Employee Engagement employee engagement benefits employee engagement strategies employee happiness employee nps employee satisfaction Human Resources what is employee engagement why is employee engagement important

What is Employee Engagement? How to Keep Your Team Happy and Motivated | Process Street

what is employee engagement

“What is employee engagement?“

I’d been explaining the ins-and-outs of my job to my family for some time however here I had to cease to give more detail. That’s when it hit me.

To most people, worker engagement is jargon.

They see it as an airy idea that doesn’t have a strong definition – it’s one thing that marketers point at to promote products and nothing more.

The truth couldn’t be further from that.

Employee engagement is an important statistic which may present the overall health of a enterprise at every degree. When you can have an effect on it, it may end up in large benefits corresponding to a 67% decrease employee turnover price and 21% larger productiveness.

It’s time to study what employee engagement is, how to measure it, and what you can do about it.

What is worker engagement?

team meeting(Source by Jim Larrison, used underneath license CC BY 2.zero)

“Engagement” is a time period thrown around a lot that it’s straightforward to write it off as a buzzword. The fact that it’s troublesome to measure and slightly summary to describe definitely doesn’t help.

That doesn’t imply you’ll be able to ignore it.

Employee engagement is a primary measure of how pleased your workforce is and how aligned they are together with your firm objectives and values.

Think of an “engaged” worker as being one who is proud of their work, motivated to get their tasks finished to a high commonplace, helps the company objectives and is in good well being.

Anything can disrupt this, from a work-life imbalance to dangerous management, family issues and extra. That’s why it’s essential to hold monitor of how your staff is performing and take measure to attempt and enhance how they’re doing.

It’s a mutual profit – the better an employee is feeling (mentally and bodily) about their work and life, the higher they are possible to perform in a work surroundings.

From an employee’s perspective

To an employee, engagement could be seen as a measure of how comfortable they are with their work and the whole lot that entails.

This consists of:

  • Whether they’re persistently motivated to do their tasks
  • How joyful they are with their workload
  • How inclusive and encouraging their staff is
  • Whether they’re listened to in discussions and conferences
  • How a lot company they have

We’ve all had days the place we dread getting away from bed within the morning for one cause or another. Nevertheless, in a perfect world, this is able to never be due to the work they’re assigned or the group that they’re working with.

As an alternative of:

“Darn, another weekend’s gone. Time to get back to the grind.”

You have to be in a spot the place you’ll be able to assume:

“I know exactly what to do – I’m stoked to make these suggestions to my team and really knock it out of the park this week.”

I know it sounds tacky, and it gained’t all the time be potential (partially due to elements outdoors of labor) however this is the aim you need to goal to assist your group reach.

From an employer’s perspective

employee engagement(Supply by Christina Morillo, used underneath Pexels license)

Any employer value their salt is aware of that engaged staff outperform those who aren’t. They’re extra enthusiastic, motivated, thorough, and artistic with their options, resulting in larger quality work at a quicker price.

It’s the other to burnout – you’ve a workforce filled with power who can seemingly take any challenge you lay on them.

This doesn’t just profit an employee’s regular duties either. The extra engaged and comfortable they’re in their work, the extra doubtless they’re to serve as an advocate for your enterprise when it comes to clients, family, pals, and prospective staff.

Plus, an engaged staff is much less possible to squabble or have inside conflict, as everybody must be glad with what they’re doing and what everyone else has to do.

Lastly, it pays when it comes to sick days too. When you don’t want your staff doing themselves harm by coming in once they’re genuinely too sick to work, they’re far less possible to call in sick once they aren’t sick.

Whether they achieve this because of feeling burnt out or due to one thing completely outdoors of work, the higher your employee engagement the more they’ll truly want to come into work.

Why is employee engagement essential?

So why is all of this essential? Nicely, to put it bluntly, engaged staff end in:

  • Better workplace safety
  • More healthy and happier staff
  • Lower absenteeism
  • Decrease turnover price
  • Greater productivity

First off, engaged staff are more “keyed in” to their office, which means that they’re more aware and much less possible to daydream whereas on the job. This leads to far fewer office accidents, with corporations within the prime quartile of an worker engagement Gallup research having up to 70% fewer accidents than those in the backside quartile.

As for the workers themselves, they’re extra possible to be happier and healthier than their disengaged counterparts. This protects time and money for the corporate due to fewer sick days being taken and a decrease worker turnover fee.

employee engagement statistics(Source)

Don’t take my word for it – Gallup has shown that engaged staff have up to a 67% decrease turnover fee and 21% larger general productiveness.

Principally, an engaged worker is in a position to carry out virtually any obligation to a better normal, extra efficiently than a disengaged counterpart, and they’re less possible to give up their job and even name in sick.

That each one nicely and good to say however it’s straightforward to overlook about what these benefits would appear to be on a personal degree, so let’s take two examples.

Let’s say that Bob and Laura have the identical job but at two totally different corporations.

Bob is pressured to work a strict schedule which conflicts with the remainder of his life, is overworked and overstressed due to poor management, and due to the pressure typically doesn’t train or eat healthily. Meanwhile, Laura’s company permits her schedule to be versatile and pay attention to her feedback.

This leads to Laura being more engaged, healthy and pleased. She has the time and mental power to eat extra healthily, exercise, and have a satisfying personal life.

In flip, because of this Laura is extra glad together with her work and the pliability it presents, making an allowance for her wants quite than treating her the same as everyone else. In consequence, her thoughts has room to rest up and return to work refreshed to carry out at the most effective of her talents.

