort, and money, it is pivotal to follow certain guidelines. The following points talk about employee engagement survey best practices that will help in designing and conducting surveys constructively.
Keep The Survey Short And Simple
Keeping the survey short and simple is an effective way to increase the response rate. The ideal number of questions to be kept in an engagement survey is around 75. And, it should not take more than 20 to 30 minutes for an employee to answer all the questions. Furthermore, try to avoid repetitive questions and confusing language. It may lead to vague responses if the employee is unable to understand the questions.
HR managers should also look into the previous surveys as well, to understand the optimal number of questions that got the highest response from employees.
Avoid Grouping Key Focus Areas
Grouping the key focus areas may confuse the employees and will result in uninterpretable responses. Avoid using double-barrelled questions regarding pay and benefits, growth and satisfaction, and learning and motivation. Even when the focus areas are closely related, grouping them will not be beneficial.
For example, an employee may find the pay satisfactory but not the benefits, or vice versa. In such a case, the surveyor will not be able to interpret the response, leaving no chance to create an improvement plan.
While building a questionnaire, managers should clearly segregate the categories and create questions around them. This will avoid any sort of confusion among respondents.
Involve Employees In Survey Design And Analysis
Before rolling out the survey to the whole organization, it is crucial to run it through a set of selected people to test its structure, consistency, and accuracy. It will help in redesigning unclear and ambiguous questions and will further refine the survey.
Involving heads of business units and departments in the design and analysis phases offers numerous benefits. They can highlight the areas that seem to be problematic and need to be addressed through surveys. Furthermore, they can help in laying down a strong foundation for examining the survey findings, leading to better analysis and actionable results.
Using Neutral Statements In Questions
The survey should have a mix of both positive and negative statements. Having plenty of positive statements such as “my manager understands my concerns” or “my team is quite responsive” will make the survey too rosy. Similarly, using too many negative statements will also subdue the intent of asking questions. Therefore, it is better to use neutral statements wherever possible, as they will elicit the best response from respondents.
Questions To Avoid
Management may want to include questions about age, gender, race, and other demographics to look into the trends or concerns of a group. For example, if women of color find the workplace to be responsible for their growth and development, or if employees in their 50s find the workplace more stressful. But such questions may raise one’s eyebrows, as employees might believe that management might use the data to target those specific groups. Thus, it is necessary to avoid or limit such questions in an engagement survey.
Another set of questions to limit is asking nice things about the management and focusing on the things that can be acted upon. Too many questions about management’s efficiency can put off the respondents. Instead, try to understand things from the employees’ perspective.
Question Behavior Rather Than Motive Or Thoughts
Questions about the thoughts, traits, and motives of an individual are disputable and will not provide any actionable data. The line of questioning should involve the observable behavior of the employee to understand their involvement and engagement. Thus, avoiding opinion-based questions in the survey will remove distortion from the results.
Another important aspect to work upon is removing personal bias from the survey. The questions should be drafted in a way that prevents any sort of bias from influencing the results. For example, asking questions about productivity and involvement of female employees can skew the purpose of the survey.
Include Some Verifiable Questions
Including questions with variable responses will help in establishing the validity of the survey. Such questions provide quantifiable data to understand if the responses collected are in line with reality. For example, a survey can include questions about the leadership of a particular department. The responses collected from the questions can be verified with objective measures like employee retention and overall departmental productivity. These measures will help in verifying the exactness of the collected data.
Another example could be asking questions about customer satisfaction from the client service department. The responses can be verified using metrics like call drops, frequency of calls from the same customer, and feedback submitted by the customer. The correlation of these metrics with the customer satisfaction index is a great measure to verify the survey responses.
What To Do With Employee Engagement Survey Results
The employee engagement survey forms the baseline for creating an action plan and implementing it across the organization. The real job starts after collecting the responses of employees in various key focus areas. Response data has to be thoroughly analyzed and subjected to various tests to check for validity and accuracy. To get the most out of the feedback results, management must follow the following steps to create a strategic action plan.
Share Employee Engagement Survey Results
There are multiple benefits to communicating employee engagement survey results. Firstly, it helps in building trust and shows employees that their responses are being taken into consideration. Secondly, it brings transparency to the system, which eliminates confusion, and thirdly, it creates a channel of communication between management and employees.
Sharing results with business heads helps them prepare to take action and hold discussions within the departments to find the root cause of the problems. Some issues will pertain to departments, and they can find the best solution by looking at the granular level of data.
The survey results usually provide insights about engagement, productivity, satisfaction, and other elements. Weaving them into a story will help employees understand the rationale behind the survey. Therefore, using a suitable medium like a presentation or an infographic, to highlight the results while narrating the importance of each focus area will be more effective.
Analyze & Identify Areas Of Concern
Analysis of survey results helps in finding the areas of concern and creating an action plan accordingly. Categorizing the results into different segments will help transform the data into actionable items. While some organizations rely on manual segmentation and analysis, some have transitioned to engagement platforms that come with tech-advanced algorithms to accurately analyze and interpret the data.
