Employee engagement is mostly overlooked, but it becomes a necessity if you really want to make your business grow, some benefits that come with engaging employees are increased retention rates, job satisfaction, better communication, productivity, and so on. Your employees are the internal force that drives your business. However, the productivity of your employees is hinged on how attached they are to your business.
Levels of Employee Engagement
According to Frontline Leadership Program, there are three levels of engagement based on commitment.
· Engaged Employees:
This set of employees work with passion, feel connected to the company, drive innovation to move the business forward, consistent, dedicated, and so on.
· Not Engaged Employees:
It is used to describe employees that have no passion and energy for their work, they do what they’re told to do. They hold no positive or negative attitude towards the organization.
· Actively Disengaged Employees:
these employees are unhappy, spread negativity, undermine their colleagues, do less than the minimum, and sometimes eliminate or scheme against their co-workers.
As an employer or business manager, the not engage employee bracket is where the change can begin, measures should be put in place to make them more passionate, and become engaged employees. This bracket is where the rot to highly disengaged employees can be stopped. You should also know that this set of employees can be difficult to identify because they still perform their duties, and don’t give cause for concern.
Statistics of Employee Engagement in the Workplace.
Employees are very clear about how attached they are to the company. According to statistics from Workplace Employment Relations Study (WERS),
· 80% of employees are engaged using meetings.
· 60% of employees are engaged when the finances are disclosed (i.e. interested in the financial position of the company).
· 66% are engaged during team briefings.
· 38% of employees are engaged when doing staff survey.
· 14% of employees are part of problem-solving groups.
· 91% of employees who are satisfied with their involvement feel loyal to their organization compared with just 49% of those not satisfied.
· 87% of those satisfied with their involvement in decision-making felt proud to work for their organization, compared to 38% who were dissatisfied.
Factors that Drive Employee Engagement and Productivity
The relationship between employee engagement and productivity are interwoven. The really great news is that employees are actually quite clear about what will help them engage with the businesses they work for. Below are some factors that can drive employee engagement.
· Want to know where the company is going (share plans and decisions).
· They what to be heard (welcome feedback and suggestions).
· Want an organization that can improve their skills.
· Feel important and valued.
· To be treated fairly and keep promises.
· Be involved in decision making.
READ ALSO: 5 Tips to Motivate your Employees.
Conclusively, employee engagement and loyalty is relatively higher in small and medium businesses.
READ ALSO: 5 Unique Ways to Boost Employee Productivity
REFERENCES: Frontline Leadership Program, Workplace Employment Relations Study (WERS), Sage
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