Engaged employees are employees willing to invest extra time and effort into promoting their business and the company
Recently, we discussed the working relationship that exists between employee loyalty and engagement. Between these two factors lies a correspondence wherein each quality affects the other equally, and where one succeeds, the other is driven to also improve. More loyal employees tend to be more engaged, and visa versa. But both loyalty and engagement are indicators of deeper qualities and characteristics - namely, employee happiness. Check out this infographic to see the positive impact employee engagement has on employees. And where an employee feels happier with their job, their company, and their work; therein lies an employee that is more likely to stick around for the long-haul.
Engaged employees are employees willing to invest extra time and effort into promoting their business and the company. Thus, those employees have invested more of themselves and have ‘more skin in the game’ resulting in a higher sense of loyalty in regards to their company. When employees are engaged and creating and fostering relationships, they’re solidifying their role as part of the company. When employees feel more pride in their work and happiness with their company, they tend to stick around longer than those who are disgruntled and disconnected.
Thus, employee engagement strategies and tracking should be critical to your employee retention plan, as it can play a huge role in keeping employees involved and engaged with the company itself. The people in your company are what drive success, and the company should be designed to support those people. There are three key drivers to employee engagement that all have to do with these interpersonal relationships:
- The Relationship with Direct Manager
- Belief in the Senior Leadership
- Pride in Working for the Company
With 75% of employees ‘leaving their bosses’ (rather than the company), fostering engagement is actually an exercise in fostering relationships within the company and, thus, fostering employee retention. To capitalize on point #3, one can further delve into the intricacies that drive employee engagement, as we’ve already discussed the connection of engagement to loyalty and company pride.
If you find that your retention rates are lower than you’d like or than you’d expect, then it’s time to reflect on the causes. Take a look at your GaggleAMP statistics. Are your employees engaged on social media? Are they ‘sharing the good news’? Or are you finding that employees tend to stay disconnected from the marketing scheme and are simply ‘just doing their jobs’? When the latter seems to be true, then your HR team should have a sit-down together and discuss the potential reasons for this. Maybe it’s time to step back, support your employees, and work on your internal marketing. As such, you’re likely to see more employee engagement to follow as you work on these internal issues. Better yet, the ripple effect will start to influence your retention rates as well!