Engaged employees are more productive, less likely to leave their company, and boost business much more than their counterparts. In fact, according to research from Gallup, employees who were highly engaged with their company had 147% higher earnings per share than their competition.
So what do you need to do to foster an engaged workforce and drive real business outcomes?
Check out The Profile of An Engaged Employee below. Then work with managers in your organization to make sure all your employees have the same engagement-building experiences.
The Profile of An Engaged Employee
#1 – They feel connected to their organization. Employees who are emotionally linked to their jobs tend to exhibit an overall sense of connection to their organizations. The catalyst for this connection is usually a close relationship with a direct manager or supervisor who focuses on building an employee’s unique strengths.
→ What you can do: HR and managers should work closely together to identify an employee’s strengths early on—and highlight them as early as the onboarding process. This builds trust and establishes a strong connection with your new hire.
#2 – They’re committed to their company. The most engaged employees have a clear sense of commitment to their organization—and are less likely to be tempted to leave for higher pay elsewhere. Recent research indicates that employers that are transparent, have strong senior leadership, and listen to their employees tend to have an advantage in cultivating strong commitment.
→ What you can do: Start building trust during the onboarding process with new hires and keep the lines of communication open between senior leadership and employees at all times.
#3 – They make tangible contributions. Engaged employees are contributors, but perhaps more importantly, they know exactly what they’re expected to contribute. Set clear expectations of your employees, and show them exactly how to become strong contributors within your organization.
→ What you can do: HR professionals and managers should set expectations early on with a clear job description for every employee and reinforce responsibilities throughout a new hire onboarding program. HR should also consider prompting managers to have regular one-on-one’s with direct reports to keep communication open, among other engagement practices.
#4 – They demonstrate progress. Showing progress towards goals is one of the easiest ways to boost engagement among employees. HR professionals must influence managers and supervisors to track employee progress, and encourage direct reports by setting attainable and realistic goals.
→ What you can do: Use your onboarding program to educate managers about setting attainable goals and tracking employee progress. Educate new hires about those goals, and make sure that everyone is on the same page.
How to Roll Out A Comprehensive Onboarding Program
HR activities that boost employee engagement lead to measurable business outcomes. That’s why it’s important for organizations to incorporate them early during the new hire onboarding process.
Want to know more about rolling out a comprehensive onboarding program? Check out the Zenefits Ultimate Guide to Onboarding: The First 30 Days. Download it now.
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