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What is Employee Engagement?
What is Employee Engagement?
Employee engagement is the emotional and mental connection employees feel toward their workplace, their roles, and their teams.
Employee satisfaction, happiness, or well-being are often confused and interchanged with employee engagement.
However, there are noticeable differences among these concepts that are also important for an organization to understand.
Struggling to improve employee engagement in your organization? Check out how to improve employee engagement in this article.
Employee Satisfaction
Employee Satisfaction
Employee satisfaction is only measured at the surface level. Satisfied employees can be disengaged. Most often, satisfied employees lack the motivation to go above and beyond.
When an employee is engaged, they are more productive and tend to go further than what is expected of them.
Employee Happiness
Employee Happiness
Employee happiness is not the same as employee engagement. But, many leaders are still wondering how to keep their employees happy. Happiness does not determine how invested an employee is in the organization or how hard they work. Rather, happiness is a rapidly changing measurement. For example, an employee feels temporary happiness from a promotion and then suddenly goes back to disengagement.
Employee engagement is a long-term and deep connection with the organization’s values, missions, goals, and vision.
Employee Well-Being
Employee Well-Being
Employee well-being is how an employee copes with stress, mental health, or if they are fulfilling their potential. To ensure that employees have positive well-being, an organization must provide enough resources. Doing so can help increase employee engagement.
An engaged employee focuses on building a connection with the organization.
Importance and Benefits of Employee Engagement
Importance and Benefits of Employee Engagement
When employees are engaged, productivity and effort go up. Employees feel the need to go above and beyond what is expected of them. That’s why it is important for leaders and managers to channel that energy in the right direction as employee engagement impacts business outcomes.
Increased Productivity
Increased Productivity
Engaged employees are 17% more productive than disengaged employees. As a result, they tend to work more diligently and give their full effort in their jobs.
Higher Employer Retention
Higher Employer Retention
If an employee works in an engaging environment, there will be no reason to find work elsewhere. Employees who experience the following are more likely to stay in your organization:
Being recognized and appreciated for their contributions
Opportunities for career advancement and professional growth
Understanding why changes happen in an organization
Well-Being of Employees
Well-Being of Employees
Engaged employees are more likely to have a healthy mind and body. They are less likely to suffer from chronic disease and won’t turn to stress-eating. Having healthy employees positively impacts the workplace.
Increased Customer Satisfaction
Increased Customer Satisfaction
If you have engaged employees that care about their jobs and customers, chances are you will have happy and satisfied customers.
Lower Absenteeism
Lower Absenteeism
When employees are invested in committing their time and efforts, they are more likely to show up for work. Highly engaged workplaces have 41% lower absenteeism compared to workplaces that are moderately or barely engaged. This makes sense because disengaged employees are often unhappy with their jobs, thus, they are not as motivated to go to work as engaged employees.
Decreased Workplace Injury
Decreased Workplace Injury
Engaged employees are more familiar with their working environment and can focus on their work. Research shows that highly engaged workplaces have 70% fewer safety incidents.
Top Drivers of Employee Engagement
Top Drivers of Employee Engagement
When trying to boost employee engagement, you should focus on the top drivers of employee engagement. Your goal is to determine which driver works for your organization and then implement an employee engagement strategy or activities that support the drivers.
✔ A role that utilizes an employee’s strength.
✔ Trusting the leaders to help the organization be successful in the years to come.
✔ A role that an employee finds challenging and motivating.
✔ Believing that the organization will be successful in the future.
✔ When they feel that their opinions matter
✔ The management believes that their employees are the most important resource
✔ When contributions are being recognized
✔ Employees have access to information they need to perform their roles and duties
✔ When there is room for career advancement and personal growth.
✔ When leaders demonstrate integrity
Measuring Employee Engagement Using Surveys
Measuring Employee Engagement Using Surveys
1. Employee Lifecycle Surveys
1. Employee Lifecycle Surveys
An employee lifecycle survey is where you collect feedback during key moments of your employee's tenure in your organization. Here are examples of employee lifecycle surveys:
New Hire Survey
Stay Survey
Exit Survey
3. Pulse Surveys
3. Pulse Surveys
A pulse survey is designed with the intent to help organizations or employers gather honest and real-time feedback about any topic including job-related roles, work environment, communication, and relationship within the workplace. These surveys are usually used to follow up on department, team, and organizational issues to continue making improvements.
Pulse surveys are short and quick surveys that are usually sent on a regular base (monthly, quarterly, etc.).
2. Employee Engagement Surveys
2. Employee Engagement Surveys
An employee engagement survey helps the leaders or managers understand the engagement within the organization. The questions in this survey should include scientifically proven ways to measure employee engagement in an organization. It also measures the degree to which employees feel that they are important and valued in the workplace. These surveys are important because it helps the management determine whether an employee is happy or not.
No matter which one you will use to measure employee engagement, you should always keep your goal in mind.
No matter which one you will use to measure employee engagement, you should always keep your goal in mind.
- Who will be assigned to follow up on the survey results?
- Who will take action according to the results?
- What does the action look like?
Employee Engagement Best Practices
Employee Engagement Best Practices
Highlight Strengths
Highlight Strengths
In any workplace, there is always room for improvement. However, don’t focus too much on your organization’s weaknesses, instead, highlight your strengths too. Celebrate successes and engagement wins with your employees. When employees notice improvement and actions being taken, they will be more engaged and productive.
