How Employee Engagement is Fueling Company Growth
Angela loved her workplace and was highly motivated to perform. Her managers were satisfied with her hard work, engagement, and dedication. In the first 3 months of her job, she managed her subordinates well, deadlines were met, single-handedly organized a large conference successfully. But from the last few weeks, she showed sever workplace burnout symptoms. Her stress level is up and suffering from physical and emotional exhaustion. She was asked to take time off work till she gained her earlier performance and wellbeing levels.
Employee engagement means thriving employee, is it?
Businesses today are being explained that the ‘must have’ are persistent branding, amazing website, outstanding SEO, best this and that. These elements are certainly crucial, else these whizz-bangs are utterly inefficacious and a waste of money unless you combine these things with increase employee engagement. See, an unengaged employee cannot create engaged customers. And less customer engagement means less business.
Employee engagement is a major concern for business leaders.
According to Gallup’s State of the Global Workplace report, only 13% of employees worldwide are engaged in their jobs- meaning that they are committed their time, talent and energy for company’s growth. The study reveals that just 65% of U.S. employees are disengaged at work. Additionally, the survey reveals that companies with more engaged employees are far more profitable.
Effective employee engagement is super important because it boosts employee morale and helps them to acquire more knowledge, competence, and skills.
How to maintain high engagement?
How can business leaders facilitate employee engagement? Well, leaders can engagement by defining and communicating a powerful vision for the organization and adopting a nuanced approach to promote engagement. So how do you do it the right way?
• Start with listening what employee need- Do you listen to your employee? Can you handle the truth? When you start listening to your employee and you start asking more thoughtful questions. Listen. Having an open and honest conversation with your employees will enable you to create more positive solutions for their workplace issues.
• Be empathetic: Empathy should be your priority. It means that getting into someone else’s shoes, understanding problem with someone else’s point of view.
• Encourage greater autonomy: Leaders and top management should understand that total control would never lead to the right results. However, employees’ autonomy has negative and positive consequences. Liberty escorts creativity, innovation, and engagement. On the other hand, unchecked autonomy drives unproductivity, lack of clarity of the company’s vision and organisational chaos.
• Keep up the communication: Build system and processes where people can freely express their thoughts and opinions. Establishing internal employee communication platform or application can help employees to have interactive discussions to know their professional requirements and aspirations of different employee groups. Consistent and positive feedback
• Ensure Fairness: Sounds like management nirvana? Ensuring fair allocation of work to each member of the group is the responsibility of every manager. A sense of being exploited leads to workplace burnout. Ensure that you define organizational values and build a culture based on equality.
• Reward and rejoice: Recognise and reward people for their contributions. Every employee wants to feel important and even small encouragement can boost his or her morale and productivity.
• Don’t get defensive: Defensiveness is killer of an open conversation. The moment you get defensive, it conveys a message to your employee that you are not interested in listening to him/her. So, next time when you have a one-to-one meeting, that employee will surely hesitate to speak up honestly.
• Help employees to grow: Encourage employees to get an additional degree, skill, and training. You can offer employees to stipend to invest in books or courses.
• Building collaborative, enjoyable work environment: Employees usually spend 40+ hours every week under one roof. Building connection among them is very important to carry on work.
Engagement matters for employees, management and customers alike. Failing to work toward it could be a VERY big mistake. In the era of heightened corporate transparency, employee engagement and organizational culture, retention have become top issues for business leaders. Many corporate ignore the signs of disengagement like negative talks, gossip mongering, and employee apathy etc. but it is unfair, not only for the company but also the whole industry. Just as Titanic sank due to collision with an iceberg in the ocean, a disengaged workforce functions like the organizational iceberg that can anytime add minimal value or work against the organization. So, don’t leave the organizational iceberg unattended, fix them before these become a big issue for you!
Wanna see some real-life success stories on how social media can boost employee engage, check out this article on how to use social media to boost employee engagement.