The direct relationship between participation and performance reflects employee engagement. The employees who are engaged in their work, invest more time and efforts in the work they do which results in higher quality of work. The organizations where the employees engaged are more successful as compared to less engaged organization. This is why companies are beginning to redefine their corporate values for a more human-centric approach.
You can improve employees’ engagement by increasing employee morale, spending time with your employees and you can also boost employee engagement by giving them corporate recognition awards by giving them corporate recognition awards you will boost your employee confidence to work hard.
Table of Contents
Here is the list of best 8 corporate recognition awards
- Employee of the Month Awards
- Work Anniversary Awards
- Department MVP Awards
- Teamwork Awards
- Sales Awards
- Employees’ Choice Awards
- Most Creative Awards
- Leadership Awards
4 reasons why employee engagement is important
1. High Productivity
The study found that highly engaged companies were 17% more productive than others. Engaged employees show dedication to work and motivate them to do more work. They can concentrate quickly and stay that way longer.
2. Lack of absence
To get the job done and contribute in a meaningful way, your employees have to show up for work first. Companies with high engagement rates have absenteeism rates below 41%. Excessive calling or excessive use of sick days usually indicate an engagement warning. Consistent presence helps reduce gaps in work production and eliminates the effort required to leave employees.
3. Reduction in staff, increase in retention
Highly engaged teams have 24% less turnover. And in organizations that already have a low turnover rate (40% or less annual rate), these engaged companies show even more impressive results -59% lower turnover. When you consider that this cost is an average cost of $5.814 CAD, these reductions have a major impact on the bottom line.
4. Better Customer Relationship
When your employees care about the success of the organization and go the extra mile to achieve quality results, your customers gain. Busy companies reported a 10% increase in customer satisfaction, coupled with a 20% increase in sales.
How to measure employee engagement?
To promote employee engagement, you first need to know how to measure it.
In order to measure employee engagement, it is important to know what you measure and why, how you will monitor progress and what you will do with the results.
Define goals.
Start defining the goals you want to achieve, whether it is increasing productivity, improving collaboration between departments, or retaining top talent. Make sure you clearly share the reason for gathering the information and what you plan to do with the comments.
Determine the type of survey.
Determine which type of survey or gathering of information is most appropriate for your goals and corporate culture. You can collect information through routines or exit interviews, one-on-one meetings or formal studies. The key is to standardize each way of collecting feedback – that is, asking the same questions each time so that you have a benchmark to identify trends.
Share results with your team.
To establish transparency, share results with your teams. Be sure to collect your data instead of sharing personal comments or responses. Maintaining the personal anonymity of participants is important to encourage honesty in responses; people feel more secure.
Sharing results across teams instead of sending a flood of numbers by email; you can use the meeting to validate comments and continue engagement conversations. Maintain overall strength, areas of improvement and most importantly, an open dialogue with your employees.
Develop the action plan.
Develop an action plan; involve the team and share progress. Feedback is as important as your follower. Suggest choosing a single area to focus on best practices for employee engagement; instead of dividing your energy on improving 5 goals, focus on moving the needle one area at a time.
You’ll probably be more successful with fewer spill overs, gain more confidence in the survey process, and reduce the likelihood that the phrase “never changes” is your business motto.
