Research has shown that businesses thrive – benefiting from higher productivity, increased profit and have more sustainable growth – when their employees are highly engaged and committed to the mission and purpose of the overall organisation.
Consider these stats released last year by Gallup, which highlight the benefits that companies with the highest employee engagement enjoy:
- 41% lower absenteeism
- 24% less turnover in high-turnover sectors
- 70% fewer safety incidents
- 40% fewer defects
- 10% higher customer ratings
- 17% higher productivity
- 20% higher sales
- 21% higher profitability
Therefore, it stands to reason that employee engagement should be one of the factors at the forefront of employers’ minds.
Employee engagement is crucial for managing organisational change
Businesses that want to leverage the latest technologies and embrace flexible working practices need to involve their staff in every conversation.
Securing employee buy-in early on and throughout is crucial for the overall success of any project. That’s because employees that feel as though they weren’t consulted – especially when the end product or arrangement is supposedly going to benefit them – are unlikely to embrace the change once it has been implemented.
For example, a business that is considering a new piece of core software for its employees should seek feedback from the very people who will ultimately use it. By having an individual from each relevant department, a business can ensure the project has a well-rounded and practical steering group.
Fail to involve employees and businesses could find the solution they have implemented isn’t used in anger, or is utilised but with objections. This could even lead to the need for a subsequent project to increase employee adoption, adding extra costs in the long run.
Employees want companies and leaders to care
The aforementioned Gallup research identified 12 elements of employee engagement that predict high performance. Several, in particular, stick out because they highlight how simple acts can potentially boost employee engagement:
- ‘My supervisor, or someone at work, seems to care about me as a person.’
- ‘I have the materials and equipment I need to do my work right.’
- ‘In the last seven days, I have received recognition or praise for doing good work.’
- ‘My associates or fellow employees are committed to doing quality work.’
Programmes and initiatives that not only help employees in their jobs, but also benefit their personal lives can be win-win. For example, a piece of software that enables an employee to be more productive while in the office and affords the ability to work from home could have a significant impact on employee engagement.
Over the next 5-10 years it is already very clear that the role of technology will continue to provide a real challenge to managing organisational change with employee engagement playing a key role. Research by The Work Foundation in 2018 titled ‘Productivity, Technology and Working anywhere’ pointed to a rapidly evolving landscape where employee engagement will impact the future productivity of organisations and ultimately its ROI.
Contact Premier Choice Group for specialist advice on how to embrace this change and prepare to future-proof your business.
I have over 15 years client facing experience in the Employee Benefits industry having worked for Mercer HR Consulting and The Willis Group in London. Bringing my expertise to mid and large corporate clients, I joined Premier Choice Healthcare in December 2015, with the aim of advising and developing a varied Corporate client portfolio.