Publicación de blog

Are You Getting Your Employees Engaged?

Chad Savoy

VP of Sales, Datadog

Engagement is the emotional connection employees have to their organization. Highly engaged employees believe in what they’re doing, feel a sense of ownership and will deliver more than what’s required in their roles; disengaged employees might not even come in on Mondays.

So if you want your people to a) show up and b) give 110%, here a few things to keep in mind.

Engagement matters

Companies with higher employee engagement experience reduced absenteeism and turnover, fewer safety incidents and increased productivity and profitability. Engaged employees are better brand ambassadors, creating more positive customer experiences and therefore happier customers. Basically, an engaged workforce is a good thing.

More than money (or massages)

Engagement is boosted by positive working relationships, learning, development and progression opportunities, feeling valued (as people, not just as labor units) and being empowered. You can’t rely on increased compensation or office perks; they’re unlikely to make a difference to most people.

Growing companies have an advantage

Smaller companies tend to have higher engagement as teams are small, tight-knit and focused on the common goal. There’s nowhere for underperformers or poisonous personalities to hide, and it’s easy to recognize achievements. Of course, clearly communicating direction and hiring the right people are critical for reinforcing this culture!

Happiness is important, but it isn’t everything

People can be perfectly happy at work without being engaged; they’ll do their jobs but not necessarily go the extra mile. On the other hand, engagement can encourage happiness: highly engaged employees might overlook the little things – no coffee in the break room for example – that would make less engaged employees unhappy.

Managers are kind of a big deal

Engagement depends not only on what the company can offer, but the relationships people build in the workplace. Managers need support to promote individual engagement: build strong relationships, leverage strengths, encourage development, and discover everyone’s unique motivators. Baby Boomers in particular are likely to become more or less engaged as a result of management support (or lack thereof).

A very long engagement

People are usually engaged in their roles when they’re starting out, so the challenge is maintaining that commitment and enthusiasm throughout their careers. New employees are usually encouraged to innovate, enjoy individual attention and get continuous information about the company, expectations and performance. Continue in this vein, and give them ample opportunity to develop and progress.

So you’re engaged, or not. Now what?

You can easily hire a company to measure your engagement levels or do it yourself with a survey. But it’s not enough to measure – you need to collect actionable, relevant data so you can make changes as a result of your findings. If you ask employees if they have enough learning opportunities, be prepared to offer more if the answer is ’no’.

Engagement needs commitment

Running an engagement survey and not doing anything with the results is a surefire way to undermine your efforts; remember employees who don’t feel listened to are unlikely to engage. So if you want an engaged workforce, focus on engagement drivers, Always Be Communicating, lead from the front and model the values and behaviors you want to see in your people. It’ll pay off!

If you're a member of HR.com, come along to this free webinar on October 29 and hear what CSOD's very own Engagement Manager Rachel Light has to say about getting – and staying - engaged.

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El líder ágil: Consejos para mantener a los empleados comprometidos, conectados y productivos

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El líder ágil: Consejos para mantener a los empleados comprometidos, conectados y productivos

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El talento de los empleados LGTBQ+

Publicación de blog

El talento de los empleados LGTBQ+

Vivimos en un mundo cada vez más globalizado y conectado, lo cual lleva a encontrarse a gente de todas partes del mundo en las empresas. Aunque esta diversidad puede aportar muchos beneficios, la verdad es que no es fácil conseguir que conecten personas muy distintas. Para ello es imprescindible que las empresas apuesten por programas y estrategias que promuevan la harmonía y la cooperación. Con motivo del día LGTBIQ+ el 28 de junio, queremos llamar la atención a este colectivo severamente castigado socialmente. Aunque es cierto que hoy en día se han hecho muchos avances en temas de legislación para reconocer sus derechos, y la sociedad se ha vuelto más tolerante con su presencia, todavía existe discriminación en varios ámbitos sociales, incluido el laboral. Según Harvard Business Review a día de hoy el 85% de las 500 empresas en el top de fortuna ha implementado políticas de protección sobre orientación sexual, un aumento del 34% respecto al 2000. Sin embargo, como la historia ha demostrado varias veces, las leyes y la práctica no siempre van juntas. Según un informe del sindicato UGT “Las personas LGTBI en la negociación colectiva. Análisis de la protección laboral de las personas LGTBI” solo tres de cada diez convenios colectivos de las empresas españolas han establecido cláusulas destinadas a la protección del colectivo LGTBI. En Cornerstone siempre hemos estado comprometidos con la meritocracia, y el rechazo a un trabajador por su orientación sexual no únicamente es poco ético, sí no también un desperdicio de talento. No tiene ningún sentido para una empresa discriminar a posibles trabajadores solamente por pertenecer a este colectivo, malgastar recursos valiosos por prejuicios no es una buena estrategia. Así pues, con el objetivo de ayudar a este colectivo y a las empresas, hemos elaborado una lista de todos los beneficios que los trabajadores pertenecientes a la comunidad LGTBI+ pueden aportar a una empresa. Aumenta el compromiso de los empleados. Pasamos muchas horas del día en nuestro lugar de trabajo y como resultado, si la empresa en la que trabajamos está comprometida con la sociedad, hará que nosotros de una forma u otra aumentemos también nuestro compromiso con ella. Mejora del entorno laboral. Fomentar la diversidad entre los empleados hará que estos sean más tolerantes entre ellos y se sientan más respetados y acogidos por su empresa. Esto dará como resultado un clima laboral mucho más acogedor que se traducirá en empleados más fidelizados con la empresa y una menor rotación. Favorece a la imagen corporativa de la empresa. Los empleados han cambiado a lo largo de los años, ya no buscan solo ganar más dinero en una empresa, sino que buscan empresas comprometidas, que contribuyan con su labor a la sociedad y que posean valores significativos para ellos. Por lo tanto, es fundamental que las empresas posean esta imagen de compromiso y diversidad, si la tienen muchas más personas desearán trabajar en esa empresa. Hacen las empresas más productivas. Según un informe global de McKinsey, las empresas situadas cuartil superior en cuanto a diversidad étnica y cultural entre sus ejecutivos en 2019 tenían un 36% más de probabilidades de tener beneficios superiores a la media que las empresas menos inclusivas. Está claro, a más diversidad de talento, mayor beneficio.

