Critical Factors to Ensuring Employee Engagement

October 2, 2018

Employee Engagement Establishes a Foundation for Individual and Team Success

It is quite possible that most people, at some point in their life, have encountered someone who spoke in less than complimentary terms about their place of employment.  During that conversation, the disgruntled employee likely struggled to say anything positive about their supervisor, colleagues, work environment, bonus structure, etc.; however, when asked why they stayed with that company, they may have stated that it was a job and it paid the bills.

Yes, there are many individuals who loathe going to work each day, and in some cases, it is due to their reluctance to make a difference and/or to improve their lot in life.  But in many other instances, the culpability often rests with the employer’s failure to effectively engage employees in their particular/individual roles and in the direction and goals of the company.

Employee engagement is an approach within the workplace which results in conditions that motivate and encourage all employees to perform at optimal levels each and every day and contributes to their happiness and well-being.  Employee engagement is founded on several shared principles between the employer and their employees, including:

• Trust
• Integrity
• Commitment
• Communication

When employee engagement is practiced sporadically or is even non-existent, relationships like the one described above, i.e.: where employees detest going to work, will quickly begin to develop.  The consequences of such disillusionment are often manifested in an attitude of compliance rather than commitment, lackluster effort/reduced productivity, and, either the forced or voluntary departures of employees on a consistent basis; regardless of how people leave the company, a high turnover rate can have cascading effects on the operational and financial sides of the business.

It is important to note that employee engagement cannot be manipulated or coerced by the employer; any such attempts can and will lead to the same type of employee cynicism and disenchantment created by the absence of engagement altogether.  It requires a concerted and continual approach/effort on the part of the employer and their management team to establish and sustain an effective level of employee engagement; it also needs an emphasis on the factors that matter most to the employees, and not solely the goals of the company.

To that end, here are the foremost concerns of employees that companies must ensure are effectively addressed/put in place to achieve optimal levels of motivation and engagement:

• Feedback – delivered in a timely fashion and on a consistent basis
• Recognition – spontaneous acknowledgements and formal programs
• Personal Growth – skills development and career advancement opportunities
• Satisfaction – primarily with compensation but also with the work environment
• Alleviating Stress – taking action to reduce stress and improve work-life balance
• Colleague Relationships – opportunities to work with/share ideas/learn from others
• Management Relationships – regular opportunity for open, two-way communication
• Alignment – consistency between company’s values and personal values of employees

Effective employee engagement can have a significant and positive impact on productivity, morale, and overall company performance; by investing time and effort in what matters the most to their employees, organizations can establish a strong foundation for both individual and team success well into the future.

Use the Pre-Employment Phase to Set the Groundwork for Employee Engagement

Relationships with management and colleagues have been identified above as key factors in the establishment of effective employee engagement.  To many, this might naturally imply that such relationships should be developed and maintained with existing employees, but it does not necessarily mean that companies have to wait until after those employees come on board to get the process started.

Using the pre-employment phase, i.e.: during the recruiting and hiring stages, to identify employees with the right fit for the job and the organization can and does play an important role in employee engagement.  By making good hiring decisions, employers can integrate the types of employees who can more easily assimilate into their respective teams and work groups, thus enhancing the communication and interpersonal relationships necessary for optimal engagement and optimal performance.

RightFit Plus, an online pre-employment screening and benchmarking services company based in Markham, Ontario, is fully committed to helping employers select the best talent for their current and long-term needs.  Through the use of these pre-employment screening and benchmarking services, employers can:

• Make informed hiring decisions
• Reduce turnover rates and costs
• Develop profiles for ideal performers
• Minimize liabilities when hiring new staff

To learn more about our pre-employment testing and benchmarking services and how they can best be applied within your hiring process, call RightFit Plus at 905-604-4951 today or contact us to book a complimentary consultation with one of our experienced advisors.