{"id":2078,"date":"2016-05-06T14:46:39","date_gmt":"2016-05-06T12:46:39","guid":{"rendered":"http:\/\/greatpeopleinside.com\/work\/?p=2078"},"modified":"2017-01-25T20:13:49","modified_gmt":"2017-01-25T18:13:49","slug":"the-safe-road-to-employee-engagement","status":"publish","type":"post","link":"https:\/\/greatpeopleinside.com\/fi\/the-safe-road-to-employee-engagement\/","title":{"rendered":"The Safe Road to Employee Engagement"},"content":{"rendered":"<p><strong>How can we define what employee engagement really is?<\/strong><\/p>\n<p>Everyone talks again and again about the importance of employee engagement. Nevertheless, you might still encounter difficulties when asked to define it. This happens because employee engagement is not something mathematical, it represents the connection between the employee and the company \u2013 the mutual relationship based on trust, integrity and appreciation. Even so, there are ways to measure it and according to Gallup\u2019s 142-country report on workplace engagement, only 13 % of\u00a0 employees are engaged in their work. This represents a big problem for companies all over the world.<\/p>\n<p><strong>Why is it so important?<\/strong><\/p>\n<p>There are multiple factors that contribute to organisational success \u2013 \u00a0business strategies, the quality of products or services, their price, effective marketing and even organisational culture. But the most important\u00a0 factor &#8211; the one that keeps the company\u2019s engine running are the <strong>people. <\/strong>No organisation can achieve success without great people. But what qualities do those people need? Talent and skills are certainly important, but you\u2019ll never be able to use them properly if your employees won\u2019t do their best. A situation where it is guaranteed that your people will give everything they\u2019ve got is when they share common values and identify with the goals of the company. Several studies have shown the benefits of having engaged employees, as it follows:<\/p>\n<ul>\n<li><strong>Businesses with more engaged employees have 51% higher productivity<\/strong><br \/>\n<em>(Harter, J.K., Schmidt, F.L., &amp; HayesT.L., Psychology, 2002 Vol. 87, No. 2)<\/em><\/li>\n<\/ul>\n<ul>\n<li><strong>Engaged employees outperform disengaged employees by 20-28%<\/strong><br \/>\n<em>(The Conference Board, 2006)<\/em><\/li>\n<\/ul>\n<ul>\n<li><strong>Organisations with engaged employees showed a 19% increase in operating income over a 12-month period, compared to a 33% decrease in companies with disengaged employees<br \/>\n<\/strong><em>(Towers Perrin, 2008)<\/em><\/li>\n<\/ul>\n<ul>\n<li><strong>In companies where 60 to 70 percent of employees were engaged, average total shareholder\u2019s return (TSR) stood at 24.2 percent; in companies with only 49 to 60 percent of their employees engaged, TSR fell to 9.1 percent; companies with engagement below 25 percent suffered negative TSR<\/strong><br \/>\n<em>(Employee engagement at double-digit growth companies, Hewitt Research Brief)<\/em><\/li>\n<\/ul>\n<p>So, the importance of employee engagement should be pretty clear for anyone.<\/p>\n<p><em>Ok, I get it, it\u2019s important, but <strong>what can I do about it?<\/strong> <\/em><\/p>\n<p>Well, first of all, you need to understand what you must <strong>never try to do.<\/strong><\/p>\n<p><strong>You cannot manipulate your employees in order to engage them<\/strong><\/p>\n<p>Several companies are continuously attempting to trick their employees by making false promises in order to boost their engagement level without actually caring for them. This might, of course do wonders on the short term, but, as soon as the people realise what they\u2019re trying to do, it will tremendously damage their motivation, productivity and, in the end, your bottom line. Why\u2019s that? Because they would feel betrayed. Just imagine how you would feel if you trusted someone, gave them so much of your energy and time and dedicated yourselves in order to accomplish your mutual goals (or at least that\u2019s what you thought them to be), just to find out that they don\u2019t really care about you \u2013 you\u2019ve just been tricked. Of course you\u2019ll find it hard to find your motivation once again and the eventual raises or bonuses won\u2019t help that much now. We all need to understand that today, when it comes to people, <strong>manipulation and control are not an option.