According to the latest report by Gallup State of the Global Workplace, only 23% of all US employees feel engaged at their workplace. This clearly implies that more companies need to focus on creating a motivated, productive, and loyal workforce. Still, the concept of employee engagement remains a buzzword for most companies.
Although it’s often relegated to happy hours or team-building exercises, employee engagement is certainly more than that. It’s about tapping the essence of what drives employees to bring their best selves to the workplace every day.
What Is Employee Engagement?
In layman’s terms, employee engagement is about fostering an environment where people don’t just work for a paycheck but because they believe in what they are doing. But how can this level of commitment be cultivated across the organization? That’s where employee engagement drivers come into the picture. These are the factors that help organizations keep employees engaged, motivated, and loyal to the organization.
Why Are Employee Engagement Drivers Important?
With hybrid and remote workplaces becoming more common, it has become important (and challenging as well) for organizations to be more responsive and agile to their employees’ needs. They should focus on the key drivers of employee engagement, as these are essential for creating a happy and satisfied workforce
Let’s delve deeper and analyze the reasons why companies must know about the factors that influence employee engagement:
Boosts Productivity
Imagine a workplace where employees don’t just clock in and clock out; they are genuinely excited about their work. That’s one of the major benefits of keeping the workforce engaged.
When you focus on what drives employee engagement and implement activities that keep them engaged, you foster a productive team. Engaged employees tend to bring their best selves and deliver results that exceed expectations.
Enhances Retention
With clearly defined and effective employee engagement metrics and programs in place, there are fewer chances of attrition. When companies address the factors that drive engagement, it helps reduce turnover rates, ultimately saving time and resources spent on recruiting and training new employees.
Improves Workplace Culture
A strong workplace culture is one of the biggest draws for top talent. However, companies need to identify and foster engagement drivers to create such a workplace culture. By doing this, you will be able to make your employees feel more valued and understood, and this contributes to a more collaborative and supportive environment.
Drives Customer Satisfaction
Focusing on employee engagement also has the added benefit of driving customer satisfaction. As mentioned above, the workforce's productivity improves when companies have effective employee engagement programs and a focus on factors that impact them. This translates to better customer service, which leads to satisfied customers.
9 Key Drivers Of Employee Engagement
Here are the 9 key drivers of employee engagement to help you improve your workplace culture:
It goes without saying that recognizing one’s efforts encourages them to do even better. And the same applies to people working in your company. Not only does recognition help them perform to the best of their abilities, but it also positively impacts their relationship with their employer.
This is why it is important to implement a recognition or reward program across all departments in your organization. For example, you can conduct an employee of the month award. This will allow you to reward high-performing employees, boosting their morale. Furthermore, other team members will amp up their performance to be in contention for the award.
If you can’t host an extensive event like this every month, mentioning and thanking high performers during team meetings can do wonders.
Example: Google implemented a ‘Peer Bonus’ program, which allows its employees to recognize the efforts of their peers. This peer-to-peer recognition helps create a collaborative environment where employees feel valued by their managers and colleagues.
Workplace inclusivity refers to creating a culture where all the team members feel they belong, irrespective of their identity, experience, or background.
Inclusivity shouldn’t be confused with diversity as it goes beyond hiring people of different genders, cultures, races, and sexual orientations. It includes providing equal opportunities for career development, actively involving employees in the decision-making process, and ensuring everyone is heard and respected.
Example: Accenture, a global professional services company, has implemented several initiatives to create and promote an inclusive work environment. Among them, its ‘Inclusion Starts With I’ campaign stands out. It raises awareness about unconscious bias and encourages team members to embrace diversity.
Effective communication is the backbone of employee engagement. It involves sharing information and listening to employees’ ideas, concerns, and feedback. This creates open and transparent communication, which helps build trust within the team and aligns employees with the organizational goals.
Depending on your company's size, you can regularly communicate with your team through different channels, such as town hall meetings, newsletters, internal social platforms, and one-on-one check-ins.
Example: Netflix maintains a culture of open communication through a ‘360-degree feedback’ process. It encourages employees at all levels to give and receive feedback.
Employees with access to professional development or advancement opportunities tend to stay engaged with their work. This also improves employee retention rates.
