Employee Happiness is key to the growth of an organization
The need for identifying and truly understanding the unique differences among people must not be neglected at any cost. Meet Max Steller, a young and hardworking woman who has been working for an excellent company for the past five years.
She has been putting her best foot forward in increasing the sales of the company. She gets her payment at the end of every month with no troubles but at the back of her mind, she feels that she is easily replaceable. This dejection and lack of relativity around make her look for better prospects. We have all heard how employee engagement is important and constantly coming up with unique strategies shall put everything back in place. An overwhelming majority (84%) of United States employees claim that their relationship with their boss is the number one determining factor for whether they try to move up in the company or find work elsewhere. Few of us realize that EQ is actually more important than IQ. EQ stands for Emotional intelligence that today is deemed to be more beneficial than IQ. Truth is that a prestigious degree and lucrative job means nothing if you have no-one to share your successes with and often glorifying facilities and providing benefits doesn’t make up for the lack of appreciation. We must work on adding the missing “Human” element to human resources.
Employee happiness today is no longer a matter of choice. Employees are the Dam, together holding the water force of your customers in place. They are the pillars to success and thus their needs must not be neglected. Recent studies claim that happy employees are up to 20% more productive than unhappy employees. When it comes to salespeople, happiness has an even greater impact, raising sales by 37%. So what exactly do we comprehend by the term “happiness”? is it simply providing State-of-the-art fitness facilities, multi-cuisine cafeterias, health drives all-round the year and sports competitions to be the next hit secret mantra to success? Happiness and Value have a close connection that helps build one another while eventually becoming the ladder towards growth and progress. Employees today, mainly the millennials want much more than monetary satisfaction, they desire recognition and want to be heard, seen and acknowledged for the efforts they put in. Most companies hear this and immediately offer awards, meet the CEO’ sessions, ‘town-halls’, ‘huddle weeks’, etc trying their best to fill up the void by temporary fixes, even going to the extent of platforming wonderful opportunities for employees to travel to exotic locations globally to attend these sessions without lending out a simple cost-effective ear that could solve everything without spending close to a penny. Listening could solve major problems as the copy-paste solutions do not work for each and every company as employees are different globally thus their issues come in a variety. As employers and HR Professionals we must unlearn and re-establish a few things to best satiate the needs of our respective companies. Engagement for any candidate should start as they walk into the offices or facilities on their very first day itself. Reskilling and a healthy work-life balance is the trick, the secret mantra to success for most companies and saves out on a lot of employee burnouts.
75% of the workforce will be millennials by 2025 states Gallup, these millennials are connected, unconstrained and idealistic people who have the burning urge to be valued, respected, accepted and encouraged to participate fully in whatever culture they are a part of. They want to be part of organizations where they can be their authentic selves without fear of judgment or retaliation. They desire a sense of belongingness within the organizations they work with. Majority of the employees today wish to work in a conducive environment that is conversation friendly and one that promotes autonomy.
Ever wondered what fosters the famous “discretionary effort”? When companies encourage a transparent behavior right from the top leading managers to the last in the hierarchy that induces a sense of trust between the management and the employees, but it cannot work one way alone. Management must encourage personal growth that leads to genuine care in the benefit of the employees resulting in an overall concern for the organization on a whole.
Many companies are stuck in a once-a-year engagement survey pattern. What happens when we continuously eat and exercise once a week? We gain fat while dreaming for a slim size zero. Well, similar results are perceived when engagement is measured only once a year. We start thriving on old infested data and build solutions upon it that are no longer applicable to the fresh unaddressed problems. Measuring employee engagement frequently is more of a belief changing process for major companies. Organizations must enforce the right cadence for measuring employee engagement, a regular 3-5 times a year is good enough for informing a better employee experience while taking adequate time to implement the changes respectively. Feedback gathered during these intensive surveys must be worked on and reforms must be implemented for instilling employee faith in the management.
Health matters are crucial when it comes to Employee Engagement. Even though most people agreed that sleep is key for focus, 52 percent admitted they never or rarely get enough of it. Despite the fact that they find mid-day exercise good enough to recharge their focus, 70 percent say they never or rarely get enough physical activity. These findings aren’t just isolated incidents, either. Seventy-nine percent of U.S. adults don’t get enough physical activity, according to the CDC, and 40 percent get less than the recommended amount of nightly sleep. Employees want to work in organizations that take health care seriously and have the necessary means to prevent mishaps in case of emergencies.
Along with health matters, a huge unaddressed concern arises during vacations and how can companies keep their employees contented and productive while the world outside celebrates, management must foster a fascinating and engaging work culture, bring in games, decor, and build a festive vibe during such times that keeps the employees satiated at their desks throughout the holidays.
Let’s look at a few employee engagement success stories to analyze and see how they’ve pushed the boundaries with their employee engagement tactics.
– Harvard Technology Success Story
Harvard Technology uses the communication tools of SmartHub in order to bond and bring their employees together, they have doubled their childcare vouchers and increased Cycle to Work orders by 500% through better benefits education.
– Quicken Loans
Quicken Loans is amongst the few companies who have committed themselves to create a positive and enabling workplace. Fortune magazine has ranked them as one of the Top 30 Best Places to Work in America for 11 consecutive years. Their strategy is to not consider employee engagement as a process, a department, or a survey, but consider it as part of the business and culture. Gilbert and CEO Bill Emerson, personally facilitate an eight-hour long orientation for all new employees. They are intentionally generous with benefits and perks which includes a concierge service, knowing that by highly supporting their employees they’ll instinctively do the same for customers.
In conclusion, with unemployment back to pre-recession levels and the job market constantly heating up, people now have choices about where they work. People will only stay at a company where they feel loved, respected, and where they can do work they enjoy and believe in matters without any fear of judgment.
“ Attract potential employees by making your current ones happier”