As an employer, you always expect the best from your employees. You want them to perform optimally and you need them to contribute meaningfully to the success of your company. There are several ways in which you can nurture a supportive environment in which employees can deliver optimum results, such as regular feedback on performance, rewarding individual and group achievements, and offering personal development opportunities. In this article, we will discuss the three types of employee work engagement and why you should care about the mental wellbeing of your employees in the first place.
Why it’s important to address employee wellbeing
Caring for the wellbeing of employees is not just a way to score brownie points as an employer; it is a responsibility that has a direct impact on the overall success and sustainability of your organisation. Employees in the 21st century are under considerable stress, which has led to the recent prevalence of the phenomenon known as “quiet quitting.”
Quiet quitting refers to employees who are physically present but emotionally disengaged from their work. They may appear to be functioning, but in reality, their productivity and passion have waned. This phenomenon can lead to reduced efficiency, increased absenteeism, and a higher turnover rate, all of which have detrimental effects on your company’s bottom line.
Addressing employee wellbeing and mental health is crucial to prevent quiet quitting and to build a resilient and engaged workforce. By supporting your employees’ mental health, you create an environment that fosters creativity, productivity, and loyalty, ultimately contributing to the long-term success of your business.
How to improve employee engagement
Before we explore effective ways to improve employee engagement, it’s essential to understand the types of employee engagement. Employee engagement can be broadly categorised into three types:
- Emotional engagement: this refers to employees who are emotionally invested in their work and are passionate about what they do. They exhibit enthusiasm, dedication, and a strong commitment to their roles.
- Behavioural engagement: behavioral engagement is about employees who actively participate and contribute to the workplace. They consistently go above and beyond their job requirements, seeking ways to add value to the organisation.
- Cognitive engagement: this type of engagement relates to employees who are mentally absorbed in their tasks, focused on problem solving, and continuously seeking to improve their skills and knowledge.
Now, let’s explore effective ways to improve employee engagement:
- Foster open communication: encourage transparent and open communication between management and employees. Provide regular feedback and actively listen to their ideas, concerns, and suggestions. Creating a culture of open dialogue enhances employee satisfaction and strengthens their emotional connection to the company.
- Offer professional development opportunities: invest in your employees’ growth and development. Providing opportunities for training and upskilling demonstrates that you value their career progression, leading to increased cognitive engagement.
- Recognise and reward achievements: celebrate both individual and team accomplishments. Acknowledging employees’ efforts and successes boosts their morale and behavioural engagement, fostering a positive work environment.
- Promote work-life balance: encourage a healthy work-life balance to reduce stress and prevent burnout. Supporting employees in their personal lives contributes to emotional engagement and improves overall wellbeing.
- Encourage employee involvement in decision-making: involve employees in the decision-making process and seek their input on matters that affect their work. When employees feel their opinions are valued and considered, they are more likely to be engaged and committed to the company’s success.
How to effectively measure employee engagement
Whenever you implement a programme in your company, you need to consider the impact it will have on your company and your employees. If you are expecting positive results, you need to have a way of measuring those results to determine their effectiveness. Otherwise, what is the point?
To measure the success of your employee engagement initiatives, you need to use various metrics and surveys that capture employees’ feedback, satisfaction levels, and overall engagement in the workplace. You can do this by looking for trends and patterns in the data you collect, such as changes in employee turnover rates, productivity levels, absenteeism, and participation in company events or activities. These indicators can provide valuable information about the impact of your employee engagement efforts and help you make data-driven decisions for further improvements. Use these results to set a benchmark for future evaluations and to continuously refine and enhance your employee engagement strategies, ensuring a positive and productive work environment for your employees.
If you’re interested in implementing effective mental health programmes in your company, reach out to MindBerry mental health support for tailored mental health and wellness solutions that will meet your organisation’s specific needs. Your employees’ mental health is a cornerstone of their success, and by prioritising it, you will undoubtedly reap the benefits of a happier, more engaged, and loyal workforce.