Employee engagement pillars
You now know how to measure employee engagement. Likewise, you know what the key moments are. There is only one step left before taking action : identifying the major levers for employee engagement.
In order to have all the cards in hand, here are the 5 pillars of employee engagement to develop or implement in your company.
Establishing or maintaining a strong corporate culture has become an HR issue in just a few years. Its importance is justified by the unifying role it plays at the team level.
A strong corporate culture relies on two main principles:
- The values of the company and its mission
Think beyond the usual "innovation, integrity, team spirit"… To engage your employees, the values of your company should be linked to your history and the vision of the leaders. If leaders don't embody their culture, it's unlikely that it will be adopted amongst teams.
- Belief in these values
A corporate culture is only fulfilling if its talents believe in it. It's therefore essential to succeed in involving employees in their co-construction and their daily incarnation. This is how a feeling of belonging to the company, necessary for employee engagement, is developed.
A feeling of belonging
Whether in private, social or professional life, a sense of belonging is an essential factor in our fulfillment. Maslow’s pyramid reflects this, and it isn't the only one. Indeed, on our pyramid of the 10 pillars of employee experience, pride in belonging to a company is at its peak.
A sense of belonging can only develop on the basis of a corporate culture that promotes trust, inclusiveness and collaboration.
7 in 10 employees say that they suffer from a lack of recognition at work. Yet, recognition for a job done is the factor that has the most impact on employee engagement. Recognition improves self-esteem, as well as the well-being and health of employees. It leads to better investment and efficiency at work, increased productivity and better performance of organizations. Recognition is therefore an essential dimension of talent management within the company.
For recognition to be effective, it must be:
- frequent: not only during end-of-year reviews;
- spontaneous: don't miss any opportunity to say "thank you" or "well done";
- personalized and given for a specific reason;
- transparent: so that everyone is in the loop;
- collaborative: ensure employees are equally involved;
- consistent: align your words, actions and values.
These 6 tips will allow you to better express recognition to your employees. This will enable you to better develop employee engagement within your company.
By introducing the notion of "meaning" to work, Generation Y first, then Generation Z, made it a prerequisite for companies, from recruitment to talent retention and well-being.
4 tips for co-constructing meaningful work with your employees:
- Prioritize listening. Ask your employees about their aspirations and expectations. Encourage them to challenge and transform the company's working practices and methodologies.
- Question yourself. Often. Listening to your employees should indeed lead to taking into account their aspirations and motivations… and the adaptation of working conditions accordingly.
- Don't neglect training. A major lever in talent management, training allows employees to broaden their horizons and change their framework. It's a powerful tool for engaging employees and creating meaning in their daily tasks.
- Support your employees. Reconciling a quest for meaning and working conditions is an approach that requires long-term anchoring. Hold regular follow-ups with your employees and build a relationship of trust. Also make sure to communicate clearly on the company's vision and its values.
These 4 levers will allow you to transform the employee experience on a lasting basis to develop employee engagement.