Employee engagement is foundational to company performance, creating positive outcomes such as higher productivity, improved work quality, decreased job turnover, better health and higher sustained profits.
According to research “A job has the potential to be at the heart of a great life, but only if its holder is engaged at work.”
Employees today are looking for more than just an 8-to-4 job. They want to be meaningfully involved in their work, enthusiastic about the organization they work for, and committed to their fellow workers.
Engagement is an essential piece of the performance puzzle, because disengaged employees may only do just enough to get by and are more likely to leave their jobs.
Workers who feel disengaged tend to have negative employee mindsets and may lower productivity, dampen customer satisfaction and loyalty, thereby leading to damaging effects on an organization.
Employee engagement is one of the most important indicators in gauging work satisfaction and commitment. Therefore, greater investment in employee engagement is necessary.
Employees need to know they have a voice and can feel comfortable expressing their opinions about their workplace without fear of retaliation and with the expectation that issues will be addressed as best as possible. When employees are not involved in or kept up to date on organizational changes, key projects, company strategies, or future plans, they often feel taken for granted or unappreciated.
By explaining employees’ role in important decisions, and by making communication a priority, employees will feel comfortable supporting and advocating for an organization’s goals.
Communication also builds relationships between all levels of staff, creating an environment of effective collaboration. Ultimately, empowered employees who feel satisfied in their jobs, dedicated to their work, and confident in their managers, are more likely to be committed to their organization.