Effective Employee Engagement

Effective employee engagement is essential to make your business great

Employee engagement is not just a buzz word.  It has been proven that engaged employees are necessary if businesses are going to be successful moving forward.  It is a description of the culture of the organisation.  Some leaders and organisations are just naturals at having engaged employees work well.  Good organisations usually employ professional HR expertise.   They are genuinely interested in what their people think and value their employee’s input. Effective employee engagement can be achieved with the right approach.

Unfortunately, effective employee engagement sometimes doesn’t come so naturally and leaders and businesses have to make a concerted effort to get employees engaged and involved.  A great example of successful employee engagement is when engaged employees have a vested interest because they own shares in the company they work for.  Unfortunately, offering shares to your employees to keep them motivated and involved isn’t always feasible.

Why is employee engagement so crucial?

A must-read is the McLeod Report to Government published in 2009.  The report finds that successful employee engagement impacts on performance results.  They also found that taking steps to improve employee engagement actually correlated with improved performance. The research also showed that levels of employee engagement correlated with

  • employee turnover
  • Number of accidents
  • Productivity
  • Profitability
  • Operating income
  • Bottom line results

Finally, the report found that one organisation had shown that those branches with a significant increase in levels of employee engagement had a 16 per cent higher profit margin than those branches that had shown a decrease in employee engagement. Many organisations fall short of good employee engagement relying on an employee survey.

How to achieve effective employee engagement

While an employee survey is essential, there are many more aspects to great engagement. In summary, these are:

  • Leadership and management development which includes strong employee engagement skills.
  • Being clear about expectations both for getting the job done, and the employee experience
  • Embedding an easy and enjoyable culture of Wellbeing.  Understanding why people don’t attend and addressing the core problem
  • Making sure that your people are at the forefront of any proposals and implementation of change
  • Creating a culture of harmony and avoiding unhealthy conflict
  • Knowing what it takes to get your people to love your business

A Human Resources practitioner can help you improve your Employee Engagement by:

  • Diagnosing the current culture and making suggestions for change
  • Linking your Employee Engagement strategy with clearly defined performance improvements
  • Designing and developing an employee survey
  • Helping to develop a people-centric change control methodology
  • Understanding and solving workplace conflict
  • Help you to understand how to motivate your workforce.
Access the McLeod report for more information

Articles we love about employee engagement

  1. Employee Engagement For SME’s
  2. The Four Damaging Myths About Employee Engagement
  3. Employee Engagement for Growth
  4. Do Disengaged Employees Care? Why Employers Should Care For The
  5. Employee Engagement, a Management Must Do