Employee engagement is the need of today’s tech savvy remote enabled workplaces. Employee engagement reflects the situation of the employees. A well engaged team can mean that the employees are loving what they are doing, they are satisfied with the compensation and other benefits and lastly, they believe it is the idea of the organization and are working towards it.
WIth the increase in technology and companies constantly scaling up, recruiting from around the world, the diverse workforce that is created has to be handled with care. Ensuring that every employee voice is heard and responded to becomes a priority as it ensures equal representation which further ensures that everybody is positively thriving in the workplace. So what is employee engagement?
According to Wikipedia, Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests. An engaged employee has a positive attitude towards the organization and its values.] In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka ‘coasting’), up to an employee who is actively damaging the company’s work output and reputation.
Happy employees are the most productive, collaborative and loyal. It’s no surprise that companies that culture this phrase have happier employees, improved employee engagement and greater performance. While every organization is trying to improve their employee engagement, there are myths that people believe to be true. Here are a few of the popular myths that people believe about employee engagement to be true.
Myth 1: We don't need to address employee engagement because we already have strong employee satisfaction scores.
No, surveys as we have mentioned earlier does not guarantee that the right employee sentiment is captured. Surveys that capture the employee sentiment are periodic, generic and do not cater to the individual needs and aspirations of the employees. So even if you are getting good employee satisfaction scores, chances are that employees are not fully engaged.
Myth 2: Engaging employees costs too much money and time.
Everything comes with a cost but for employee engagement, more than money and time is the willingness to change and the consistency of efforts that matter. Leaders must ensure that humane conversations happen with an intent to listen, understand and respond. Engaging employees starts with listening.
Myth 3: Employee engagement seems like a stage where we fix things and then move on, but it doesn't need to be a long-term focus.
Again, terribly wrong. Companies are not built to last a couple of years. So how can we have engagement strategies that are not designed to be long term focused. Strategies have to cater to every moment that matters to the employees keeping in mind the fact that a good team is build over a long period of time and we must take necessary steps to ensure employees stay.
Myth 4: People with managers who provide regular feedback will be more engaged than those who don’t receive as much feedback.
While feedback is important, too much feedback can lead to micro management and nobody likes to be micromanaged at every step of their work. The feedback system has to be designed in such a way that no employee feels managers are constantly over their heads but also ensure that task allocation and collaboration is done with ease.
Myth 5 : Monetary incentives are the best way to motivate employees to come out of their disengaged state.
Compensation is an important aspect of employee happiness and therefore an important parameter for employee engagement. However, it is not the only thing that matters. !000s of employees leave workplaces everyday and the reason is not compensation but toxic work culture, lack of motivation, absence of a feedback response system and the list can be endless. So if you are thinking that increasing compensation will increase employee engagement, it is certainly not the way it works.
There are many misconceptions about what it takes to create an engaged workforce, these 5 myths dispel some of those misconceptions.
Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.