How to Boost Employee Engagement Using Technology

 

It was technology that kept us going when the world was shaken during the pandemic. We know how difficult it was for companies to motivate their employees to work under such circumstances, but HR Technology made it possible.

We can increase employee engagement by providing trainings to employees, listening to them, giving them attention, recognizing them, or empowering them with the right tools.  

let’s take a look at what exactly employee engagement is.

 

What is Employee Engagement? 

When we talk about employee engagement, we talk about the employee’s emotional commitment to the organization. In simple language, employee engagement means an employee that feels wanted in the company, is valued, and genuinely wants the company to succeed. 

Have you ever thought about why startups always have higher employee retention than well established companies? That’s because startups create an environment that makes the employees feel connected, which in turn, improves productivity and engagement. Startup companies know how to use technology to its fullest, which gives them the upper hand.

There are several ways that organizations can improve their employee engagement. But with technology, the percentage can go higher than expected. How? Read on to find out.

1) Make Use of Virtual Collaboration 

Whether you are working remotely, hybrid, or from the office, it’s essential to collaborate with your colleagues to keep them engaged.

That’s where virtual collaboration tools come into the picture. By using these tools, you can let your employees connect via audio and video calls, collaborate on projects, brainstorm ideas, and much more. 

Besides, a collaboration tool can also improve the onboarding process of newcomers as they would get to know their team members and understand work processes simultaneously.

2) Collect Feedback From Employees 

Startups and new companies emphasize employee feedback, which is useful to increase employee engagement. How? By collecting regular feedback from our employees, we can understand the areas that the organization is lacking and make improvements in those areas..

Moreover, such feedback platforms can store the survey information for a long time for future usage. You can also create surveys and feedback based on your requirements. Whether it be a weekly pulse survey or monthly feedback, it’s essential to understand employees’ needs and act accordingly.

Organizations that pay attention to their employees’ concerns are the ones that have higher engagement and productivity rates.

3) Invest in an Employee Recognition 

Every human being craves appreciation after accomplishing their goals. And no, it doesn’t mean just congratulating your employees after completing the project on a tight deadline and producing great results. You must appreciate them in a way that further motivates them to keep up the good work. How? By using technology. 

Nowadays, many organizations started using employee recognition platforms.ly to reward employees. These tools enable organizations to provide a personalized recognition experience to each employee. You can offer gift cards, branded merchandise, and different customized rewards with these tools. 

These small things can help in encouraging your team members to work enthusiastically and hence, increase employee engagement in the company.

 4)Allow Personal Devices At Work 

It’s quite common for offices to prevent employees from using their mobile phones and personal laptops while working. But, it has been seen that by allowing personal devices to work, the engagement rate has increased a lot.

Who know how to multitask and give good results. By allowing them to use their devices at work, you are giving them the liberty to take their time off work, relax, and then return to work with a fresh mindset.

References

Ihttps://www.gallup.com/workplace/321965/employee-engagement-reverts-back-pre-covid-levels.aspx

https://blog.jostle.me/blog/5-reasons-why-employee-engagement-is-important

https://www.springworks.in/blog/employee-engagement-guide/

How Performance Analysis Help to Employee Retention

 

 Employee Retention …

People leaving any organization can have a huge impact. It can affect team morale, impact productivity, and put a big dent in the organizational budget. Strong retention strategies, such as those supported by solid performance analysis, can greatly affect business success. These strategies must be present from the recruitment stage until new hires become established employees in the company.
Employee retention is a critical aspect of talent management because it promotes the growth and scalability of an organization. Hiring is costly, especially considering the time and resources a company spends to onboard and train a new employee. In fact, loosing talent is much more expensive than retaining it. 
More than the economic cost, losing an employee can also cause a shift within an organization,  decreasing employee morale. When an employee resigns, it can also mean that another team member loses a friend.

 

Performance Analysis  &  Retention

 Organizations can apply the following performance analysis strategies to boost their employee retention.

1) Start at the Recruitment Stage

 Retaining the employee means hiring the right talent at the onset through clear goals and objectives, the HR team should know if the candidate is the right fit for the company and its culture. Avoiding bias is critical. One effective approach to curb this is by using artificial intelligence to analyze candidates. 

Onboarding is a critical that can help ground the new hire in the culture and workflows of any workplace.

2) Track Employee Productivity

Assess employee performance through time tracking tools and measure output against the number of hours they’ve worked. This strategy allows you to determine each person’s current load, giving you an idea of the overall bandwidth of your employees. It can also help to surface employee preferences, strengths, and weaknesses, allowing you to assign tasks to the most suited individuals. As a result, they’re not overburdened and become happier and more connected employees.

3) Set Attainable Goals to Motivate Employees 

Each employee must have goals to keep them motivated. Setting and meeting small goals helps build focus, and knowing they are meeting expectations leads to feelings of satisfaction. Tracking employee progress and performance means managers will know how people and projects are coming along and can be sure to recognize staff achievements. This promotes engagement and assures staff they are a valued part of the team.

4) Have a Clear Mission Statement 

Employees are more connected when they understand what the company stands for, so it’s imperative that business leaders develop a clear mission statement and communicate it to the team. Staff should be aware of what the company is trying to achieve, and how that will be accomplished.

Be sure company mission statement is authentic and make it part of a flexible and supportive company culture.

Don’t let the efforts go to waste. Employees who choose to leave often take more than what company initially invested in them. Invest in the right systems, technology, and processes but more importantly, invest in your people.

 

References

Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103

 Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover

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