Employee engagement has been a big focus in recent years—and not without reason. Employers have learned, slowly but surely, that when your team members have an emotional investment in the company, they’re going to do better work. So, working to build engagement isn’t just about keeping peace or making your people happy; it has a real, bottom-line impact.
Don’t believe me? Let me list just a few concrete ways in which you can actually measure the results of employee engagement.
Where Does Employee Engagement Matter Most?
- Productivity. An invested and engaged workforce will outperform a workforce that’s lackadaisical or unmotivated—all the time. Study after study confirms that, when you engage your employees, you get more high-quality work out of them, not less.
- Retention. Employees who are engaged with their jobs are less likely to leave for greener pastures. Makes sense, right? And that, in turn, saves you the cost of recruiting and onboarding new people.
- Morale. Workplace happiness isn’t just some pie-in-the-sky ideal. High morale has been linked to both productivity and retention—just what I’ve been saying—while employees who are unhappy are more likely to do sloppy work or to look for new opportunities elsewhere.
- Innovation. Engagement can manifest as creativity. Think of some of the great tech breakthroughs of the last decade. How many of them do you think were engineered by people who were bored and unengaged?
- Communication. Employees who are engaged are more likely to communicate clearly and proactively with their colleagues. Again, it just makes sense, right?
- Recruitment. Employees who are engaged in what they do, and who feel happy at work, will be more likely to recommend the company to others—and that can really help with recruitment.
Employee engagement is not some nebulous thing. You can really track its results—and that makes it something worth investing in.
This article originally appeared in Dr. Rick Goodman's Blog.