Research has found that engaged employees have a shareholder return of more than 100% higher than the typical organization. Employee commitment is not enough to ensure corporate success on its own. Employees need to know what actions they are to take in order to achieve success.
Engagement only occurs when employees are motivated to help their organization succeed (commitment) and know what to do in order to make it successful (clear vision). Engagement is positively influenced by four main drivers. The leadership team must:
- share and involve their employees in their strategic direction
- appropriately reward performance (pay and benefits)
- communicate (inform and give constructive feedback, frequency, person-to-person)
- provide training and development opportunities to their team
How to create high-engagement
- Communicate. High-engagement employees reported that they received communication from their senior leaders at least monthly while low-engagement employees say that this communication was annually or never. Explain the rational behind the strategy or changes. Effective communication builds excitement about the future and focuses the team towards achieving the goals.
- Reward High Performing Employees. Less than one third of organizations reward their high performers. Provide daily, weekly and monthly feedback on performance as this drives up engagement.
- Educate Your Leadership. Whether leaders have a direct or indirect role in why employees leave their company, they do have impact on both the quality and quantity of communication and in their ability to reward and motivate. Skills in these areas are essential. Highly engaged employees have confidence and trust in their leaders.
- Be Customer Focused. Support employees to ensure high quality service, and give them the decision -making authority to meet the customers needs.
- Pay Attention To Your Benefits Package. Top performing employees say benefits are a major reason for staying or leaving an employer. Communicate the value of the benefits package.
Is your company good at engaging its members?
Is there a high level of trust in your company?
Is good performance rewarded appropriately?
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