Employee engagement strategies that will redefine your employees’ experience
Employee engagement research makes it crystal clear that employee engagement and the volume of disengaged employees has a direct impact on customer satisfaction and an organization’s ROI. In fact, you’ve most likely seen Gallup’s stats that indicate less than one-third of U.S. employees have been engaged in their jobs over the last 15 years. So whether this statistic reflects your organization’s employee engagement trends or not, here are a few tactics to help you motivate employees, drive higher engagement and facilitate better business outcomes.
Census Employee Engagement Is Foundational
Before you begin implementing expensive initiatives that you hope will result in higher work engagement and increased employee motivation, take a step back to consider what’s really driving your employees. Forbes states the best employee engagement strategy is built “from the bottom up” and I agree. A census employee engagement survey is the foundational element of a great employee experience program. This is because census engagement provides a broad and deep look at the engagement drivers for every team across your organization, telling individual leaders what they should focus on at a macro level, and highlighting key steps each of them need to take at the team level.
But what’s next? A census survey is foundational because it exposes areas of strength and opportunity that you can act on—but it also identifies moments or challenges within the employee experience that you’ll want to measure more frequently using engagement pulses or lifecycle surveys (e.g., onboarding feedback, post parental leave return feedback, exit surveys, etc.). Qualtrics can help you design and implement a foundational employee engagement strategy that will propel you to a state of real-time, ongoing, and full lifecycle employee experience management.
Make Meaningful Change
Even if you have the best employee engagement survey and the most accurate data, you need to actually do something about it. Your organization may want to look to experts and I/O psychologists for program design and consulting, but new world technologies are also making great strides to embed HR and people expertise into their products. These technologies democratize powerful action plans leaders and managers across an organization, making impact and improvement scalable and easy for even the newest manager.
Personalizing the Employee Experience
Lastly, remember that employees want to feel like people—not human capital. Today, organizations need to do more to personalize the employee experience if they want to see increases in employee engagement. At Qualtrics, we encourage HR analytics teams and senior company leaders to build on their annual engagement surveys and aim to understand the entire employee experience from the eyes of the employee. We usually encourage them to start by asking questions like these listed below:
- What was the candidate experience like? Were our employees’ impressions of our brand and business favorable? What do we need to improve?
- How successful was their onboarding and training? Is new-hire employee engagement trending up or down after the first 90 days? If it’s trending down, what’s driving that trend?
- What are the key events in our employee’s lives that we should be measuring on an ongoing basis? Are work anniversaries, promotions, and certifications significant? Do we know how certain demographics of employees feel at certain points in time (e.g., mothers returning from maternity leave)?
- How are we equipping recently promoted employees to succeed in new roles?
- Are there topics or themes emerging on our exit surveys? Do we see trends in exit drivers of our HiPo and top-performing employees?
While this list of questions can get you started, it’s important to think about the needs of your employees and match them to your culture. Arming the right leaders and managers with employee insights relevant to their teams empowers them to drive higher work engagement, improve employee motivation, lower employee attrition, contribute to better customer experience, and ensure employees are developing, happy and thriving.
For more information about employee experience, check out our eBook, 4 Pillars of EX Success.
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