Employee engagement-How to foster a healthier business
Employee engagement should be linked to high performance and not just to employee’s happiness. It’s important to make your employees happy and satisfied; however it is much more important to engage your employees in your business- to help in achieving the desired and overwhelming results.
Employee engagement is a misleading term which most of the companies and employers marks as their goal or discuss it in their agenda.
However it is totally different to that, Employee engagement specifically relates to employee satisfaction on the whole which is an outcome of the company’s culture itself, but it shouldn’t be anybody’s goal nor should be there any sub-division to maintain it.
Obviously a lot of perks and incentives can be thrown out to the employees to boost their satisfaction levels but what’s the use of a satisfied but underperforming employee or even the satisfied employees working in an underperforming business.
So what is Employee Engagement?
Employee engagement in a simpler term is to unlock all the
protocols of employees’ potential to drive a company’s performance. According
to Gallup, companies with highly engaged employees have 3.9 times the earnings
per share (EPS) growth rate compared to organizations with low engagement
A business needs to establish a mutual consent between the employees and the employer which results in the foundation of employee engagement. This foundation when thoroughly set up, will results in to a high perforating business for the firm.
Consider a cycle where favorable employees, attitudes, opinions & beliefs which result in a positive corporate/brand image. Also both these factors if taken individually too, will result in improved organizational performance.
How to know that your task-force is engaged or not?
The best way to have this realization is to conduct some employee engagement surveys by the organization to scale their organizational pulse.
However there are some points to remember before you conduct a survey.
1. Never conduct a survey if you are not sure that your team will be acting on the feedback raised out through survey. This will only raise cynicism with your employees and the condition will only worsen up.
2. Partner with the experts in this industry- This will help you in creating a benchmark of the results with other companies in your “competitor list” also the data will be confidential.
3. To ensure a higher level of participation, communicate with your employee with the results of the previous surveys. The findings, beliefs and the success stories.
4. Ensure a cross-sectional committee that will have an equal mix of leaders, respected representatives from employees that can review the results.
5. Do ensure a unit wise and the process wise results too. This will help you in carrying out the average results too.
6. Always keep your survey, questionnaire simple and effective so that employees can relate to it better.
7. Don’t spend a lot on surveys and pre-action plan. Instead take charge and spend on the follow through, implementation of the action plan, branding and communication.
To summarize it all, Employee engagement should be linked to high performance and not just to employee’s happiness. It’s important to make your employees happy and satisfied; however it is much more important to engage your employees in your business- to help in achieving the desired and overwhelming results.
Source: Free Articles from ArticlesFactory.com
ABOUT THE AUTHOR
Nishant Parashar is the founder and director of India's first and only integrated staff engagement and employer branding solutions provider and consultants named as