It’s often said that people don’t quit their jobs, they quit their bosses. Employee engagement is an often-cited term, but it seems that few business organisations fully understand what it is. Or what it isn’t.
What is employee engagement?
Many managers confuse employee engagement with employee performance management, which is the alignment of the organisation’s objectives with employees’ KPIs, performance measures and development to create a skilled, high-performance workforce. While both employee engagement and employee performance management contribute to organisational success, they’re actually very different human resources strategies.
Employee engagement is the proactive and passionate adding of value to an organisation by its workforce that aligns with its operational outcomes and company mission. Just as it can be difficult to explain, so too can it be difficult to quantify. However, it’s evident in the way an employee engages with their work, their attitude to work and their employer, and the way they communicate in the workplace. It’s also evident in their commitment and contribution to the organisation’s goals and values.
Employees rarely become engaged by chance. Employee engagement involves two-way communication and commitment based on integrity, respect and trust. And just as employees can be encouraged to engage and their individual and collaborative contributions drive organisational success, so too can they become disengaged. Naturally, this must be avoided.
To encourage your organisation’s most valuable asset (your workforce) to actively engage with their work and strive to contribute real value that furthers your organisational objectives, a strong employee engagement strategy that addresses the points below must be put in place.
Clear internal communication strategy
Putting in place an internal communication strategy which clearly defines organisational goals and employee responsibilities ensures all members of your workforce know exactly what’s expected of them and how they can contribute to the achievement of those goals.
Effective leadership is one of the most important drivers of employee engagement, which means management must work towards making the organisation a great place to work. There’s more to effective leadership than efficiently delegating work, as management must exhibit compassionate leadership that brings about employee trust in their leaders.
Providing employees with a healthy work/life balance is well-known as a driver of workplace productivity and employee engagement. Organisations don’t need to provide Google-style workplaces for their employees, though providing small perks, like flexible working schedules and remote working opportunities, can significantly boost employee engagement.
There’s often pressure on businesses to do more with fewer resources, and even the best and most committed manager can be strapped for time or ideas on how to effectively manage their people or implement a recognition and reward strategy that drives employee engagement… Contact Akyra for an obligation-free conversation by organising your free consultation below.
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