In HR and other people-centric roles, the conversation about employee engagement is ongoing. Too often, however, companies spend time on assuring engagement as opposed to improving it. A process of continuous improvement is crucial for the success of any engagement strategy. Undoubtedly, engaged employees are more productive, motivated, and committed to their work, leading to better business outcomes.
While there are many keys to employee engagement, three of the most significant include onboarding, flexibility and autonomy, and communication. These essential parts of the employee experience can make or break the employee-employer relationship. They are keys to success.
Download Now: 10 Proven Ways to Boost Employee Engagement [Free Report]
Three key elements to an effective employee engagement strategy
1. Onboarding
Starting at the literal beginning of the employee experience will pave a smooth path for the way forward throughout the employee lifecycle. Onboarding starts prior to day one, when an employee is gathering information about the organization. Often called preboarding, this is where the importance of employer branding truly comes into play. Knowing what the conversation about your company is online is important, as online forums are likely where prospective employees will gather information first.
Day one itself is essential, as integrating new employees into the organization and providing them with the tools and resources they need to be successful in their new roles will ensure a sense of purpose and belonging. Simply put, a good onboarding strategy is a foundation for attracting and retaining employees. It provides them with a clear understanding of the organization’s culture, values, and goals. It also helps them build relationships with their colleagues and managers, which is essential for creating a positive work environment.
A goal of onboarding should also provide new employees with a clear understanding of their roles and responsibilities, helping them feel more confident and empowered in their work. When employees feel confident and empowered, they are more likely to be engaged and committed to their work, leading to higher levels of employee engagement.
2. Flexibility and autonomy
Flexibility and autonomy are also essential for employee engagement. Flexibility in the workplace allows employees to balance their work and personal life, leading to reduced stress and higher job satisfaction. Autonomy, or the ability to work independently and make decisions, gives employees a sense of control over their work, leading to increased motivation and engagement (learn more about employee autonomy here).
When employees have the flexibility to work in a way that suits their needs, they are more likely to feel engaged and invested in their work. For example, allowing employees to work remotely or adjust their schedules to accommodate their personal lives can improve their work-life balance and increase their engagement with their work.
Similarly, when employees have autonomy in their work, they are more likely to feel a sense of ownership and pride in their work. When employees feel empowered to make decisions, they are more likely to take ownership of their work and be motivated to achieve their goals.
When employees have autonomy in their work, they are more likely to feel a sense of ownership and pride in their work.
3. Communication
Effective communication is the third factor that contributes significantly to employee engagement. Communication is essential for building trust, fostering collaboration, and ensuring that employees have a clear understanding of their roles and responsibilities.
Perhaps one of the biggest lessons learned from the disruption that has occurred is just how important communication and collaboration mechanisms are within organization. Not just any communication and collaboration methods work effectively—the right ones promote ease of use, reliability, and are widely accepted by employees and managers alike as a source of truth.
Over times of disruption, companies that have effective technology solutions in place learn quickly that these solutions are not a luxury—they are a necessity. Ensuring employees have an easy way to log their hours, request time off, switch a shift, or complete a training online via their mobile device is paramount to creating a great place to work. Also vital is two-way communication. Oftentimes companies prioritize getting messages out, but do not have a way for employees to send messages back to managers and human resources representatives. With the rapidly changing employment landscape, this is more important than ever.
Open and honest communication is essential for building trust between employees and managers. When employees feel that they can communicate openly and honestly with their managers, they are more likely to feel supported and engaged in their work. Communication can also help identify and resolve issues before they become major problems.
Fostering a culture of communication can also lead to increased collaboration and teamwork. When employees feel that their opinions and ideas are valued, they are more likely to contribute to team discussions and work together to achieve common goals. This can lead to higher levels of engagement and better business outcomes.
Finally, communication is essential for ensuring that employees have a clear understanding of their roles and responsibilities. When employees understand what is expected of them, they are more likely to be productive and motivated in their work. Clear communication also helps employees feel supported and valued, which can contribute to higher levels of engagement.
High employee engagement leads to better business outcomes
To build an environment of continuous improvement, regularly monitoring and evaluating barriers to progress is vital. This will allow companies to adjust and improve as needed. Onboarding, flexibility and autonomy, and communication are all essential factors that contribute significantly to employee engagement. From setting a good foundation, meeting flexible work expectations, and communicating during times of disruption and calm, organizations can create a culture that supports employee engagement, leading to higher productivity, motivation, and commitment, and ultimately, to better business outcomes.
