Written by Angeli Recella
“Companies need to take their employees’ well-being seriously. The consequences of ill employee engagement.”
- High belonging was linked to a whopping 56% increase in job performance, 50% drop in turnover risk, 75% reduction in sick days, and 167% increase in their employer promoter score.
- Belonging, along with well-being, is at the top of this year’s Global Human Capital Trends survey as one of the most important human capital issues. Seventy-nine percent of survey respondents said that fostering a sense of belonging in the workforce was important to their organization’s success in the next 12–18 months, and 93 percent agreed that a sense of belonging drives organizational performance—one of the highest rates of consensus on importance we have seen in a decade of Global Human Capital Trends reports.
- Engage your employees and this will surely reap rewards not only for the betterment of their mental health in this time of crisis but also to your company’s bottomline.
- Do it the right way. Involve the employees in the design and execution of well-being programs. #ownership #understanding #design.
- Some tips on what you can implement to foster belongingness and
engage employees while everyone’s working from home: basics done right (salary, uncertainty addressed), work check-ins, game nights, coffee chats, sync time out…
Social belonging is hardwired into our DNA as a fundamental human need. Roughly 8 out of 10 of business leaders cite that fostering a sense of belonging in the workforce was important to their organization’s success in the next 12 to 18 months, and 93% agreed that a sense of belonging drives successful organizational performance. And yet, 40% of employees say that they feel isolated at work; the result has been lower levels of commitment and engagement to their companies.
The aforementioned reports were all from 2019, back when the COVID-19 crisis had yet to force companies to move most of their operations online and force everyone to work from their own homes. Before this pandemic, it was found that poorly defined physical boundaries between a worker’s personal life and professional life can lead to employees feeling pressured to overwork, be less motivated and more prone to loneliness & isolation.
“While businesses try to keep up with the economical and operational effects of the pandemic, they must make sure that their workforce is positively engaged. “
It is clear that companies need to take their employees’ well-being seriously. The consequences of ill employee engagement, once left unchecked, can be harmful to both the workers and the company. While businesses try to keep up with the economical and operational effects of the pandemic, they must make sure that their workforce is positively engaged. Based on the 2020 Global Human Capital Trends report, here are the three main things that companies should pay attention to so they can foster belongingness and increase employee engagement:
1. Comfort – create an inclusive and psychologically-safe environment for employees. Companies should make sure that everyone can voice their opinions without feeling judged. Create a few ground rules on how employees can interact with one another such as lessening interruptions in conversations, not placing blame and accepting ideas without judgment.
2. Connection – assuring that employees feel they have meaningful relationships with coworkers and their teams, and connected with the organization’s purpose and goals. The sense of being well-connected with others in the workplace leads to a whopping 56% increase in job performance, 50% drop in turnover risk, 75% reduction in sick days, and 167% increase in their employer promoter score. Facilitate connections by regularly doing check-in meetings where everyone aligns on their missions at work. And it never hurts to organize a couple of virtual coffee chats or office game nights every now and then.
3. Contribution – the palpable impact of comfort, connection, and results combined. Once employees feel comfortable and connected to the greater mission of the company, their productivity, and quality of output increases. As a manager or business leader, make sure that you track the results of the employees regularly and give the credit where it’s due. Providing feedback for the personal and professional growth of the individual workers is just as beneficial as praising them for the good work they have done.
“So long as you involve the employees in the design and execution of the well-being programs.”
Engaging your workforce will surely reap rewards not only for the betterment of their mental health in this time of crisis but also to your company’s bottomline. So long as you involve the employees in the design and execution of the well-being programs.
Angeli is our Senior Incubation Manager at makesense. She is in charge of human resources-related tasks. She also trains the entrepreneurs in our incubation programs, and equips them with the tools they need to keep their businesses running!
Reach her at firstname.lastname@example.org.