Employee engagement is marked by three simple factors: how an employee thinks, how they feel, and how they act. When an employee understands their responsibilities and enjoy what they are doing, they are more likely to go the extra mile. According to the Economist Intelligence Unit (EIU), 84% of senior leaders say that disengaged employees are one of the top three biggest challenges facing their business.
The active management of employee engagement in an organization creates a proven competitive advantage because few companies get it right. Highly engaged organizations get it right by incorporating the ability to play to employee strengths when selecting managers, ensuring that daily operations fit into company values, and holding managers accountable for engagement-focused outcomes and ongoing employee development.
Simplify employee engagement: Create an environment that facilitates a highly engaged workforce by enabling engagement across management. Create strong leadership from the top that shows employees how their job fits within the company vision and strategy. Ensure managers provide employees with clarity and support, and work to ensure employees can see the organization lives its values.
Engaged employees are more productive: Multiple ongoing studies show that engaged employees as 43% more productive and outperforming their peers by 47% to 202%, which tie actively managed employee engagement efforts to productivity gains and organizational success.
Studies by both Gallup and Towers Watson reveal that engagement correlates with improvements in performance, innovation and cost reduction through lower turnover. Gallup also reveals that engagement can be measured so that comparisons can be made between different parts of the organization, and drivers can be identified.
Simplify engagement, display company values through daily operations, and hold managers accountable to achieve a competitive advantage fueled by actively managed employee engagement.
