You might start off on the wrong foot if you think employee engagement is just about exchanging feedback or vice versa, and nothing more than a mere thing.
The real meaning of employee engagement lies in defining your workforce with these three major factors. (inclined to reciprocate the cooperation between the employers and employees).
Culture+ Unbiased Approach+ Productive Changes (in the feedback) = Effective Employee Engagement. (period)
If you closely observe these three factors are interlinked with each other to promote effective employment strategy, which is a top priority for the HR leaders today. Although the shelf life of productive feedback from an employee lasts longer than the effect (a positive change) it creates in the workplace, the suggestion or opinion, once raised, either has to be acknowledged rightfully or must be implemented to generate a happier environment among the coworkers.
According to McKinsey & Company, the recent survey report based on communication and collaboration discovered that employees with high engagement levels are able to achieve nearly 20-25% of productivity.
Well, those figures make the whole sense to open up this discussion.
From the above stats, it is clear that employee engagement is directly proportional to productivity, and this piece exposes some cues that determine the employee engagement plan and its aftermath.
What Is Employee Engagement?
Over the years, the formula for employee engagement has become a strong aspect of the debate in various organizations. Most of them (the orgs) are still in pursuit of the best method to procure overwhelming results and values. However, generally speaking, an employee engagement represents the extent of energy and excitement employees have with their company. Radically, it is a measure used as a metaphor to learn how committed the employees are, and their contribution to the business.
How to Measure the Engagement Factor?
Here is the crucial part, though there is no specific rulebook to channel a perfect measure. All you can do is to find one by motivating the outcomes for the betterment. A company that propels dedication and reliance towards their employees is much likely to outperform among their adversaries.
While happiness is related to satisfaction, it is not necessary that all satisfied employees are occupied. Analyze the reasons influencing the satisfaction metric. While early outcomes are much appreciated, try to pick the intent and the values it is going to fetch for the current and future employees. By accentuating the above sentence, which if you miss when configuring the plan, the results can lead to utter failure.
Here comes the best part…
What Do You Want to Know?
Exactly, what do you want to measure from the employee engagement results? Do your homework before you hit the door. Decide what you want to investigate. When you are in a dilemma, it is better to start from the scratch. To unravel the mystery and to foster a good engagement in the workforce, you need to understand the core values that your employees are looking for.
So, what next?
Surveys are the key to unlock every issues…
Run a survey to locate the areas of improvement. Spur your creative ebb to sense the issue. Whether its Management Performance Issues, Career Development Issues, Conflict Issues or any major issues that need to be focused in order to keep moving? Forge a plan to perceive the end result that you have been waiting for.
But How to Approach Your Employees?
Once you have got to know the beat, grapple the opportunity and create a survey on the particular aspects of interest. Now, the ball is in your court. Your aim is to address every single area that noticed ambiguous or conflicting results. Narrow down a bit more and, you will land on that perfect red spot. Think of utilizing the resources by taking appropriate measures and actions. Get to the root and rectify the underlying causes.
These tips will act as the medium for measuring the right information at any given point in time.
Employee Engagement to Retain the Best Talents
One of the most painful yet a complex task for the HR’s is to retain the super talents in the organization for a long time. Bear in mind that only the existing employees can become the role model for the new hires or recruits. You can achieve accurate and honest outputs from them by developing a meticulous program that highlights the ongoing issue. Pay heed to every detail and try to conceive every input with a fresh mind.
Smart Tools to Do the Job
Erstwhile technologies are getting replaced with smart advanced technologies. However, businesses who put forth a people-first culture are much likely to achieve greater pace compared to others who overlook only on the deadline criteria.
Don’t simply slam the survey link or the questionnaire just for the sake of doing it or conducting it. Instead, give a heads-up about the survey and its modules. Make them understand the importance of each survey module and let them take some time before they answer back to your questions. Try to connect the missing links between the teams and assure them that the solutions will be utilized for the betterment of the workforce culture.
Real-Time-Measuring tools are already approaching us. Emotion-Monitoring tools and social recognition tools are achieving great appraisals. With these tools, HR leaders are able to harvest real-time-continuous feedback from the workforce and succeed in taking decisions between the HR’s and business operations.
So, what’s your prepping plan this quarter? Always remember, focus on the pain points to win the pulse of your employees.