Employee engagement is more than just a buzzword. Increasingly, research is showing direct correlation between how engaged your employees are, and key performance metrics like productivity, profitability and retention. Below, we have collected 12 blogs, articles and resources that explore the topic of employee engagement in more detail, including factors that influence employee engagement, how goal-setting affects employee engagement and whether perks play a huge role when it comes to employee engagement.
Each of the employee engagement articles on this list has the potential to improve your organisation, your workplace processes and your company culture to promote healthier levels of employee engagement.
With remote working becoming increasingly common and with more companies than ever embracing flexible working, now is the perfect time to discuss how to keep employees engaged when they are geographically dispersed and lack typical day-to-day, face-to-face contact with their colleagues and managers.
This Entrepreneur article, written by Raad Ahmed, discusses three strategies to keep remote employees engaged. Raad touches on goal setting, accountability and creative workarounds for issues such as time zones, which can cause communication breakdown if not managed appropriately.
This article, written by Kate Heinz, discusses various tactics and strategies to keep employees engaged. Kate covers important considerations such as keeping true to company values, providing opportunities for development and growth, and reward and recognition. Kate also discusses the need for honest, continuous feedback sessions — something we’re advocates of at Clear Review. The article uses real examples to back up each strategy, so you can get a true appreciation about how these strategies work in real companies.
We often discuss employee engagement in the Clear Review blog. Our performance management software is built around the employee and how to engage them, motivate them and help them succeed.
In this blog, we focus on the important issue of goal setting in relation to employee engagement. We look at why goal setting should be collaborative between employee and manager. We also draw on research and statistics that reflect the reality that when employees and managers collaborate on objectives and goals, employees are likely to feel more ownership over their work and, as a result, be more engaged. We also cover strategies for creating collaborative goals.
This Forbes article, written by H.V. MacArthur, is an interesting read, as it looks at employee engagement from a tenure perspective. Reading this article, you’ll learn how employee engagement levels can fluctuate throughout the employee lifecycle, when employees are likely to be most engaged and how the “development phase” affects employee engagement. The article also gives useful hints and tips on how to manage employee engagement the longer an employee has been with your company.
This Glassdoor article by Marca Clark not only discusses what employee engagement is and how important it is, but it also discusses the three main components that employee engagement hinges upon and how best to measure employee engagement.
The article covers the seven metrics for measuring employee engagement, including employee recognition, empowerment, purpose and work-life balance.
Check out our blog on employee recognition, its relationship with employee engagement and how performance management software can help recognise employee accomplishments.
Employee engagement might seem like a new concept, but it’s been around for quite some time. The term first appeared in an academic journal in 1990, and since this time, employee engagement has evolved, changed and matured. Looking back at where employee engagement got its roots, we can gain a real appreciation of how work priorities have evolved from focusing on results to truly valuing the employee.
In this HR Zone article by Tom O’Byrne, we get to explore where employee engagement came from and how it has changed over the years.
7. The Results Are In, And Current Employee Engagement Strategies Aren’t Working: Here’s What Does
In this Forbes article, Nicole Bendaly discusses what might just be the keys to employee engagement — teamwork and collaboration. The article covers how being part of a team is likely (according to some sources, at least) the single most important factor of employee engagement and how when an employee is part of a team, they are two to three times more likely to be fully engaged than those who work in isolation.
When it comes to employee engagement, there will always be articles proclaiming to have found the leading contributor or “key” to employee engagement. In reality, employee engagement is a complex combination of several different (and equally important) factors. This Inc article written by Jeremy Goldman discusses another crucial element in the employee engagement puzzle.
This article explores the benefits of implementing an effective Learning Management System (LMS), which you can use to deploy online training materials and track employee progress. The idea is to fill knowledge gaps and improve overall company performance while boosting employee engagement through gamification and development opportunities.
This is an important read, particularly if you aren’t prioritising learning and development at your organisation — this is a concern for employee engagement and, consequently, employee turnover. Research shows that modern employees look at careers as development opportunities. To keep employees engaged, motivated and satisfied, you need to help them continually evolve and improve.
To find out how to help your employees develop and grow, check out our blog on personal development objectives.
This Entrepreneur article by John Boitnott explores the real business benefits of addressing and improving levels of employee engagement. These benefits include (but are not limited to) increased productivity, improved customer satisfaction and fewer safety failures.
Of course, there are more benefits than are mentioned in this article, but this piece is a solid starting point in terms of why we should care about employee engagement today.
This Predictive Index blog post by Kent Peterson reminds us that employee engagement is an important consideration from day one — there are even opportunities to engage employees during the recruitment process.
By maintaining good levels of communication throughout the onboarding process, setting clear expectations and giving your employees the right guidance, you set the tone and allow for greater levels of employee engagement in the long run. The takeaway from this article is that if you give your employees authenticity, transparency and trust from day one, you will be repaid with a highly engaged employee.
This blog also explores the real, concrete benefits of prioritising onboarding with employee engagement, including how when onboarding is done right, employees are:
- 18 times more likely to feel highly committed to your organisation
- 30% more likely to feel strongly aligned and integrated with your workplace, its culture and its values
- 30 times more likely to be satisfied with their work
This Harvard Business Review article written by James Harter discusses how employee engagement and employee experience begin with an employee’s first impression of an organisation. This includes their line manager. Employees can only really feel engaged if they are led by managers who are engaged, too. This article is an important reminder not only of the importance of the relationship between the manager and the employee but also of the fact that managers play a huge (and very influential role) in people management.
Employee engagement is a complicated topic that encompasses a lot of areas, factors and tools. Company perks is one subject always raised in relation to employee engagement. This People Insight blog poses the question of how important perks are in relation to employee engagement — do they actually make a difference?
The blog post covers what perks employers should prioritise and that different perks appeal to different employees. The blog covers tangible (extrinsic) and intangible (intrinsic) motivators and when to use each. Importantly, the blog also explains that perks won’t solve your employee engagement issues, but they can help to engage employees to some degree.
We built our continuous performance management software with employee engagement in mind. To see how we can boost engagement levels and improve internal communication, book a free performance management software demo today.
For more on our thinking around engagement, productivity and performance, download our free eBook.