5 Things Your CEO Needs to Know About Employee Engagement

Surprisingly, many people today believe that employee engagement is a job for the HR department. Most CEOs are not used to thinking about the intricacies of attracting and retaining employees. At the same time, research shows that only a tiny amount of effort is enough to create high-quality employee involvement in the work process.

Data from Statista shows that around 68 percent of employees globally got a feeling of engagement in their work. There was a 2 percent increase compared to 2019 and the highest score during the time under consideration. 

Why is employee engagement so meaningful that it is even measured? The answer is straightforward: employee engagement is vital to moving the entire company forward. However, no one will realize the value of this power if your entire leadership team (including senior management) is not involved. That is why it is essential for every CEO today to understand that culture and engagement are not just HR issues.

The Forbes article for an HR manager provides advice: You need to take care of engagement, not because it feels good to make people happy, but because the employees involved make a discretionary effort with you and stay at their jobs longer.

Below you will find five key points why your company’s leaders need to be the first to incentivize people in the production process.

1. Encourage employees to engage in dialogue

The CEO is in his position when he shows initiative, creativity, and communication with the rest of the team. Thanks to how you communicate and listen to each other, a good result is achieved, and the truth is learned. As a senior executive, you should always be able to listen and engage your people in dialogue.

You must insist and ask employees to share their thoughts and opinions about the work process in the company. Employees dream of being heard – everyone wants to give feedback, and if you respond to that connection with the action, it leads to positive business results and more employee engagement.

But if you do not want to listen to the voice of your employees, then most likely, you will begin to lose valuable personnel, and the effectiveness of your work will drop.

Currently, 90% of workers say they are more likely to stay with an employer accepting and acting on feedback. However, it is essential to remember that hearing the employee’s voice is only the first step. It is vital not only to listen but also to act.

Respond to requests and rethink working conditions by the demands of workers. You must always complete this listening-action cycle to move the arrow to the level of employee engagement.

2. Consider your company as a social enterprise

Don’t start production with only income in mind. Your brain should be captured by the idea that every participant in your enterprise should win (get a profit). This attitude allows the top CEO in our world to achieve the highest results and huge profits. 

Yes, your company has a goal of becoming profitable. But you also have to consider the working conditions of the employees, their needs and desires. Because exactly when your employees feel good, your whole company will feel good. 

Employee involvement in work processes solves the issue of improving working conditions. That is, as a CEO, you should be people-oriented, invest your energy in him, focus on personal relationships, and openly discuss company problems.

3. Use modern technology

You cannot ignore technological progress because it makes working conditions easier, too. And given the development of social and communication applications and technologies, you can qualitatively improve the ability to communicate with your employees, which will positively affect their work in general. 

In an article on the roles that tools play in employee engagement, Techcrunch writes that an essential signal of employee engagement is how people relate to the tools they use at work.

Technology is essential to stay in touch with today’s employees who establish and maintain conversations on social media.

However, technology alone will not magically increase employee engagement. CEOs need to be able to listen to what employees need to determine what they value.

4.  Recognize potential leaders

An organization cannot take full advantage of the tremendous power of employee recognition unless company leaders initiate a culture of recognition. When you, as CEO, take the lead in creating a positive culture of leadership across all levels of employees can create a shared culture of leadership throughout the company.

Remember, people at all levels, including your fellow executives, expect to be recognized for their successes. As a CEO, you just need to start this wave, and the culture of recognizing the value of employees will become commonplace in your workplace. Just become someone who sees the merits and leadership qualities of the employee.

5. Create an individual employee reward system

Rewarding employees is part of the system for motivating and involving them in your company. However, it is good when you, as a CEO, think over an individual reward system and rely on the gender and age of employees or their interests.

To create an engaging employee reward package, you need to truly see each person for who they are and allow your employees to voice their preferences. Again this is about the importance of listening to your subordinates.

When you develop good communication with your employees, you will know what they value and motivate them more. And a flexible point-based recognition and reward platform allows each employee to accumulate points and redeem them for a reward of their choice that has a unique meaning.

In Conclusion: Key points to understand employee engagement

• remember the value of each employee
• use individual keys to reward work and create a positive corporate culture.
• celebrate the achievements of hardworking employees
• make building trust in leadership a priority at work.

The company’s success has long depended not only on its leaders but also on recruiting personnel who work there. In order to create a better work experience and more productive management, it is essential to develop employee engagement at every stage of work in your company that could lead to IT staff augmentation.

When you introduce employee engagement into top management and define it as a goal, this is your first step towards achieving operational excellence. In addition, employee engagement can help reduce employee turnover, improve performance and health, and reduce absenteeism.