The success of companies is closely linked to the capacity to attract and retain talented employees. That is, attracting people who not only have the ability to perform the activities assigned to their role but who also strive to achieve objectives and improve results by creating best practices. These are engaged employees who add value because they are motivated to do a better job that results in quality for customers and reduces the company's internal costs. That's why you need to devise an employee engagement strategy.
Getting highly engaged employees is a big challenge for organizations, it is about creating a favourable environment for them to grow within the organization and feel that they have a positive impact on the company's success. The goal is to inspire employees and create a favourable environment to grow within the organization and feel enthusiastic about working, collaborating with other employees and achieving the company's goals.
Improving employee engagement throughout the lifecycle in the organization is essential for increased productivity and higher profits. Below, we will examine the importance and some ways to improve employee engagement.
Employee engagement results from the coincidence and alignment of personal objectives and values with the company culture to which one belongs. An engaged employee who is passionate about his work directs his intention and effort to the achievement of his work objectives, which are immersed in those of the organization. When talking about the company's success, human capital is a fundamental part. The organization grows, remains profitable in the market and achieves new goals. Engaged employees can empower the company. Unengaged employees can bring it down.
The more engaged an employee feels the more their communication and collaboration skills grow, they are in a good mood and are positive in the face of challenges. Engaged employees feel motivated, they don't go to work just for the salary, they feel appreciated and valued for their contributions.
The company needs to innovate in global markets in order to compete, be original and have better business outcomes. The engaged workers solve problems creatively because they are passionate about what they hope to achieve as a result of their efforts. Their leadership can influence other employees to innovate and transmit their enthusiasm to them.
A good management practice is the result of the participation, involvement and engagement of the workforce. Employees who are not aligned with the company's values are not willing to accept their responsibility in uncomfortable situations. Constant and transparent communication at all levels of the company allows to align the personal values of employees with those of the company, creating a strong culture that is transmitted to customers and that allows the organization to succeed.
Every company must have an employee engagement strategy to retain the talent of the workers who demonstrate quality in their work and passion for what they do. Highly engaged employees do not want to leave for another company. A higher employee retention rate demonstrates a healthy work environment, and a company with a healthy work environment attracts customers and people interested in working there.
To drive employee engagement, salary should not be the only determining factor, the company needs to listen to the employee's voice. If employees believe that they can take initiatives and that these will be valued, they will be able to immerse themselves in their work to obtain better results. Therefore, the organization must develop employee engagement strategies, beyond fulfilling its obligation to pay wages and salaries, to incentivize and awaken the enthusiasm of its employees to align their personal values with those of the company and contribute to business results.
Here are 7 engagement tips that you can use as a reference to implement in your company or organization and boost employee engagement and employee retention:
Information should be communicated at all levels and directions to increase employee engagement. Changes, for example, must be communicated, at the right moment, to promote participation, avoid noise and speculation. They require a special accompaniment to drive employee engagement during the transition and start-up processes.
The job description, the tasks to be performed and the objectives to be achieved must also be communicated clearly and transparently, from the very beginning, in order to achieve collaboration and engagement. If people are not clear about these aspects, they will not be able to demonstrate a performance according to the company's expectations and will lose employee motivation as they will feel unappreciated.
Company culture must include open communication to sustain engagement. At PeopleForce we have a tool that facilitates your company's internal communication and helps in measuring employee engagement. Through this employee engagement software people can communicate, get news, leave ideas, and track their days off the next second they log in.
Two-way communication between company leaders and teams can be done with 1-on-1 meetings and supported by software tools that facilitate inquiries, collaboration and constructive feedback. Improve employee performance with 1-on-1 meetings can be an excellent employee engagement strategy. Engage employees in an open dialogue about expectations, tasks and goals, career growth and let the system respond for a handy practical format.
Achieving a work-life balance is currently a fundamental need for workers. Enabling a work environment in which both factors can be reconciled requires strategies that provide flexibility in the execution of tasks. Companies that ensure that their employees maintain a professional and personal life balance in their workplaces ensure happier, more productive workers, which leads to lower rates of absenteeism and higher levels of employee engagement.
Some of the employee engagement initiatives that employers can implement include:
Employee happiness does not mean that employees are actively engaged, but it helps to improve the work climate and increase job satisfaction.
The onboarding process of new employees must generate emotional commitment, it needs to be attractive and it must be able to reinforce the company's culture, influence opinions and motivate attitudes of employee satisfaction for having decided to belong to the company. PeopleForce allows you to customize and control onboarding in a single system. Adapt new hires to maximum efficiency for business outcomes.