Employee engagement is a two-way connection strategy that positively impacts employee experience thereby leading to  Business Success.  Businesses succeed by improving individual and organisational performance, productivity, and well-being.   Cultivating a culture of investing in the right strategies to increase employee engagement significantly increases the chances for business success whilst disengaged employees can be very costly.

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Why Employee Engagement matters

Employee engagement levels may have a big effect on how much activity workers get done and how long they stay with a company. With employees more flexible than ever before, keeping individuals engaged in their jobs has become essential to retaining talented employees.

According to a recent Gallup’s 2021 poll, it was revealed that employees that are searching for work or keeping an eye out for new possibilities, are 69% actively disengaged  before COVID-19, and went up to 74% after Additionally, it was pointed out  that disengagement has a high price tag. It costs one-half to double the yearly pay of a worker to replace them. Keeping each disengaged worker costs $9,000 per year, whereas replacing them costs between $25,000 and $100,000.

For businesses, this is interpreted as loss not just in the talent pool but business income and profits .

In the UK, there is the issue of the Furlough scheme (which has been extended to the end of September 2021), and it is said to have had an impact on employee engagement. According to research conducted by Pearn Kandola a firm of research psychologists and experts in talent management and diversity and inclusion solutions, employees who have been furloughed during the pandemic have been more disengaged with their work  and felt undervalued in comparison to their non-furloughed colleagues on return to work. 

Employee engagement survey results  remain  crucial indicators of job satisfaction and results could not be more critical in providing insight of the effect of the pandemic and the coping mechanisms put in place. Just last week it was reported that in the UK, job vacancies jumped above 1 million for the first time on record in July 2021, with many employers struggling to hire new staff.  Employees had time to reflect on many factors that give them job satisfaction and today, employees look beyond their 9-to-5 job.  For them it’s about:

• Being excited every morning to go to work
• Knowing their place in an organisation
• Being able to see and feel where they fit into the organization’s mission and goals
• Having a clear grasp of how an organisation fulfills its purpose and objectives
• Being given a voice in that journey to contribute ideas and express perspectives that are considered as decisions are made.
• Being trusted and empowered
• Having regular and constructive feedback
• Being supported in acquiring new abilities
• Being appreciated and recognised for accomplishments

Strategies and tips to keep employee engagement at a positive level 

Employee engagement is influenced by a variety of factors, some of which may play a greater or lesser impact depending on the particular employee.   Here are strategies that employers need to initiate, maintain and improve. 

1. Communicate clear goals and roles

Employees need to understand what they’re doing and why they’re doing it in order to be engaged. A major source of engagement and motivation is the ability to understand how their own objectives fit into the larger picture and what difference their contribution makes to the organisation.

Clarifying personal and larger goals will aid in the retention of a feeling of purpose, which is essential for engagement. Make sure, however, that workers have a clear understanding of their own position in the organisation and that it aligns with their primary responsibilities. According to research, most workers perform better when their duties are precisely articulated.

Having an effective communication strategy that ensures top-down and bottom-up flow of information is vital. 

2. Maintain positive collaboration 

Make employees feel like they’re a member of the team from the start, and they’ll be more inclined to stick around. Employee engagement is greatest in the first year of employment, so take advantage of the opportunity to create a positive first impression.  But, keep in mind that employees who have been with the company for a long time should not feel ignored.

Team-building activities may be a good way to strengthen bonds among new and existing team members.

Take proactive measures to improve collaboration  and cooperation amongst team members. Ensure that Inclusion and belonging is championed by competent management.

Appropriate training in team dynamics and leadership will ensure that “ the focus is not on creating superstars but on empowering every member of the team to feel valued and thrive , then “teamwork makes the dream work”.

3. Recognize achievements and areas for improvement through feedback

According to a 2017 study, 69% of workers believe they would work more if they were recognised more.

Everyone wants to be appreciated for their efforts. Employees who understand the value they contribute to a business and are regularly recognised for their efforts are significantly more likely to remain. This encourages them to continue to excel in their current position.

Recognise both prospective and actual outcomes. A proactive feedback strategy is one of the greatest methods to boost morale and engagement.

Don’t limit feedback collecting to questionnaires and exit interviews; make sure employees have particular avenues via which they may express themselves.

When employees feel that their opinions are valued and that they can speak openly, they are more inclined to seek out constructive solutions instead of becoming disengaged during difficult times.

4. Provide employee and skills development

If workers do not believe they have a future with their organisation, they will become disengaged.  According to a 2018 study on employee engagement conducted by quantum study, just 21% of workers believe their company offers opportunities for personal development.

Some pointers to remember are that strength and personality profiling tools offer real time information for  talent management  and  assist organisations to match their employees to future positions within the business while also demonstrating to employees that leaders are committed to maximising people’s potential, thus increasing employee engagement.

If individuals have potential but lack particular abilities, this does not have to be a roadblock to their advancement in their careers. Investing in individualised coaching may help workers increase their personal effectiveness whilst also boosting their confidence, motivation, and engagement.

5. Nurturing a flexible and value-driven culture

Ensuring that empathy and flexibility are important management values, as well as ensuring that your employees are happy with their duties and properly incentivised, are all important things to consider.  Since the start of the pandemic, many workers have realised that work-life balance is more important for them and the need to stay connected to what matters most impacts on their ability to fully engage with work. 

In comparison to earlier generations, younger employees anticipate and demand greater flexibility from their employment. Perks that have a direct effect on Millennials’ lives are now at the top of their list of priorities in a position, and these incentives must promote a good work-life balance. In fact, another study reveals that over 80% say they think about how a job would impact their work-life balance before accepting it.

When workers are given the freedom to choose their own schedules, they are much more engaged.

Thus, you may consider compassionate leave, sick leave, and holiday pay. Also, employees are likely to be constantly engaged and ready to put in additional effort to meet goals if they know they may take some time off whenever they need it.

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Last thoughts

As the world is presently challenged by the pandemic, employee engagement is no longer simply accomplished via a mechanical method that manipulates workers’ commitment and emotions in order to extract discretionary effort. Employees have become more perceptive and can easily see through such efforts and become skeptical.

As you engage your business toward success, your internal communication must work more for you to be aware of what could really be happening with your employees. They don’t trust companies, but they really do trust their leaders, which is excellent news. That is also why you must build trust via involvement and the concept of “working as one” to enhance employee engagement.

If you’re struggling  to keep your staff engaged and passionate about their work or team dynamics has become a major issue since the pandemic,  we would love to help. At ATI Coaching we specialise in helping businesses and organisations achieve productivity, profitability and synergy of their people, performance and process strategies through personal effectiveness, team dynamics and unparalleled leadership training.

I’m here to help. Let’s talk and book a call with me.