Employee engagement is one of the important factors for organizational success.
A business’s success depends on the quality of the services that it provides to its customers. However, as an organization, its success is determined by its people, precisely the employees.
And why not when it is the people who continue to develop, bring ideas to life, and handle the company’s day-to-day operations?
Organizations that don’t have a dedicated workforce run out of the competition later, if not sooner.
Despite the evident importance of a people-centric business strategy, many companies fail to implement one. As a result, employee dissatisfaction rises to undesired levels.
To make your employees engaged, everyone on the team needs to show up to work every day feeling like their best self. And this can only be achieved by implementing an employee engagement approach.
An engagement strategy requires employers to place their people at the heart of everything they do.
So, this article explores the pillars that help build a robust employee engagement strategy at your workspace.
Employee Engagement: How do we describe it?
Before we dive into the pillars of employee engagement, let’s discuss the employee engagement itself:
So, what is employee engagement, and how do we describe it: Well, there is not one universally-accepted definition for it.
However, you can understand engagement in the context of your employees as the levels of dedication and commitment that they have towards their work and job role.
Pillars of Employee Engagement
Role allocation plays an important role in keeping your employees engaged.
According to a Gallup survey, 53% of employees are unsure of how their work fits into the overall goals of their organization.
Suitable role allocation is not only essential to your employees’ success but also for the company’s.
Employees must be aware of and able to explain the expectations placed on them by management to become successful.
It is the manager’s job to make things as straightforward as possible.
Employees become frustrated and confused when they don’t understand how their labor adds to the company’s overall success. And it is bound to decrease their productivity and engagement.
In the future, not only should there be an appropriate allocation of tasks, but the previously assigned tasks should also be reevaluated based on the employee’s expectations.
Today, more than ever, the work and role allocation must fit into the employee’s expectations as understanding the individual choices and aligning them with the company goals is crucial.
Communication stands at the heart of any endeavor to promote engagement and develop a positive workplace culture.
Trust, openness, and a positive work environment are all fostered when team members interact.
Nevertheless, effective communication requires you to respond to employee feedback.
It is absolutely essential that there exists a communication channel opened for the employees. A fatal error in this regard is to assume that employees have all the resources they need to perform at their best.
Moreover, not understanding your staff’s needs or constraints can escalate into problems like poor employee morale.
An important consideration is to make interaction and communication easier for those working remotely or partly remotely.
Lastly, it is also important to set some ground rules for your company’s communication protocols so that it doesn’t become a 24-hour operation.
3. The Workplace
On the internet, employees can find different websites that all post anonymous reviews of their work conditions.
Of course, it leads some companies to develop a certain image that can either make it easier or difficult to hire skilled individuals.
Additionally, the engagement can make it easy to spot toxic workplaces.
Additionally, non-engaged employees are less excited about their work. So, often, it is due to such employees that a company unwantedly attains a reputation of being a toxic workplace.
Also, it is not uncommon for such employees to be highly critical of a firm that does not satisfy their expectations.
In such a scenario, you should strive to make your workplace close to ideal, if not ideal.
A company with a positive work culture is more likely to make its employees engaged. Not only that, but it also helps acquire talented individuals.
4. Workplace Friendships
As per Gallup, employees having work buddies are 27% more likely to say that their job is important.
While you can’t force your employees to become friends, you can provide them additional chances to socialize outside of work hours.
However, it is important since individuals that can get along with each other in a team tend to be more productive and happy.
Also, because of the new hybrid nature of the workplaces due to the pandemic, it is unlikely that all employees will be gathered in one location.
Therefore, the correct digital tools must be selected for a distributed workforce to collaborate effectively.
5. Rewards and Perks
Tools for employee engagement must include incentives and rewards. However, a great deal has changed since the pandemic.
Workers, of course, expect different incentives besides their salaries.
Employees’ financial and non-financial benefits can be revised in light of the changing working environment which has emerged since the pandemic.
Appreciating employees, especially when they go above and beyond, is a great motivator to continue doing better in the workplace.
This demonstrates that their hard work is noticed and praised for their hard effort.
Workers who are underappreciated are also more likely to be absent from work and have a greater turnover rate. And turnovers can be expensive.
But rewards can make a difference.
Lastly, using an employee reward system, such as Bravo, can make it easier for you to offer incentives and awards to your employees.
By focusing on your employees’ engagement, you can foster a work culture that encourages innovation, productivity, and personal growth.
Having a motivated, satisfied workforce is essential if you want to succeed as a business, build a strong brand, and establish yourself as a leader in your field.
The best way to get your employees more involved in their work is to schedule a demo with the Bravo product experts.