Such platforms help in providing a deeper understanding of every key focus area. For example, the survey results might show a positive organizational culture, but digging deeper into the data can reveal information about departments that are lacking support. Such an analysis is imperative for large-scale organizations with multiple business units and departments.
Facilitate Discussion Within Teams
Once the survey results are out, it is time to act on them and find solutions to the problems. By running post-survey meetings, organizations can ask people from different departments to brainstorm and come up with the right solutions. The purpose of these meetings is to involve people and give them an open channel to discuss issues and chart out an improvement plan.
Business heads or team leads must ensure that all employees participate in the process and establish a link between the survey results and employees’ perceptions. During the meetings, the problem statement must be clearly defined with the focus areas, and every employee must be given an opportunity to provide their thoughts on it. Through this process, employers can gather first-hand information directly from the employees who are facing trouble.
Make & Implement Decisions
The data gathered during engagement surveys and post-survey meetings helps in pinning down the problems. Leaders can utilize this information to create organizational-wide goals and cascade them to different business units.
Using Plan-Do-Check-Act cycle16 can help in streamlining the implementation process and providing observable changes and corrective actions to refine the processes. Introduced by Dr. W. Edwards Deming17 in the 1950s, PDCA is an iterative technique that helps improve business processes. It is used in designing and implementing decisions in the following manner:
Plan: It provides the framework for operations and is directly related to the goals and objectives of the survey findings.
Do: Also known as the action stage, the plan is set into motion and the insights are gathered for future evaluation. All the employees related to the focus areas to be worked upon are involved in this process. It may involve training, re-skilling, mentoring, coaching, and other significant activities required to improve staff engagement.
Check: Evaluating the action plan should be done in two steps. Once during the implementation process, as it helps in checking if the goals are correctly aligned, and twice at the end of the implementation to address the success and failure of the activities.
Act: At this stage, the reasons for the failure and success of the program are collected and used as feedback for running the next PDCA cycle.
Employee Engagement Survey Questions form the foundation of measuring engagement in multiple aspects. They should focus on solving organizational problems, get candid responses from employees, and intend to find the strengths and weaknesses of the organization.
Touching the core areas of engagement, such as satisfaction, leadership, culture, work environment, learning and development, organizational mission, and values, is imperative to have an overarching understanding of employee engagement. Let us look at some sample questions on different areas of engagement.
Sample Employee Engagement Survey Questions
Employee Work
I get a sense of accomplishment from my work.
I have access to all the tools and resources required to be productive at work.
The volume of work I have is manageable.
I feel my work is being valued.
Workplace Communication
My views and thoughts are taken into account while making decisions.
I can openly share my thoughts and experiences in my department.
I am well-informed about the organizational values and policies.
I feel the communication models used by the organization are effective and sufficient.
Organizational Culture & Strategy
I feel the organization is open to feedback and criticism.
The organization can adapt to the changing business needs.
The organization is equipped to meet the challenges.
New ideas and innovation form the core strength of any organization.
I feel that my job is secure.
Employee Manager
My manager encourages me to take action and initiative.
My manager provides honest feedback to me.
I need enough support from my manager to succeed in my role.
My manager is involved in my learning and development.
Leadership
I trust the leaders and their vision for the organization.
I see strong evidence of effective leadership in my business/unit head.
I see leaders committed to the organizational goals.
I am clear about the organizational mission and vision.
Learning & Development
I trust the process of learning and development being followed by the organization.
I have ample opportunities to grow and learn in my current job profile.
I get regular feedback from my manager.
The appraisal process is justified and helps me understand my quarterly and annual goals.
Employee Engagement
I am proud on the work that I do
I am immersed in my work
I find the work that I do provides me with purpose and meaning
Time flies when I’m working
I try my hardest to perform well on my job
I am fulfilled by the work that I do
Open Ended Employee Engagement Survey Questions
Open-ended questions provide deeper insights by encouraging employees to express their opinions and experiences. With the help of responses, it can become relatively easier to understand the cause of a problem. That’s why including such questions in engagement surveys is helpful. Check out the sample open-ended questions in the section below.
What improvements would you like to see in the organization?
Rate your overall experience on a scale of 1 to 10. Give reasons for the rating.
What changes would you like to see in the company’s policies?
What changes did you see in the organization since the last survey?
What strategies would you suggest the organization include for better work-life balance?
Final Thoughts
Much of the organization’s efforts in today’s world revolve around creating a dynamic, smart, adaptive, and engaged workforce. Organizations with a high engagement index are leading the way and utilizing various strategies for employee development.
Employee engagement surveys give employees a voice and assist employers in identifying areas for improvement. By considering employee feedback, organizations can dramatically improve their productivity and efficiency.
Employee engagement has different meanings for different people. Some might say it means motivated employees, whereas others may insist that it refers to happy or satisfied employees.
What ideally does employee engagement mean?
Employee engagement focuses on employees’ commitment towards their work, aligned with the objectives and values of the company. Specifically, engaged employees show an interest in their work not only because they are being paid. Rather, they care about the company’s growth, as their development is linked to the company’s development.
This article focuses on whyemployee engagement is important; how it can be achieved, and its benefits.
