Employee engagement: a pillar to business success

27 Aug 2021

Employee engagement has always been important, but has become even more so since the onset of the pandemic, be it in PR agencies or other workplaces.

Employee engagement takes countless forms, but in general, it refers to deeper cultural bonds between team members and empowers employees to redefine their company’s culture. Employees are pivotal to the success of the business they work for. A successful work environment engages employees, cultivates a high-performing culture, capitalises on talent, and connects individuals to their company’s business and organisational goals. Work trends constantly change, and so does employee engagement, requiring employers to adopt a dynamic approach that goes in tandem with societal expectations.

The following engagement trends influence how organisations build and nurture a productive, engaged and jubilant workforce in the long-term.

 

Working with purpose

Autonomy is key to employee satisfaction. Millennials expect more than a pay cheque and a 9 to 6 routine; they want employers to deliver tools that help them to independently stand out from the rest. Role clarity, autonomy, task variety, ownership, impact and forthright feedback are the most important predictors of employee engagement. That’s why more companies, including Sinclair, are investing in mentorship programmes that contribute to their employees’ lifelong growth.

“People” above “employee”

The pandemic has led to employee engagement becoming a corporate responsibility and highlighted the need for a people-first approach to business. COVID-19 has introduced unprecedented levels of anxiety, often interconnecting work and personal matters. Like-minded enterprises are shifting away from hierarchical structures, giving most junior employees the chance to raise their feedback directly to senior management, without intermediaries.

Day-to-day nurturing

Employee engagement should not be solely a HR responsibility, but it is also responsibility of the management. Managers oversee and ensure that employees know what work needs to be done, supporting and advocating for them when necessary, and explaining how their work connects to the organisation’s success. Managers should also learn how to identify the strengths of team members and incorporate them as part of the company’s work culture.

It’s all about wellbeing!

The impact of wellbeing extends far beyond how people feel – it affects the number of sick days employees take, job performance, burnout, and likelihood of leaving the organisation. In recent years, wellness programmes that prioritise employees’ mental, physical, and emotional wellbeing have grown in popularity as businesses respond to growing levels of anxiety and uncertainty within their workforce.

Recognition at the epicentre

As humans, we’re motivated by knowing how our work helps others, and recognition is a key part of that. While most would relate rewards and recognition to monetary bonuses or extravagant awarding events, employee appreciation doesn’t have to be that expensive or glamorous. Employee rewards can often be a genuine compliment. It can also be as simple as a ‘thank you’ email or a friendly greeting at work.

As demonstrated by the pandemic, enhanced collaboration has been at the core of business sustenance. Let’s retain the trend and work together in curating the workplace of the future!

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