They are the people behind the curtain who make the wheels turn! In fact, according to Gallup<\/a>, companies with highly engaged employees are over 20% more profitable!<\/p>\n While most companies understand the value of their employees, they still see a high churn rate. In fact, nearly 73% of employees are considering leaving their jobs<\/a>. Wondering why? The reason is simple: employee disengagement.<\/p>\n The dramatic economic pivots in recent years have left employees and employers scrambling to find a balance. To ensure stability and create an enterprise that can withstand whatever the future has in store, businesses need to invest in employee engagement<\/a>. After all, these are the people that rally your company forward, ensuring you remain innovative, competitive, and growth-oriented.<\/p>\n To nurture a work-culture that brings out the best in each of your people, you need to get to the root of employee engagement<\/a>. Before you begin to tweak your current plans and strategies in an effort to improve, make sure the foundation is strong. For this, you need to start from the ground up.<\/p>\n You\u2019ve got the insights rolling in, but what next?<\/p>\n Understanding the common concerns brings you one step closer to improving the employee experience by creating a laser-focused employee engagement plan.<\/p>\n However, crafting the right strategy is about much more than just addressing the most pressing concerns. You need to begin by understanding your audience. Here\u2019s how you can better understand your employees to optimize your engagement plan:<\/p>\n 1. Segment your employees<\/strong><\/p>\n While you might notice that some concerns are popping up more frequently, you\u2019ll be able to better address the issues if you know who it\u2019s affecting the most.<\/p>\n An easy way to do so is by segmenting your participants<\/a> to get a better perspective. Here are some ways you can segment responses to improve your insights:<\/p>\n 2. Understand the root cause<\/strong><\/p>\n You\u2019ve got the data. You understand what the employee experience gaps are. But have you asked why?<\/p>\n Why are some employees feeling disconnected? Why are some feeling overwhelmed or stressed? Instead of simply solving the concern, look to understand what the root cause is so you can create long-term solutions.<\/p>\n Not only will this give better direction to your engagement plan, but it will also reveal process changes that need to be made so the same issues don\u2019t crop up again!<\/p>\n 3. Follow up to measure impact<\/strong><\/p>\n Employee engagement isn\u2019t just a one-and-done thing. You need to constantly work at and improve your efforts to ensure that your strategies are yielding the impact you\u2019d like. So, send out surveys and keep a track of key metrics such as the employee Net Promoter Score (eNPS)<\/a>, employee satisfaction score, and pulse surveys.<\/p>\n![\"\"](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2023\/02\/christina-wocintechchat-com-c5pRBXFhJgo-unsplash-scaled.jpg\")
<\/a><\/p>\nThe key to an effective employee engagement plan<\/h2>\n
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\nNothing\u2019s going to work if you don\u2019t have trust.
\nStart by being transparent with your employees, be accountable for your shortfalls and ensure there is honesty in communication. The more open and understanding you are, the more likely your employees will be to reach out to you when they face issues.<\/li>\n
\nReach out to your employees to better understand their expectations. Identify what matters to them and what\u2019s holding them back so you can address the experience gaps.<\/li>\n
\nThere\u2019s no point of asking questions expecting candid responses if you can\u2019t guarantee anonymity. After all, candid feedback often isn\u2019t very nice, and when asked to be open about such things, your employees might be afraid of repercussions. That’s why implementing anonymous surveys<\/a>, or even bringing in a third party to conduct these surveys, can take you a long way in getting to the truth.<\/li>\n
\nThe more data you have, the more accurate your insights will be. So don\u2019t just wait for the survey results to come in\u2014proactively reach out to your employees across platforms and at multiple times. You don\u2019t need to keep sending them the same survey, but conduct regular pulse checks<\/a>, include polls in the mix, and make an active effort to understand just what you can do to help!<\/li>\n<\/ul>\nOptimize your employee engagement<\/h2>\n
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\nYou might notice that many employees are complaining about being overworked or working overtime, but when you segment the responses, you might realize that this complaint is predominantly associated with Branch X.
\nWith this insight in hand, you\u2019ll be able to focus your efforts on improving the branch that needs the most improvement.<\/li>\n
\nPerhaps you notice that some employees are feeling disconnected or overly scrutinized, adding to their stress. But instead of creating a blanket approach that is geared towards everyone, see if this is more common in some teams than others.
\nWhile you can continue company-wide initiatives, this will give you an idea of which teams need the most work, so you can customize your strategy to ensure that the right people get the attention they need.<\/li>\n
\nThe experiences and concerns of new employees versus those who have been with your company for a while can be significantly different. By grouping all the answers together, you\u2019re likely to lose out on the nuance.
\nWith pre-population, you can segment your audience to understand which concerns are popping up more for new employees versus for those who have been with your company for a while. By eliminating the noise of large groups, you can understand more focused concerns, making it easier for you to spot turnover trends and take action in time!<\/li>\n<\/ul>\n