Relationship between working environment and employee engagement
Employee engagement can be visibly noticed in a positive working environment wherein employees can perform efficiently and with freedom. According to studies, investing in such an environment leads to more engaged employees, which boosts organizational performance and profitability. For the same, it is necessary to identify the employee engagement objectives that support an employee’s overall growth.
A look at the purpose of employee engagement activities
Employee engagement activities are aimed at creating a motivated and engaged workforce. This may be accomplished by putting in place an employee-centric environment and employee engagement initiatives that will help your team.
Factors that would help foster employee engagement
The key to achieving employee engagement is to implement strategies that address the below key engagement areas:
Aligning employees with the core values of the business
Techniques to encourage employees through employee engagement activities
Different techniques for getting employees involved in their day-to-day work are as follows:
A well-thought-out hiring approach
For a company to be successful, it must first recruit and retain motivated employees. Employee evaluation should not be solely on their skills, but personality and outlook should also be given consideration. In other words, employment monotony is not suitable for someone who needs variation in his job. This is where recruiting strategy comes into play, as it ensures that only those candidates whose experience and qualifications match the job description are hired.
Introduce employee-first workplace culture
In an employee-first workplace culture, employees feel their voice is heard and respected, and they feel comfortable sharing concerns. Thus, in an employee-first culture, every employee believes that he is free to be himself at work.
When you force people to mold their personalities to suit a rigidly defined company work model, you are restricting them from contributing their unique talents, perspectives, and new ideas to the table.
We all perform the best when we’re free to be ourselves, so don’t restrict your employees, or you’ll witness a slump in their motivation and engagement levels, along with a higher attrition rate.
This would result in unnecessary or extra expenditure due to constant hiring. Therefore, understand the importance of staff engagement and keep your best people on board, since it will be beneficial to your company.
Recognize your winners through performance culture
A performance-based culture refers to the best possible employee treatment at work so that the employee performs optimally, contributing to the company’s growth. Employees should never be promoted based on favoritism; rather, an empirical evaluation of job performance should take precedence.
Clearly outlining goals and objectives for employees is one important approach to achieve this. By making performance management as open and data-driven as possible, you can ensure that all employees take a lot of interest in their job and are accountable for meeting their targets.
The tie-up of OKRs and KPIs to data points instead of ambiguous criteria allows all employees to see who is doing well and why. This way, they will have a clear idea of the parameters of employee evaluation.
Involve Your Employees
If you understand whyemployee engagement is important, you would focus on providing opportunities to all employees. This way, they would feel like they’re a part of the team, and it would help them to take on more challenging work. Present the most pressing challenges in your organization and observe the steps taken to solve them. Consider involving your employees in planning ahead, assessing prospects, and improving company strategy.
Embrace Flexibility when it comes to working hours
Long hours in the workplace are no longer a sign of a dedicated, engaged worker. True involvement entails doing meaningful, intelligent work. An effective way to increase productivity is often to allow more freedom during the workweek. Which makes sense: 10 hours of 70 percent performance or eight hours of 100 percent performance?
Create a flexible work environment that promotes effective, focused work rather than useless busy work style. Flexible work hours, remote work, holiday entitlements, and sabbaticals are ways to provide flexibility to your employees.
Understand what flexibility means to your employees: it might vary from person to person.
Investment in regular training
Spend on your employees’ professional growth through training to create a team of empowered people who will enthusiastically put their newfound talents to the test.
Ensure that you have the right tools in place to make learning enjoyable and accessible. Consider deploying the latest training technologies to show your employees that you’re eager to invest in their ongoing learning and development.
Developing thorough training programs is important not just for keeping employees interested and involved in their jobs, but they also yield positive outcomes. According to a recent study, businesses that offer in-depth training programs earn a 24 percent higher profit margin and their per-employee income increases by 218 percent.
Although training and development programs require an initial investment, continuing to invest in an employee’s growth yields significant returns.
It is critical that you foster a working atmosphere in which employees feel free to share their views, strategies, and methods of working, without any fear of judgment or retaliation. It’s really bothersome to have an idea disregarded, without due evaluation or respect for its virtues. Hence, always encourage them to discuss their ideas and recommendations. These discussions will keep you informed about what’s going on at work. Thus, the importance of work engagement based on the values of open communication has a direct impact on productivity.
Constant feedback mechanism
In the Harvard Business Review, it was found that 57 percent of respondents preferred positive and productive feedback over praise and recognition (compared to 43 percent).
Put employee feedback on the top of your priority list. Think about how you can respond positively quickly to your employees’ ideas and views. Owing to this, employees’ feedback will not be restricted only to the appraisal period.
Encourage employees to express themselves when it comes to problem-solving. Create a secure environment where employees feel free to share feedback anonymously or non-anonymously. Use tools like pulse surveys and anonymous feedback platforms.
Appreciate personal achievements
Employees will be less engaged if they believe their employer does not recognize or appreciate their accomplishments.
This helps the team to consistently accomplish extraordinary feats and come up with brilliant ideas. Also, recognizing and celebrating employees’ accomplishments instill a collective sense of purpose in the team.
Competitive and timely payment process
Competitive salary and timely payment go a long way toward retaining the best employees and attracting potential talents.
