Profits Go Up With Happy Employees!

Numerous studies have shown the beneficial impact of stronger employee engagement with productivity up, absenteeism down and company profits up.

Below are four areas to master for the best results regarding employee engagement.

The right manager
The importance of good management to employee engagement cannot be overstated.  Businesses studies have found managers were responsible for 70 percent of the variance in employment engagement scores.

Managers who are:

  • approachable
  • in possession of good communication skills
  • provide regular feedback on individual performances

Play a key role in keeping motivation levels high in the workplace.

Managers are also hugely important for generating a positive atmosphere. If they focus on their colleagues’ strengths, they can create an environment that is conducive to hard work and personal development. If they create a culture focused on mistakes and weaknesses, then fellow members of staff are sure to feel demotivated and will probably start looking for a job elsewhere.

Have a focus
One of the main reasons for employee disengagement is the feeling that work lacks direction. More often than not this occurs when the company as a whole is without focus.

Having clear company goals and aligning these with employee targets is a good way of avoiding this situation. This will ensure members of staff aren’t simply drifting along but will give them something to work towards.

Constructive criticism is a good way of demonstrating to employees that the quality of work really does matter

For this method to truly boost engagement, employee targets have to be both personal and strategic. They should also be manageable as setting an unrealistic or overly difficult objective could end up discouraging your workforce.

Goals that relate to quantifiable metrics, such as sales figures or customer satisfaction ratings are often the most effective as they can be measured easily.

Recognition and reward
In order for employees to feel truly engaged at work, they must also feel appreciated. Remember to always reward good work, even if it is simply via a complimentary email or a short face-to-face conversation. Equally, constructive criticism is a good way of demonstrating to employees that the quality of work really does matter and gives them something to strive for in their next task.

An employee incentive programme can be a great way of boosting engagement at work and needn’t focus solely on cash rewards. Increasingly, businesses are looking to deliver experiential and personalised incentives in order to improve motivation and productivity.

In fact, according to research the number of businesses offering non-cash rewards to employees increased from 26 percent to 84 percent between 1996 and 2016. Whether they are spontaneous or part of a formal company programme, incentives can be a great way of improving the emotional connection between the employee and their employer.

Opportunities for growth
If a business wants to progress, it needs to ensure that its members of staff are also progressing. Encouraging employees to take part in continuing professional development is a great way of enabling this and can be achieved by offering to fund training programmes or pay for professional qualifications.

Promoting from within is another way of demonstrating that your organisation is keen to help with career advancement, which strengthens engagement at all levels.

34 percent of employees named career development opportunities as a key factor to increasing workplace loyalty and engagement, while 31 percent cited training opportunities.

Clearly, many members of staff are keen to improve their professional skill sets, which, of course, bring associated benefits to their place of work. It’s just one of many examples where boosting engagement is a win-win situation for employees and employers alike.

 

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