The topic of employee engagement is not a new one, we all know it’s important, but how do you know if your employees are engaged?
The festive period is over and it’s back to work as we move swiftly into the month of January. The festivities and fun with family and friends are over for another year, our bank balances are a lot lighter, the weather is dreary and most of us are feeling the effects of over-indulgence at Christmas! It’s not surprising that January is labelled a depressing month, and it’s easy to feel a bit blue when it’s time to return to reality.
On the flip side, January is a time for fresh starts, renewed goals and an opportunity to grab the bull by the horns and get stuck in! So how do you help your employees embrace this mind-set and make sure that the January blues don’t seep into February and beyond?
The answer is a fully engaged workforce. Engaged employees spring out of bed on a Monday in anticipation of the week ahead, and look forward to getting into work. Once there, they thrive in the workplace environment with their colleagues and gain great satisfaction from the contribution they make to their team and organisation. On the other hand, disengaged employees drag themselves out of bed at the prospect of the working week ahead and focus what energy they have on getting through it. They more than likely feel frustrated by a lack of purpose, autonomy or recognition, which affects their drive to succeed and their passion for the workplace. The difference between the two is about how engaged they are with their employer. Winning organisations are full of engaged employees. Engagement therefore can make the difference between a successful organisation and one that struggles to meet its objectives and revenue targets.
Unsurprisingly, winning organisations recognise the importance that their people make to the ultimate success of the organisation and invest in creating a business made up of engaged people, not just through their initial recruitment, but through everything they do. Those that get it right recognise that what is really important to people at work are the relationships they have with others, the role that they do and the rewards that they receive. Businesses then drive engagement by supporting and trusting their staff, encouraging and listening to ideas, setting clear goals for their employees, providing enjoyable work with the freedom to make decisions, praising their staff and providing opportunities for development.
The topic of employee engagement is not a new one, we all know it’s important, but how do you know if your employees are engaged? How to measure it and do something about it is where things get interesting. Engagement itself is complex to measure as it’s made up of a number of components all of which contribute overall to how engaged a person feels. An engaged person will have high levels of energy at work, a commitment to deliver in their role, will thrive on the challenge their work brings, and take pride in what they do. They will most likely feel positive, fulfilled, inspired and motivated which in turn drives overall productivity and therefore the success of the business as a whole.
In return, businesses have been found to experience 18% higher productivity, 12% higher customer advocacy, 2.5 times greater revenue growth, twice the annual net profit of those with low scores and 40% lower turnover rates
Engage for Success
The benefits of measuring engagement in the workplace therefore speak for themselves. Only then can a business identify where its vulnerabilities lie, address them and improve the performance of the business as a whole.