How to connect with your people using The Employee Engagement Bridge

According to a report by Harvard Business Review, 75% of business executives understand what employee engagement is, but only 25% think they have a highly engaged workforce. Explore how to close the gap between ‘needing it’ and ‘having it’ with this proven plan to connect with your people and drive bottom line performance.

Glenn Elliott, Founder & CEO, Reward Gateway

Engaged employees help organisations thrive in three key ways

Engaged employees help organisations thrive in the most difficult and competitive of situations. From my own experience, I know we could never have built Reward Gateway into a £140 million company without an exceptionally engaged team. But how do engaged employees actually help? Why do they perform better? What is it that they do differently?

There is a lot of nonsense spoken about employee engagement; a frequent phrase is, “ employee engagement†is†all†about†discretionary†effort†“. I think this is wrong largely because it’s an oversimplification of the story. I hear it most from people who think it’s a cheap way of getting extra working hours out of people. That’s bad.

Let’s be clear. Engaged employees do not just create value by working longer hours.

Employee engagement isn’t a cheap way of doing anything. Engaging a whole workforce takes time and real commitment. It is a journey, not an event – you can’t just switch it on and off.

You need a commitment to transparency and honesty in communications, which must be followed through at all levels of management and leadership. It’s a job that is never done; a goal you will never quite reach.

But the great thing about choosing employee engagement is that the more work you put into it the more you get out. It doesn’t matter where you are now or where you’re starting from as soon as you start working with your people as partners and treating them as critical stakeholders, you’ll start reaping the rewards.

Investing to create more engaged employees is worth it because the reward is a huge competitive advantage.

Engaged employees create huge, tangible value for organisations. Organisations that invest in

cultures and structures that create employee engagement thrive in even the most competitive of

situations. They do this because engaged employees create value in three key ways:

1. Engaged employees make better decisions – because they understand more

Engaged employees understand the direction their organisation is going in, and how they contribute to that journey. This allows them to apply their understanding to the decisions they make in their job on a daily basis.

2. Engaged employees are more productive – because they like or love what they are doing.

Employee engagement isn’t about working longer hours. It’s about engaging employees so that they are more focused, more productive and less distracted. As Confucius said “find a job that you love and you’ll never work a day in your life”.

3. Engaged employees innovate more – because they want their organisation to succeed.

Innovation is personally expensive. Suggesting an idea that may or may not work that others may or may not support carries a real risk of failure, and that vulnerability has a personal cost. You only really suggest or contribute to innovation when you are “invested” in the outcome and when you want your organisation to succeed.

Overall, engaged employees put long-term results for the organisation ahead of their own short-term needs.

In this super competitive world, there’s never been a more important time to start investing in employee engagement.

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  • Nigel Dupree

    Hip, hip, hooray, for fostering some feeling of purpose and meaning for turning up other than just collecting the wages for being present regardless of the performance anxiety presenteeism drives.