fbpx

4 Solutions to Increase Employee Engagement

Employee engagement

Even if you’re employed with a great company, it’s hard to get rid of that feeling of waiting for the clock to run out so you can go home. It’s known across industries that engaged teams increase productivity levels, brainstorming, and invested workers.

People everywhere have had at least one job that they didn’t enjoy, reasons that can include poor leadership or work that is not aligned with their skills, leading them to move on and look elsewhere.

Employee engagement isn’t just about creating a great place to work; it’s a smart business strategy. Organizations that align their people strategy with their business strategy will see outsized business results.

Understanding employee engagement

Employee engagement refers to the relationship between an employee and the organization they work for.

Engagement can be measured qualitatively and quantitatively. Qualitative measurements are insights derived from one-on-one meetings and exit interviews. Quantitative measurements are pulse or employee experience surveys.

Engagement is not the same as employee satisfaction or happiness although they can often be seen together.

Highly engaged employees care about the work they do and put in desired effort. They go the extra mile to fulfill the company’s mission.

Employees with powerful engagement are easy to notice. They offer resourceful solutions to critical situations no one has thought of before or seem thrilled about exceeding monthly goals, instead of being comfortable with the bare minimum. These employees are willing to stay a little longer or work overtime when needed and invest in offering the best quality of work that they do.

While most companies monitor and focus on employee’s performances, most of them are missing a critical metric to track: people data. People are the fundamental component of your company and this is why employee engagement matters.

4 Solutions to Increase Employee Engagement | Newland Associates | Executive Search | Outplacement | Predictive Index Partner | HR Consulting

4 strategies to improve engagement in the workplace

Studies and research shows that the classical engagement rate in the U.S. is 71%. This shows the manpower is more engaged than some reports have shown. Although it is a positive output for the company, it doesn’t mean that improvement is no longer needed.

Here are the four strategies companies can use to improve engagement:

  • Using assessments to find the right talent.

Behavioral and cognitive assessments in the hiring process help figure out if your potential candidate is best suited for the job, after all, having the right person for the right position is the beginning when it comes to job satisfaction. If the person doesn’t fit culturally, behaviorally, or cognitively, it is more likely they will not stay engaged.

  • Using data to analyze and determine the problem.

There is always room for improvement in every company or business. Start by weighing employee engagement. You could start by implementing or modeling some basic principles for engagement or core values, depending on the needs of your employees.

Promoting an environment full of open and transparent communication will help employees have trust in their senior leaders. By having employees feel that their voice is heard, and that they are making substantial contribution, there is a high percentage that engagement and job satisfaction rise.

According to research, the lack of learning and development opportunities is one of the top 10 drivers of turnover intent. This could stop the progress of internal training, leadership development programs, or mentorship opportunities.

Employee engagement is a brilliant business strategy.

Part of a smart and brilliant business strategy is employee engagement. Companies that coordinate people strategy with business strategy will see a tremendous business result.

Come and take your people strategy to the next level, and learn more about talent optimization with us!

Share on facebook
Facebook
Share on twitter
Twitter
Share on linkedin
LinkedIn

0 Comments