6 Amazing Benefits Of Employee Engagement

Employee engagement has become a focal point in today’s workforce because companies are finally beginning to grasp that in order to keep their customers happy, they need to have engaged employees.

But according to Gallup, only 33% of employees in the U.S. were engaged—i.e., involved in, enthusiastic about, and committed to their workplace—in 2016.

Worse, employee disengagement costs the U.S. alone more than $ 500 billion annually. The same study reveals that from 2012 to 2016, employee engagement increased by only 3%.

In this post, we will look at the benefits of employee engagement, how to measure it, and how you can start engaging your employees right way.

6 benefits of employee engagement

1. Higher employee satisfaction

Employee satisfaction is key in any company. Think about it this way: When employees are not satisfied, they lack enthusiasm about the day-to-day aspects of their role and the growth of their companies at large. Low job satisfaction becomes a drain on the company’s time and money.

When employees are engaged at work and feel satisfied with their position, they feel a greater connection to the company and are therefore more likely to produce quality work, which benefits the company as well as the customer.

2. Higher retention and lower turnover

The hiring and onboarding process for new employees is very expensive and time-consuming. According to a 2017 report by Gallup:

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Another benefit of investing in employee engagement is that it will help you retain your top employees and decrease your turnover rates by ensuring that your team is happy.

3. Higher productivity

Engaged employees work faster, harder, and stronger because they enjoy what they do. It’s a no-brainer: When you’re interested in, and connected to, what you’re doing, you are more likely to do it well.

Gallup reports that:

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Furthermore, when employees are engaged and feel that they are treated well by their managers, they will feel a sense of responsibility to reciprocate this respect by putting in their best effort.

4. Increased profitability

Of course, when your employees feel good at work, they work harder, and when they work harder, they produce more quality work, which in the end results in a happy customer. Happy customers keep coming back and refer other people to your company.

It’s such a simple way to increase your company’s profitability, but so many organizations look outward instead of turning inward. Without a solid foundation, no company can thrive, and the best way to ensure this sturdy base is to have an engaged team.

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5. Less absenteeism

Engaged employees show up to work and get more work done. Businesses in the U.S. with highly engaged employees have realized a 41% reduction in absenteeism.

Disengaged employees don’t feel a sense of responsibility to the company they work for, while engaged employees feel that they are part of their organization and therefore do not want to let it down.

6. Increased employee loyalty

A huge benefit of having engaged employees is that they are loyal to your company and therefore act as company ambassadors.

In order to find out whether or not your employees feel loyal to your brand, you can use the Employee Net Promoter Score (eNPS). Originally, this scale was used to measure customer loyalty to brands, but it became apparent that how employees feel about their company also affects how customers feel about it.

How to measure employee engagement

1. Employee pulse surveys

Pulse surveys are a great way to measure employee engagement and see how your team is feeling at all times. The more knowledge you have about your team, the better you’ll be able to solve problems and kick-start employee engagement into full gear.

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Components of pulse surveys

  • Short – Pulse surveys should be no longer than 5-10 questions in order to keep employees engaged in the process and not collect too much data.
  • Frequent – Pulse surveys can be sent out once a week so that you can see how your team is feeling at all times. Because they are short and sweet (the process can be just under a minute), employees won’t mind answering;  it might even become something they look forward to.
  • Specific – Keep the survey focused on specific areas that need improvement. Don’t try to collect too much at once.
  • Simple – Keep your questions clean and concise so that the answers are clear and definitive. This will make acting on them more realistic.
  • Anonymous – Make sure that you allow employees to respond to these surveys anonymously so that you can collect the most honest answers and therefore provide the most relevant solutions.
  • Actionable – Employees need to see that they are sharing their thoughts with their managers for a reason. When employees see that you put action to intention, they will continue to share with you because they know they are being heard.

How to engage your employees

1. Provide a proper onboarding

The first way to keep your employees is to onboard them properly. Employees who go through a structured onboarding are 58% more likely to be with the organization after three years. Yet 22% of companies currently do not have a formal onboarding process. Knowing how important this is, we created a complete free guide to onboarding your employees that you can access here.

2. Offer frequent feedback

One of the most important ways to engage your employees is to constantly communicate with them. They want to improve, so offering them frequent feedback on their work, including constructive criticism, is greatly appreciated and will keep them striving to achieve their goals. Offering only an annual performance review is problematic. They don’t allow for constant progression, and it will only instill fear in your employees, which ultimately disengages them. Monthly one-on-ones and frequent check-ins are the best way to keep employees interested, motivated, and engaged.

3. Give constant recognition

It’s extremely important to build a culture of employee recognition and offer praise to your team. When employees feel valued, recognized, and appreciated for their hard work, they want to continue to do a good job for their company. Douglas Conant, the former CEO of Campbell’s, knew that giving great recognition meant making it personal. During his time at the company he wrote more than 30,000 handwritten thank-you notes to his employees.

4. Offer personal growth opportunities

To keep your employees engaged, they need to feel that there is room for them to grow personally and professionally within the organization. Investing time and money in their personal growth lets them know that you see them as valuable, long-term members of the team.

5. Be transparent

According to the Harvard Business Review’s 2013 employee engagement survey, 70% of people surveyed say that they are most engaged when senior leadership continually updates and communicates company strategy. Why? Because they feel part of the bigger picture and engaged in working towards a collective end goal. They will feel grateful for being kept in the loop, important to the team, and aligned with the company vision.

6. Have great perks and benefits

Offering your employees fun and helpful perks and benefits lets them know that you appreciate their efforts and hard work. It also makes the workplace a more enjoyable place to go, which will help keep your team engaged.

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5 simple benefits you can offer

According to Glassdoor, here are some of the top 2017 employee benefits and the companies that offer them:

  1. Unlimited vacations – Promote work-life balance
  2. Gym membership – Let them know that you care about their health
  3. Healthy lunches – Have healthy food brought to the office to help your employees feel good and stay focused
  4. Remote work – Offer the option for remote work to let your employees know that you trust them
  5. Transportation – Help employees pay for transportation to and from work

For more employee engagement strategies, see Best Techniques To Reduce Employee Turnover In 2017.

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