Connected employees will stay with their firms, become a dedicated advocate of the firm, as well as proactively seek out viable ways to create a positive difference by contributing in some way to the bottom line of the firm’ financial success.
Connected employees can typically achieve higher performance levels with results attributable to their natural dedication and motivation. Therefore, I suggest that there is a remarkable link between connected employees and corporate profit margins.
Employee ‘connectedness’, or engagement is crucial to organizations that seek to not only retain valued employees but truly engage with their staff at all levels, thus increasing its level of performance.
Major Factors of Connection
Many organizational factors influence connected employees & employee retention, such as:
- A culture of value and respect where outstanding work is valued;
- Easily accessible, consistent, and constructive feedback and mentoring;
- Adequate office tools and equipment to complete work responsibilities;
- Fair and proper reward, recognition and incentive programs;
- Opportunity for advancement and professional growth;
- Readily available, and effective leadership;
- Clear and definitive job expectations, and
- Generating a high level of motivation.
Do you know how Engaged & Connected your Employees are today?
The first step is to learn what the present level of employee engagement is. The simplest and most convenient tool to measure this component may well be a Comprehensive Employee Satisfaction Survey, which is widely used in our corporations today.
A well-crafted and administered satisfaction survey allows you to understand at which level of engagement your employees are operating. Customizable employee surveys can offer you with a place to begin in your efforts to optimize employee engagement.
The key to successful employee satisfaction surveys is to pay close attention to the feedback from your employees. Typically, this is the only way to identify their specific concerns and issues.
When divisional or firm leaders listen, employees respond by changing behaviour and consciously become perceptibly more engaged, resulting in increased productivity and employee retention.
Engaged employees are more likely to be content in their roles, stay with the company, and consistently strive for higher levels of performance, and ultimately, of course, a promotion.
I believe that listening to your employees’ concepts, and acting on their contributions, coupled with actively involving employees in the decision-making process, are all key factors in realizing the coveted reward of employee engagement.