How Smart Engagement Builds a Dynamic Workforce

Publicación de blog

How Smart Engagement Builds a Dynamic Workforce

Real engagement in the workplace is part of a dynamic process of feedback and exchange. The more information you have about your employees, the easier it is to build programs and processes which actively involve them in learning and development. The more engaging your learning and performance strategies are, the greater the rewards in terms of staff productivity. Workforce engagement has never been more important. Gallup research shows that only 13 percent of employees worldwide are engaged. And according to Deloitte, as few as 4 percent of companies believe they are good at engaging with Millennials in the workplace. True engagement boosts company loyalty, reduces absentee days and increases an organisation’s profit. With employee engagement at record lows, the challenge lies in finding new ways to win the hearts and minds of your workers. The best way to do this is by building a culture of strong, creative communication and feedback while driving organisational growth. Practical, Proven Ways to Boost Workplace Engagement This all sounds fine. But how does it work in practice? Breaking the cycle of boredom, distraction and disengagement requires more than enthusiasm and good will. To understand your employees enough to engage them, you need to provide a system of continuous feedback which gives them the chance to tell you exactly what they need, where they’re at, and what they aspire to. This can happen in real time, 24/7, on the smart mobile devices that are central to Millennial communication, and that are becoming increasingly intertwined in the lives of older generations of workers as well. Once you have this vital feedback, you can start setting up central, cloud-based programs which feed their interest, meet their career objectives and fulfil their individual need to be recognised, encouraged, trained, coached, mentored and considered–in all the right ways. Customised programs lead, in turn, to a more focused and engaged workforce. Staff are now keen to collaborate and are increasingly able to innovate in small and major ways. Open lines of communication produce employees who feel valued, connected to their workplace, and able to build relationships in a more effective manner. By collecting real data from your employees, you are in a far better position to connect with them–in ways that resonate with their lifestyle, objectives and expectations. Over time, you have the tools to build a smarter, more engaged and far more productive workforce. How Continuous Feedback Is the Key to Engagement The following examples of continuous feedback show how it can work on the ground. 1) Measure Employee Engagement Craft a customised survey on a recurring quarterly or biannual basis to gather staff opinions on topics as diverse as feeling safe in the office, having opportunities for career development and quality of managerial feedback. 2) Encourage Open Communication Make your surveys fit for purpose to receive maximum possible feedback. Design confidential surveys–encouraging honest, unbiased responses–and dispose of lengthy questionnaires by allowing staff to answer a couple of questions in less than 10 seconds per day. 3) Foster a Culture of Continuous Improvement Create a series of pulse surveys designed to measure specific performance indicators, allowing HR to make ongoing adjustments. Call for targeted feedback on areas of employee dissatisfaction, gathering suggestions to improve company culture and practice. A continuous feedback survey platform like Cornerstone Engage allows your organisation to capture, analyse and act on real-time employee feedback. You can then: Measure engagement more accurately Capture feedback to help identify areas of difficulty and improvement Create customised programs to suit individual needs Track the effectiveness of these programs over time Drilling down into the details will give you the data you need to make truly impactful workforce decisions. So why get stuck in recurring loops of boredom and dissatisfaction? Integrate Cornerstone Engage with your cloud-based talent management platform and find your way out of the maze. Photo: Creative Commons

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