Research says that a happy, engaged workforce is a productive and profitable one. Gemma O’Connor outlines how to measure and improve employee engagement
A crucial aspect of employee retention is finding out what employees want and how engaged they are in their work.
If you have no idea what employees like or dislike about their work, you could find yourself providing benefits or conditions that don’t satisfy your staff. Unsatisfied employees won’t stay with your business.
Employee engagement: why it’s important
Businesses with high employee engagement tend to produce better results. According to Gallup research, companies with high levels of employee engagement have higher revenues, productivity and profits, as well as lower absenteeism, staff turnover and health and safety incidents.
One of the best ways to discern engagement and satisfaction levels is by surveying your staff anonymously and conducting regular catch-ups.
How often should you survey staff?
The world moves quickly in the digital age, and an annual survey will likely be too long and too wide-ranging to be of real benefit.
Short, intermittent surveys should ask fewer questions concentrating on current challenges within your business and your industry.
Provided this feedback is reviewed promptly and acted upon, these regular surveys can be an excellent way for employees to see that their opinion is valued and, where feasible, their feedback will be acted upon.
Tell them what they told you
Publishing survey results is a positive step towards boosting engagement. It’s a good idea to have teams gather with their manager or leader to discuss the results rather than publish them in an email.
This approach ensures transparency and shows that the survey exercise is a two-way process.
Take action
You should be able to divide your responses to the feedback into short-term and longer-term actions that your business can take.
If any immediate changes can be made, this will demonstrate that you are prepared to take feedback on board and give you some breathing room to consider how best to implement any longer-term responses.
If your employees have made requests that are not feasible, explain your reasoning and why it’s not possible for your business to operate as they are requesting.
A full and frank explanation will be appreciated by staff. If alternatives to suggestions exist, these should be communicated to your workforce for their consideration.
Keep your door open
The world of work has transformed in the last number of years. It’s a good idea to keep your door open and to listen to your employees. Helping your staff work in a way that suits them will most likely help your business.
Happier employees are better performers and more willing to stay for the long haul.
Another year means another opportunity for your business to grow. And to grow, now more than ever, employers need to check in with staff, listen, be adaptable, and respond to feedback.
Whether it’s a yes to a proposed change or a no, we can’t do this, engaging with staff on issues is the best way to develop a productive and long-lasting employment relationship.
Gemma O’Connor is Services and Operations Manager at Peninsula
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