Benefits of employee engagement
We have understood why employeeengagement is important and techniques to build strong employee engagement. Now, let us explore some of the benefits of employee engagement.
Boosts productivity
It goes without saying that engaged employees mean higher efficiency. The reason being, engaged employees like their job and find it meaningful. A motivated employee will work harder, quicker, and with more enthusiasm. Employees who are satisfied are more productive than those who are dissatisfied. Evidently, a Gallup survey found that workplaces with a high level of engagement had a 41% reduction in absenteeism. Hence, an engaged employee will be less absent from work, which is a significant boost to production.
Retention of top performers
According to a Gallup poll conducted in 2017, 51% of employees want to quit their present employment. Lack of acknowledgment, internal office problems, and a lack of pay raise are some of the causes.
Employees come to work with a set of expectations and aspirations. And if you don’t supply them, they’ll start hunting for better alternatives. Retaining your best employees ensures that the company maintains a positive culture, and it also saves money. A study indicates that replacing an employee costs 33% of their annual income, not to mention the difficulty and discomfort of having to train a new recruit.
As a result, engaging employees, who generally tend to be happy with their work, lower the cost of turnover while also increasing retention.
Employees who are enthusiastic about their job are often easy to deal with. However, it’s not because they’re happier or more upbeat but they showcase a high-engagement workplace culture.
Engaged employees, in theory, live your organization’s core values every day at the workplace and are acknowledged and appreciated for it. Celebrating your most enthusiastic and valued employees is one step toward fostering an engagement culture.
Improved employer loyalty
Employers are more likely to stick around if you focus on the values and importance of staff engagement. This results in a high rate of employee retention and a low cost of employee turnover.
Employees who show low levels of engagement and disinterest in their work are likely to hop over to another job as when an opportunity strikes. Even if your employees aren’t seeking a new job, it doesn’t imply they won’t take a better offer. Employees will stick around longer if they care about their employment and the organization they work for.
Profitability
Increasing employee engagement will result in increased income. The findings of Aon’s 2018 global engagement report are intriguing, which indicates that every 5 point increase in engagement translates to a 3% rise in earning. When employees are enthusiastic about their work, they are more likely to go the extra mile to get a job done.
Thus, if you retain employees, it would increase productivity and boost sales. Consequently, it makes complete sense that your profits will rise significantly too.
All-in-all, it is essential to reinvest time and money into increasing employee engagement, as the long-term economic benefits are well worth it.
Happy employees turn brand advocates
When employees feel satisfied with their work, they show interest and enthusiasm in their workplace. They also exhibit a high level of engagement, which can be evident in their increased contribution to work. They relate with their performance and the company they work for. This results in their overall happiness with the job, which can be the best factor for company culture, productivity, etc.
Essentially, highly engaged employees become your brand advocates. That is, employees turn into the most trusted voice of your company. They knowingly or unknowingly promote your company through word-of-mouth marketing and social media posts, with an emphasis on the company’s goodness.
Employee engagement is crucial for organizations globally. It helps in improving employee productivity and benefits the organization in the long run. In this post-pandemic era, where most of the employees are still working from home, employee engagement should be a core part of business strategy.
Learn how Engagedly can help you improve employee engagement by requesting us for a demo.
7 years ago, we met in an office in a nondescript location in Bangalore, India. In an apartment converted into a small office, we discussed Engagedly, a new platform for the digital generation to feel more connected and fulfilled at work. Our aspirations were strong, and the opportunity was present. Disengagement levels were high across all workforce, regardless of the geography.
A Series Funding and Engagedly
Our previous attempt to build an employee social platform, Team Yogi, had failed, but we drew important lessons. So we went back to the drawing board to look at all aspects of employee interaction that drives engagement. It took us a year to build the platform with the tagline “Level up your Workforce“. The startup journey takes a lot longer, and the effort is a lot harder than what you read in the press. An estimated 90% of tech startups fail in staying afloat!
In the last 7 years, we went through several scares, feeling like lost children in the woods, but what kept us going was our belief in our Team Engagedly and our customers, who believed that this startup could help their organizations get better. It took us a year and over 100+ demos to get our first real customer. I used to tell myself, if a dog came to my door, I would at first give it a demo, then try to find its owner!
Fast forward, we grew to over 400 customers in 30+ countries and 100+ team members with no institutional investment, only by keeping our heads down and focusing on our customers.
Believe!
Last week we closed our Series A with Aquiline, a large growth-capital firm based out of NY, who believed in ours and Team Engagedly’s vision to execute; to build a better workplace.
A big thanks to our Team Engagedly who could have worked anywhere, with well funded or big brand companies, and our customers, who could have taken the safe route, but they all believed in our vision.
Success is hardly a straight line! So Team Engagedly, strap on your seat belts. We are just getting warmed up!
SC, JB, PK
Founding Team at Engagedly
Want to know about Engagedly’s performance management software? Request for a live demo!
Even before the COVID-19 pandemic struck the world in 2019, remote work was becoming increasingly popular. More and more companies realized the benefits of decentralization as well as letting people work from home. But, like with anything else, remote work comes with its own problems, mainly disengagement. It’s very difficult to keep employees engaged from a distance, but it’s also extremely vital to do so.
