• November 22, 2017

Eight steps to get employees invested in your business growth

Alexandra Anghel
Social Media Coordinator

Authored by Richard Cheeseman, Director HCM Applications Marketing EMEA

Drop him a line at richard.cheeseman@oracle.com

Sustainable business growth relies on ongoing investment. We’re not talking about the financial backing of shareholders or private equity firms, but the emotional investment of employees in their employer and its goals. Businesses perform tangibly better when the people on the payroll care about their role within the company, and feel that the company cares about them.

Some organisations confuse employee engagement with satisfaction, but the two are not synonymous. Someone can be happy enough with their job, workplace or compensation while never working to their full potential or taking the initiative, and they may still be susceptible to a recruiter’s approach. 

Engaged employees, on the other hand, don’t just work for their paycheck or the hope of promotion – their strong attachment to and identification with their company motivates them to apply discretionary effort. That might mean going above and beyond their job description without having to be asked, being highly productive while working from home, or going the extra mile for a customer, just because.  

Employee engagement is a blend of art and science, involving many interdependent variables, so it’s little wonder that employers find it such a knotty problem. Of course, hiring the right people in the first instance is one of the most effective ways to foster employee engagement. But what can be done to build a comprehensive culture of engagement with the workforce you have today? Here’s a practical checklist:  

  1. Look at how experiences at every stage of the employee lifecycle could be improved digitally — from recruitment to on-boarding and managing personal information. The tools you make available should enable relevant and personalised experiences, and foster collaboration and overall alignment.
  2. Ensure that everyone’s development is aligned to their personal goals, the business’s performance requirements, and the progression opportunities available to them.
  3. Performance shouldn’t be linked solely to financial rewards, but also recognition – whether that’s a discretionary duvet day or voucher, or publicly acknowledging a job well done.
  4. Ensure leaders are visible, and enable managers to have as much direct contact with the workforce as possible. Use frequent interactions to create a continuous feedback stream in between scheduled performance reviews.
  5. Create a culture where employees can live their values both at work and at home.
  6. Keep roles tightly aligned to business needs, and ensure everyone can see how their efforts are driving the business towards achieving its goals.
  7. Provide everyone with opportunities to learn and develop, which may mean expanding or enriching their current role rather than advancement. They should always feel that they are working towards something greater, and should be able to clearly see where their development plan is taking them.
  8. Take an active interest in employee wellbeing, work to understand what it really consists of, and strive to make everyone’s working lives as simple and comfortable as possible.

While every individual and business has unique characteristics, employee engagement is about providing the right conditions for all members of an organisation to give their best each day, share their company’s values and contribute to its success, with an enhanced sense of their own wellbeing.

Read our expert guide to discover ways to ensure employee success. From developing an effective support system to managing employees, our guide will fast become your go-to. Read eBook.

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Comments ( 1 )
  • Sneha Jain Monday, December 11, 2017
    I completely second each n every point mentioned. But when it comes to employee enagagement and recognition, challenge is when employees are thinly spread across different countries. Any incentive plan becomes a challenge to implement then.

    Would be happy to recieve any comments and suggestions
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