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The What, Why and How of Developing an Employee Engagement Strategy

Shefali Vasave | September 2, 2021 | 351 views

Engaged employees work better, are more productive and encourage others to contribute more. It’s a no-brainer that employees who feel connected to their organizations make for an empowered workforce. This is why employee engagement has an exponential impact on almost every significant aspect of your organization like profitability, revenue generation, sales, customer experience and even recruitment.

According to a Gallup study, highly engaged employees result in 21% higher profitability for their companies.
Employee engagement is a hot topic among HR leaders across the world and there is a ton of information about it and some ambiguity.
But isn’t engagement subjective? And what exactly does it mean to measure employee engagement? And how can you measure it if you can’t define it?

What is employee engagement and can it be measured?

Employee engagement is the degree of emotional and mental connection an employee has towards their work, team and organization. Employee engagement metrics cover more than just satisfaction, well-being and happiness derived from one’s job.
Measuring the right drivers of engagement adapted for your organization’s workplace and culture can reveal more valuable insights.


Levels of Employee Engagement

Employee engagement can be classified into four levels. From highly engaged to disengaged, here’s how every level is defined and what they mean.

High-engagement
  • Positive towards their job and team
  • Champion your organization and brand
  • Motivated to stay long-term
  • Higher productivity and job satisfaction

Moderate-engagement
  •  Favorable but not fully engaged
  • Unlikely to take initiative
  • On the lookout for other opportunities
  • Room to be more engaged

Low-engagement
  • Neutral towards the organization
  • Demotivated about their work and team
  • Likely to underperform
  • Pose a risk of high turnover

Disengagement
  • Negative perception towards their work
  • Lack of commitment
  • Misaligned with your organization’s mission and values
  • Negative influence on team members

Why is it crucial to measure employee engagement?

People-centric organizations are fully aware that their people are one of their most important assets. So, how does employee engagement impact companies on the ground? Multiple studies show they have a direct influence on every critical area of your business.

Profitability

According to a Gallup study, highly engaged employees result in 21% higher profitability for their companies. On the other hand, another study reveals that disengaged employees cost companies in the US $450 - 500 billion every year. Therefore, profitability is one the most significant aspect of your business and employee engagement is correlated to it.

Productivity

Engaged employees are reported to be 17% more productive than those that are disengaged. This is because they love their jobs, thus, are willing to go above and beyond their scope of duties and getting more things done.


Retention

Since engaged employees report higher job satisfaction, they are unlikely to switch jobs. This drastically improves employee retention resulting in reduced costs for the organization.

Customer Experience

Employee engagement has a direct impact on customer service. Engaged employees are deeply committed to their jobs and endeavor for customers satisfaction.

Absenteeism

Engaged employees are also less likely to take unnecessary leaves. A Gallup study shows a 41% decrease in absenteeism from impeccable employee engagement alone.

Well-being

Work is a modern-day source of stress for many workers. However, engaged employees are healthier, have fewer chronic diseases, are less likely to be overweight and more likely to eat healthier and exercise. Overall, it’s a win-win for both employers and employees.

Workplace Injuries

Engaged employees are more focused. This results in fewer workplace injuries, drastically reducing costs and resulting in better adherence to safety standards.

Tracking Employee Engagement

The important question is what are the drivers of employee engagement and how do you even begin to quantify engagement?
Most organizations start right with employee engagement surveys and witness significant participation. But what steps are taken next once the surveys are complete? For this, choosing your survey questions matter a lot.

What to do?

Outline your plan of action
Collecting information will give you an insight into how your employees relate to the various drivers of engagement. Next, outline the exact outcomes you want out of this strategy.

For example, ask targeted questions that reveal perceptions of your organization, the pride your employees take in their work, intention to continue long-term. You can measure these and other parameters you consider important on a scale of 1 to 10 to determine the level of engagement.

