Employee engagement is a phrase heard frequently among HR and Internal Communication professionals. There are a lot of assumptions about the best ways to engage employees but don’t believe everything you read – below are 7 employee engagement myths that you should leave behind in 2017.
When it comes to employee engagement, everybody wants the same thing
Employee engagement is far from one size fits all – it can mean various things for different companies. This is especially true for large, complex organizations with several types of employee populations. Each employee group is unique, get to know the needs of your employees to better understand how to effectively engage them. Keep in mind there is no “silver bullet” for employee engagement.
Employee engagement is not that important
Companies with engaged employees outperform those without by up to 202%. It’s no surprise that employee engagement is becoming a strategic business objective for organizations. A recent research study found that 84% of company leaders said that increasing employee engagement was a primary objective.
HR owns employee engagement
Employee engagement must go beyond a simple program or one-time project delegated to HR. Instead, employee engagement needs to be a cultural, and sometimes, a company transformation. Managers and leadership must carry the torch of engagement – if they are not committed, it just doesn’t work. Work with your executive teams and managers to develop an employee engagement strategy they can stand behind.
Employee engagement is a trend
Far from it. Companies are striving to increase employee engagement for a multitude of reasons, revenue and productivity just to name a few. Not to mention that engaged employees provide a better customer experience which is meaningful to organizations across industries. Employee engagement is not going away anytime soon.
Employee engagement doesn’t affect employee loyalty
This may sounds like a no-brainer but employees who are engaged at work are more likely to stay at their company longer. Highly engaged employees are 87% less likely to leave their companies compared to disengaged employees. Shiny incentives like flexible work hours might be enough to get new employees through the door but employee engagement is critical in retaining top talent.
You need to put a lot of budget towards employee engagement to get results
Although you could spend a lot of budget on engagement, you don’t have to. Simple things like employee recognition, sharing news and company updates to all employees and aligning employees with the company’s vision and goals are great ways to engage employees without spending a lot of money. When Psychometrics asked what leaders could do more of to improve engagement, 58% of respondents replied “give recognition”. It may be surprising to learn that disengaged employees are costing companies more than $500 million per year. If you do decide to put some budget towards engaging your employees, increasing your investments by 10% can increase profits by $2,400 per employee, per year according to the Workplace Research Foundation.
Employee engagement takes time away from real work
Actually, highly engaged employees are 38% more likely to have above-average productivity. By investing time in engaging your employees, you’ll find that they are more productive while at work compared to their disengaged counterparts. Investing time and effort into engaging your workforce can then increase the productivity of your employees which benefits the entire organization.
2017 brings in a fresh take on employee engagement. Leave the myths behind and learn what it takes to strengthen your company by speaking with the SocialChorus team.