The nuts and bolts of employee engagement and why it's the building block for organizational success.
A happy and motivated employee works towards the betterment of the organization. Such a member would give his/her best performance, which will serve the organization to gain profits and facilitate growth. But to achieve this, the organization needs to work towards keeping their staff happy and contented in their job. They need to devise a unique and exciting employee engagement program to create a long-lasting employer-employee relationship.
Employee Engagement is a strategically designed program for the members of an organization, to create and maintain a productive, safe and friendly working environment for them on a day-to-day basis. Such approach brings out the best of productivity and capability in the workers. It also involves tending to their social, work and physical well-being , addressing their grievances, and rewarding their achievements.
Employee engagement is like a tightrope on which the employer along with the employees walk on a daily basis. If the organization is one end of this rope initiating the employee engagement programs, then the staff members are at the other end ,participating and engaging in these programs. Without a proper force from both the ends, the rope will lose its strength and fall limp. Employee engagement in an organisation needs to ideally cover the entire hierarchy - from the top level to bottom.
Employee engagement cannot just constitute of having free monthly lunches and a full day outing half yearly. It is can neither be limited to employees undergoing a behavioral training. These are all just the frills of an engaged culture. Employee engagement brings plenty more on the table for the staff members.
When an employee is motivated to work every day without feeling a drag, when the staff understands the role they play in the company’s growth, when the team not only bonds amongst themselves but also develops a great camaraderie with the clients - these are the results of a thriving employee engagement program, despite the fact that employee engagement affects different employees at varying degrees.
The only reason why an organization does not invest in Employee Engagement Programs is that they haven’t researched and learned the benefits of doing so. Employee Engagement Programs will not only assist in the growth and prosperity of the corporation but will also help them in building long-term relationships with the employees and the clients equally. Happy and satisfied employees will automatically strive to keep the clients happy which will aid the organization in gaining business momentum.
Engagement’s biggest benefit for a company is a performance-oriented culture where employees strive to not only achieve success but also learn on the job and attain a feeling of satisfaction. Satisfied employees drive the growth and increase the client satisfaction.
Also, talent management is easier in an organisation with engaged employees. Organizations that realize the importance of engagement are more culture driven and mark profits. Employee engagement also brings about a strong bonding between employees and the organization directly as well as indirectly. As per a report by Experience Matters, the organizations with above average customer experience statistics had the most engaged workplaces.
Following are the benefits of an employee engagement program.
An ideal Employee Engagement curriculum is aimed to address three core dimensions of employee well being: work, social and physical.
Work – This constitute of the employees’ current project, deliverables and success factors.
Social – This wraps-in the social environment of employees within the organization to help them network with like-minded co-workers and share their thoughts.
Physical – This aims at providing the best ergonomics and workplace safety for the staff. Further to this, grievance redressal is an important facet of the Employee Engagement Program.
Employee engagement helps rewire the brain. A tired brain is a dwindling store of energy and stale ideas.The brain can be rewired with freshness with recreational programs like an occasional one-day team outing or a guitar learning class in the premise. A recreational activity, especially at the start of the week, will engage the interested employees to make monday blues a thing of the past
A recreational activity like a full day team-building plan will help the employees to release the work pressure. Such activities bring out cohesion among the coworkers and swell creativity.
Organizations that deploy a pool table or a foosball table in the cafeterias witness great camaraderie among the employees. Such activities improve leadership and communications vital for the growth of both employee and employer. Fun activities also facilitate in breaking the invisible wall between managers and subordinates.
In a competitive era, when companies want talents to be retained at an increasing cost, winning the loyalty of a workforce is key.
Numbers and reviews have shown that employee engagement has a direct effect to preserve the talent pool. Flexjobs reported in 2018 that while 78% millennial remain loyal if flexibility is provided, 70% actually switched due to its absence while only half of Gen X quitted for the same reason. Benefits’ easy access makes a big factor here. If the benefits are available but not easily accessible to the employees, the engagement and loyalty drop. 81% of employees feel a sense of loyalty if the perks are accessible easily while 79% take pride to work for such organizations.
In a study,52% employees feel their loyalty would be recognized by the employers and would be repaid.
People these days do not shy away from talking about their organization on social media or with their friends. Their opinions cannot be controlled or monitored. However, organizations can definitely try to reduce the gap between what the employees say versus what they want them to say and this can be achieved by keeping the employees happy in the first place.