Determine what matters most to YOUR employees

Every organization across industries varies in its workplace dynamics and what its employees consider important. You can determine what employees consider most essential by considering the following universal drivers of employee engagement:
  • My job empowers me to use my best skills.
  • My seniors demonstrate honesty and integrity.
  • I am confident this organization will do well.
  • My job is challenging and mentally stimulating.
  • The senior leaders here value their employees.
  • My opinions are heard and considered at work.
  • I get recognized for my efforts and contributions to the organization.
  • I see opportunities for career growth here.
  • I trust my leaders to lead this organization to grow and succeed.
  • I have all the necessary resources to do my job well.

Calibrate your employee engagement strategy
Resonance is key. The importance of conducting surveys and having your finger on the pulse of the workplace cannot be understated. However, it is also essential to pace your measuring to enable smart decision-making.
Research shows, tracking employee engagement annually is the best route to take. Since employee behaviors change through a period, you want to balance employee surveys to capture responses from everyone.
Pulse surveys can help you track engagement in real-time about specific changes and topics. While life cycle surveys will track employee perceptions during appraisals, transfers or promotions. Whatever you choose, ensure it is calibrated to your organization’s specific end goals.

What not to do?

Now that you know what steps to take next, it is imperative to explore some of the mistakes that you should avoid. Here is a list of things you should not do to avoid miscalculating employee engagement.

Don’t rely on pulse surveys
Short and specific surveys are crucial in your toolkit, but they are likely to paint only part of the picture. Hence, pulse surveys should not form the crux of your strategy. Instead, it can help you identify trends and patterns over time and shape a more concrete strategy that aligns with your organizational goals.

Don’t survey a sample population
Surveying a sample population can be deceptive when it comes to measuring employee engagement. Eliminate surveys that don’t cover all your employees and their voices. The results are skewed and the efforts do not help you get to the heart of your organization’s true ethos.

Don’t stop at collecting answers to surveys
Once you have the insights you need, don’t let them go stale. What this means is you need to take action right away while the results are fresh. This ensures our action steps are steady and aligned to the yielding the outcomes you want.

What does action look like?

Once you have the data you need, it is time to put it into action. An actionable strategy will help you implement your specific engagement drivers, propose steps to execute  your employee engagement strategy, and create accountability for the outcomes you seek. Finally, employing an experience management solution can help you keep track of engagement and the actions you need to take.

Frequently Asked Questions

Who should collect engagement data?

Since engagement data is critical, you must ensure complete confidentiality. However, it is also important to share it with the right stakeholders. Your HR team should drive the efforts to collect the data you need.

Who is responsible for taking action on the results of the employee engagement survey?

The leadership team, HR and managers all play a role in determining the next steps post the collection of information stage. Your HR teams curate the tool and engagement partners while your leadership visualize the objectives and share progress. They can also support managers in identifying areas of focus where engagement efforts are most needed.

Do third-party providers offer employee engagement services?

Yes, quite a few third-party services are available if you are considering developing an employee engagement strategy. However, take note that you will want to do the heavy lifting of gathering data and identifying your goals to maximize getting the most out of these professional services.

