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Employee Engagement

What is Employee Engagement?

The term employee engagement refers to the company’s ability to enable employees to be more determined and dedicated to their work to produce exceptional results. It is observed that employees who are intensely engaged in their workplace are likely to be more committed to their company’s objectives and vision. They try their best to contribute with their skill set for the betterment of the business.

“The concept of employee engagement is sometimes confused with happiness, but it’s really about an employee’s psychological investment in their company and motivation to produce extraordinary results.”

Ken Oehler said;

Some people think that engagement is connected with how employees feel about their workplace culture and their interaction with different people at work. However, only highly engaged employees prove to be more productive, producing valuable business outcomes. Scrolling below, you can see the relationship between employer practices and employee performance:

employer practice

Levels of Employee Engagement

Engagement of employees enables organizations to measure the effectiveness of their engagement strategies. Depending on the strategy implemented, the company usually has these types of employee engagement levels in their workplace:

Levels of Employee Engagement

Why is Employee Engagement Important?

Did you know that engaged employees outshine others by up to 202%?

Pretty mind-boggling, right? Well, it’s correct.

“Always treat your employees exactly as you want them to treat your best customers.”

–Stephen R. Covey

Implementing engagement strategies leads to the emotional investment of workers in their workplace. Consequently, as desired results, they go above and beyond, thus, producing exceptional results.

You cannot restrict the implementation of employee engagement just by giving a fancy foosball table in the playroom or add on some standard perks like flexible work hours. In order to engage employees, you need to devise a proper strategy that will compel employees to deliver excellent outcomes every day and show loyalty to their job with all their heart.

Interesting Stats about Engagement

Have you ever thought about why engagement is so vital for your company culture and workplace?

Well, here’s why:

high engaged employee

Advantages of Engagement

  •  Increased employee productivity

According to research by Forbes, it is stated that engaged employees are 17% more productive than their peers. They possess the potential to produce explicit work results and are willing to put extra effort into benefiting the business.

  • Increased employee retention

If your organization has a good strategy, then there is no chance for employees to look for new job opportunities. So, an effective strategy should be focused on these three significant factors to enable employees to stay linked with the present and future: Recognition, Rewarding & Job Satisfaction.

Increased employee retention
  • Increased customer satisfaction

A report published by Quantum Workplaces reveals that nearly 72% of administrators indeed agree that companies with highly engaged employees have more happy customers. When employees are satisfied and happy with their job, they ensure every company customer is also satisfied and happy.

  • Lower absenteeism

Employees who consider company goals as their target will show up more to do. Therefore, it is also proven by stats in the industry that highly engaged workplaces see 41% lesser absenteeism.

  • Better employee health

Employees enjoying mental peace at their workplace also enjoy a healthy life. They are less likely to suffer from health issues as they enjoy a peace of mind with their peers as well as with their families. They also tend to exercise regularly. So, employees’ well-being positively influences your business’ bottom line.

Key Drivers of Engagement

Jumping on action items that enhance the engagement metrics without understanding the core drives can prove to be detrimental to your business.

It is necessary to pay attention to a couple of factors that drive engagement of employees and then decide what action items will prove to be fruitful for you.

A few of the top drivers of employee engagement are:

Key Drivers of Engagement

How to Measure Employee Engagement in Your Company?

There are different ways to measure engagement depending on the nature of the business. The most suitable and reliable way to measure metrics is to conduct  surveys that provide information on the relationship between employees and business goals. Here in this article, we’ve listed effective ways to measure engagement metrics that work for all types of businesses out there in the market:

Measure Employee Engagement

1.   Recognize the context

Start with developing a clear understanding about what is the current situation of your company, its strengths and weaknesses, improvement opportunities, and future action plan.

2.   Engage and deploy

You can do primary surveys that will tell you about the business baselines and enable you to explore data revealing current shortcomings and opportunities. Surveying internal structure while helping you determine engagement levels. However, you need to be relatively conscious while preparing these surveys, as they are not the same as the standard set.

