Employee engagement is essential to the success of a company. According to a recent Gallup poll, only 32% of employees are actually engaged at work. Employers who keep their employees engaged have higher satisfaction level, more pleasant office environments and a higher chance of success overall. That being said, maximizing employee engagement can be incredibly difficult because it needs to be deeply ingrained within the company culture—not thrust upon the employees. Here’s why employee engagement is important, as well as some tips on how to get your own employees engaged.
Why It Matters
Employee engagement can help employers create relationships and build strong, lasting bonds with their employees. Employees who are engaged at work tend to be much more committed to their company and the specific work that they do—which will clearly and immediately impact your business.
Employers should engage top-tier applicants before they are even offered the job to ensure they’d be a good fit for the company. Not to mention, engaged employees tend to be much happier and more satisfied in their jobs, decreasing the likelihood that they will leave the company. When you have to replace employees frequently, your overhead expenses increase drastically—money spent on advertising the position, hours spent interviewing, and administrative costs will add up quickly.
Employees who are engaged will take more pride in their work and produce higher quality results. When employees feel a connection to their company and their job itself, they’ll feel motivated to produce better work faster. Engaged employees are generally more creative, social, enthusiastic, and better at communicating than those who are not. These types of employees help make companies successful.
How to Maximize It
Employee engagement is essential, but can’t be forced—it has to be a part of the culture of your business and ingrained within every employee. Here’s how to accomplish that:
Hire the Right Employees
Employees who can handle the job and have the tools to succeed will be much more engaged than those who may struggle in the position. When an employee can master their responsibilities and take pride in their work, they’ll end up being much more engaged.
An SHRM survey states that nearly 90% of employees decide whether to stay or go within their first six months. Because the window is so small, it’s important to get employees engaged during the hiring and training processes. Build a hiring process that will help you identify the employees who will be a good culture fits at your company because they will be more likely to excel and build relationships with their coworkers.
Provide Resources for Employee Development
A Gallup poll found that 87% of millennials and 69% of non-millennials view development as important in their jobs. Employees want to grow professionally, and employers should provide tools and programs to help them do that. Adding new duties to an employee’s job and offering a job rotation program can help keep employees interested in their position.
Provide Competitive Benefits
Employees appreciate high-quality benefits options. Employers who offer unique, important benefits can attract top-tier talent, and that top-tier talent will feel much more loyal to the company. Consider offering competitive benefit options like commuter benefits and Ready For Life HSAs to help take care of your employees outside of the office.
Improve your chances of success by giving employees the best work experience possible. Keep them engaged, and they will repay you by being productive, enjoyable, creative, and loyal employees.
Clarity Benefit Solutions can help you navigate the tricky world of employee benefits. Visit our website to learn more.