The challenge of improving employee engagement has become a prominent issue for HR and talent development professionals. As an organization focuses on addressing how to engage employees, they have seen many of the benefits that come with it. Some of these benefits include:
It is your role to give individuals the ability to offer their full capabilities and potential. The concept of employee engagement allows employers to measure how the workplace conditions they create facilitate these efforts.
Corporate Leadership Council found that highly engaged employees are 87% less likely to leave their companies than their less engaged counterparts. In addition, organizations with high employee engagement receive 2.5x more revenue. When individuals are given a reason to be engaged, this work reflects in the performance of the organization.
Before delving into the specifics of how to engage employees, we must define employee engagement.
Corporate Leadership Council defines employee engagement as the extent to which employees commit to something or someone in their organization. It is determined by how hard they work and how long they stay because of their commitment.
Highly engaged employees are committed to their work. They tend to perform their roles better than disengaged employees. However, employee engagement should not be confused with employee satisfaction.
Employee satisfaction is usually enough to retain employees. Employee engagement is needed to not only retain employees but keep them productive and motivated.
The best employee engagement strategies involve mentoring, coaching, and career development. These programs help to instill employees with a sense of trust and recognition for the value they bring to the company.
It's important that these employee engagement strategies meet individual wants and needs. Employees want to learn and advance. They need these desires to be satisfied so that the organization can fill larger, more diverse roles.
These employee engagement strategies solve these issues. By implementing these programs, individuals are given allotted time and resources to grow. This shows employees that the organization values them. They are given opportunities to become stronger components of the organization's success.
Individuals want to see how they fit into the big picture as proof that their hard work is meaningful. These employee engagement strategies are opportunities to develop the skills to reach this goal.
Career development programs provide individuals with the ability to enhance the skills they use for current roles. These programs work best when organizations meet with employees individually to discuss their areas for improvement, talents, and aspirations.
However, career development is an effort that the employee must drive on their own as well. By putting in this effort to improve their own abilities, individuals will be more motivated and productive on a consistent basis. The organization is responsible with providing the time and resources to make it possible.
This combination of benefits improves employee engagement as it shows proof that the organization is committed to their employees. From this, the organization can see that commitment reciprocated. This will result in higher motivation and retention.
Mentoring programs are an effective, cost-efficient way of improving employee engagement. They focus heavily on talent development in the long-term as individuals need on-going training. They also use internal resources that are already available.
Mentoring has similar benefits to career development as it is also an outlet to enhance skills organically. These are often seen as skills needed to be an effective leader and to understand others.
An essential factor of mentoring programs is supporting close relationships within the organization. These can be relationships with coworkers and the employer. They help to answer the question of how to engage employees from the start of a new job.
Mentoring programs assist new employees by easily integrating them into the culture. They also assist with forming relationships with individuals these employees typically wouldn't have connected with. This is because mentors have a set agenda molded to the needs of each mentee.
With a mentoring program in place, individuals can begin their role with high employee engagement and high confidence in their abilities.
Coaching programs are focused on producing results. They have traditionally been implemented to allow individuals to focus on skills they may be lacking.
Coaching programs work well when focused on small audiences like high potential employees. These are employees that an organization can see effectively taking leadership roles in the organization. So, it's important that these individuals' skills are developed well.
Coaching programs improve engagement in several ways. Coaches clarify purpose and goals and help individuals improve their self-awareness. In addition to these teachings, coaching programs provide an avenue for individuals to express themselves, ideas, and concerns.
This solves the issue of how to engage employees. Especially as individuals see that their organization is focused on employee needs and well-being.
We know that providing high quality programs for improving employee engagement can be a challenge. However, there are ways to relieve the burden and stress of implementing successful employee engagement strategies. Insala recommends leveraging web-based software to run each of your programs.
Technology offers employees professional development opportunities, like skills training and competency assessments. This makes program implementation easier as organizations can enable administrators to track individual progress. Administrators can also recruit qualified talent from within.
Web-based software can offer employers a framework to present the competencies employees need to move to a new position. Individuals can use a career path and planning tools to begin mapping their careers with their employers in an informed way.
When employees start planning their futures at your organization in a simplified way, you can start improving employee engagement.
Insala provides online solutions that help organizations on how to engage employees with:
Insala's web-based software focuses on how to engage employees by enabling administrators to list competency and skill requirements for roles. Participants can then take assessments and create comprehensive career development plans.
Implementing software helps to provide your employees with opportunities to develop their career and their skills that fulfill your needs and talent objectives.
Learn more about using talent development for employee engagement.