Walk into any given office meeting, and odds are just one in three people in the room feel engaged in their work. The rest are either checked out or openly hostile toward your company.
That’s a big problem, considering the difference in performance a little engagement can make. Engaged employees not only stick around longer, but they’re 38 percent more likely to display above-average productivity. Engaged employees “willingly go the extra mile, work with passion, and feel a profound connection to their company,” says Gallup. As a result, they typically earn their employers 2.5 times more revenue than competitors with low engagement levels.
At least a third of businesses continue to struggle with employee engagement, often because they’re going about it the wrong way. Office perks and team-building exercises might boost engagement for the short term, but they won’t make a dent in overall job satisfaction if employees face too many obstacles in their day-to-day work.
To create an engagement strategy that actually works, business leaders need to dig deeper. Here are three places to start:
Today’s employees value meaningful work over a higher salary, and seven in 10 say they’re more likely to stay with a company that invests in their personal growth. Yet 60 percent of business leaders say their organizations fail at empowering employees to manage their own careers. From successful onboarding to ongoing training, organizations need to continually reinvest in helping employees reach their full potential.
It’s important to note, however, that investing in personal growth doesn’t just mean offering more training. At the most fundamental level, it also requires companies to support employee performance with tools that help them work more effectively, make autonomous decisions, and cut out unnecessary tasks so they can focus on the stuff that matters. Solutions like Sapho Employee Experience Portal, for example, help fuel individual performance by allowing organizations to:
Employee experience—the sum total of everything an employee experiences within their company—directly correlates to job satisfaction. Organizations that invest in EX are more than 11 times likelier to be named one of Glassdoor’s Best Places to Work and 4 times more apt to appear on LinkedIn’s list of North America’s Most In-Demand Employers. Yet nearly two in three employees say the tools they use at work deliver such a poor user experience they’re often abandoned after the first use.
Consumer apps have raised the bar on user experience with their intuitive interfaces, personalized notifications, and user-centric approach. Employees have come to expect the same consumer-like experience at work, and they want their enterprise apps to mirror the ease and functionality of the consumer apps that help make their personal lives easier. Business leaders can provide this experience by adopting tools that:
Never underestimate the power of organizational transparency. It’s the number one factor in employee happiness, resulting in higher productivity, job satisfaction, and employee commitment. Data transparency helps employees make better decisions and more meaningful contributions to the company, which is why nearly half of younger workers who are engaged in their jobs report open communication and free-flowing information.
The first step in democratizing data is to start removing the barriers that block employee visibility into company information and decision-making processes. Departmental silos, hard-to-use enterprise systems, and the inscrutability of raw data all create bottlenecks that hamper the flow of information throughout the organization. To overcome these obstacles, companies need to:
By removing productivity roadblocks and helping employees perform their best, business leaders can create a solid foundation for long-term employee satisfaction.
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