How employee engagement can boost your bottom line

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Do you want to grow your bottom line? Do you want to increase your company’s performance? Do you want a proven way to accelerate your workforce’s productivity? Seems like a tall order, but you have a secret weapon that can help you achieve all this and more—your people. They are the ones that do the work, bring the ideas and make things happen. It only makes sense that they are also the source for increasing your organization’s success.

 

Employee engagement describes the way employees demonstrate commitment, ownership and discretionary effort toward their work, team and organization. It’s more than just being satisfied. It’s about consistently going above and beyond because you want to, not because you have to. It varies from organization to organization, but almost always includes a logical factor (head), an emotional attachment factor (heart), and a resulting behavioural or action factor (hands). Let’s take a look at each one in more detail:

 

1.    Head (logical)

The head is about employees making sound, rational evaluations of themselves and their organization. Employees consider their skills and knowledge in terms of how these fit in with the organization, its mission, and its goals. Using their heads, employees logically look at how well their jobs and the organization can help them to achieve their career and financial goals.

 

2.    Heart (emotional)     

The heart is about how employees connect to their organization on an emotional level. It is about how employees feel about their work, their peers, their leaders, and their organization as a whole. It relates to the values held by their peers, manager and senior leadership, and whether employees’ own personal values are aligned with those of the organization. The emotional factor describes how employees can develop a deeper sense of belonging with coworkers, their department, and the organization as a whole.

 

3.    Hands (behavioural)    

The hands are about the outcomes that organizations want to get from staff and about what employees want to get from their jobs. Behavioural aspects that an employee displays can be observed in his or her day-to-day work. Engaged employees are more productive, more innovative, and more persistent in the face of problems. They act as ambassadors for the organization. They are more willing to put forth discretionary effort—to go the extra mile—for the organization, and they are also much more likely to stay with the organization (retention).

 

Engagement is at the heart of the relationship between the employee and the organization. Beyond positively impacting your bottom line, engaged employees are more likely to stay with the organization, and be more productive, customer-focused, resilient and innovative. Feeling inspired, valued and motivated on a daily basis also has a positive effect on the employee’s life outside of work. They have a better overall wellbeing and lead longer, healthier and happier lives than those who are disengaged. It truly is amazing what the power of engagement can do for the future of your employees and your company.

 

To learn more about how to leverage employee engagement, get your FREE copy of the go-to resource on the topic, “Employee Engagement for Dummies”, or start the engagement process at your organization by contacting Sean Fitzpatrick at sfitzpatrick@talentmap.com or 613-248-3417, ext. 501.  

 

About the Author:

 

As President and founder of TalentMap, Sean Fitzpatrick has helped many leading public and private sector organizations maximize engagement and boost productivity through TalentMap’s integrated employee feedback system.

 

TalentMap offers ‘off the shelf’ and ‘custom-designed’ employee engagement solutions that foster continual improvement within your organization.

Expert Bloggers is a marketing feature of Ottawa Business Journal. To participate, please email sales@obj.ca

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