Laura would even be much less possible to depart the company as others are unlikely to put her in the identical state of affairs, more than likely giving her a strong schedule which might affect her private life and start to trigger pointless stress.

It’d sound like a highly cynical time period however it really is a win-win. Your group benefits from an employee who performs higher on all elements that matter (productivity, loyalty, and so forth) and your staff are helped to be as completely satisfied and glad as potential with their job.

How to measure worker engagement

Employee engagement may be daunting to measure because it’s such an intangible concept. You need to know what points contribute to “engagement” in order to have the opportunity to measure it.

You’ll be able to’t simply ask your staff; “How engaged do you are feeling right now?“

As an alternative, you need to give you the option to measure worker:

  • Absenteeism
  • Accidents/incidents
  • Turnover fee
  • Productiveness
  • Happiness
  • Progress alternatives
  • Suggestions
  • Manager/workforce relations
  • Recognition

absenteeism(Sources 1 and 2, photographs in the public area)

It’s a daunting record however lots of these things could be measured at the similar time using a mix of three methods:

  • Surveys
  • One-on-one conferences
  • NPS scores

First off let’s look at the gadgets that you could assess without any sort of additional evaluation or knowledge gathering.

Specifically, you possibly can verify the number of accidents which have occurred in a sure time period, the extent of absenteeism, the current worker feedback and your turnover price without bothering your staff in any respect.

Assuming that you simply’re recording this info (which, let’s be trustworthy, you actually ought to be) with either an inner system or an external device, you possibly can then examine your ranges with these of business averages. It’s not good since each company is totally different however it’ll offer you an excellent base degree to decide from.

Listed here are some assets to get you began:

Surveys are then a good way to measure statistics resembling happiness, workforce relations, how staff feel about their recognition and progress alternatives, and to gather some additional suggestions. There are not any special tips here – you simply want to ask your workforce questions that present how they really feel.

In case you need assistance creating your survey, Insights has a unbelievable article on precisely that matter.

One-on-one meetings, meanwhile, are a way more private approach of connecting to particular staff. They’re additionally a good way to be sure that your group knows that you simply’re listening to their voice particularly, which itself might help to interact them more in their work.

For instance, here at Process Street, we now have fortnightly meetings with our workforce manager to allow us to talk about anything that we’ve achieved, what we’re having issues with, and how we’re feeling about our work usually.

It takes two to tango, and if the individual you’re meeting with clams up around you you then gained’t get much. Nevertheless, I can say from experience that a little bit of persistence in your manager’s part can work wonders with getting to the basis of points and really making sure that your workforce is as completely satisfied as potential.

Apart from that, you also needs to have individual meetings with staff once they depart your group. That provides you an opportunity to discover out why they left and whether it was a problem that would have been solved before it reached essential mass.

Lastly, calculating the NPS (Internet Promoter Score) value of your staff is another nice indication of how glad they are general with their work.

(Supply)

Employee engagement strategies

Employee engagement is as onerous to impact as an entire as it is to outline and measure. In the event you attempt and deal with the difficulty with no strong technique you’re only going to make issues worse.

Thankfully, you don’t have to create your personal strategy from scratch.

The next strategies are all methods you’ll be able to reap the benefits of to help enhance the varied elements that make an engaged worker:

  • Ensure that everybody has a great work-life stability
  • Rejoice achievements
  • Help staff by way of issues
  • Give them room to converse and pay attention to them
  • Concentrate on tradition
  • Be transparent
  • Present progress and/or coaching opportunities
  • Don’t treat everybody the same
  • All the time keep in mind – they’re humans, not robots

Most of these are self-explanatory but collectively they make up a strong worker engagement strategy that’s exhausting to beat.

I gained’t concentrate on every facet due to how easy they’re however there are a couple I would like to stress in additional element due to private expertise of both being engaged and feeling burnt out.

First up is work-life stability. This is absolutely crucial for the long-term health of any worker from interns all the best way to your CEO.

Team members may be joyful to take work residence with them however you need to make it possible for this doesn’t happen in order that they have a chance to rest and don’t resent their work for interfering with their private life.

If they aren’t getting every part achieved that they need to within their work hours, you want to speak with them to find out why.

This leads us properly into supporting staff via their problems.

Don’t routinely assume that the group member is being lazy. They could have an excessive amount of assigned for them to realistically full, they could be having points outdoors of labor, they may not be correctly educated for their tasks, and so on.

It’s not your job to punish them for every misstep. It’s your job to find out why they’re struggling and attempt to assist them by way of it.

This will even help to naturally create a wholesome firm tradition, which is very important to have engaged staff. They need to be proud of the individuals they’re working with so that collaboration and communication are free and straightforward. Not to mention the benefits of onboarding a new hire with a healthy culture.

Should you need further assist crafting a welcoming firm culture, attempt introducing some workforce constructing actions to get everybody working collectively in the direction of a standard aim.

How do you deal with employee engagement?

Employee engagement may sound corny and buzzword-y but assessing it is an important a part of any functioning group that desires to have a superb long-term relationship with their staff.

Keep in mind, disgruntled staff perform worse, are more probably to speak badly of your company, and are extra possible to depart for greener pastures.

That being stated, the methods said here aren’t all-encompassing.

Everyone is totally different and so will benefit from totally different methods. The key is to take these as a base and experiment till you discover what works in your organization.

How do you measure and improve your worker engagement? I’d love to hear from you in the comments!