What is employee engagement and why is there such a buzz around it? In the 2018 Ultimate Guide to Employee Engagement, employee engagement is defined as “the extent to which an employee’s personal goals and interests align with the vision and goals of the company at which they are employed.” An engaged workforce results in higher levels of productivity as employees are enthusiastic, inspired, empowered, and confident. In comparison, a disengaged workforce can have a significantly detrimental impact on an organization resulting in higher turnover, poor sales results, increased customer complaints, and an overall decrease in company performance.
How can employers create an environment that fosters engaged employees?
The 2018 Ultimate Guide to Employee Engagement outlines nine pillars of employee engagement:
- Values & Purpose (the Why) – making sure it is clearly defined and employees are able to emotionally bond with the company’s why
- Communication – ensuring that it is frequent and consistent, a two-way street, consistent with the brand and culture and fully inclusive
- Health and Wellness – health and wellness campaigns not only reduce productivity loss due to absenteeism, they create an emotional bond between employees and employers by creating a long lasting focus that is engrained in the company culture
- Workspace / Environment – making the office space unique to the company’s culture by creating areas that encourage collaboration and creativity
- Well-defined Roles – connecting the overall mission and vision of the company to each employee’s specific role so employees understand how their individual contribution impacts the overall company’s mission and vision
- Relationship with Colleagues – while not everyone will be friends in the workplace, creating a sense of fun and relaxed interactions in the workplace allows individuals to connect on a personal level. A recent Gallup study revealed that close work friendships increase employee satisfaction by 50 percent.
- Recognition and Incentives – individual recognition (in most cases) allows employees to feel valued as a team member and that their contributions do matter
- Buy-in from Managers – the company must make the investment in developing talented, trusted managers. Remember, “people don’t quit jobs, they quit managers.”
- Personal Growth and Development – making the investment in the growth and development of employees is making an investment in the future of the company
While it may seem overwhelming at first, mastering one pillar at a time and building upon the foundation will create a culture and environment where employees feel empowered and encouraged and ultimately more productive.
“Employee engagement is an investment we make for the privilege of staying in business” ~ Ian Hutchinson
Becca joined Aureus Group Healthcare Leadership in September 2013 and has more than 15 years of experience in the healthcare industry. With experience on the provider, payer, and insurance broker sides of healthcare, she possesses the operational, clinical, and regulatory knowledge necessary to adequately assess and screen candidates. As a recruiter, Becca focuses on healthcare administration searches across the United States with a priority focus in the Midwest. Becca graduated from East Carolina University in Greenville, NC with a bachelor’s degree in exercise sport science. She also earned a Master of Healthcare Administration as well as an MBA from the University of Maryland University College in Adelphi, MD.