The title of this article seems like common sense, but we all know that common sense is not always common practice. Employee engagement has been a top priority for HR leaders for some time. Other leaders, however, have wanted to see the following business case before they bought in.
Employee engagement in a subjective sense:
- References the relationship between employees & their manager
- Determines the effort & intellect employees are likely to put into their jobs
- Shows the probability of employees saying positive things about & choosing to remain with their organization
- Indicates how much employees care about the organization & their jobs
Research by Gallup, Willis Towers Watson, DDI, The Conference Board & others has shown that employee engagement reaps financial returns by:
- Increasing customer satisfaction & productivity
- Decreasing absenteeism, turnover & accidents
So naturally, thousands of organizations are regularly measuring & striving to improve their level of employee engagement.
One recent study proving the financial return from employee engagement was recently conducted by Zendesk, a customer service software company. Zendesk wanted to determine whether engaged employees provide better customer service – i.e. whether investments in employee engagement enhance customers’ experiences. They found that the companies with employee engagement scores above the benchmark had 10% higher customer satisfaction scores than those companies below the benchmark. They also found that the best performing employees had:
- Higher engagement scores
- Faster customer response times
- Higher customer satisfaction scores
The Hay Group also found that businesses with engaged employees were as much as 43% more productive than companies with low employee engagement. These studies show that investing in increasing your employees’ engagement is investing in your business’ bottom line.
So, how can a company foster increased employee engagement? Of course, a great place to start is with an Employee Engagement Survey designed to determine your organization’s current state, the positive aspects of your work climate & where you have opportunities for improvement. Our standard, research-based questionnaire does this with only 30 closed & 3 open-ended questions.
Should you still have many of your employees working remotely, you may feel this is not the time for a full Engagement Survey. If so, you can still gain insight into how to engage & assist your remote employees by surveying them with:
- What are the two biggest challenges you are facing working remotely?
- How have our systems been helping or hindering your remote work?
- What resources would enable you to be more productive?
- How can our virtual meetings be improved?
- What would help you feel more connected to your team and/or the organization?
- What is the one thing the company could do right now to better support you & other employees during this COVID pandemic?
Enhanced employee engagement does result in greater financial returns. HR leaders you’ve been right all along.
“To win in the marketplace you must first win in the workplace.” – Doug Conant, former CEO of Campbell’s Soup