“When peo­ple are finan­cial­ly invest­ed, they want a return. When peo­ple are emo­tion­al­ly invest­ed, they want to con­tribute.” — Simon Sinek

The COVID-19 pan­dem­ic has taught us many things. First, it has taught us that empa­thy and kind­ness goes a long way. We’ve learned that as indi­vid­u­als, com­mu­ni­ties, and as a nation, that we can do hard things when we work togeth­er. Final­ly, this pan­dem­ic has taught us that the rela­tion­ship between employ­er and employ­ee is a valu­able one. How much the employ­ee feels val­ued by their employ­er is called “engage­ment.” And this feel­ing of val­ue is one that more and more com­pa­nies are invest­ing in in a post-COVID environment.

Employ­ee engage­ment is when an employ­ee feels “high lev­els of involve­ment (pas­sion and absorp­tion) in the work and the orga­ni­za­tion (pride and iden­ti­ty) as well as affec­tive ener­gy (enthu­si­asm and alert­ness) and a sense of self-pres­ence.” Let’s dive in and look at some fast facts on this sub­ject and how to increase engage­ment in this new work­space we have found our world occupying.

 

BY THE NUMBERS

  • 34% of employ­ees and 35% of employ­ers stat­ed they felt engaged in their work in a 2019 Gallup poll.
  • 38% of employ­ees now say they are “high­ly involved in, enthu­si­as­tic about and com­mit­ted to their work and work­place” via a May 2020 Gallup poll.
  • This is the high­est report­ed engage­ment since Gallup began mea­sur­ing this top­ic in 2000.

 

BOTTOM LINE

  • Unen­gaged employ­ees low­er pro­duc­tiv­i­ty, inno­va­tion, and the bot­tom line.
  • Engaged employ­ees have low­er absen­teeism and low­er turnover.
  • When an employ­ee believes that they are being heard and seen as a val­ued invest­ment, they feel empow­ered to do their best work.
  • Teams that report being engaged in the work­place have 21% high­er prof­itabil­i­ty than those who report being unengaged.

 

HOMESCHOOL

  • One way to cre­ate engage­ment in the work­place is to pro­mote learn­ing oppor­tu­ni­ties at home for employ­ees. This can be done in vir­tu­al work­shops for remote workers.
  • If a company’s invest­ment is in learn­ing and devel­op­ment, this shows the employ­ee that their employ­er sees their future as important.
  • Pos­i­tive results of invest­ing in work­force edu­ca­tion include increased employ­ee engage­ment, more inno­va­tion, and increased under­stand­ing of the company’s goals.
  • Remote employ­ees who par­tic­i­pate in a company’s vir­tu­al train­ing report that beyond the edu­ca­tion­al ben­e­fit they receive, they also feel as though they are being equipped with new skills for han­dling stress­ful sit­u­a­tions once they are able to return to work.

 

RESOURCES

There are numer­ous blogs and arti­cles and cre­ative edu­ca­tion­al inter­ac­tion sites to keep employ­ees engaged and learn­ing while remote. Below are some fun and cre­ative sites to help you cre­ate your own engage­ment cam­paign for your organization.