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Are your employees actually engaged?

15th October 2019 |

Company culture is highly important in any workplace. Most companies are working to provide their people with strong work benefits, comfortable yet efficient environments and flexible work systems which benefit both employee and employer. But despite all of these advances, employee engagement remains a tricky thing to measure.  

Recent reports revealed that 15 per cent of UK workers feel unaligned with their company’s vision. Rather than viewing their organisation as one which aligns with their own values and beliefs, employees will begin to feel as though they are just another number on the payroll and, in turn, can lose passion for the work they are doing.

A holistic approach

Corporate social responsibility (CSR) is a big conversation across various industries as ethical considerations are front of mind for employees, clients and other key stakeholders. From supporting local charities, to reducing the use of plastic and paper in the workplace, businesses are eager to demonstrate their interest and care for the world around – and not just their shareholder’s interests.

Unfortunately, all too often decisions are made with a top-down approach, rather than through the creation of a shared culture. Failure to consult employees on CSR policies while they are being created can often result in a disconnect between organisation and individual – the exact opposite of what businesses are trying to achieve.

This approach also enables HR and business leaders to determine how engaged employees are with the organisation. By opening up the lines of communication, businesses can assess the level of interest demonstrated by individuals.

Get out of that box

No business wants to be seen as have a mundane culture – one defined by a completely systematic, clock in, do your work, clock out, kind of workplace. While all of us are creatures of habit, and many flourish when they are working to a routine, it’s important to avoid monotony in order to ensure that employees are engaged effectively.

Team building and social activities all help to build a culture in which individuals feel invested in helping the organisation achieve its aims. Even better if these can be linked to the business’ CSR strategy, such as participation in a river or beach clean-up.  

This again encourages two-way conversation between organisation and individual, and the informal environment – away from the office – can often help to address the power imbalance between boss and employee. Although an informal measurement, it can help to indicate the level to which individuals feel invested in the organisation.

Balance analytics with action

There are many tools HR practitioners can employ which help to assess the levels of employee engagement within organisations. Digital aids, such as OfficeVibe, reach out to workers to allow businesses to understand how happy they are at work, and how connected they feel to the organisation’s culture.

Pair this with the informal measurements above, and businesses are likely to have a good view of the levels of employee engagement within their organisations. It’s important that businesses strike the right balance, however. Employees may soon become disengaged if they are constantly asked for feedback which is never acted upon. HR practitioners must ensure that employee engagement initiatives and measurements are cyclical.

Building a positive company culture means having the right talent in place. Contact the Faulkner Scott team to find out just how we can help you with that.

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