More than half (59%) of respondents believe that chief executive officers (CEOs) are focused on the numbers, rather than their employees, according to research by Coleman Parkes and the Workforce Institute at Kronos.
The ‘The £60bn question report’, interviewed 500 people including business/operations managers, HR professionals, and employees amongst a cross section of UK-based organisations employing more than 600 employees.
The report revealed a UK workforce that is hindered by workplace complexity due to lack of staff availability, poor technology support, internal politics, and unrealistic workloads.
The research also found:
- Less than half (49%) of HR respondents rate their people among the top three assets of their organisation
- Only a third (34%) of respondents rate employee engagement as strong in their organisation
Overall the report paints a picture of a UK workforce burdened by unnecessary complexity, leaving employees torn between the competing demands of customers and management targets.
The benefits of employee engagement
Strong employee engagement is critical to business success and your business’ bottom line because engaged employees are much more likely to “go the extra mile”. However, according to the research it appears that employee engagement is not currently a core focus for HR professionals or business leaders.
To retain talent and create a motivated, productive workforce, businesses need to put their focus on their people. An engaged employee is both motivated and loyal, and a motivated and loyal employee can be a highly productive one. In addition, well engaged and rewarded staff experience:
- More fulfilling work days
- A greater sense of personal satisfaction
- More self-worth and value
- A feeling of job security
- A feeling of equality in the workplace
- Increased opportunities to develop new work skills
- Higher levels of productivity which can lead to promotion opportunities
- Better working relationships with peers and management
- A stronger sense of happiness which transfers to happier personal relationships
- A reduced sense of boredom or work days passing slowly
- Increased self-confidence
Creating the right working environment
Employee engagement is not a tick box exercise. It demands a holistic approach to creating the conditions that foster engagement.
1. Share the knowledge
Employees want to feel as if they are contributing to their employer’s goals and success, so sharing information and being transparent about how the organisation is performing is an easy way to improve employee engagement.
Managers also need to be able to articulate to their team how they contribute to achieving the company’s goals both as a team and as individuals.
2. Share the wins
Sharing employees’ successes with rewards in the form of certificates, gift vouchers or other non-cash rewards makes employees, and teams, feel appreciated and encourages their co-workers to strive to meet the same standards and behaviours.
You can share the wins in a number of ways including public presentations (if your recipient is happy to do this), announcements on the company intranet and in the company newsletter, or perhaps a ‘Wall of Fame’.
3. Share the fun
Teamwork is often the key to success in many organisations and fun, social activities can help team members get to know each other and create team camaraderie.
Going to a sporting event or paintballing might not be everyone’s cup of tea, so choose your activities carefully. You could have a night out ten-pin bowling or take your employees on a river cruise. Summer company picnics are an excellent way to have a bit of fun; employees can bring their families, participating in relay races, play Frisbee, and have a go on a bouncy castle.
To improve employee engagement levels, HR professionals, businesses leaders and managers need to make sure that their employees feel like they are contributing to the company they work for, are appreciated and work well as a team. Sharing information, employee success and having some fun can contribute to achieving this.