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A Gallup study showed a 35% rise in EE or employee engagement in 2019. These stats have been shooting up because the pandemic has changed how we do business or go to work.
Employees now want better job opportunities where they grow on multiple fronts. That includes their social/professional network, skill set, pay scale, and accomplishment of challenging projects.
That is for the high-earning and -performing employees. What other employees would want in the majority is also changing.
Ultimately, generally, employees at a firm do not shy away from contributing anymore. They want to be active in their company’s growth and changing culture. That’s one of the smartest ways that employee engagement has taken its roots.
However, let’s not forget to get into details to figure out what’s actually going on with employee engagement statistics.
Employee Engagement 2022 Stats You Must Know About:
- 17% productivity improves with regular EE programs. (Gallup)
- Strengthened and robust company culture will bring back 4x revenue to the firm. (Forbes)
- 46% of applicants prefer a firm that exercises a favourable culture. (Builtin)
- 80% of HRs in a grouped survey accepted that HR technologies turned employees into loyalists and more favouring the company culture. (G2 Crowd)
- 65% of surveyed employees want to work from home for better productivity and engagement. (FlexJobs)
- 75% of existing remote freelancers or workers accept that their productivity levels have risen to new levels while working from home or anywhere. (FlexJobs)
Why Is The Employee Engagement Becoming More Relevant Now Than Ever?
There are several reasons human resources officials can state to give the right importance to EE. But let’s figure out the real and factual causes of top-class popularity, especially after a pandemic or COVID-19.
Employees want to bring a change that lasts.
Engagement matters to your staff beyond expected levels. They want to bring your firm better, newer, and more impactful changes. Their opinions, frequencies of suggestions and ideas are one of the ways to measure employee engagement.
When those ideas or suggestions increase from their end, they are highly engaged and involved in the process. Because without increasing interest in the existing company culture, they wouldn’t want to initiate the change.
When they offer a change, and it lasts, it settles a need to accomplish in their minds. It’s a psychological benefit to their mindset and mood, which employees need while being employed.
This could be seen more now. Two major driving factors of their shift in this mindset could be because of the pandemic and the rapidly growing digitised world. If you want to know more clearly about it, run a pulse survey on the uKnowva social intranet of your organisation today.
You might get shocking results regarding what your employees think of initiating the change.
Employees are craving a sense of belonging.
COVID-19’s lockdown situation has traumatised many people in the last 2-to 3 years. After the pandemic, employees realised they needed their community and tribe to thrive and succeed.
In the pandemic, it was only communities that helped individuals survive when other authorities failed. Therefore, the importance of belonging to a community or a culture is more now.
With that sense of belonging, employees are less lonely or isolated. They feel more motivated and better energised. They can talk their hearts out over the social intranet when they know they are being heard/listened to.
This strategy in a company culture boosts EE or employee engagement to new levels. Employees need their trustworthy teams to talk and sort things out. Dedicated teams can achieve more goals and set higher performance records to break the same.
It eventually helps the firm in the long run when employees feel connected even while working from farther locations.
Employees want to remain employable.
The digitally transforming world is rapid and uncertain. It demands each employee be agile and adaptive in learning new skills. Without relearning and reskilling, it’s hard to catch up on the emerging trends.
Employees would not know what to learn next and how without connecting and collaborating. Their engagement levels automatically now shoot up when they ask questions, queries, or polls.
They need to know at any point how to learn a new skill and its benefits/implications. At times, this knowledge is not primary to them. It’s hard to research genuine content online when there’s too much traffic.
That’s when they reach out to their teammates and seniors. For that, a social intranet platform is the best. Employees indulge in digitally transforming communications there, ensuring to meet and accomplish a purpose.
Employers share learning material on the intranet as often as they can. They can check how many employees have started enrolling in those courses. If those courses are certificated, it would be more helpful to elevate the normal employee engagement levels.
Employees want to beat the healthy competition.
Human resources professionals create healthy competition between teams. Now, employees feel charged up and want to beat their own records along with the team’s. This is needed in the modern company culture.
Without competition, employees will struggle to set new goals with elevated difficulty. High-performing employees thrive to succeed in this healthy competition amongst their teams.
It’s an opportunity for everyone to know their limits and break free from their comfort zones. Because new ideas develop only when thinking is out of the box.
For that to happen, employees need to feel that adrenaline rush to achieve something more ethically and organically.
Teams get motivated by each other as they observe the reward and recognition process. Each individual wants to bag that reward or recognition where their work is appreciated in front of the entire team/firm by super seniors.
When employees compete and gain more goals in a given time, that’s how you again measure employee engagement. Your staff starts achieving far more than their expected KPIs because they’re fully motivated and invested.
Conclusion:
Employee engagement is surely on the rise today. It’s how human resource officials know if their staff is satisfied, involved, and engaged. Some factors in determining their engagement include points like:
- Frequency of their ideas,
- Retention rate,
- Absenteeism rate,
- Frequency of their referrals,
- Score of their KPIs achieved in a given time.
However, we also mention current EE stats and possible reasons for its growing importance in today’s digital era. Reread if you want clarifications on the same.
