Organizations that have employee involvement are the ones where there is an established work culture, systems, and processes to encourage and make use of employee input and feedback. By doing this, companies see benefits in keeping employees at all levels actively engaged in core activities. Let’s talk about Workforce Engagement Management.
What is Workforce Engagement Management?
Workforce Engagement is the process of employee engagement with all the collaborators in the organization, which in the future helps to increase the work commitment, which helps to meet organizational goals & objectives.
This process helps employers to identify who are the right people and how to find, satisfy, retain & motivate them.
There is a study that confirms engaged employees are 20% more productive.
Why do we require Workforce Engagement Management:
- Maintains Employee Turnover: In today’s world, every organization faces issues of high employee turnover. In organizations where employees are dissatisfied, they leave the organization, which leads to high costs for hiring and onboarding a new employee as a replacement. If there is a workforce engagement management in place that keeps control of this issue by measuring the satisfaction levels of employees on a regular basis.
- Reduces Absenteeism: Most organizations face the issue of employee absenteeism which affects the productivity of the organization in terms of delivering the best to their clients. If there is a proper workforce engagement in place that would help find triggers that are the reasons for high absenteeism, it will help increase productivity.
- Identifies Reasons for Low Motivation: Many employees in the organization are not satisfied with the role they are currently working for that reduces their motivation. Employees who are not motivated enough do not deliver to their potential.
The Advantages of Workforce Engagement Management:
One of the biggest advantages we get from workforce engagement management is greater employee commitment. By involving employees actively in the decision-making process, company leaders affirm the value of their employees. Once an employee is involved in the process of setting departmental goals and objectives, he/she cares more about it and thus forms a deeper connection with the organization.
On the other hand, Customers also benefit when companies have actively involved employees in the decision-making process. The frontline employees will have more insight into customer concerns and feedback.
When top management makes all the critical decisions on their own, then they are the risk of the limited perspective of theirs only and past experiences, whereas if the employee or the agent is involved, then he/she will have a much more insightful view of what the customer actually wants.
The Disadvantages Could be:
One potential challenge of workforce engagement management is that the distinction between management and employee levels becomes blurred. Though the management level values the involvement of the employee, a structured organization with clear reporting lines has been seen to be more successful than others.
More lines of communication and the potential for inconsistent decision-making are disadvantages of workforce engagement management. When more employees are involved in the decision-making process, then more communication is necessary to make certain decisions, and those decisions should be consistent with the organization. And this is critical to brand recognition.
Managers may have a hard time monitoring decisions and activities with employee involvement to protect against negative consequences and to restrict the potential for chaos.
Employee Engagement Management could change the future:
Employee Engagement begins with caring for the well-being of the human resources in the organization. If they are satisfied with producing more productive output, it will help the organization grow. Below are a few steps on how we can achieve that:
- Provide Opportunities based on their Interests: The employees need to be provided with opportunities that are aligned with their personal interests so that they are highly motivated.
- Bring Work-Life Balance: In today’s world, more than higher salaries, employees need a proper balance with work which makes them stay satisfied in an organization. Working from home is just about offering flexibility to the employees to either work from home or take some time off to spend with their family or pursue activities not related to work.
- Focus on Employee Health & Wellness: Providing employees with healthcare benefits like health & Life insurance creates stability in their minds. These factors are very important that lead to retention & satisfaction.
The evidence that supports the need to adopt Workforce Engagement Management:
While many organizations are still skeptical of the impact that Workforce Engagement Management will have, the proof that it proactively improves productivity and profitability is some of the main reasons that companies like Gartner, Forbes, Xerox, Gallup, AON Hewitt, and Accenture are adopting it.
The key drivers behind the success of this methodology are quite simple and it comes down to a return of focus back to the very human and personal needs of people, without whom the organizations could not simply function.
Having the right Survey Platform that helps in Workforce Engagement Management:
At QuestionPro, you can create our customized workforce engagement process that will give you insights about every employee in the organization.
This Workforce engagement management strategy would really help an organization reduce employee attrition, reduce absenteeism & motivate employees to deliver more. This would also help in the complete employee journey from start to end. It will help to connect with employees at every meaningful moment through milestones and surveys.
A survey platform can help to capture all points from an employee’s journey below:
- Recruiting & Onboarding
- Leadership Development
Workforce Engagement Management is a change in culture – it is a change in how leaders lead, what they do, and the decisions they make. It is not the accountability of a single department or a single person or even a single Manager to see that it is implemented.
Unless engagement becomes a fundamental part of an organization’s philosophy and is ingrained within the attitude and behavior of the leaders, then it will become ‘just another initiative’ with little effect. Having the correct platform would help to identify the caps and find the appropriate solution to bridge the gaps between employees and employers.
Authors: Kurush Karnani, Mayank Kumar