Employee engagement can be a very difficult matter to grasp for the average business owner, especially those who have never put much mind into workplace wellness, staff recognition and rewards programs, retention and the like.
Employee engagement can be a very difficult matter to grasp for the average business owner, especially those who have never put much mind into workplace wellness, staff recognition and rewards programs, retention and the like. However, failure to adequately plan and execute effective employee engagement strategies can have a profoundly negative impact on the average organization.
In many ways, these strategies are relatively straightforward and intuitive, but managers must be prepared to tackle the challenges contained therein and not underestimate the complexity of sound engagement programs. There are a breadth of ways in which organizations can take the first step toward more prolific engagement, such as through the deployment of more robust recognition programs, but it is up to decision-makers to ensure that the investments are put into the right coffers.
Considerations of note
Everything PR recently listed several aspects of engagement that cannot be left out should a company hope to retain its employees for the longest possible period of time, many of which attach directly to the corporate culture. This is a relatively common and often-spoken about point, in that leaders who fail to understand how the general appeal and culture of the organization impact engagement will have trouble seeing the trees for the forest.
According to the news provider, firms that work to connect employees to one another and the company itself, such as through teambuilding exercises and the like, will be more likely to enjoy the most consistent and beneficial levels of engagement possible. The source also pointed out that managers and decision-makers will need to build trust among their workforce right from the start, and that a lack of this sentiment can have significantly negative impacts on overall operational performances.
For example, regardless of how many programs a business puts forth to improve the livelihood and morale of their employees, if staff members do not believe that their managers are sincere, they will not likely receive the investments all that well. Everything PR went on to suggest that decision-makers also work to maximize the positivity seen in the workplace, and this is highly reliant upon higher-ranking staff members' approaches to leadership.
The path toward growth?
QSR Web recently reported that fast food giant Popeye's has put forth a new strategy to ensure long-term financial performance improvements, and that this effort is almost entirely linked to employee engagement.
"Human capital – some call it fuzzy. I call it a hard, compelling, profit-driving strategy. When employee engagement statistics are high, there is high retention and high productivity and high guest satisfaction," the firm's chief executive officer Cheryl Bachelder affirmed. "When guest satisfaction is high, they come back and they spend more money."
At the end of the day, it does not matter what industry a firm might be competing in, as engagement will be critical for all employers. By leveraging professionally provided services such as recognition programs, companies can take the next step toward optimal engagement.
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