Employee engagement isn’t just a nice-to-have; it’s a critical driver of business success. In many companies high employee engagement and company success go hand in hand. When employees feel valued, heard, and involved, they’re more likely to go the extra mile. And who are the people who are driving that engagement? It’s the HR teams who are spending countless hours making sure that employees feel seen, celebrated, and connected to the company’s mission.
At its core, employee engagement is about ensuring employees feel valued and are actively participating in their work and the company’s activities. It’s not just about getting the job done; it’s about being invested in the bigger picture. Events, whether formal or informal, offer a platform for employees to connect with each other, share ideas, and align with the company’s mission. Some of the key drivers of engagement include autonomy, recognition, growth opportunities, work-life balance, and alignment with company values. Low engagement can have negative effects like turnover, productivity drops, and poor morale. According to Wellable, “Only 21% of employees worldwide report being engaged at work, indicating significant room for improvement.”
Employee engagement isn’t just a feel-good initiative, it’s a strategic business move. When engagement is high, the benefits ripple across the organisation.
Increased Productivity: “Engaged employees are 18% more productive than their disengaged counterparts.” (firstup.io)
Higher Retention Rates: “Engaged employees are 87% less likely to leave their employer.” (quixy.com)
Financial Performance: “Companies with highly engaged employees experience a 23% increase in profitability.” (workproud.com)
To create a thriving, engaged workforce, you’ll need to put some strategies in place that focus on connection, growth, and support. Here are some proven ways to drive employee engagement:
Create a Purpose-Driven Work Environment: Employees who understand how their work aligns with the company’s mission are more engaged. Company events such as team away days or offsites where employees can speak directly to leadership help reinforce this connection.
Provide Growth Opportunities: People want to feel like they’re advancing in their careers. Offering access to training, development, and upward mobility can keep employees engaged and invested in your company’s success. Consider hosting workshops or career development events to help with growth.
Recognise and Reward Efforts: Simple recognition can go a long way. Acknowledging achievements and showing appreciation for hard work not only boosts morale but also drives continued excellence. Events like team socials are a great way to celebrate this.
Promote Work-Life Balance: Offer employees flexible schedules, remote or hybrid work options and even mental health support. It will create a more balanced and happier workforce. Wellness events can be a great way to help employees focus on their well-being.
Encourage Open Communication: Transparent leadership, feedback loops, and employee involvement in decision-making are all necessities for good employee engagement. Host regular team building events and social activities that encourage communication and build trust.
So, how do you find out if your processes are actually promoting employee engagement? One of the best ways to do this is to send out regular engagement surveys, pulse checks, and one-on-one meetings. Pay attention to key metrics like turnover rates, employee satisfaction, productivity levels, and customer feedback. Once you have that data, use it to identify trends and areas for improvement and actually make the changes employees are looking for.
While driving employee engagement is essential. There are some challenges that might get in the way. Here are a few common obstacles and how to overcome them:
Leadership Challenges: If leadership doesn’t actively support engagement or doesn’t have the skills to lead effectively, it’ll have a direct impact on engagement. Offer leaders the training they need to support and communicate with their teams. Leadership development events and programs are key here.
Budget Constraints: If resources are tight, look for low-cost or no-cost solutions that can still make a big impact like peer recognition programs. There are also ways to plan team socials on a budget.
Resistant Company Culture: If the culture at the company is already stale to begin with, you’re fighting an uphill battle. Start by implementing small changes that build trust and create some momentum for a real shift.
Engaged employees are not just happier. They’re more productive, more loyal, and more invested in the company’s success. And you’ll see a real return on investment.
Sales Growth: Engaged teams see an 18% rise in sales. (Gallup’s State of the Global Workplace Report 2023)
Higher Employee Loyalty: Departments with engaged employees achieve 59% higher employee loyalty and retention. (quantumworkplace.com)
As an HR professional, one of the most important parts of your role is making sure employees are engaged at every stage of their time at your company. Build a strategic HR plan and align engagement strategies with overall business goals. Integrate engagement into the entire employee lifecycle, from onboarding to offboarding and learn how engagement should be integrated throughout the employee experience. Don’t forget about the power of events in creating and maintaining connections. Team building events and companywide socials can help reinforce a company’s values. Continue to review and adjust initiatives regularly by collecting feedback and analysing the data.
Employee engagement isn’t just a buzzword; it’s the key to unlocking your company’s potential. When employees are engaged, they’re not only more productive and committed, but they’re also more likely to stay, collaborate and contribute to the company’s long-term goals. By creating effective strategies, measuring progress, and overcoming challenges, you can create a work environment where employees thrive and so does business.
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