It has long been known that employee engagement is directly linked to company performance, but what specific steps can your organization take to improve the worker experience and thus boost engagement?
Employee engagement consulting firm, Brilliant Ink, recently conducted a survey and identified the following top 10 small steps that any company can implement in order to achieve employee engagement:
Recognize that employee engagement starts before they are hired:
The survey revealed that 82% of prospective employees visit the website of the company that they are considering joining. However, only one-third reported that the information that they found was valuable. With that in mind, make sure that your own website is both informative and engaging in order to attract top talent.
Create an accurate first impression:
Of those surveyed, 89% said that the interview process made them excited about the company that they were joining. But 23% ultimately felt misled by the information that they were provided, which in turn led to disengagement down the line. Therefore, you should take steps to ensure that you are accurately portraying your company and the position you are looking to fill when interviewing candidates.
Make the first day one to remember:
A staggering 92% said that they were made to feel welcome on their first day on the job, but 43% said that that first day was also very confusing. Providing an organized orientation and on- boarding experience can alleviate these feelings and stoke employee engagement.
Provide job-specific orientation:
While it’s important to introduce an employee to the corporate culture during orientation, providing job-specific information is also an essential component of the onboarding process. The report reveals, however, that only 29% of employees receive job-specific orientation programming, which can reduce engagement.
Keep the onboarding structured:
In the survey, 94% of survey participants reported that a structured onboarding process would be relevant to their job, yet 44% reported little or no structure in the process. Employees – and companies – can therefore benefit from an organized and structured onboarding process.
Tailor your onboarding process:
According to the survey, 47% of new hires like to jump right into a project, while 53% prefer to take three months to learn the ropes. With little consensus about how to best handle those first few weeks on the job, the best solution is to ask the new hire what they would prefer and act accordingly.
Make your mission and strategy well known:
The survey shows that 90% of employees know their company’s mission and 95% acknowledge that this is important information. With that in mind, make your mission and strategy well known, and also take steps to provide consistent reminders in order to keep employees motivated.
Connect the dots:
In addition to often stating your mission and the company’s strategy, be sure to remind employees what role their specific job plays in achieving these goals. Clear communication about the link between the company’s mission and an individual’s job function results in higher employee engagement, the survey finds.
Keep communication channels open:
When business leaders communicate information to their employees, the survey shows that only 17% of that communication is ignored. Further, the survey finds that 87% find the information believable and 80% say it is relevant. Therefore, your company leadership should be sure to regularly communicate mission, strategy and any other important and relevant information.
Make career paths clear:
Seeing a clear career path and discussing it regularly over the course of employment is integral to employee engagement. However, the survey reveals that 58% of workers don’t learn about it during the interview process and 66% don’t learn about it during orientation. Perhaps more concerning, however, is that 40% of employees do not discuss their career path during performance reviews. With that in mind, make it a point to discuss career goals and check in periodically to assess progress and incorporate any changes.