Categorised in: Employee Engagement
Employee engagement is considered the biggest challenge of 2018 by 41% of 447 HR Directors in the UK interviewed for an annual survey*. But, what exactly is employee engagement?
The CIPD defines employee engagement in three aspects:
Putting it into more concise and practical terms, we borrow Emma Bridger’s concept:
“Employee engagement is the extent to which people are personally involved in the success of a business.”
Looking at it like that, it does make a lot of sense to invest in employee engagement, ensuring your employees are invested in the success of your business. And data backs that up too:
However, engaging employees goes way beyond having a casual dress code and offering free snacks at work. Here are some less obvious ways to engage your employees:
Do your workers feel comfortable to challenge superiors and suggest alternative strategies and solutions to problems? If the answer is no, it might be time to empower them to do so. Not only can your business benefit from different perspectives and potentially more efficient solutions, your workers will feel they have a voice and are valued in the company.
Surely your internal communications strategy should be focused on informing employees of decisions being taken, changes and achievements in the company. But communication goes beyond that. It is also key to ensure workers are clear about what their roles entail, what is expected of them, what are the KPI’s and so on, preventing uncertainty on all levels.
Involve workers on the decisions that will directly affect their role. This goes hand in hand with empowering employees, valuing them and giving them a voice. But besides that, it also improves morale and motivation and gives workers a sense of responsibility over the decision made, focusing more on problem solving.
Your employees efficiency should be judged by results, not hours. Expecting workers to sit on their desks even when they have already finished their tasks and are delivering what is expected of them and more creates a culture of disengagement and boredom. Measuring output, rather than input, makes for a much more engaging and productive work environment, where employees are happier and more able to manage work-life balance.
We keep your employees at the heart of all we do. By offering 360 degree solutions through our innovative employment model, we enable you to put your time and efforts on your growing your business, focusing on the daily management of your staff, rather than the bureaucracy of employment.
The perks we offer including NHS approved 24h GP phone service, 1000’s of shopping and dining discounts, powered by Perkbox, and specialised counselling service. All of that in the palm of their hands, with our groundbreaking mobile portal where they also have access to fully GDPR compliant payslips, insurance discounts and training by market leader, plus so much more.
*source: Cascade HR
UK Payslips: all you need to know about…
From April, the Employment Rights Act 1996 Order 2018 will come into effect. The new legislation will bring many changes to how employers deliver payslips to every worker on their payroll. Kareena Prescott, MD of Eden HR Legal, explains in detail all you need to know about those changes in this guest blog post.
POSTED ON Tue Mar 2019
How committing to temporary worker engagement has revolutionised…
We recently had the pleasure of welcoming Patricia Haye to our offices. Patricia is a founder and Managing Director of First Base Employment, a business that has, since the beginning, strived to create a culture of community She spoke to us about temporary worker welfare and engagement, plus lots more. Here’s part one of her interview.
POSTED ON Tue Mar 2019