Employee engagement is something businesses need to encourage. But what is it?

The term refers to what degree your employees invested in, motivated by and passionate about their work and their employer. 

You might presume the majority of employees are engaged in some way. But the truth is sobering! According to Gallup’s State of the Global Workplace report, only 23% of employees worldwide are engaged at work.

That means a staggering 77% of people are not invested in their work worldwide. But why is that a problem for business owners?

Well, according to one study, the more engaged an employee is the better it is for your business. The research found that highly engaged employees:

• Don’t let problems become an excuse for inaction or their ability to perform.
• Seek ways to operate at their best and focus their strengths.
• Take accountability for their performance instead of blaming others.
• Plan and proactively try to improve their engagement rather than expecting others to engage for them.

Why is it important?

If you think engaging with employees is not that important, here are a few reasons why you should take it seriously.

• Engaged employees are more productive. According to different analysis by Gallup, employees who are engaged at work increase their productivity by 21%. Gallup’s Jim Harter says in the study that if employees feel they’re making a difference, they are more proactive. This was backed by a recent study at a UK call centre. It shows there is a direct link between employee engagement and profits and a company’s value.
• They help boost profits. As well as being more productive, engaged workers boost profitability by 23% and sales by 18%. As they’re also less likely to be absent, it all helps increase the profitability of your business. 
• They’re less likely to quit. Another drain on business resources is the cost of replacing employees. But engaged employees are 87% less likely to leave their current employer. 

5 ways to improve employee engagement

1. Allow employees to be involved

No matter what position an employee has, they feel more valued when taking part in decision making. A report by Entrepreneur magazine found that employees are most likely to be unhappy if only a small exclusive group makes decisions. Employees who are included feel like they belong and aren’t on the outside looking in.

2. Recognise top performers

Despite what anyone says, we all like to be recognised when we do something well. There’s nothing more demotivating than accomplishing something and no one saying ‘thank you’. People feel used and unappreciated. Recognising an employee results in them going the extra mile. One study found that 75% of full-time employees who are recognised by management at least once a month were satisfied with their position. Whether it’s a small gift, an announcement in social media channels or other incentives, a little bit of recognition goes a long way! And that’s for employers as well as employees.

3. Encourage innovation

Don’t assume that your managers and directors know it all. They probably don’t. Often, it’s employees who are ‘at the coalface’ who see the daily challenges facing your organisation. They’re the ones with the innovative thinking required to boost your business. Encourage all employees to come up with ideas. Whether it is successful or not, recognise and appreciate their input. As we’ve already seen, recognition is great for your team. And it’s better for your current employees to find a solution that changes your business than taking those ideas to a competitor.

4. Improve your onboarding process

You only get one chance to make a first impression! So, if your new employees spend their first week or two feeling like a spare part, they’ll soon feel disengaged. Take time to explain your company’s goals, values, mission and vision. This helps them see where they fit in. If they’re just sitting in their first week wondering what to do next, they’ll soon feel like they don’t fit in. It’s all about focusing on your company’s culture. If you haven’t thought about that and have no onboarding process, speak to us today.

5. Support career advancement

Not everyone wants to stay in the same job forever. The idea of career advancement drives people. So, consider how you can capture that enthusiasm. If an employee wants to ‘move up the ladder’ then they’ll be encouraged if you encourage them. Discouraged employees will simply find that elsewhere if you don’t help. It reduces the chance of ‘flight risk’, which is costly in both terms of a company’s time and finances. Allow employees to attend seminars and workshops that improve their knowledge and advance their careers. They’ll thank you by staying and investing more time and enthusiasm into your business rather than a competitor’s. 

How to improve employee engagement

If you want to know more about improving employee engagement, contact our experienced team.