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Open-source software has become commonplace for application development, but it also can introduce security risks. ServiceNow has introduced Software Bill of Materials (SBOM) management to easily process and ingest software components inventory, gain comprehensive insights into its presence within business applications, assess security risk, and drive response workflows. By extending centralized visibility for third-party and home-grown applications, SBOM gives customers the ability to more easily manage cyber risk that can accompany open-source software. Simplifying mission-critical processes and unlocking value with intelligent automation Companies could automate 30% of worked hours across all industries2, the majority of which include repetitive processes that are necessary for day-to-day operations but aren’t necessarily value-driving. ServiceNow’s Vancouver release allows organizations to do just that, automating manual processes so that employees can focus on more complex work, and driving ROI from digital investments with significant efficiency gains. For example, managing the maintenance, security, and compliance needed for clinical devices diverts clinician energy from patient care to paperwork. ServiceNow’s new Clinical Device Management (CDM) solution simplifies how healthcare providers install, service, manage, and maximize the life of devices, such as MRI and X-ray machines. CDM automates the upkeep and management of these devices, guides staff on ordering parts, and identifies the best technicians for device maintenance, leading to improved patient safety and care. In addition, healthcare providers can save on maintenance expenses related to critical, costly devices. Accounts Payable Operations (APO), an enhancement to Source to Pay Operations, is now generally available as part of the Vancouver release. APO, part of ServiceNow’s Finance and Supply Chain Workflows, automates the accounts payable process, allowing teams to digitize the invoice receipt, reconciliation and payment process, which can positively impact cash flow as well as supplier relationships. With APO, customers can reduce their typical manual processes costs (~$16 per invoice) by up to 80% with automation from ServiceNow.3 Accelerating talent transformation with AI The growing skills shortage and employee demand for continuous learning is pressuring businesses and HR leaders to rethink the way they train and develop talent. Seventy-seven percent of employers report difficulty in filling roles—the biggest skills gap in 17 years.4 To help leaders better meet the needs of their workforce while optimizing for the future of work, Employee Growth and Development (EGD) is generally available today. EGD uses AI to collect, validate, and continuously update employee skills data, giving leaders greater visibility and insight into workforce capabilities so they can make smarter talent decisions that fuel business growth. New in ServiceNow’s Vancouver release, managers can create customized and trackable growth plans for employees that align skills development to career ambitions. Employees can define career aspirations, explore career options, and self-drive career progression through guided actions. AI-powered recommendations and proactive prompts foster more informed career conversations between managers and employees and empower employees to take ownership of their career development all from a single career hub. Both CEOs and CHROs know that skills are a core driver of every company's transformation. To enable this work at scale, technology has to keep pace. ServiceNow is leading the way with our Employee Growth and Development solution, harnessing AI to empower people to grow with more accessible, inclusive, and impactful opportunities, while providing leaders the transparency to see progress across the enterprise, said Jacqui Canney, Chief People Officer at ServiceNow. This solution bridges the gap between employees' existing skillsets and the necessary actions for development, and propels organizational growth while unlocking everyone's full potential. It's not just a tool, it's how we will help reshape the future of workforce development, placing people at the heart of everything we do. As a part of the Vancouver release, ServiceNow also launched Now Assist for ITSM, CSM, HRSD, and Creator to embed generative AI across all workflows on the Now Platform. With this update, customers can accelerate productivity, improve experiences, and increase agility across every business function through the power of generative AI. What customers and partners are saying about the Now Platform Vancouver release EY “Collaborating with ServiceNow has allowed us to implement effective solutions to improve EY finance and procurement teams’ work experience,” said Hank Prybylski, EY global vice chair – transformation. “Building on this valuable alliance, new solutions in ServiceNow’s Finance and Supply Chain Workflows, such as Accounts Payable Operations (APO), will help EY teams operate more efficiently by connecting a wide range of data, systems, and people, so they can drive more business value.” IBM Consulting "Pairing IBM's Skills expertise with ServiceNow Employee Growth and Development, we will revolutionize talent management," said Deniz Demirel, talent transformation strategic partnerships leader at IBM Consulting. "By consolidating the digital experience platform with learning, development, and skills intelligence, our customers can gain data-driven insights to proactively identify and develop critical skills, effectively closing talent gaps and simplifying the overall employee experience." Optimum Healthcare IT "At Optimum Healthcare IT, we recognize that healthcare organizations want a platform that provides a single view across the enterprise regardless of the type of asset. With ServiceNow’s Clinical Device Management, they can now take a holistic approach to managing their clinical devices on a single platform, optimizing the value of their investments,” said Brian Symonds, president of Optimum Healthcare IT. “This exciting new product, combined with our world-class staffing and consulting services, allows us to maximize value for customers through streamlined processes, compliance management, and risk assessment. This comprehensive approach resonates with many enterprise leaders as they desire heightened visibility and reporting, and it enables us to provide a whole new level of value for our customers." Availability The Now Platform Vancouver release is generally available today. A slate of new generative AI innovations, partnerships, and enhancements were also announced today and will be available on Sept. 29; more details can be found here. Additional information: Learn more about the Vancouver release from Jon Sigler, Senior Vice President of Platform. Watch a demo on Now Assist for every workflow.

