Why are so many companies looking for employee engagement ideas? Because they want to gain a crucial competitive edge in today’s economy. Highly engaged employees are 38 percent more likely to deliver above-average productivity than those who are disengaged.
This not only helps their organizations achieve 2.5 times higher revenue, but also helps their company deliver twice the annual net income over their competitors with low engagement. Not to mention, engaged employees are also 87 percent less likely to leave their jobs, saving employers the expense of recruiting, on-boarding, and training potential replacements.
Creating a highly engaged workforce continues to be a top challenge for at least a third of businesses, and investing in employee engagement will play an increasingly crucial role in remaining competitive in the future. Here are five proven employee engagement ideas that companies can use to ensure business success:
Employees who are empowered to bring their strengths, skills, and abilities to the table every day are six times more likely to be engaged at work, and 15 percent less likely to leave their jobs. It’s up to employers to provide tools that remove barriers to productivity and empower employees to reach peak performance.
Nine in 10 employees say having the right technology to do their job efficiently affects their work satisfaction. But what constitutes the right tool? The answer varies between companies and departments. In general, employees want tools that:
Nearly three in four employees feel like they aren’t achieving their full potential on the job due to a lack of development opportunities. From millennials to baby boomers, 70 percent of workers cite ongoing training and development opportunities as a key factor in deciding whether to stay at a job.
As one of the most effective things a company can do to boost employee productivity, many businesses offer job-related training. Those with comprehensive training programs enjoy 218 percent higher income per employee and a 24 percent higher profit margin, but they don’t always make it easy for employees to find opportunities relevant to their jobs. By proactively offering personalized information about training opportunities to each employee, companies can encourage staff engagement, while demonstrating a sincere commitment to the development of their workforce.
Studies have found organizational transparency is one of the top factors that determine employee happiness—particularly among millennials. Nearly half of younger workers happy with their jobs report open and free-flowing communication at work. When employees have visibility into data and decision-making processes, they’re better equipped to contribute in meaningful ways.
Business leaders are increasingly realizing the whole company benefits when employees have access to information that can help them make better decisions. However, democratizing organizational data requires businesses to:
The global mobile workforce is set to reach close to 2 billion people by 2020, and more than 40 percent of employees already work remotely, at least part of the time. As working outside the physical office becomes more common, employees now view flexible working practices as a valuable benefit from companies. More than half of office workers say they would leave their job for one with more flexible hours, while eight in 10 employees flexible work options would make them more loyal to their employers.
As a result, organizations need to equip employees with tools that keep them connected, enable collaboration across multiple locations, and allow remote access to work tasks and information. A truly flexible workplace provides a seamless employee experience across all platforms and devices, regardless of where employees are.
Did you know the average millennial worker wants to hear how they’re doing 71 times a year? Studies have shown frequent positive feedback leads to higher employee engagement levels. More than 40 percent of highly engaged employees receive feedback at least once a week, compared to just 18 percent of those with low engagement. Seven in 10 employees say their motivation and morale would massively improve if managers simply said thank you more often.
Companies can create an ongoing feedback loop by integrating positive reinforcement into the applications employees use on a daily basis. Integrating communication tools with other work systems creates built-in opportunities for recognizing good work by allowing managers and other team members to instantly and easily deliver praise. Technology also enables business leaders to replace the annual performance review with a more fluid and employee-centric review process. By proactively offering feedback on performance, managers can head off problems early and reinforce the behaviors they want to see more of—all while guiding employees toward ongoing development.
These employee engagement ideas for creating a highly engaged workforce aren’t new. It simply takes commitment and a willingness to transform the way employees work. Implementing these time-tested and research-backed employee engagement ideas can put organizations on the right path to ensuring employees are engaged, productive, and satisfied.
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