Employees are as vital to a company’s success as cash flow, and that’s why businesses focus on engagement. Because ultimately, employees want to feel like the company they work for cares if they stay. However, 52 percent of exiting employees say that their manager or organization could have done something to prevent them from leaving their job but didn't, according to a study by Gallup.
Is this disconnect caused by a lack of engagement? Or is it due to a problem in the emerging concept of the employee experience? The two terms seem similar, and there is overlap. It’s essential to know the differences and how businesses can approach employee engagement and their experiences with those differences in mind. This article will help define employee engagement and employee experience, where the two are similar, and when to treat them differently.
Managers often use the terms employee engagement and employee experience interchangeably, leading to confusion. Here’s a look at how they’re defined.
This concept is the commitment and connection an employee has to your business. Qualities of employee engagement include feelings of togetherness, support, and recognition.
If you have good levels of employee engagement, you’re likely to see strong retention, performance, customer satisfaction, and stakeholder returns. It’s a great metric to track, especially when turnover is high.
What employees witness and encounter in their workplace—their perceptions—is the employee experience. Businesses are naturally concerned with what their customers experience throughout a transaction or contractual period. But since employees are one of the most valuable resources for an organization, employers are investing in meeting their overall physical and emotional needs.
Although engagement and experience are similar, they require different approaches when it comes to management.
By now, you can tell engagement depends on the quality of the employee experience—but one is not replaceable by the other. Good engagement emerges from the employee experience when there are clearly defined roles, a sense of camaraderie, helpful feedback, immediate rewards programs, and continuous learning. It considers whether you are meeting all employees’ psychological and emotional needs. When they are, businesses see creative team performance at its best.
The differences between employee engagement vs. employee experience, although subtle, must be understood.
Engagement is organic, rising from an employee’s feeling of being supported and rewarded with something they value, working in an optimized environment, and knowing their work contributes to a greater good. Can you see how businesses that improve their employee experience will have more engaged employees?
Consider your employees’ commute times, parking, tools, technology, office space, constructive feedback, motivation through rewards, and any other factors that impact getting their jobs done. In what ways can you intervene to create a better experience for your employees?
Empowerment and inspiration are most effective coming from management and direct supervisors. Help your managers and supervisors grow into coaching roles with tools that allow them to motivate and reward employees directly.
Just as you have a brand you want to promote to customers, you also need a brand as an employer. This brand should be consistent from recruitment to an employee’s exit. Consider what will attract employees to your company beyond getting a paycheck.
Increasing employee engagement is one of the most valuable investments you can make—and there are many digital tools you can use to incentivize engagement. Many of our HR customers use Rewards Genius to order, send, and track digital gift cards in one easy dashboard.
If you’d like to see how Rewards Genius can help you improve the experience and engagement of your teams, email firstname.lastname@example.org
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