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Employee Experience

Workhuman Elevates Employee Recognition with New Microsoft Teams App

Workhuman | September 25, 2023

Workhuman, a renowned company at the forefront of transforming how employees engage, connect, and show appreciation in the workplace, has taken a significant step in enhancing its market-leading Social Recognition platform by introducing the all-new Workhuman app for Microsoft Teams. This innovative application is now readily available for download in the Microsoft Teams app store, providing employees within organizations complete access to the features offered by Workhuman's robust recognition platform, all within the Microsoft Teams environment where employees conduct their daily work, meetings, collaborations, and communication. Leveraging the cutting-edge capabilities of the Microsoft Teams platform, this new application empowers Workhuman to offer its clients an effective means to elevate awareness and real-time participation in their employee recognition initiatives. Building upon the initial Teams integration by Workhuman, which already supports users launching the recognition nomination process within Teams chats and Teams channels, the new app brings forth a host of features: A native welcome page that facilitates immediate recognition and showcases an 'always on' awards feed, along with a highlight reel of years-of-service awards and celebrations, all without necessitating employee logins to a company intranet. Award notifications within the Teams Activity tab, along with the ability to extend kudos and congratulations to colleagues across the organization who are receiving recognition or commemorating significant life and work milestones, thereby fostering a more unified company culture. The capacity to deliver 'in-the-moment' recognition within Teams chats, channels, or even during meetings (through a Microsoft Teams meeting extension), accessible across mobile, desktop, and web versions of Teams. Employee visibility into their own recognition points balance, serving as a reminder of the recognition they have received from their peers, coupled with one-click access to the Workhuman Store for perusing and redeeming points for merchandise, gift cards, charitable donations, or experiences. Teams administrators are granted centralized permission and deployment controls for the application within the organization's Microsoft Teams environment, offering granular settings and robust security options. Research conducted jointly by Workhuman and Gallup has delved into the profound impact of recognition on business outcomes. A key finding reveals that only one in four employees in Gallup's global database strongly agree that they have received recognition or praise for their outstanding work in the past week. However, the study also underscores the potential benefits of doubling this figure, leading to a remarkable 9% boost in productivity and $91,989,474 in increased employee productivity. Furthermore, additional research demonstrates that when employees are acknowledged for life events and work-related milestones, they are three times more likely to strongly agree that they feel connected to the organizational culture. The Workhuman app for Microsoft Teams harnesses the full potential of an enterprise's human resources and employee experience strategy, delivering it to an engaged audience to stimulate enhanced employee engagement, connection, retention, and productivity on a large scale. The introduction of the Workhuman app for Microsoft Teams represents the next stride in Workhuman's journey to bring the power of its entire platform to the digital employee experience provided by Microsoft 365, encompassing Microsoft Teams, Outlook, Viva, SharePoint, and more. About Workhuman Workhuman is a leading firm addressing the most pressing human capital challenges faced by companies today, including high turnover, employee engagement, hybrid work environments, and diversity, equity, and inclusion (DEI) through the Workhuman Cloud, a secure SaaS platform that offers the industry's premier Social Recognition solution. The company offers unparalleled technology solutions, analytics, expertise, and services to organizations of all sizes, fostering workplace cultures rooted in employee recognition and crowd-sourced feedback. As the global leader in technology solutions, Workhuman is revolutionizing how employees celebrate, connect with, and appreciate one another in the workplace.

