Employee engagement is a critical factor in the success of any organization. Engaged employees are more productive, creative, and committed to their work, which translates to better business outcomes.
According to Gallup, highly engaged workplaces see a 17% increase in productivity, a 41% reduction in absenteeism, and a 59% reduction in turnover. As a result, it’s vital for organizations to focus on employee engagement as a top priority.
But before we get “too far into the weeds,” allow us to explore a definition . . .
What is employee engagement?
Employee engagement refers to the degree to which employees are committed to their work, their organization, and the mission and goals of the organization. Engaged employees are those who are passionate about their work, feel connected to their colleagues and the broader organization, and are willing to go above and beyond their job requirements to help their employer succeed.
As mentioned above, employee engagement has become a critical focus for organizations in recent years. There are several factors that contribute to employee engagement, including the following:
Communication: Employees need to feel that they’re being heard and that their contributions are valued. Regular and open communication can help to foster a sense of trust and collaboration between employees and management.
Recognition: Employees who feel that their work is appreciated and recognized are more likely to feel engaged. This can be as simple as saying thank-you for a job well done or as formal as an employee recognition program.
Growth and development: Employees want to feel that they’re growing and developing in their role. Providing opportunities for training, skills development, and career advancement can help keep employees engaged and motivated.
Work-life balance: Employees need to have a balance between their work and personal life. Organizations that support healthy work-life balance, such as flexible work arrangements and generous vacation policies, are more likely to have engaged employees.
Organizational culture: The culture of an organization can have a significant impact on employee engagement. A positive and supportive culture can help foster engagement, while a toxic culture can drive employees away.
As you will see, we’re going to discuss all of these factors in this blog post, as we uncover HR strategies for better employee engagement.
The benefits of employee engagement
There are many benefits to having engaged employees. Engaged employees are more likely to be productive and innovative, which can help drive growth and profitability. They’re also more likely to provide excellent customer service, which can help build a strong reputation for the organization and drive customer loyalty.
Engaged employees are also more likely to stay with their organization over the long term. This can help reduce turnover costs and improve overall employee retention rates. Engaged employees are also more likely to refer their friends and family members to their employer, which can help attract top talent.
In contrast, disengaged employees can have a significant negative impact on an organization. Disengaged employees are more likely to be absent from work, which can lead to reduced productivity and increased costs. Disengaged employees are also more likely to leave their employer, which can lead to increased turnover costs and reduced employee retention rates.
HR strategies for employee engagement
Organizations that prioritize employee engagement are more likely to be successful, both in terms of growth and profitability, as well as employee retention and satisfaction. By focusing on factors such as communication, recognition, growth and development, work-life balance, and organizational culture, organizations can foster a culture of engagement that benefits both employees and the organization as a whole.
With all of this in mind, below are five HR strategies for better employee engagement:
#1—Build a positive work culture.
A positive work culture can have a significant impact on an organization’s success, and it can help create a work environment where employees are more motivated, committed, and productive.
First, a positive work culture can have a positive impact on employees’ well-being. When employees feel that they’re valued, supported, and respected, they’re more likely to feel happy and fulfilled in their work. A positive work culture can help to reduce stress, increase job satisfaction, and promote a better work-life balance, which can help improve employees’ mental health and overall well-being.
Second, a positive work culture can help improve employee retention by creating a work environment where employees feel engaged and committed to their work. When employees feel that their contributions are valued and recognized, they’re more likely to stay with their employer and contribute to its success.
A positive work culture can also help increase productivity. When employees feel that they’re working in a supportive and positive environment, they’re more likely to be motivated, engaged, and productive. A positive work culture can help create a sense of purpose and meaning in employees’ work, which can increase their motivation and commitment to their work.
The right culture can also encourage collaboration and innovation. When employees feel that they’re working in an environment where their ideas are valued and respected, they’re more likely to be creative and innovative. A positive work culture can foster a sense of community and teamwork, which can help facilitate collaboration and innovation.
Trust and loyalty are important factors in employee engagement. A positive work culture can help build trust and loyalty between employees and their organization. When employees feel that they’re working in an environment where their contributions are valued and recognized, they’re more likely to trust their organization and feel loyal to it.