So, provide them with avenues for skill development, learning, and career progression. This could include formal training programs, leadership development, or mentorship opportunities. Doing this shows that the company is invested in their growth.
Example: IMB offers a ‘Your Learning’ platform with personalized learning experiences. Employees can access extensive courses and certifications that align with their roles and career aspirations.
Autonomy gives employees the freedom to take ownership of their work without any restrictions or external pressure. It allows them to make decisions and contribute creatively to the company’s goal, according to their role.
When you practice autonomy at your workplace, employees feel more trusted and valued, resulting in higher engagement. It also encourages innovation, as they feel encouraged to explore new ideas.
Example: Atlassian hosts a quarterly event called ‘ShipIt’. During this event, employees from any department or team can work on any project of their choice, regardless of their roles. They are given full autonomy on the project they choose and the idea they want to pursue. And if their idea stands out, they win an award.
While cutthroat competition demands organizations constantly innovate and improve their products and services, this could also lead to employee burnout. This is why it has become more important for companies to encourage work-life balance.
Employees who enjoy work-life balance tend to be more satisfied with their jobs and perform better. This can be achieved by offering flexible work schedules and hybrid work options. Furthermore, it is recommended that policies be created and implemented that encourage taking time off when required.
Example: The ‘Ohana’ culture at Salesforce focuses on the importance of family, health, and giving back to the community. The organization offers flexibility in terms of work arrangements and enhanced support for employees’ personal and family needs. This has resulted in a happy, satisfied, and productive team actively contributing to Salesforce’s success.
This is one of the key factors that play a vital role in driving employee engagement. When your employees are mentally exhausted or dealing with a mental health issue, they won’t be able to put their best foot forward.
This is why it is important to create a supportive environment where employees’ mental health is prioritized. Provide them with resources and play an active role in reducing stigmas related to mental health issues. This will result in reduced absenteeism, higher engagement, and, ultimately, better overall performance.
Example: Unilever offers a ‘Lamplighter’ program that promotes employees’ mental health and overall well-being by providing mindfulness training, stress management tools, and access to mental health professionals.
Flexibility in terms of work options doesn’t only refer to allowing employees to decide their own schedule. It can also include compressed workweeks, remote work, or opting for a hybrid model. Basically, it means accommodating different work styles to help them create a work-life balance.
When people work at a more convenient time, their productivity level boosts. Similarly, some people feel more content working from the comfort of their homes. However, some may feel working in an office environment fosters creativity and productivity. It all boils down to individual preferences. And respecting these preferences and offering flexibility contributes to better employee commitment.
Example: HubSpot offers a ‘HubSpotters Choose Where You Work Best’ program. As the name suggests, it allows employees to select one of three options: working from home, working from office, or a hybrid model. This way, employees can better structure their workday around their personal needs.
Organizations prioritizing employees’ health and well-being have loyal, motivated, and engaged employees. These programs showcase the company’s commitment to its employees’ overall well-being.
In addition to including medical allowances, your company's health and wellness programs can incorporate physical fitness initiatives, nutritional guidance, mental health resources, and lifestyle support to ensure employees’ optimal health and performance.
Example: Johnson And Johnson’s ‘Healthy And Me’ initiative is a perfect example of how a health and wellness program can be curated. It entails comprehensive resources, including health coaching, on-site fitness centers, and incentives for healthy behaviors.
Tips To Drive Employee Engagement In Your Team
Now that you know about the critical elements of employee engagement, look at some practical tips that can help you effectively implement these strategies within your team:
Brainstorm employee engagement ideas that actually work
Encourage regular feedback through team discussions and one-on-one meetings
Acknowledge big and small achievements through public recognition. Make sure to mention high performers
Identify team milestones to build a sense of camaraderie
Offer courses, workshops, or mentorship programs to support professional growth
Set clear expectations and goals by defining roles and responsibilities implicitly
Create a collaborative environment where every employee is heard
Organize team building and employee engagement activities to improve communication and strengthen relationships
As an entrepreneur or manager, revenue generation should certainly be your top priority. However, you shouldn’t neglect your employees when doing this. The crux here is to restore and strengthen your connection with your team and retain the varied talents they possess. Consider not just what they bring to the table but also how you can nurture them professionally and engage them with your organization. This is only possible when you understand the key drivers of employee engagement.
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