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Employee Engagement

Oracle Elevates Employee Engagement with Innovative Rewards Platform

Oracle | September 22, 2023

Oracle introduces new employee recognition and rewards capabilities within Oracle ME, enhancing the employee experience in Oracle Fusion Cloud Human Capital Management. Oracle Celebrate, a unique recognition and rewards offering, aims to improve performance, engagement, and retention by personalizing the employee experience. Features of Oracle Celebrate include peer-to-peer recognition, AI assistance, nomination and event-based awards, redeemable points, recognition insights, real-time data, and a recognition-based social feed. Oracle has unveiled its latest enhancement to the Oracle ME employee experience platform, embedded within Oracle Fusion Cloud Human Capital Management (HCM). This development, Oracle Celebrate, stands out as a groundbreaking recognition and rewards solution designed to elevate performance, engagement, and staff retention by delivering a more customized and meaningful experience for employees. Yvette Cameron, Senior Vice President of Product Strategy at Oracle Cloud HCM, emphasized the significance of acknowledging employees and said, Employees are the foundation of any successful organization, and leaders need to ensure that their people feel celebrated and valued or risk losing both talent and productivity. [Source - Cision PR Newswire] Cameron stated that with Oracle Celebrate, organizations could now utilize a comprehensive and unified employee experience platform. She explained that this platform aligned recognition with company values to nurture a culture of appreciation and acknowledgment. Furthermore, she emphasized that it encouraged more impactful peer-to-peer interactions. Cameron highlighted that these newly introduced capabilities simplified employee recognition, made it meaningful and inclusive, and empowered HR and business leaders to give precedence to employee appreciation. She added that it also served to enhance engagement and motivation within the workforce. Key features of Oracle Celebrate include: Peer-to-peer recognition: This feature enables employees and leaders to acknowledge their colleagues across the organization in real time, with personalized recognition linked to business values. It seamlessly incorporates peer recognition into an employee's daily routine and work processes. Generative AI assistant: Employees can enhance peer-to-peer recognition by receiving suggested improvements for their submissions, facilitating the creation of more impactful recognition notes for peers. Recognition insights dashboard: Managers can access detailed insights about the recognition patterns within their teams, highlight individuals who may require additional support, and identify top contributors. Nomination and event-based awards: This feature permits employees to recognize their peers for significant events such as promotions and work anniversaries, as well as nominations made by managers and peers, such as the ‘Employee of the Month’. These recognitions are initiated by updates to employee profiles in Oracle Cloud HCM. Real-time recognition and engagement data: Organizations can continually update and monitor recognition programs with precise data, enabling administrators to measure their effectiveness and correlate recognition efforts with business outcomes. Redeemable points: Employees can accumulate points when recognized by team members, which can later be exchanged for rewards integrated into the system by the organization. Recognition-based social feed: Employers can create a real-time stream of organization-wide and team-wide awards and accolades, promoting camaraderie and increasing visibility for daily accomplishments. Zachary Chertok, the research manager for employee experience at IDC, mentioned that the applications and value of recognition are expanding and evolving as organizations rethink how they connect into and uplevel employee success. He also noted that building an ecosystem for recognition assists in sourcing the roots of achievement, moving the needle on best practices as success occurs, stimulating cultural acceptance around process innovation, and fostering belonging through community acknowledgement and appreciation. Ushaan Abeywickrema, the director of human resources at MAS Capital, noted that many organizations find it challenging to establish a straightforward system for ensuring that employees receive the praise and recognition they deserve. He pointed out that this represents a significant gap in the HR software market, especially considering the well-known importance of fostering a strong sense of value and accomplishment to enhance employee engagement and workforce efficiency. Abeywickrema also conveyed excitement about Oracle Celebrate and its potential to introduce innovative capabilities that could revolutionize how they personalize the employee journey. He expressed hope that Oracle Celebrate would make it easier to acknowledge the dedication and hard work of their team members, all while reinforcing their commitment to their organizational culture and productivity. He believed that by recognizing their contributions, their employees would feel more seen, supported, and empowered to perform at their best and deliver their finest work. Oracle Cloud HCM, a cloud-native solution, offers a comprehensive platform connecting all HR processes from hiring to retirement. It provides HR teams with a unified source of truth and leverages built-in AI to analyze workforce data, offering recommendations to enhance business operations.

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