In the absence of proper employee engagement, your employees will become demotivated and work less effectively. Many companies already struggle with maintaining workplace engagement, but it’s especially difficult in remote work situations. But don’t worry, we’ll guide you on how to maintain workplace engagement remotely.
What is employee engagement?
The first thing we need to tackle is understanding ‘What is employee engagement?’. The simple answer is employee engagement refers to your employee’s emotional engagement to your organization and goals. Essentially, employee engagement relates to the degree to which your employee is committed and connected to your organization.
Employee engagement is important for your business because it’s definitive in determining the success of your firm in today’s competitive environment. Highly engaged employees devote much greater time and energy towards their work and create better value for your organization. Ideally, you want all of your employees to be highly engaged individuals so that you derive maximum benefits from them.
Engagement vs Satisfaction
Some people confuse employee engagement for satisfaction; the two are not synonyms. Employee satisfaction is different from employee engagement. It refers to the extent an employee experiences a difference between what they expect and what they experience.
Employee satisfaction is also important, no doubt, but it’s very different from engagement. An engaged employee could be unsatisfied, and conversely, a satisfied employee could be unengaged.
Both employee engagement and satisfaction are subjective feelings. They often coexist, and they’re even connected to an extent. But the key difference is that employee engagement involves a relationship between you and your employee, but employee satisfaction does not.
In other words, employee engagement is dependent on the employee’s relationship with their organization. Employee satisfaction, conversely, does not depend on the employee’s relationship with their company.
Why you need both engagement and satisfaction?
Like we said, an employee does not need to be satisfied to be engaged, nor do they need to be engaged to be satisfied. You should approach each of these two feelings separately while understanding that both are important.
It’s very important to understand the difference between satisfaction and engagement, and especially to understand which feeling happens when. A satisfied employee will not necessarily have to invest a large amount of effort in their work. In fact, an employee could be satisfied while performing only the bare minimum.
As such, it’s not enough for your employees to be satisfied, but you also have to make sure that they’re engaged. When your employees are engaged, they’ll work better.
Qualities of engaged employees
Now that you’ve understood why employee engagement matters, and you are familiar with the difference between engagement and satisfaction, it’s time to talk about the qualities and benefits of engaged employees.
Takes initiative
Engaged employees seize the initiative. Because of their faith in their company and belief that they will be properly rewarded for their efforts, highly engaged employees will strive to achieve above and beyond what’s expected of them.
In contrast, disengaged employees will lose interest in their work. Because of their certain pessimism, disengaged employees will not want to devote any time or effort at all towards work.
Also, engaged employees are the most productive and able to improve and learn. Their certain optimism propels these employees to devote themselves to gaining new knowledge and learning more.
Whereas you’ll find that disengaged employees not only actively avoid learning new material or improving their skills, but over time, their existing skills grow weaker from lack of sharpening.
Effective Communication
Engaged employees are active communicators who enthusiastically share their opinions and contribute to workplace meetings and discussions to advance company interests.
Disengaged employees, on the other hand, will avoid every possible interaction they can with management and relegate themselves to a corner, away from everyone else.
Engaged employees will actively socialize with team members during working hours and build strong professional relationships with others.
Meanwhile, disengaged employees will treat their coworkers poorly, hardly communicate with them, and show complete disinterest in talking to others in the company.
Positive Attitude
A positive attitude is one of the best signs of an engaged worker and one of the greatest benefits of employee engagement. Having a positive attitude allows workers to invest far more energy and enthusiasm into their work, generating greater returns for your company. A positive attitude by a single employee also contributes to an overall improvement in the company morale.
Conversely, a chronic negative attitude is one of the most telltale signs of a disengaged employee. Disengaged employees will develop a pessimistic outlook on work and view it as little more than a ‘necessary evil.’ When employees think in such a cynical manner, they’re far less likely to actively invest themselves in their work. Pessimistic attitudes by a single employee also damage company morale.
Productivity oriented
Because of their positive outlook on life, engaged employees will devote substantial time and energy towards improving their productivity. Engaged employees fully believe that focusing on their productivity is one of the most critical aspects of their profession and that productivity improvements translate to real-world benefits.
Disengaged employees will care little, if at all, about their productivity. Their bleak outlook on work convinces them that they will not benefit no matter how much time and effort they invest in their productivity. As such, disengaged employees will actively lose their productive abilities, and their productivity will decline over time.
What drives employee engagement?
Employee engagement is built upon a foundation of trust, opportunity, and consistent performance. Building employee engagement requires a substantial emotional and resource investment by management.
Manager Employee Relationship
Manager-employee relations is the dominant contributor to employee engagement levels. Your employees need to have a good relationship with management, which entails being given appropriate treatment and sufficient opportunity to address their concerns. Therefore, you need to prioritize developing good relationships between employees and management that are based on mutual respect and understanding.
Intrinsic Motivation
Every individual has a level of internal or ‘intrinsic’ motivation that they derive from their personalities and ambitions. Each of your employees has an intrinsic motivation that affects their engagement levels.