Connect Engagement Efforts to Business Outcomes
Connect Engagement Efforts to Business Outcomes
Your employees need to know that your engagement strategy is a success, which means they should see results. The best way to prove this is by connecting your engagement efforts to business outcomes such as sales, financial performance, customer satisfaction, turnover rates, and many more. When employees and leaders notice the positive impact of engagement, they would be more invested in the process.
Prioritize Engagement Strategy
Prioritize Engagement Strategy
To have a successful engagement strategy, you must be consistent. This is not a one-off project that you implement and forget all of a sudden. When employee engagement is barely brought up, employees will not feel your support and managers won’t take it seriously. Listen to your employees and learns how to prioritize engagement. By doing so, it doesn’t take a long time for you to see an improvement in employee engagement.
Best Tools for Employee Engagement
Best Tools for Employee Engagement
Your employees are your best assets. When they are highly engaged, your business will be successful. That’s why they need tools and systems that will help promote engagement and motivate them to their fullest potential. The best and easiest way to do this is by building an employee experience platform (EXP) or intranet. An intranet is a powerful and dynamic platform that helps employees find relevant information, build culture, and connect with colleagues. It makes your employees' work easier and helps you understand the level of engagement in your organization.
Steegle develops functional Google Sites-based intranets to help boost employee engagement and productivity.
Here are some useful features to put on your intranet to improve employee engagement:
- Employee Recognition
Employee recognition is the constant driver of employee engagement. Your employees always want to be recognized or praised for their contributions and achievements. Each time their efforts are recognized, they will feel motivated to give their best all the time. There are many ways to recognize your employees such as celebrating their milestones, personal growth, and success.
Many organizations put importance on employee recognition programs to boost employee productivity, engagement, and retention. Furthermore, it helps establish a strong and healthy relationship between the employees and the employer.
Steegle Heroes is an employee recognition and kudos software developed by Steegle for Google Workspace. With Steegle Heroes, you will be able to:
Give credit where credit is due
Shout-out to team members
Link users directly to their profiles
Award badges or display photos to highlight their achievements
An employee recognition platform helps with employee engagement by making it easier for employees to receive and review the feedback they need. Recognizing employees removes doubt and uncertainty, helping employees engage deeply in pursuing specific goals and trajectories.
2. Highlight Values, Mission, and Goals
2. Highlight Values, Mission, and Goals
Clear and defined values help produce successful and cohesive employees. Modern-day employees prefer to work in an organization that supports their own identity and vision. When an organization has strong values that align with its employees' individual ambitions, they tend to be more engaged and productive. They are also willing to commit to supporting and achieving the organization's goals.
By sharing your organization's values with employees, they are working to achieve their personal values and are more enthusiastic and invested in your company.
3. Easy Access to Company Resources
3. Easy Access to Company Resources
Access to company resources and the exchange of information are important factors in business management. If an employee has access to important information, they can work efficiently. Sharing documents and information on your intranet help speed up operations and keep employees engaged.
Steegle Share allows you to conveniently share your Google Drive content on your intranet or website. Steegle offers different pricing options for Steegle Share. Check features and pricing here.
Here are the basic features of Steegle Share:
Embed entire Google Drive content or Google Drive folder anywhere
Advanced search capabilities
Navigate through folders without opening a new browser tab
Sort by name, file type, or last modified date
Admin panel for customization
Choose which columns to display
3. Choose a Cloud-Based Intranet Plarform
3. Choose a Cloud-Based Intranet Plarform
If your goal is to improve employee engagement, you need to ensure that all employees will have access to your company intranet.
In today's workforce, companies hire remote workers to be part of their teams. Remote employees are the most difficult to reach, but with the help of a cloud-based intranet like Steegle.One, communicating is made easier and faster.
A mobile-friendly and easy-to-access intranet allows remote employees to communicate with colleagues, keep up with company updates, and access company resources.
4. Employee Directory and Organizational Charts
4. Employee Directory and Organizational Charts
An employee directory is an essential part of an intranet. No one wants a boring and plain document with a list of employees. To increase employee engagement, an individual profile should include:
A brief bio
Interests or hobbies
Work anniversaries and birthdays
Contact information
Role and skills
Achievements
Fun facts
Gallery
By doing so, makes your employees appear more approachable and can help build healthy relationships within the workplace.
Steegle People for Google Workspace allows you to create an automatic employee directory and organizational charts with the data that you already have in your Google Workspace user directory. If you don't want to use your Google Workspace information, we can get data from other sources like Google Sheets.
Advanced Search with AutoComplete
Zoomable organizational charts
Universal employee search
Automatic updates
5. News
5. News
Another important feature of an intranet is the newsfeed. You can post announcements, job openings, updates about recent projects, training, and more. This is an excellent way to increase employee engagement within the intranet, especially if you have remote employees who are not updated on what is happening in the company.
The classic Google Sites doesn't offer any kind of news tool. That's why Steegle developed an intuitive tool, Steegle News, to allow you to display news headlines and snippets on your Google Site intranet. Features of Steegle News include:
Scrollable and filterable news display
Display news from RSS feeds
Display metadata, thumbnails, and attachment links
Article by Maria Gabrielle
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