Significance of employee engagement
When employees are engaged, they are more likely to invest in the work they do which leads to high performing employees. Glassdoor research shows that on average, a 1star increase in company’s employee rating is associated with a 1.3star increase in customer satisfaction.
According to Gallup data, the overall percentage of engaged workers during 2022 is only 34%, down from 39% in 2021. In its “State Of The Global Workplace report”, Gallup concludes that “85% of employees are not actively engaged or (are) actively disengaged at work.” This means that only 15% of employees are actively engaged. Year over Year (YoY) this percentage remains same & does not seem to improve significantly.
The pandemic situation has further worsened the situation. Only 16% Of Employees Use Technology to Monitor Engagement. 90% Of Leaders Think an Engagement Strategy Has an Impact on Business Success, but Barely 25% Of Them Have a Strategy. This article is focussed on building a strategy to improve employee engagement.
How To Improve Employee Engagement?
To improve upon engagement levels, companies shall focus on all the below aspects simultaneously,
1) Employee Engagement
2) Employer Branding & Brand Strategies
3) Employee Surveys
4) Internal Communication & Strategy (Employee Communications)
5) Best Practices
6) Social Media
7) Digital Marketing
8) Marketing Communications
1) Employee Engagement
Employee engagement is the strength of the mental and emotional
connection employees feel toward their work, their teams, and their
organization. Engaged employees have a positive emotional attachment with their
work and talk positively about it to others.
1.1) Ten (10) Factors Influencing Employee Disengagement
1.1.1) Poor leadership – Leadership means not only the top man like Chairman, MD, CEO, COO. In a team environment each & everyone must exhibit leadership qualities required at their level to impress their team mates for a high level of performance. While working in Brakes India, I have observed even a casual labour was thinking & working upto the level of a GM at tough times when there is nobody available to guide him (mostly in 2nd & 3rd shifts when the team strength will be minimum, unlike general or 1st shifts). How they learnt to perform at such a high level when they encounter a problem at work? They have learnt it just by observing their peers, seeing how they handle such tough situations. Hence when leaders, lead by example, their team will be highly motivated & contribute significantly. There are lots of information available if you google about “types of leadership”, one can follow one of them or in combination or customize a style that suits them & their team. Result obtained will show whether your style is working or not.