You need to understand that you cannot always change an employee’s engagement level by as much as you want. Some employees will react better to attempts to foster engagement than others because they’re just more internally motivated.
Leadership
Leadership is an invaluable component of encouraging employee engagement, since employees often receive inspiration from their leaders. Good leadership offers employees hope for future improvements in addition to increased confidence in the company’s overall direction.
Charismatic leadership can also do much to inspire and encourage employees, raising their morale and helping them stay engaged with the company.
Performance Management
Performance management is an aspect of management that involves measuring an employee’s performance over time. Effective employee management can raise employee engagement levels markedly since performance management allows employees to understand their position in the company better and develop the perspective they need to improve themselves.
Building and Sustaining Employee engagement For remote
Unsurprisingly, maintaining employee engagement in remote working arrangements has become increasingly difficult for managers across the world. The loss of social interaction and organized workflow caused by remote work makes it especially difficult to maintain engagement.
That being said, it’s not impossible to build a highly engaging remote work environment by following these steps:
Monitor Workload
Employees with excessive workloads are the most susceptible to disengagement. As such, have your managers place a special emphasis on monitoring workload levels to make sure no employees are overburdened. It’s also important to be sure no employees are under-burdened as well, since it can lead to dissatisfaction with the workplace.
Have a Consistent Meeting Schedule
Having routine work meetings can be difficult in a remote working scenario. But it’s especially vital to have routine meetings with remote employees. These meetings are a valuable way for management and employees to communicate with one another and the employer and the organization.
Make Sure Your Employees Connect
In remote work scenarios, people are far less likely to know or bond with one another. You need to correct this by encouraging all your employees to speak with one another and providing your team with time to acquaint themselves. Having positive professional relationships with their coworkers is one of the best ways for employees to develop positive engagement with their companies.
Reward Efficiency
Sometimes, the best way to encourage workplace engagement is to provide practical benefits and incentives. Occasionally rewarding the most engaged employees with bonuses or benefits is one of the most effective ways to boost their productivity and showcase to other employees that the best way to improve their office standing is to become more engaged.
Cultivate a Healthy Remote Work Culture
Workplace culture has a dominating effect on people engagement at work. As such, you need to make sure your remote workplace culture is positively oriented and can provide your employees with the most positive reinforcement.
Your employees need a work culture that positively stimulates them, convinces them of future prospects, and emphasizes the positive aspects of remote work for this company. You want to create a work environment where employees actively want to retain their position with you.
Identify Technology Needs
Using productivity and communication tools is vital for any remote working arrangement. One of the best ways to take advantage of that fact for employee engagement is to purposefully use those applications that your employees support and give positive feedback to.
Consistently speak to your employees about how they feel about their current tech arrangements and whether or not they need any support. Employee engagement will rise when employees see that organization gives importance to their opinions.
Conclusion
In conclusion, maintaining people engagement at work is vital if you want to maintain workplace productivity. Engaged employees produce the best results, but engaging employees in remote working scenarios is not easy. Generally speaking, the best way to improve remote workplace engagement is to increase communication, monitor employee performance, actively take employee feedback, and carefully monitor employee performance. It will prevent employees from taking stress and overburdening themselves.
A report by LinkedIn shows that 64% of learning and development professionals believe reskilling their current workforce to fill skills gaps is more of a priority in a post-pandemic world. Furthermore, employee development has been recognized as one of the most important factors in organizational development by various Fortune 500 companies.
Annually, US organizations spend over $180 billion on the formal training and development of their employees. The focus on employee development has increased since the pandemic. It created a need for a dynamic and skilled workforce to handle critical and unprecedented business challenges.
As organizations are competing for the right talent in the global marketplace, it is becoming important to nurture their current employees as well. It has been observed that organizations that invest in employee professional development programs see a substantial increase in employee productivity, higher engagement, mitigation of critical loss making risks, reduced turnover, and increased revenue. Moreover, it gives employees opportunities to understand their career growth and become attuned to the organizational goals. Engaged and productive employees stay longer in the organization and help in achieving better results.
Many organizations are now emphasizing the importance of performance management software to develop and engage their workforce. Employee development is at the core of performance management. It incorporates a performance management program that helps organizations scale up their workforce effectively and methodically.
Employee development is not a new concept. It gained prominence during and after the Second World War, when countries needed skilled people to carry out work in factories and warehouses. It led to the development of employee training programs that helped unskilled workers gain the skills required to perform their tasks efficiently and effectively. Soon, with the development of technologies and the introduction of power computing, employee training and development initiatives became the norm.
Organizations throughout the world have started developing programs for employee development to cater to changing market demands, increasing global competition, overcoming quality issues, and developing a workforce for the future.
Continuous employee development involves activities undertaken by organizations to improve the overall performance of employees. It can be based on the goals set by organizations, like reducing employee turnover, increasing diversity and inclusion, and increasing employee engagement, and productivity.
Based on the goals, organizations can use different approaches to employee development. Training and development programs, mentoring and coaching, employee counselling, cross-functional training, job rotation, job enrichment and enhancement are some of the employee development activities.
To remain competitive in the ever-changing business environment, it is important to focus on continuous employee development. A skilled and competitive workforce helps in building strategies that are aligned with organizational goals and objectives.
