We’re in the middle of an engagement crisis. According to Gallup, only 1 in 5 employees say they’re actively engaged. Overcoming this shortfall is a priority for HR professionals everywhere, yet many of them still wrestle with high turnover. Why?
Fixing a broken employee engagement strategy takes more than perks and extras. That’s not to say compensation is unimportant, but it’s only a fraction of what defines employees’ experience.
What is the employee experience?
The employee experience is made up of every interaction a person has over the course of their employment. Notably, it starts before an employee is even formally hired.
An effective recruitment process sets a precedent for what a candidate can expect from their workplace. However, this represents just one stage in the overall journey an employee will take with a business. Lean on the resources found in this guide to build a play-by-play overview of your experience. From there, you’ll be able to identify weaknesses within your strategy and consider ways to enhance it.
Why is employee engagement important?
There’s a good chance you’ve heard of “quiet quitting.” It occurs when employees feel undervalued and unengaged. While the “great resignation” may be over, quiet quitting is a symptom of high burnout and attrition. The right employee engagement strategy helps inspire employees by:
- helping them feel recognized and heard
- providing them with purpose at work
- getting them excited about their career development
- and more!
In today’s job market, employees hold the leverage. Competitive employers need to deliver an exceptional and evolving experience. After all, if employees don’t get what they need from their current position, they’ll look elsewhere.
And a great employee experience isn’t just for your workforce. According to Gallup, businesses that invest in their employee experience can expect higher profits and productivity over those that don’t. Ultimately, understanding and prioritizing the employee experience helps you boost engagement, retain great employees and drive companywide change.