Employee Engagement: An Organizational Strategy

March 6th is National Employee Appreciation Day. A Google search suggests companies should celebrate this day by giving away a great parking spot, feeding your employees lunch, or allowing staff to play a game during work hours.  While these perks can be fun for a day, it does not help an organization preserve long-term employee engagement.

A satisfied employee is not necessarily an engaged employee. An employee can be generally happy with their job, compensation, and work environment, yet still not be committed to the organization’s mission, vision or values.
Recent research from the Society of Human Resource Management (SHRM) has shown that employee engagement levels are often determined by:
  1. the strength of employees’ relationships with supervisors and co-workers
  2. employees’ belief in their own ability to perform their jobs effectively
  3. employees’ belief that their contributions matter to their organization. [1]
People want to feel their work makes an impact. A great example of this is the recent "Moon Landing" commercial from Indeed.com, a leading job search website. The message is no matter which position an employee holds in an organization, every person’s work and contributions advances the mission.

Organizations can link important business indicators such as customer satisfaction and retention, quality of service, and revenue generation back to the level of an engaged workforce. Therefore, organizations should clearly communicate how every employee’s role and contributions affects the success of the organization.

One way to start is to define what an engaged workforce looks like in your organization. A recommended resource is Achieve Brand Integrity: Ten Truths You Must Know to Enhance Employee Performance and Increase Company Profits, by Gregg Lederman. The author focuses on how to create organizational brand strategy that employees understand, can commit to, and are able to execute in their performance.

Another strategy is to survey your employees on their current level of engagement. Questions should measure three things: the level of energy employees feel from their job, how involved they feel in the work, and how committed they are to their job. [2]

When you receive the results from the survey, examine them and truly value the feedback from your employees – the good, bad and ugly. Then, make an action plan for improvement. Even with a happy and engaged workforce, there is always room to improve.

Last, correlate your organizational performance metrics to the level of employee engagement (quarterly, bi-annually, or annually) and make any necessary adjustments or improvements needed to ensure employees continue to understand their role, feel valued for their contributions, and see themselves as vital to the success of your organization.

As your organization intentionally prioritizes employee engagement, you should see results such as an increase in staff retention, higher quality job performance, and creative innovation that may result in better service delivery, cost efficiencies, and/or new revenue opportunities.

Go ahead and appreciate your employees on March 6th and create a culture that makes them feel valued and engaged to their work all the time!
CCSI’s Business Management Services - Human Resource Supports is available to assist not-for-profit organizations review current employment practices for compliance with federal, state, local and other regulatory agencies, provide support with day-to-day HR administration, and provide HR consulting and technical assistance.  For more information, please contact Barbara Marianetti DesRosiers, Chief Human Resources Officer at bmarianetti@ccsi.org or call 585-341-2208.
[1] Society for Human Resource Management. Employee job satisfaction and engagement: Revitalizing a changing workforce. Retrieved from https://www.shrm.org/research/surveyfindings/ articles/pages/job-satisfaction-and-engagement-report-revitalizingchanging-workforce.aspx
[2] Human Resources Today. How to measure employee engagement: Retrieved from https://www.humanresourcestoday.com/2019/employee-engagement/?open-article-id=12234876&article-title=how-to-measure-employee-engagement&blog-domain=decision-wise.com&blog-title=decisionwise
Barbara Marianetti DesRosiers
Chief Human Resource Officer
Coordinated Care Services, Inc.