Value of the Best Online Reputation Management Tools
Employee engagement culture is vital for business success, using the best online reputation management tools, will help establish this.
How to Establish a Culture of Employee Engagement
Employee engagement has long been part of the more extensive workplace culture discussion. More companies are looking at how to create sustainable, long-term employee engagement.
And the benefits of an engaged workforce are clear. Engaged employees are safety-conscious employees who are up to 70 percent less likely to get into accidents. Also, companies with high employee engagement are more likely to show higher and sustained profits. According to Deloitte, companies with highly engaged employees reported a revenue growth rate of more than 2.3 times higher than the average.
The Value of Developing a Culture of Employee Engagement
When employees are engaged with their jobs and the workplace culture, companies tend to experience the following:
- Higher retention rates. Engaged employees feel more connected to the bigger picture and that their contributions matter. As a result, they’re more likely to stay where they have invested their time and effort.
- Increased productivity. Engaged employees better understand their job tasks and feel more motivated to complete them on time.
Prioritizing Employee Engagement
An increasing number of workers are willing to leave their positions or take a pay cut if it means moving to a company with better workplace culture. Most workers don’t leave an employer solely for higher pay. Although the majority — 89 percent — of employers believe employees who leave are seeking higher pay, around 88 percent of employees cite other issues like workplace culture or a lack of opportunity for growth.
Employers realize that developing a culture of employee engagement could give them the edge. And word often gets out when employees feel a company isn’t engaging. This can force companies to do damage control and seek out the best online reputation management.
Eight out of 10 company executives surveyed placed high importance on the value of employee engagement. But most companies only measure engagement once a year. And about one in five companies admitted to no formal employee engagement measurement.
Establishing a Culture of Employee Engagement
If your company isn’t nurturing an active employee engagement culture, working on key areas can yield positive results. A recent Gallup poll indicated that two-thirds of US workers don’t feel engaged at their jobs. For organizations, this statistic means potentially higher turnover rates and lost revenue.
A culture of motivated, engaged workers can’t happen overnight. Let’s dive into some of the most effective ways to create, establish, and maintain an engaged workforce.
Start With a Stellar Onboarding Process
New employees who don’t understand the workplace culture or their day-to-day tasks will struggle and may disengage. Onboarding and training new hires is a significant investment in time and dollars for an organization. Poor onboarding and training can result in new hires leaving before their six-month mark. Then, the company must begin the costly process all over again.
Look critically at onboarding to ensure new employees get what they need to perform with confidence. Remember, onboarding and training is essential for bonding and connecting with coworkers. Workers who feel part of a team or have forged friendships with other employees report feeling much more engaged.
Recognize Employee Excellence and Performance
Employees feel more engaged and committed to contributing to the company’s goals when they know they can make a difference. But if a worker feels like a tiny cog in a vast machine, they’re not likely to go above and beyond or feel like what they do truly matters. Recognizing and acknowledging employees lets them know they’re seen, and they matter. It could be as simple as greeting them each day.
And when employees go the extra mile or reach a key milestone, public acknowledgment lets them know the company values them. Some companies post birthdays or work anniversaries in a newsletter or on a bulletin board. They may also give out awards or incentives for exceptional performance. Employees are more likely to feel like management respects their work. And the workers will have more respect for management and the company.
Set Clear and Attainable Company Goals
It’s challenging for employees to feel they’re part of a team if they don’t know the goals. Companies can benefit most from establishing many sets of clear, concrete short-term and long-term goals. For example, setting monthly or quarterly goals is just as impactful as setting semi-annual or yearly goals. Shorter-term goals give employees smaller wins to keep them motivated and help them reach long-term goals. Finally, each team or department may have specific goals tied to the overall company goals.
More Communication, Less Micromanagement
Recognizing employees and setting practical goals hinge on establishing clear lines of communication. And when communication is good, companies can step back and let employees do their jobs. It’s too common for management to fall into the trap of micromanagement, especially in volatile economic times or a downturn. But micromanagement can lower morale and cause disengagement, resulting in lost productivity.
And great onboarding and training help workers make decisions and problem-solve with confidence. Additionally, don’t forget to communicate with job seekers. Next, let’s learn how the best online reputation management tools can show your employee engagement culture to the market.
Getting in Front of Your Online Reputation Management
As you develop your employee engagement tools and build a healthy workplace culture, getting the word out is critical. Let potential new hires know why working for you is better. Many workers value employee satisfaction and fair treatment as vital to long-term success.
Many organizations struggle to meet new-hire needs in a volatile job market. But job seekers aren’t basing their decisions solely on salary offers. If people believe your workplace culture is poor, they may accept an offer from another company, even if it means a pay cut. Seeking out the best online reputation management tools is key to letting workers know your company is a supportive workplace.
Encourage Ongoing Employee Development
Newbies fresh from onboarding to experienced veterans alike benefit from ongoing employee development. This development serves many purposes, including:
- Giving workers the latest knowledge and new skills. Equipping employees with new information or improved processes gives them the tools they need to get more done. Employees can use this knowledge to boost their productivity, which also benefits the company.
- Breaking up the monotony. Repetitive tasks with little to no change can hurt morale and make it challenging for employees to stay engaged, even if the culture is positive. Offering development can help employees stave off boredom and remain engaged in their tasks.
- Offer the option for growth. Employee development can take many forms, but providing growth opportunities is essential. Some employees may be content to remain in the same position or department. But many prefer to develop skill sets that can lead to a promotion or increased responsibility.
Get Leadership With the Program
In one survey, only 4 percent of HR and business leaders believed they were good at engaging Millennial employees and others at work. Respect and professional behavior must flow both ways for the best results.
Another key element in establishing a thriving employee engagement culture is inclusion. If employees don’t feel included, they likely don’t feel part of the workplace culture. They may feel actively excluded. Companies that hire employees from diverse backgrounds build a more inclusive culture.
Establishing an Engaged Workforce Is a Process
One-time employee surveys or isolated efforts do little to bolster a poor or nonexistent culture of engagement. It’s crucial to continually feed the process and regularly connect with employees. Frequent check-ins allow companies to make more efficient adjustments. They can correct problems before they become more significant issues. As a result, employees get the support and tools they need to do their best.