Enhancing Employee Engagement: The Key Steps to Success

Is employee engagement is crucial for the success of any organisation. I believe it is as engaged employees are more productive, have higher levels of satisfaction, and are more likely to stay with the company.

In this article, we will explore the key steps to creating an engaged workforce and why it matters.

The Importance of Employee Engagement

Employee engagement is the basis for customer experience and profitability. Engaged employees are the ones who deliver services, produce goods, and make the products that can be sold to customers. Employee engagement goes beyond building systems and finances and should include empowering employees to take charge of their job roles, cultivating a distinct sense of ownership and commitment to excellence.? When employees are engaged, productivity increases, sick leave decreases, and retention rates go up. All these things inevitably lead to better company results, so even if you don't believe in employee engagement I'm sure you believe in organisational success. Research by Gallup and other universities consistently highlights the positive impact of engaged employees on various aspects of organisational success.

Key Indicators of an Engaged Workforce

To measure employee engagement, organisations can use tools like the Q12 Questions by Gallup. These questions assess various aspects of engagement, including autonomy, belonging, competencies, and purpose. Autonomy refers to the extent to which employees have influence over their work. Belonging is about feeling connected to a team and organisation and valuing its core values. Competencies measure the organisation's willingness to train and support employees' talent development. Purpose refers to the organisation's overall mission and whether employees can connect to its core values. (Remember the Bill Flynn litmus test for core values i.e. are there consequences for breaching them, if not then they aren't really core values).

By measuring these key indicators, organisations can assess the level of employee engagement and identify areas for improvement.

Challenges and Barriers to Employee Engagement

Despite the importance of employee engagement, many organisations face challenges and barriers when it comes to fostering engagement. One common barrier, which I think we are all aware of is the traditional top-down management style that prioritises control and efficiency over employee empowerment. This will get you so far but you won't get the best out of your people and you'll have higher attrition rates. People leaving regularly to find "happier" working environment means spending more and more time on training new people to get them up to basic standard rather than focusing on developing existing people to really drive growth.

Another barrier is the fact that some organisations lack awareness of the impact that employee engagement can have and/or they have a culture that does not prioritise employee well-being, believing that people should just get on with it. Overcoming these challenges requires a shift in mindset and a commitment to putting human beings at the center of the organisation. Not always easy f you don't have a human being leading the organisation ????. Only half joking, leadership is key, if you have an automaton at the top, then forget trying to drive employee engagement ??.

On the basis that you are now convinced that employee engagement is a good idea here's a few suggestions on how to improve it.

Top Three Steps to Enhance Employee Engagement

Before I give those though, remember just like anything in business, creating an engaged workforce requires a strategic approach, it's not just going to happen and it requires buy in from leadership.

So that said, here are the top three steps organisations can take to enhance employee engagement:

1. Define and Communicate Core Values and Purpose

Organisations need to clearly define their core values & purpose and then ensure that leaders and employees are aligned with them. Core values should not be mere statements but should be embedded in the organisation's culture and actions. Leaders should walk the talk and demonstrate integrity in their adherence to these values. Communicating core values can be done through various channels, such as videos and team meetings, to ensure they are understood and embraced by every employee. Walking the talk simply means consequences when the values are contravened and reward & recognition when they are embraced.

2. Train and Empower Leaders to Ask Questions

Leaders play a crucial role in creating an engaged workforce. They should be trained to ask questions instead of telling employees what to do. By adopting a coaching mindset, leaders empower employees, promote autonomy, and encourage open dialogue. Asking questions like "How can I support you?" and genuinely listening to employees' needs and concerns allows leaders to provide the necessary support and create a positive work environment.

3. Support Employee Well-being and Development

Organisations should prioritise employee well-being and provide support for their overall development. This includes offering resources, such as coaching or training programs, to help employees enhance their skills and talents. Additionally, organisations can implement recognition and reward programs that celebrate employees' achievements and contributions. By investing in employees' well-being and development, organisations foster a culture of engagement and create happier, more productive employees.

As Paul ter Wal LLM CSP says, "happiness makes money!"

Case Study: Zappos and Delivering Happiness

A notable example of a successful employee engagement program is Zappos' Delivering Happiness initiative. Zappos, an online shoe store, created a program that focuses on aligning new hires with the company's core values. During the onboarding process, new employees undergo a six-week trial period to determine if they fit into the company culture. If an employee does not align with the core values, Zappos offers them a financial incentive to leave the organisation, believing that it is more cost-effective to part ways than to have disengaged employees on board. For more on the Zappos story, see The Zappos Model: How Delivering Happiness Transforms Business and Leadership

The Bottom Line: Putting People First

Employee engagement shouldn't just be a buzzword; it has a substantial impact on organisational success. By prioritising core values, empowering leaders, and supporting employees' well-being and development, organisations can create an engaged workforce that drives productivity, satisfaction, and profitability. Ultimately, it is essential to remember that organisations are made up of human beings, and focusing on their well-being and engagement is crucial for long-term success.

Click the link below to join today and gain access to our growing community of SME leaders!

Subscribe to the Hands On Business Podcast

We hope you’ve found value in this month’s edition of?The Accelerator. As always, we encourage you to share our newsletter with fellow SME professionals and decision-makers who could benefit from our content.

Together, let's drive innovation and success in the world of small and medium-sized enterprises!