The involvement of employees is extremely important for the company's further success. The employer must invest in the development of not only the business but also the employees. Only in this case is it possible to achieve long-term success. To achieve high results, it is necessary to stimulate employee engagement. We will tell what affects this indicator and how to strengthen it in the article.

What is employee engagement?

Engagement is usually called the emotional and intellectual state of employees, in which they strive to perform their work as efficiently as possible. Here we can see an entrepreneurial model when an employee is "sick" for the company as if it were his business and strives with all his might to perform his duties as efficiently as possible. With high involvement of employees:

• enthusiasm for work increases;
• labor productivity increases;
• staff turnover decreases;
• the proactivity of employees increases, and they are ready to perform above the norm of their duties;
• customers are satisfied with cooperation and service, and much more.

The problem of effective and efficient staff engagement is especially relevant, as this process is very difficult to track, especially independently, without additional software. For example, today, there is an effective tool like gallup q12, which helps to understand and figure out how to correct the situation with employee engagement and change this level for the better.

Which includes staff engagement.

One of the important components of engagement is the development and clarification of the deep meaning of the company's purpose. When leaders define the company's success through the eyes of satisfied customers or society, employees are more committed to their positions. Companies that strive to be the first or second in their fields have a much higher level of innovation, as well as the dedication of the staff.

Experts recommend defining the goal and mission by all stakeholders:

1. When each stakeholder wins, the business actively develops and thrives. You should explain to employees that the goal and mission of the company are not only to obtain financial benefits. This approach allows you to interest people who are passionate about their work, which increases engagement much more than any material compensation.
2. No less important is the element of transparency in relations. The times when "truth management" was effective and people could only believe what they were told were over. Now transparent and trusting relationships are in demand, both within the company and outside (with customers and partners). This approach can increase the involvement and interest of people much more than manipulation, secrecy, and silence of the truth.
3. We live in a time when management must invest in its staff: to train, promote development, and provide opportunities to improve their professional level. In such companies, employee engagement is always much higher than in those engaged only in management and do not provide prospects for their staff.

Conclusion.

Companies with low employee engagement (less than 25%) will never achieve their business goals. There are objective reasons for that. Such an atmosphere in the team creates indifference among employees, resulting in dissatisfaction and mediocre work with clients. Employees come to work only because they have to and are paid a salary. There are no suggestions, innovations, or ideas for optimization because the team does not desire to grow and develop. In this situation, any business is doomed to temporary stable maintenance at a certain level and gradual burnout.

That is why HR specialists and managers should know what factors affect their employees' engagement and how they are interconnected and consider this information in building a management strategy. Only this approach will change the situation toward development and growth.