Employee engagement, a top priority for organizations

Have you ever thought, why in recent years organizations are making a significant effort to strengthen and keep their employees engaged?

Without a doubt, keeping employees engaged with organizations, benefits business performance. Most employees join an organization eager to do their best and meet the needs of the company they decided to work for.

Engaged employees feel fascinated and happy with their jobs, committed like no other and therefore contribute with their best effort to achieve corporate goals. When companies reach those ideal conditions, they have achieved something very difficult for their competitors to emulate.

Companies that have successfully developed strategies that gain the trust and commitment of their people, turn into action three critical needs of employees to achieve these conditions.

1.- ACHIEVEMENT:  The need to achieve something important and meaningful

2.- CAMARADERIE:  The need to enjoy working productively with others, developing healthy relationships

3.- EQUITY:  The need to be treated fairly and be psychologically and physically safe

Ninety percent of HR professionals said their leaders recognize the value of engagement, eight out of ten companies have a strategy, but only 52% do a good job of turning engagement into action.

Building a culture that encourages engagement in people is not easy, fortunately today’s organizations can count with the support of recruitment specialists, able to deliver employee engagement solutions that works.

They have advisory capabilities and technology that span all aspects of the employee experience, including team effectiveness, leadership, and culture, supporting a positive change and a better approach to employee engagement.

Volatile markets, skills gaps, globalization, digitalization, and virtual workplaces have changed the way we work. Accordingly, organizations are not only trying to understand the impact these changes are having on their employees but are also searching for innovative approaches to employee’s engagement.

Organizations, seeking to create an attractive work environment, need a solution grounded on organizational psychology techniques that are designed to unleash the full potential of their people.

Engagement requires a holistic understanding of organizational dynamics. Succeeding in an ever-changing environment requires organizations to:

Putting in place an employer brand strategy allows the organization to control and change the dialogue surrounding the company to ensure higher talent acquisition and retention and bring several benefits, including:

  • Improve employer attractiveness to a talented individual interested in working in your industry
  • Greater motivation among existing employees by feeling more connected and in -sync with brand values
  • Tangible drops in the costs associated with hiring new talent and retaining them long-term
  • A workforce that actively advocates and promotes your brand, extending your reach to other candidates and customers
  • A clear, unified vision for your organization to move towards, with all people associated with your company pushing in that direction.

In an uncertain, complex, and ambiguous world, employee engagement faces new challenges such as the development of new skills, new expectations about rewards and compensations or new career aspirations that are emerging.

Organizations not only need to be innovative and agile; they require a change in the way they think and act towards employee motivation and performance. 

To conclude, how important is employee engagement in business success? here is a big benefit in valuing employees, happier employees have a direct impact on productivity, processes, and profits. 

Organizations need to offer their employees a work environment where they are inclined to stay and where they can grow with the company, based on transparency, communication, recognition, benefits, and appreciation.

Companies with the best position to create a healthy, engaging, and effective work environment need to answer questions like, what drives performance in my organization? is our employee value proposition working? what critical event shapes the employee experience in my organization? is research really improving business outcomes?

Creating a successful engagement program requires working on the following topics:

1.- Build a comprehensive evaluation program to identify the personal and organizational factors that impact performance.

2.- Analyze strengths and weaknesses of your Employee Value Proposition.

3.- Develop a deeper understanding of the employee experience.

Those companies that focus on optimizing their employee engagement program, and therefore performance, rewards, and experiences, will be better prepared to meet future challenges in a changing and evolving world. We invite you to think, what is your organization doing to ensure that your people feel that their work is important and that it provides value?