3.   Create an action plan and focus on areas that need more attention

Once you’ve gathered all the required information and metrics, the next step is to develop an overall engagement plan that includes everything from recognition to performance management. Have a deep-dive survey with your team, and create action methods based on the proposed suggestions by the employees. There are a few tips for you to create a good action plan:

  1. Through which strategy will the plan be launched?
  2. How will action points be determined?
  3. What measurable outcomes will be utilized to evaluate progress?
  4. What actions will be taken in response to the survey findings?
  5. How will the engagement strategy be maintained in the long run?
action plan

4.   Carry out the action plan

Now you are all set to execute your developed action plan and start enjoying results. It is the most critical stage of measuring your statistics, as it will tell how long an employee will work for your company. Make sure to add the following documentation as you make your action program:

  1. Who is responsible for the particular acts you’ve assigned to?
  2. Timelines and deadlines of the plan
  3. How will progress be measured?
  4. Timeline for addressing progress.

You can avoid your plan failing by simply stating the action phases and who is responsible for the results.

5.   Make use of pulse surveys to keep track of modifications

Communication is the solution to all the problems of developing and implementing your employee engagement action plan. So, try to conduct short surveys with your team regularly to track progress and improvements in real-time.

Three Types of Engagement Measurement Surveys

Engagement Measurement Surveys

1.    Employee engagement survey

An extensive employee engagement survey enables managers to understand engagement at the organizational level. These surveys should contain scientifically proven questions to estimate employee engagement metrics.

2.    Pulse surveys

Pulse surveys are created to enable organizations to gather real-time feedback on any matter. It is imperative during times of evolution—such as acquisitions and mergers, mission or direction changes, and executive or management shifts.

3.    Employee lifecycle surveys

Employee lifecycle surveys enable you to gather feedback from employees during critical moments in their tenure at your organization.

Examples include:

  • New Hire Survey: What do new hires feel about your onboarding process? What was their perception of the 30-, 60-, and 180-day attendance? What’s their outlook on the future? With the right questions, you can understand what helps you engage new hires now and then.
  • Stay Survey: Why are employees still employed at your company? What could propel them to leave? What can be done to control it? Questions like these help avoid unwanted talent loss by keeping tenured employees engaged.
  • Exit Survey: What was the reason behind the employee leaving your organization? How did the turnover affect the remaining employees? What can you do to control others from going? The insight you’ll gain from exit interviews will help you be more oriented with your engagement initiatives. 

How to create a practical action plan?

An ideal action plan is where the mysticism happens. Action plans allow you:

  1. Identify and discuss significant engagement drivers
  2. Dedicate to changes that will have the most influence
  3. Hold everyone responsible for the results of your engagement approaches

Here are five steps in making an effective action plan.

create a practical action plan

Employee Engagement And Recognition Tools

Engaging your talent is vital for employee, team, and business success. Help your managers focus on what is essential, your managers become even better coaches, and your employees do their best work with the ideal tools.

Features of Employee Engagement Tools

Employee Engagement And Recognition Tools
  • Employee Surveys

Your employees can tell you much about what’s happening and what isn’t. Surveys are essential for all employees—they can help you understand how to engage retail employees to c-suite executives. Employee surveys help you understand what is happening in-depth within your organization to understand, take action, and grow.

  • Performance Management

Gone are the times of the annual performance appraisal—ongoing performance discussions are here to stay. You can now use employee recognition and appreciation software to boost instant performance reviews, focus areas, weekly check-ins, and appreciation.

  • Employee Goals Alignment

Goals help ensure every team member understands their contributions to organizational progress. Empower your employees to set, track, and create focus with focus management software.

  • Employee Recognition

Your employees want recognition for their efforts and contributions. In fact, recognition is always a top driver in any workplace. With robust employee recognition software, you can appreciate great work and share milestones across your organization.

  • Employee Feedback

A culture of regular feedback can accelerate managers, teams, and organizational growth. Use two-way employee feedback software to improve trust, boost performance, and help your managers streamline goals.

  • Analytics and Statistics

No matter what you’re trying to achieve with your plans, you must access valuable insights that help you make suitable decisions at the correct time.

