There’s no doubt about it: Any kind of engagement effort is going to create alignment among employees and departments. Increased and improved communication will keep everyone on the same page and moving toward the same goal. This three-step move of focusing, aligning and combining efforts among employees is the powerhouse that will get your engagement efforts to deliver results.
But what kind of results, exactly? Some of that will depend on the goals you set and the areas of engagement you focus on. And it will be tempting to see correlations when you’re really looking at one-time snapshots. The more context and data you have, the more accurate your efforts will become. But no matter where you are in the process, you can expect these four business results to emerge.
One of the benefits of an engagement effort is that it focuses attention on whether people have the tools they need to do their jobs. It also looks at how effective teams are, and whether they’re equipped to meet the goals that the company sets. When things are working really well and the company is hitting goals, there’s a strong correlation with increased retention.
It makes sense: People are going to feel better about staying at a company that sets them up for success. Employees want to know that the company is setting realistic goals and expectations that are within their reach. All of those factors are going to contribute to retention efforts.
Improved Manager Effectiveness
All of this goal-setting and expectation is going to put some pressure on managers, it’s true. But it will also clarify for managers their role in the organization: They’re the ones who take the big goals set by company leaders and break them down so employees can get their heads around how they’ll achieve them. Managers ensure people have the tools to reach those goals, including making the case to department heads or company leaders for different resources if they’re needed.
This kind of alignment that’s set through greater engagement efforts makes it easier for managers to step back from the day-to-day front-line work and look at things more strategically. When they do so, they boost their own worth by helping others work more efficiently or effectively.
You can see where this is going, of course. When people feel like they can fire on all cylinders, they tend to do so, and you’ll start seeing individual and team performance improve. Now, that doesn’t automatically mean that your company will start hitting the goals it sets, but it does mean it will be easier to identify where and how to make any tweaks to the process.
If performance is what employees put into their work, productivity is what you get out of it. What it looks like depends on where you’ve directed your engagement efforts, of course, but if you’re measuring outputs, you’ll see it. Keep in mind, though, that the further away your metrics get from what you can control, the more likely it is that something else is affecting productivity. The number of widgets built, as something “close” to the company, will be easier to measure and influence, while something like “customer satisfaction” for a product sold in someone else’s store is going to be a little harder to influence and measure.
No matter what you’re measuring, if you do it consistently, you’ll find that engagement will affect it. It’s a process, but one you’ll see unfolding as you’re doing it, and the results can be amazing.
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