Fueling Employee Engagement - A Transformation Story
A few years ago, our organization faced a pressing challenge. Organizational changes led to high turnover, and low morale, which cast a shadow over the organization's mission. But within two years, we witnessed a remarkable transformation—a doubling of employee engagement. How did we achieve this feat? In this article, we share our journey, lessons learned, and the strategies that reignited the passion of our team.
What is Employee Engagement? Engagement, as defined by the Society for Human Resources Management (SHRM), is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Engaged employees are more likely to contribute to the organization's success by going the extra mile. Engaged employees are also a driving force behind increased productivity. They produce higher quantities of work, deliver higher quality, foster innovation, and streamline processes—a win-win for both employees and the organization.
Our journey began with a commitment to listening. We conducted focus groups and surveys to understand our employees' concerns. We also introduced the Gallup Q12 survey—a tool designed to measure and assess employee engagement. Our employees voiced concerns about input not being valued, perceived shifts in the organizational mission, and a need for more transparency from leadership. We responded with improved communication, leadership development, filling key leadership positions, and a renewed focus on our mission.
Different employee committees were formed—the Culture Committee and the Events Committee. The Culture Committee reignited our sense of purpose, while the Events Committee fostered connections beyond daily tasks. Both committees contributed to enhanced engagement. We celebrated our employees' everyday contributions through new employee recognition programs and an internal newsletter. Celebrating ‘wins’ and focusing on internal communication are so important when you are looking to strengthen morale and improve your work environment.
We empowered teams to take ownership of their work environment. Action planning toolkits, based on Gallup Q12 insights, allowed departments to identify and address their unique needs. Regular town hall updates ensured accountability and transparency.
The numbers speak volumes. Within two years, employee engagement doubled, reflecting our collective commitment to positive change.
As an HR leader, I see the landscape of employee engagement evolving in response to remote and hybrid work, mental health focus, technology integration, and listening to the needs of a diverse workforce. HR's role in shaping the future of employee experience is more crucial than ever.
Our journey teaches us that employee engagement isn't just a goal; it's a journey. Together, we shape the future of work where every individual is engaged, valued, and empowered.
