Everything you need to know about employee engagement.
What is employee engagement?
Employee engagement is a term that is often discussed in the business world, but what does it actually mean? In simple terms, employee engagement refers to the level of commitment and enthusiasm that an employee has for their job and the organisation they work for. Engaged employees are normally invested in their work and motivated to contribute to the success of the company.
Does employee engagement improve business performance?
The question that often arises is whether employee engagement improves business performance. Research shows that engaged employees are more productive and are more likely to go above and beyond their job requirements. In fact, according to a study by Gallup, highly engaged teams show a 21% increase in profitability compared to disengaged teams.
Employee engagement is also linked to retention.
Employees who are engaged and feel valued are more likely to stay with the company. This saves organisations the cost of recruiting, onboarding, and training new employees. According to a report by the Society for Human Resource Management, highly engaged organisations have an employee turnover rate that is 40% lower than those with low levels of engagement.
Employee engagement is not only essential for retaining employees, but it also drives growth.
Engaged employees are more likely to be innovative and contribute new ideas, which can lead to improvements in products, services, and processes. Moreover, highly engaged employees are more likely to recommend the company to others as a great place to work, which can lead to increased customer loyalty and growth.
How does employee engagement increase employee motivation?
One way to increase motivation levels is by providing employees with a sense of purpose. When employees feel that their work is meaningful and that they are contributing to a larger goal, they are more likely to be engaged. This can be accomplished by setting clear expectations and goals, providing regular feedback, and recognising and rewarding employees for their achievements.
Do engaged employees perform better?
The question of whether engaged employees perform better is often asked, and the answer is yes. Engaged employees are more productive, deliver higher quality work, and are more likely to be innovative. According to a study by Towers Watson, companies with high levels of engagement had a 19% increase in operating income and a 28% increase in earnings per share compared to companies with low levels of engagement.
Employee engagement is essential to a satisfied workforce.
When employees feel valued and engaged, they are more likely to be happy at work, which can lead to increased job satisfaction and overall well-being. Moreover, a satisfied workforce can also lead to a positive company culture and increased collaboration among team members.
How can companies support employee engagement?
Supporting employee engagement requires a commitment from leadership to prioritise employee well-being and satisfaction. This can be accomplished through regular communication and feedback, providing opportunities for learning and growth, and recognising and rewarding employees for their contributions. Additionally, we find that offering flexible work arrangements and benefits that promote work-life balance can also increase engagement, as well as providing opportunities for employees to participate in decision-making and taking action on their suggestions, so this is something to keep in mind.
Employee engagement plays a critical role in improving business performance, retention, and growth. When employees are engaged at work, they are more productive, innovative, and satisfied with their work, which can promote a positive company culture and increase collaboration within the team. The most effective ways for organisations to support employee engagement are to provide a sense of purpose, regular communication, and opportunities for growth and development. Finally, the process of improving employee engagement is an ongoing one, and it requires leadership commitment and continuous effort on the part of the organisation.
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