Employee engagement is essential in many workplaces to create a positive company culture, reduce turnover, increase productivity, and build better internal relationships. Because of the positive impacts of increased employee engagement, companies have invested time and resources into developing ways to increase workplace engagement. Through a recent survey produced by Gallup, the results have shown that leadership is what can make or break an improved employee engagement effort.
Over the last few years, as the workplace environment has evolved to adapt to changing employee and company needs, employee engagement has significantly declined, especially in management. The Gallup survey shows that the decline in employment is caused by a lack of communication about growth opportunities and expectations and feeling disconnected from the company’s values and mission.
When leadership focuses on engagement, employees are more likely to work more efficiently, build better relationships with colleagues and leadership, and are likely to feel more valued. The positivity of engaged employees can create a meaningful experience within the employee culture that spreads to their colleagues. If employees are more satisfied, they are less likely to quit, which can lead to a healthier workforce. A healthier workforce benefits the company, improving customer satisfaction and higher profitability.
How to Improve Employee Engagement
As a leader, you are integral to employee engagement through support and investment in your employee’s success. While other professionals throughout the organization can contribute to employee engagement, leaders are the main point of contact for guidance and feedback. Companies should first reskill and train management teams when they want to improve their workplace culture and employee engagement.
Managers can develop better communication skills that can significantly improve their engagement with employees individually and on a more personal level. When employees are given opportunities to talk with their leadership, it allows them a safe space to discuss their developmental needs, roadblocks, and challenges. It gives them the ability to provide feedback that can lead to meaningful change in the office.
An engaging culture can begin in the hiring process by hiring passionate employees who share the company’s values and vision. Bringing on new talent provides you with an opportunity to equip everyone with the tools they need to succeed through training and education. Leaders and HR should monitor employee engagement in the first few months of bringing in new team members. Checking in on them as they learn the processes can help your leadership team and HR better understand the success or improvements needed in the employee engagement strategy.
If you find your engagement strategy is ineffective, you risk losing top talent, and employees who stay will not perform at their highest abilities. It’s often said employees don’t leave companies. They leave management. A great leader who genuinely cares about employees’ well-being and success at the company can encourage employees to perform better and make them happier and more loyal.
With the growing focus on employee well-being and company culture, small and large businesses can find advantages in outsourcing HR. Enlisting the services of a human resources outsourcing (HRO) provider like Kona HR enables companies to do more for their employees, taking the stress off you or your existing HR department. With a convenient, single point of contact, an HRO can ideally provide individual or blended services to meet your HR needs.
Learn more about our HR outsourcing services here: https://www.konahr.com/outsourcing/