Why you need to care about employee engagement across your whole organisationReading Time: 3 minutes
Research proves that companies with high levels of employee engagement generate up to 2.5x more revenue than companies with low engagement. That’s because engaged people have a much greater potential for productivity. Engaged employees are also much more likely to feel valued which lowers the risk of attrition and increases the likelihood that they’ll advocate for the business. They’ll also go over-and-above with discretionary effort.
The Hilton hotel chain topped the Fortune 100 list of the best companies to work for in 2019. They attribute this to regular check-ins with their employees using surveys and pulse checks, which achieve 90% participation. It reflects in their reported revenue too, so there’s certainly something to be said for the relationship between employee engagement and success.
Poor engagement directly impacts your bottom line
Unengaged staff are at increased risk of turnover, are more likely to make mistakes, and less likely to provide a solid customer experience.
The Engagement Institute puts the cumulative costs of low employee engagement at $550bn a year for US companies. Raconteur puts UK engagement-related losses as high as £130bn billion as it connects lack of engagement with a loss in productivity.
In 2017, Sears were ranked the lowest on Jacob Morgan’s employee experience index along with year by year decline in revenue of $8bn. The lesson to be learned here is that failing to address issues with engagement is going to hit you right in the bank account.
How engagement benefits productivity
Engagement is influenced and disrupted by a lot of different aspects of the employee experience. Some of the main factors that influence engagement include:
Wellbeing: As you might expect, poor wellbeing can seriously inhibit a person’s ability to engage with their work. Whether it’s a physical illness, poor mental health, or any other form of wellbeing, managers have a duty of care to their employees that means safeguarding their wellbeing as much as reasonably possible, and helping them to become resilient in the face of workplace stress.
Personal impact: Employees aren’t always implicitly aware of their responsibilities, or how the work they do impacts the company. Proper understanding plays a major role in our ability to engage with subject matter, so it’s in your best interests to make sure you’re on the same page, and to show them the impact of their work. Remember that as a manager one of your primary responsibilities is to guide and mentor the people in your team.
Loyalty: Being proud of and enjoying our work massively influences our ability to stay engaged. This is why it’s important to help employees to continue developing professionally, because having the opportunity to learn new skills helps increase employee loyalty.
Recognition as an incentive: Saying thank you or calling out great work or behaviours goes a long way. In fact, workplace recognition from managers and peers has been proven to reliably outperform performance-based financial incentives in the long-term.
Better communication: Proper communication is essential for a functioning workplace. Employees left out of the loop in workplace communication run the risk of falling behind their colleagues, so making sure employees have access to the proper channels is vital.
Growth through feedback: There’s a strong argument that feedback has the most impact on employee engagement. Feedback helps your employees to keep developing their skills while juggling the demands of their job, but that’s not all. A vital part of the process is the feedback your employees give your managers. A manager who cultivates an honest, transparent feedback loop will thrive. Timeliness is vital, so you’ll need to find a way of checking in with your staff between performance reviews. That’s where Weekly10 can help.