Finally, a positive work culture can attract top talent. When employees feel that they’re working in a supportive and positive environment, they’re more likely to recommend their organization to others and share their positive experiences. A positive work culture can create a positive reputation for an organization, which attracts top talent.
#2—Provide opportunities for growth and development.
Employees who feel that their organization is invested in their growth and development are more likely to be engaged, motivated, and committed to their work.
First of all, providing opportunities for growth and development can enhance employees’ skills and knowledge. When employees are provided with training, education, and development opportunities, they can learn new skills and acquire new knowledge that can help them be more effective in their current role. This improves their job performance and contributes to the organization’s overall success.
Employees who are provided with opportunities for growth and development are more likely to be satisfied with their jobs. When employees feel that their organization is invested in their growth, they’re more likely to feel valued and respected. This can increase their job satisfaction and motivation, and ultimately, their engagement.
In addition, providing opportunities for growth and development can help foster career development for employees. When employees are provided with training, education, and development opportunities, they can develop new skills and knowledge that can help them advance in their careers. This increases their motivation and engagement, as they see a clear path for career advancement within the organization.
Providing opportunities for growth and development can also encourage innovation and creativity. When employees are provided with new skills and knowledge, they’re more likely to be creative and innovative in their work. This can improve the organization’s performance and competitiveness in the market.
#3—Offer flexible work arrangements.
Flexible work arrangements have become increasingly popular in recent years, and for good reason. They provide employees with the ability to work when, where, and how they choose, which can lead to better work-life balance, increased job satisfaction, and better employee engagement.
First, offering flexible work arrangements can lead to increased employee satisfaction. When employees are able to work on their own schedule, they can better manage their personal and professional lives, which can lead to less stress and increased job satisfaction. By offering flexible work arrangements, employers show their commitment to their employees’ well-being, which can increase engagement, motivation, and loyalty.
One of the primary benefits of flexible work arrangements is that they improve work-life balance. By allowing employees to work from home or set their own schedules, they can better manage their work responsibilities while also taking care of personal obligations. This can lead to better mental health and less burnout, which can contribute to better employee engagement.
Flexible work arrangements can also boost employee productivity. When employees are given the flexibility to work on their own schedule or from home, they can work during their most productive hours and in an environment that is best suited to their work style. This can lead to higher quality work and increased efficiency, which can contribute to better employee engagement and job satisfaction.
Offering flexible work arrangements can also increase diversity and inclusion within the workplace. By providing employees with the ability to work from home or set their own schedules, employers can better accommodate individuals with disabilities, childcare responsibilities, or other obligations that might otherwise prevent them from working in a traditional office setting. This can lead to a more diverse and inclusive workplace.
In addition, flexible work arrangements can help reduce turnover. When employees are given the flexibility to work on their own schedule or from home, they’re more likely to stay with their current employer. This can save employers the time and resources associated with hiring and training new employees, and it can contribute to a more stable workforce.
Offering flexible work arrangements also demonstrates employer flexibility, which can lead to better employee engagement. By providing employees with the ability to work when, where, and how they choose, employers show that they trust their employees to manage their own work responsibilities. This can lead to increased employee satisfaction, motivation, and loyalty, as employees feel that their employer is invested in their well-being.
#4—Provide competitive compensation and benefits.
Offering competitive compensation and benefits is essential for attracting top talent. In today’s job market, candidates have a variety of options and can easily compare job offers from different employers. Offering a competitive compensation and benefits package can help employers stand out from their competitors and attract the best candidates.
Competitive compensation and benefits can also lead to increased job satisfaction. When employees feel that they’re being fairly compensated and that their benefits package meets their needs, they’re more likely to be satisfied with their job and committed to their employer. This can contribute to better employee engagement and retention.
In addition, competitive compensation and benefits can be a strong motivator for employees. When employees feel that they’re being compensated fairly and that their benefits package is competitive, they’re more likely to be motivated to perform at a high level. This can lead to increased productivity and better overall performance.
Offering competitive compensation and benefits also demonstrates employer value. By providing employees with a comprehensive benefits package and fair compensation, employers show that they value their employees and are committed to their well-being. This can contribute to better employee engagement, motivation, and loyalty.
