Employee engagement has the ability to drive performance outcomes, but explaining engagement to your employees needs to involve the presentation of the emotions and behaviors that your employees themselves may feel.
As marketers and managers, you’re likely already familiar with employee engagement. Its importance cannot be understated as an influencer of advocacy, and it’s one of the biggest indicators to employee happiness.
While some employees may be simply satisfied with taking home a paycheck, the most satisfied employees will likely be your biggest fans externally. There are many components to employee engagement, but explaining the basics to your employees is the first step in helping them to increase their engagement with your company. Here’s how to explain employee engagement to your employees.
It’s difficult to pinpoint an exact definition of employee engagement, as it’s best described by its impact on your employees and your company. When describing it to your employees, first explain how engagement influences your company. Employee engagement is a force that drives performance outcomes, and it ensures that employees are committed to their organization’s goals and values while being motivated to contribute to organizational success. This commitment should also enhance their own sense of well-being, which is a reason why many engaged employees also experience higher rates of satisfaction.
As you can see, that definition may be a bit overwhelming to describe to your employees, and it doesn’t necessarily describe how your employees experience it. It’s an umbrella description, but when describing engagement to your employees, it’s important to relate to them exactly how they could be impacted. So next, you should delve deeper into the feelings that go along with engagement, such as what an employee may feel that could cause them to become more engaged:
- Loyalty: A sense of pride for your company can change one’s attitude and, thus, one’s actions as it relates to your company.
- Ambition: One’s behavior is partly innate in their personality, but an engaged employee could feel the need to ‘go the extra mile’ and advocate on behalf of their company.
These two aspects of attitude and behaviors can then, in turn, influence the outcomes of an employee’s actions. For instance, the manifestation of prideful feelings and ambitious behaviors may come in the form of advocacy! This is one of the outcomes that GaggleAMP relies on, as employee advocacy has the ability to boost the effects of your content marketing and social media marketing efforts.
At the end of the day, employee engagement has the ability to drive performance outcomes, but explaining engagement to your employees needs to involve the presentation of the emotions and behaviors that your employees themselves may feel. In this way, they can better understand engagement and the potential outcomes of being engaged as well! During these discussions, you can also get a sense of what your employees may further need in order to be engaged, which can only better help your company culture in the end.