2 HR Inputs To Boost Your Employees’ Engagement

human resource management consulting

In 2018, only 6% of US employees said they were committed to their company. This extremely low figure is worrying. Especially when we know that a disengaged employee tends to work less which directly affects the performance of his company!

In this context, companies compete with each other for ideas to improve their employees’ involvement: providing meaning, building strong values shared by all, quality of life at work. But sometimes they forget to take advantage of an important point, namely their HR strategy!

Indeed, if well thought out, HR strategies can contribute to better employee engagement. But how do we do that? Among all the solutions at your disposal, we offer you two solutions, in the field of HR, to study more closely!

What is an engaged employee?

First, let’s come back to this notion. The engagement of an employee can be defined in different ways. Depending on the work environment, we will talk about “satisfaction”, “involvement” or “investment” in our work.

Generally speaking, a committed employee is part of a positive and active approach. Aligned with the company’s objectives and values, he has the will to positively advance the structure in his project. Curious about his work environment, generous towards his company and his colleagues, he does not hesitate to give of his time and his person.

In addition, as an actor in his work, this employee innovates, creates value and drives growth. In addition to meeting its objectives, it does not hesitate to exceed the expectations that may be set for it (by carrying out cross-cutting projects, for example). Demanding with himself he aims for excellence sometimes even putting himself in danger and leaving his comfort zone!

Commitment… What effects for the company?

Even if there are no precise figures, disengagement is costly for companies. Indeed, this generally leads to excessive turn-overs. But also to a higher rate of absenteeism, a deterioration of the company’s image with customers, etc.

On the other hand, a committed employee would be a source of performance for the company, particularly in terms of productivity and profitability.

But then, how can you engage your employees?

Several factors, which are the responsibility of the manager and the management, can generate involvement among your employees. Some of them can be mentioned:

A shared vision (with a communicated strategy and clear missions)

  • Missions that make sense
  • Favorable working conditions.
  • A good balance between private and professional life
  • Respect and trust
  • Autonomy in one’s work / Ability to demonstrate initiative
  • Benefit from listening and recognition
  • Sharing moments

In addition to this, it should be recalled that remuneration is an important commitment factor. Even if it is not at the top of employees’ concerns.

2 HR inputs to strengthen your employees’ commitment

HR strategies can help to improve employee engagement, including

1. Internal mobility

Or implement a “transparent” HR strategy, which allows employees to have visibility on all the positions to be filled within their company, in order to apply more easily. Offering internal mobility would increase employee engagement by 30%!

Why? Because this approach is based on trust, on the desire for an employee to remain in the company to contribute in a sustainable way to its development. Internal mobility also allows employees to progress internally themselves, and thus gain in skills. This improves their employability over time. And indirectly generates recognition and therefore commitment in them.

2. The co-optation

A company that sets up a co-optation program within its company solicits its employees to obtain, through their network, recommendations for offers to be filled.

This process is engaging for employees who become, through it, full-fledged actors in the recruitment process, involved in the sourcing of candidates.

Indeed, when the HR department asks its employees to solicit their network to recommend relevant profiles, it shows them that it trusts them. Who better than them, who know the company, its values, strengths and atmosphere, to recommend candidates who can match their company and participate in its development?

Taking part in this co-optation program thus increases the employees’ pride in being part of the company and therefore their commitment. They will be all the more eager to offer their entourage to join them, so that they can benefit from the same working environment and the same advantages as they do. They will be all the more proud and committed if they subsequently contribute to recruitment through this means.

In this context, leading this cooptation programme set up, and in particular challenging active coopters/employees (through a bonus system for example), is recommended to encourage internal participation. Valuing the best coopters can be a relevant solution to boost their commitment to the company once again.

Finally, cooptation also contributes to the commitment of new employees. According to Bill Boorman, in his white paper “The social referral”, 43% of candidates recruited through cooptation remain in the company for 3 years, compared to 14% of candidates from job boards.

Employer brand + co-optation = more commitment and a stronger employer brand!

In concrete terms, an employer brand, supported by all your employees, contributes to their commitment within the company.

This is based on a cooperative approach. Upstream, the company makes its employees adhere to its vision by providing meaning. Subsequently, it is through concrete actions, for example, through the fact that they feel listened to, that they feel they are making a significant contribution to a project, etc. that they develop a real sense of attachment. And that they therefore commit themselves to their company.

Published by Dave John

Decade of work experience in leadership consulting with strong focus on talent acquisition & assessment across different industries and geographies.

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