How can you create engagement among employees?

In the workplace we no longer speak only of a human resource, but of a "person", today's workers are not exclusively interested in salaries, but want to be taken into consideration as individuals, which is why employee involvement becomes a fundamental asset .

Management often gives a nod to psychological theories of motivation just to get the employee involved. However, any form of participation requires a reward system, which does not only concern remuneration and career advancement: the employee is increasingly asking to be involved.

Why is it important to create employee engagement

To remain competitive on the market, the company needs to attract and keep talent. It is common for companies to find it more difficult to retain the best workers than to hire them. This is what is called a “war for talent” : to win the war it is necessary to create engagement in the workplace, which does not simply mean making employees happy or satisfied, but something more.

It's about the ability to create an emotional commitment to the company, it's a psychological investment, it's the will to contribute to the success of the company. It means feeling part of the company, regardless of the potential benefits.

Engagement increases productivity: companies that create engagement have a productivity increase of 21%, as well as an improvement in the morale of the productive force, as evidenced by a Gallup poll . Recognition leads to greater motivation in the employee, increases pride in the position held, which, indirectly, will push the worker to take initiative and responsibility.

Company engagement statistics

1. According to a Gallup poll, 70% of the workforce do not feel engaged in the activity they carry out, the majority see the workplace as a negative place, and do the bare minimum to get through the day
2. 73% of employees would be willing to leave their jobs if they received a good offer
3. The low worker involvement represents a cost to the company, between 450-500 dollars a year. Workers who do not feel involved are not ready to take responsibility, and produce less, which translates into losses for the company
4. Having a good and clear corporate culture increases revenues 4x. 47% of job seekers say they consider the company culture the main reason for leaving their current job. The philosophy that guides the company, i.e. all those principles that make up its DNA and reflect what it represents, are a key element in creating engagement
5. 33% of the active workforce say they look for a new job when they feel bored and unchallenged
6. 37% of employees believe it is important that the recognition be communicated to them explicitly : 43% prefer a face-to-face recognition with the employer, 10% would like to be praised in front of colleagues, 9% in private in written form
7. Only 29% of workers are satisfied with the growth opportunities offered by the workplace. 41% consider professional growth essential to consider themselves satisfied, a percentage that rises to 87% among Millennials

Communicating means involving

To allow employees to develop a sense of belonging and involvement it is necessary to strengthen internal communication . Communication is in fact the key factor for creating involvement: informed employees will be more confident at work and therefore motivated.

According to a survey, only 17% of people believe that their company's communication is effective, and 1 in 3 employees do not trust their boss' communication.

An employee who does not have the necessary job-related information is forced to search for it himself or enlist the help of colleagues, which can lead to wasted time and frustration.

Corporate communication must be a continuous flow of information sharing , internally and externally, which can be divided into 4 specific types:

1. internal communication upwards , from a subordinate to a superior, achieved through surveys, feedback, reports
2. downward internal communication , from the superior to the subordinate, which takes the form of letters, memos, verbal directives
3. internal lateral communication , between colleagues, which often plays a crucial role in engagement, carried out with chat, email or intranet software
4. external communication , with customers, suppliers and partners

Tips for creating engagement

• Hiring a good manager is the first step: the manager is responsible for 70% of the involvement of subordinates. An empathic and engaging personality will be able to motivate and involve with ease
• Providing the resources needed to work, technologies, tools, accessories, the employee must lack nothing to make him satisfied
• Showing appreciation is not an insignificant detail, on the contrary, it is the best way to create a positive climate based on trust
• Reward employees , with extra remuneration but also, for example, with free time
• Start involving the employee from their first day of work, don't let them develop a feeling of hostility, difficult to change in the future

3 mistakes of those who don't create involvement

1. Don't promote a human connection among employees: loneliness is the enemy of negatively affecting productivity
2. Do not optimize internal processes: overloading with unnecessary emails and meetings creates distance from work
3. Not promoting the corporate mission: the company's values and objectives must be repeated whenever possible, in all meetings, so that they are well understood but, above all, internalized by employees

How much has Covid affected your involvement in the company?

The pandemic has revolutionized the Italian working world, forcing a sudden remote working. The influence this has had on the involvement factor is linked to the ability that each individual company has had in managing the situation.

60% of employers said they had increased listening but not with the use of formal tools, only 31%, in fact, conducted surveys or focus groups among employees.

22% of workers admitted that they find it difficult to switch off working from home, 38% that they often feel exhausted due to online meetings. On the other hand, however, 73% say they are more productive when working from home, 87% say they feel motivated if the company is able to provide the right updates.

96% felt the employer's commitment to truly putting employee safety first in an emergency situation . This is clearly a key element in developing engagement.

The statistics that emerged from the period of forced remote work are still useful for those who intend to continue in this mode, even now that the emergency is over. In a work done remotely, it is good to keep in mind some useful tips for developing involvement:

1. Develop an appropriate internal communication strategy involving regular communication
2. Drive employees to collaborate through lateral communication
3. Encourage employees to participate in every conversation
4. Show appreciation for work done