According to a Gallup study, 71% of the times people apply for jobs are via referrals from current employees of a company.When the employees are happy and satisfied, they will become the brand ambassadors of the companies and will encourage people to become a part of the same organization by sharing news about the various open positions. This will attract good talent for the organization and the positivity will pass on from current to new employees spreading a good reputation for the organization.
Engaged employees will work with more enthusiasm and zeal. Such members will put their 100% efforts in cracking deals and bringing on-board more clienteles. Every interaction that they have with clients or prospects will be in favor of the organization. This will further lead to better customer experience and eventually, improve customer loyalty.
According to a Hay Group Study report, engaged employees help the organization grow in revenue twice as much as those with lower engagement levels.
Engaged Employees thus, are proven to provide better consumer service, better brand experience to the clients andare more consumer focused.
Organizations with more engaged employees have a better CSAT score. Studies have shown that employee engagement and customer engagement is directly proportional. Customer satisfaction is crucial to the growth of any business. An angry social media post by a customer can cause irreversible damage to any organization. On the other hand, satisfied customers become the brand ambassadors of any organization, which helps in increasing its brand value.
A happy workforce works with an extra dollop of enthusiasm. An open environment free of formal salutations helps people analyze their value addition to the company and such a culture would never get stale or unprogressive.
A diverse staff, open door policies, flexible arrangements, and inclusive culture—all these together make the culture at work highly motivating. The workers would not let go the diversity initiatives unappreciated and discussed outside the workplace. The last decade has seen specially arranged walk-in drives for female candidates returning after a break and focused job profiles for differently abled workforce too. Such inclusive workspace always garners praises.
Jobvite survey in 2018 stated that 32% of new hires stated their company culture as a driving factor to quit the job within 90 days of their joining. While 46% of job seekers claimed company culture to be important, approximately 50% of the married employees would stick to the job owing to be amid a good work culture.
The competition to acquire talent has increased over the year, thus escalating turnover and hence retention is hitting unexpectedly low. It is more crucial in the time of learned and highly competitive workforce to keep the employees glued to the organization.
A survey states that 47% of HR executives cite that employee retention and attrition is the top most challenge. Recruitment is another challenging aspect of their job. IBM quoted that positive employee experience resulted in an engaged workforce and has an output with lower turnover intentions.
The engagement process ultimately helps in thriving on productivity, for both employees and the firms. An engaged employee is deliberate to offer his best efforts out of satisfaction and cares more for the organization offering improved service and a productive mind, which generate ideas and innovations. All these lead to organizational benefits in one way or more.
To leverage productivity, flexibility and digitization are two main factors, studies have shown. The environment being digitized and techno-savvy is helping 73% employees to be more productive while outmoded versions of the platforms got 45% of the employees complaining about marred productivity. Most of the workforce prefers an automated environment and expects highly smart office space in the coming years to elevate their efficiency.
An engaged employee would hardly find a self-initiated reason to miss office. When the work environment is favorable, they feel motivated and happy and when the employee experience is satisfactory, attendance is not a serious matter for the companies to mull at. One of the top agenda of an employee engagement process is to reduce the office blues, mid-week boredom and completely work-loaded weekends and holidays. Absenteeism simply equates with dissatisfaction. Another driving factor for an unavailable employee is stress. But an engaged and motivated employee makes them available even post work hours for a much-needed call, and sometimes at weekends.
For example, a manufacturing company ranked among the top 100 stated that their highly engaged teams have an average of 4.8% absenteeism as compared to the low engaged teams.
The purpose of an employee engagement program is to shoot up the numbers of engaged employees and then to gauge the effectiveness of the program, change in the satisfaction level, decrease in attrition and increase in growth.
But if the program has a flaw, or it misses the purpose, the complete package crumbles down to dirt with a waste of financial and effort investment. A partnership with a firm expert in employee engagement packages and measuring the aftermath is a clear-cut solution—not straining at all. These results would be convincing enough:
Employee Engagement has become the necessity for organizations and in such a case, looking out for unique and attractive programs for engagement is the need of the hour. Various research studies are being carried out to bring out the most effective employee engagement strategies. A new add on to this field is the rewards and recognition program which not only creates excitement but motivates the employees in the right direction too.
Below are some ways by which Xoxoday can help organizations in arranging seamless and efficient Employee Engagement programs-