More than just a metric, employee engagement is an intelligent way of approaching work life beyond typical human resources practices. When employees are engaged, it makes the workplace more positive, reduces churn, and boosts productivity. Engaged employees also form better connections with co-workers and customers.
A well-implemented employee engagement program can positively impact a company's profits and reputation. Engaged employees become strong supporters of the company, spreading positive feelings to their colleagues as well as their social networks. Gallup's State of the Global Workplace 2023 Report reveals that 23% of employees thriving at work are engaged, while 59% of those not engaged are quietly considering quitting. These figures emphasize the significance of companies making efforts to enhance employee engagement.
This article explores the importance of employee engagement, delving into specific examples of engagement activities and instances showcasing successful employee engagement.
Strong employee engagement is key to fostering a thriving workplace. To develop an effective employee engagement strategy framework, you need to set specific, measurable, achievable, relevant, and time-bound (SMART) goals.
The following three SMART goals address critical aspects of cultivating employee engagement. They are: fostering a sense of belonging, aligning with the company's growth strategy, and prioritizing employees’ mental well-being.
Now let’s break down each of these three employee engagement SMART goals.
It is vital to foster a workplace culture that promotes inclusivity and camaraderie. Implementing mentorship programs to connect employees across different levels is critical to positive employee engagement. Encourage a sense of belonging by establishing collaborative spaces for open communication, ideas-sharing platforms, and channels that facilitate free and open communication with individuals at all levels.
An engaged employee knows the company's mission, vision, and strategic objectives.
To keep employees well-informed, provide them with ample opportunities for professional development and skill enhancement. Companies must also facilitate pathways for employees to contribute ideas that align with company goals.
According to Gallup’s report, engaged employees reported significantly lower stress levels (30%), whereas actively disengaged employees reported a much higher incidence of stress (56%). This emphasizes the crucial role of employee engagement in prioritizing employees’ mental health and well-being.
Gartner's report also underscores the significance of employee mental well-being. To address this, companies can introduce wellness programs catering to physical and mental health. Promoting work-life balance through flexible scheduling and remote work options, along with implementing stress management workshops and support services, can also be looked into.
To ensure that your SMART goals are being achieved, set realistic timelines (e.g., hire five new employees by the second quarter) and review progress (e.g., weekly, monthly, quarterly) regularly.
In addition to setting SMART goals, you need to also establish an employee engagement strategy framework. Here are some notable framework models to help get you started:
Source: Management Study Guide
The Zinger Model views engagement as a personal choice and emphasizes the role of individual employees in creating a positive work environment. It encourages leaders to inspire and enable employees to bring their best selves to work.
Source: BRAVO
Aon-Hewitt’s Employee Engagement Model reveals a demonstrable link between cultural alignment and engagement in a company's financial performance. Hewitt's research underscores that when these two elements work together, they collectively exert a more positive impact on revenue than when operating independently. The absence of one element poses a significant risk to the company.
Hewitt's engagement process extends beyond ensuring employee happiness or satisfaction. It centers on behaviors yielding tangible results. It addresses the entire employee population of an organization, offering insights not only on how to engage employees initially but also on how to sustain engagement among those who are already actively involved and contributing.
The Gallup Employee Engagement Model underscores the crucial role of managers in cultivating sustained engagement. Comprising four interconnected levels — Basic Needs, Management Support, Teamwork, and Growth — the model emphasizes ongoing managerial responsibilities rather than sequential phases. Managers are tasked with ensuring clear expectations, providing continuous feedback, and offering growth opportunities concurrently across all levels. This model serves as a dynamic roadmap, guiding managers to motivate and develop teams continuously.
Understanding the various types of engagement is crucial for organizations seeking to implement effective strategies. Recognizing that employees may resonate with different types of engagement allows for a more personalized approach. Tailoring strategies to accommodate these varied preferences contributes to a more inclusive and supportive workplace culture.
Let’s take a look at some different types of employee engagement:
Emotional engagement is the emotional connection employees feel towards their work and the organization. Emotionally engaged employees are passionate about their roles and committed to the company's mission and values.
This type of engagement focuses on employees' relationships and interactions with their colleagues. Socially engaged employees actively participate in team activities, fostering a sense of camaraderie. They also tend to be keen on representing the company in various social causes, ultimately giving back to the community.
Intellectual engagement relates to the cognitive aspects of work, including problem-solving, innovation, and critical thinking. Employees who are intellectually engaged find fulfillment in challenging tasks and continuous learning. When provided with the right avenues, they can be the flag bearers of innovation in the company.
This type of engagement involves employees' physical well-being. Creating a workplace designed to enhance physical health is instrumental in fostering this type of engagement. Elements such as ergonomic workspaces and programs promoting physical health are integral to physical engagement. The ultimate goal is to cultivate an environment where employees prioritize their health and achieve a harmonious work-life balance.
This type of engagement centers around the intrinsic satisfaction derived from the job itself. Employees experience task engagement when they find their work meaningful, enjoyable, and aligned with their skills.
Now that we have examined why employee engagement is essential, let’s look at some ways to increase employee engagement.
Infusing the work environment with enjoyable activities is a potent strategy for enhancing employee engagement and fostering connections among team members. These initiatives can be seamlessly adapted for virtual and in-office settings, ensuring inclusivity and participation across diverse work arrangements.
Implementing engaging activities contributes to a positive workplace culture. It ensures that all employees can participate and enjoy the benefits of a connected and motivated team, whether working virtually or in the office.
Integrating wellness initiatives into employees’ work routines can benefit their physical and mental well-being. These initiatives can also be seamlessly executed in virtual and in-office settings. This may include virtual fitness challenges, mindfulness sessions, or wellness webinars that provide a holistic approach to employee engagement regardless of the work environment.
In addition to wellness initiatives, consider offering a remote or hybrid work model. A Deloitte survey highlights the positive correlation between hybrid work models and job satisfaction. One noteworthy finding is that approximately eight in 10 hybrid workers noted improvements or consistent relationships with family members, colleagues, and managers compared to their experiences working solely in the office. This underscores the importance of promoting work-from-home, remote work, or hybrid work arrangements to enhance employee engagement.
Building a robust employee engagement strategy involves incorporating various elements to create a thriving workplace culture. Some key examples include offering a flexible work environment, implementing wellness programs, emphasizing transparent goal communication, and establishing continuous two-way feedback channels. These foundational practices foster a positive work atmosphere and promote a sense of connection between employees and the organization.
Successful companies exemplify unique approaches to employee engagement. For instance, Reckitt — a global leader in hygiene, health, and nutrition — embraces a hybrid work model that allows its employees to choose their office attendance frequency. This approach recognizes individual preferences while acknowledging the enduring value of the office as a collaborative space.
Source: Reckitt
Another example is Bosch, a prominent mobility solutions tech company. Bosch showcases a holistic commitment to employee well-being with its 'befit' program, which encompasses preventative care measures to address physical and mental health. From workplace design to return-to-work integration management, Bosch prioritizes employee health and resilience, demonstrating a comprehensive and tailored approach to engagement.
Source: Bosch
Adopting proven strategies and drawing insights from successful employee engagement programs can kickstart your initiative to nurture growth and a profound sense of belonging within your company. Enhancing employee involvement and active participation is crucial for companies aspiring to elevate their bottom line and cultivate a robust corporate culture.
Ready to explore further insights on how to boost your employee engagement by using an employee advocacy tool like GaggleAMP? Schedule a demo today.