11 Jan Employee Engagement: Building the Engaged Workforce
Employee engagement lies at the heart of what we do. But we see it as an outcome of leaders doing the right things, rather than as a process in its own right. In his latest blog, Director Jonathan Booth explains how powerful harnessing employees engagement can be.
There is compelling evidence that improving employee engagement can significantly improve organisational performance. It impacts profitability, productivity, customer satisfaction, innovation, health and safety, sickness and absence, turnover, well being – the list goes on!
The beauty of engagement is that it influences all of these factors all at the same time. A focused motivated and informed team really is the elixir for business.
However, evidence shows there is a long way to go for this mindset to permeate across business.
Engage for Success is a voluntary movement promoting employee engagement as a better way to work for individual employees, teams and organisations. Their mission is to ensure that staff give their best each day so that UK workplaces are thriving, growing and developing.
They point out that “survey after survey indicates that only around one third of UK workers say they are engaged. This figure leaves the UK ranked ninth for engagement levels among the world’s twelfth largest economies as ranked by GDP”
It is estimated that around 70% of large organisations measure employee engagement, but that 90% of these organisations do little beyond this measurement.
To achieve the full benefits of employee engagement, a commitment to transformational engagement is required.
Organisations must focus on creating the conditions for teams to feel fully engaged with the organisation and its goals. This requires four key enablers:
- Strategic narrative – ensuring all employees are clear about the vision, the strategic direction and their role in achieving organisational goals.
- Engaging managers – developing leaders who empower and enable their teams to flourish.
- Employee voice – allowing open, two-way communication across all levels of the organisation.
- Integrity – ensuring that values are reflected in day to day behaviours and that there is no ‘say-do’ gap.
Transformational engagement will only be achieved through a joined-up approach to addressing all these areas in parallel. The only way to ensure that the full benefits of employee engagement can be achieved is to ensure that there is an organisational commitment to achieving those benefits.
This means ensuring there is a commitment to active leadership from the top of the organisation. Leaders must take the time to get the right approach in place. This means involving employees in the process and empowering them to shape the future. Most importantly, they must see it through!
In our experience, whilst the leaders of some organisations set out with good intentions, they find it hard to fully involve employees in the change process, given the time pressures to deliver quick results.
This is where Journey4 comes in. We have the skills and experience to balance the need to deliver change quickly and the desire to ensure employee buy-in and ownership so the changes made are sustained.
For more information on our approach, contact us on 01823 451 199 or complete an enquiry form for a confidential discussion.