The employee engagement journey

engaged workers‘Employee engagement is the emotional commitment the employee has to an organisation and its goals.’

This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for a salary, or just for the next promotion, but work on behalf of the organisation’s goals. Engaged employees are enthusiastic about their work and invest their time, energy and personal resources into their role.

Leadership expert Simon Sinek states “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”

 

What are the benefits of engaged employees?

The benefits of employee engagement include unlocking extra effort from your employees; making sure they’re buying in to what you’re doing as an organisation; and building loyalty.

When employees feel engaged and valued like this they bring several positive benefits to a business. For example, having engaged employees leads to:

  • improved service, quality, and productivity, which leads to…
  • higher customer satisfaction, which leads to…
  • increased sales (more repeat business and referrals), which leads to…
  • higher levels of profit, which leads to…
  • higher shareholder returns (i.e., stock price)

 

How do employee benefits influence engagement?

Research has shown that there is a clear correlation between appreciated employees and a higher level of engagement. So if you can offer a well-tailored benefits scheme across the organisation, your employees will feel more appreciated and are more likely to be engaged. To put it simply, employee benefits are an effective way to motivate employees and improve employee engagement.

Amongst our clients we’ve found that popular benefits include:

  1. Buying and Selling Holidays
  2. Childcare Vouchers
  3. High Street Discount Vouchers
  4. Cashback Cards
  5. Employee Assistance Programmes
  6. Online Discount Portals

Encouraging employees to participate in a company benefits scheme, take responsibility, and see a reward for their actions, provides positive reinforcement for their behaviour, and increases the likelihood of continued positive behaviour towards your organisation. So how can you achieve great engagement results from your benefits scheme?

 

A good engagement strategy is the key

clasped handsEmployee engagement relies on a level of communication between you and your employees. This is where an effective employee engagement strategy becomes important. A good employee engagement strategy is vital to helping employees understand and make the most of the valuable benefits that are available to them in the workplace.

Once you’ve designed and carefully planned your employee benefits package, you’ll need an effective communications strategy to tell your employees all about it. There are a few key steps you should take to ensure your organisation communicates effectively and achieves increased employee engagement results:

  1. Creating a buzz – raising awareness and capturing the attention of employees, with a view to educating them about their workplace benefits.
  2. The personal touch – encouraging attendance at seminars/workshops and educating employees on a personal level about the benefits scheme.
  3. Informing employees – delivering detailed information to employees personally, and on-line, about the different benefits available to them.
  4. Ongoing engagement – the long-term communication strategy, aimed at ensuring employees are taking advantage of the benefits on offer, and are engaging with the scheme on a regular basis.

 

Measure the success of employee engagement

An important aspect of the ongoing engagement is ensuring you measure the results, so you can gain a valuable insight to help improve the productivity of your staff and success of your organisation. Ultimately companies that successfully achieve high levels of employee engagement understand that motivating great performance, and aligning talent with business strategy, requires getting to the heart of what matters to employees. This involves understanding and listening to your employees, and delivering what they want through several carefully thought out initiatives, such as your total employee benefits package.

John Sylvester

John is responsible for the motivation division of p&mm ltd and a Director on the board of the IPM. Specialising in developing, implementing and directing many large scale staff motivation, recognition and employee communications programmes.
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