And finally, competitive compensation is also a catalyst for career growth. When employees feel that they’re being fairly compensated and that their benefits package meets their needs, they’re more likely to be committed to their employer and to seek out opportunities for career advancement. This can lead to a more motivated and engaged workforce, as employees are invested in their own career development.
#5—Encourage work-life balance.
The importance of work-life balance cannot be overstated in today’s fast-paced world. As employees struggle to juggle their professional responsibilities with their personal lives, employers must recognize the importance of encouraging work-life balance to improve employee engagement.
One of the most significant benefits of encouraging work-life balance is reduced burnout. Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged exposure to stress. When employees experience burnout, they’re less productive and less engaged in their work. Encouraging work-life balance can help prevent burnout by providing employees with time to rest, recharge, and pursue their personal interests.
Encouraging work-life balance can also improve physical and mental health. When employees have time to focus on their personal lives and interests, they’re better able to manage stress and maintain their overall health. This can lead to a more engaged workforce, as employees are healthier and more productive.
Speaking of which, when employees have time to pursue their personal interests and take care of their mental and physical health, they’re better able to focus on their work when they’re on the job. This can lead to higher levels of productivity, as employees are more engaged and focused on their work.
Encouraging work-life balance can also improve employee retention. When employees feel that their employer values their personal lives and well-being, they’re more likely to stay with the company. This can lead to a more engaged and motivated workforce, as employees are committed to their employer and invested in their work.
Finally, encouraging work-life balance can also improve work culture. When employees feel that their employer values their personal lives and well-being, they’re more likely to be engaged and motivated at work. This can lead to a more positive work culture, as employees are happier and more productive.
Employee engagement and your ATS
An applicant tracking system helps to streamline the hiring process for an organization. While the primary purpose of an ATS is to help manage the recruitment and hiring process, it can also play an important role in increasing employee engagement. Below are five ways that an ATS can be used to increase employee engagement within your organization:
#1—Provide a positive candidate experience.
One way that an ATS can help increase employee engagement is by providing a positive candidate experience during the recruiting process. When candidates have a positive experience during the recruitment process, they’re more likely to have a positive view of the organization and feel more engaged with it.
An ATS can help provide a positive candidate experience by providing timely communication, easy application processes, and clear job descriptions.
#2—Streamline the onboarding process.
Once a candidate has been hired, the onboarding process is critical in setting the tone for their experience with the organization. A well-structured and efficient onboarding process can help make new hires feel welcome and valued and can help increase their engagement with the organization.
An ATS can streamline the onboarding process by automating paperwork, providing new hire orientation materials, and tracking the progress of the onboarding process.
#3—Foster collaboration.
Engaged employees are those who feel connected to their colleagues and the broader organization. An ATS can help foster collaboration and connection between employees by providing a centralized system for communication and collaboration.
An ATS can provide a platform for employees to share information and collaborate on projects, which can help build a sense of community within the organization.
#4—Provide opportunities for growth and development.
Employees who feel that they’re growing and developing in their role are more likely to be engaged and committed to their organization. An ATS can provide opportunities for growth and development by tracking employee performance and providing training and development resources.
By using data from the ATS to identify areas in which employees may need additional support or training, organizations can foster employee growth and development.
#5—Improve employee engagement and retention.
Employee engagement is closely linked to employee retention. As we’ve discussed in this blog post, engaged employees are more likely to stay with their organization over the long term, which can reduce turnover costs and improve overall employee retention rates. An ATS can improve employee retention by providing a structured and efficient recruiting and hiring process, which helps attract and retain top talent.
By providing a positive candidate experience and streamlining the onboarding process, organizations can set the stage for engaged and committed employees.
To get the most out of an ATS, organizations should consider integrating it with other HR systems, such as performance management and learning management systems, to create a comprehensive and integrated employee engagement strategy.
Top Echelon offers a leading recruiting and hiring software package for recruiters and HR professionals. You can try Top Echelon Software yourself to see how it can help you and your organization.
You can get free recruitment software for 15 days as part of your Top Echelon trial.
Not only that, but you can also request a recruiting software demo of our applicant tracking system.
We also encourage you to check out Top Echelon’s recruitment software pricing page for more information about the affordability of our ATS.
