Did you know that the average person spends approximately 90,000 hours of their life working? And while the monthly salary is an obvious perk, much more shapes an employee’s job satisfaction than money alone. Employees need to feel motivated to come to work and appreciated to stay. That’s why it’s increasingly important to ensure you’re focusing on the importance of employee engagement to retain top talent.
Why is employee engagement important?
Ask any hiring manager or HR department and they will tell you just how difficult and resource-intensive it can be to replace an employee who leaves the organisation. The key is to listen to your employees proactively, not when they’re on their way out the door.
Studies have shown over the years that undertaking initiatives with a focus on improving employer-employee relationships can impact all aspects of business. The Society for Human Resource Management (SHRM) has extensive information on the definition of employee engagement as well as studies proving its impact and effectiveness. While some results are more obvious than others, the upside of these efforts far outweighs any upfront or ongoing investment. A few examples of the ROI can include:
- Increased loyalty which leads to employee retention and lower turnover
- Boosted productivity
- Higher customer satisfaction
- Reduction in safety incidents
How do I prioritise employee engagement?
When making a case for why employee engagement is important, where should you begin? Initial steps can be quite simple, like communicating the initiative and why you’re implementing it. Explain that it is aimed at ensuring that employees have their opinions heard. Some additional actions to consider include:
Take the temperature of your workforce
It’s important that employees feel that their opinions are valued and truly considered by the organisation. Distributing a survey to evaluate preferences is a great way to show you’re committed to the importance of employee engagement. Collect and aggregate this information in one place that is easy for stakeholders to digest. To ensure that you’re collecting honest opinions, gather the information anonymously (yes, truly anonymously).
Better yet, implement a process where feedback can be provided at any point, not only when the company is actively soliciting it. This promotes a reciprocal dialogue and empowers your employees to express their honest opinion in real time – not just when the organisation deems it a priority.
After collecting this feedback, be transparent with the results
While taking that initial step to solicit feedback will likely generate some goodwill in your workforce, it will feel disingenuous if you don’t take action afterward. Follow-through is critical.
Compile the information provided, see what is working well, and note the areas for improvement. Then use this data to formulate a strategy for how your organisation will utilise it to guide decision-making for the future. And lastly, make the final results accessible. By sharing the feedback – both positive and constructive – you’ll enhance your credibility and the trust between employer and employees.
Show constant appreciation
While your workforce knows that they were hired to do a job, it doesn’t mean that you shouldn’t take the opportunity to recognise them for a job well done. Gratitude in the workplace can be as simple as sending a quick note acknowledging their hard work and thanking them for their dedication to the company’s mission. It can also be done in a more public way, such as a blurb in a newsletter or a shoutout in a company meeting.
You could also consider implementing an employee-based merit programme to encourage your workforce to nominate their peers for recognition. If an employee receives a certain number of nominations, consider offering rewards such as company-branded attire or lunch of their choice.
Don’t forget about announcing those work milestones and anniversaries as well. Whether with the company for one year or 40 years, creating a culture that exudes gratitude will prove that employee engagement is important to your organisation.
The power of employee engagement
While it may sound cliché, it’s the truth: Your employees are the most important asset of your business. Companies are constantly tripping over one another to land those quality hires. Why employee engagement is important to an organisation can be for many reasons, but so much depends on a commitment to developing a stronger relationship built on action and trust.
If we as employees are spending one third of our lives at work, we owe it to each other to make that time both enjoyable and productive. To do so, ask for opinions, implement suggestions, and habitually thank employees for their contributions. Your business will be better for it in the end.
The secret to a healthy, thriving workforce
9 tips to make this a reality in your organisation
A thriving workforce doesn’t happen by chance – it’s built by leaders who prioritise transparency, empathy, and development at every level. Our research shows that effective leadership can directly impact workplace metrics like employee engagement, job satisfaction, and the financial performance of the organisation. When leadership fosters a culture of wellbeing, employees feel valued, motivated, and engaged.
Our latest guide explores how organisations can create healthier, thriving teams by discussing:
- What employees need from leaders in order to succeed
- The importance of organisational transparency
- Tips for building a stronger workforce
Let us help you get started, get back on track, or continue in your journey toward achieving a healthy, thriving workforce.