Employee Engagement is one of the most critical Human Resources responsibilities. Most leaders spend time talking about employee engagement with other top executives. They recognize the high value of a motivated and determined workforce.
Companies with a high level of employee satisfaction and engagement are more productive than other competitors in the same industry. They are winning the market share, and competitors are losing. The product makes no difference. It is about the commitment of employees to succeed. As a team, they change the market.
They usually bring innovative solutions and realize higher margins on products and services. However, having a highly engaged workforce is one of the most complex HR Challenges. Just for your information, you can visit employee engagement objectives.
The issue is that we usually mix happiness and engagement. It is one of the most common mistakes we do in the business. Employees can be happy and unproductive. On the other hand, engaged employees take care of how they perform the job and how they can make the business more successful and attractive to potential customers. They want to help customers onboard, and they are proud they work for a successful company.
Keeping employees engaged is not an easy task because the leadership team has to act consistently. It is the most critical condition. The leadership team must manifest trust in the vision and mission of the organization. The leader cannot change its decisions, and she has to stick to values and the business strategy.
The executive team can update different strategies, but it has to be a well-defined process, and it has to deliver expected outcomes.
Yes, clarity is vital to employees. Being clear about my future in the firm, I can set my expectations and project my career options within the organization.
A company with a well defined and heart-catching vision has a huge competitive advantage. We, as human beings, listen to our emotions, and we let our brains think after. We form a judgment about the company based on its and our values and behaviors. How they match together and how they fit with the expectations of various communities and stakeholders.
A visionary statement inspires us to unblock our innovative brain cells. It removes our fear of being unsuccessful. It is a simple formula – being inspired means to search for new ways how to do things.
Clear communication and straightforward key performance indicators (KPIs) make the lives of employees more comfortable. They understand what the business expects. They can make a judgment if they are successful or not. They can recognize potential failure early, and they take corrective steps.
A company with highly productive employees usually clearly describes how success looks like. It provokes employees by asking questions that need an answer or a solution. They want to get the team to the Moon and back.
Such companies want to change the lives of customers. Continuous improvement is not just an empty buzzword, but it delivers results. They do innovate because it improves profits and customer experience.
Corporate Culture is another critical component of employee engagement. A toxic culture destroys businesses. A poisonous leader can kill any effort to make the company perform better. A positive and empowering corporate culture unblocks the potential of teams and employees. They want to improve processes and deliver higher value-added to clients. Human Resources has to act as the owner of the corporate culture. It has to be an advisor to the CEO to enrich the organization’s environment and enable further growth in creativity.
A company with highly engaged staff is obsessed with the performance of individuals and teams. It measures how they contribute. It communicates who is a top performer of the previous month. It has a system of reward and recognition that is attractive to employees. They participate in competitions voluntarily because they want to be visible to others as successful team members.
Finally, such a company encourages employees to act as owners of the business. It asks them consistently on how to run processes cheaper. It wants them to think about every single small purchase they do. It intends to improve the operations of the business. On the other hand, it also rewards them for achieved results.