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The power of connection between colleagues shouldn’t be overlooked. People who have a connection to their peers are more likely to be happy with their job, engaged, and ultimately more productive.
This is why designing effective engagement policy is so important, and working towards building connection should be a top priority as it can benefit business performance.
According to The Future of Connection at Work by Enboarder, employees who were satisfied with their company’s engagement policy were twice as likely to agree it was a great place to work.
Similarly, employees who were happy with engagement programs were twice as likely to agree that their organisation encourages innovation and motivates them to go above and beyond their job responsibilities.
Retention was another major benefit of effective engagement policy, with 44 per cent of respondents saying it would encourage them to stay at their company for another five years.
It’s not just employees who benefit from these programs. Revenue was also boosted, with 80 per cent of respondents claiming engagement programs in their company has increased revenue in the last two years.
The aim of the game is connection, and engagement is an effective way to promote it. Employees realise this, as 97 per cent of those satisfied with engagement policy felt connected to colleagues, and 95 per cent have strong friendships at work.
According to Enboarder, employees are feeling less connected with their peers than in 2022. In Australia, 11 per cent of respondents felt disconnected from their colleagues.
Not getting engagement right has significant consequences. In fact, 84 per cent of those dissatisfied with engagement in their workplace highlighted challenges with their company retaining workers. With the talent market remaining tight and candidates having their pick of the lot when going for jobs, those who don’t get engagement right may fall behind.
Respondents to the report were asked to pick the most beneficial methods for driving engagement. The top answers were:
- Peer learning (37 per cent)
- Career development and skill building (35 per cent)
- Diversity, equity, and inclusion (DEI) programming (28 per cent)
- Mentorship programs (28 per cent)
- Planned social or extracurricular activities (26 per cent)
- Wellness programs (26 per cent)
- Onboarding programs (14 per cent)
- Networking events (14 per cent)
- Employee or business resource groups (Eight per cent)
- Pulse surveys (Five per cent)
Putting your people first should be the priority of any leader. In fact, the report revealed that 36 per cent of employees who are dissatisfied with their organisations people programs said they have plans to quit in the next six months.
So, what are the tangible benefits of promoting employee engagement? According to respondents, the top picks are:
- It helps me form stronger relationships with my co-workers (52 per cent)
- It makes me more productive by deepening my knowledge base and/or skill sets (42 per cent)
- It makes me feel more engaged at the company (37 per cent)
- It makes me more likely to stay in my job because it demonstrates the company cares about my development (29 per cent)
- It provides opportunities to network with professionals in my field or industry (27 per cent)
- It’s a good use of my time (24 per cent)
- It prepares me for future career opportunities within the company (19 per cent)
RELATED TERMS
The goal of team building is to instil a culture of interdependence and trust among employees so that they feel appreciated for the work they do and appreciate what others bring to the table. Although this may be implemented as a training programme, it mainly depends on morale and company culture to develop a long-lasting, maintained feeling of team.
Jack Campbell
Jack is the editor at HR Leader.
