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Do you know why employees love engaging in their work? It’s because they’re not only respected but also regarded as valuable assets to their companies.
Creating employee engagement goals impacts your company in many ways. For one, it gives an insight into employee motivation and how to go the extra mile to have an engaged workforce. It also makes 65 percent of employees passionate and enthusiastic about their work.
So, to improve your company’s overall performance, invest in a collaborative effort with the team to set employee engagement goals. Though this might take a while, creating an environment with active employee engagement would increase productivity across your workforce.
This article will show you how to set the right employee engagement goals irrespective of your company size.
Let’s dive in.
How to set employee engagement goals
Employee engagement goes beyond employee satisfaction and determines your company's overall commitment to productive employees.
Engaged employees are often optimistic about their work and committed to advancing the company's interests. Such that their commitment to the mission and values of the organization extends beyond regular working hours.
But to achieve organizational goals like these, you must implement employee engagement ideas to improve the sense of teamwork. This helps to create the right conversations with employees before setting engagement goals.
Here are some employee engagement goals to improve organizational success:
1. Alignment of management and employee objectives
Management and employee engagement objectives can vary depending on their perspective of what is needed for a company's success. However, aligning these goals increases the chance of promoting favorable workplace conditions.
Once your employees know their roles, building an environment of trust with core values becomes easy. Therefore, increasing the sense of teamwork and performance evaluations.
To avoid unclear goals, create a strategy that addresses current employee and organizational goals. It’d help them understand how they contribute to making positive differences in the company. How?
First, introduce SMART goals to set clear timelines and achieve desirable goals. Before using the SMART Methodology for your goals, identify your objectives by asking questions like;
- What is the goal?
- Who needs to be involved in achieving this goal?
- Why is this primary goal important?
Answering these questions removes ambiguity and makes organizational planning easy.
For example, suppose the company’s goal for this quarter is to grow organic traffic by a certain percentage. In that case, you need qualified hands on deck to handle local citations and brand awareness campaigns. This makes achieving the goal easier and shows you appreciate employees’ input.
Alternatively, you may create employee engagement surveys to measure and track your core values. These surveys should cover important information like employee feedback, opinions, and experience. The outcome helps to identify issues that might affect company goals.
Google, for example, uses Employee-powered data to discuss employees' experiences and discover improvements. This survey is done at several stages, from team leaders to managers surveys, to allow employees to evaluate pending issues.
Like Google, being responsive to these surveys leads to a higher retention rate, reduced absenteeism, and increased employee morale.
Moreover, leveraging requirement management software to set priorities and align team goals enhances employee engagement and motivation, among other things.
2. Workplace culture
A positive workplace culture fosters positive well-being over time among your employees. It also increases your company's productivity and improves employee retention.
While workplace culture naturally integrates into organizations, being intentional with it inspires your team and helps the company thrive.
Establish your company culture to create a positive work culture that promotes organizational bonding. This includes accepting employee diversity and giving equal opportunities regardless of gender, race, or region.
American Express, for example, encourages inclusion and diversity for employees.
Establish guidelines for employees to follow during work hours. Once these routines influence team members, it’ll improve work procedures in line with workplace culture.
3. Prioritize mental health and well-being
Employee well-being is necessary for mental stamina and a positive attitude during work hours. But, as necessary as it is, only about 30 percent of employers promote health and well-being services such as an off day. This was revealed in the 2021 Health and wellbeing at work report by the Chartered Institute of Personnel Development (CIPD).
Prioritize employee health experience by implementing an employee wellness program. A few examples include;
- Health and wellness advisories (e.g., smoking cessation and substance use treatment).
- Health services and digital therapeutics (e.g., transportation and nutritional assistance).
- Consumer-initiated diagnostics (such as tests for sexually transmitted diseases administered by a physician at home).
- Easily accessible over-the-counter (OTC) medications and supplements.
- Routine medication management.
You’ll also want to identify threats to well-being like burnout or work-life imbalance in your organization. These threats can cause low productivity and less fulfillment, leading to employee turnover.
The above suggestions can nurture employees' physical, mental, and emotional health and promote attractive company culture. But make sure you tailor these programs to provide personalized solutions and address employee health.
For example, Microsoft provides wellness schemes to their employees along with hazard control and safety programs. This program promotes employee health and makes it easier for workers to perform actively at their jobs.
Moreover, you can enhance your worker’s sense of well-being by being supportive. To achieve this, actively communicate with your employees, encourage casual conversations, and organize fun activities. You can also consider offering flextime.
4. Incentives and rewards
Offering incentives and rewards can boost employee morale and drive engagement. Since a company’s assets require knowledge and experience, incentives can help keep top talent. A good incentive scheme would make employees feel valued and focused in exchange for higher performance levels.
You can offer employee rewards for some of the following;
- Meeting or exceeding quality or quantity metrics
- Solving work challenges or improving business performance
- Mastering a new work procedure
- Demonstrating company core values
Incentives like increased flexibility, promotions, and salary increment, can also harness high-performing teams and increase collaborative efforts. To achieve this, adopt reward programs and strategies for effective employee recognition.
You may even take it a step further and make employees a part of the strategy. For instance, Zappos uses an unconventional yet practical approach that allows workers to reward other co-workers regularly.
This promotes friendship in the workplace and, at the same time, recognizes and appreciates employee efforts. These personalized rewards promote a high-performing team and give workers personal goals to aim for.
5. Employee Retention
Focusing on employee retention strategies reduces employee turnover, improves company loyalty, and boosts overall success.
Create a positive company culture to build strong relationships and improve organizational values. This will allow you to engage actively with employees. Once engaged, they can strive to reach higher heights in the employee life cycle, thus achieving strategic goals for the company.
Use solid tools like employee engagement apps such as CultureAmp and Lattice, to build and monitor the impact of the company engagement levels. Or create a fully engaged team with an effective team leader actively striving to reach a collective goal.
Ideas like company events can nurture a high-performing culture where employees feel confident and committed to producing high-quality work.
In conclusion
Undoubtedly, your workplace would consist of different employees' attitudes. However, create common goals that would encourage them to engage better.
Once you establish employee motivation, it becomes easy for employees to commit to your company’s goals and objectives. After that, positive communication would commence and improve business profitability. You’d also avoid bottom-line performance and curb bad attitudes that might linger in the formal environment.
To effectively create a roadmap for employee engagement, ensure that company and employee objectives align. This will provide the leverage to create strategies, positive experiences, and job satisfaction in the company.
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