By adopting performance management software, it becomes easier to organize, monitor, and measure the success of human resources. It assists upper management in strategizing employee development activities and automates the manual processes of goal setting and performance review.
Some of the benefits of employee development that can be achieved through performance management software are discussed below.
Attracting New Talent
A report by Gallup highlights that 59% of millennials focus on learning and development opportunities while applying for jobs. In comparison, 44% of Gen X and 41% of baby boomers focus on skills development as a major criterion for job selection. The increasing reliance on learning and development showcases the paradigm shift among job seekers.
Organizations that invest in their employees, develop a brand image that helps them attract the right talent. In the last decade, many organizations have started allocating more funds to the learning and development of employees in order to keep themselves more attractive to job seekers.
A staggering 87% of millennials see career and professional development as an important parameter in their job. Giving opportunities to employees to reskill and upskill themselves keeps them involved in their career progression and also gives them a feeling of being cared for by their employer.
By utilizing the features of 360 degree feedback and continuous performance management, organizations can keep track of their employees’ performance and conduct training programs for improvement. It also helps in recognizing and rewarding the best performers
Improve Employee Engagement
A report published by Gallup states that only 36% of US employees are engaged in their workplace. Globally, this figure is just 20%. Employee engagement is directly related to an employee’s commitment towards the organization. Many executives cite employee engagement as one of the key strategies in building a performance-driven organization.
Focusing on employees’ professional development helps in building an engaged workforce that is more productive and is ready to go the extra mile to achieve their targets. An engaged workforce is less prone to making critical errors and helps in increasing the overall productivity of an organization.
Succession planning is important for maintaining a strong position in the market. It is an integrated and systematic process that involves identifying important positions in the organization and creating a talent pipeline for filling those vacancies internally.
Succession planning requires taking into consideration the current and future organizational needs. It ensures that people with the requisite skills are available to take up the jobs in the future. Succession planning strengthens the overall capabilities of the organization by undertaking the following process:
Identifying key areas and positions
Determine the capabilities and skills required for key areas and positions.
Identifying internal resources interested in the positions and assessing their capabilities
Develop and implement knowledge transfer plans
Evaluate the effectiveness of the plan
Performance management software aids in the overall succession planning process by identifying employee skill sets and providing a strategic path to develop capabilities and measure the plan’s effectiveness.
Reducing Employee Turnover
Employee training and development have a direct impact on employee turnover and absenteeism. It is generally thought that skilled employees have a greater chance of leaving the organization, but research has shown that by investing in employee development, organizations can reduce the turnover rate and can also prevent frequent layoffs.
Aligning Business Strategy With Organizational Goals
Aligning business strategy with organizational goals helps in making informed decisions. It also ensures that everyone in the organization is working towards a common goal. A business strategy has a direct impact on the revenue, sales and marketing initiatives of an organization. To achieve higher results, organizations need to focus on aligning their strategy with organizational goals and objectives.
Performance management software helps with resource alignment by defining employee goals, employee development, and fixing performance criteria that support the organizational vision and mission.
Diversity and Inclusion
One of the most important aspects of employee development is strengthening the DEI (diversity, equity, and inclusion) initiatives. Much research has shown that less represented groups feel the burden of not getting enough support from the management. Thus leading them to quit the organization early. But with the increasing focus on DEI, employers can now create focused programs that help such groups in their learning and development.
Utilizing Performance Management Software for Employee Development
Performance management software, also known as an employee performance management tool, helps managers track the performance of their direct reports and provide them with real time feedback for improvements. Therefore, many organizations have started switching from traditional performance management systems to data-driven performance management systems, powered by the intelligent insights offered by the tools.
The features offered by the software help in solving complex human resource challenges. It uses technologies like advanced analytics, AI, and machine learning, and psychological concepts embedded into the system.
Enagedly is a performance management platform that offers a wide range of features to engage, enable, and develop employees. Its scalable and customizable features like OKRs/goal setting, real time feedback, ongoing check-ins, 360 degree feedback, and talent analytics make it a comprehensive solution for managing a workforce of any size.
Let us look at the salient features of performance management software that help in employee development.
Rewards and Recognition
Researchers have found a direct link between employee recognition and productivity. Employees who are frequently recognized for their efforts are more likely to stay longer in the organization. They are also focused on the achievement of organizational objectives. As many organizations are utilizing the advantages of rewards and recognition, it has become an astounding $46 billion market- Forbes.
Organizations must focus on employee development by rewarding their employees for their efforts and contributions to organizational success.
The first and foremost step towards employee development is setting up SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. It helps managers and employees track their performance and take corrective action whenever their performance drops. The feature also helps the upper management keep track of the employees from various departments, teams, and roles .
Setting SMART goals streamlines business ideas and focuses the efforts of employees on allocating their time to tasks and activities that bring in the highest ROI. It helps in tracking the progress of employees and can provide insights on actions to be taken for employee development.
360 Degree Feedback
Feedback helps in holistic employee development by providing them with improvement plans, tactics, and measures to enhance their performance. 360 degree feedback is a process in which employees receive anonymous and confidential feedback from their colleagues (including supervisors, managers, direct reports, and peers).
