Optimising business performance begins with improving employee engagement

The increasingly dynamic and competitive nature of the current economic environment has made it extremely difficult for businesses to differentiate from their competitors. A strong employee engagement strategy will help you outrival your competitors.

Our international partnership recently commissioned, researched and published Worldcom Public Relations Group Confidence Index Report that revealed global confidence in major employee issues has drastically decreased.

Topics of most concern were attracting, upskilling, reskilling and retaining talent, and achieving customer satisfaction. These even outranked issues including crisis management, cybercrime, global warming and global instability.

Although employee engagement is nothing new, the type of engagement that can be truly transformational is all too uncommon. Here are five strategies to drive successful employee engagement.

Empower your employees to deliver the business strategy

  • Align leadership; identify the actions required to build trust and credibility
  • Define the desired behaviours that are needed for the organisation to achieve business success
  • Communicate the values and behaviours to ensure employee buy-in
  • Establish built-in accountability to ensure that each employee fulfils their commitments
  • Build a favourable environment that empowers people so that both leadership and employees share in the benefits
  • Reinforce the vision and values and associated behaviours through storytelling
  • Recognise and reward success.

Communicate and engage effectively to live the values

Two-way communication between management and employees is key to successful employee engagement. Not only does it build trust between management and employees but it forms the basis for personable engagement, emotional attachment, involvement and commitment by all parties.

Align organisational success with personal, employee success

Individuals whose personal values are aligned with their employer’s culture are likely to be more engaged. The goal is for employees to understand the vision and values and how their role links to the business’ goals. Successful organisations instil belief and behaviour in a targeted, personalised and purposeful way where all programs, policies and operations are aligned.

Measure and act on feedback

A common failing with many organisations is not understanding the culture as their employees see it. Companies who actively engage employees can measure their competitive edge in the form of increased profitability, improved productivity and customer loyalty as well as lower employee turnover, safety incidents, and absenteeism.

Insights gained from measuring employee engagement can drive business improvement strategies and activities significantly by:

  • Using key metrics that reflect and reinforce the company’s values and vision
  • Identifying the factors driving engagement and measure the effectiveness of any improvement strategies implemented
  • Track performance and share successes
  • Monitor and track sentiment about your organisation internally and externally to gain key insights about your program or company
  • Act on the feedback to implement or drive change.

Report to all employees in a way that matters

While program success metrics need to support business requirements, acknowledging successes and improvements as well as engaging all employees in a manner that’s relevant to their jobs will encourage active participation in the journey.

In times of uncertainty and disruption, working together towards a common goal by harnessing the collective force of engaged employees will deliver new levels of innovation, growth, and improved bottom-line results.