Published on November 22, 2022
2 min read
Only 37% of respondents to HR.Com's State of Employee Engagement 2019 research claimed that the physical environment of a workplace affects employee engagement.
To start, let's define employee engagement.
The extent to which individuals devote their cognitive, emotional, and behavioral resources to achieving successful organizational results is referred to as employee engagement.
Self-service capabilities for employees and managers are a key advantage of any HRIS implementation. Employee involvement is encouraged by the opportunity to ''self-serve'' and manage basic information such as employee profiles or to request and complete surveys based on empowerment and productivity value. Processes that are time-consuming or require a lot of paper make workers feel less motivated to follow instructions and may even undermine a generally favorable business culture.
Organizations have access to useful information and insights throughout the employee lifecycle thanks to HRIS software like SoftSUITE. A dynamic view of sentiment and engagement in certain roles and departments as well as throughout the entire company may be obtained from current data. This enables leaders to recognize accomplishments in almost real time and identify (and prevent) problems within the organization.
Employees often provide suggestions, yet little ever changes. However, employees are more strongly engaged when they have regular discussions about their experience and performance and see their feedback taken seriously by action.
Sometimes increasing engagement just requires applauding individuals who are doing a fantastic job. Think of methods to reward workers who are a good fit for their position, environment, and schedule. An employee recognition program that allows peers or managers to recognize individuals for great performance may be advantageous to some firms. Relationships may be strengthened and participation increased with this kind of system. Employee appreciation motivates them to continue their work by making them feel that it is benefiting the business as a whole.
Employees are more likely to offer the greatest customer service, have higher morale, and take fewer sick days when they have an emotional stake in the organization's growth. Better sales, more profits, and pleased stakeholders are the results.