Do you want to increase your revenue and reduce cost?
What is employee engagement?
Employee engagement refers to any activity a business does which enables their workforce to do to their best work every day. It ensures your employees are motivated to achieving your company’s goals. The 6Q Blog refers to an engaged employee as:
“…one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.”
Knowing the theory is fine, but practically, why is employee engagement important?
Well if you want the commercial facts, organisations with engagement scores in the top quartile:
- Demonstrate 5% greater revenue growth
- Achieve 18% higher productivity
- Average 12% higher client advocacy
- Show a 40% lower employee turnover rate
- Achieve TWICE the annual NET profit
Still need convincing about why employee engagement is important?
What are the drivers of employee engagement?
Latest CIPD research produced by Insights, stated that engaged employees:
- Understand – they know where the business is going, what their customers want and what is expected of them as an individual. Exchanging expectations between the employee and their line manager often prevent conflict further down the line and help to get the best out of the relationship, not just for the employee.
- Listen – frequent and open communication means that the employee listens to what’s going on around them and lets that guide their focus, work and performance.
- Have a voice – being listened to makes people feeling valued. Just spending five minutes of your day asking how people are getting on, gaining ideas and suggestions of what could be different, getting people to talk to each other, are all ways of giving employees a voice.
- Run with an idea – giving them a voice, they then come up with new ideas and put them into action. Let innovation happen!
- Roll their sleeves up – they show discretionary effort, not just by working later. Trusting your employees, empowering them to do different tasks, even if mistakes are made, will encourage them to go above and beyond expectations.
- Love what they do – they become your biggest advocate, they love the job, the people and the company, so love them back. Find out what they see as a reward, not just monetary, and then show them some appreciation. Often just saying ‘thank you’ is enough.
Three quick wins
Whatever the level of engagement in your business, here are three simple quick wins. Start by asking yourself the following questions.
- Giving your employees understanding & clarification of what their job role is as well as what your expectations are of them and them of you.
- Listening to them and I mean really Investing time in building the trust and engagement of your employees. You will reduce the number of difficult conversations you will need to have later down the line, so put the investment in now.
- Soliciting their suggestions for improvements. After all, they are the ones doing the job and so they will have some great ideas about how to make it easier, quicker and more cost-effective. Then let them implement them, where practical.
Measurement is key to engagement
How do you know whether or not your team is engaged? The answer is simple – ask them!
Whether you are a large corporate organisation or a start up, there are many ways to measure your team’s engagement. No longer should it be a focus to see who is there first in the morning and there last a night. The really engaged employees are the ones who deliver the results whether from home, the pub or their desk.
For a simple cost-effective way to ask them, see our 90-second Employee Engagement video.
If you still need help answering the question “why is employee engagement important”, contact us today and one of our friendly team will happily find a solution to suit your business.