Employee engagement is a phrase we often hear, but what does it mean?

For employees it is about doing a job that they enjoy and can grow and develop in, be well managed and supported, feeling involved and part of a team, enjoy good working relationships and feel valued by the company they work for.

From a business perspective, it includes managers who are confident in leading and managing their teams, high levels of performance and productivity, happy staff leading to happy customers/clients, and low levels of staff turnover and absenteeism.

How do you achieve high levels of employee engagement?

According to research, the following are key:

• Vision and purpose – if employees are going to commit to an organisation, they need to understand what it means to work there, what the company stands for, and vice versa. In recent years, there has been more focus on values-based recruitment for example, to ensure synergy between the values of the employee and the company.
• Organisational integrity is also important – doing what you say you’ll do, and treating people fairly.
• Employees need and want to understand what current and future development opportunities look like for them – can they grow personally and professionally with your company?
• Management development gives managers the tools to inspire, motivate, support and develop their teams.
• In organisations where employee engagement is high, success and achievements are celebrated on a regular basis, so employees can see how their contribution is making a difference.

If you are a business owner or manager looking to improve employee engagement, consider the following:

• Is your business strategy and vision clear to employees and potential job applicants?
• Do you have a people strategy? Does it support your business objectives?
• How do different elements of people management link together – performance management and reward, recruitment and talent management, communication and employee engagement for example? Do they conflict each other?
• Do your managers understand and demonstrate your company values? Do you support and train your managers on a regular basis?
• Develop an employee engagement plan to include formal and informal communication (both up and down), events open to all employees so that they can get to know their colleagues (think the timing of events to make sure you include as many people as possible), and any links to employee wellbeing and corporate social responsibility.
• Some companies hold regular employee engagement surveys – the key things are recognising that employee engagement is more than just a survey; and also making sure that you respond to the feedback.

How can HR Solutions Yorkshire help?

We support businesses to develop and implement all aspects of HR strategy including employee engagement, employee development, talent acquisition and management, employee wellbeing, performance management and reward.

To find out more please call 01937 591577 or 07495 857525.

You can also email sarah@hrsolutionsyorkshire.co.uk, or visit our website