Employee engagement is a strategic tool that can add real value to top-line growth and bottom-line performance. Employees who are thoroughly engaged in their work and who demonstrate true commitment are the best investments any company can make.
The first step that HR departments can take in improving employee engagement level is understanding where they are in relation to a known standard. There are many pathways to foster engagement, with no one-size-that-fits-all strategy. While most companies have tried various out-of-the-box initiatives, there are few evergreen” strategies that would suit most organisations.
Big or small, the work people are putting in has meaning. Providing clear and meaningful projects that are key to an individual’s and organisation’s growth are some of the key engagement factors for employees. Refill their energy tanks with some recognition schemes and celebrate their hard work; this will create a performance driven and rewarding culture, keeping the workforce engaged and happy.
Managing relationships is another critical skill. HR departments must ensure regular interactions by way of formal and informal chats, town halls, get-togethers and one-on-one meetings. This will not only ensure that HR knows the pulse of its people, but that it will also find ways to identify gaps and work with business leaders to design solutions. This will provide employees with a high level of trust and a sense of value.
While each company may define employee engagement differently, ultimately, the key to effective engagement will be rooted in the flexibility of approach most appropriate for each individual firm. Many organisations focus on engagement strategies without evaluating their effectiveness. Having an engagement strategy is key. However, you must also determine whether it is making a difference.