The term “employee engagement” appears in leadership and HR literature the world over. It is a topic which comes up in every one of our client conversations, however the term seems to hold a very different meaning from one organisation to the next.
A Google search for employee engagement will yield a myriad of definitions, for example UK voluntary movement Engage for Success, defines employee engagement as “a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being.” While other definitions might vary from this, the overarching theme is an emotional connection between an employee and their employer organisation.
When addressing employee engagement, an organisation should aim to strategically implement sustainable programmes, initiatives and tools which will result in an employee having a sense of purpose and belonging. Something which will challenge the success of even the most holistic engagement strategy, is a lack of definition around company values and purpose. Engagement is intrinsically connected to the values of an organisation, so when considering engagement, the first place an organisation should start is with their own values.: the glue which will keep people invested (long-term) in the overall business mission.
With clear values and purpose, tools such as an employee survey can be leveraged to gain insights into the culture and mindset of a workforce. The eNPS (employee net promoter score) will provide a very basic understanding of engagement; how likely your workforce is to recommend your organisation as a place to work. Detailed survey questions assessing; workplace inclusion, wellbeing, communication, recognition and career development will provide a greater understanding of an organisation’s needs.
For organisations of all sizes and industries effectively administered surveys will help guide better business decisions. Utilising the feedback, an organisation can determine clear engagement objectives and a strategic approach to boost employee satisfaction. While the prospect of an employee engagement strategy might be daunting at first, with the right building blocks in place the planning process becomes easier and more systematic.
At Wrkit we specialise in the creation of better, healthier working environments using our online suite of data driven employee engagement and retention tools – Surveys, Recognition, Wellbeing (POWR), Learning and Lifestyle Savings. Headquartered in Dublin (Ireland), with offices in London and Boston, we serve local and multi-national companies around the globe. Let our experience guide your next steps, get in touch today firstname.lastname@example.org.
Author: Sara Glynn, Marketing Manager, Wrkit