Employee engagement in an organisation is what it literarily means, workers, putting their all into daily activities. The approach has to follow a laid template by the organisation such that the effort put in by the employees is aimed at certain goals and organisational values. Since every organisation’s objective is to be successful, the practice will be based majorly on this.

Employee engagement hinges on a lot of requirements and qualities that must be met by workers. It has to do with trustworthiness within the workers, extending to the management of the organisation as well. It has to do with the integrity of the workers, their commitment to the values of the organisation and seamless communication within themselves.

Actually, it is important that the management of the organisation extends all these qualities to the employees for it to be reciprocated.

The essence of this practice in an organisation cannot be overemphasized. Yes, it is the foundation for every successful business organisation, but there are also individual benefits the employees can enjoy it. It helps in individual productivity and unleashing the optimum qualities possessed by an individual.

The Impact of Low Employee Engagement Score

If the rate of engaging employees in an organisation is low, there will definitely be adverse effects on the operations of the organisation. This is why most managements creates this awareness within their organisation today.

More so is the fact that the rivalry in every industry is at its peak, and the implication is that a little gap in operation can affect the reputation of an organisation drastically.

When there is a Low engagement score, such that employees do not work in unison, there would be a gap in the organisation’s operation. Depending on the severity of the situation, it could cost the company a lot financially. Definitely, they will be less productivity.

Disengagement between employees can also dent the organisation prospect and employment reputation. An example is when workers in the organisation choose not to refer a skilled colleague in the industry to the organisation. With this, the organisation will be losing individuals that could have taken their operations and standard to the next level.

Other impacts of poor engagement include the following:

  • Companies with low engagement score usually experience a dip in profit, while the reverse is the case for engaged companies
  • Organisations with low engagement score are known to decline in revenue growth across industries
  • Low engagement score can also discourage prospective shareholders
  • Organisations with low engagement score tend to lose more employees

 

The Benefits of a High Employee Engagement Score

Expectedly, there are numerous benefits of high employee engagement as observed across various corporate organisations.

  • Employee Satisfaction

It is vital that employees are satisfied because the lack of satisfaction will hinder them from giving their utmost performance. Dissatisfaction also means that most time, the employees will be going about their activities without zeal.

With a good engagement score, there would be no need to bother about the lack of employee satisfaction, since there would be enough communication with management.

  • Great Employee Retention

Employees prefer to resign if there is a low disengagement score because aside from the fact that they will not be able to perform optimally, their individual potentials will be affected too.

This is the loss of the company if it’s a top employee that is highly skilled. So a high engagement score means that most of the staffs will want to remain and work in the organisation.

  • Loyal Employees

Nothing beats employees that are loyal to an organisation, and aside from the fact that this will help in high productivity, these employees will also serve as ambassadors of the company.

This is one benefit you stand to enjoy from the whole organisation engaging frequently and working as a unit.

How to Increase Employee Engagement?

There are numerous ways an organisation can employ to increase engagement score. Some are conventional and have been going on for a while now, while others are the latest methods. An example of a latest method is the use of Radar  an app that increases employee engagement created by Agents of Change.

Other conventional ways to improve engagement score include:

  • Integrating employees into the engagement procedure right from when they hired
  • Improving communication between employees by creating interactive sessions. Also, it is important that management give feedbacks.
  • Entice employees with great job benefits that will make them enjoy working in the organisation.
  • Hosting gets together for the employees on free days.