The first thought that crossed my mind while I was planning to write this blog is an experience I had with a technology company. This experience made me a loyal customer and helped me understand why they became huge and so successful in their domain.
I was planning to buy a smartphone from the company's e-commerce site. My budget was tight, and luckily, the product was available at a reasonable price. I checked in after a few days, but to my surprise, the price was hiked to a point where I could not afford it anymore. I was disappointed.
I immediately called their customer support and expressed my concern. They amicably listened to me and explained their protocols and why they can’t lower the price. To compensate, they offered me a gift card. I was overwhelmed not because of their sweet gesture but the way they care about their customer’s happiness.
Now when I look back, It helps me gather the following insights on employee engagement.
The employees working in the company are engaged, which reflects in their actions.
Since employees are happy, they try to give the same experience to their customers.
Employees are more engaged because they consistently empower, motivate, and engage their workforce and align them with their goals and objectives.
Take care of your employees, and they will take care of your business.
This experience helped me realize that the company is doing something right when it comes to employee engagement. The benefits of having an engaged workforce became quite apparent.
But to engage the employees, it is vital to master the art of employee engagement. And you cannot do plan engagement activities without understanding the objectives of employee engagement first. And so, this is the topic I am going to discuss today: the objectives of employee engagement.
Here are the 6 Objectives of Employee Engagement
1. Align Employees With the Organization’s Goals and Values:
Every organization has unique sets of goals and values. Aligning employees with company goals and values gives them a clear perspective of what the company wants to achieve. Employees thus have a better sense of teamwork and are less likely to leave the organization. They remain more engaged since they have a clear picture of how their efforts will translate into the organization's growth.
How do you do it?
Define the primary goals and have a proper plan chart to execute them.
Hold a meeting to explain the goals and have a Q&A session to bring more insights to the table.
Communicate with the employees and keep them updated on the progress.
2. Employee Productivity:
Productive employees give more than they take. They understand business objectives well by actively participating in almost all organizational affairs, working hard on every task, and contributing to business outcomes.
With time employees stop bringing their enthusiasm to their workplace. The monotony of their work or unhealthy work culture may often lead to low employee satisfaction and diminish their passion for work. Even though the reasons can vary from person to person, the repercussions companies face for employee unproductivity are the same.
3. Enhance Employees’ Sense of Well-being:
The sense of well-being is psychological. And people experience a good sense of well-being when they have better relationships, freedom, personal growth, and a sense of purpose and meaning in life.
Employees with a good sense of well-being are engaged and satisfied in their jobs and empower others with their positivity and enthusiasm.
Support your employees and always help them in need. Actively listen to them, communicate more to understand their state of mind, and try knowing anything is bothering them or diminishing their well-being.
4. Improve Workplace Conditions that Drive Engagement:
By workplace conditions, I mean the work environment, internal communication, teamwork, respect, and healthy relationships in the workplace. All of these aspects collectively drive productivity and engagement. And this is why it is critical to improving these aspects.
Conduct employee engagement surveys to get a clear picture and then start working on the area which needs immediate attention. For example, the survey reveals that the employees are not happy about the communication in the organization and often are misinformed, or their opinions and views don't reach the top authorities. In this case, make sure you build a culture or a communication platform that helps address these issues.
When you give your employees an excellent working experience and take care of their needs, it helps improve productivity and the organization's overall growth.
5. Understand the Attitudes of Your Employees:
A workplace consists of diverse mindsets, and often, they have their way of completing their tasks. Therefore, it's a manager’s job to understand this aspect and delegate work to employees according to their core strengths and interests. Give them flexibility if they need it. If someone asks for flexible work hours to balance their work-life, try considering it.
If working around your employees' attitudes gives you more productivity and employee engagement, then consider it as your best bet.
6. Employee Motivation:
Employee motivation is one of the most substantial aspects of employee engagement. Motivated employees tend to perform better and are more productive in their jobs. Motivated employees feel a sense of commitment to the organization’s goals and objectives. They can lead to increased productivity and allow an organization to achieve higher levels of output. In contrast, demotivated employees spent most of the working hours surfing the internet for fun or looking for other job opportunities.
Employee motivation can be increased by positive communication in the workplace, acknowledging individual contributions, and rewarding them for the same.
Often a hostile work environment also diminishes employee motivation. Management can, therefore, conduct surveys to know this aspect better and take immediate action to resolve the issue.
To map the road to employee engagement, it is critical to get employee engagement objectives right. Your cake would remain half-baked if you do not know the goals of employee engagement and build engagement strategies for the sake of it. Therefore, hold your rope tight if you want to win the tug of war.
Comment in the box below if you have some more insights on the same.