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The Power of Employee Engagement: A Catalyst for Change

In today's dynamic and evolving workplace landscape, the significance of employee engagement cannot be overstated. This sentiment is echoed by Naila Mir, Founder and Director of P3 Connect UK, and Quinn Harrington, CEO of Harrington Design Company (HDco), in their first article addressing the challenges employers face in meeting the demands of their workforce and emphasising the impact that ineffective communication and engagement can affect employee.[1]

‘Three in five employees feel disengaged from their workplace as organisations struggle to form a post-pandemic work culture in the hybrid world, research by Robert Walters has found.’ [2]. Perkbox estimated that employee disengagement is costing the UK economy more than £340 billion every year in lost training and recruitment costs, sick days, productivity, creativity and innovation. [5]

What is employee engagement?

Employee Engagement is the measurement of how happy and motivated employees are at work [3]. Factors such as job satisfaction, recognition, sense of purpose, company culture, development opportunities, trust in leadership, and relationship with manager affect employee engagement.


Why is Employee Engagement Important?

  • Increases Productivity and Performance: Highly engaged employees are 22% more productive. [4]

  • Enhances Employee Retention: Disengaged employees are four times more likely to leave their job [5]

  • Reduces Employee Absenteeism: businesses with engaged employees have lower employee absenteeism rates by up to 81%. [6]

  • Builds stronger teams: Engaged employees are 18% more likely to collaborate and work together as a team [5]


What can you do to improve employee engagement?


1. Recognition:

Regular recognition is a powerful tool for boosting engagement. Creating communication and engagement programmes to promote recognition, such as inclusive leadership programmes and sustainability initiatives. Also, acknowledging employees through written recognition upon project completion not only creates a sense of pride but also reinforces the value of their contribution.


2. Sense of Purpose:

A strong sense of purpose connects employees to the broader mission and goals of the organisation. When employees understand the impact of their work on the overall success of the company, they are more likely to feel motivated and engaged. Leaders should communicate the company's purpose and engage employees in co-creating programmes and solutions. Hence, creating a sense of purpose and commitment.


3. Company Culture:

Creating a culture of open communication, collaboration, and respect fosters a sense of belonging. When employees feel connected to their workplace and share common values, they are more likely to socialise with colleagues and actively contribute to the company's goal.


4. Trust in Leadership:

Leaders who are transparent, approachable, and consistent in their decision-making build trust among their teams. When employees trust their leaders, they feel more confident about the decisions they make and the way they’re directing the organisation, making them more inclined to actively participate and engage in company initiatives.


5. Relationship with Manager:

The relationship between employees and their managers significantly influences engagement levels. Managers who provide support, constructive feedback, and opportunities for professional development contribute to a positive working relationship. A strong manager-employee connection promotes a sense of security and encourages employees to invest in their roles.


6. Work-Life Balance:

Create work-life balance by getting to know your team better. Regular conversation with your employees to understand how they are managing their workload. Also, consider providing tools such as Viva Insights to help your employees make informed decisions about their work patterns and encourage a more sustainable and balanced approach to work and life.


7. Employee Interest and Motivation

Recognising and aligning with employees' interests can boost engagement. Providing opportunities for employees to pursue projects or tasks that align with their passions fosters a sense of fulfilment. Understanding individual interests also allows organisations to tailor professional development plans, enhancing both engagement and career satisfaction.


In conclusion, employee engagement is not just a concept but a cornerstone of a successful organisation. When employees are engaged, they become the driving force behind innovation, productivity, and customer satisfaction. By implementing strategies that prioritise engagement, you can transform your workforce into a powerful catalyst for your company's sustainability. Remember, the journey to a thriving organisation begins with the commitment and passion of your most valuable asset – your employees.


If you're seeking to craft meaningful employee experiences, reach out for a complimentary 15-minute consultation to explore how we can elevate your employee engagement. Direct Link: https://outlook.office365.com/owa/calendar/ConsultationswithNailaMir@p3connect.co.uk/bookings/

 

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