Invest in employee analytics and reporting platforms that help you understand weak points, obstacles, and improvement opportunities. Dig deeper into the core values of your employee engagement trends and performance data with modern employee performance management software.

How to Choose the Most Suitable Employee Engagement Platform for Your Organization?

We’ve been hearing “the future of the workplace is digital” for years—and that moment is here. 61% of CEOs believe that their business will be more digital in the future, and 50% of HR specialists expect to invest more money in technological solutions this year. You need the right employee engagement platform to thrive.

HR managers need to be careful and attentive about the software they choose to put in place. Here are a few tips for selecting suitable software for your organization.

Most Suitable Employee Engagement Platform

Step 1: Start with the Business problems.

Ensure you understand the business problems you want to solve before considering investing in an employee engagement platform. Your solution should align with your critical strategic HR goals—and those objectives should support the purposes of your business.

Step 2: Involve the right stakeholders at the right time

Implementing a strategy is a significant change that either makes up the whole workplace culture or breaks it down. Make transition more manageable by getting participation and involvement from the right stakeholders early in your process. Who will invest in the issue you’re trying to solve? Who will be responsible for the success or failure of your employee engagement program? Who are your supporters and resistors?

Step 3: Understand Time to ROI

Employee engagement software is a significant investment of time, finances, and power. Your managers will want to see a vital business matter, so you’ll need to prepare for that during your process. Be precise about what you’re trying to gain and tie everything back to effective business outcomes.

How to Build Employee Engagement with BRAVO?

Executing result-driving employee engagement software is critical to engage employees and improve company culture. Many reputed organizations face challenges managing and keeping the team engaged.

Keep in mind these scenarios; we created software that would be fun and engaging for employees to appreciate their peers doing something great. BRAVO is designed to help cohesive teams to reach their objectives and goals.

We first built it for ourselves after looking for something that would meet our workplace culture needs. Then colleagues, members, and clients who saw the system asked if they could use it. They had the same challenge: How to improve employee engagement and satisfaction.

We worked on the tool to digitize a platform for companies that believe great success can only be achieved with truly engaged employees.

BRAVO is a reward and recognition software that enriches your organization’s culture. It virtually brings recognition to your favorite third-party platforms like LinkedIn for public announcement.

You can now improve employee engagement with our all-in-one intelligent recognition program – BRAVO. To develop an engaged workplace, you need a multi-pronged approach continuously fueled with improvements. Here are unique ways you create an ideal workplace and foster your employee engagement metrics with BRAVO:

  • Prioritize company culture.
  • Inspire workers through thoughtful mission, vision, and values.
  • Empower your managers with goal-alignment resources.
  • Create a robust feedback culture.
  • Publicly share employee feedback.
  • Visualize a clear picture of success at company, team, and employee levels.

Closing thoughts

Developing and maintaining an engaging workplace is a continuous and proactive practice.

For instance, an organization just introduced a new software to its team, that will increase employee satisfaction and improve internal relationships of employees. In this case, the workforce will be more productive and supportive, which both are components of highly engaged employees.

This employee engagement guide explains that employee engagement goes above employee happiness. An enthusiastic and effective strategy may capture the distinction that will move the needle where it matters most. A flexible platform will provide the accurate insights and feedback required to identify strengths and shortcomings. This knowledge can then be used to encourage the actions needed to facilitate employee engagement in a timely and noteworthy manner.

We hope you acquired much relevant knowledge from this guide. Would you like a hand in creating a star one through the benefits of employee engagement software?

Then book a FREE DEMO today!

FAQs

High employee engagement is achieved through experiencing employees and their inspirations through surveys and using the insights provided by these surveys to adapt to their needs and offer them the optional workplace.

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Employee engagement provides the conditions for the employees to exceed their potential, improve and strengthen the linkage between the company and the employee, and encourage the teams to contribute more towards the business goals.

Employee engagement refers to a business’s ability to enable their employees to become more committed to their work and workplace and exceed their potential. Employee engagement is vital because who wouldn’t want their employees to exceed themselves while being loyal to the brand?

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