As a professional who leads HR communication and strategy, discussions on how to analyze, increase and measure employee engagement are a regular part of my meetings with HR executives and senior leadership. And what I’ve come to realize is that employee engagement means different things to different people… and how you achieve engagement has differing thoughts as well. But a common theme that surfaces in all my conversations is how to equate an engaged workforce to being successful as business?
Through my own conversations, I have seen a shift in the C suite towards having a better understanding that social technology is no longer a “nice to have” but a “must have” in today’s results-driven workplace. There has been significant growth in the deployment of cohesive social platforms as a communications tool to help employees not only understand how their individual role contributes to overall business success but also as a valuable information tool for knowledge sharing and collaboration activities.
While social business has become a hot buzzword over the last few years, the evidence of success has been hard to capture and measure. Successes are much more clearly identified and defined when it comes to technology and collaboration platform adoption, but much the lines become more blurry when it comes to emotional, cultural impacts and business successes as a result of becoming a social workplace.
The value of the voice of the employee is something I’ve been passionate about for some time. I love this infographic because it provides clear proof points as to why it’s so important to keep employees informed and how doing so results in higher employee engagement.
Attribution: Kevin Ruck, Exploring Internal Communications
Guest post by: David Bator, Vice President Client Strategy, TemboSocial
Poor customer service and huge profits usually don’t go hand in hand. Rather, when consumers are provided inadequate support, they are likely to take their business elsewhere. Although the service landscape is changing with the advent of new social media and interactive tools, quality support is not confined to the help desk.
Improving Employee Engagement is not the product of one initiative. Organizations need a framework to achieve significant improvement in engagement. Sequencing and content of the initiative are critical, as is communication.
There have been many traditional approaches to improving Employee Engagement, including Leadership Training, Company-wide ‘Programs,’ Learning & Development and other such initiatives.