It is an effective tool for analyzing employees’ performance and motivating them to improve their skills, capabilities, and overall performance. It further helps in the recognition of employees with learning gaps and puts them on employee development programs.
Learning opportunities are one of the most crucial parameters that define the success of an employee in an organization. Having a performance management system solves the challenges of learning and development. It helps in identifying the current skills of employees and promotes continuous learning on any topic.
The most advantageous feature of an LMS is its ability to track the learning of employees. Managers can check the progress of their employees, their current performance on assessments, and the learning gaps highlighted by the tool.
Conclusion
To thrive and grow in these turbulent times, organizations need to focus on the development of their most potential resource: employees. Therefore, by investing in their learning and development initiatives, organizations can create a skilled and performance-driven workforce that is able to take challenges head on and contribute towards the achievement of organizational goals.
We hope the article answers your question about “How software helps in employee development?”.
Employee engagement leads to a great customer experience and gives superior business results. Every employer knows that. Despite that, many organizations neglect employee engagement activities because they prioritize on numbers and how to improve, increase their company profit and what helps or benefits the company.
But in today’s day and age, how far will that get your organization? The Great Resignation has come by for a reason. One of the biggest reason being, a demand for more value attached for all the efforts that all employees are putting in. That’s why many companies today are ready to offer valuable, tangible perks in return for an efficient workforce.
Therefore, as an employer, keeping your employees engaged is the biggest challenge you can face today. Here are 6 creative employee engagement ideas that you can use to increase engagement among your employees.
1. Encourage Knowledge Sharing
Create an open sharing space, where the members of all the teams in your organization can share knowledge, new ideas, and information about their projects. In the virtual world today, people cannot connect and gather information on the go, like they used to in the pre-pandemic days. So try to jazz up the events. To make this fun, you can change the theme every month and ask them to share ideas according to the theme.
Create an employee-focused magazine with news, featured opportunities, stories and other fun columns. To make it more engaging, feature the employee of the month on the magazine cover. Who doesn’t enjoy being featured on the cover of a magazine as the Employee of theMonth? You can choose to make it either an online issue or a printed edition.
3. Reward Employees
Rewards are a great propeller of engagement. Create a charged up environment by offering tons of exciting benefits and offers, where your employees feel motivated to engage. While some rewards can be tangible such as tickets for a trip or lunch and dinner coupons; or it could be something intangible such as extra time-off for a job well done.
4. Have Themed Office Days
When your workforce is predominantly remote, every time they visit the office, they visit with a sense of excitement and eagerness. Coming to office is not a regular affair anymore, but special. So plan to make them as significant as the employees expect them to be. Having themed office days can bring a lot of fun and increase employee loyalty. When employees actively take part in fun activities, it inspires them to give their best to the company.
5. Focus On What Your Employees Do Best
During the pre-pandemic days, we could get a quick chat in real time. It took little time for the boss to turn to us and say, “Hey, do you think you can do this?” That informal tete a tete used to make sure we get the work we enjoy. That has gone missing now that we are working from home. The biggest mistake a manager can make is assigning tasks that don’t match their employees’ skills. Employees want to be given the opportunity to shine, which means they have to have the ability to do what they do best, as often as possible. Talk to your employees and find out which task they are comfortable with and assign their work accordingly.
6. Provide Mentoring and Coaching
More and more employees are realizing that work-life balance is essential today. More importantly, using that time to either spend with close ones or to upskill oneself. This is where mentors come into the picture. Mentors guide mentees in work and ways of life. It will do your employees a world of good if you can provide mentoring and coaching facilities for your employees.
A study by American Society for Training and Development says that over 71% of Fortune 500 companies (paywall) have formal mentorship programs set in their workplaces. While that sounds rather promising, only 37% of these workers claim to have a mentor according to an Olivet Nazarene University survey.
Have a good and easy mentoring process in place for your employees. And make sure it’s effective enough for all employees. Run a survey to get their opinions. Your employees will gain a lot out of this process and will know that their company cares for them. This will lead to a great boost in engagement levels.
Bonus Tip:Experiment on Employee Engagement
Small things can make a difference sometimes. Try something unusual to engage your employees. For example, ask your employees to come on video with their funniest attire on. If you come up with better ideas, experiment with them. Even if you slip up from time to time, your staff will appreciate the fact that you’re putting in the effort to get to know them on a more personal level.
We don’t think we need to reiterate how important employee engagement activities are in today’s world. It drives an organization forward. Though some of these activities might take some time and effort, your employees will definitely appreciate them!
Have other fun employee engagement ideas up your sleeve? Share them with us!
Do you want to know how Engagedly can help you with Employee Engagement?
Human Resources (HR) drives employee engagement initiatives in an organization. Here’s how they are doing it.
Employee engagement encompasses both the mental and professional dedication employees have towards their work, teams, and workplace. At its core, a successful employee engagement strategy is built on effective communication and trust between employees and employers. This goes beyond mere involvement; it involves a deep emotional commitment, alignment with the company’s ideals and goals, and a genuine desire to contribute to the overall success of the organization.
