Employee engagement is one of the biggest challenges HR departments around the world face. After all, engaged employees perform better and have an uplifting effect on the overall morale. And yet, 85% of employees are either “not engaged” or “actively disengaged” at work.

Employee engagement is about measuring how emotionally invested your staff is in working for your company – do they care about more than their paycheck and quirky benefits? Do they really want to help the company to achieve its goals, and better yet, are their personal goals aligned with those of the organization?

With only 15% of employees worldwide who are highly involved in and enthusiastic about their work and workplace, there is a lot of room for improvement on the employee engagement front. Fortunately, there are many ways to drive employee engagement and HR Tech can help you with that.

Hiring the right people

Hiring the right people sounds a lot easier than it actually is. But doing so will not only improve employee engagement but also ultimately benefit the company’s bottom line – companies with the most engaged employees are 21% more profitable than those with the least engaged workers.

Employee engagement is about the relationship the employee has with the company they’re working for. Are their personal values aligned with those of your company? This has everything to do with your organization’s culture. What are your core values? Have you made sure they are clearly identifiable for future candidates? How about the job postings you’ve put out there – do they reflect what it is your company’s about?

It’s almost impossible to change a culture misfit – someone who might have the right qualifications & skills for the job, but doesn’t share the same values – into a culture fit, hence the importance of getting this right from the start.

And how do you determine whether or not the candidate is an organizational fit? Technology can help you with that. For example, you can compare the candidate’s preference for an organizational culture with the actual company culture at your organization through a series of questions in your pre-employment assessment. Moreover, video-based situational judgment tests will help you determine how a candidate would react in a situation typical for the job and the company.

If you combine these assessments with relevant interview questions and involve the whole team in the candidate selection, you’re sure to find the right candidate.

Mastering the art of employee onboarding

Sometimes an HR department has so much going on that the onboarding process can become a little bit snowed under. As understandable as this might be, it’s a big mistake. New hires who didn’t have a positive onboarding experience are 2x more likely to look for another opportunity in the near future.

Consider onboarding to be the honeymoon phase for new employees and therefore the ideal time for the company to drive engagement.

Save yourself the hassle of organizing matters manually; there is enough good HR software available that can take care of things for you. Most companies use the company-wide intranet, e-learning programs, dedicated web-based portals, and videos in their onboarding process. This can reduce the time spent on training by about 40%.

Such a tech-based onboarding program also engages new employees right from the start. It’s a good way for them to get familiar with the company culture, their new colleagues, and the company’s house rules. In general, over ⅔ of employees are more likely to stay with a company for at least 3 years after a great onboarding experience.

Conducting surveys & exchanging feedback

Wanting to increase employee engagement is no use if you don’t regularly measure the results of what you’re doing. Most companies that measure employee engagement do so via a combination of methods.

The most common measuring tool is a formal employee engagement survey. Employees can express their opinions on working in the company and based on such feedback, companies can take specific actions to increase engagement. Although employees are often skeptical about how anonymous or confidential the surveys really are, they help bring out opinions that otherwise might have never come to the surface.

Ask the right employee engagement survey questions and use a tool like SurveyMonkey, Google Forms or Monday to conduct the survey. Make sure to create an action plan based on the results – 73% of organizations with highly engaged employees take specific actions to increase engagement after the survey.

However, feedback doesn’t only have to go from employees to the organization and vice versa. Employees can also provide each other with feedback. Actually, 65% of employees want more feedback, that’s why a peer feedback process at your company can increase engagement.

The right performance management platform will enable your employees to give and receive feedback in real time, being able to act upon it immediately. Furthermore, they can set goals together with their managers, as well as track their progress.

Make sure that you collect and analyze every form of feedback regularly. Employee engagement improves dramatically when employees receive regular constructive feedback about their weaknesses, even more so when it’s about their strengths.

Customizing learning & development

This is more important now than ever before. 21st-century employees take the existence of a top-notch Learning & Development (L&D) program into account while choosing their next employer, and it is a big plus for them. Do they have the opportunity for personal growth? Can they study at home, or when traveling to work, via a mobile application? Does your L&D system provide them with their preferred way of studying? All these questions need to be addressed when you’re implementing an L&D program. L&D software providers are already working on most of these things though, so finding a solution that suits your company shouldn’t be too hard.

Employee learning is an essential tool for attracting and retaining today’s workforce. Offering a customized L&D program that helps employees to develop their skills, as well as their personal growth, goes a long way. It shows you’re committed to them, it shows that you care – and will get you their loyalty in return. There’s a reason why so many companies have an L&D scheme in place; it’s known to drive employee engagement and thus retention.

On a final note

To determine where HR Tech could help your organization to increase employee engagement, have a thorough look at where the challenges lie and think about the area(s) that could be improved. There are numerous HR Tech solutions out there and it can be tricky to navigate the market.

The tools for helping you hire the right employees, onboard them, collect and analyze feedback and customize your learning & development experience could be the ones to start within your mission to drive employee engagement. Judging by the employee engagement figures at the beginning of this article, chances are that your company can use a little uptick in this area.


Author’s bio

Monika Nemcova is Content Marketer at Harver, an AI recruitment platform that helps companies hire better, faster with data. She manages the Harver blog, covering a variety of topics related to innovation in recruitment and HR.


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