Employee engagement is new territory for many HR professionals and is still often underestimated. The topic is more important today than ever. Employee engagement is now measurable and recruiters are able to strategise and optimise engagement outcomes.
You may or may not be familiar with the term – we explain exactly what employee engagement is and provide you with a free template to help you measure employee engagement in your company.
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What is Employee Engagement?
Employee engagement is essential to the success of an organisation. Engaged employees are more committed, productive, and enthusiastic. How to tell if your employees are satisfied? Use an employee engagement survey to measure engagement, address concerns before they become a problem, and make positive changes in your workplace culture.
A simple survey may seem like a small step, but its power is mighty. These handy forms give employees the opportunity to reply thoughtfully to questions about management, training, compensation, and recognition. Managers can then use these results to gain unparalleled insight into their operations and create atmosphere employees are excited about.
But remember, not all surveys were created equal. Here, we’ll discuss how to structure your survey, the most important questions to ask, and the best survey analysis methods to make the most of your data.
Why is Employee Engagement Important?
The commitment of the employees goes beyond pure team-building activities or additional benefits. It’s about adhering to company policies and standards. Employee engagement ultimately drives job performance. It is the basis for motivation. Engaged employees are able to see the company as a whole. You understand what purpose is being pursued. They can understand how the values of the company and their own go hand in hand. As a result, they develop an understanding of the company’s vision and can draw on it for their own professional and personal development. This leads to better decision-making.
Companies with an engaged workforce typically generate higher profits and recover more quickly from financial setbacks. This means they are more competitive at the same time. Employee engagement is a key differentiator when it comes to growth and innovation. It helps to get a better picture of employee expectations and determine if they have changed.
Changing jobs in the course of one’s professional life is no longer a rarity these days. Twenty years ago, tens of years of service were quite normal. But today, especially young talents want to collect as many different stations and impressions as possible. Personal growth comes before loyalty. A company with an effective employee engagement strategy and a highly engaged workforce is better able to retain top talent and attract new talent. People are a company’s greatest competitive advantage.
From this, it can be deduced that the most successful companies are driven by employee-centric values and cultures. What types of employee engagement are there? While there are many factors that directly or indirectly affect engagement in the workplace, there are two main pillars of strategic planning that you should consider. Commitment to the company An employee’s level of commitment to the company measures how committed employees are to the company as a whole and, by extension, how they feel about management.
Similar to employer branding, this factor is about trust in the company management as well as fairness and respect, i. H. about how people want to be treated by others, both at work and outside of work. They influence the employee’s appreciation of how the company treats employees or external stakeholders, such as suppliers. Commitment to superiors This type of commitment is very specific. It reflects the relationship between an employee and their manager. What does this analysis take into account? The focus is on feeling valued and treated fairly, receiving feedback and support, and generally developing a strong working relationship between employee and manager. This relationship should be based on mutual respect for professional and personal needs.
Good management is based on workplace-related relationships that aim not only to demand excellence but also to add value to well-being at work.
3 Benefits of Employee Engagement Surveys
The issue of employee engagement should play just as important a role as other tasks in the HR area. Why? Not only because it is a key aspect of “modernizing” companies, but also because there are many advantages to high employee engagement. Below we have summarised the three most important advantages for you.
- Better customer relationships – Employees act as a bridge between a company and its customers. Depending on their function, they are often the face of the company, almost like brand ambassadors. You are on the front line and responsible for providing the best experience for customers. However, this is only possible if employees are engaged in their work. For this reason, initiatives such as Bonus programs are popular to keep motivation high.
- Reduction in Absenteeism. Especially when it comes to unexcused absences from work – absenteeism is a serious problem faced by HR managers worldwide. An employee who is frequently absent for no real reason could be a sign of imminent termination or at least disinterest. One way to address this issue is to implement an employee engagement program.
- Lower turnover rate For employees, work is often just a place where they clumsily complete their tasks. In this case, work is merely a means of subsistence. Employees often do not feel comfortable in the company. Recognising this and making the office a place where you not only work but also make friends, develop professionally and above all have fun has a positive effect on engagement.
How can you Manage Employee Engagement in a Company?
Employee engagement is a topic that will always be relevant. Even if you don’t specifically focus on it. In human resources management, it is beneficial to have as much control as possible over an employee’s career path within the organization. This is where correct strategic planning is the be-all and end-all. Here you should consider the following tips & tricks: tips and tricks
Tips and Tricks
➡️ Use data
Gather relevant data and understand where your team stands and which areas need improvement. Create a basis for future decisions and strategies. How can you generate this data? These options are ideal: performance reviews Surveys (anonymous and non-anonymous) Group or one-on-one conversations After collecting the responses, it is important to fully evaluate the data. Do you recognize patterns? Which answers are repeated? In which areas is there less engagement? Based on all these insights, you can take the next step and come up with ideas to stop negative engagement development or to increase engagement that is already high.
➡️ Optimise recruiting.
If your goal is for your employees to be 100% committed to your company, start optimizing your job ads now. If you advertise a vacancy in a job portal, this is the applicant’s first contact with your company. The interviews, onboarding and the first few months in the new job are important to find out whether the new employee fits the company and the role in terms of soft skills, values, attitudes and work competencies.
➡️ Offer training and further education.
Aside from the monthly salary employees receive or other benefits such as remote work or hybrid working time models, employees also need to feel valued. Company training plans give employees the feeling that their ambitions are not only taken into account but also supported by the organization. A work environment geared toward personal development helps reduce employee turnover and increases employee engagement.
➡️ Focus on wellbeing.
From office furniture to work models that allow for a combination of remote and face-to-face work, well-being at work is critical to increasing employee engagement.
Is the focus on the people in the organization? Then workers are not just a part of the company that constantly performs mechanical tasks. On the contrary: Employees are the key components that determine the success or failure of a company. Therefore, all aspects that make up a person (professional, emotional, psychological, etc.) should definitely be considered.
When it comes to initiating the creation of plans and strategies to increase employee engagement, there are many helpful tools. Including the Factorial software.
When choosing the best employee engagement software, there are a few key factors that Soe should keep in mind:
- Cloud solution: Programs based on cloud technology do not require investments in special infrastructure (such as servers or computers). A cloud-based HR software will be available 24 hours a day, 365 days a year to manage employees.
- Internal Communications: There’s no better way to find out how engaged your employees are than by connecting with them. Organising events is not a problem thanks to HR software that includes employee portals and at the same time also offers a communication platform for the departments of a company.
- Performance appraisals (Performance Management): They are an important ally in measuring professional performance. In addition, software with this feature allows for the measurement of workload based on KPIs. These can be created and/or adapted by the HR manager specifically for this purpose.
The development of a system to promote employee engagement survey should be a priority for all companies that see people as their central value and strive for exponential and sustainable growth.