3 Misconceptions About Employee Engagement
The biggest misconception involves the happiness of an employee. While there are some similarities, it doesn’t mean the same thing.
Download reportJosh Bersin said it best:
“The word ‘engagement’ refers to being engaged with your job. It doesn’t necessarily mean you’re happy. Engagement is not necessarily a sign that everything is good… companies have to invest in various programs and solutions that help people maintain themselves.”
Let's dive in and go through the 3 most common misconceptions managers have when looking at how employee engagement works.
1. It’s Equivalent to the Temperature of an Employee
The temperature of an employee refers to understanding their happiness and wellbeing.
To put it another way, it’s about getting abetter knowledge of your team’s sentiment on different workplace aspects such as:
● Job satisfaction
● Team spirit
● Personal development
● Meaningfulness
However, each of these are their own thing. Although they do have a relationship with employee engagement, it’s not the same as employee happiness. One person could be feeling unhappy yet still be doing well at work and meeting set targets.
“The word ‘engagement’ refers to being engaged with your job. It doesn’t necessarily mean you’re happy. Engagement is not necessarily a sign that everything is good… companies have to invest in various programs and solutions that help people maintain themselves.”
2. It’s Optional for Growing Your Business
According to Gallup, the consequence of disengaged employees globally is a productivity loss of around $7 trillion. For reasons related to business growth, improving employee engagement is essential.
More companies are moving into hybrid work environments. Professionals nowadays are putting more priority on work-life balance amongst other key factors. If their needs aren’t being met, it won’t belong until they start to consider their other options.
Struggling with creating a balance between in-office and hybrid? - Continue reading on creating great employee experience for remote, hybrid and in-office workers
3. Workers Are Only Motivated Because of Their Salary
Salary and good compensation is indeed an important factor for motivation and retention. But it’s not everything, and definitely money is not enough to keep anyone motivated. There will always be other work related factors at play including:
● Work conditions
● Relationships
● Stress & burnout
A team of loyal and strongly engaged employees comes from having an emotional connection with your brand. This is one of the main motivators for getting them to stay, which is something that doesn’t always develop through monetary value.
If the pay is all that’s giving them a sense of purpose, don’t be surprised if they quit once the going gets tough.
Read more: Everything you need to know about Employee Engagement
Elite Hotels knows why employee engagement is important
Elite Hotels knew that high staff engagement results in higher customer satisfaction, and to ensure that their employees feel engaged, they chose to use Winningtemp.
Bianca Britten-Austin is the Talent Manager at Elite Hotels and immediately saw Winningtemp as one of the most important tools to contribute to engagement in the workplace.
In the service industry, there is a strong correlation between employee engagement and customer satisfaction. We are constantly asking our customers how they feel about our hotels, so it makes sense to ask our employees how they feel at work," Bianca says. We now have up-to-date data that is tangible, updated in real time and comes directly from the employees themselves. Employee engagement is one of our key factors to good profitability, that's just the way it is.
Read more on Elite Hotels and how they increased their employee engagement with Winningtemp.
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