Engaged workers complete their tasks with passion and feel a deep bond with their company. These individuals promote innovation and possess character traits that help organizations meet corporate objectives. They voluntarily put forth their best effort on the job, actively participating in tasks rather than repeating activities out of habit.
In the modern marketplace, most employees are not engaged in their work. A recent Gallup poll showed that only 13-percent of the world’s employees are engaged at work, and the State of the American Workplace reports reveals that only 33-percent of United States workers are engaged on the job.
Actively disengaged employees may take actions that can reduce productivity and harm organizational standing in the community. These employees pose a threat to organizations, because they intentionally choose to underperform and violate company policies. However, disengaged and non-engaged employees represent typically untapped opportunities for improvement.
In the workplace, non-engaged employees are difficult to identify, but successfully converting them to engaged employees is a highly effective strategy for sustainable long-term growth. The following 5 entries highlight how employee engagement improves organizational outcomes.
Reason 1: Engaged Employees Pursue Career Growth
More than 75-percent of workers desire opportunities for career advancement. Enterprise leaders can help employees grow within the organization by helping them develop personalized career plans. By establishing measurable outcomes, managers can help employees set and achieve professional goals. Additionally, effective leaders maintain a keen eye for obstacles that can impede professional advancement for employees, while removing barriers to advancement and facilitating growth.
By providing resources such as in-house education and cross-departmental training, organizational leaders promote employee engagement. Employees that take advantage of these resources can foresee a future in the organization where they’ve earned roles with more responsibility and remuneration.
Reason 2: Engaged Employees Perform Better
Engaged employees deliver improved performance across several metrics. They operate more efficiently and produce desired outcomes for the enterprise. They are more productive and offer increased value per work unit. Passionate employees are more effective and produce goods and services that meet or exceed employer and client expectations. Additionally, satisfied workers are less likely to suffer workplace injuries, which reduces company losses due to absenteeism and worker’s compensation claims.
Reason 3: Employee Engagement Impacts Key Business Metrics
Another recent Gallup poll compared performance outcomes between engaged and non-engaged employees working at various organizations. Organizations with workers in the top quartile outperformed employees in the bottom quartile by 10-percent in customer satisfaction. Top quartile workers also outranked low performing workers in productivity by 21-percent and profitability by 22-percent.
Employees who ranked among the top performers also had significantly lower rates of absenteeism and turnover, outperforming low performers by 37- and 25-percent respectively. High performance organizations enjoyed 28-percent less shrinkage and fewer safety incidents. These enterprises also experienced more than 41-percent fewer consumer safety incidents and produced significantly less products with quality defects.
Reason 4: Employee Engagement Improves Career Perspective
When employees feel engaged, they feel as though the work that they complete makes a difference. An employee’s confidence level is a strong indicator of how they will perform. There is a stark contrast in this belief between engaged and non-engaged employees. 84-percent of engaged employees believe that their work makes a difference, compared to 31-percent of non-engaged workers. Additionally, 72-pecent of engaged employees feel that they provide a positive customer experience, compared to 27-percent of non-engaged employees. Finally, 68-percent of engaged employees believe that they contribute to reduced business unit expenses, versus just 19-percent of non-engaged workers.
Reason 5: Engaged Employees Are Motivated
Many employees dread returning to work to complete the same tasks each day. A significant segment of employees desire opportunities to advance their careers as well as meaningful, challenging work. Effective leaders provide challenging work for employees, while encouraging the individuals to have the confidence complete new activities and projects. Organizational leaders help employees build confidence by establishing accountability in the workplace and promoting collaboration that instills the initiative to succeed. To achieve these goals, employees need the requisite knowledge and resources for success.
Effective leaders recognize that the success of their respective organizations lies in employee engagement. The forward-thinking executives sincerely care about employee success and work diligently to understand their individual needs. Stellar performing managers actively seek feedback from employees to find the best ways to promote career advancement. By providing employees with ample opportunities to succeed, organizational leaders empower workers and recognizing their strengths and contributions.
Top performing organizations foster employee engagement by providing the tools and opportunities needed for career advancement. When employees succeed, effective organizations commemorate those moments publicly, inspiring others to improve their performance. For these companies, ongoing employee engagement is a top priority. The enterprises make this investment in their staff, because it’s clear that employees are an essential asset that determines success or failure in the marketplace.