How the right organizational culture drives employee engagement
Building a culture of engagement is essential to incorporate training on intrinsic motivation and employee engagement into management development programs. –Kenneth Thomas
What is Employee Engagement?
Employee engagement denotes how employees relate to their culture and work. The stronger the company culture, the better employees, understand what is expected of them and what they are working for. Committed employees are more likely to stay happy, motivated, and committed to your company.
What is Organizational Culture?
Organizational culture determines how and why things are done in your organization. Your organizational culture reflects the environment, behavior, values, office rituals, and language of employees in the workplace.
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How Does Culture Affect Employee Engagement?
Employee engagement is a result of a highly effective company culture. High productivity plants clearly describe healthy and supportive behaviors and norms. Employees understand their culture and what is expected of them. You feel connected, involved, supported, and engaged. Culture and employee commitment are closely related. To increase employee engagement, start by enhancing the company culture.
Benefits of an engaged employee
Showing up and staying: Engaged employees consistently show up in the workplace and work more; Highly active businesses saw absenteeism decreased by 41% and productivity increase by 17%. Dedicated employees emerge with passion, purpose, presence, and energy every day.
Customer outcomes: Employees who are always busy come to work and are more committed to quality and safety. Understandably, these people also help their organization improve customer relationships and achieve impressive organic growth. Highly committed business units achieved a 10% increase in customer ratings and 20% sales.
Profit:
The previous outcomes collide to increase business profitability. Engaged employees are present and more productive; They are more tailored to the customer’s needs. They better monitor processes, standards, and systems. Gallup’s results show that highly committed business behavior results in 21% higher profitability. The finding by Gallup reveals that the behaviors of highly engaged business units result in 21% greater profitability.
Culture and employee engagement are close-knit. To amplify employee engagement, start by improving your company culture. Here are few ways to transform and bring in a positive change:
Kick-off New Hires with the Right Onboarding and Training Programs: If a new employee works for a company and feels overwhelmed, unsure of his responsibilities, and doesn’t know his peers, this causes stress and separation. To avoid this, create a structured onboard process for new hires that define roles and responsibilities, shares the company’s mission and values, asks questions early on, and meets other company employees daily.
Support Employee Development: The best employees always try to keep learning and developing. Create a training fee reimbursement program or provide training and other courses to your employees, whether offered in online courses or seminars from other employees.
Ask for and Act on Feedback From Employees: Employees feel most involved when they feel they can change jobs. That executives listen to their feedback and that their contributions help move the company forward. Putting a system in place for measuring employee satisfaction by taking 360-degree feedback is a great way to collect employee feedback.
Clearly define your culture and document your defined culture: Documentation can be done in a presentation, employee handbook, your intranet system, or any of the above. Once you have done that, spread your documented culture widely. Host company-wide town hall, in a team meeting, in a 1: 1 manager-employee meeting, or in all of the cases mentioned above.
The acceptance of employee health as a strategic imperative is a significant paradigm shift in the business world, increasing in the next year. Developing leaders bring innovation to employee retention initiatives and give them the same energy and attention as their core products and services. Employees want to protect your people, your most valuable assets. Engagement doesn’t just happen – you need to focus on your employees’ needs over time and use them to foster a strong culture.