\u00a0 \u00a0<\/strong><\/p>\n<p><strong>Employee engagement must be nurtured<\/strong><\/p>\n<p>You can\u2019t just give them a small raise, clap your hands three times and expect engaged people. This is a matter where all aspects need to be taken into consideration and none has to be forgotten. While you slowly build your employees trust and foster their engagement, there are a few things you should keep in mind:<\/p>\n<p><strong>Share your vision. <\/strong>Your vision is what should inspire and motivate people right after they hear it. Focus on the things that your organisation ultimately produces. You should emphasize where the company is going in the near and more distant future and point out what\u2019s needed to get there.<br \/>\nSimply giving orders for your employees to follow it\u2019s detrimental for everyone, but making them understand what you have in mind for the company in the future and where they stand on that road will help them identify with your values and work harder towards achieving the common goal.<\/p>\n<p><strong>Offer recognition. <\/strong>The need to be recognised is essential to each and every one of us. Especially for the employees who give their best at the workplace. A survey made by HBR has shown that employees, when asked to rate the most impactful engagement drivers, they will, most often (72%), say that <em>Recognition given for high performers<\/em> is the most important factor. This can be done formally \u2013 a reward system based on performance, an \u201cEmployee of the month\u201d program,etc. or you can just thank them personally for how much they\u2019ve helped.<\/p>\n<p><strong>Be clear. <\/strong>A study made by AtTask in 2014 has shown that 64% of employees are often feeling confused about who\u2019s doing what inside the company. Engagement starts with having something to look forward to. If you don\u2019t set clear tasks and goals for your employees, they will surely \u00a0have a difficult time engaging in their daily tasks. Your employees don\u2019t need to waste time and energy on trying to understand what it\u2019s needed of them.<\/p>\n<p>Of course, using these tips won\u2019t engage your employees overnight. But, if you integrate them into your daily routine, you\u2019ll definitely see improvements and, in time, you might find out true what Meghan M. Biro said<em>: \u201cEmployees engage with employers and brands when they\u2019re treated as humans worthy of respect.\u201d<\/em><\/p>\n<p>We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation\u2019s specific competencies and unique vision. Please <strong>contact us<\/strong>\u00a0if you need to measure the engagement level in your company.<\/p>\n<section class=\"av_textblock_section\">\n<div class=\"avia_textblock \">\n<p><a href=\"http:\/\/greatpeopleinside.com\/free-demo\/\"><img loading=\"lazy\" class=\"aligncenter wp-image-2204 size-full\" src=\"http:\/\/greatpeopleinside.com\/work\/wp-content\/uploads\/2016\/05\/B_txt_10.png\" alt=\"B_txt_10\" width=\"277\" height=\"61\" \/><\/a><\/p>\n<\/div>\n<\/section>\n<div class=\"hr hr-invisible avia-builder-el-29 el_after_av_textblock avia-builder-el-last \">\u00a0Sources:<\/div>\n<p><a href=\"http:\/\/www.torbenrick.eu\/blog\/leadership\/10-reasons-why-employee-engagement-is-important hbr.org\/resources\/pdfs\/comm\/achievers\/hbr_achievers_report_sep13.pdf&quot; www.gallup.com\/poll\/165269\/worldwide-employees-engaged-work.aspx;\">www.torbenrick.eu\/blog\/leadership\/10-reasons-why-employee-engagement-is-important<\/a><br \/>\n<a href=\"http:\/\/www.hbr.org\/resources\/pdfs\/comm\/achievers\/hbr_achievers_report_sep13.pdf\">www.hbr.org\/resources\/pdfs\/comm\/achievers\/hbr_achievers_report_sep13.pdf<\/a><br \/>\n<a href=\"http:\/\/www.gallup.com\/poll\/165269\/worldwide-employees-engaged-work.aspx;\">www.gallup.com\/poll\/165269\/worldwide-employees-engaged-work.aspx;<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>How can we define what employee engagement really is? Everyone talks again and again about the importance of employee engagement. Nevertheless, you might still encounter difficulties when asked to define it. This happens because employee engagement is not something mathematical, it represents the connection between the employee and the company \u2013 the mutual relationship based [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2513,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[38,37],"tags":[96,81,98,94,95,97,80],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v15.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Safe Road to Employee Engagement - Great People Inside Finland<\/title>\n<meta name=\"description\" content=\"Everyone talks again and again about employee engagement, but what exactly does it mean and how can it be successfully obtained?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/greatpeopleinside.com\/the-safe-road-to-employee-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Safe Road to Employee Engagement - 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