Recent reports cite that 87% of employees are disengaged in their workplaces. This conveys an important insight into the quality of life for the average worker, and is a wake-up call for companies to re-evaluate employee engagement with their workforce. The statistics also speak volumes about how employee disengagement impacts the global GDP. In fact, Gallup reports that disengaged employees cost companies between $450 and $550 billion annually.
When employees lose faith in their purpose or feel company morale begin to dip, they are likely to mentally or emotionally check out. For office and frontline employees alike, maintaining a strong connection to their role within their respective workplaces becomes much easier with a few important best practices in place.
We’ve selected three best practices to begin cultivating employee engagement to help your workforce thrive.
1. Establish a performance check-in process.
After a candidate accepts an offer, it’s best practice to establish clear employee engagement expectations as they onboard. These reinforcements should start an day one of orientation, where employees can be asked to identify the arenas in which they currently excel, as well as skill sets they want to immediately begin growing. This sets your workforce up for success with an enduring sense of purpose, and motivation to evolve professionally.
While it is important to make an early first impression regarding employee engagement expectations, it is equally important to remain consistent with whatever performance check-in process you put in place. The metrics for success should be clearly paved. Some ways to do this are to:
- Carve time out each week for a one-on-one meeting between employees and managers
- Distribute regular pulse surveys via an operational communication platform
- Ask that employees aim for certain optimized key results over the course of a fixed period of time
2. Make employee engagement mobile.
To ensure effectiveness and maximize user stickiness, an employee engagement platform should absolutely be mobile-first. Serving a combined office and frontline workforce who may be working divergent shifts or workplaces each week, but nevertheless need to communicate, Beekeeper users can engage several tactics to make the most out of mobile technology.
- Automated activity-based engagement notifications increase employee participation within the employee engagement app. They also save time by automating the more repetitive operational aspects of company-wide communication.
- Campaigns are another tool that increases employee engagement for select groups or the entire workforce. Ranging from emergency alerts, policy changes, scheduling communications, or logistics updates, campaigns can be sent immediately or scheduled for a future date. After deployment, a full analytics report provides data on open rates, clicks, replies, and more.
3. Deploy employee surveys on a regular basis.
At Beekeeper, we are big believers in the power of consistent employee engagement surveys
. Two main types of surveys, pulse surveys and annual surveys, each present a way to garner feedback about employee engagement and satisfaction.
Pulse surveys are a short form way of garnering quick, real-time feedback, asking a small number of questions (ideally 1 to 10) on specific issues on a regular basis.
Annual surveys happen once a year to help define yearly goals. Deploying these surveys digitally through an operational communication platform helps attain this data quickly. This also encourages high levels of participation among your workforce.
Download our full eBook, “15 Best Practices for Employee Engagement,” to gain further insights into how to improve employee connection and retention with a mobile operational communication platform.