How Do We Assess Employee Engagement?

No organization present on this globe would mind if someone said that the human resources at their workplace are the biggest game-changers they have.

While talented and engaging employees can unlock the potential of your company, less engaging employees can undermine the work quality that has been maintained for years.

After reading the above paragraph and the headline, you might be seeking the actual meaning of employee engagement.

Here it is:

Employee engagement means that employees are working wholeheartedly for the company and are highly motivated to contribute to it. They have a positive attitude toward their company. However, this engagement is built through effort from both ends, i.e., employees as well as higher management.

Problems Due to Low Employee Engagement That a Company Faces

Let's look at how low or no employee engagement can affect the organization and negatively impact quality and customer services. Let's zoom in for an in-depth discussion:

No Innovation

“A person will only innovate for things he is passionate about.”

If an employee is not passionate about the work he is performing, he will simply repeat the same process and then log out of the system rather than putting in extra effort and bringing newness to the work that will contribute to the organization.

Unhealthy Company Culture

Not only the materialistic loss, but low employee engagement also affects the abstract assets of the company. If the employee is not engaged, it will make the culture unhealthy due to procrastination, zero communication, falsehood, and other traits that spread like an infection, acting like venom for the company.

Scarcity of New Opportunities

Low employee engagement also halts new opportunities and the growth of the company. No one would invest their data, energy, and time into a company whose backbone has several pain points. The level of employee engagement can be easily understood by observing the quality and transparency of the company.

Impact on Turnover

When the company does not get new opportunities or when quality and customer satisfaction continuously decrease, it is obvious that the turnover will also decrease.

Recent statistics show that globally, 20-30% of turnover has been affected due to low employee engagement. That is not insignificant.

For better understanding, imagine going to a shop for the first time and liking the quality services. You feel it is worth paying for.?

But soon the owner, due to more work, hires an employee who does not know how to build a good relationship with you and takes time to bring services to your table.?

What will you do then?

You will stop going to that shop, and so will other customers.

Downfall in Quality

What could be worse than an effect on quality, which is the main reason for customer satisfaction??

Many employees only focus on their payrolls and don't believe in team spirit and organizational goals. This brings a lot of negative changes, one of which is a downfall in quality and customer retention.

How to Solve Employee Engagement Issue

Low engagement from employees falls mainly into the employees’ domain, but the organization needs to be cooperative and collaborative at both ends.?

Here are some ways higher management can put effort into aligning employees positively.

Let's look at the suggestions below to recharge the organization with high employee engagement and revamp the quality as it was or should be:

Make Employees Feel Important

It is very important to make employees feel that they are important to your organization. You can bring them attention by asking for their opinions, giving feedback, giving them deserved credit, or revitalizing the long and boring bureaucratic communication system that often steals their curiosity and enthusiasm.

Fair Pay and Increment

Fair increments motivate, while timely increments maintain employee retention. Everyone works better when they receive what they deserve.

Hence, it is important for an organization to plan a well-deserved salary and increments to keep employees motivated.

Focus on Training

It is important to educate employees to align them with market trends and organizational needs. The market keeps changing, bringing fear of change and job security issues among employees. It is important to make them feel secure and well aware of market trends, so they won’t feel insecure about their potential and position.

Fostering Inter-Organizational Relations

Organizations should also put effort into building inter-organizational relations to maintain a healthy environment and increase problem-solving skills within departments. For this, organizations must organize fun weekends, games that build bonds, teamwork, etc.

Conscious and Balanced Work Distribution

It is very important to ensure that work is divided according to the time available. If an employee has to work overtime or face work pressure, this will decrease productivity and affect employee engagement.?

Therefore, make sure to understand each employee’s perspective and distribute the work accordingly.

Final Thoughts

Everyone wants to work with a happy and healthy team, but only a few know how to achieve it.?

Employees often feel dissatisfied due to certain reasons or personality traits, but an organization must identify and fix the loopholes.

Because in the end, “a happy employee brings the organization’s potential to new heights.”