Employee Engagement is on or should be on everyone’s agenda these days in business. It’s been proven in countless studies that increasing employee engagement is the most surefire way to increase productivity and profitability in any business. Leading the charge in engaging today’s workforce are those people who are in HR positions.
These are the top 5 things your HR professionals can do to get your Employee Engagement off to a great start:
1. Create a Proper Strategy to Start Educating and Supporting Your Workforce
Teaching your employees will sharpen their skills and increase their performance on the job. More than simply offering the proper educational environment for your entry-level employees, implementing the proper growth and educational structure for your managers is equally as, if not more important. If you can foster deeply engaged, and effective leaders in your managerial roles, they will motivate all your employees to give the kind of effort needed to make your business succeed.
2. Establish Strong Leadership Progression for Business Goals
Rather than simply establishing a set group of people who will succeed positions of authority, it’s time for businesses to start working backwards from what they are going to need from where they are currently. Establish a set plan of where the business is headed, what will be needed to get there, and then work backwards to fill positions that will be needing to be filled, and educate those in managerial positions to properly step up and fill the needed roles to come.
3. Close the Perceived Gap Between HR and Other Employees
Your EVP (Employee Value Proposition) is extremely vital to focus on. The relationship between HR and every other employee has always been a somewhat precarious balance, but with the new work environment, it’s time for HR to show themselves as being on the side of the employees. Creating clear and open communication, i.e. pulse surveys, polls, stay interviews, will all help to gather your employees feedback on where they see things need to be improved. Moreover, you need to establish that your HR team is there to support your employees, getting their feedback will help this.
4. Organizational Design & Change Management
The traditional roles of organizational design and change management no longer fit with today’s workforce or even the current business world. Traditionally, organizations were extremely slow at adopting new structures coming from a strictly top-down approach. In today’s workforce, change must not only be adopted from both the ground level employees as well as championed by upper management, but the inclusion of all employees in the directionality of the business is incredibly important. Going back to pulse surveys and internal polls, these tools are a great way of gathering employee feedback to help understand how they see the business should progress.
5. Driving the Change to Digital Business Transformation
Specifically, this one is self-explanatory and relies on making business initiatives and processes more efficient. Transferring business processes to a cloud server, or digitally, and removing the paper trail that has bogged down business processes until now will not only save on the cost of raw materials, but you’ll also make everything much more readily available for people to access and initiate. HR Professionals have been bogged down with paperwork and excel sheets long enough, pushing things for convenience’s sake onto a cloud server where many things can be analysed and put together in spreadsheets for easy access is the way of the future and should be implemented as soon as possible, especially with the reporting capabilities it offers businesses.
This list includes only a few things businesses can start implementing in order to get Employees more Engaged within the workforce. More than simply engagement, however, introducing all these initiatives will start streamlining processes to make your business run more effectively.